Archive for October, 2008

Body Language Mirroring and Cross Mirroring

Friday, October 24th, 2008

As discussed in previous articles, the effectiveness of communication of a message is dependant on the response it elicits from the other person. Good sales people know this, and now that since as little as 7% of face to face communication is via words, time must be spent exploring body language and voice tonality. They will have undertaken communication and sales training.

One key tool in a salesman building rapport is through non-verbal communication. The following are just three of twenty nine variations in definition of the word ‘like’ (source: http://dictionary.reference.com/browse/like):

1 - of the same form, appearance, kind, character, amount, etc.: I cannot remember a like instance.
2 - corresponding or agreeing in general or in some noticeable respect; similar; analogous: drawing, painting, and like arts.
3 - bearing resemblance.

It illustrates the point that if people behave ‘like’ us, we ‘like’ them. In British culture, we are accustomed to using eye contact to build rapport, but lag behind when it comes to body language. By mirroring another’s posture, gestures, physicality, voice tonality and even breathing, we can build rapport with them.

Beware though; it doesn’t have to be a question of mimicking. Subtle hand gestures can compliment the other’s flailing arm. Seated weight distribution can compliment the other’s foot on the table. This is known as ‘cross mirroring’ and be a subtle but powerful tool in the salesperson’s arsenal.

Once mirroring and cross mirroring has engaged the other person, the salesperson can then ‘mismatch’ when it’s approach to signal a shift in a different direction.

Building Rapport

Friday, October 24th, 2008

We’ve all heard the expression ‘people buy from people’. We are much more comfortable spending money with people we like and get on with. Whether this happens, depends on the salesperson’s ability to build rapport.

The greatest salespeople have fantastic communication skills:

Good Communication skills = Good Rapport.
Good Rapport = Trust.
Trust = Confidence.
Confidence = Sales.

We can only gain rapport if we understand the other person’s ‘map’ of the world. This is when we take the information given by them, in the form of communication, to understand their perceptions of reality. Remember the elements of communication (these can vary in different situations):

55% Body Language
38% Tonality of Voice
7% Words

Wise sales people will invest in communication and sales training, to equip them to become great analysts of communication behaviours, since up to 93% of the message has little to do with words.

Next time you’re having your afternoon espresso at that big American chain, take a look at the people around. Identify those who have strong rapport. Are they mirroring each other with eye contact, voice levels, gesticulation and posture? They are engaged in a subconscious ritual of complementary movement.

Great salespeople know this, and adapt themselves chameleon-like to the person they are trying to engage, matching them skilfully. Thus, rapport establishes itself, and the selling cycle can begin.

Sales – Understanding the basics of communication – part 2

Thursday, October 23rd, 2008

Put simply communication is a series of messages that are passed between one person and another. As a salesperson, how does one ensure the message you are sending, is the message being received? We’ve all had experience of making apparently insignificant remarks which have elicited seemingly out of proportion responses from people. This can happen in sales too.

A wise salesperson will invest time and money on a sales training course to become better communicators. If you’re a better communicator, you’ll be a better salesperson.

Let’s take a look at a seemingly straightforward phrase – ‘what a great day’. It could potential have many meanings depending on delivery; sarcastic, uplifting, threatening etc. In fact, it can mean anything!

It illustrates the point that we all should know as salespeople but tend to forget; in a presentation scenario, thirty-eight percent of the impact of our message is through voice tonality, fifty-five percent of the impact is through body language, and only seven percent of the message that gets through is the use of words. These figures can vary in different situations, but they have been scientifically proven (The Journal of Counselling Psychology, 1967, Vol. 31).

Actors can say ‘yes’ in ways to conveys hundreds of different messages. Presidents and Prime Ministers spend vast amount in media training to improve their vocal tonality and psychical communication skills (think of Margaret Thatcher).

Words may contain the message, but gestures, expression, posture and tone provide the context. The effectiveness of your communication can only be measured in the reaction it elicits in the other person.

