The basis of a good quality funnel is one which is based on prospect readiness to buy!

The most often used funnels nowadays are still based on subjective input from sales. It’s amazing to see how many managers are using such a funnel to predict revenue and use it as the basis for budget exercises.  This is the funnel that most people use yet it is a very outdated model. This type of funnel is an artificial invention taking the eye away from the prospect and puts the focus on sales actions.

The fact that doing something is putting the opportunity on a given point in the funnel is a totally wrong assumption. The thinking is flood. You can give company and product presentations, demo’s, send proposals even when asked, etc without achieving anything. The question is am I doing something which corresponds with the readiness to buy?

Here are the biggest funnel mistakes:

  • input based on subjective sales rep input. The gut feeling of sales people in terms of funnel management are seldom correct because:
    • they are to closely involved to have an overall view
    • most sales are to much influenced by the opinion of their ’sponsor’ and/or last sales action
    • they have too little visibility on what’s happening at decision level
    • not enough, if at all, contact with the ‘real’ decision makers
  • individual forecast building by using a percentage win-rate on each of the opportunities. Most funnels at sales rep level and even on corporate level have to little opportunities at the same stage with too much variation in size
  • defined by selling activities: performing activities is not necessarily moving the opportunity closer to a decision
  • lack of common definitions
  • imposed as a reporting tool and not as a day to day self-coaching tool: The funnel will never be up to date or based on careful thinking if it is not in a format, and incorporated in the way of working, which influences the agenda and behavior of the sales rep
  • tracking and reviews based on must win deals resulting in starved pipelines and pushing salespeople to do the right things at the wrong time.

Helping management and the VP sales to more accurately predict the revenue is to convert the funnel into a buying funnel which tracks the readiness to buy of the opportunity. This is even more true in more complex sales with quit an amount of people involved in the decision taking. Because each of the involved people have their own agenda and readiness to buy which must be synchronized in order to move the opportunity closer to a decision in the quickest way possible.

The mental stages a buyer is going through:Opportunity buying clock These phases are universal and cultural independent.

  • execution of existing solution and not interested in any information or offering in that area
  • executuion and interested: something triggered the person to want to know more about something
  • Field of Tension: Starts with an admitted pain which evolves over time into an urgent need. This results in the decision to buy something
  • Market Research: The prospect goes out to the market to search for potential solutions and vendors
  • Hesitation: This phase starts when the prospect thinks to be convinced to buy what from whom. At his point the focus shifts from looking to the benefits and advantages of acquiring the solution to all what can go wrong after having bought.
  • Implementation: This is the period during which the solution is being implemented.
  • Execution: The solution is in full use until the cycle starts all over again.

Perpetos has converted these phases into a 24 hour buying clock™.

Some of the reported results you acquire by this system are:

  • a true shift towards customer focused thinking and acting
  • an objective pipeline with a much better accuracy
  • improved internal communication based on the hours of the clock
  • lower cost of sales (i.e. less multiple people meetings because sales and pre-sales exactly determine when their presence is needed)
  • improved hit rate
  • more balanced pipeline

Let my know your experiences!

One of the much heard questions these days is: Will everything turn back to the pre-crisis situation or what will have changed?

Trying to create certainty by extrapolating a known past into a bright future has definitely proofed to create an illusion of predictability. Spreadsheet management as a way to do business planning has been a common practice for too long in too many companies.  Optimal functioning and productivity of people has long been linked to the wrong assumption that people need certainty. The difficulty to break the ’status quo’ within companies, and definitely the political world, has supported this way of thinking. People prefer the known discomfort over the unknown future.

Seneca once wrote: “The greatest loss of time is delay and expectation, which depend upon the future. We let go the present, which we have in our power, and look forward to that which depends upon chance, and so relinquish a certainty for an uncertainty.” Yet uncertainty is the only certainty.

It is my conviction and experience that people are not afraid of change but are afraid of the unknown personal impact of the change. Too many leaders and managers are trying to sell certainty to overcome this. Yet many studies have proven over and over again that people need a certain level of discomfort to to stimulate creativity, productivity and focus.

The reason for all of this is the fact that their is no such thing as rational decision making. Dan Ariely (author of Predictably irrational) wrote the following in a recent Harvard business review: ‘Your company has been operating on the premise that people (customers, employees, managers) make logical decisions. It’s time to abandon this assumption”

Creating an environment of  ‘balanced uncertainty’ is therefore the biggest challenge moving forward.

The following is key to success:

  • Transparent communication whereas the truth can be said, problems and mistakes surfaced and discussed as soon as possible. Jim Collins already referred to this as facing the brutal facts;
  • Building trust, thus building an environment where openness gets rewarded
  • Avoid or get rid of a diluted corporate DNA
  • Offering a realistic challenge in order to stimulate motivation, creativity and innovation
  • and above all walk the talk 

Are you ready to maximize the potential of your people?

The debate on leaders versus managers is an ongoing debate since a very long time. It’s not surprising to see that the debate intensity has increased since the crisis. Some say there has been:

  • too much leadership creating a superior vision and taking decisions whilst losing the necessary sense of reality. Dragging people and companies unnoticed into trouble.
  • too little leadership because leadership is too often linked to charismatic leaders. The CEO as the captain under which leadership the organisation is led to unrivaled performance.
  • too little management who should be capable of managing the execution.

And where does entrepreneurship fit in all of this?

A lot has been written and discussed ranging from charismatic leadership, Level 5 leadership, transformational leadership,…. The characteristics of the so called must have leadership profile is a long list that is impossible to find in a single mortal human being. Marc Buelens (Vlerick Leuven Ghent management school) wrote in a recent column:  ”Leaders need to combine the charm of Kennedy with the vision of Branson, the stubbornness of  Thatcher and able to speech like Obama”

I suppose that most of us agree that the world and business in itself has become too complex to be mastered by a single individual. A lot of people tend to think that the CEO can make the difference. A comparison with soccer is in place since many analysis have shown that changing the coach during the season never contributed to major result improvements.  I’m pretty confident that the future will show the same in the vast amount of cases where the CEO had to leave the scene as being responsible for bad results. CEOs at the same time should better think twice before contributing superior company results to their mastery.

Even management teams are no longer able to provide all the answers in the same way as sales has converted into a team-sport. I’m seeing over and over again how management teams are trying to come up with all the answers themselves. As a result expecting people to change and behave differently without a need to change themselves.

I’m therefore convinced that the whole debate is besides the point. since everything starts with an undiluted DNA. The following picture shows the logical levels needed in order to release the full human potential within your organisation. The logical levels of performance contribution

What we need is management innovation which includes getting ride of industrial age practices. Typical to those ideas are central and formalized processes trying to influence human behavior. Converting people into machines leaving their brain at the door when coming to work. Resulting in managers fighting battles ad hoc, rarely solving the underlying causes. Fighting symptoms, they’re unable to create a scalable value chain and properly utilize the human potential of the entire team. This need to change in order to realise your companies growth potential.
Leadership must be attuned to the information age, where progress is stimulated and jobs are managed – not people.

When will managers accept that they can’t control nor own the knowledge inside peoples head. We talk about the knowledge worker age but managers typically behave inversely.

 You must be the change you wish to see in the world.”Gandhi”