Clear Focus LLC / TABNCI

August 24, 2017July 27, 2017

How To Scale Complex Selling Strategies With Sales Integration

Sales teams face a variety of daily challenges.

However, one that really deters their goals to beat their quotas is the sheer volume of systems that they have to use. In order to be successful, you’ll need to analyze data and set priorities based on what you learn.

When sales teams have to visit multiple sources to obtain this necessary info, their task becomes quite daunting. It takes time while sales and closing ratios slow down. Therefore, sales integration is essential in order to enhance sales cycles and improve closing.

Sales Integration Makes Things Simpler

Companies with long sales cycles and numerous decision makers need help with simplifying their processes. Customization of products and services tends to warrant sales integration which helps companies increase their win rates and save time.

If you integrate your company’s pricing and value systems with customer service management, price and quote (CPQ) and marketing automation, then you’ll find greater success is on the horizon.

There are a number of sales integration options and approaches that can be taken. Consider these three to help scale complex selling strategies:

1. Automation

Your company can accelerate sales cycles by automating the proposal and quote process in real time. In fact, you can integrate your CPQ and ordering systems quite simply. Companies are training their sales teams to use mobile apps in order to increase their sales.

The apps help the teams to provide quotes, respond quickly, and handle price questions. The more integration of CPQ, the faster the quotes are provided. These companies claim the proposal cycle is reduced from over 15 hours to 30 minutes.

2. Accuracy

Companies were able to increase the accuracy of quotes because the most current pricing and services were available due to integration. You will get the benefit of only focusing on the most profitable products for your business. Companies see a major reduction in order sales cycles because there are fewer inaccurate quotes.

3. Higher Win Rates

Integration allows your company to increase their win rates. Customers get more accurate quotes and in a timely fashion. Your sales teams are more efficient and able to focus on new business while keeping their current customers pleased.

Integration is essential in order to fine tune your systems and drive up sales. Your customers and sales teams will appreciate this new strategy. Results will pour in immediately after implementation and you’ll spend more time on what matters rather than spinning your wheels on things that take away from sales. #

We would love to hear your comments. Please comment below or contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

August 17, 2017July 27, 2017

10 Ways To Welcome Your New Recruit

10 Ways To Welcome Your New Recruit A brand new hire joining your team is quite the accomplishment. After countless hours of recruiting, you’ve made it to their start date. It’s time to roll out the red carpet a bit and make them feel welcome.

Don’t miss this important aspect of training your new hire because you want them to stick around, work hard and believe in your company as a whole.

Try to do these 10 things to make their first week exceptional:

1. Think coffee

Coffee is an easy and cheap way to give someone a treat. Go to a local coffee shop and spend some time getting to know them and break the ice a bit.

2. Welcome Email

Make your team and new hire feel comfortable and informed by sending out a welcome email to introduce the new staff member. Be sure to include the newbie’s email and phone extension, encouraging others to reach out and say hello.

3. In Person Intros

Introduce your new hire to management and people they will work directly with that first week. This will alleviate fear and get those relationships started quickly.

4. Socialize

Organize a social event the first week so that your new hire gets to feel a part of the team early. Plus, this gives other employees a break from the mundane and the chance to do something fun together.

5. Tour the Facility

Save time for your new employee and give them a tour of your building so they know where the restroom, break room and social spaces are located.

6. Business Cards

Try to order their business cards and personal stationary in advance. This extra special touch will be seen as thoughtful and will be appreciated.

7. Business Update

Your team should give a synopsis on their projects and the overall market situation for your business. The new hire will then be able to jump in and have a solid overview about current conditions.

8. Clear Expectations

Give your new hire a clear list of expectations. They want to know the hours they should work, when to go to lunch and who to call if they are sick. Clarity will help a new employee understand what and how you want things done.

9. Daily, Weekly, Monthly Goals

The first week of employment should be a time where you explain the daily, weekly and monthly goals to your new team member. Think of it like a roadmap in order to help them succeed in their role.

