Solution Selling

June 2010

Dear clients,

Winter has everyone in its cold grip and the Soccer World Cup is keeping many of us in front of our televisions! In the meantime LeMaSa has worked with our clients to develop some very unique approaches to employee development.

One of the projects that we completed last year involved the design and delivery of an integrated process to develop Sales Executives. This approach will be explained in this month’s newsletter. We have also published a book on Assessment Centres in 2008 and we tell you a bit more about the book in this newsletter.

I concur with the following quote by WilliamBlake
and wish you the same: In seed time learn, in
harvest teach, in winter enjoy.


Sandra Schlebusch

ASSESSMENT CENTRES: Unlocking Potential for Growth
ASSESSMENT CENTRES: Unlocking Potential for Growth

Assessment Centre technology has the potential to provide a platform for firstly, diagnosing potential candidates’ management potential and secondly, training these candidates and developing their management capabilities.

The book is based on the logic and sound theoretical principles of the Design Model. The Design Model provides the basis for systematically covering the analysis, design, implementation and the evaluation stages in the Assessment Centre development process.

The Design Model is also superimposed on program evaluation principles where each stage of the model can be evaluated against predetermined criteria.

The book also:
• Focuses on a range of critical practical considerations for running an Assessment Centre
• Features chapters on international current practices and future trends by renowned international authors such as Krause and Thornton
• Includes a set of Guidelines from the Assessment Centre Study Group to Assessment Practitioners
• Covers the SA historical development of Assessment Centres

It is a ‘how to’ book that focuses on practical execution

Solution Selling
“The sales profession has changed tremendously in the past decade. Buyers who once had time to discuss their problems now expect sales professionals to already know and understand those problems before they arrive. More importantly, these buyers will only listen to-and buy from-salespeople who can provide them with solutions that are both convincing and workable” (Keith M. Eides) Aim Solution Selling is aimed at delivering solutions that are action oriented and consistent with client goals and strategies. It is a methodology aimed at helping sales people go beyond selling products and services and becoming more like consultants and trusted advisors to their clients. The emphasis of Solution Selling is on how well the overall solution addresses the client’s needs. The aim of developing Solution Selling competence is to enable the sales force to: • Obtain a complete understanding of the critical business issues faced by each client; • Helping clients understand the value of potential solutions; and • Creating a strong desire in clients to buy services and products supplied by the selling organization. The premise of Solution Selling centres on the principle that clients prefer to do business with people they trust, and that a sales process that focuses on the needs of the client, above all, yield greater long-term trust. Implementation Phases LeMaSa implements a five-phase Sales Academy process in client organisations: Phase 1: Phase 2: Phase 3: Phase 4: Phase 5: Assess the Individual Development Need(s) of the Sales Executive and design a Development Path Preparing the ground through individualised training (tutoring) Implement the group-based Solution Selling Workshop Entrenching Solution Selling behaviour through coaching Re-assess the competence levels of the Sales Executives Phase One: Assess the Individual Development Need(s) of the Sales Executive and Design a Development Path The first step in the development process involves each Sales Executive attending a two-day Sales Assessment Centre. The purpose of the Sales Assessment Centre is to identify the current areas of strengths and current areas needing further development for each person within the sales force. The combined information from each sales person’s performance at the Assessment Centre is used to design a Development Path applicable to the client organisation’s real training and development needs. Phase Two: Preparing the Ground through Tutoring During this step delegates receive one-on-one training aimed at personal and interpersonal effectiveness. The purpose of this step is to enable the sales force to have intra-personal strength and direction and interpersonal skills to be able to function effectively in a competitive work environment. Phase Three: Implement the Group-based Solution Selling Workshop This is a core step in the development process. During this step the sales force gain knowledge and skill in the Solution Selling process. Phase Four: Entrenching Solution Selling behaviour through Coaching The purpose of this step is to ensure that the newly gained skills, knowledge and attitudes are internalised and become a way of life for the sales force. During this step, each delegate receives a once-a-month coaching session with a professional coach. Phase Five: Re-assess the Competence Levels of the Sales Executives After completing the coaching cycle, it is recommended that each delegate is assessed again in terms of Sales Results and Sales behaviour. Assessment Centre technology could be used again, as well as interviews and multi-rater questionnaires.