A salesperson should spend time learning the art of communication, as the best techniques in the world won’t work if they’re not delivered properly.

Sales – Understanding the basics of communication – part 1

Thursday, October 23rd, 2008

The world is full of salespeople; good, bad and indifferent. It’s quite common for salespeople to invest in sales training to learn the latest techniques and methods that have been tried and tested by successful individuals.

However, to become a natural salesperson, one has to ensure they understand the basics of communication. Communication is a broad term, which covers just about every interaction; from casual chatting to rapport, to persuasion and negotiation.

Communication is a cycle, and it can only exist with the interaction of two or more people. When we communicate, we tend to perceive the other person’s response through our set of filters and belief structures and react with our own thoughts, feelings and perspectives.

‘Obvious’ you might say, but a fundamental flaw in poor communicators and weak salespeople is their inability to really pay attention to what the other party is ‘transmitting’. All too often a salesperson can be stuck in their own head, trying to pursue a certain strategy without dealing with the information that is being given to them.

An excellent salesperson invests their energies into studying the art of communication to use and interpret a wide variety of words, body language, and shifts in voice tonality.

In this world then we are all salespeople, we all want to better understand the signals we are receiving and the signals we are sending. Some do it more effectively than others.

Recruitment: Avoiding the interview traps

Wednesday, October 22nd, 2008

An inexperienced manager will rely far too much on gut instinct to carry out an informal interview as part of a key selection process. That’s why many managers are investing in their personal development and enrolling in management training courses to become better recruiters and selectors of staff.

The following are some typical examples that you, as an inexperienced recruiter, may fall into when interviewing:

• You have failed to prepare a consistent strategy for the interview, with a qualitative or quantitative scoring system.

• You have selected a candidate or change interview technique because you like them personally.

• Other candidates you have previously interviewed have influenced the decisions and conclusions you make in your current interview.

• Early on you lose your analytical and objectivity skills by jumping to a conclusion about the interviewee.

• You place too much emphasis on the interviewee application form, and allow it to colour your judgement during the interview itself.

• You consciously or subconsciously seek candidates who possess traits, qualities and characteristics, background or education which are similar to your own.

• You have a very strong pre-conceived idea of who or what you are looking for and don’t pay attention to exploring other possibilities that may be in front of you.

• You ask leading questions which are designed to confirm your initial impression of the candidate.

• You allow the candidates weaknesses to disproportionately outweigh their strengths by placing too much emphasis on them.

Recruitment: Improve your interview technique

Wednesday, October 22nd, 2008

Most small enterprises have a simple method of recruitment. This is a three step model which typically entails reviewing a standard application form, taking up references, and then of course, conducting an interview.

The fact is, there is so much more a manager can do carefully select the perfect person for the job. Some examples may be skills tests, psychological analysis tests, group exercises and work sample challenges, to name a few.

However, many managers typically see themselves as ‘smart’ when it comes to choosing people. Often they conduct an unstructured interview, which relies on their gut instinct and interpersonal rapport between themselves and the candidate.

A wise manager recognises the potential of moving away from the traditional the three step model and investing in their own personal development to become a more astute recruiter.

To improve their success in recruitment, managers are relying less on the ‘gut’ interview as the sole means of selection, and are moving towards a structure which has a specific sequence and logic which covers key areas that directly relate to the job function.

If you can identify the most important elements of high performance in a particular role, you can structure careful indirect questions designed to elicit the key behavioural traits the candidate needs to possess.

You can then progress to ask a series of questions based on the hypothesis principle. By placing the candidate in a hypothetical situation they may face, and asking them directly how they would behave in such a situation, you’ll get a much stronger idea of their strengths and weakness.

In all cases a candidate’s responses should be rated on a qualitative or quantitative scale, which can be later used for comparison.

Do you have a good Recruitment System?

Tuesday, October 21st, 2008

The typical manager’s role encompasses a huge range of responsibilities. In today’s economic climate, the pressure to achieve consistent results with the minimum resources is ever increasing. Thanks to the credit crunch, organisations are looking for efficiency savings, which may involve, at worst job losses.

