Raves from Sales Leadership Masterclass

• "Extend extra hours as I enjoyed the masterclass trainings,"                                          - Lai Garcia, FMNDC

• "The ideas given/dicussed were fresh, new and very good,"                                         - Rey Canlas, ADTEL

• "It was fun and out of the box, "  - Engel Ching, Robinsons Bank

• " This masterclass is very useful not only by my behalf but can apply to all specially on dealing with problems faced everyday," - Dianne Calub, SentroTek

• Aptitude is defined as the natural ability to do something (Talent), while
• Attitude is defined as a position of the body proper to or implying an action or mental state.(Behavior)

Once upon a time there has been a team meeting, and everyone was talking about their best methods. When asked by their team lead, they shared the ways they get hold of clients.

The lead then asked them to list all of those ways and have everyone do it. By the next meeting, everyone had an assessment of the practices - some worked, some didn't - and has agreed that the practices that worked will be done in the succeeding weeks.

They do this every quarter.

• Sharing - In a sales meeting, you share what has happened: The progress of the team and the individuals themselves. This is the "Why" of the meeting. What's the agenda? What's lacking? What's effective? Ask everyone to be assertive and say what they feel - and let them be open. By doing this, you are pulling off possible walls that may hinder everyone to share their feedback, helping them improve step by step.
• Execution - As the "How" of the meeting, ask them how the team can utilize effective methods, how to solve problems affecting them, so on and so forth.
• Listening - There are two kinds of people: Those who listen to react and those who listen to understand. Please do not be one of the former. Yes, you asked them to share their feelings but rebutting them right off the bat while they're not done speaking builds that big invisible wall of silence real quick. By listening to them, you are expected to understand their plight and share your insights as well once they're done talking. 
• Learning - What has the team learned? What's the next step to do? What's the Action Plan? By asking what they have learned, you're helping them recap what to improve and what to execute after the meeting. (Then you can get back to them and check on the status).