Black Sales Journal

Courtesy of IBM Archives

As we begin to close out Black History week, I wanted to give you a chance, once again to see what it was like for a true sales pioneer.  His ability to deal with racial preference, racial discrimination, and acts of racial prejudice are legendary.  We cannot avoid giving kudos to Thomas Watson and International Business Machines (IBM) in their effort to provide equality.

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Amazingly enough, it is still not too late to be the first! Being the first is an important role in American society.  It is equally important in business.

I am going to use cite one iconic American company as an example. As a matter of fact, it is more than symbolic, because this organization took a leadership role.  This is a brief study in how an organization handles diversity.

A Leader in More Ways than One

Printed Courtesy of IBM historical archives

In 1946 International Business Machines, also known as IBM, hired its first black sales representative. It was an individual named Tom (T.J.) Laster. This was well before the Civil Rights Act of 1963.  This act was also well before the Jackie Robinson broke the color barrier inprofessional baseball.  This was not a beauty products company, or someone selling durable goods products to the Black community, this was a business products company that was on the technical leading edge, and selling their product to basic ‘white’ America’s businesses.

The audience that Laster was something to was decidedly in the majority. If we think we see racial prejudice and racial preference, we need to recognize that we see nothing like this gentleman was faced with during his tenure as a sales professional.  A couple of years later, Laster joined the 100% Club, an honor for reaching his sales quota.  This was affirmation to many that this individual was a qualified and accomplished sales professional.

The 40s, 50s, and 60s were decidedly difficult time even dream of being “the first” in B2B sales, but someone had to do it.  Soon after Laster, IBM hired their first Black marketing representative (Lionel Fultz) in 1951, their first Black engineer in 1952 (Harry Cochraine), and their first Black engineering manager, (Calvin Waite) in 1956.  Lionel Fultz also was named branch manager in 1964.

This made IBM a leader in both business machines as well as employment diversity.  It also made Tom Laster a pioneer in the sales diversity situation.  He was willing, and obviously began destroying the racial perceptions that Blacks, or Negros as we were referred to in that time, could not handle the technical nature and business relationship issues related to B2B sales to a white business populace.  I would believe that partially as a result, many others Black professionals followed through the doors that were opened.

There was no greater a threshold in business sales as this one!  This was certainly important.  Although you probably won’t read books about it there is no doubt as to the impact.

Following this, IBM, assuming the leadership role again, penned and enacted its Equal Opportunity Policy through the Thomas Watson’s (the president of IBM) letter to his organization termed as Policy Letter # Four.  This September 21, 1953 letter directed his managers to “…hire people regardless of race, color, or creed.”  We wish it was as easy this declaration, but this was a start.

This is Significant, But Why is it Important?

I hope you see the significance in the story of Laster. He is truly a pioneer, and really knows what it feels like to be the first.  What is equally important is that you still can be the first Black sales professional in many organizations.

By the same token, you still can be that individual the changes everyone’s ideas about the abilities and work ethic of black professionals.  It would be nice not to worry about that, but it is significant.

. I was not the first Black sale professional in the organization that I came up in. I was actually the third. I was the first Black sales manager, and the first Black vice president, senior vice president, and executive vice president.  I had some interesting experiences, which I try to share in this ‘journal’, but I am certain that many of these assertions would have paled in comparison to the stories that Laster could tell.

Be the Best

There are many small and medium sized organizations that have avoided, for whatever reason, employment diversity.  They could have avoided it because of their small size, or because they purposely have not hired Black sales professionals.  They may have other Blacks and minorities working for the company.  It does not matter what the reason might be, embrace that opportunity to work for and to change those organizations.  Show your stuff!

Your only requirement is to do be best that you can be at what you do.  By being the best, you increase your opportunities for success, as well as destroy ridiculous and erroneous racial perceptions.  Your success will be rewarded with a high compensation rate, but also in the pride you have in being the first!

Be the Best!  Your comments are appreciated

Negotiating salary and other items when accepting a new position intimidates many sales professionals.  Don’t ever believe that this negotiation is an art; it is actually more of an act!  Yes, it can be an acquired skill, but most importantly, you must believe in yourself.

I have written many times on this topic, including a post just a short few months ago.  The trick is to go in prepared.  Always be prepared!

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Negotiating Salary

There are ways to get what you want when it comes to salary and the other spoils, I would suggest that you take a look at these two posts in your effort to get what you deserve.  Combined,  these two posts cover salary, benefits, and sales situations (such as territory, vehicle, expense support, etc.) that could make your job much easier.

Check these two posts out.  They may be worth committing to memory:

Getting the Salary You Deserve! Part I

Getting the Salary You Deserve! Part II

Just lately I shared a post from a sales professional that successfully negotiated salary and other and was quite happy with the result.  He read both posts, and was not afraid to ask for what he wanted.  Read about that one here:

The Successful Salary Negotiation! It Can Be Yours!

More than anything else remember that salary, benefit, and other situations can be negotiated.  It is a timing issue though, so if you neglect to do it early on because you are skittish, you will miss your opportunity and leverage on all counts.

Career Builder Compensation Survey

This interesting article give the impression that many are reluctant to press for more compensation, and just as a matter of conjecture, are probably just as reluctant to press for benefits and other advantages as well.

I found this to be quite revealing and informative, and hope you do as well:

Career Builder Compensation Survey – 8/21/2013

It is good reading for any professional, and when it comes to sales professionals it is a reminder that you should never be afraid to ask for the ‘important’ stuff after the prospective employer has given an indication that you are their candidate.

Important points:

• Men (54 percent) are more likely than women (49 percent) to negotiate first offers.
• Many employers expect a salary negotiation and build that into their initial offer
• If unable to meet the job candidate’s salary requirements, a majority of employers are willing to provide alternative benefits

The new employer expects you to be engaged enough to want to have that discussion, but if you don’t show that bit of courage, it is fine with them.  Show the courage, you deserve everything that you can get.

Use All of the Tools

Remember to use the tools such as GlassDoor.com to understand the salary landscape, and employ fair, but firm, negotiation techniques.  Don’t undervalue your abilities and services as solid sales professionals are hard find.

If you have a salary negotiation story to share let me know.  I would love to hear it!

PS. – Thanks to Career Builder for taking on this topic.