Aramco Services Company

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Aramco Services Company BioHouston Ernst
Young Fulbright Jaworski L.L.P. Haynes and
Boone, LLP Hibernia Bank Houston Angel
Network Houston Chronicle IKON Office
Solutions Mayer, Brown, Rowe Maw LLP PKF
Texas Pierpont Communications, Inc. Thompson
Knight LLP UHY Mann Frankfort Stein Lipp
2004 2005 U N D E R W R I T E R S
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Educational Seminar Series
Sales Force Strategies for Start-ups
June 24, 2005
Moderator Bill Arend Partner Account Manager,
Microsoft
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Sales Force Strategies for Startups
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Let the journey begin

• Build a Culture that is Contagious
• Build the Right Sales Model
• Building a Team That Can Execute

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Build a Culture that is Contagious

• Everyone is selling
• Recognize and reward results
• What is your elevator pitch?

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Build the Right Sales Model

• Where are you now?
• Who are you trying to reach?
• How do you get to the next level of results?
• Inside Sales
• Outside Sales
• Outsourced Sales
• Distribution Channel
• Direct vs. Indirect
• Web

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Building a Team That Can Execute

• You are what you measure
• Competition brings out the best

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Lets here from the experts

• Doug Erwin
• Wally Klemp
• Jim Legg

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Beyond the Friday Hawaiian Shirt Building a
Corporate Culture that makes a Difference

• Doug Erwin
• President CEO
• RLX Technologies, Inc.
• HTC Meeting
• Friday June 24, 2005

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Q How do you create a culture?
A You dont, it evolves. But you help by

• Believing in the the importance of people
  understanding what motivates them
• Addressing Organizational Challenges
• Surrounding yourself with the right people
• Reinforcing Teamwork
• Pavlovs 7 Entrepreneurial Laws
• Risk compensation plans for ALL

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1) Myth Peoples 1 reason for changing jobs is
MONEY..

• People change jobs because
• They want an opportunity where they
• Contribute beyond their direct responsibilities
• Fill like they are part of the decision making
  process
• They are looking for a stimulating/satisfying
  environment
• Physical Environment
• Mental/Political Environment
• And Compensation is fair.

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Is your companys environment stimulating?
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Is your companies environment stimulating?
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2) Organizational Challenges

• Hire the right management team with the right
  experience
• Create a vision communicate it often
• Getting keeping total buy-in from employees
• Get gutsy with recruitment
• Focus on retention
• Be prepared for growthit has challenges
• Laugh lots

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3) Hiring Criteria
Experience Hungry Passionate
Energetic Team Player Creative

• Remember Every employee is a reflection of your
  company (Director of First Impressions).
• Remember You can only make 10 good decisions a
  day. Hire the right people to make more.

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EMPLOYEES WHO ARE BOUGHT IN!!!!!!
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4) Reinforce Teamwork Daily

• Teamwork takes TRUST
• Celebrate the Successes
• Talk about Failures
• We/they -vs.- I/you
• Work hard, play hard
• Climb the rock
• Share a keg
• Ice Cream Cart
• High Tea
• Social Events with the families

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5) Pavlovs 7 Entrepreneurial Laws

• The Bell
• The Wandering Bat
• The Fat Lady Singing
• Monday Morning Management Meetings
• Open Door Policy
• Document and Publish Quarterly Goals
• Learn something New each day

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6) Compensation

• Every employee is on a Risk plan
• Personal performance
• Team performance
• Corporate performance
• Why?
• Helps to weed out the wrong candidates before
  theyre hired
• Pays greater then 100 at 100 achievement
• Engineers respond to commission as well as
  Salesmen
• Stock options for 100 of employees

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What a little corporate culture can do for YOU!
BEFORE
AFTER
Entrepreneurship The last refuge for the
trouble maker!!!!!!!!!
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• Jim Legg
• Vice President of Sales
• NetIQ

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What Type of Company are you

• Channels
• Key Accounts
• Fortune 1000, Top Customers
• Tele-Sales-Direct
• Accounts not Named
• Larger Companies Usually have a
• Combination of all the above

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Tele Sales FocusMetrics and Reviews

• Phone Times
• Prospecting (Not Demos)
• Not Voice Mail
• Work Ethic
• 900 to 500
• Product Knowledge
• Covered in next slide
• Demos
• Cant make your numbers without several of these
  a week
• SE Utilization is also a key metric this gives
  you a heart beat.
• Revenue

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Tele Sales FocusSales Force Automation

• Sales Force Automation
• Siebel
• Sales Force
• Revenue
• Pipeline Analysis
• Large Deal Report
• Pipeline by Rep by Sales Stage
• Sales Stages
• Prospect, Project Defined, Evaluation, Closing,
  Won, Lost
• Brute Force
• It has to be in the Sales Management System
• Helps with territory disputes
• You can not manage your business without it

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Tele Sales FocusTraining

• Training and Product Knowledge builds Confidence
• Weekly Technical Training
• Actual Sales Training semi annually (Sandler,
  SPIN, Solution Selling)
• Web Site or some other Competitive Training Info.
• Company Presentations
• Public Speaking 101
• University Day Once a quarter

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Tele Sales FocusManagement Involvement

• Management Involvement Top 25
• Improved Visibility into your business
• Improved Forecasting and Predictability
• Increased Close Ratio
• Increased Revenue

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Tele Sales FocusFun, Fun, Fun

• In order to Drive Sales you must have fun.
• Sales Contest
• Manager wears a suit
• Sales Management Contest
• Clunky Car
• Quarterly Kick Off Party

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Q1 Sales Contest
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Q3 Sales Contest
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Q3 Sales Contest
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Aramco Services Company BioHouston Ernst
Young Fulbright Jaworski L.L.P. Haynes and
Boone, LLP Hibernia Bank Houston Angel
Network Houston Chronicle IKON Office
Solutions Mayer, Brown, Rowe Maw LLP PKF
Texas Pierpont Communications, Inc. Thompson
Knight LLP UHY Mann Frankfort Stein Lipp
2004 2005 U N D E R W R I T E R S