Media Selling. Warner Charles Dudley

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Название Media Selling
Автор произведения Warner Charles Dudley
Жанр Кинематограф, театр
Серия
Издательство Кинематограф, театр
Год выпуска 0
isbn 9781119477419



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integrity improves your self‐esteem, self‐confidence, and health because you know that you are doing the right thing.

      Using these three techniques requires mental discipline. Just as the dream of an Olympic gold medal helps athletes push their bodies to their physical limits time and again, they must channel their minds toward positive attitudes. Sales success requires the same persistence and mental discipline.

      How can I motivate myself to maintain a positive attitude?

      People's motivational drive comes more from internal forces than from external ones. While people who fail in sales often blame external elements, such as a company or its management, the vast majority of these people lack sufficient internal motivation to succeed. People who are successful in sales and in most other endeavors crave success and are, thus, high achievers.

      High achievers

      People who have strong internal motivation and drive for mastery are high achievers. Research has identified some common characteristics of high achievers:

      1 They set goals and objectives.

      2 They enjoy solving problems.

      3 They take calculated risks.

      4 They like immediate feedback on their performance.

      5 They take personal responsibility for achieving their goals and objectives.

      Looking at these characteristics, we can see that insight and solution selling is an ideal occupation for high achievers, who are more likely to satisfy their needs in sales jobs because of the nature of the tasks required in sales, especially in media sales. Selling requires a continual goal‐setting process. High achievers like selling and are motivated by it because it gives them the opportunity to use their self‐motivation to work to its peak while satisfying their needs to solve problems, help their customers, take risks, and receive immediate performance feedback.

      In the 1960s, Edwin A. Locke published a series of articles that detailed his research on goal setting and on how these motivate people. He not only explained why goals work but also proposed some basic rules for setting them. While Drucker, Locke, and most other goal‐setting theorists put their work in a managerial context, these theories also apply to individual goal setting where competence and confidence grow as you get better at your own objectives and goals.

      Goal‐setting theory

      Goals and objectives have a significant effect on performance if they have the following attributes: clarity, difficulty, and feedback. A goal has a time horizon of more than one year and an objective has a time horizon of less than a year. Therefore, one would set several short‐term objectives to reach a long‐term goal.

      Goal clarity

      Clarity is the single most important element in setting goals. Goals and objectives must be specific so they can be measured. A general objective of increasing the number of prospecting calls next month is vague, nonspecific, and virtually useless. A more specific objective would be to average two prospecting appointments per day for the next month.

      Goal difficulty

      Interestingly, people with low self‐esteem often set unrealistically high goals because they expect failure. Already viewing themselves as losers, they are more comfortable reinforcing this view in advance. Claiming that “the objective was too high,” allows them to quit before trying rather than attempting something difficult that they think they are bound to fail at.

      The ideal is to set a series of moderately difficult, challenging objectives that get progressively more difficult and challenging as each objective is achieved (a critical element in deliberate practice). This series of realistic step‐by‐step, increasingly more difficult objectives will eventually lead you to your BHAG.

      Setting