The next time your sales prospect tells you your PRICE is too high, ask the following question:

“I can understand your need to get the most for your money, what criteria is important to you to determine you’re getting the best VALUE?”

Whenever a sales prospect tries to corner you on price, get them to discuss the criteria they use to determine value. They always respond back with a set of unique criteria that’s important to them such as service, delivery, quality, customer satisfaction, etc. That allows you to minimize price and talk about other sales criteria that’s important to them.  

Did you ever have a good conversation with a sales prospect only to have that prospect end the conversation with, “Your idea sounds good. Let me think about it and I’ll get back to you”  

Here’s how to qualify if you have a legitimate opportunity to pursue or this person is kindly blowing you off.

Ask the following question,“Great. I’m glad to hear you’ll give my solution some serious consideration. Tell me, based on what we discussed so far, what is it that interests you the most?”

You had a great conversation with a prospect — you’ve presented a great solution — only to hear him conclude at the end of your sales call, “I need to talk it over with my boss before I can make a decision.”

Asking the right questions

You now have the task of finding a way to get your great solution to his boss.  And that begins with qualifying the opportunity:

YOU:
“I’m glad to hear you’ll be sharing this with your boss. So tell me, based on what we’ve discussed so far — what part, specifically, interests you the most?”

PROSPECT:
Your prospect responds………

YOU:
“And what concerns — if any —might you have before you would run this by your boss?”

It is estimated that lack of accountability costs the nation’s employers in the billions of dollars each year. As leaders and managers, it is our duty and reponsibility to guide employees to be more accountable. Try asking the following two questions the next time there’s an incident.

Say you observe an employee demonstrating an inappropriate behavior — for instance, being abrupt with a customer. Ask that employee the following accountibility question:

1. “So that I have a good handle on what just happened, can you tell me how your recent action supports our core beliefs in this organization?”