As buyers, we know how much the digital-first world has transformed buying behavior. It isn’t just the volume of choice. It’s unrestricted access to seller information, without actually having to rely on the seller for it. This has put B2B sellers in quite a tough spot. Now, sellers have an even smaller window and shorter opportunity to make an impact on their prospects.

In any sales engagement, the groundwork before the call can be decisive. Chris Brewer, Co-founder at OMG Commerce, shares his pre-call preparation strategy, primarily for inbound lead generation, with insights adaptable to outbound leads. Chris sees Google as more than a search engine; it’s a vital tool in his research arsenal. By Googling a brand, he uncovers essential information like legal issues or consumer dissatisfaction. This helps him anticipate red flags that might surface during the call.

Succeeding in sales isn’t just about learning how to get someone to buy what you’re selling. Success also requires a strong sense of resilience. Specifically, resilience in the face of frequent rejection. But how? Most non-sales folks avoid rejection at all costs. The best sellers, meanwhile, must embrace rejection, as a stepping stone to their goals.

Warren Buffett, Ginni Rometty, and Howard Schultz share a common background — they all worked as salespeople before becoming CEOs of Berkshire Hathaway, IBM, and Starbucks, respectively. Buffett worked as an investment salesman, Rometty got his start in a sales role at IBM, and Schultz had a stint as a salesman for Xerox. Each serves as proof that salespeople make excellent business leaders.

BMW is one of the world’s most recognizable brands, the maker of “the ultimate driving machine.” While Ford became famous for the moving assembly line and Toyota for its participatory work methods, the German firm usually made the headlines thanks to technical breakthroughs. Over the years, BMW’s legendary engineering prowess yielded innovations.

Leadership performance is under threat. Many leaders assume that leadership development is a reward rather than an intentional, structured plan to move them through a growth process in support of their continuous improvement on their leadership journey. There are also leaders who assume that excellent financial performance equals excellent leadership performance. For these leaders, the end result justifies the means.

n the dynamic and data-driven corporate world, effective communication is paramount, and one of the key tools for this communication is corporate presentations. Corporate presentations are the perfect way to communicate ideas, proposals, and facts to your business's internal audience as well as external stakeholders. In fact, over 35 million PowerPoint presentations are given daily to more than 500 million people.

What makes someone a growth leader? In conversations we’ve had with business leaders, the answer tends to boil down to a variation of “I know it when I see it.” But it turns out that there is a specific set of attributes that growth leaders share. After carrying out a survey of 165 C-suite executives and senior vice presidents with growth responsibilities and conducting in-depth interviews with 20 executives, we found that growth leaders have seven specific beliefs and behaviors.

It was July 2020—the middle of COVID Year 1—and the temperature had hit 95 degrees (F). Then, the AC on my beloved 2003 Toyota Highlander died. The cost to repair it was far more than the value of the automobile. I needed to buy a new car. But we were in the middle of the pandemic. Shopping for a car the “traditional” way was out of the picture. So, I did what every buyer was doing when shopping those days. I fired up my MacBook, launched Google Search, and started researching my purchase.

Raising others up is a hallmark of a great leader. Beyond simply being a kind thing to do, developing talent is paramount in achieving notable scale as a global organization. This article will outline nine principles that I think about as a sales leader. Feel free to lean on this list or develop one that aligns with your core organizational values.

Sellers have got to work harder than ever. That’s because buyers are more informed than ever before. Buyers conduct a lot of their own research, which means they’re more than 50% along the sales journey before us sellers get in touch. The challenge for us is helping buyers make sense of what they’ve read online, but without knowing what they’ve been reading up on.

When salespeople lose a deal, most prefer to move on rather than linger over the specifics of the loss. Similarly, when they win a deal, most are quick to celebrate. But very few take the time to assess why they won the business. In the authors’ experience leading and coaching sales teams, they see evidence that a brief, well-pointed sales retrospective, where you unpack the reasons behind a win or a loss, can significantly improve a team’s future win rate.

If you want to perform at a high level, you’ll need to be resilient. The way to build this mental skill is by overcoming unexpected challenges that come your way. While we all experience roadblocks, you don’t have to wait for one to happen. “Being mentally resilient is the ability to endure pain for long periods of time,” she says. “The highest performers use mental frameworks that fundamentally change the way they see the world.”

“I think I am a pretty good coach,” the executive across the desk said to us. Impressed with his positive attitude about himself, we asked, “How do you know?”. He said he had attended a coaching course and learned many of the techniques of good coaching. That triggered a question for us. How many leaders believe they are better coaches than they really are?

When I was a youngster, my uncle was director of a national laboratory, overseeing several thousand research scientists. As a scientist himself, he loved his work. But the part of his job he hated, he told me, was laying off employees. Firing people no doubt ranks among the least favorite tasks of any leader. Yet executives, driven by the downturn in the economy, are firing thousands these days. But there are better and worse ways to let someone go.

As my regular readers know, my son is a baseball player – a rising college senior (as of the summer of 2023) – and I still coach him in the batting cage when he’s home for the summer. I started coaching him when he was old enough to hold a wiffle bat. By the time he was thirteen years old, he responded to every piece of hitting advice with, “I know Dad!” He was no longer coachable (by me), thus beginning a stretch of six years during which we hired various coaches to work with him.

Problem-solving has become an integral part of our lives. Whether it's in our personal endeavors or professional pursuits, our ability to overcome challenges directly impacts our success and well-being. Traditionally, we tend to emphasize the features of a solution, often overlooking the crucial aspect of focusing on the desired output or the problem statement itself.

Whether you’re going into a job interview or trying to strike a deal with a new client, negotiating better terms can feel intimidating. While some people are good at asking for more, many are not. For example, recent data from the Pew Research Center found that 60% of U.S. adults don’t ask for higher pay when offered a position.

When companies are creating profiles of possible target customers, there is a dimension they often overlook: the urgency of the need for the offering. This article provides a process for segmenting prospective customers in this fashion and creating a sales strategy.

As the world rapidly evolves, HR leaders find themselves at the forefront of driving organizational success through talent management and development. To stay ahead, HR leaders are increasingly recognizing the need to acquire new skills beyond traditional HR competencies. From leadership and language proficiency to "hard" skills relevant to the digital age, the quest to enhance both work and personal lives has led HR professionals to embrace continuous learning and upskilling.