If you are in sales, you’ve probably learned the best practice and tips on how to be efficient and successful in the selling process.
But are you aware of the things not to do? Despite all your best efforts, you still don’t feel confident and fail at closing those deals? If that’s the case, then maybe you are doing one of the things listed below.
1. You speak more than you listen.
If you want to fail in selling, then be sure to speak as much as possible ! Don’t ask any questions! Talk more than your prospects or clients. This way you are sure to push on them products that are not relevant and that they don’t need.
2. You focus on the features, not the benefits.
Let’s imagine you are trying to sell a pen. It has the following features :
part of it is made of gold
it weighs 60 grams
it hast enough ink for 100 hours of writing
So you list all the features. You are very factual and precise. But it doesn’t make your client dream about your product and hence but it.
Instead, you could paint the following picture :
Your client is enjoying a wonderful holiday, sitting at a beautiful desk in his summer house by the river, writing a best-seller or a love letter with this pen. Can you feel the energy shift? Yes, that’s right.
People don’t buy what they need, they buy what they want!
3. You have a negative attitude about your products, your company, or yourself.
What prevents most salespeople from being truly successful is their perception and attitude.
Have you ever felt that:
people you call find you annoying
it can be a drag to call your potential prospects
clients keep objecting to you (i.e. “I don’t have time to talk to you”, “I already have a provider”, “You are too expensive”…)
certain days are difficult because you are being rejected a lot
you don’t know your products or your clients well enough
Negative thoughts and lack of confidence are immediately reflected in your body language and tone of voice. Studies show that clients can pick on your lack of confidence and insecurity even on the phone without seeing you!
The result? No sale!
4. You abandon too soon.
Did you know that on average a client will raise 5 objections before he buys? But most salespeople abandon after 1 or 2 objections!
It’s not easy to feel comfortable when people express objections but in the end, the prize goes to the most persistent one!
5. You don’t contact enough leads.
You may have heard the adage saying that selling was a “numbers’ game”. This means that you need to contact many leads to sell to a few. Out of 100 leads, you might only acquire 10 clients…
How many clients have you contacted yesterday? Last week? Last month?… if your answer is “Nearly none”, you are clearly on the right track to fail to sell your product!
On top of this, finding leads is not enough. You need to build a real relationship and trust, educate them about your services and your products. Your leads need to be organized in a sales funnel and “matured” to bring them to the decision to buy from you.
6. You want to finish what you’ve started!
How much time have you worked to prepare that smart, beautiful, and well-written PowerPoint presentation with 50 slides? Three, four hours, or probably more?!
Now that you finally have that meeting with the client, you deserve to be listened to and to go through the entire PowerPoint presentation you prepared!
Why would you waste all that amazing work just to adapt yourself and answer the clients’ questions? You could drift away from your slides! No way!
Selling is not easy. It demands a whole set of different skills.
Want to kick start your sales career or brush up on your existing knowledge? Would you like to have a comprehensive, yet short and effective methodology that will take you from A to Z of the selling process? Then check out our Sales Academy. We’ve got you covered!
Spain is used to long working days. It’s normal for employees to start at 9 or 9.30 and finish around 20:00 – It does include a nice lunch break from 13:30 to 15:00 though. This also applies to the insurance industry there of course.
Today, I would like to speak about Liberty in Spain. As you know, Liberty is a traditional US insurance company. Not exactly a startup! They have a very long-standing experience in the industry and could be considered quite conservative.
Now, things might be on their way to change. Indeed, Liberty Seguros (Liberty in Spain) will allow its 2,000 employees in Europe to telecommute permanently. They are investing heavily on technology to adapt to the new normal and improve their employee’s experience. This will allow their workforce to become ‘digital nomads’ around Spain. You can expect to hear about engagement and training platforms that they will be deploying to address their new needs.
However, some senior managers around the world still doubt the remote working model. It is a great model, but it is not for everyone.
At INGAGE, we have been a ‘digital-first’ company from the start. It is in our DNA. We help our clients digitize their training, their academies. We address their needs to generate content in a very dynamic way that will be available on demand for their employees, clients and salesforce. We look forward to seeing Liberty Spain’s result at the end of the year.
Organisations innovate, change, transform, reform, and most importantly go through a life cycle from creation through different stages to maturity and finally through a rebirth or death. In the course of all these stages lies the employees; and the impact of the employees on the organisation either positively or negatively is defined by their skills, knowledge, competence, attitude, diversity in thinking and personality. The success of any strategy, planning or growth is dependent on the quality of the employees.
