Staff | The Barefoot Spirit

5 Tips to Sell More This Year

Michael Houlihan & Bonnie Harvey — Thu, 28 Mar 2019 16:33:14 +0000

Want to sell more this year?

Of course, you do! Without sales, you don’t need production or even marketing. In fact, your whole company is supported by sales.

We like to say, “Regardless of what their organization chart says, all companies only have only two divisions, sales and sales support.” In other words, if you’re not in sales, you’re in sales support. You are there to support sales.

So, how can you improve sales this year? Here are our top five tips to do just that.

1) Believe in your product

Sales is frustrating more times than not. The sales cycle always take a lot longer than you expect. Meanwhile, you’ve got bills hungry for bucks. It can get downright discouraging.

What keeps you going? A deep belief in your product and the benefits it will provide your customers.

But it’s not enough for you to believe in your product. Your whole sales support staff has to believe as well. It’s not only what keeps them going — it’s what keeps your people engaged in the sales process. It’s what encourages them to come up with solutions to sales challenges. Everyone they talk to will know they believe in your product.

To read the complete article, please visit The Business Journals

Who We Are

Michael Houlihan and Bonnie Harvey co-authored the New York Times bestselling business book, The Barefoot Spirit: How Hardship, Hustle, and Heart Built America’s #1 Wine Brand. The book has been selected as recommended reading in the CEO Library for CEO Forum, the C-Suite Book Club, and numerous university classes on business and entrepreneurship. It chronicles their humble beginnings from the laundry room of a rented Sonoma County farmhouse to the board room of E&J Gallo, who ultimately acquired their brand and engaged them as brand consultants. Barefoot is now the world’s largest wine brand.

Beginning with virtually no money and no wine industry experience, they employed innovative ideas to overcome obstacles, create new markets and forge strategic alliances. They pioneered Worthy Cause Marketing and performance-based compensation. They built an internationally bestselling brand and received their industry’s “Hot Brand” award for several consecutive years.

They offer their Guiding Principles for Success (GPS) to help entrepreneurs become successful. Their book, The Entrepreneurial Culture: 23 Ways To Engage and Empower Your People, helps corporations maximize the value of their human resources.

Currently they travel the world leading workshops, trainings, & keynoting at business schools, corporations, conferences. They are regular media guests and contributors to international publications and professional journals. They are C-Suite Network Advisors & Contributing Editors. Visit their popular brand building site at www.consumerbrandbuilders.com.

To make inquiries for keynote speaking, trainings or consulting, please contact sales@thebarefootspirit.com.

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Best Source of Good Ideas Are Your Employees

Michael Houlihan & Bonnie Harvey — Thu, 06 Oct 2016 17:00:18 +0000

Most companies, in their attempt to present the image of stability and security to their employees, will deliberately prevent them from knowing about the challenges the company faces. They fear their people will jump ship if they know that the company is facing difficulties. They put their people on a strictly need-to-know basis. This may keep them from jumping ship when times get tough because ignorance is bliss – till they get the pink slip.

We think there’s another way that may solve those challenges and even prevent the pink slip. We call it the “know-the-need” basis. The concept is simple. Your people can’t help solve the problem if they don’t know what the problem is.

With know-the-need you don’t have to go into every detail of the daily operation. It should never be a distraction. But it can be a very healthy team building and problem solving exercise when done with the right attitude. Think of your people as your most valuable asset, view them as such and never as “labor” or worse, as a “cost center”. They know your business, your policies, your procedures. They have an interest in seeing your business succeed, not just for their own security, but for their reputation. They want to work for a business that has its best days in front of it, not behind it. Changing jobs is traumatic and unsettling. They want stability. And they will participate to make that happen.

