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Investing in Your Business, Employees, and Yourself Through Sales Training


Do you find yourself motivated only by the heavy dose of caffeine you had earlier? Is your staff skilled in the art of loitering? Do you find it difficult to find the drive to get through the day? How can you invest in your company to make it want to invest its time and effort for the betterment of the organization? How did people like Steve Jobs or Walt Disney drive their companies to prosperity?

Through sales training, you can learn, as a business owner, to drive your company as a whole to invest itself in its future. The three aspects of sales training are knowledge training, skill training, and attitude training. Today’s tidbit will be focused on the attitude aspect of sales training, as it is often overlooked and workers are left with negative views toward the company. The following tips can help you get on the right track to turning you and your company’s attitude around:

  • Hire the right people for the job: In using behavioral interviewing instead of the typical traditional interview, you are more likely to find people whose personalities and characters will match what you are looking for to better your business.
  • Set clear expectations: Communication is key. Make sure employees understand exactly what is expected of them regarding work and behavioral guidelines. That way, everyone knows exactly what his/her job, why he/she is doing it, and how he/she should act when performing their tasks.
  • Delegate employees to be a part of the solution: When people feel a sense of responsibility in a task that needs to be done, they feel important and are more likely to be accountable.
  • Hold each other accountable: When managing supervisors and other delegating employees, it is your duty to make sure that they are reminding the appropriate employees of deadlines. You and your supervising employees also need to be as accessible and approachable with any questions or issues that may arise.
  • Have patience: We are human. We make mistakes and it may take some time for us to learn a certain skill. Save yourself and your company tension and go with the flow.
  • Share information: When everyone is kept in the loop, they can better understand the situation of the company and their coworkers and sympathize in good times and times of crisis. This makes them feel as if they are directly connected to the company and are more likely to be loyal and work above and beyond for your organization.
  • Share the revenue with your team: You did not do the work alone. In giving the deserved credit to your team, you are establishing loyalty, raising morale, and driving your team to invest themselves with your company in the long run.

Triton Theory will be offering an informative webinar series launching this September to further elaborate with those of us who are just beginning a company, or even have an established business. Triton Theory will focus on the knowledge, skill, and attitude training, as well as all the other aspects needed to institute and run a successful sales operation. There is always room for improvement and in providing the proper sales training for yourselves and your employees early on, you will be investing in a strong foundation for your company to grow.



Ways to Handle Objections in the Sales Process


As a sales person, what do you do when you make a sales presentation and receive a cold hard no from a prospect? Does this mean that you should walk away? Not in the least. In fact, the best sales people are those that do not take no for an answer until they are sure that they have exhausted the process of handling objections. In sales in fact, an objection can turn out to be a positive thing because you get to learn why you got an objection in your sales process and you can then work to tweak the way you make your pitch. You also learn how to handle different prospect personalities.

Here’s how you handle objections and increase your closing ratio?

Never out talk your prospect. Listen to them, and let them finish. You should always have empathy for the prospect’s objection and use “I understand or you probably think you have seen quite a few sales persons recently , but I am not trying to sell you anything, I am only trying to offer intelligent business information for you to make an intelligent business decision. “This will reduce the prospects apprehension (risk) and allow a dialog to begin. You want to understand why he said no, and empathy will promote the prospect to explain why they are objecting.

After they have explained their objection, repeat what they said back to them in a way that says that you are only trying to understand their needs. Do not be condescending or you will lose the sale. Let them listen to your understanding of their objection and allow them to correct you if you didn’t understand it well. Do not respond with phrases such like “Don’t you want to save money” as this will disrespect the intelligence of the prospect. Do you think they will respond with “no I’m glad you called or visited me? Not going to happen.

Now start understanding the objection. The prospect will let you in and they will site reasons as to their motivation for saying no. Again have empathy, repeat their objection and answer with affirmative benefits that you obtained in your qualifying process. Additional objections can occur and you are simply giving your prospect a chance to clarify, and learn a lot more about their objection and how you should handle it.

Once you understand why the prospect objected, you can then respond with your rebuttal. Remember that an objection is simply fear of the risk of making a bad decision if the prospect was to purchase your product or services. Do you have a way to relieve this fear? You most likely do, so go ahead and lay out your proposal to them.

Finally, ask for the order once more and be ready to repeat the previous steps sometimes as many as five times before the prospect will feel comfortable enough to say YES.

Triton Theroy creates great sales managers through our world acclaimed sales and leadership training programs. Visit the main Site for details:, or give us a call at (954) 376-3767 ext:3

How to Become a Great Salesman


What is a Great Salesperson?