The inspiration to write this article came as a result of the experience of the year 2020 (The year I call –“the missing year”). Having stayed at home for months, it looks like everybody’s KPI seem to be on the downward trend. The questions that immediately came to mind are, what would the 2020 annual appraisal look like? Would you truly say that you have achieved anything or everything? How would you even appraise what you have achieved?
Training is a commonly used term which has various meanings to various people, yet it is a very important concept to all society. Some scholars regard training as simply taken to mean impartation of ‘knowledge’, ‘enlightenment’ or ‘wisdom’, another school of thought, defines training ‘as the process of teaching and giving instruction, the process of Improving’. Similarly, training can also be seen as ‘the activity of educating people, and all the policy and arrangements concerning this’.
Trainings are tools used by organisations to upgrade and equip employees with the knowledge and skills needed to deliver the vision of the organisation. It is the process of developing employees’ skills and learning new concepts, rules or attitudes in order to increase effectiveness on a particular job. Management training is defined as the process of developing managers’ knowledge, skills and attitude through instruction, demonstration, practice, and planned experience to meet the present and future needs of the business. In other words, training refers to teaching employees required skills and knowledge to perform the assigned tasks effectively and efficiently
The validity of these statements would be a point in focus as I try to unravel the what, why, when, how and where of training, with a special reference to the Risk management and Insurance industry.
In everything in life, there must be a reason, a purpose and a desire to achieve something; and the tools to achieve such end are knowledge and skills, however, the knowledge and skills in itself as a tool must have a direction. So what is the purpose of training? What are organisations looking to achieve? How will training be customised to fit the peculiarities of each industry or need? What should organisations look for in providers to ensure that they are the right solutions provider to support their needs?
Competencies vs Training
Competency may be defined as the knowledge and skills that individuals must have to perform effectively at work (CII Competency framework), competency can also embrace those knowledge and skills that individuals must acquire to perform effectively.
Employees performing a task or a role may be doing so without complete competence, but they are unaware of these deficiencies until, by a variety of mechanisms, they may be made aware of these; and pass up the steps to the area of conscious incompetence. Through some learning action, they become capable and competent in the process, but have to perform it consciously and deliberately. Continuous implementation, practice and performance at work raises to the level of that of unconscious competence, where learning has been achieved, and the task is performed effectively without too much thought. However, without reinforcement, unconscious competence can easily slip back to unconscious incompetence.
Training as a function and as a set of activities is concerned with improving or changing behaviour. It is often said that training can influence skills, knowledge and attitude change or modification.
The employee training needs required by organisations are functions of training needs assessment carried on skills gap, qualifications necessary for jobs due to changes in product or services and operations problems emanating from organisation change. Recent evidence established the investment in training with the improvement on productivity, profitability, and stock market performance. A recent review highlights six specific studies that most strongly support this general conclusion. Accordingly, argued that training increases employees’ performance which in turn improve organizations productivity positively, and will further check and arrest the several human and financial costs involved with employees’ turnover. Furthermore they argued that training enable employees in organisation to enhance the potential contribution to the performance of organisation.
Components of Training
Training involves showing evidence of knowledge and breadth of understanding. The two terms are being used together here to establish that Training depicts more than just mere recitation of information and the acquisition of skills (which is the reality of training). It is generally believed that the Principle and Methods of training stated that the general aims of Training as given by O’ Lenorare is:
a).To provide men and women with the minimum of skills necessary for them to take their place in the society and to seek further knowledge.
b).To provide men and women with vocational training that will enable them to be self-supporting
c).To awaken an interest in and a taste for knowledge
d).To make people critical
e).To put people in touch with and train them to appreciate the cultural and moral achievement of mankind.
Recurring knowledge Gap
Risk Management and Insurance is one industry that requires the knowledge of the operations of the other industries to be able to effectively understand the risks of those other industries and effectively underwrite the risks and price it appropriately. Hence, the knowledge required is constantly dynamic as risks changes and regulation changes. Therefore, the knowledge acquired by Insurance professionals will always be dated subject to new ideas, new ages, new laws, and new regulations; as each change redefines the limits of the insurance principles.
Understanding the needs of organisations
In view the recurring gap that exists in the knowledge base of the practitioners, how do you evaluate an ever moving knowledge gap?