At Barefoot, we would have regular meetings between the non-sales staff and the sales staff. During those meetings the sales people would outline their challenges with the market, the competition, or with our own support. Folks who were apparently far removed from sales like accountants and receptionists would step up to the plate with suggestions. Many were completely off the wall, impractical, or down right crazy, but they all knew they had permission to say anything. Often, it got others thinking and innovative, disruptive, and practical solutions would bubble up. Everyone was thrilled when we hit upon something that worked. The folks who came up with the solutions were publicly praised. Others were thus encouraged to participate. It was actually great fun. We solved many of our biggest challenges as a result of some of these know-the-need brainstorming sessions.

In one of these sessions, our top sales person announced, “Well, we’ve got good news and we’ve got bad news. The good news is that we just got Barefoot into 400 stores in Florida. The bad news is that they put us on the bottom shelf.” This was the worse place to be in a retail set. Nobody looks down. To the bottom shelf, especially for an unknown brand. And if we didn’t make a certain number of sales in a certain number of days, we would be discontinued … forever! What were we going to do?

One person piped up in jest, “Well, I guess we’ll just have to go after the “foot traffic” then. Everybody laughed because our name was Barefoot. But then, someone else said, “Wait a minute! That’s not so crazy. Why don’t we have wine stained footprints decaled to the floor and lead the shoppers step by step down the aisle and turn them into our products on the bottom shelf!” it worked so well we used it all over the county. And that idea? It came from the receptionist.

Showing your people that you respect their intelligence, team spirit, and ability to handle challenges apparently outside of their area of expertise, gains you solutions, teamwork, and an element of trust. Let your people help you solve the problems that ultimately affect their jobs. You may be surprised at what they come up with … when they know the need!

Who We Are

To make inquiries for keynote speaking, trainings or consulting, please contact sales@thebarefootspirit.com.

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Hire a Person with a Sense of Urgency

Michael Houlihan & Bonnie Harvey — Sun, 04 Nov 2012 02:01:38 +0000

We have a friend in Chicago who uses a self-styled word to define the quick moves a person uses to accomplish the task at hand. He calls it “hustlative.” It stuck with us as a great descriptor for this critical attribute. It can be the difference between success and failure, especially in a start up. It can save the bottom line with the proverbial “stitch in time.”

We used to interview people to try to get a feel for where they stood on the “hustlativity” scale. Beyond their skill set, personality, or even intelligence, their ability to move quickly on a project with a sense of urgency was critical to our grossly under-capitalized and growing business.

We had to hustle, and everybody we hired had to as well. When we got a write-up in a trade journal, or won a gold medal in a wine competition, we had a print version of the announcement up on the shelf in the stores the very next day! If our salesperson got a last minute appointment with Mr. Big at 10 o’clock the next morning, our accounting people had a report in his hands before day’s end.

When we had a deadline, everyone would pitch in. Our team was aware the major advantage that our company had over the big, sluggish corporations was – we had hustle. We were lighter, faster, and able to adjust quickly to take advantage of sudden changes in the market place.

When we heard of a distributor who lost a big brand in our price point, we went to them the same day with a proposal to put our product in everywhere the brand they lost had been. Hustle meant money to us, and we built a national award-winning brand in spite of the size of our staff, the size of our competitors, and the size of our budget. Hustlative counts.

Here are three ways we used to try to determine how hustlative our job applicants were:

1. Get Water. During the interview we would ask them to go out and get us some waters. We would watch how they got up, opened the door, left the room, how long they were gone, and how they moved on their return. Were they deliberate, determined and focused, or were they unstable, slow and just shuffling along?

2. Grab a File. Later, we would ask them to get a report on the other side of the room. We could see how they executed a simple physical task, and how long it took them.

3. Take a Walk. After the interview, we would invite them to take a walk with us around a nearby lake. We would take mental notes of their cadence, posture, and balance. We walked rather quickly, and observed if they could keep up.

Their body language shouted volumes. Our experience told us that their approach to the job, with all its challenges and deadlines, would not be much different than how they used their body to perform simple physical tasks.

Looking for, finding and capitalizing on opportunities that suddenly present themselves, and approaching them with a sense of urgency, all took a great deal of hustle. We were successful because we worked as a team, and each of us was hustlative!

