The Executive Sales Coach: Keith Rosen’s Sales Blog and Business Blog On Selling, Leadership, Managing Your Team, Business and Life » Communication

Dr. Marvin Jolson was very dear mentor of mine and a true business leader; a trailblazing pioneer and innovator when it came to the areas of sales and marketing. Here was the guy who practically invented the way encyclopedias were sold door to door and the force and genius that enabled companies like Encyclopedia Britannica where he was Senior Vice President and, back in their hay day, MCI enjoy years double digit sales growth and greater profitability. In 1990, he received the Distinguished Doctoral Graduate Award from the University of Maryland. In 1999, Dr. Marvin Jolson was the first person ever to receive the Lifetime Achievement Award presented by the American Marketing Association to a scholar who has made a career of furthering the academic advancement of selling and sales management.

He’s written a library of books and has authored dozens of ground breaking articles, many of which have appeared in venerable publications and journals such as the Harvard Business Review, The Journal of Marketing, The New York Times and Sales and Marketing Management. Dr. Jolson was also the Editor of the Journal of Personal Selling & Sales Management. The legacy Dr. Jolson left behind also consisted of one of the most successful home security companies in Baltimore called CRIMPCO Security, which is currently being run by his son, and his two grandsons; leaving a strong and well entrenched empire for his family to continue to grow and nurture.

Dr. Jolson’s risk-taking tendencies, assertiveness, charismatic style is what won the admiration, respect and trust of his colleagues as well as his students. I remember, driving from my house in Potomac, Maryland about 30 minutes to the University of Maryland where I would visit with Dr. J (that’s what his student’s called him) at his office. He was the Professor of Marketing at that point, still teaching a few classes even well into his seventies. Dr. J’s open door policy transcend beyond his classroom or office. Occasionally, a student would even stop over at his house to get advice or to just say a quick hello. Dr. J made everyone feel comfortable, even his students who knew very well that the door at the home on Ridge Terrace, Pikesville, Maryland was always open.

I vividly recall enjoying the hours of debating the principles of selling and marketing with him. Dr. J would site his articles and case studies that appeared in the myriad of journals he was published in and I would share the most recent experience I had during the sales call I went on earlier that morning.

Dr. Jolson was the first person I reluctantly let review the very first manuscript I wrote; my first book on selling. Given the amount of red comments I received in my manuscript, in hindsight, I was probably better off giving him the manuscript on a day that either we agreed on a certain topic or philosophy or he ‘won’ the debate.

One of our favorite debates dealt with the level of accountability of a manager. We were both in agreement that in business, as in life you are fully accountable for everything that shows up in your life. It’s one of what I refer to as the universal principles I personally adhere to; one of the principles of attraction. As you can imagine, we also agreed that every person, every manager, is fully accountable for their communication, and that includes the message being heard by the other person.

Since we can control our communication and what we say, and we can’t control the other person’s communication and how they hear us, then we must learn to uncover and speak in a way that the other person listens and likes to be spoken to. Besides, who we are is created in how others hear us. Therefore, we must own the responsibility of the entire communication process and adjust our communication style accordingly.

While both of us agreed in this sound principle, there was always an interesting conversation that transpired when it came to discussing what factors determine the success and failure of a salesperson. That is, if a salesperson that you are managing fails, whose fault is it?

Whether your team consists of one thousand salespeople or just one, the simple fact stands; you are 100% accountable for the success and failure of your team.

Over the last several years, the media has focused our attention on some of the most devastating business failures of our time. People lost their life savings and were financially crippled by the fall of some of these business empires such as Enron, which was run by unethical, greed driven, sub-human, bottom feeders that thrived off the misfortune of others. In the wake of these ethical disasters of mind numbing proportion, the integrity of business leaders has been forced back in the limelight.

Yet, clearly not enough policing nor policy has been put in place to avoid these catastrophes from happening again, given the current state of our economy and the crisis that has crippled our financial institutions and again, the lives of millions of people. Which poses the question, have we actually learned anything from these lessons? We talk about them, and write about them but what changes have actually been made to prevent these disasters from happening again? What changes have you made as a result? Our society cannot be destined to continually be the victim of other people’s greed and their ability to shed accountability like a snake sheds its skin. Pointing the finger at the ones who profit the most from these crimes clearly has not served us well. The fact is, we all play a role.

