Crafting an Ace Sales Team

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HERD Pharmacy sales managers and marketing team comprising of Prasanjeet Dhepe, Sachin Salunke, Suresh Poonia and Stawan Bhujbal know it is very essential to create singular, effective sales people. For this purpose they ensure scrutinizing every single reason that goes into motivating each person of the formidable over-seventy sales team. Pharmacy managers have been drilled to never allow the slightest lapse in losing a single sale. If at all such an untoward incident were to happen by a front line sales staff, then it becomes the responsibility of the manager to rescue the deal.

It is here that the manager becomes accountable to teach and train the sales team to learn how to effectively deal with various issues that may affect their proactive sales techniques. Problem resolving in an effective, convincing and timely manner are key skills that have been inculcated to make sure they do not falter when it comes to making smooth sales. Herein the managers have been made proficient to continually tutor sales staff by coaching, reviewing, mentoring and offering motivation.

The series of on-going trainings that began with Dr Amol Deshmukh’s critical workshops on importance of customer-care are now a well imprinted roadmap. The team has learned to focus on additional critical aspects with the view to increase sales, enhance customer base and create brand value for the retail chain-stores. Of late the attempt is to focus on the significant functions of sales with an eye on performance management. Herein inputs like setting goals, evaluating performances, chalking out reasons for non-performance, and appreciating success become necessary.

Top level management does not hesitate to chastise staff members when they fail to perform optimally. This is really crucial so as to keep performance levels in line with set management targets. What this also actually means is that performances need to be kept sharpened. To this end management is always ready to provide more effective coaching. The past two years have seen no dearth of training inputs that very easily can be said to be the key to present levels of achievements.

As stated earlier, it is the projected successes for the sales team that creates the pulls and pushes for their constant coaching. The monthly debriefing sessions help in assessing and evaluating training needs of the staff at all levels. Such joint debriefing sessions help in bringing everybody on the same page and eager to go forward together. It is also a time to take stock, get emotional and then plan ahead for the subsequent phase. It is also the time to make commitments and work out improvised strategies to pitch forward.

Ultimately it is the Pharmacy sales managers who form the crux of the marketing team. Their contributions in spearheading the sales team’s successes cannot be negated. They are the nucleus that gets the entire sales team motivated to be on their toes to see business remains brisk. The pre-planned schedule and manner of approach for creating a sound customer base helps in enhancing effective sales. Herein the managers’ belief in the actions of the sales staff becomes vital for positive outcomes.

Important steps taken all the time by managers include – taking responsibility, distributing responsibility, giving clear communications, evaluating performances and most important of all  setting high standards of performance. Finally it is their sense of accountability that actually determines the outcomes. Presently we are moving ahead with expansion on our mind  and aside from opening medical outlets in new locations we have to continue to make sure that existing stores keep achieving their goals. With an experienced Operations Head, Mr Rahul Agarwal having very recently brought on board, it will not be long before HERD Pharmacy raises the bar responsibly for the business at hand.

Raising the Bar – Through Attitudinal Change

Dr Amol Deshmukh, MD HERD Group of Companies arranged through HR, a learning workshop entitled “Udaan”,  conducted by Dr. Ramesh Sangare of Human Resources Development Corporation, on August 10-11, 2017. The training program was specifically for HERD Pharmacy supervisory and managerial staff along with affiliated office staff. The two day training sessions were to focus on Raising Bar of Performance through Attitudinal Change. The aim of the program was to help staff achieve certain core attitudinal approaches to make their contributions more efficient and effective.

A total of 35 front line supervisors along with managers participated in the program to help gain organizational objectives by learning to understand the need to bring about changes in attitude. The training imparted thought-provoking motivational talk in order to stimulate self-motivation in them. Participants were made aware of their inherent strengths and weaknesses through psychometric tools to aid them to understand how they could use the information derived to best advantage.

After the formal inaugural introductions, Day 1 took on a brief introduction of the program. The trainer gradually introduced the importance of attitude that usually marks the altitude one was capable of reaching. Inputs in the session focused on participant’s role in the organization and understanding role stresses and to know how to deal with them. Learning sessions took on issues around earmarked achievements, failure in reaching them and the importance of goal setting. Through games and presentations the concept of conscious goal setting was defined in order to work for self-survival and growth of company. The role of communication, cooperation and co-ordination was paramount in success of achieving set targets.

