Turning Non-Sales Employees Into Sales Superstars

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Many companies struggle to find that sweet spot between becoming more sales focused while still providing good service failing to realize, neither is possible without the other. Building a sales culture cannot be approached as a one-dimensional effort but rather requires a holistic approach. While it is always preferable to regardless of job function, hire people with good sales skills, sometimes that does not go as planned. New employees disappoint, and employees for whom you had average hopes astound you.

Most interviewees are being very honest when upon being interviewed for a position with sales and customer contact, state that they like people, and like to help people admitting that, it will include sales for which even if no experience, that they have no problem. However sometime between the interview and the employees initial demonstrated performance, things unravel. Other employees hired for administrative positions with little direct customer contact don’t realize their role too is customer focused and instead focus on “pushing paper”. Of particular concern are those sales superstars you hire who after a few initial months of excellent performance, mysteriously their efforts diminish.

Of particular frustration are companies which want to change their culture to become more sales focused but have existing employees who have no interest in selling, even going so far as to actively block change efforts. Let’s be honest; some jobs are not “fun”; they don’t pay well, may offer little room for growth, or can be boring. Sometimes you can barely find anyone to take your job. However, your customers expect good customer service regardless of your jobs’ structures or the market for employees and good customer service includes sales assistance.

In today’s world, sales is a common occurrence at every business, but sales ability of employees is not common at all; in fact, it seems more akin to having a super power. However, it is the one ability that a company should spend more effort on building than any other ability. Because sales ability is that true super power that can leap tall buildings in a single bound; building businesses, delighting customers, engaging employees, uniting coworkers, opening up job opportunities, generating new job opportunities, while creating fun and mutually profitable workplaces.

Areas to be Covered:

Today – 12 easy ways to improve any employee’s sales ability, right now.
Creating a holistic approach to creating a sales culture.
Social psychology – How it dramatically shapes your employees’ sales ability and overall performance.
Problems? How to tell easily if it’s your hiring, training, policies, practices, culture, or management as the problem. What to do to rectify each.
What to do with the people you already have, or have inherited that truly do not like people or do not like “sales”, or maybe like neither.
The two ways you can tell if there is no hope for an employee.
Attributes of employees who will not only sell, but are also common attributes of those who are good problem solvers, do a good job and get along with coworkers.
Hiring people with sales skills – 10 easy questions.
Hiring people with problem solving skills – 10 easy questions.
Hiring people with good natural customer service skills – 10 easy questions

Who will Benefit:

Human Resources
Sales Teams
Store Managers
Department Managers
Branch Managers
HR Generalists
HR Managers
Business Owners
Small Business Owners

Teri Morning

  • Teri Morning, MBA, MS, SHRM-SCP specializes in solving company “people problems.”
  • Teri is the founder and a principal partner in HindsightHR – employee investigation and incident case management software. www.hindsightcloud.com
  • Teri also sources software solutions for compensation and performance management.
  • Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
  • Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
  • In addition to a MBA, Teri has a Master’s degree in Human Resource Development with a specialization in Conflict Management.
  • Teri was certified by the State of Indiana in mediation skills, Teri is certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.

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