Instead, we opt to stick our other hand in the fire by bailing them out with billions of dollars. And why not? After all, they’re too big to fail. According to Wikipedia.org, The “Too Big to Fail” policy is the idea that in American banking regulation the largest and most powerful banks are “too big to (let) fail.” Generally speaking, when a corporation, an organization, or an industry sector is considered by the government to be too important to the overall health of the economy, it will not be allowed to fail. This means that it might encourage recklessness since the government would pick up the pieces in the event it was about to go out of business. The phrase has also been more broadly applied to refer to a government’s policy to bail out any corporation. It raises the issue of moral hazard in business operations. (Gee, ya think?) The real definition of this policy is, “Once you get to a certain size in your business, you don’t have to be accountable anymore.”

It wasn’t too long ago when some noteworthy companies rose to the occasion or at least have made an attempt to do so, starting with taking full responsibility for their failures. Two companies that I’m referring to specifically are Jet Blue and Southwest Airlines. During the winter of 2007, devastating weather conditions combined with dreadful mismanagement and the poor deployment of resources caused the delays and cancellations of hundreds of flights, which left thousands of passengers stranded.

Here were two companies, who clearly screwed up – big time. But here’s what they didn’t do. They didn’t run and hide. They didn’t spin their story. They didn’t blame everything on the weather, as bad as it may have been. Conversely, here’s what they did do. They took responsibility, they apologized to their passengers, families and to the general public. They did their best to lay their cards on the table and let us know they made a big error. And in the spirit of good business practice and taking care of their customers, Jet blue offered their passengers refunds on their tickets, and in some cases, Southwest Airlines actually gave their passengers their flight for free. While it may not have been their entire fault, these companies still took 100% accountability for this debacle. They took full ownership of the problem even if the cause of the problem was outside of their control.

I guess the leaders of the growing list of failed banks, mortgage companies, investment houses and lending institutions didn’t get this lesson. The last time I checked, avalanches still roll down hill. It always starts from the top. (Here’s a chuckle. One of the banks that shut down operations was actually named, “First Integrity.”)

This is the type of mindset; one of full accountability; that a leader needs to adopt. For those ever-evolving cultures that embrace change and are strong advocates of personal development and lifelong learning, taking full accountability is a prerequisite for leadership in tomorrow’s companies, as well as for the customers that they serve. For today’s companies, how unfortunate it is that you can still survive and thrive without it. But the question is, for how much longer?

The “I’m Sensing That” Statement

When talking with someone, such as one of your employees (or customers), did you ever get the feeling that they were not being one hundred percent honest and upfront with you? I’m often told that managers really don’t have a foolproof approach to extracting the truth, the real truth out of someone without sounding either confrontational or pushy.

Instead of confronting the person about their innate concern, the manager takes what this person says and tries to do their best to work their solution around it, even though they know that their employee isn’t telling them something.

After all, what could you say to a salesperson who you feel is not being forthright? “I think you’re lying to me or not telling me everything.” This is certainly not an approach I would endorse. Aside from putting the salesperson on the defensive, there’s a good chance that this approach will destroy any chance of getting this person to open up to you any more than they already have.

How can you tell when there’s something else a salesperson may be holding back from you? Here are a several signs.

1. A sudden change in their performance.


2. A sudden change in their activity.


3. A sudden change in their attitude, disposition or work ethic.


4. A sudden change in their behavior around the office, amongst their co-workers or towards you.


5. A reluctance to doing something they’ve typically done before.


6. A failure to honor certain commitments which they historically never had a problem doing.


7. There’s a noticeable misalignment between their intentions and their actions. (For example: You schedule a meeting to provide some additional coaching and training and the salesperson keeps canceling or delaying it due to some other ‘scheduling issues’ or sales related activities.)

Or, maybe you’re in the process of screening a new candidate for the sales position that needs to be filled. It seems the person has a clear interest in the position and you have a keen interest in hiring them but there are some inconsistencies in their resume which makes you question their long term commitment.