10. Recap Meeting

After the first week, meet with your new employee on how it all went. Invite them to do a little Q & A session with you so that they are comfortable and on the right track.

Make your new hire’s first week awesome! You’ve hired well so the next step is to train them right and get them adjusted to their role quickly, which benefits everyone. #

We would love to hear your comments. Please comment below or contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

August 8, 2017July 27, 2017

How CEOs Handle Their Power

Emotional Intelligence

How CEOs Handle Their Power CEOs typically put in countless hours to prepare for this important company role. They tend to learn how to be a leader during their stay in middle management. Often, these managers make mistakes such as being overbearing, micromanaging, and forgetting to invest in people on occasion.

Over time, they learned what they did well and what they could have done better. They figured out how to read people, support their team, detect signs of rebellion, and what motivates their staff. While these were all helpful aspects of learning how to manage others, it did not completely prepare them to be a CEO.

The Power Struggle

Newfound power can cause issues both for a team and a new CEO. For one, a CEO may not realize how blind they can be with staff relationships. There are two necessary emotional competencies to have in order for them to handle power and their team effectively.

CEOs need:

1) Self-awareness

2) Empathy

Power is known to corrupt even the wisest individual. Also, people treat you differently when you are in a powerful position. CEOs must take time for their own self-analysis. Are you leading your team empathetically and in a way that will motivate them to succeed? If not, then you may deal with scenarios where you and your team could be blinded by your power.

Questions to Consider

Future CEOs can be prepared to handle power at work. They must focus on their own professional and personal growth in order to be a great leader. In other words, you have to understand and know yourself through and through.

Consider the following:

How do you feel about power? Do you respond to authority respectfully?
Do you feel like you are harsh with people when they don’t meet your expectations?
How do you feel when you fall short? What about when other people do?
Is there something more important than power?
Do you turn inward or lash out at others when you make a mistake?
How essential is workplace happiness?

A prospective CEO’s answers will show what they really hold valuable in life and will determine how they handle power with their team.

Over the last several decades, leaders began to accept that emotional intelligence is necessary to succeed. CEOs have the responsibility of others in their hands. They are able to help and shape their team’s careers and invest in their livelihoods. The role is powerful and can be used to benefit both a company and its employees. #

We would love to hear your comments. Please comment below or contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

July 20, 2017July 6, 2017

How To Bridge The Soft Skills Gap

As more and more young people are coming into the market, the larger the soft skills gap becomes. There is no way to avoid hiring individuals that lack these skills. Instead of limiting your hiring radius, build soft skill training into the culture of your business.

Determine What Soft Skills Are Most Important

There are some soft skills that you will want to be especially honed in your employees. Identify what these skills are and work with employees on these areas. When you know what needs to be focused on, it will help you to implement training programs that will increase your team member’s soft skills.

Help Team Members Understand The Importance

People will get behind ideas and processes that they understand and believe in. Explain to your staff that these soft skills are not only important to the business, but will be beneficial to the individual. When your employees understand that you are teaching them skills that will carry them through their careers, they will be more vested in learning.

Get Active Participation From Employees

In an age where you can get online and Google how to do just about everything, the younger generation is used to self-learning. Get them involved with coming up with valuable training programs and speakers that will teach what they are in need of.

It is important that you allow them to bring some of their own creativity to the process. This simple idea alone will help to bridge the soft skills gap.

Give Opportunity For Hands On Experiences

Part of the learning process is to give people hands on training experiences. Pair your untrained employees up with those that are more skilled in these areas. Allow them to shadow the stronger staff members to see exactly how to use the soft skills they have been learning.

Once the team member has walked alongside a mentor, they need to be given the chance to do it on their own. At first, they need to be shadowed by the more knowledgeable staff member. When they are ready, they can be turned loose to use their new skills.

Reward Model Behaviors in The Company

When employees are found modeling the behaviors that support the company culture, they should be rewarded. With the right incentives, others will follow suit. With a reward system, you will encourage compliance amongst the rest of the staff.

