I get asked to work for free almost every week.  Or at least consider working on the basis of trade with the offer of things like promotion, exposure, audience.   There are moments when it can make a lot of sense to work for free and every business leader has to pick their spots.  My friend Laurie at Punk Rock HR said this week she doesn’t work for free.  I tend to side with her.  Although being asked to work for free is nothing new to me.

Having run Business Development for a large services organization I have been involved in hundreds upon hundreds of RFP bids which often resemble a vendor shootout at the OK Corral.  The online reverse auction driven by procurement. The 100 page response with spec strategy and work product followed by the 45 minute presentation with 15 minutes of Q&A….its professional selling of the highest competitive order…where the game is on and the stakes are high.

I had a small crew of elite sellers who specialized in enterprise business development and we had a great run of success going 19-6 over 25 head to head major competitive reviews.  We were forced to get pretty good at lining up and competing to win.  A few things I learned about the RFP Process along the way:

-Relationships matter MORE:  The idea that the vetting process is going to level the playing field is a misnomer.  Try reading 7 100 page documents and sitting through pitch presentations from 7 different vendors in the same category…..it all starts to look the same.  Relationships count!  And many bids are decided before they are sent.

-Proof of Concept is HUGE:  The RFP process often resembles decision by committee and that usually means safe selection.  The odds of the outlier with the alternative approach or BIG idea winning in the end are slim (though nothing is impossible).  Before investing in participation as a vendor ask yourself if the business you are bidding on is right fit and core competency?  Do you have proof of concept in your case study?  The committee doesn’t want to be the first one into the pool.

-Don’t Make Assumptions:  Ask questions.  Many vendors miss this opportunity since there is often so much structure and rigor built into the process.  Big mistake.  If you don’t know, ask.  And always, always focus on selling from a position of intelligence.

-Customize:  Your response.  Your presentation.  The truth is, nobody really cares about your stuff all that much…and your stuff isn’t all that different that the other 6 vendors responding.  They care a lot about their stuff….make it ALL about that…..

-FREE:  Make no mistake.  The RFP process is often a request to work for free on trade for a 1 in 7 chance to win business.  Is it worth the investment?  Your call.  How much should you give?  It depends.  But I’d consider long and hard before I volunteered customized work product or solutions and strategy as part of the evaluation criteria.  Those should be far too valuable to give away.  And at the end of the day that is rarely representative of a firm’s best work and/or outcome for the customer…..particularly when the work product is creative.  The best outcomes there are achieved in close collaboration and partnership.

Are you working for free?  The following is a fun parody on the vendor client relationship, negotiations and working for free.  Enjoy!

Posted in Sales, Uncategorized

You need testimonials.  Proof of concept.  Demonstrated ROI.  Commentary on the experience.  Your brand is no longer just what you say it is….it’s what everyone says it is…and if part of your business objective is to grow through new client acquisition then you need to put your Brand Evangelists front and center.

Today’s Sales Leader should be joined at the hip with the CMO taking great care in cultivating a customer evangelism initiative (yes, satisfied and loyal are no longer go0d competitive benchmarks so out with the dated ‘Customer Satisfaction Survey’).  If you ask the right way and listen carefully customers will not only tell you what they want now but where they are going to invest next.  And if you are delivering there is no better way to accelerate new client acquisition then capturing and sharing those big wins and special client experiences.  Your best customers want you to succeed and are often happy to share their over the top experience with the rest of the world.

I’ve captured more than a few written testimonials in my day and I am grateful for every one of them.  But they fall short of the impact the video testimonial has.  Whether you are a seller who catches client commentary on Flip Cam or a Marketing leader who produces a Web TV program related to industry trends and the impact your solution delivers with client participation (not a bad idea!) you’ll have higher impact with video.

What is your Client Evangelism initiative?  The answer and subsequent strategy will accelerate your growth.

We packaged up a few testimonials from some of our recent events/engagements.  Its always better when your customers help you tell your story!

Posted in Uncategorized

Then I’d like to recommend considering the portfolio of talent made available through Elan Speakers Agency.  Owner Devie Hagen has taken great care in assembling a roster inclusive of the very best speakers/trainers in the Midwest.  As a Meeting Planner or Corporate Education Director you’ll find a comprehensive range of business performance and personal development content represented among this elite group of experts.  In planning your next event you will benefit tremendously from Devie’s experience and relentless commitment to service excellence.  And you’ll be afforded the opportunity to select from a deep library of content and variety delivery options that fit your specific business objectives.  Give Devie a call to power up your next event!