If you have ever run into a situation like this, there is a strong chance that there’s something else the person isn’t telling you. Here’s a great way to find out what’s really going on.

Use Your Senses

If a person makes a statement (or fails to confirm or do something for you) that causes your spider senses to tingle, trust and listen to your instincts. Remember, sometimes, just like when you’re selling a prospect, the real objection is two to three questions deep. Here’s an example of how you can use the “I’m sensing that” approach when you feel there’s something else that needs to be brought out to the surface when talking with one of your employees.

You: “Rob, based on our conversation a couple of weeks ago, do you still agree that it would be to your advantage for us to meet one to one so that you can get the personalized training and attention needed to handle some of the challenges you’re running up against?”

Rob the Salesperson: “Yes. I definitely see the benefits.”

You: “Well, we’ve been attempting to get together since then but it seems that something always gets in the way of our meeting. I know you’re working hard to bring in a few more accounts before the quarter is over but I’m sensing there may be something else that’s getting in the way of scheduling this meeting so that we can begin the work we can do together. Is that true (or, Is there any truth to this/how I’m feeling)?”

Salesperson: “Well, actually.”

And now, let the truth be known! Whether he had a bad experience with another manager, is reluctant to admit he is a little intimidated by this process, has a faulty perception of what “coaching” really means (broken wing mentality/something’s wrong with you vs. delivering more value to employees/I want to invest into you because your worth it) fears his job security, is worried what other people may think, doesn’t want to hurt your feelings by saying “No,” or wasn’t motivated by a reason compelling enough that would make this a priority, these are a few of the obstacles that can fly under your radar unless you dig deeper.

Notice the question I ask doesn’t put the person on the defensive simply because I’m not accusing him of doing anything that would make him wrong. I’m not offending him by pointing my finger and playing the blame game. For example: “Every time we plan to meet, you keep rescheduling with me.” “You told me that you were going to call me but you never did.” “You said we would be able to get together for a few minutes.” “I told you I was going to call you on Friday at 9A.M. and when I did you weren’t there.”

Instead, here’s one of the very few times during a coaching relationship that you can actually make it about you; your feelings, that is. Beginning a statement with, “I’m sensing” acknowledges how you are feeling. Then, ask the person for help in determining whether your feeling is, in fact, valid.

This approach gives the other person you’re talking with the space and permission they need to share the real truth, concern, or more of what is going on without feeling pressured. Of course, there are those occasions when the person is actually telling you the truth or simply isn’t interested in speaking with you. That’s why it’s critical to tap into your intuition and trust your instincts to determine how deep you actually want to dig to uncover the truth about what is stalling your ability to create a breakthrough in one of your people.

Now here’s an example of a presentation that grabs attention. It has all the elements of success. The right person, (Tom Ziglar, CEO of Ziglar, Inc.), the right intention, focus, the visuals and measurable results.

Take a look and watch him, um, strip? And for the record, Tom lost, what, 71 lbs! No kidding.

Here’s the link to watch the video presentation!

And congratulations again, Tom, on an extraordinary achievement.

When presenting to a client or prospect, regardless of any steps you’ve outlined in your presentation, there’s a big difference between convincing or ‘selling’ someone and enrolling someone, especially when you’re at the point in your discussions where you’ve identified some specific problems within the organization or with them. Now, you may be at the point where you’re going to share the solution and enroll them in the solution and more so, taking action and making a change.

Convincing/Selling: Changing someone’s stand on something through the use of force or argument. This often takes the form of a complaint, or reiteration of the problem. If there are people who in involved in your discussions who may have taken a part in creating the problem in the first place, this can be construed as a “Make wrong” and they may then feel compelled to defend their stance. This creates an adversarial posture between you and the other person. Once this happens, people have tendency to further defend their position, which often results in them shutting down their listening for the remainder of the conversation.

Enrolling: Stating the current situation without making anyone wrong while sharing a new opportunity for greater results or what may be possible. Stating the benefits of what a change may bring. For example, the beginning of an enrollment conversation may begin with, “Imagine if…......What if we can create an organization where…..”

