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Finding How Your Business Is Impacted by Sales Management Courses

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Most successful business managers are never satisfied with the current condition of their business or the sales they are making. This is not a feature of greed or an admission of failure but a continuous drive that will encourage a person to continue to find success and strive to find new business opportunities. If you represent one of these individuals who is never satisfied with the current production of their company, then an opportunity may exist in the solutions provided by sales management courses. Through these resources your business will be able to take the next step in advancing sales through the use of attracting clients and encouraging repeat business.

When looking at all the possibilities that come from sales management courses, there are often three main areas of opportunity can take advantage of. These areas include improving your sales teams’ ability to close sales, developing the best ways to manage confrontation, and improving your manager’s abilities to handle your sales team. With improvement in these three areas any business can being to reap the rewards of their training investment.

Improving your Sales teams’ Ability to Close Sales

Most sales people do not struggle having a conversation with a customer. They can promote your products, answer customer questions and even make product recommendations. Yet when your associate does not have the skill to close a sale you open the door for a competitor to take advantage of all the hard work your sales person contributed. With sales management courses you will be able to improve the way you lead your sales team and support them to develop the skills to close sales in order to boost revenue.

Developing the Best Ways to Manage Confrontation

Another area which is often mismanaged by both sales people and managers is seen with the demand for facing confrontation. Not every customer has a satisfying experience and the way your employees manage these situations can mean the difference between gaining additional sales and losing a customer for life. The resource of sales management courses will help to supply the Sales Managers’ with the knowledge they require to manage these situations in the best way possible.

Improving Your Manager’s Abilities to Handle Your Sales Team

The third area of improvement created from sales management courses is seen with improving your manager’s ability to lead and develop sales people. The way they take control, inspire confidence and defuse situations all impact the success of your business.

Reader Question – I am having trouble looking for a motorbike mechanics apprenticeship?

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I was just wondering if there was anyone here with an apprenticeship that may know how to get your foot in the door and get noticed by a potential employer? Its been really bugging me because im currently signing on at the job center and it isnt a good life ill be honest, ive got the bike to upkeep etc and i just cant hack it.like i said, i would really appreciate any advice you guys may have for me =]Thanks alot

