It is well known that your ability to communicate will help to give you a solid base to be an exceptional sales professional.  It won’t make you the consummate professional, but it will enhance your ability to perform.  I feel that the professional, in sales or otherwise, who communicates well and also has a “fire in the belly”, has the potential to outperform other professionals.

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Communications and the ability to spin the spoken word is a true asset.  It is an art and a skill that will never abandon you as you go forward, and it will also transform your confidence levels. In this post, we are going to make a suggestion that you find comfort in your ability to “stand and deliver” by rehearsing and practicing frequently.  Know well your strengths and weaknesses and improve to a level that puts you on another level.

Practice, Practice, Practice

I bet that you feel the most boring activity that you feel that you can do is to repeatedly practice your verbal delivery, but I am compelled to advise you to do it.  What I am saying is that you cannot perfect something without the requisite practice.  As a sales professional, everything from your introduction, through your ‘elevator pitch’ (Black Sales Journal 8/11/2011, Know Your Elevator Pitch), to your proposal and your close should be smooth.  There should be no fillers and little chop to your delivery.

So what am I saying?  Do everything necessary to improve your delivery.   Videotape yourself using digital cameras, web cams or otherwise giving speeches and presentations until you have solved you’re your need for ‘fillers’ and until you have reduced any ‘choppiness’.  We have all heard the suggestion that we should be able to sell any object using feature-benefit selling, now is your chance to practice.  Not knowing your material lends to more pauses and fragmentation.  Here is your chance to, while in private, present and evaluate your delivery, and improve.

You can bet that if you videotape, you will find things that you will want to change.

These may include:

• Frequent use of  “Umm” as well as “and uh”
• The annoying use of the phrase “You Know”
• Frequent starting of sentences with “Well…”
• Improper usage of the word “like”
• Talking at “break speed”
• Exhibiting an “I” problem (talking about yourself too much)
• Inclusion of slang and even obscene language

In a very short time I have seen professionals remove “you know” from their delivery even without the videotape.  Consciousness is important, and you will become even more aware if you use your phone, your computer webcam, or a video camera as your observation tool.

With the help of your recording session, you will become quite conscious and truly internalize it, reducing annoying habits, and improving delivery.  It is worth the experiment.

Who Do You Like to Hear?

There are many great speakers out there, and you may find one that you want to model after.  If you are just the best YOU that you can be, that should work for you.

The basic objective of this exercise is to improve your delivery during the sales process, and you will find that it will carry over into your personal conversations as well.

It is sound to model after someone, but you must be realistic.  Almost all great speakers have some weakness or flaw, no matter how accomplished they are.  You are looking to improve the quality of your delivery.  You don’t want to preach, but you need to be able to deliver the ‘word’.  You don’t want to sound like a professor, but you want to sound intelligent.  Lastly, you don’t want to sound like a funeral director, so you must use some personality, humor, and personality.

Almost as good as the videotape for the sake of monitoring is a “partner” or even a listening coach could do the trick if the right person is available.

The Result

There was a sales professional I worked with for several years ago.  He had a nervous, high-pitched laugh that became pronounced when he got …nervous.  He could not hide it, or at least it appeared  he had no chance of controlling it.  We had a call together, and as the account was a big one, and he felt pressed.  I can remember the call as if it were yesterday, the laugh echoing in my ears.  I was only hoping that the buyer was not as negatively affected by it as I was.

When it was over I thought about it over and over, and decided that I needed to talk to the individual as we, undoubtedly would be on a call together at some point in the future.  He did know that it was happening, and did not know how often he was doing it.  I could not put into words for him how much it was happening.  There were few video cameras, and cell phones did not possess the abilities that they do now.  I limited the calls with our clients when possible for this individual, as there were no remedies out there.  This laugh was not going to stop.  Yes…I am saying that some things are deeper than just an ‘I know’, but most can be remedied.  After our discussion he made some changes, and sounded much better.  Maybe at this point in his professional career he has conquered this issue.

Practice definitely makes perfect!  Smooth your delivery and sharpen your skills.  Your relationships and sales will show it!

Your comments are welcome.

Michael L. Parker – Michael.Parker@BlackSalesJournal.com

On Monday the 10^th we began to delve into this important issue in the post Black Sales Journal Update 11/9 – Race and Your Resume Part I, began the look at your most important job hunting tool and how you might want to “frame” yourself in your quest for a job.  This post will look at the forces that make a difference during the job search

The Ever-present 3Ps (Racial Perceptions, Racial Preferences, and Racial Prejudices) and Your Job Search!

