Superstar Growth Strategy

Title:Superstar Growth Strategy Word Count:1021Summary:Money making strategies of million dollarcompanies.Keywords:sales, selling, sale management, sales training

Article Body:Superstar-Growth Strategy of America 抯 FastestGrowing Companies!By Chet HolmesHere 抯 a strategy that has catapulted even thesmallest of companies into super-growth mode bylearning how to find an army of top producers togrow your business. No matter how small your company is, you can hirea sales force that can catapult company growthlike you never imagined (one company that tookthis advice grew 500% in two years). No matter how large you are, you 抮 e probablyusing the wrong criterion for hiring salespeople.How to attract star talent to your organization? How to learn their weaknesses before you hire

them (most companies have to hire a salespersonto find out all the problems they 抮 e going tohave- this will show you how to get rid of thelightweights in just five minutes).What about you? How would you stack up against topproducers as a person who has a 搉 atural?abilityto build your business?One-person armies who were struggling havelearned to re-think their model to hiresales-staff, and suddenly they are sold-out.Multi-billion dollar companies had to understandthe unique psychological profile of top producersand why they should hire for psychologicalprofile rather than background.The type of person I 抦 talking about is someoneyou can put in a bad situation with poor tools,no training, bad resources and still, within a fewmonths, they begin to outsell your best

salespeople or build your company in ways younever dreamed possible.Two things drive the superstar and they are bothcritical and work together perfectly when you canfind them: empathy and self esteem 梐 strongsense of self). Empathy: Top producers need tobond with others, to find something likable aboutevery person. This is a wonderful trait to findin a salesperson. They just keep going at theclient every which way, trying to find more andmore ways to serve that client, to please thatclient. Empathy is a key trait and part of yourinterview process must be specifically designedto weed out their empathy.Self esteem: Make no mistake; great salesresults come from people with super strongself-esteem. Only a person with an extra dose ofself-esteem barrels into a client eight timesafter the client has said no. People with weakself esteem go away after only a single rejection.

People with weak self esteem fear rejection andso never actually close a sale.Studies show that 48% of salespeople give up afteronly one rejection. Only 4% will try more than4 times. Yet today, it takes 8.4 rejections toget a meeting. And what makes the differencebetween someone who will face that rejection onetime and quit or 40 times and never quit, is purelypersonal (self esteem).www.howtodoublesales.com has training programsthat do that. But you can hire someone who,without you ever asking or training, is built thatway. These people will have way more heart aboutgetting that sale made.Another aspect of a strong self esteem is personalambition. Don 抰 you love it when you hiresomeone who innovates, expands upon and improvesevery single task you assign to them? This selfesteem and need to please can make these people

seem overly eager-to-please in a job interview.Maybe even come on too strong. Don 抰 let a littlebravado put you off; it is the quintessentialingredient in every superstar.In an interview, the person is the product, sothey must present themselves with confidence,assure you that they are the one you 抮 e lookingfor. This aggressive behavior will scare someemployers, but it is exactly what you need in asalesperson.Ground Rules for Hiring SuperstarsFirst, age and background are not relevant. I抳 e hired 24-year-olds who have out-sold 20-yearveterans. One of my greatest finds came from astereo store. Here was an awesome salespersonthat might 抳 e never become the millionaire Ihelped him become had I not seen the traits he had.Another great find was a salesperson who tried tosell me a sweater in a clothing store. I snatched

her right out of there and she ended up runningthree divisions of a company I ran. I recentlyfound a 70-year-old man who has the best skillsI have ever seen for getting top executives on thetelephone. And he had been a line producer forfeature films. So disregard age or background.Second, you must design your ad to attract thisrare animal. My ads begin like this:SUPERSTARS ONLY:Don 抰 even call unless you are an overachieverand can prove it.The ad does not request a resume. The first thingwe do is screen calls on the phone. Here 抯 a greatway to test a top producer: Line up yourcandidates for a simple ten minute conversation.Tell them: 搘 e talk to candidates for ten minutesto determine if we want to interview them.?When screening calls, I always apologize for

being gruff and to the point, explaining that Iam overwhelmed with responses; then I say, 揟ell me why you think you 抮 e a superstar.? I thendeliberately act unimpressed and slightlyabrasive. If I intimidate them over the phone, Ibrush them off quickly. A top producer will notbe intimidated. If they can 抰 talk their wayinto an interview what makes you think they 抣 lever talk their way into a client. Save yourselfa lot of trouble and get rid of those with weakself esteem right off the bat.Too often you interview candidates as the niceperson you are and it gives them the chance to benice as well. Then you hire them and find out sixmonths later that they can 抰 close a sale and shyaway from the really big sales out of fear (weakself esteem). With the technique above, you findout early how well they handle rejection. It saveseveryone a lot of time and YOU a lot of money.For part 2 of this article please go to

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