What’s Your Client’s Style?
When it comes to effective selling, one simple fact never changes: Selling is a relationship business. You already know all about your company’s products and services – and you’ve learned the fundamental aspects of the sales cycle.
But have you ever asked yourself … What helps one salesperson develop immediate rapport with prospects, and not others? What is he or she doing that is leading to long-term client relationships? How can I learn to do the same thing? The Everything DiSC Sales Profile can help.
Research shows that prospects are more likely to buy when they unconsciously trust, and feel at ease with, the salesperson. They are more willing to open up and provide information critical to closing the sale. It appears that they are almost “helping” you make the sale, as opposed to fighting you in the process.
So how do you build this rapport? Understanding the behavioral style of their DiSC Profile and effectively selling into how they buy.
What The Research Shows
Research has demonstrated a direct relationship between the extent to which employee work expectations have been discussed and/or met, and employee retention, job satisfaction and job commitment. Over the last decade, dramatic and continuous change has impacted nearly every kind of industry, large and small, public and private.
The Ever Changing Workplace
In the traditional workplace, a psychological contract represented an unspoken expectation that, in exchange for loyalty and hard work, an employee would be compensated fairly and would have a job for life. Employees now face much more uncertainty in the workplace. In today’s fast-paced, uncertain, ever-changing business climate, employees may not fully understand what they expect at work and even if they do, they don’t often take the time to communicate their expectations to their employers.
DiSC Classic 2.0 Profile and the Myers-Briggs Type Indicator are popular in business settings for the purpose of employee development and team building. Each has its origin in theories developed during the early decades of the twentieth century.
DiSC Classic Profiles are based on the theories of Dr. William Marston while the Myers-Briggs Type Indicator is based on the theories of Dr. Carl Jung.
The DiSC Classic Profile describes behavioral tendencies based on how people view themselves in the various environments. The Myers-Briggs Type Indicator describes how people approach the environment intellectually and attitudinally and how they process information.
Once the Key Project Team Roles have been identified it is now time to go to Phase II of the process: Five Phases of Implementation.
Take a moment to review the Five Phases of the Everything DiSC 363 for Leaders Implementation Process.
Clarify the purpose, scope and timeline; identify and meet with project team members
Announce the program to the organization and notify leaders and raters who will be participating
Assign access codes using an EPIC Account for the 363-assessment process, follow-up to ensure completion, and generate reports
Meet with leaders to process feedback, create action plans, and schedule follow-up
Meet with project team to review program results, identify opportunities for improvements, and plan next steps
While every organization has a different process for initiating and delivering a 360-feedback program, our work-flow materials assume that the formal process for using Everything DiSC 363 for Leaders within your organization has been approved, and you’re ready to take the steps necessary for a successful implementation.
First, take a moment to review the Key Project Team Roles of the Everything DiSC 363 for Leaders Implementation Process.
PROJECT TEAM ROLES AND RESPONSIBILITIES
- Executive Sponsor has the authority to implement and champion Everything DiSC 363 for Leaders within the organization.
- Program Manager is responsible for the day-to-day execution of Everything DiSC 363 for Leaders. The Program Manager works with participants and the project team to ensure that all parties have the information and resources they need.
- EPIC Administrator is responsible for the EPIC Account (to most efficient way to issue 363s and have FREE unlimited raters) process from start to finish.
- Coach provides leaders with their 363 feedback, answers their questions, helps them create action plans, and follows up to ensure that learning takes place. We recommend that trained coaches, either internal or external, be used unless managers have been trained in the coaching process.