These three influences define the environment for all sales professionals, and even more so for Black sales professionals as it represents the theater that must succeed in before getting gainful employment.

During the job search, everything revolves around your ability to get an interview.  Your job search can be difficult, made so by the large number of candidates that are applying and the fact that the resume reviewers (whether hiring managers or human resource professionals) have to make some quick decisions about who makes it to the next level because of the volume of applicants. In the last post we called the categories the A, B, C, & D (Discard) stacks, which is relevant whether it is paper or electronic applications through and applicant management system.

I call these imposing factors The 3Ps: Racial Perceptions, Racial Preferences, and Racial Prejudices! They make a sales job difficult.  Knowledge of them will serve you well.  Success and the reduction of frustration in your job hunt is dependent on an understanding these.

The 3Ps can have an effect, and sometimes an insidious effect, on the hiring process.  It can happen without the perpetrator even really thinking about it.

A brief definition of the 3Ps is as follows:

Racial Perceptions – are hard to change, and deep rooted.  They can come from many sources.  A person’s life experiences, the media, parents, friends, and the knowledge and ignorance of interaction or lack of interaction all form perceptions.  Perceptions are prevalent in all racial and ethnic groups.  We all have them; it is what we do with them that make all of the difference.

Racial Preferences are powerful.  They are not always meant to be deleterious to a particular racial group, yet have that effect when they are applied as the opportunity for fairness and equity can be  missed.  The hiring manager’s desire of whom they want to work with may be directly related to their personal relationship comfort.  Some preference may come from perceptions, and some from prejudice, but the net result is the same:  The sales professional who is capable may not be interviewed because they don’t quickly meet the preference of the selector.  Often it is because of a reluctance to do business with someone who is decidedly different than they are. It is no difference for any professional. Do you have any preferences? I will bet you do!

Racial Prejudice – renders any hiring situation difficult, if not impossible.  Racial prejudice does change the landscape.  You probably won’t change this attitude as you can do with racial perceptions and racial preference, and you may be able to spend your time better elsewhere.  If a buyer is prejudiced, the narrow-mindedness and patent unfairness will reduce, or destroy your chances of having a successful employment relationship, or keep it very short lived.

Back to These Stacks of Resumes as Discussed in Part I

Now, the simple fact is that any one of the 3Ps can change which stack your resume ends up in.  So at the risk of sounding over simplistic when it is to your advantage you should willingly disclose your race.  When you are in doubt, you should give consideration to ‘scrubbing’ your resume of racial indicators.  An employer will very possibly not be checking “LinkedIn” in the first stages, as there are too many candidates.

There are some points that you should note about resumes whether in stacks, or filed electronically in Applicant Management Systems that are important.  You can be the beneficiary in either of the following situations:

• Many organizations have matured to the point that professional HR representatives do the things necessary to assure that there is diversity in the candidate pool. They are your assets in this situation.
• Many employers purposely attempt to correct deficiencies in their workforce and sales force diversity with proactive hiring procedures in which they look for qualified minority candidates.

Make your resume the “teaser” that it should be. It will get you past the door, and into the mix. Most larger or more sophisticated organizations have human resource professionals who help to assure fairness.

Consider the next couple of points as a suggestion:

• Include a tastefully done “head and shoulder” shot in your LinkedIn profile.  No screen shots form your computer, pay a few dollars if you don’t have one already.
• Be judicious in your inclusion of information, but you may not need to “scrub” your resume.
• Include positions of leadership for social organizations, but you might consider avoiding any controversial ones.  Include activities that have a leadership or business angle.  All else is just information.

My Personal Opinion

I think that you might already have a good idea that I have confidence in HR professionals.  For the most part they are serious minded about inclusion, diversity, and fairness in the process.  Often in the hiring process they are the “neck that turns the head” for the manager so the process does work.  They present diverse candidate pools and “watch” the process.

I believe that many managers have some preferences because they are human.  They constantly need to “true-up” these preferences with requisite fairness. When you exercise preferences and don’t balance it with fairness, you discriminate.  Exercising Racial Preference is discrimination.  Fairness and equity is what managment should be striving for.

As managers we have to avoid thinking of stereotypical sales professionals and sales personalities.  We need to be open to interviewing candidates of all races and backgrounds.  In the end, the decision on a candidate in good organizations is a decision process that includes HR, a hiring manager, and at the very least, that hiring manager’s manager.

Let me know what you think.

Michael.parker@BlackSalesJournal.com