Who We Are

To make inquiries for keynote speaking, trainings or consulting, please contact sales@thebarefootspirit.com.

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Put Your People on the Same Team

Michael Houlihan & Bonnie Harvey — Sun, 26 Aug 2012 00:29:36 +0000

No matter what kind of business you think you’re in, you quickly find out you are in the personnel management business. With careful hiring, mentoring, recognition, and compensation plans, your people can be your greatest asset.

Recurrent, personnel issues can be a distraction to you and your staff. Some react to personnel problems by firing the offending parties. Occasionally this may be necessary, however the issue may be a symptom of misunderstanding how your company works.

This is why it’s so important to address the main areas that can permit or actually cause personnel issues:

1. Hiring. Before you are dazzled by a stellar resume with the perfect skill set for your opening, consider the individual’s ethics, motives, and team outlook. Do they think they should be paid whether or not you are paid, or whether or not the company satisfies its customers? Are they bringing an agenda to work that has nothing to do with the job? Do they want to get paid for attendance or for production? Are they willing to take responsibility for their own behavior or are they looking to blame and complain?

2. Orientation. Don’t just show them the lunchroom and the bathroom. Show them where the funds come from that pay their salary, benefits, and bonuses. Give them an info graphic that traces the money from your customer, through your sales people, to cover your overhead and eventually pay them. Show them how their job affects the bottom line. Show them how everybody else’s job affects their paycheck. It’s easier to look beyond a co-worker’s personality when they know how everyone fits into the big picture.

3. Compensation. Most compensation plans are based on an hourly rate, which is paying for attendance, not necessarily production. Consider offering bonuses based on sales, cost reductions, and customer retention. Give them a financial reason to help the team perform. With the ideal compensation system, non-producers can’t afford to work for you and producers can’t afford to leave.

4. Mentoring. The time and attention you put into a new hire pays off. Listen to their questions. Clear up quickly any misconceptions about processes and interrelationships. Instead of narrowing down their focus, broaden their outlook to include their co-workers and the larger processes at work. Help them establish priorities. Seeing the big picture keeps the focus on their careers and performance rather than personnel issues.

5. Acknowledgement. A great way to build team spirit is to send out written acknowledgements or make an announcement when a person does something that positively affects business. We did this on each employee’s anniversary. Your people will gain more respect for their co-workers’ value as a team member. It is great when your employees can be friends, but respect and appreciation for their interdependence can be more effective in reducing personnel issues.

When your people know how their check gets to them, how they depend on their teammates, and how their bonuses are affected by the company’s performance, they are more likely to all pull together. Then you can focus on the journey and not the pebble in your shoe.

Who We Are

To make inquiries for keynote speaking, trainings or consulting, please contact sales@thebarefootspirit.com.

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World’s Best Sale Pitch: “My Product will help you Increase Sales”

Michael Houlihan & Bonnie Harvey — Sat, 28 Jul 2012 21:50:23 +0000

We’ve spent over two decades in sales, and it’s true – nothing happens until the sale is made. We have a friend who described her sales job as “conveying the value proposition of (her) product to (her) buyers.”

There are many books written on the subject of sales, sale techniques, and best closing strategies. We’ve often said the best sales person is the “Assistant Buyer”. The key to sales success is simply to sincerely have the buyer’s best interest at heart.

When you produce a product that goes through distribution channels, or when you offer a service business to business, the funds your buyer has to buy from you came from the sale of their product or service. If you are selling direct to the consumer, you still have to recognize that they have to work for the income, one way or another, that enables them to buy your product.

Everybody who sells products or services wants to sell more. The ultimate question from your prospect is: “How does your product or service help me sell my product or service?” or “How can you help me make more money?” That’s why positioning your sales pitch as enhancing theirs is so effective.

Here are some ways your product or service can help your customer’s bottom line:

1. Reduce his overhead cost per unit sold. He has to pay rent, lights, power, insurance, staff, cleaning, etc., whether he sells your product quickly or slowly. If it’s a fast seller, his cost per sale is reduced. He improves his ROI on his capital investment, maintenance, advertising, and staffing.