Enrolling can also take on the form of asking questions. Besides, what do people believe more, what you say, or what they say? As such, if they voice the problem or a possible solution, then they would be more willing to act on it. Resistance is lowered, and they feel ownership of the solutions and would be more apt to act on it. Here are some questions to use.

1. If I could have your three biggest problems or headaches disappear, what would they be?


2. How do the challenges you’ve shared with me affect you, especially if you do not hit your goals?


3. What is it going to cost you if you don’t make any changes and continue the way you are now?


4. What solution or greater result would be worth changing for?


5. What would your company or division be like if you no longer had to deal with those issues anymore?

Here are a few questions to use when you’re in a situation where you need to acknowledge and respect the other person’s viewpoint, even though you may not agree. Or, maybe you simply need more clarification about their position on something. Instead of making them wrong or creating any confrontational posture between you, add another truth to the situation. Here’s how.

1. Can you please share with me your thinking on that?


2. May I share my view on that?


3. Is it possible that there may be more/other facts to consider?


4. What else is true about that?


5. Is it possible that there is another approach/solution here?

Uncover the specific benefits they want to realize, as well as the cost of not changing. Now, you can be in a position of enrolling them in the idea of actually taking actions to implement change to achieve these new results, without putting anyone on the defensive.

No one likes to be sold. Everyone wants to be enrolled. BTW, look for my new book, The Art of Enrollment, coming to you in 2009.

Here we are, in the third week of Hoover’s Customer Appreciation Month. This week’s focus: Presentation Skills and Closing the Sale.

So, I thought this story was apropos. My wife and I attended open school night last week. It was the first time we had an opportunity to sit down and listen to the plan that my daughter’s third grade teacher had for her students.

As an illustration of the importance of reading comprehension, she asked us to do the following exercise. “Read the following excerpt of this book and tell me what you think the story is all about,” she directed. She also informed us that 85% of the words would remain in the story and only 15% of the works in this excerpt would be removed.

After reading the story, she made her point. As parents, we may think that an 85% comprehension of a story would be fine for our children when reading a story, right? I mean, it’s practically 100%. However, the fact is, the omission of just 15% of a story greatly affects someone’s comprehension of that story. I’ve included the story below for your to read and judge for yourself.

Now, consider how this ties into the importance of a successful presentation. Think about how critical it is for you to not only develop and refine your compelling message and Most Valuable Proposition but to position and communicate it to your customer in a way that they truly hear and understand it. There’s a big difference between being heard and being understood. It’s your job to ensure you are communicating to your customers and prospects in the way they communicate and process information, then confirm that the message you sent was the message that was received.

The most effective presentations are going to be evaluated by the result, not the vast amount of information you can disseminate to a prospect. Keep your PowerPoint at bay until you’ve determined exactly what it is your prospects wants to hear and needs to learn. And remember, if you want to increase the impact of your communication and presentations, it’s your responsibility to make sure that 100% of your message is truly understood by every person you speak with.

2-5 Advanced Section 24

Pickle Puss by Pat Reilly Giff (Guided Reading M) (85% accuracy: 58 errors)

Emily XXXX jumped down the XXXX. She XXXX across the XXXX. “Wait for me,” her little XXXX, Stacy, yelled. Emily looked back.

“Stacy XXXX the XXXX door. She was XXXX a XXXX on her head. She had her mother’s high XXXX on her feet.

“You can’t go like that,” Emily said.

“I’ll take off my XXXX,” Stacy said. She dropped the XXXX. It XXXX on the grass. Emily closed her eyes. “XXXX.”

Stacy clicked down the XXXX. “Mrs. Baker will love my red XXXX.” Emily started XXXX the street. “Walk XXXX,” Stacy said. “It’s hard to XXXX up.”

Emily took Stacy’s hand. “Try. We’re XXXX XXXX.” At the next corner they saw Richard XXXX. He was XXX X under a bush.

“XXXX, Beast,” Emily called. “Where are you going?” he yelled.

“To the XXXX,” Emily said. “Today’s the day Fish for a Good XXXX starts. We can do it all XXXX.”

