Salesmen have always gotten a bad rap. When we think of one, we think of the sleazy car salesman with oily slicked back hair leaning against a bench with a toothpick hung loose on his lip, ready to con the next sucker who comes into the lot.
This stereotype has a merit to it. I mean who hasn’t dealt with a pushy salesman? But consider the problem with the average worker. A 2013 Gallup Study* showed that only 13% of employees are actually engaged in their work with 63% not engaged with 24% are actively disengaged.
The study shows the obvious. Most people don’t like their jobs. We’ve become frustrated, resentful, and bored with careers that do little to create value for ourselves and the companies we work for.
How does this relate to selling? If we want to achieve anything in life, including improving our jobs, we have to learn how to sell. From selling an idea to our boss to asking that guy or girl out, we are always trying to sell something.
The problem is most of us aren’t very good at it.
Good selling requires an understanding of basic psychology. We all have needs. How can you or your product or service address those needs? Some of those needs include:
- To be more creative.
- To make more money.
- To be more efficient.
- To gain more knowledge.
- To lose weight.
- To fulfill fantasies.
- To entertain.
- To educate
- To Inspire.
- To eliminate boredom.
To be a great salesman, it requires basic language directed at people who are motivated by the need you are trying to fulfill. Say your employer for example. Chances are your boss is struggling with some sort of issue. Maybe he/she is losing money on a particular product. Maybe your boss doesn’t have time to address more important manners to the business. If you can solve one or more of his/hers problems, you sold a solution which your payment can be a raise, job promotion, etc.
Think about what your needs are. What are you good at. Selling is all about being creative with solving problems through simple solutions.
*Keating, L. and Heslin, P. (2015). The potential role of mindsets in unleashing employee engagements. Human Resource Management Review, Review 25.