However, such is the cyclical nature of these things, growth will begin again and companies can lick their wounds and set about re-building themselves. It doesn’t take a genius to realise that selecting the right people for the job in an investment which will pay future dividends.

Yet, anecdotal evidence suggests that managers spend little time thinking about their recruitment and selection process. Recruitment and selection is a topic that should be focused on, and managers who can objectively recognise their conscious incompetence ought to invest in a management training course.

Most managers see the selection system being a three part strategy; the application form, reference checking, and the interview. However, this traditional method is outdated, and managers ought to make themselves are that there are many more tools in the bag that will help them pick the absolute best people for the job.

Short lists and candidates put forward by recruitment companies represent only the beginning of what ought to be a well considered selection process.

Influence and Persuade

Tuesday, October 21st, 2008

A manager cannot underestimate the need for good negotiation skills. In a time when a manager is expected to do ‘more with less’, it’s never been so important that they achieve agreement with colleagues and subordinates as quickly and efficiently as possible.

Increasing managers are looking at their personal development growth to become better communicators and more effective negotiators. Discussing a resolution of challenges is not always based on logical and objective factors, subjectivism comes into play. The two key skills a good manager needs awareness of to tackle this are influence and persuasion.

Influence is a wide ranging concept, which involves the effect on each individual within the wider context of the discussion or negotiation. It can be affect by past and present events, relationships and each person’s visible or hidden agendas.

Persuasion calls upon skills of listening, debate and discussion which need to be used to gain the other’s agreement. Developing these skills, and an understanding of influential factors, makes the difference between a good and a great negotiator.

A manager wishing to improve their success rate in negotiation, needs a healthy awareness of their strengths and weaknesses in influence and persuasion, and take steps to continually improve. They are important components for the effective manager.

Natural Negotiation

Monday, October 20th, 2008

Most managers have a wide range of roles and responsibilities which push and pull them in different directions. Much of their time is spent dealing with colleagues and individuals with whom they have no direct authority or control.

A manager cannot handle contact with their subordinates by issuing instructions alone. Therefore, the time they spend with individuals who report to them is critical; ideas need to be discussed and agreement (and sometimes argument) is the result. It’s important for a manager to realise that they should dust off their soft skills training, and look at their personal development as negotiators.

Negotiation is key when an issue needs to be addressed which cannot be resolved by an individual. Two people may have a different idea on how to move forward on an issue, or what its ultimate aim or goal should be. Negotiation doesn’t take place if one person immediately concurs with the other person’s viewpoint, or as a polar opposite, when one refuses to even acknowledge the other’s position.

These principles apply to both formal and informal moments, and there is a vast amount of situations where an issue falls between the previously mentioned extremes.

A manager needs to recognise the importance of negotiation and must make a concerted effort to assess and improve their negotiation skills.

SWOT Analysis – an overview

Monday, October 20th, 2008

If you are a manager who wants to become more proficient in guiding your organisation forward, then enrol yourself on a management training course. One of the analytical tools you will learn about will be the S.W.O.T Analysis.

S.W.O.T stands for Strengths, Weaknesses, Opportunities and Threats. It’s a strategic planning tool which can be used to evaluate key factors involved in your business as whole, or a specific project that you wish to focus on.

Strengths
Identify the attributes of the organisation or project that are beneficial and helpful in achieving your desired objective or goals.

Weaknesses
In opposition to the above, identify the shortfalls of the organisation or project that may make it difficult to achieve your desired objective or goals.

Opportunities
This is where you need to look at the relevant external issues or conditions which may be helpful to your organisation in getting what is wants.

Threats
In opposition to the above, these are external conditions which may have a negative impact in achieving your organisation or project goal.

A S.W.O.T analysis provides you with the opportunity to make a subjective assessment of factors in a logical fashion. Used well, it will assist you in having a holistic understanding, which will inform your decision making.