A Guide To
The Modern Sales
With distribution sales hiring, retaining, and efficiency
at a higher premium than ever, CFOs and sales
managers continuously face new challenges to make
sure their business has the best team possible. This
series of best-practice articles from distribution sales
experts provide tips to address some of the top issues
facing sales organizations today.
Assembling A World-Class,
Industrial Sales Team
BY JEFF GURITZA, Business Development Manager, M.K. Morse Company
Within industrial distribution, I believe the single biggest differentiator you can have is a high- performing sales organization. While corporate cultures and business models vary from company to
company, leveraging a team of superstar sales people will
go a long way toward separating you from your competition. If you want a sustainable, value-added competitive
advantage, assemble a group of inspired sales leaders,
train them, and put them to work.
Coveted Behavioral Traits
Here’s a list of ten inherent attributes I believe reside
within all high-performing sales people:
1. Committed to the customer – Makes every account
feel like they’re the one (and only) customer: Think
customer-centricity on steroids.
2. Mild-mannered, yet firm – Personable with moxie
when confronted by adverse circumstances.
3. Tenacity – Maintains consistent, reliable focus on the
account base despite any challenges.
4. Emphasis on face-to-face meetings – Leverages the
fact they’re an outside sales person, and not a desk
5. Exceptional listening skills – Talks less, hears more.
6. Works with an abundance mentality – Believes
“There’s plenty of business for everyone, especially
7. Doesn’t sell on price – Price selling is for amateurs. Big
leaguers sell value.
8. Embodies a competitive edge – Realizes that he/she is
the reason the account is successful.
9. Passion for the business – This can’t be faked; either
they care or they don’t.
10. Highlights hidden value – Touts benefits beyond price.
Less Important Behavioral Traits
Some other attributes hiring managers may emphasize
that, for me, are less significant:
Age – Legal issues aside, don’t get caught up in the age
(or lack thereof) of a candidate. Younger, less-experienced
people can be eager learners who evolve into solid sales
associates quickly. Similarly, astute veterans can be reliable
and composed, dutifully serving as the stalwarts of your
Education – Just because candidates have an associate’s
degree from a seemingly unrelated area, it shouldn’t preclude them from consideration. While preferring candidates with formal, advanced training and/or degree, don’t
get hung up on the prerequisite that someone is either a
degreed engineer or a business major.