Training, Performance and Change – One of the widely used term in organisations is change, organisations that do not constantly review their strategies, their products, their structures and their philosophies would soon be commuted to history. If growth is desired in organisations, a constant review of objectives and key performance indicators would help to design current situation, future situation and both possible and likely future situations. Whatever the situation is, a key determinant of possible success is the degree to which employees can perform their functions more efficiently and effectively to achieve organisational goals. Training will continually be a tool used as a deliberate attempt to modify employee behaviour and hence performance. Unfortunately, training, just like insurance, have a common misfortune of being seen as a cost rather than an investment and a security.
There are four phases of transformational learning and these are (a) having experiences; (b) making assumptions based on simulated circumstances or scenarios; (c) challenging perspectives; and (d) experiencing transformative learning.
Stage 1: Learners are directed in their use of technology
Asynchronous access to information and peer networks. Some ability for learner to select platform, technology, or even content. Traditional classroom learning begins to be disrupted.
Stage 2: This stage is characterized by powerful access to information, networks, and communities, but is mostly unable to leverage that access without supporting frameworks or planning.
Learners are directed in their selection and constructivist use of technology in the learning process, traditionally to accomplish purely academic tasks that are fully accessible without the technology.
Stage 3: Mobile technology erodes traditional classroom. Truly mobile learners should disrupt non-flexible curriculum.
Mobile learning experiences are inherently unpredictable, requiring varied communication, critical thinking, and aggressive resourcefulness. Standards-based academic work struggles for gravity working against this stage of technology integration.
Stage 4: This final stage of technology implementation necessitates learners to consistently self-direct critical, core components of learning experiences.
How does your organisation link training policies and plans to business policies and plans?
Transformative learning is a 360 degree learning impact that focuses on the employee, the downline report, the up line report and the organisation.
Character, knowledge, attitude and skills defines an individual, the quality of these attributes would define the competence or contribution of any individual to any organisation. An oriental wise man once said, “The character of an organisation is determined by the character of the leader of that organisation”.
As the saying goes, “a team is as strong as its weakest member”. For an organisation to reach a desire plateau, every member of the team must have undergone some form of transformation in their role to enable them contribute their best to the team. To this end, it is imperative that the focus on skills, competence and knowledge is first and foremost and individual job before transforming into the team. Easy examples of practical application of this concept is usually found in sports, football, rugby, relays and other similar team sports.
Every organisation goes through different stages and at some point she needs a rebirth, a re-direction or a completely different focus. Whichever is the course that an organisation decided to take, the decision is, usually, either as reaction to environmental changes or as visionary step in creating a new for itself and its world.
An industry that is leading in innovation and transformation is usually be led by an organisation that takes the position of at “Market maker”. This organisation usually takes the responsibility to redefine the limits of the industry, having done that, then it takes the lead in every aspect of the value chain in that industry. Such organisations would have passed through individual, team and organisational transformation, at that point, they can no longer play on the same level as the industry, hence the need to recreate the playing fields. Competitors that cannot play on this new level, would either transform, be absorbed or die a natural death.
The economy of every country is measured, amongst others, by the GDP, GNI and NI. The higher any of these are the higher the number of industries that have undergone transformation contributing to the economy. To attain a level of development as a country, these industries must not only have transformed, they must continually re-invent themselves and lead in innovation, knowledge and creativity.
The underlying factor in this write up is the fact that teams, organisations, industry and the economy are driven by individuals and those individuals are either employees or owners of organisations that play in the economy. The quality of thinking of these employees or individuals that works or owns these organisations usually determines the level of growth or advancement of an economy. It is then suffice it to say that the quality of knowledge they have is directly proportional to the quality of economy they play in. Training transformation is therefore, a key component of a would-be developed economy.
“In times of change, learners inherit the earth, while the learned find themselves equipped to deal with a world that no longer exists” – anonymous
11th March, 2021
Full Steam Ahead by Ken Blanchard and Jesse Lyn Stoner
Effects of Training on Employees’ Productivity in Nigeria Insurance Industry Ofobruku Sylvester Abomeh and Nwakoby Nkiru Peace
The Analysis of The Effect of Individual Characteristics and Supervisor Support on Motivation and Learning Transfer Agni S. Mayangsari , Jusuf Irianto and S. E. Anis Eliyana
The Influence of Training and Development on Employee Performance: A Study on Garments Sector, Dhaka Bangladesh Most. Monowara Begum Mamy, Rubaiyat Shabbir and Md. Zahid Hasan
Training and Development and Organisational Performance: Standpoint from Private Tertiary Institutions in Nigeria Adedoyin Olawale Adeyi, Exodus Kehinde Apansile, Wisdom Okere and Linus Izediuno Okafor
Transformative Learning as Impact in Social Innovation. This paper is published in DESIGN AND CULTURE, Vol 11, Issue 1, 2019. https://doi.org/10.1080/17547075.2019.1567984, Pre-copyedited Version Jan 2019, Joyce Yee, Bas Raijmakers and Fumiko Ichikawa
Siguiendo con nuestro ultimo post sobre el impacto de la inteligencia artificial en la industria de seguros hoy vamos a hablar de seguros comerciales. Con agrado, vemos cada vez mas iniciativas, proyectos de transformación integral y capital fluyendo a Insurtechs enfocadas en Líneas Comerciales. Años de mercado blando han puesto mucha presión en los equipos de suscripción. Ajustes, recortes y reestructuraciones que han sobrecargado el día a día de los suscriptores al punto de comprometer su nivel de servicio a los brokers y clientes.