“Not me,” Beast said. “I XXXX enough in summer XXXX. Too much.” He sat back. “Besides, it’s XXXX. XXXX starts soon.”

“Emily’s going to fish,” Stacy said. “Right Emily?” Emily XXXX. “I’m going to get a pile of them.”

“So is Dawn,” said Beast. “And Jill, and Timothy XXXX.” He shook his head. “Too bad Matthew moved away. He’d like to fish too.”

“Did you hear from him?” Emily asked.

Beast held up one XXXX. “I got a XXXX. A skinny little XXXX. Matthew’s a terrible XXXX. I couldn’t XXXX it.”

“Come on, Emily,” Stacy said. “It’s too hot to XXXX XXXX.” Emily and Stacy went down the street. They turned in at the XXXX.

“XXXX,” said Stacy. “Lots of kids are here today.” Emily waved at Jill and Dawn. Then she looked up. There was a new XXXX on the wall. It was a picture of a boy fishing. He was fishing in blue XXXX water. Red and blue and tan XXXX fish swam in the water. Up on top said FISH FOR A GOOD XXXX.

“I’m going to get lots of fish,” Stacy said.

Emily shook her head. “You don’t have a XXXX.” “Mrs. XXXX will give me one,” Stacy said.

“No,” said Emily. “Not until you can XXXX your name. That’s the XXXX.”

Stacy stuck her lip out. She looked as if she were going to cry. “How can I learn to XXXX? Nobody will let me go to XXXX.”

Emily XXXX her XXXX (397 words).

Sales 2.0; the conversion of technology and sales and the symbiotic relationship between the two; how they can be integrated together and co-exist in harmony. Yet, with all the technology that is going to change how salespeople sell and manage themselves, we need to be keenly sensitive about removing the human side of interaction and communication from our daily lives and processes; the deeper level of connection we foster between each other, especially with our customers.

Sure, technology will automate and streamline many of the functions and tasks salespeople and management are currently responsible for. More specifically, how they manage their sales pipeline and the stages of their selling cycle, how they qualify and mine for new prospects, how they network with other business professionals, how they maintain their contact database as well as how they communicate with their prospects and customers. And the trend for companies to transition from what was once a face to face sale to a virtual, off site sale will continue to dominate more sales cultures.

Yet, with any change, certain imminent challenges are sure to follow in its wake. Sales 2.0 and Web 2.0 have certainly had an impact on how we communicate. I have already seen the negative impact that some of these great advancements are having on sales teams across the globe as it relates to how salespeople are interacting with their prospects, customers, even their managers. Sure, these technological breakthroughs allow us to communicate and connect on many different platforms, yet it’s diluting our ability to connect powerfully on a deeper level, the level that long term relationships are fostered. Many managers have reported spending far too much time reviewing a thread of email conversations between their salespeople and prospects when attempting to uncover where a communication breakdown occurred or when trying to identify how a great selling opportunity was lost. Misinterpreted and poorly worded emails between management and their staff are the cause of more costly problems and upsets which deteriorate relations than any additional time-savings they supposedly create. As such rather than connect – we’re getting more disconnected with every communication breakdown that ensues.

Moreover, there’s the ever-widening communication gap that some of these new technologies promote between the younger generations and that of their boss, especially as more and more sales teams are built on a virtual platform where there’s little, if any face to face weekly interaction with their manager. Rather than develop their core leadership and coaching competencies and skills, managers are relying far too heavily on these solutions to solve many of the managerial challenges they are up against when building and managing their sales team.

Salespeople are expecting their webinars, proposals, websites, online marketing campaigns and collateral materials to do the selling and prospecting for them. And what’s worse, there are those salespeople who attempt to close a prospect or overcome objections via email rather than simply picking up the phone to facilitate a direct, one to one conversation that would appease the person’s concerns. Here’s just one example of a perfectly good opportunity and a valid reason to reach out to a prospect over the phone that salespeople need to take full advantage of, yet fail to do so.

The introduction of these new technologies into our sales culture will continue to proliferate, for change is truly the only constant. After all, there will always be a need to make the selling process easier and more efficient for the salesperson, for your company and for your customers.

