Black Sales Journal

By now you know my sentiments regarding the strength of being an expert.  Being an expert gives you preference. It is the type of preference that all sales professionals covet.  Black sales professionals should want to be bestowed with this tag any time that they can have it.

This type of preference is earned by doing those things in preparation that lays the groundwork for the ‘expert’ status.  We need to include doing things to get the notoriety and acclaim for having accomplished this groundwork.

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What Makes You an Expert?

Being an expert means that you have a deep knowledge of a particular topic.  I have advocated that expert status gives youpreference, yet you still have to earn it by doing what is right in the customer’s eyes.  In other words, you still have to perform.

There are many things that may give the perception that you are an expert.  We will cover the items that generally customers perceive as helping to earn expert status.  Remember, perception is reality to the customer.

A positive perception can give you a preference that can be so powerful, possibly only being “triumphed” at times by the preference on the part of the customer of the “business friend” (Black Sales Journal 1/13 Deepening Customer Relationships) relationship level and some other relationship-based levels.

Here are some items that can help you be perceived as an expert:

• Vast experience
• Accreditations & Designations
• Education, Certifications, and degrees
• Renown Speaker
• Letters of Recommendations and Reference
• Association Membership
• Publishing

There may be other items, yet these can be meaningful in attaining an expert status.

Vast Experience – This is solid.  If you are able to boast that you have a wealth of customers and have delivered solutions to them (Black Sales Journal 6/20 Deliver Solutions, Then Sell!!), you probably can boast to be expert on a class of business, geographic area, or product.  Grouping your customers to determine your expertise would be important.  You will need to “develop” a product or “package” offering, yet this is quite doable.

Accreditations  & Designations – These are important, and very durable.  Going through some type of training or educational program, and normally testing for proficiency in the end can result in attainment.  In some cases, they are very formal, and in other cases, they are less formal, yet they yield a “diploma” in most cases.  For example, my degree from a four-year university did not mean much in the world of commercial lines insurance, so I engaged in additional educational coursework and designations (CPCU – Chartered Property Casualty Underwriter, ARM – Associate in Risk Management, and AIAF – Associate of Insurance Accounting and Finance).  I showed these designations proudly on my business card to show my expertise as well as my devotion to the industry that I was in.   It was helpful in convincing many that I was committed and qualified.

Education, Certifications, and Degrees – This one is very much like the one above.  Note that education can include the extent of your education; including bachelors and masters level education.  Certifications can include completion of certificate programs that do not render a degree, yet do show the fact that completion of the program shows some mastery of the subject matter.  A sales professional selling institutional food products and cooking implements that has a certification in food safety would be someone who a restaurant owner might listen to.

Renowned Speaker – I recognize that every sales professional does not desire to be a prominent speaker.  Some know a subject matter to such a degree that they can attain a “speaker” status.  If they know the subject matter well enough to help others by speaking on it.  If you are in that group, you can allow this to work for you by making sure that you have a platform to pass the information along.  This includes press clippings, mentions in blogs, or entries in your own blog or written information.

Referrals and Recommendations – This one is simple from the standpoint of making sure that those who have benefited from your delivery of solutions “reduce it to writing.”  It allows you to distribute the document to show your expertise.  The objective is to have a proof source to support your strengths.  It is more esoteric than some of the other solutions, yet it can be effective.

Association Membership – This one certainly does not denote true expertise, yet could support your commitment and professionalism.  It can be used in conjunction with the others to show the commitment that might tip the scale.  For example, if you are a sales professional who works heavily with the general contractors, you can join a chapter of a contractor organization.  Joining the New York General Contractors Association would be evidence of support for the group as well as a commitment to working with contractors.  It can result in you having the association logo on your card, and getting great information to use in your solicitation effort such as a members list, legislative information, and current issues and events.

Publishing – This would include having your information put to print, or could be something easier to do such as blogging.  This is more work than many of the items above, yet can be fruitful.  If you do it with other items like speaking, it could be quite easy as the subject matter would be something that you had an engagement on.  One way or another, it would keep you in the public eye, and addressing the issues.

You Still Must Perform

None of this makes a difference if you don’t perform when you act in the capacity of the expert.  Researching, answering questions, and acting as counselor (BSJ, The Consultative Selling Style  6/6/2011) only works, if you know what you are talking about, and give real value.

What is normally the case is that several of the items above are combined to assure a customer of the sales professionals expert status.  The sales professional who not only has the education, but also the certifications and designations, coupled with the requisite vast experience might get consideration as an expert by a customer.

When the Black Sales professional has one of these combinations, preference is within reach as few customers will avoid dependence on a proven expert unless the water is teaming with them.

Prepare yourself, and claim your status.

Your comments are welcome.

I run this post every every once in a while.  It will always be relevant and I believe it is true.    Do remember that the no matter what your color, the your use of race  or ethnicity in your assessment of whether you were treated fairly in receiving a promotion or favor is in essence ‘playing the race card’.  Only involve race, color,  or ethnicity  when you really believe it was truly unfairly utilized against you, and you  have some substantiation to  prove it!