Desde RiskTech, trabajamos en distintas iniciativas que se adaptan a las necesidades y requerimientos de nuestros clientes como son:
. Triagge en base al apetito de la compañía al momento de la recepción a fin de definir prioridades y atender los casos mas importantes.
. Alertas de parámetros o exposiciones en base a autoridad o pautas de suscripción que se generan en tiempo real al momento de cargar la cuenta.
. Generar de forma automática la mayor cantidad de información posible. Tanto de fuentes internas (pago de prima, siniestralidad, otras líneas activas, etc.) como externas (google maps, NatCat, Nathan, noticias de actualidad).
. Estimación de la siniestralidad potencial a nivel cuenta y portafolio en base a datos históricos.
Estas iniciativas apuntan a liberar a los técnicos de tareas repetitivas para poder enfocarse en actividades de estrategia, desarrollo de negocios y suscripción pura impactando de forma positiva el resultado de la compañía.
This group aims at exchanging on each other’s experiences on how to sell insurance and how to train people who sell insurance.
How did you become the best sales person in that insurance company? How do you train your sales team? Do you have any best practice you would like to share? What do you wish you had learned when you started and what would you like to learn now?
Our digital nomad lifestyle has been an incredible source of experiences! We have not only seen amazing places, but more importantly, met great people from around the world! Some of them have even joined our team. With some others, we have created synergies and in all cases, we have had a good time!
“The global e-Learning market size was 171 Billion in 2019 and is expected to grow at a CAGR of 10.85% during 2019 to 2025.”
“North America’s e-Learning market share accounts for nearly 40 percent of the global e-Learning market.”
“APAC is expected to witness the highest growth rate that will give market vendors many opportunities.”
“One trend in the market is the increase in adoption of microlearning, which refers to learning using bite-sized content. Since educational institutions and the corporate sector focus on personalized learning, there will be a growing preference for microlearning in the coming years.”
Most of us have been through corporate training, in companies’ meeting rooms, training centers or convention halls. There, even if the training sessions were not always interesting, the advantage was that you could meet new people, do some networking and at least have breakfast or even lunch. Hot coffee and warm croissants… it’s not that bad after all. What about the Return on Investment for that training? Well…
Since the COVID spread around the world however, training has substantially evolved and gone online at a previously unseen pace. Companies that were only talking about digitization now had to do it! Under time pressure. Many companies were not ready and had to put together some online courses within a very short timeframe. As for the level of quality and engagement, well…
In both cases, learners find the training sub-optimal, not to say totally boring. If 5% of your learners finish your online courses, it’s normal. No, it’s not! If you have the right management buy-in and the right online training, you should aim much higher.
Does it have to be that way? Really? Young talents expect – and deserve – more than this! We all love learning.
Alright, alright, but “some topics are more interesting than others”, “Insurance is dull, it’s boring.” Really? Protecting the people you love and the things you like is boring? Insurance is connected to anything we do. There are countless beautiful or tragic stories related to insurance.
Besides, ANYTHING can be made interesting. It’s all about your state of mind…
How can you create an online course within a very short time? If you already have some content, structure it in an INGAGE mind map. Add the pictures and videos you want. Submit it to our Course Wizard and a minute later, you have a fully ready online course!
Training on how to Sell Insurance: Do you sell insurance or do you train people who sell insurance? This group aims at exchanging on each other’s experiences on how to sell insurance and how to train people who sell insurance. How did you become the best sales person in that insurance company? How do you train your sales team? Do you have any best practice you would like to share? What do you wish you had learned when you started and what would you like to learn now?
Technologies for training: Are you passionate about teaching, training and how to use technology to make it more effective and engaging? If yes, welcome! 🙂