While more applications such as the ones I’ve mentioned are infused throughout each stage of the sale, the technology of maximizing human potential is far from tapped. And as more technology emerges to simplify the selling process, there will be an even greater demand for the elite salesperson who can manage and leverage technology as well as effectively communicate their message to their targeted audience.

The technology of interpersonal, result oriented communication; the language and true art of selling will still reign supreme in the selling profession. Sure, these new tools we have at our disposal will improve efficiency, cut down on travel as well as timely administrative tasks, and reduce prospecting time and the time it takes to convert prospects into customers, now that there is less of a need to meet face to face with prospects in order to sell your product or service to them. However, it will be the sales leader who is the rainmaker, the fearless and persistent prospector, the conduit to building and maintaining strong relationships and the master of communication, who will continue to dominate this era of technological change.

The Top Characteristics of an Effective Facilitator

A client asked met the other day what makes a great facilitator (defined as, “someone who makes things easier”). Here’s what we came up with. I thought a list of the top characteristics of an effective facilitator would be of interest for those managers, speakers and trainers.

1. Stimulates the interaction and the free sharing of thoughts and ideas.


2. Creates the safe environment in order for the group to open up and become actively engaged in the discussion.


3. Are masterful and engaging listeners.


4. Provides the structure for the discussion. Sets the parameters, the intention and guides the conversation.


5. Supports the well-being of each participant as well as the group.


6. Acknowledges the participants and makes them right (and never makes anyone wrong.)


7. Utilizes the art of the question to create and cultivate new possibilities that stimulate new thinking.


8. Taps into the wisdom of each person, as the value derived in each discussion is a result of the co-creation and wisdom of the group (vs. dominates the discussion.)


9. Is charge neutral and responsive rather than reactive.


10. Is fluid and flexible vs. rigid. (Is light and dances gracefully within the conversation.)


11. Connects with the group.


12. Plans effectively yet is fluid based on the atmosphere and needs of the audience.


13. Is authentic and shares themselves with others/is fully self expressed.


14. Has fun and is passionate about the transformational process that occurs – if done successfully!

Although planning for a great year is healthy and productive, during our quest to accomplish more we often lose sight of what is occurring today. Sure we live in the present, but is that where we are truly living and responding to in each moment? Consider that most of our time is spent either living in the past or in the future.

Where is the focus of your energy and thoughts? Are you focused on making today great or on wishing you said or did something differently at different points in your life? Do you have an internal dialogue that begins with, “If only I….” or “I should have done that because then my life would have been better.” In other words, responding to and “living in the past.”

Conversely, are you trying to get somewhere in the future, as in, “Once I make a certain amount of money, then my life will be complete, or “Once I finish this project and eliminate these problems, then I’ll be happier and have more time for myself and my family.” In essence, living in the future, a point in time that doesn’t even exist!

We often live, listen and react from the past or are pushing for something to happen in the future. To be fully present means you are able to focus on a single person, idea or topic. It means not having any preoccupations with the past or future, the two points in time we have no control over! Living in the past or in the future (vs. planning for the future) consumes our energy and time, since we are not responding to, engaged in and creating a great present.

If You’re Not Present and Engaged in the Moment, You Can’t Be:

1. Listening


2. Creating


3. Engaging


4. Connecting


5. Asking Better Questions


6. Coming Across as Authentic (which is reflected in your tonality, resonance, pacing and languaging)

Being fully present takes practice, effort and focus. Living in, responding to and thinking in the present will enable you to embrace the magnificence life offers today without sacrificing what is most important to you (friends family, health, etc.) in an attempt to “get somewhere.” Learn to master each moment in time, realizing that what is always takes precedent over was and what will be. If you can practice this, the quality of your life will greatly increase.

In an effort to combat market conditions, I’ve noticed an increase in cold calling activity within many organizations regardless of industry. Here are some solutions to be mindful of for you to use when you run into the barrier that may prevent you from connecting with your desired prospect. The elusive gatekeeper.

Think about your reaction to the word “gatekeeper.” What thoughts does it conjure up for you?