Posted in Communications

Tags: Speaking, Training

I attend a lot of conferences.  And while it’s been a while since I’ve done the traditional market your services in the exhibit hall ‘booth-duty’ I certainly pay attention to how vendor organizations approach the conference circuit from a sales and marketing perspective.

While attending a premiere industry conference recently I overheard two vendors complaining about the lack of qualified leads they were generating during the exhibition hours.  Even with 11,000 attending the event these sellers were lamenting the ROI associated with attending, generally asserting, “we just aren’t seeing any good leads.” And the complaints continued the next day during my walk through the exhibition area.  Complaints about not being able to generate quality time with qualified decision makers.  As I listened to the commentary, I couldn’t help but think…you need a better sales strategy for events.

To maximize your Sales/Marketing ROI when attending industry trade shows consider the following:

Postcard Prospecting: Obtaining an event mailing list and sending a postcard pre-event as an exhibit announcement promoting your demo times and drawing for an ipad does absolutely nothing to differentiate yourself from the 800 other vendors who do the exact same thing.  And it has very little to do with sales and quality lead generation.  Having a quality exhibit and providing a strong introduction to your solution is a good starting point for attending a trade show.  But the exhibit is just the hub.  The spoke strategy is where the action is…..and postcard prospecting simply isn’t good enough.

Clingers v Closers: Determining who represents your organization is a critical decision to maximizing ROI at an industry trade event.  Granted, Big Time Sellers can’t stand ‘booth duty’…..because they know business doesn’t come to them…..they have to go hustle for it…..and an all star seller doesn’t cling to the exhibit during a trade show.  Sure, they put in the time.  But a closer will have an entire agenda outside the exhibit hall arranged pre show.  Breakfast meetings.  Lunch gatherings.  Session visits.  Even the party circuit presents an opportunity to establish meaningful connections with quality leads.  Send a team of exhibit clingers to an event who rely entirely on time at the display and the ipad giveaway to generate ROI and you’ll miss big.

The Mixer: Client entertaining is a time-honored tradition at industry trade events.  And the gathering of customers in different parts of the country represents a phenomenal opportunity for vendors to say thanks and reinforce key relationships.  It can also represent an opportunity to accelerate business development by inviting prospects to attend.  The mixing of customers with prospects is the ideal way to develop business without doing the heavy lifting….let your brand evangelists sell for you! And in return offer your customers and prospects alike an evening to connect, network and develop relationships with other industry practitioners.  The best sales time you can spend at these events is time where your customers are helping you build your business!  And keep the Flip Cam handy for customers that want to give you the testimonial you’ve been waiting for……if they love doing business with you often they want to share it with the world!  And will be glad to share it with the four prospects you’ve also included in the dinner you are hosting.

Key-chains v Keynotes: Any of us that have logged some booth duty time know that the opportunity to collect giveaways can be a driver for prospects to make the exhibit rounds… glow in the dark key-chains, lifesavers, stuffed animals, the coffee thermos…..and the fishbowl of business cards for the ipad drawing make a few software demo’s tolerable mixed in between breakout sessions and lunch…..it really does all start to look  the same.  If you want to differentiate your organization and elevate awareness you need to put down the key-chains and consider if there is an opportunity to keynote…..or at least lead a breakout session demonstrating new ideas and expertise that can favorably impact your industry.  Speaking can drive sales….and your CEO is the ideal person to stand before the attendee’s with insight and opinion that impact the industry and accelerate your business. Right? Your CEO has stage fright?  Well, how about the Chief Strategy or Innovation Officer…….or the VP of Sales?  If you have somebody on the team who is capable I can tell you this can differentiate and accelerate your ROI and opportunity to develop business….significantly.

And while we are talking about CEO’s….

The Chief Engagement Officer: Increasingly the role of the CEO is to drive elevated engagement and quality of experience for both the employees of the organization and the customers they serve.  The large industry trade show represents a wonderful opportunity for the C Level leader to connect and collaborate with the organizations client community and support business development.  A C Level leader has to pick their spots…..but missing the premiere event in the industry you serve is an opportunity missed plain and simple.

Today’s Sales Leader has to consider evolving the way their organization generates leads and drives awareness toward conversion.  The number of business cards in the fishbowl isn’t reflective of qualified leads and will provide little insight into your event ROI.  Consider the hub and spoke sales/marketing model when you attend an industry event……your greatest impact will likely be developed when you aren’t exhibiting but are focused on highly targeted sales activity and effort.