Be prepared to implement soft skills training for your team members. This is a great way to build a greater unity in the company. The more your staff learns together, the more unified they will become.

We would love to hear your comments. Please comment below or contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

July 13, 2017July 6, 2017

Strategy Smategy

We hear a lot about strategic planning these days….but does it work?

Often we hear; my business is doing fine…I got here without a strategic plan…why bother?

The answer; because your competitors are…and they are looking for ways to grow their business…which means taking business away from yours.

Strategic planning is the process of creating a vision of the future, aligning your people, processes, and systems, and creating the necessary steps/goals towards that future. It is like looking at your company and industry from a helicopter to see where it is going, what has changed, and to see if there are other opportunities. Then coming down and setting the direction for your business based on the information.

After you create the vision for your company, you operate under a mission statement which is the short term objectives (1-3 years) to help you achieve your vision.

This process will answers these questions:

Where are we today?
Where do we want to be in the future?
How are we going to get there?
What is standing in our way?
Who are our competitors; are they better, why are they better, are we better? etc…
What helps govern our decisions?

Once these questions have been answered, you can start working towards your objectives.

Now, there are more steps to creating a strategic plan.

Important elements of your plan:

Vision, mission, values, critical goal categories, marketing and sales plan, financial projections, S.M.A.R.T. goals, and follow up.

Each element of your plan takes some time to create. Utilize the talent you have within your company to help you create your plan and to get “buy-in”. You can use other leaders within your company to assign goals to and/or to help track progress.

Every month, week, or at each meeting you should be asking these questions:

Are we closer or further away from our objectives?
Are we working towards are most important goals?
Are we getting closer to or further away from our vision?
What should we be doing?
What is our next step?
What should we not be doing?
What has changed in our market place that may affect our business?
Do we need to address that issue?

A good strategic plan will help you (and others in your company) make decisions today based on your long term goals. It will help you take your business to the next level. It is also a means for you to communicate your ideas and your vision to other people who can help you build your business. In addition, the plan helps focus the company, and the people involved, on a direction and helps them commit to making this idea a success.

Need help creating your strategic plan? Call us today!

We would love to hear your comments. Please comment below or contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

July 7, 2017July 6, 2017

2 Traits Hiring Managers Look for During Interviews

Hiring managers look for similar things when interviewing candidates.

However, there are some traits that they look for and they don’t even realize it themselves. Job seekers need to understand this in order to interview well and be seen in the best light.

Hiring Managers are Only Human

A company’s hiring manager is often quite skilled in the recruitment process. However, at the end of the day, they are only human like the rest of us. This means that they are prone to making snap judgements and assumptions.

Interviewers usually start the conversation by getting to know you and then assume they have you all figured out. Most people call this their gut feeling. One psychological study has shown that this feeling comes down to these two things:

Warmth: Do I even like you?
Competence: Are you any good at what you do?

Four Categories

Hiring managers are no exception to this line of thinking. In fact, the study says that they box people into these 4 categories:

Warm and Competent
Warm and Incompetent
Cold and Competent
Cold and Incompetent

Warm and Competent

In order to get the job, you should try and fall into the warm and competent category. Hiring managers will see you as pleasant and think you’d be great to work with.

Warmth and competence judgments are not conclusive evaluations but simply one’s perceptions. We can’t change everything about our personality and who we are; however, we can influence how others perceive us.

How to Get the Job

Job seekers can get hired on by appearing warm and competent. They can do this by focusing on using specifics, practicing self-awareness and taking a step-by-step approach.

In order to use specifics, you’ll want to bring your examples and stories to life by using details. You’ll be seen as more conversational and less boring.

Try to have self-awareness about yourself and exemplify that you know you’re human and not perfect. Don’t get so salesy about yourself that the hiring managers sees you as one with an inflated ego. Remember you want to be warm and likeable.

A step-by-step approach will give someone a clearer picture of what you’re trying to explain during an interview. Don’t gloss over details but rather share them to exemplify your competence and knowledge.

Focus on being warm and competent. You’ll seem more real, engaging and likeable which will help as they consider your application.