2. Increase his profits with lower acquisition costs and, consequently, higher profit margins on your product. Give him a volume purchase program that enables a lower retail price and increased volume resulting in higher profits per month.

3. Make his retail environment more attractive with seasonal point of sale materials and promotional programs geared to the theme of the given holiday. Make your displays festive decorations to his retail space.

4. Increase his business with local promotions and support for neighborhood causes. Use Worthy Cause Marketing to bring in customers who have a social reason to buy your product. Let the membership of the non-profit you support know where your product is for sale in his neighborhood.

5. Sell him a product or service that makes him more attractive and more competitive to his clients or retail customers. Give him the best price in your category, or an area-wide exclusive for an introductory period.

6. Add value to his total sales package. Is there something you can sell him that makes what he’s selling more valuable, adds an extra feature or delivers another benefit – like a guarantee, excellent customer service or loyalty program? Does your product give him “green” bragging rights?

7. Improve his personnel’s efficiency by providing training, benefits or tools his staff can use to increase his sales. Help him find and keep good people.

These are just a few examples of how you can help your buyer increase profits and do his job more efficiently. When you focus on what your buyer is trying to do, you can quickly get a clue as to what you can do to help him increase his sales. Adding value to his sales efforts with your product allows him to say to his customers, “But wait, there’s more!”

Who We Are

To make inquiries for keynote speaking, trainings or consulting, please contact sales@thebarefootspirit.com.

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Successful Hiring takes Preparation, Permission and Patience

Michael Houlihan & Bonnie Harvey — Sat, 14 Jul 2012 22:50:59 +0000

No matter what business you think you are in, you wind up in the personnel management business. Your first hires will require a great deal of your time and energy with no guarantees. Your way may conflict with their previous way of doing things.

For the most part, great employees are not found, they’re made. In order to delegate and allow your company to grow, you really have no choice.

All this takes time, energy, preparation and lots of patience, but by working together in concert, you can see wonders.

1. Good Seed. Start with people who demonstrate a high degree of integrity, take responsibility for their own behavior and have a history of long-term commitment. They should be willing to learn and extrapolate conceptual ideas and apply them to new situations. A good way to test this is to give the applicant a verbal run down of the job, the company’s challenges and your expectations for the position. Then, have them send you a one-page summary on a deadline. This will tell you volumes.

2. Good Ground. Make sure their job is clearly defined in writing and explains how your products and services produce the income to pay their salary, bonus and benefits. We used to give our people a “Money Map”. It started with the consumer and worked its way back through distribution, production, and all the payables to finally get to their check. This gave them respect for how and where the money came from – the customer, of course.

3. Care. You must inspect what you expect, especially in the first year. Once you are convinced you have “good seed” it’s worth your while to regularly spend time with them answering questions and mentoring. Listen to what’s behind their questions to discover what they really need to excel in their new position.

4. Light and Space. Give them permission to make mistakes. That’s what allows them to develop into the independent decision makers you need to confidently delegate. To “make those mistakes right,” have them write down what needs to be done to prevent those mistakes in the future. Have them make new polices, procedures, checklists, sign-offs, or whatever, but they have to document everything. Consider rewriting their job description to fit their real skill set.

5. Nutrients. Give them the training they need, in person and in writing. If a document doesn’t exist, have them write it. Create a mini manual for every job with the growing list of frequently asked questions and as many charts and graphs as are necessary to depict processes, relationships and decisions. Provide outside training with conferences, or field time with sales or production staff. The more they understand your total operation, the faster they will become invaluable.

6. Time. How much time you give them before they “get it” really depends on the position, their ability to learn, and how much faith you have in them personally. Some folks take longer but “get it” at a core level. Others may learn a specific process quickly, but miss the big picture. So it’s a judgment call based on your assessment of their progress and conceptual understandings, and the preparation, time and energy you have put in.