Posted in Brand, Sales

Tags: Marketing, Networking, Trade Show

On the plane and headed West to San Diego.  One of my favorite places to spend a few days, although there won’t be a lot of down time this week.

Today marks the kick off of the SHRM Annual Conference & Exposition, the largest and most significant gathering of the Human Resources industry.  If you are a progressive HR practitioner or support the practice of ‘people strategy’ its likely you’ll be in San Diego this week (or you are missing out on a great opportunity to connect, listen, learn and develop)!

I believe this is an important time for the practice of HR.  Never has there been a better opportunity for the progressive, strategic HR Practitioner to shine.  In a slow growth cycle where so many industries have become commoditized and are increasingly re-inventing for a better competitive advantage TALENT is moving to the forefront.  Simply stated, The Best Talent Wins and those HR Leaders that embrace the role of Talent Ambassador and Culture Crusader will differentiate themselves and add increasingly more value to the business.

I’ll talk about these trends and the transformation inherent to the practice of HR in my session at 4 pm Monday afternoon:  HR 2.0:  Talent, Technology & Transformation.

And we’ll likely continue the conversation at the SHRM Tweet Up Monday night and the rooftop at the Hard Rock Hotel following!  Join us! Have a feeling a few of my ‘HR Famous’ friends will be there and who knows maybe @mwbuckingham or @algore will stop by…

It should be a great week and from a content perspective SHRM has once again assembled an All Star lineup of keynote speakers including one of my all time personal favorites to close the conference on Wednesday, Marcus Buckingham. Simply stated, SHRM does a conference right.

I look forward to catching up with old friends, making new connections and leaving San Diego a little more knowledgeable about the practice of people.

Posted in Communications, Employee Engagement, Leadership

Tags: Human Resources, SHRM

This week I had the distinct pleasure of hosting the world’s leading authority on Employer Branding, EBI CEO Brett Minchington.  On the second year of his 20 country/30 city Employer Brand Global Tour,  Brett (who occasionally resides in Australia) is about to publish his 2nd book on the subject, Employer Brand Leadership:  A Global Perspective.  While I have enjoyed our conversations and alliance specific to the Consulting, Brand & Communication Strategy work we are both doing what I have found most enlightening about Brett’s contribution to the industry and our time together is his unique world view.   Shaped by experiences working with the world’s leading consultants and industry practitioners  Brett offers a real global perspective.  Prior to his 30 hour journey back to the land down under I invited him to share some of it here.  What follows is a message from Employer Brand International Chairman and Author Brett Minchington.

I find around the world people are looking for similar propositions in their employment experience. Whilst there is some variance based on their stage in the employment lifecycle, people needs can be grouped into five key areas. Employees are seeking:

Fair pay for fair work – there is an imbalance of this in developed v developing nations and my concern is that developed nations have built their business models reliant upon continued access to lower wages in developing nations. We are seeing wage increases in countries such as China and India which are forcing companies to re-think their labor allocations and practices or face increasing pressure on margins.

Recognition for performance – relationships play a key role in how performance is rewarded – it’s not always a case based on merit! My concern is that workplaces around the world are becoming much more self-centered as a result and this will make it increasingly difficult for companies to build employee loyalty to drive employer brand equity,

Personal development – employees want to leave in a better stage of personal and professional development than when they arrived,

Respect- no matter the industry type or nature of work, employees want respect from managers and fellow workers, and

Friendly working environment- for many people around the world they spend more time at work than with family and friends which they care most about! So if leaders can somehow create a working environment which contributes to an employee’s sense of belonging that is good for employers and good for society!

The key differences I find in the USA compared to other regions I travel around the world can be grouped into 3 key areas:

Connectedness – Americans have been quick to embrace technology and trends such as social media to the point where I feel they have one of the most (if not the most!) collegiate workforces in the world, they are on 24/7! The challenge will be how to balance this speed with productivity and employee and customer engagement.

Pace - the rate of innovation and change – I find American companies are very focused on innovation and growth to drive increasing shareholder returns, sometimes at the expense of their most valuable asset, their people! This is at odds with how value is created in companies today – it’s the intangibles such as brand, people, IP, etc which contribute most to company value and if companies can’t keep employees engaged, they’re at risk of having a workforce which is not fully optimised.