We would love to hear your comments. Please comment below or contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

June 29, 2017June 15, 2017

4 Tips for Marketing to Millennials

In the United States today, there are over 80 million millennials.

This age group wants to feel connected in their purchasing decisions, so they identify best with less traditional marketing tactics.

They crave a more personalized approach and one that they can relate to. In fact, studies show that millennials don’t trust traditional marketing.

Check out these four tips for marketing to millennials. They are a force to be reckoned with and certainly must be considered when planning how to spend your company’s marketing dollars.

1. Make Mobile Marketing a Priority

Approximately 85% of millennials use a smartphone so you must have a mobile friendly website in order to capture their attention. More and more they use their phones and tablets instead of a computer when they make their buying decisions.

Use your marketing dollars wisely and be sure that your site’s load times are quick and that there is an obvious call to action for your millennial customer base to embrace with ease.

2. Get Them Engaged

Most millennials don’t remember life without internet and social media. They thrive best when given the chance to research and that often includes their favorite social medial networks as a resource.

In order to effectively market to millennials, you need to engage them by having other millennials spread the word to them. They find their friends a credible source over most face to face interactions or campaigns when it comes to product info.

3. Don’t Forget the Fun Factor

Millennials just want to have fun and are on a mission to enjoy life. These young consumers like the research process to learn about the product they may purchase. They love the exploration aspect which allows them to have an experience when shopping not just a new item or service.

Wise companies know that millennials want to spend time browsing online and enjoying social media. They market their products in an entertaining way and allow for increased engagement with these young consumers.

4. Made for Them

Millennials respond to marketing that makes them feel the product was created specifically for them. They don’t want a pushy salesperson but rather information that is presented in a relational way. The youth of today want honesty and transparency which helps them picture that the product is for them.

Finally, Millennials love to research and enjoy the experience of products and services. In order to capture their interest, you’ll want to adhere to these marketing tips so that you can gain their trust and loyalty, increasing your customer base at the same time.

We would love to hear your comments. Please comment below or contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

June 22, 2017June 15, 2017

How Great Leaders Get More Done In Meetings

You can tell quite a bit about a leader based on how they conduct meetings. If you can improve the discussions, solutions, and team morale through team meetings, you’ll be more effective at running your business as a whole.

Consider the following 4 things to get more done in meetings:

1. Clearly define the purpose.

If you can’t establish an objective for a meeting, then you should not hold one. Think through what you would like to convey to your team and accomplish before you schedule the time.

A good rule of thumb is to focus your meeting on S.M.A.R.T goals, which is an acronym for specific, measurable, achievable, results-focused, and time-bound goals. By following this model, you will be able to hold meetings that are beneficial for both your team and the company’s mission.

Meetings should not be a surprise for employees. Send out an agenda in advance for their review so they are prepared to discuss the matters at hand.

2. Select a decision maker.

Each meeting agenda that is sent out should include the name of a decision maker. This person has a key role because they will help facilitate the follow through and how decisions are carried out.

Leaders must select a decision maker to increase accountability and ensure that action items make it to completion.

3. Leaders should be role models.

When in a leadership role, your attitude and habits are often reflected amongst the team. Be a good role model. In other words, you’ll want to listen well, be truthful, admit when you’re wrong and ensure that the meeting stays appropriate and on task.

Strong leaders keep commitments. You should always start on time and end on time so that you set clear expectations that are consistent. Staff members will know you mean business and that you respect their time by staying on schedule.

4. Follow up is essential.

Follow up is an amazing and underutilized tool in many companies today. After each meeting, the leader should send out a memo that recaps the discussion and action items.

You’ll save time, money and have less confusion if you follow up to be sure that everyone is on the same page.

No one wants to waste time in a fruitless meeting where there is no clear purpose or call to action. As a leader, you can accomplish more in meetings if you are intentional, organized, and lead by example.

Remember time is money and should not be wasted!

Have a fantastic and productive meeting!