Even if you do these essentials, there’s no guarantee of success, but you will be much more likely to succeed. To grow those new hires into fruitful producers it takes preparation, permission and patience.

Who We Are

To make inquiries for keynote speaking, trainings or consulting, please contact sales@thebarefootspirit.com.

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Tailor Your Message to What Your Audience Wants to Hear

Michael Houlihan & Bonnie Harvey — Mon, 18 Jun 2012 17:11:17 +0000

If you want to make a statement, tell them what you want to say. If you want to make a deposit, tell them what they want to hear. Sounds simple enough, but what do they want to hear and who are they anyway?

Every successful business learns eventually that there are a whole lot of folks between them and their end-user. Each one wants to hear a different message for a different reason. Sometimes we get so excited about our new idea and how well it will go over with the general public that we forget how essential it is to get it to them. Focusing on the benefits to your end-user is fundamental, but don’t forget all the other folks in between and what each of them wants to hear.

“What’s in it for me?” is the question they all want you to address. It may surprise you that it has little to do with those end-user benefits you are so excited about. Research, experience, questioning and listening can tell you what they want to hear.

Your own staff may want to hear how they will share in your success. They may want to hear about the incentive programs, benefits, working conditions, days off, and advancement opportunities. They may also want to hear how your idea will make the world a better place. They want to hear about your previous successes and your ability to weather a storm.

All your middle men want know how your product improves their strategic position versus their competition, how you are going to help them sell it, how they can get it for less, and how much you have budgeted for marketing. They want to know who will buy it and why.

If you depend on retailers, they will want to hear how your product fits into their existing categories, what kind of point-of-sale promotional materials you have, and what kind of a warranty you provide. They want to know that you have a representative in their area. They also want to hear how you will send customers to them to buy your product.

Your idea may be a game changer, but are they ready to play a new game? Sometimes pioneering a new concept can take years to catch on. Your initial buyers may buy for reasons you never dreamed of. If you are changing the world, get ready for some missionary work and some unlikely initial customers. Be ready to change your message to stay relevant with the market as it is now and as it changes.

Does your product weigh a lot or is it inexpensive? That’s all the more reason to be ready with multiple messages. Internet product sales, with the exception of downloads, require shipping whether or not it’s included in the price. Somebody pays for it. Most heavy or inexpensive items can’t compete with conventional brick and mortar store pricing because of shipping costs. If that sounds like your product, you likely will want to go through the general retail market. Identify what each person between you and your end-user wants to hear, and give them what they want.

Don’t just make a statement, make a deposit!

Who We Are

To make inquiries for keynote speaking, trainings or consulting, please contact sales@thebarefootspirit.com.

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Find Good People – Make Great People

Michael Houlihan & Bonnie Harvey — Mon, 11 Jun 2012 19:30:23 +0000

People always ask us what we look for in a job applicant because we had such a great staff. Sure, we looked at qualifications, but we looked beyond that.

We wanted people who were not only qualified, but also had foundational qualities we could build upon. We wanted to see our staff achieve the highest and best use of their talents – many of which did not manifest for a year or so.

We looked for enthusiasm, confidence, honesty and integrity. We also looked for a willingness to learn. And, they had to be fun. It is much like finding a new friend, and we created great friends in the process.

The key to developing great people is to start with good people – and then provide the environment, encouragement, resources, and flexibility for them to become their best.

Culture. A positive company culture is essential to the nurturing people. Constructive attitudes toward mistakes and a policy of permission allow for greater creativity. Use positive language. Talk about what you want, not what you don’t want.

Compensation. Brian Tracy says most performance problems are caused by compensation systems. Reward for production and growth. Clearly state what you want in each phase of their training.

Encouragement. Catch your people doing something right. Tell them two things they did well for every one thing they can improve. As their “boss,” you become an authority figure they look to for validation.

Monitoring. Know what questions to ask of the data. Identify the metrics that best quantify performance. Make the reporting intervals as short as possible, especially during the first 90 days.