Competitiveness – I find America is by far the most competitive country on the planet, it’s win at all costs. The U.S has a reputation outside its borders as being focused on hard, rational performance measures with less focus on intangibles such as people. My concern is this focus may continue to drive innovation where people are replaced by robots leading to a whole range of social and health issues.

I thoroughly enjoy my visits to America and connections with my American colleagues. Their approach to business is refreshing and they always seem to find a way to overcome adversity.  American patriotism is a wonderful part of its character!

Posted in Brand, Communications, Employee Engagement, Uncategorized

Tags: Brett Minchington, Employer Brand International

Yesterday I was fortunate for the opportunity to provide the morning keynote on Employment Branding for Collaborate 2010 – the first Jobs2Web user conference.  I enjoyed sharing the stage with a group of forward thinking practitioners and industry giants Lou Adler and J2W founder Doug Berg.  I also couldn’t help but marvel at the astounding level of engagement, open sharing, synergy and success during this event.  Collaborate was truly the perfect theme!

Jobs2Web continues to push the envelope on strategy, innovation and results for progressive organizations serious about leveraging technology and intelligence to Recruit Better. This week it was exciting to listen and learn about the powerful ROI they are delivering.  Client presentations from Yum Brands, Microsoft, Lifetime Fitness and Mayo Clinic validated Jobs2Web as both a powerful business partner and clear industry leader.  They continue to set the pace for delivering innovative Web 2.0 (or 3.0?) recruitment marketing solutions.

One of the most exciting client projects I’ve worked on in my new consultancy has been the Jobs2Web brand, unveiled this week at the user conference. I think the message platform and marketing tools resonated with the community in a compelling way!  I will post a more complete case study in the near future but in the interim, here are two video’s our team produced in partnership with Jobs2Web.

Great week!  Congratulations J2w!

Posted in Brand, Recruiting, Social Media, Uncategorized

This article contribution from Susan Borowski, SPHR was originally published in the June issue of Bottom Line HR, a J.J. Keller & Associates, Inc. publication.

The world has changed with the explosion of social media. Consider these statistics: Reports show that it took radio 38 years to reach 50 million users; for TV, 13 years; the Internet, 4 years; and the iPod, 3 years. Facebook added 100 million users in less than 9 months; and iPhone applications reached 1 billion in 9 months.

Social media affects business in several ways. It affects a company’s brand, its transparency, its customer service, and how the world perceives the organization.

Social media and branding

Not long ago, business defined and strengthened their brand and made sure it was perceived as they wanted it to be. Branding was a “top-down” phenomenon. Enter social media, which is in a position to affect a business’s brand globally – and not necessarily in a positive way. Do you know what is being said about your business in the Blogoshpere? The Twittersphere? You should. A recent poll of Human Resources practitioners showed that only eight percent were using Twitter.

Ryan Estis, Professional Speaker, Business Performance Consultant, and expert on HR and social media, says that a company’s brand used to be what the company said it was. Today, it’s what everybody says it is. “Everyone has a megaphone, a platform, and a media outlet. Companies no longer control their brand – they only influence it. Where branding used to be a monologue, now it’s a conversation – a conversation that companies can’t control.”

Where decisions are made

In 2009, a global Nielsen study reported that recommendations from friends and acquaintances as well as opinions posted by consumers online were the most trusted forms of advertising – not a company’s PR department, and not its website. This being the case, if consumers are reading on social media about the poor customer service someone received from your company, it won’t matter what you say to promote your brand – consumers will tend to believe the individual who received poor customer service and blogged or tweeted about it. Anyone who is researching a company to make a decision whether to buy its products or services and who finds several reports of negative consumer experiences is likely to look elsewhere for those products and services.

Google search results now include tweets, which aren’t necessarily filtered, so negative tweets about your company could come up in a search, as well as rants on blogs or websites such as Job Vent. This site allows individuals to rant about their place of employment and ranks companies based on the comments it receives.

How social media is changing

If you believe Twitter consists only of people talking about what they had for lunch or what they just bought, you are not alone. However, what occurred after the June 2009 Iranian presidential election serves to demonstrate the true power and ubiquity of social media. After the presidential election results were announced, many citizens who believed the process was rigged took to the streets in protest in Tehran and other cities. The government censored the media so the world wouldn’t see the protests. But the word got out anyway, primarily through Twitter. The effect was so powerful and so striking that this historical event has been called the “Twitter Revolution.” Our global society is as interconnected as it has ever been, and is becoming more connected each day.