We would love to hear your comments. Please comment below or contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

June 15, 2017June 15, 2017

7 Attributes of a Great Management Hire

Hiring is not an easy feat.

When you try to hire for a manager, the task is even more difficult. The candidate that you select for a management role needs to be passionate, innovative, solution oriented, dynamic and have an exceptional work ethic.

When hiring for a management job you’ll want to look for the following 7 attributes in order to make a great hire.

1. Positive Attitude

Strong leaders have positive attitudes that show through in their daily actions. They are able to boost employee morale with their pleasant and upbeat energy. Employees see their can-do attitude as refreshing because nothing looks too difficult or too overwhelming with their leadership intact.

2. Cultural Appreciation

These days a strong cultural appreciation will go a long way in the workplace. Employees appreciate management investing in the culture of the business. Most companies have diverse settings and a manager that embraces and encourages the environment is preferred.

3. Accountability

Management must embrace being accountable for their decisions and those of their team. Employees respect them and are more loyal for owning up to their responsibilities and accepting accountability.

4. Honesty is Always Best

Leaders must be honest and transparent at all times in order to be successful. A straightforward management approach fosters better relationships and morale within any team. Be sure to do reference checks on a potential management hire to find out about their character.

5. Sensitivity

A great management hire should have sensitivity and a keen emotional intelligence. They need to be able to recognize what works and does not for their team members. A sensitive manager would know how to handle each employee and act according to their strengths.

6. Plenty of Empathy

Outstanding managers are not only considerate but they know how to be empathetic. They consider how they would feel in any situation that they place their employee in. During an interview, ask your candidate how they would handle a personal situation with their team members to help gauge their empathy.

7. Passion for Learning

The best managers have a passion for learning. They have a constant desire to grow and seek out educational opportunities. Your goal should be to find a lifelong learner so that your business will grow and thrive under their leadership.

You won’t regret taking your time as your hire for a management role. Consider these 7 attributes and you’ll make a solid hire that will add value to your team and company.

We would love to hear your comments. Please comment below or contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

May 15, 2017May 17, 2017

The Cost of a Bad Hire

The Cost of a Bad Hire

When you need to fill a position, you are often in a time crunch and feel urgent. No matter the need, try and slow down to hire well. The cost of a bad hire is both pricey and hurts a variety of other areas of your business.

Costs Associated with a Failed Hire

In the event that you make a hire that doesn’t work out, you’ll find that the costs associated with this unpleasant situation are not just financial.

Other Costs include:

Salary loss
Recruitment time
Training and education
Missed deadlines or potential business
Team morale
Increased supervision

When you think about all those costs, then you’ll want to avoid a bad hire more than anything. Some of the most trying aspects of the above list are recruitment, training and a greater need for supervision.

Recruitment Process

Whether your company recruits themselves or uses an agency, there is a lot of time invested with recruitment. The process can be long, expensive and overwhelming when trying to recruit top talent.

If your company makes a poor hiring choice, you’ll have to go back through the process all over again.

Costs and time spent include:

Ad placement
References
Criminal and credit checks
Interviews

Recruitment should be carefully handled and have several people involved during the decision making process.

Beginning Costs

In the beginning, you’ll spend time with your new hire in training, orientation and completion of new hire paperwork. Since you spend so much upfront time with your new employee, it becomes harder to terminate because you’re left with the hope it will work out.

You’ll save time and money by making a necessary change rather than continuing to invest in someone that is not the right fit.

More Supervision

If you hire and the employee is not performing well, then you’ll have to give them more supervision. The problem with having to supervise more is that you’re not able to complete your own job in a timely fashion. This makes the bad hire more costly, frustrating and even hurts other employee’s performance.

Don’t get so rushed in the hiring process that you make a choice you’ll live to regret. Be sure to do more than one interview, complete your company’s hiring process in full and consider in advance the real costs associated with hiring your candidate.

Your HR department will appreciate your care, effort and thoroughness in making a solid hire. The paperwork alone with hiring is a lot for any company to complete.

We would love to hear your comments. Please comment below or contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.