Mentoring. A person is worthy of your time when they quickly pick up on concepts and extrapolate principals to other applications. Put more energy into him or her. Your time and efforts will be rewarded when you start with the right people.

Acknowledgement. Give public acknowledgement, and tie it in to how it affects everybody’s salary, security, and potential. When you educate staff about what individual team members contribute, this encourages them to do even better.

Written Resources. Have a policy of documentation. The same mistakes will not be repeated, the nuances of a job can be passed on, and your new hire can study what is expected of her. To keep job descriptions current, ask everyone to update their own annually.

Training. Having written materials will reduce the training time. Stage this information so the new hire can focus on mastering one aspect at a time. Expect to spend three to six months in training before proficiency is achieved.

Conferences. People want to improve their skill set. Of course, this will add to their resumes. However, if you are paying them right, they won’t leave, and they will create the income for their own raises. So, yes, send them to training conferences.

Architecture. Natural and supplemental lighting, air conditioning, workspace, and noise levels all effect production and concentration.

Best IT. Probably the most frustrating part of any new job is learning the IT and protocols. Have an IT “guy” who can quickly “fix” problems. Make your systems intuitive and user friendly.

To get the best out of your people, find out what they excel at. Then, redesign their jobs to fit those skills. Ask others to pick up the aspects of the former job that still need to be done. You might be surprised at the positive response. Don’t put the square peg in the round hole. Build a square hole.

Who We Are

To make inquiries for keynote speaking, trainings or consulting, please contact sales@thebarefootspirit.com.

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Job Descriptions – A Portrait or Snapshot

Michael Houlihan & Bonnie Harvey — Thu, 12 Apr 2012 03:46:04 +0000

Job descriptions seem to have a certain amount of authority built into them. They can describe the job for the new hire and be a reference for the last word in duties.

The problem is that nothing remains the same for very long. Constant operational changes and market pressures can make even new job descriptions obsolete within months. Job descriptions should be seen as living documents that require frequent updating.

Particularly in start-ups where duties and responsibilities are evolving, job descriptions should not be taken too literally. Entire functions can suddenly shift or be outsourced, leaving your staff questioning what they are supposed to do. Here are some principles about job descriptions we have found helpful:

Hire the person, not the job. The job you hired them for may not be the job in which they excel. The person may be worth keeping even if they are not performing well in their original job. If they demonstrate the ethics and quick learning abilities you seek, they will apply those attributes no matter what they are doing. You may soon discover they are better suited for some other job.

Cover all the bases (but not necessarily by the same person). When you organize your business, don’t forget to take a micro view of each job description. Your goal is to cover all the bases with the people who are best suited to handle those components. By identifying the components independent of the job descriptions, you become more flexible and have the luxury of building the job for the person instead of the other way around.

Define the job in customer service terms. Every job description should begin with a preamble that states what your company produces and how this particular job helps make that happen. Make sure everyone gets a flow chart that shows how their paycheck, bonus and benefits get from your customer to them. Identify the performance gauging metrics for each job. Develop pay for performance compensation systems based on your company’s sales.

Reorganize often. Every time someone leaves your company, you have an opportunity to reshuffle the deck. Match your people’s personal skills with the various tasks in your company. Ask each member of your staff if they are happy with the assorted components of their jobs. Put the components of the job just vacated up for discussion. You may be surprised at the horse-trading that takes place! The job opening you end up with may look quite different from the one that was just vacated.

Let your people write their own job descriptions. Every year have your people update their job descriptions with what they are really doing now. This will help with training in the future and send your people a message that you value them and their approach to the job more than a static description that may be obsolete. Give your staff a chance to discover more efficient ways to perform or communicate. They will take ownership of the performance metrics if they have a voice in their creation and refinement.

Keep your company up to date. Engage your people in the process of creating and updating their own job descriptions. Allow them to show you where they excel. Make the job description a current, living snapshot, and not a stale, portrait, wall hanging.

Who We Are

To make inquiries for keynote speaking, trainings or consulting, please contact sales@thebarefootspirit.com.

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