Dan Waldschmidt on Selling Power blog suggests this for 2011:

“Selling is a dying craft. This is nothing to mourn. Half of the people who are in sales today should get out of the profession to pursue other opportunities. Every time technology does the work of humans, we see that as progress. We’ve created amazing tools. Computer systems can fake real conversations, but many times this leads to a self-perpetuating cycle of nonsense. People send out mass emails and customers opt out. Social media is the next generation of conversation. Take a look at the tweets that are sent. Ask yourself, are you really having a conversation, or are you perpetuating nonsense?”

I’ll agree that sales as a profession is dying, but that may be due to the lack of training funds. Back in the day, all of the Big Corps – like IBM, Xerox, DEC, Bell – had extensive training for its sales teams. Today, not so much. Couple the lack of sales training with a total lack of training (and knowledge) in how to hire and manage salespeople leads to the mess we have today. So, yeah, many of them should pursue other careers, especially if you can be replaced by an inbound tele-marketer or an online application. (*Cough*Cough*Order taker*Cough)

Where Dave is wrong is in social media. Most people have zero idea how to utilize social media for conversations. Most tweets are just links to the tweeter’s blog (or other content), so he can track his influence and increase traffic.

Sales in essence is the art of the conversation. Open ended questions being the key to consultative selling. Translating that to an app is challenging, but learning that social media is just a new communication tool like IM/chat and email is simpler. Salespeople will need to integrate that into their toolbox in 2011. But be cautioned that most people using Twitter and other social tools are not the example you want to follow. Broadcasting all day will not engage anyone. Listening and Learning are the essential. It’s back to basics.

I have been using Virtual Assistants for a while. Originally, I went to AssistU.com to put in an RFP. That’s where I met Ricki at Just2Technical.com. Ricki handles all of my bookkeeping and websites (including content and maintenance).

Ricki introduced me to another VA that edited my book. I met Susan from Ace Concierge online. I am getting busier so I am trying to figure out how to delegate better. I need to learn how to utilize my VA better to free up my time, so I can spend more time writing (blogs, articles, book #3); doing podcasts; speaking; consulting; and talking with prospects and clients.

I asked Susan if she had a tele-seminar about How to Use a VA. She didn’t but gave me thoughts. Then I Googled it. This is what I found:

1. WebWorkerDaily has an article about How to Use a VA.
2. Here’s a list of 101 tasks that a VA can do for you.
3. And here’s 30 creative ways to use a VA.
4. The typical MLM article: How to use Virtual Staff to make passive income. I actually have hired a freelancer to write non-technical copy, so anything is possible.

For me, the key is probably control. Susan wrote to me, “It is not easy to delegate what we have always done; to trust another to do it, or to believe someone can complete a project/task as well as we can. Developing a comfort level and knowing that someone can truly and effectively help you manage your business is a learned skill.”

I think it’s my mindset that I can get it done myself faster before I even explain it once. But that’s a falsehood. If I explain it correctly once, the VA can do it over and over. Also, it always takes longer to do something than I think it can (or worse schedule it to). (Like this blog post).

“Solo-preneurs cannot do it all themselves. It is impossible. Something will always suffer for this type of mentality. We all try, but miss the mark,” Susan points out.

I think she is right on the mark with this: “Once you lay the foundation, discuss accountability, responsibility, expectations and deadlines, it comes together. Some tasks may take a little more creativity with training while others, not so much, but in the end, if you think about all you stand to gain with outsourcing, it is a win-win. Just think if you delegated only 4 hrs per week-that is 16 hrs per month to work on income generating activities or have a little more me time.”

Thoughts? [I am going to spend this week thinking about what I can outsource].

So I have 2 posts about the speakers at GROWCO (here and here). The first one is a rant because I was frustrated and disappointed, but the second one does offer some tidbits gleaned from the speakers.

On RAD’s Radar has a bunch of the insights and quotes from the sessions I attended at GROWCO.

Now I will sum up the conference in 4 points.

Number 1: I would have to say that in order to really grow your business you need to tell a story. That’s first and foremost. And not a story that is Me, Me, Me. Over the ages storytelling is how history was passed down. You know your own family history from listening to your parents and grandparents tell you stories. If you want people to talk about your company and refer business to you, you need to be able to tell a clear, concise story about what you do that benefits the person who is listening. (It takes time to create this message).

Whether you are networking, giving a presentation, answering a customer complaint, or on a sales appointment, remember that people care about themselves, not you. What message do you want them to take away? (It can only be one message).

Your Brand is the Emotional memory that a person has for either your company or logo or product. I usually describe it as 1K of memory storage of everything they know or have heard about your company. But there has to be an emotional string there somewhere for them to care one way or another. Apathy is the absence of emotion. [FYI, the Coke/Pepsi Challenge with brain imaging]

“You are building a relationship not a sale,” says Norm Brodsky. Raving Fans, Repeat Customers, and Referrals all come from relationships. You need to care about your customer more than making a sale. Period.

It all starts with the Hiring. You can’t teach Friendly. Hire Slow, Fire Fast. If the candidate isn’t smiling and trying to win the position, don’t bother hiring them. Corporate Culture is about hiring friendly, trustworthy people that care about the same things that you care about. [See the story of Zappos.com or any article by Norm Brodsky]