Estis says, “HR must realize that social media has gone from a novelty to a functional business tool. “ According to Estis, only 26 percent of companies have a social media policy; of those that do, 50 percent ban access to social media at work. Nevertheless, even if banned on employees’ computers, social media comes to work on employees’ smartphones. So the question, according to Estis, is not whether to allow social media into the workplace, but how best to channel it for positive results. Because HR connects stakeholders to organizational culture, HR can take the lead on using social media to the organization’s advantage.

Social media as a business tool

Estis suggests that companies begin with the end in mind. What’s the business objective? Connecting international groups? Using social media for customer service? Once your objective is defined, he suggests that you learn about the various tools (Facebook, YouTube, Twitter, LinkedIn, Flickr, FriendFeed, etc.) and how they can help you achieve that objective.

Expecting social media savvy

Estis says that some companies are encouraging employees to use social media to further the business. At EMC², social media savvy is expected. Employees blog, tweet, produce podcasts and YouTube videos, share information on forums, and more. Granted, it’s an IT company, but IT companies are not the only ones using social media technology.

Best Buy has developed a service on Twitter called “Twelpforce,” through which the company interfaces with customers (and potential customers) in real time. Through this service, the company encourages employees to answer questions about products, proved customer service, assistance, and ideas. The service helps drum up business by answering their questions or helping them find a solution. Employees’ tweets are not hidden, but posted publicly on Best Buy’s website. It doesn’t get more transparent than that. Says Estis, “transparency equals trust.”

The future of social media

What does the future hold in this rapidly-changing arena? Estis sees more companies turning to geo targeting, which involves knowing the physical location of a web visitor and delivering marketing content to that web visitor based on his or her location (i.e., suggesting stores, products, and services, based on what’s available in the area). This targeted approach is improving click-through rates for internet marketing.

The next level of social media involves location-sharing services like Foursquare and Gowalla. These are used on a mobile phone, and allow users to combine their address book, Facebook, and Twitter accounts to find out if any friends are nearby. Users check in based on their GPS location, then leave tips on deals, meals, and experiences they have in that area. They can check out tips from friends and other users, get suggestions on where to go, and find recommendations for things to do.

Foursquare also adds a competitive gaming aspect by encouraging users to earn points and unlock badges. Location-sharing services like Foursquare add an opportunity for retail-based businesses to tap into a new network by providing deals only to those using the application – and some businesses are doing just that. Foursquare has grown so much in popularity since it was introduced last year that it has been called “next year’s Twitter” by CNN.

Finally, to those who would say that Twitter is a passing fad (remember MySpace?), Estis points out that the specific tool is not what’s important; being in the domain is. “Participation drives relevancy,” he affirms.

Social media has become an extremely powerful tool, and it’s not going away. Social media can impact customer relations, your reputation, your message, and your brand. Savvy businesses will recognize the power of social media and use it to their advantage.

Posted in Brand, Communications, Social Media

Tags: Human Resources

Remember Graduation Day?  Hope…Optimism…Opportunity….recently my intern, Lora Berthiaume graduated from St. Thomas University…congratulations Lora!  As she embarks on launching her career in advertising/marketing/communications I am fortunate that Lora will be spending just a little more time with me this summer…she is a Rock Star ready to contribute significantly to the right fit employer!  We chatted recently about her transition from campus to career and how she and her peers felt about making the leap.  Bottom line, its still a tough market for millenials entering the workforce and as the data shows new grads simply have fewer opportunities and are accepting jobs for less compensation.  Lora had this to say as she approached her Graduation Day:

When the anticipation of putting on that special cap became reality the anxiety set in. College life is over. We have been waiting for this exciting day since we were little, and now that the time has come, we wish it would be years ahead of us still. Although I can vouch for many that we are all thrilled to not have to spend endless hours at the library, or eat the terrible cafeteria food, it is a mutual understanding that we are scared. This is a turning point in all of our lives, one that most of us are not prepared for. The biggest fear of entering “the real world” is finding a job.

The lucky select few have full-time jobs, many have internships, but most of us are still in the job-hunting process. Yes the economy may be turning around and there are a few more jobs opening up, but it is still not the prime time to be looking for that first career.

Job-hunting should be considered a full time job itself. Like most of my graduating class, I have used every job seeker service and networking connection out there. It takes time and a whole lot of effort to find a job. The main site my classmates and I use to find available jobs is the University of St. Thomas Career Development website. Next on the list is going on companies’ websites you are interested in and looking at their job postings. LinkedIn is also a popular tool. A non-virtual path most of us have taken is attending career fairs around the Twin Cities area, as well as organizations such as Advertising Federation and American Marketing Association, which allow you to network.