Sales techniques and skills are not always something one is born with. Often people think if they are not given the skills naturally then they will not be successful in sales. This is not true. Plenty of successful salesman have taken training courses, read books written by successful sales professionals, and worked for many years to become a smooth talented sales person. If you want to become a great salesman you just need to be willing to learn and grow through training and experience.

Getting to know your client as a person is a huge sales technique for today’s consumer environment.

People do not want to get hit with a pushy sales pitch.

To be successful in sales in the 21st century a salesman needs to talk to potential customers like they want to become their friend and want to learn about the customers interests, needs, and problems. The more you show interest in their life the more the future customer will trust you and listen to what you have to say.

When a customer decides not to buy at this time a salesman needs to not be discouraged by this result. Perhaps the timing was just not the best and the customer will come back another day. But a good salesman can become a great one by using non-closure transactions as learning tools like sports teams view games that they lose. Evaluate how you handled the interaction and take learning tips from it for future growth. Do not worry about past days non-closure interactions with customers. Just live in the present days work and grow from each experience.

Sales agreementStay in contact with past customers through email or other means of communications. The more social communication they receive from a salesman the more a customer will be open to reading actual sales information when it arrives in their email box or snail mail box.

Great salesmen are involved in their community.

By participating in clubs, organizations, and charities a salesman will become more visible to future customers who are also in these organizations. By showing concern for your community future customers will see that you care about things other than just selling products.

Just remember to always be thinking how can I help these people instead of how can I make them buy this item. If you approach the situation with the goal to help someone then they will be more receptive.

Triton Theroy creates great salesman through our world acclaimed sales training programs. Visit the main Site for details:


Body Language as a Sales Tool


Communicate with Body Language

Body language is present in every communication experience that we have, even if you are speaking with someone over the phone. This course will help you to make the most of body language in your sales career and can also be applied to plenty of other experiences.

Body language is very subjective, so when you begin speaking with someone it’s important to do a quick check-in to gauge the mood of the people who are in the room. Are arms crossed because the room is chilly, because people’s emotions are aroused, or because there are no arms on the chairs and it’s one way to get comfortable?

Fortunately, we are the grateful recipients of all kinds of research about body language, and we can apply what we’ve learned to our sales interactions.

We know that body language communicates a lot of our message, and it’s a topic (and statistic) that is hotly debated in communication classrooms. While our body language can be effectively used to emphasize what we say, build trust during a conversation, and develop rapport, we also know that our body language can easily contradict what comes out of our mouths. Therefore, it’s important for sales professionals to become skilled at reading their customer’s body language and controlling their own non-verbal messages.

Have you ever played poker? If so, you may be familiar with the term “poker face” and a card player’s determination not to reveal his hand to the other players. A “poker face” means that the face is kept blank and that the card player does not exhibit any gestures, glances, or other non-verbal signals that might reveal their hand.

These nuances of our behavior are referred to as a “tell” and can be read by people who know what to look for. If you are able to read the “tells” that your prospect or customer demonstrates, you’ll have the ability to alter your presentation, regain their interest if it wanes, provide them with information they’d rather have, and work on building a trusting relationship.

As the environments we work in become smaller, it’s also important for you to consider cultural implications of your own body language. We really do work in a global village, meaning that most of us meet people from other cultures quite regularly. Since you are in the business of building relationships, it’s important that you know your audience.

For example, if you tend to cross your legs so that your foot lies across your thigh, creating a number four with your legs, you end up pointing the bottom of one foot off to the side. In some cultures, this is seen as extremely rude, as if you were indicating that the other person is beneath you.

The way that you shake hands, hold eye contact, offer your business card, sit at a meeting, and carry yourself all have a bearing on what kind of relationships that you build and the amount of trust that you engender. Since we don’t make purchases from just anyone, and human nature says that we will pay more for a product we can obtain from someone that we like rather than someone who just offers us the best price, it’s important that we project a trustworthy nature and likeability.

Success Through Enhanced Performance, is a Fort Lauderdale, Florida based company, that specializes in business consulting, employee assessments, personnel development and sales training. Jan Wild, the company’s president, has more than twenty years of sales, marketing management and business development experience. His specialty is assisting organizations attain their and objectives through strategic consulting, business planning, training programs and sales strategies. Contact S.T.E.P at (954) 376-3767


How Does a Business Build the Ultimate Sales Force?


Building the Ultimate Sales Force

Establishing the ultimate sales force begins at the recruitment stage. The organization leadership must identify its goals and objectives and hire the needed talent based on the culture and vision of the organization. The candidate must fall into the benchmark of the existing top sales talent and be hired with standards of performance established. The candidate is evaluated by sales management on the milestones achieved and rewarded by incentives when they are achieved.