Answer: Below is my answer to a similar question…….MMI is THE ONLY school authorized and sponsored by all the major manufacturers!!!! WyoTech has motorcycle courses, but is not factory authorized. If you are looking to get into a shop as a technician, go to MMI, no dealership will hire you without formal training by the factories and don’t recognize WyoTech as official training since they aren’t factory autorized.Best Answer – Chosen by AskerIt is worth it…..if your heart is in it!!!$25k is nothing for an education that can lead to a career. And the cost of tools……start out basic and build up as you go. I was at my last job for 2 years, a high-end custom dealership and I made $74k my second year on salary. I left there due to the economy’s hard hit on the high-end bike sales, went from selling 200 units a year, to about 75. I have only been at my new job for 8 months, they initially wanted me to be a flate-rate tech, but I refused that, flat-rate is rushing to get the job done and out, rushing causes mistakes and costs you and the shop money…..I don’t like mistakes, so I ended up signing an employment contract for $65k/yr for 2 years then a 10% raise bi-yearly after that.I graduated HD’s program at MMI in ’91, spent 5 years at 2 different dealerships, left HD and went into building custom bikes, engines, and dyno tuning, R&D bike & engine builder for Titan and Stroker Cycles. Factory trained by Big Dog, American Ironhorse, Titan, Indian, S&S Factory for engines & transmissions, and have been to DynoJet’s facility for certification on Dyno Operations and Tuning and, I just graduated MMI again in May…took HD Late Model for career updating….don’t see too many Twin Cams at the custom bike shops. And the dealership I work for now, is sending me back next winter to get updated on the 2010 models.The road to get where I am and farther is not easy and not cheap, but if bikes are your passion, it’s worth it. I have seen people with skills better than mine fail at the business and I have seen people I wouldln’t let fix my ’s tri-cycle make it big…….it’s really all up to you.Oh..and also…tuition re-imbursement from ANYONE is almost non-existant….in 20 years, i have never met anyone who found an employer to r-imburse them for their tuition. If you go to work for a dealer and they send you out for update training, they will pay for that.EDIT: This is a reply to someone who answered a guy’s question about getting a job at a shop by starting out changing oil and “apprenticing”……we are now in the 21st century!!!!……the age of FACTORY SPECIFIC COMPUTER SYSTEMS…..apprenticing just simply doesn’t happen anymore….there is way too much technology and annual production changes for that without training…………”There is not a reputable shop in this country that will hire you with no experience to just change oil and learn from them. There are some bikes out there that if you don’t know the procedure to bleed the oil system, you can fry the engine within a few minutes….YES THERE IS ACTUALLY AN ENGINE MADE MADE BY AN AMERICAN MANUFACTURER THAT REQUIRES YOU TO BLEED THE OIL SYSTEM, SIMILAR TO BLEEDING BRAKES!!! And, there is no way in hell you can learn on your own, the technical procedures for all the different makes and models of motorcycles…it REQUIRES EDUACATION AND TRAINING. I have been working on bikes since the late 80′s, started with my Shovelhead and my friends all had Shovels, Pans and IronHead Sportsters, then I bought an ’86 Softail with an Evo that had some extensive engine work done to it that needed some repair, although the bottom ends were almost the same, the top ends were a little different. It was at that point, I realized I could make a decent living do this, so I enrolled at MMI and graduated from HD’s program in 1991, spent 5 years at 2 different dealerships, and then went into the custom field, I have built a couple BEST OF SHOW bikes, but super high-end bikes ($50k and above) are a royal pain the *ss to work on, ever been afraid to work on a bike with a $6,000 paint job or a $12,000 billet engine, due to fear of scratching it???…**** DOES happen, and eventually will!!! If anyone has ever dealt with a Big Dog or American Ironhorse bike, they know the electrics are not wired like old-school HD’s…if you haven’t been trained by them, you do not know what you are doing……Big Dog manuals are almost impossible to get by the public, if you aren’t one of their dealers or svc centers…good luck…American Ironhorse doesn’t (didn’t) even make a service manual.The new Harleys are all but impossible to work on if you don’t have the HD Computer System called Digital Technician….ONLY HD Dealers have this system and the ONLY place you can get trained on how to use this system is MMI!!!

A Review for – FYI: For Your Improvement, A Guide for Development and Coaching (4th edition)

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Review:
FYI presents a comprehensive list and description of competencies needed for leadership, according to the Lominger Group. This model may differ in some respects from the one used by your organization, but it won’t be far off.

The competencies in this book are organized into six factors: Strategic Skills, Operating Skills, Courage, Energy & Drive, Organizational Positioning Skills, and Personal & Interpersonal Skills. The authors add the two negative factors Trouble With People and Trouble With Results. Nested within these factors are clusters and individual competencies. One might quibble with the details, but this map covers the terrain.

Readers are skillfully guided through this territory. The initial chapters provide solid advice for deciding which competencies to develop, recognizing that sometimes it is more useful to compensate for a weakness with other strengths and that it is possible to unproductively overuse one’s strengths. The authors’ willingness to deal seriously with negative issues such as overapplication of strong competencies and barriers to success is valuable–and often lacking in competency publications.

Individual competency chapters have a predictable and useful structure. Each chapter begins by locating the competency within its factor and cluster and “inspires” the reader with an appropriate quote. The reader encounters concise lists of the behavioral indicators of unskilled performance, skilled performance and overuse of this competency. These lists cross-reference other competencies that can either substitute for unskilled peformance or compensate for overuse. Then, following a list of some causes underlying poor performance, comes an extended discussion of several strategies for developing the competency and sources for further reading.

You can find the best competency chapter for your needs in under two minutes. This competency chapter can then be read and understood in under 10 minutes. Developing the competency will take longer, of course. But this book helps the reader diagnose and begin remediation with some confidence that the right disease is being treated–and treated effectively.

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