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Are you playing the race card?  Without doubt, this is a loaded question.  Playing the race card in the work setting is similar to dropping a hand grenade in a prayer session.  It is polarizing and negative and changes the landscape and the game.  Quite frankly, it creates an explosion when you do it, and even if there are no casualties, you have created strident enemies all around you.

What is this ‘thing’ we call the race card and is there ever a time to use it?

Simple Definitions

To capture the definition of race card, I visited Wikipedia.  It is not always the most credible source, but it puts a stake in the ground of controversial subjects including this one:

According to Wikipedia:

In the less critical sense, the phrase is commonly used in two contexts. In the first, and more common context, it alleges that someone has deliberately and falsely accused another person of being a racist in order to gain some sort of advantage.[1] (Continued)

In the second context, it refers to someone exploiting prejudice against another race for political or some other advantage. The use of thesouthern strategy by a political candidate is said by some to be a version of playing the race card, such as when former Senator Jesse Helms, during his 1990 North Carolina Senate campaign ran an ad showing a black man taking a white man’s job, intended as a criticism of the idea of racial quotas. The ad was interpreted by many people as trying to play to racist fears among white voters.

Excerpted from “Race Card”, Wikipedia 9/3/2011

The most important portion of the definition of “race card” from Wikipedia above is accentuated here:

“…it alleges that someone has deliberately and falsely accused another person of being a racist in order to gain some sort of advantage.”

Quite simply put, the race card manifest itself in our business environment in a couple of profound ways:

• An individual (let’s say Black employee) suggest issues involving race as the reason for some less than desirable action on the part of a manager or superior, which results in an impairment or disadvantage.  The employee specifically cites race or racism as being evident.
• A manager or another employee attempts to discredit an employee (let’s say Black employee) by falsely suggesting that the employee has cited race as the reason for a particular treatment or actions.

There are other ways that it can play out, yet these represent some of the more prominent issues that have to do with this interchange.  No one wants to be discredited.  Not the manager, nor the employee.  The mere mention that one feels discriminated against is toxic in an organization, so both of these are problematic.

Falsely accusing someone of being racist is a simple concept.  It is wrong and playing that card is detrimental to all Black professionals who are working to be the best that they can be.  Misrepresenting what an employee thinks or feels about any aspect of discrimination to pre-empt an action or discussion is just as wrong.

So playing the race card can mean a lot of things, but it happens both ways.  Both ways are detrimental to good relations, and we should be real careful about alleging that race and racism is a motivation unless it is quite evident.

What if it is true?  If it is true, you might phrase that as ’playing the race card’ as well, yet be very careful as being able to prove the truth is not an easy task.  Even though ‘the truth will set you free’, it may not get you justice in a case like this.

What Can You Prove?

It is always smart to avoid any claim that you cannot prove.  Remember, “It is not what you know, it is what you can prove!” With that in mind, your claims regarding management should be restrained when it comes to racism, and always yield to that which you can substantiate.

If you have a provable claim of disparate treatment, you should have discussions on the basis of that treatment, not racism.  In other words, if you are being treated unfairly, have those discussions with the manager or HR; yet be reserved with any race card.   The best HR professionals will understand you and your claim if you are clear, and if the claim is actionable, they will act on it.  Good HR professionals consider the possibility racism, whether they tell you or not.

I always say “what you can prove” because racism (in this case) is an attitude which is evidenced by how a manager treats his/her employees.  Proving that there is a racist attitude means nothing if it is not accompanied by activities that show discrimination.  What are you trying to prove?  Proving that you are discriminated against is difficult, yet doable, but it is not easy at all

Win the Smart Way

Don’t make assertions based on the race card.  Challenge management to be fair and unbiased, and you can do that without charges that are extremely difficult to prove.  Stand up for yourself and keep good objective records that will substantiate any objective complaints that you might have.

If you suspect that there is a problem, bounce the situation off of a mentor (if you trust him/her) or a confidant in another field or industry for tips on how they would handle it.  Most bona fide professionals can ‘smell’ racism when it is present.  Always base your complaints on fairness and equity unless it is something simple to prove.  Fairness and equity are important and lend themselves to reasonable proof.  Unfortunately racism is insidious and it is never lends itself to easy proof.

An example of fairness and equity is illustrated in this example:

Your manager is giving all of the new prospects to someone else, and you need new prospects, you should consider approaching that on the basis of fairness and equity, even if  you suspect racism.

Benefit – It puts everyone on notice that you recognize that you are not being treated fairly.

Weakness – You don’t change what has happened in the past, only go forward.

In this situation, you speak to the manager openly and frankly about what you believe is the disparity.  The manager should be the first stop, and he or she will recognize that you are being a professional by bringing it to him/her first.   If it persists, your next stop is HR to discuss the actions.  You will get some advice from there about how to proceed, yet realize that you need your “ducks in a row” as you consider going above your manager.

If it is repairable, it normally can be done at that level.  Always be the professional in your actions.  It will pay dividends.

Your comments are appreciated.