Many available jobs right now require numerous years of experience in that field. It gets a bit discouraging when you find a job description that fits you perfectly, until is says 5 years experience required. How are we supposed to gain experience when entry-level jobs are scarce?  That is why so many of my friends (and I) are doing internships post college in an effort to quickly build more of that necessary and relevant experience.

Ideally, the company at that first “real job” holds an energetic, welcoming atmosphere and possesses an innovative and unique culture. Getting fully submerged in a company right away allows one to learn the quickest, so the more fast-paced, the better.

With all the fear and anxiety aside, it will be an amazing feeling to receive the diploma we have all worked so hard to get. I know my major in Marketing and minor in Advertising will lead me to the perfect position in my career field. My passion is a mixture of business and creative work. I am diversified from marketing plans all the way to graphic design, and would love to do anything in between. No matter what opportunity arises, I know I will succeed.

And I’ll be spending this summer of transition supporting Ryan Estis & Associates and their growing speaking/consulting business.  Life as a start-up intern. isn’t so bad!

Posted in Recruiting

Tags: Generation Y, Millenial

Testimonials matter.  In sales where value propositions are next to identical and compelling differentiation is narrow or non-existent, proof of concept counts and often closes.  Buyers typically aren’t too optimistic about being the first one into the deep end of the pool.  Knowing you’ve been there and done that provides assurance.  The ability to demonstrate outcomes that not only meet expectations but deliver above and beyond can be a difference maker.  Involving your best customers in the sales cycle elevates trust among business relationships you are cultivating…and the strength of the testimonial often depends heavily on the sellers skill.

So, how does a sales organization build out a portfolio of world class testimonials?  How do you turn customers into Raving Fan Brand Evangelists?   Simple.  You earn it.

3 keys:

1.  Deliver results

2.  Invest and build meaningful relationships

3.  Ask

Results are what its all about.  But results without a relationship aren’t good enough.  Do your best customers champion your cause and go out of their way to help you succeed?  Do you do likewise for them even if it isn’t in the contract?  Tip:  that is what new customers want.

When you are delivering and developing meaningful relationships, you still have to ask.  But, isn’t that the job of the marketing department?  Hardly!  Customers are buying from YOU….and YOU need to demonstrate proof of concept also.  A good marketing organization will take great care in packaging, promoting and building out a portfolio of testimonials, case study’s and client experiences the right way……but anyone selling today can cultivate client feedback in  a way that advances their cause.

I recently delivered keynotes in Madison and Maine.  In follow up, with positive client feedback, I felt I’d earned the right to ask for the coveted testimonial.  Always an opt in (if I didn’t earn it and don’t deserve it, please do not feel obligated in any way to oblige) and authentic, I was fortunate to receive the following two positive returns from my customers:

“From a 72-member program faculty, Ryan Estis was the highest rated presenter at our four-day conference. No surprise! Ryan did his homework for the  keynote. He offered a sophisticated, strategic message delivered with style. And Ryan connected with the audience so that the sophisticated message translated from the stage into practical applications for the attendees.  We look forward to having him back next year!”

Bud Bernstein
Maine HR Convention

“We engaged Ryan to keynote our conference because we knew he would bring high energy and set the tone for a great conference; he far exceeded our expectations.  I have been involved in our conference for 5 years and never had I heard such a buzz that lasted throughout the day and beyond.  Not only as a conference organizer did I find Ryan’s energy empowering, but as an HR professional, I still find myself revisiting Ryan’s message and applying it to my daily work life.  Thank you Ryan for delivering on your promise; you told me you would bring it, and you did!”

Zach Penshorn, VP Programming Greater Madison Area SHRM Chapter

These are great additions to my ‘Testimonials Portfolio‘ and I am more than grateful for the client partner contribution because it certainly benefits my business.  But, if you are a Sales 2.0 Rock Star and paying close attention you’ll notice my colossal mistake.  How, with such good feedback and momentum around the client experience could I leave my Flip-Cam in the bag?

Yup.  My mistake.  That would have elevated the impact substantially.  Next time.

You are a Sales Rock Star?  Then you have powerful testimonials, proof of concept and an authentic, differentiated and compelling value proposition around both your business solution and buying from YOU!

Posted in Brand, Sales, Uncategorized