Once clearly defined standards are established, department managers need to know and enforce the ultimate goals and have a plan in place to reach that goal. The salesperson must master the knowledge of what the product or service is and who is going to buy it.

Using transparent measurements of success is important to providing employees with milestones of their progress, as well as creating an atmosphere of healthy competition. The ultimate objectives of the company should remain the number one priority; therefore, it is important that the sales people support the overall strategy. Negativity acts like a cancer among a sales force and likewise should be cut out of the company before it infects others.

The sales strategy will direct the team and drive profits if strictly adhered to. It is imperative to identify the goals of the individual and instill measurements to monitor progress. In almost every sales person’s office or cubicle you find pictures of their vision of success posted on the walls.

Pictures of an expensive car, exotic vacation of exquisite home on the water is posted, but a strategy for reaching his vision fails to show its head. The sales talent with the assistance of management must create a strategic road map for sales success.

The vision must be accompanied by a strategic plan with a defined timeline to reach the numbers. Numbers could be units, number of appointments, dials or bottom line sales volume. These metrics need to be closely monitored keeping the sales talent on track toward success.

Finally it is essential that programs to train and retrain are implemented. Training should be focused on learning that increases the bottom line and provides the best return on investment.

Some knowledge based training courses which should be administered are; communication, time management, negotiation skills and partnership selling builds the character and defines the success of the sales talent.

Implementation of these core processes is the path to establishing The Ultimate Sales Team that will drive the organization to exponential growth.

Triton Theroy, is a Fort Lauderdale,  South Florida based company, specializing in assessing and effectively training personnel to increase performance and productivity. Our Sales training enjoys global success and acclaim. Call us at: (954) 376-3767 to discuss the possibilities.

Finding, Evaluating and Keeping Your Best Sales People


How to Find, Evaluate and Retain A-Level Sales Talent

Let’s face it, all sales executives throughout the ages have suffered from severe frustration in finding, evaluating and retaining A-level sales talent. We review the candidates resume and invite them for a face to face interview. But job hunters are well-schooled in answering most of our interview questions, and the results are that we hire a candidate with high expectations only to realize later that they fall into the 80% side of the 80/20 rule. (80% of the sales are delivered by only 20% of your talent if that much). Forecasts are not met, salespersons are terminated and we begin the rehire process once more.

But what if you were able to clone the 20% A level talent and use this model to hire and drive your numbers toward exponential growth? Sounds like science fiction doesn’t it? But it’s not and it can be accomplished.

How can we stop the “C” level candidate from slipping through your gauntlet? The answer is simple and inexpensive. Provide a talent assessment /profile prior to the interview. Sure you say assessments do not work. And at times you are correct. Most assessments are industry standard and not focused on the specific needs of your organization. The candidate takes the sales and personality assessment and you find him to have excellent possibilities. Three months later they are sleeping at their desk, or hanging out at the track, and all those pictures of their goals and all that burning desire to succeed ends up in HR once more facing termination.

Here is the secret to finding and retaining “A” level talent.

Reduce the time of interviewing and hiring by building your own assessment based on the specific traits of the “A” level talent you presently have driving the numbers. Benchmark their traits and successes’ and have all new candidates take this proprietary evaluation. Hire only those that fall between the parameters of your successful model. Watch your sales numbers and company profits fly  – and the expense is minimal.

But you ask what do I do with the 80% “C” level and “B” level talent?

Great question and an easy answer. Have the team also take the benchmarked assessments and find out their deficiencies and challenges. Identify if they have problems with their skill sets or perhaps their drive, and have the documentation to make intelligent management decisions. Maybe they need to be moved to another department where their specific skills can be utilized, or asked to find a new opportunity that fits them better. Selling is not for everyone and the decision to change should not be hidden.

Once we identify the deficiencies with your ”B” and “C” level talent, build a sales training program that targets these concerns. Provide continuous space repetitive training. This training is the only training that individuals retain. Have you ever attended training session or a motivational seminar where you find yourself retaining the information and excitement for a few weeks and then poof… it’s gone? Space repetition training allows the mind to absorb the content allowing the individual to retain and utilize the information and emotional aspects indefinitely.

How will you feel when you have moved some of your “B” level talent to “A” level talents and your “C” level talent to “B” level. The 80/20 rule will reverse and 80 % of your business will now be driven by 80% of your talent. Thank the remaining 20% for their efforts and part as friends and then  hire a new 20% group  with A level talent in their place.

You now have achieved a change in the culture, and behavior of your sales team that will drive your organization to higher revenues and profits for years to come.

Triton Theroy, our South Florida based company, specializes in properly assessing and effectively training personnel to increase performance and productivity. Call us at: (954) 376-3767 to discuss the possibilities.