Now, think about the word “concierge.” What comes to mind? When you go to the mall and you need to find a specific store, who do you ask? The concierge. When you are staying at a hotel on vacation and are looking for directions, the hotel’s amenities, somewhere to eat or need tickets to a show, who do you ask? The concierge.

How good are you at making friends? Instead of “getting through the gatekeeper” how about “making friends with the concierge”? Now, doesn’t that just sound (and feel) better?

Consider this for a moment. The concierge secretly wants to help you. The only caveat is, you have to give them a reason to.

After all, if you try to sneak behind their back and get busted for doing so, you have succeeded in creating an adversary. Not only that but you’ve now fueled their justification as to why they need to screen all incoming calls! Now, when you need them in the future, it’s a safe bet that they probably won’t welcome you with open arms. Instead, focus on making the gatekeeper your concierge and internal advocate. Here’s how.

Strategy #1: Brutal Honesty that Complements
The old adage, “Honesty is the best policy” certainly holds true when trying to befriend the gatekeeper, I mean, the concierge. When calling to speak with your prospect or to find out exactly who the prospect is, try this approach in the following example.

You: “Hi, I can really use your help. I’m calling to speak with the person who is in charge of (software engineering/product development/ programming, etc) would that be you?”

Here’s What You Have Accomplished: Asking the concierge, “Would that be you?” or, “Are you the expert in that area?” comes across as a complement and makes the concierge feel important. As such, they are now more likely to give you the name of the contact you are looking for.

Here’s an article long over due, pointing the finger to the companies who can hold their heads high as the worst at customer service.

Here’s the article.

To me, it all comes down to corporate accountability, and in most cases, there is none. And all roads go back to management! So if management isn’t being accountable, how can we expect their customer support to be?

How Companies Can Secure Their Spot on the Customer Service Hall of Shame

1. Skirt Accountability: Continue to give concepts like, ‘coaching,’ ‘integrity,’ and especially ‘personal accountability’ lip service rather than actually weaving it into the culture and mindset of each employee. It all comes down to corporate accountability, and in most cases, there is none. The fact is, there are long distance customers of companies such as AT&T that are still paying astronomical fees whether it’s local calls or long distance. And do you think these companies would reach out to their customers and let them know they’re overpaying and can be enrolled in some more cost effective monthly phone services? Of course not. Instead, they keep pocketing the millions and millions of dollars from overcharging and gouging, responding with the highly effective customer service strategy, “Woops! sorry about that” to those customers, and in many cases the elderly population, who actually catch these charges.

2. Become Hyper-Hypocritical: Due to the lack of monitoring and flagrant irresponsible leniency that has resulted in a major setback in our economy as well as for banks and lending institutions, the mortgage business is in the toilet. But wait, do you hear, “It’s 100% our fault. What were we thinking giving loans out to these people who could never afford them in the first place? Our greed got the best of us.” Instead, what my entire zip code got was a frieze on all of our lines of credit until each person in our community got a new appraisal. My expense of time and money, due to their error. A reimbursement check? Yeah, right…

3. The Customer Is Never Right: I noticed an additional charge on my Verizon bill that seems to have been accumulating for over 12 months. When I called and discussed this with them, they reluctantly gave me a credit for 3 months. After all, why would I be paying for caller ID Separately when it’s included in my overall package….. “Why only a three month credit?” I asked. “Well, that’s only as far as we can go in your records.” What a convenient excuses to avoid accountability as well as creating a better experience for your customer.

4. Blame, Blame, Blame: “It’s the weather, the economy, the timing, your computer, your users, your people – but sure, we’ll help you fix it.” And all roads go back to management! So if management isn’t being accountable, how can we expect their customer support to be?

5. Embrace the Oxymoron’s, “Customer Service” and “Technical Support.” I’ve been having problems with my shopping cart so I employed the services of a very ‘specialized’ company to remedy the problem, that in the end I knew was an easy fix that required some basic code. Two weeks later, and many a dropped ball on their end, I reached out to the programmer who told me he was waiting for a response to the question he posted on the help message board. Are you kidding me? Hey, if all you’re going to do is read a manual from your computer, or go to a message board to find the answer, then why do I need to hold on for over an hour for support or pay you when I can do this myself?”