Day 2 began with a brief recapitulation of the previous days learning followed by listing down the gray areas that affect productivity and smooth run of operations. The FIRO-B instrument was tackled to understand the changing world of work, society and family. Also participants were facilitated to see their inner selves and their interpersonal relationship building potential through the Johari Window. The Johari Window is a technique that helps people better understand their relationship with themselves and others. It was created by psychologists Joseph Luft and Harrington Ingham and is commonly used in corporate training modules.

Dr Sangare further stated the important role of communication, commanding, cooperation, collaboration and coordination – these five Cs that gear up overall performance in a company. A case study was also undertaken during the course of the program for the benefit of the participants to help them understand the role of managers in building and managing their teams. A brief abridged version of Hindi film ‘Lagaan’ was presented to make clear role of leadership as also to understand nuances in situational and functional leadership areas.

The two day training program concluded with an explanation of the psychometric instruments used as well as a written feedback from participants. Dr Amol Deshmukh conducted a verbal feedback to gauge how well the concepts had been understood by the participants. This proved to be useful since as an entity HERD Pharmacy needed to identify the existing problems, challenges, weaknesses, strengths and skills of the sales team were. It was also essential to know what further investment in time and resources were to be made to create a sustained sales force that could also share this training knowledge to maintain learned proficiencies.

Dr Amol Deshmukh specified that the need was to identify right persons in the sales team to don effective trainer roles in the near future. This would be critical in developing the full potential of the entire sales team cutting across the different stores. Since sales managers and sales staff work closely together it would be beneficial to stay focused on consistent, accessible and interested people to take on such roles. Raising the bar on in-house coaching would be the key to increasing the beliefs of the sales managers to lead effective teams, thereby creating successful sales teams.

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HERD Group Attends Vivek Bindra Motivation Training

 

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The collective concern of the MD’s of HERD Group (having imbibed the best academic learning from books, seminars, affiliations) is to be on the watch out for every opportunity to facilitate inception of new ideas and means to motivate team members. So also, HERD HR Department is forever on the lookout for providing incentives and motivation to employees to spur their contribution.

Motivational trainings are really very important for business success today. It is critical to develop leadership through training programs and talks from motivational speakers. So when the opportunity presented itself, sixteen staff members from the different units were identified to attend Mr. Vivek Bindra’s live seminar on Extreme Motivation & Peak Performance!

Mr Bindra is a motivational speaker of international repute who is also an established CEO coach. So when Nagpur city became the venue for his training program on strategic execution and performance maximization, HERD Group grabbed the opportunity to make the most of it. The company directors and senior managers had already attended Mr Bindra’s seminar earlier, and were keen that staff too be exposed to the speakers influential training.

This was a good chance for the company to facilitate employees to focus on personal aspirations aligned to business prospects that would work in conjunction for positive outcomes.  Mr Bindra is a well-known motivational trainer who can really inspire people to pull themselves together and feel reenergized to perform better. Since the speaker was in town, management went all out to make the most of his inspirational influence for the benefit of staff.

Mr Bindra’s pep talk was sprinkled with true to life examples and accounts of success stories that can work wonders on people’s psyche and boost their morale. The exercise could prove to be valuable to get the group together to help identify and resolve roadblocks that perhaps hold them back. The talk was of course very well enjoyed and would definitely add to the unlocking of latent potential. HERD Group decidedly felt that such exposure will be supportive in enhancing performances.

Mr Bindra’s talk illustrated how motivational speakers can offer huge enthusiasm and drive so as to enable participants eager to offer their best. The motivational speaker assisted in enabling employees to comprehend their inner power, that sometimes we lose sight of in the face of regular routine work life. It was a great evening with staff experiencing stimulating ideas.

Attending this training had staff going through their individual mental morale building workout.  The speaker offered fresh perspectives on roles and responsibilities, thereby rebuilding confidence and passion. Breaking the complacency of everyday routine life, employees were made to comprehend fresh insights that will surely empower them to explore possibilities.

The speaker’s vigorous training helped in sharing his expertise that would in time spring them back into action and spur them on to their goals. Such interactions also help in easing out internal personal issues that often take precedence and obstruct team work. Mr Bindra certainly came to the rescue to provide guidance on a number of issues that prevent people from giving their hundred percent.

HERD Group of Companies is keen to achieve success and that is only possible with a committed team. The speaker’s expertise and ability to transform mindsets will go a long way in helping the team to dream big and perform well. Mr Bindra did wield a magic spell that provided the needed impetus for participants get set on the road to achieving their objectives that will ensure future growth. This was a well spent investment in terms of time, money and sensibilities.

Sourcing Candidates

 

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A small but potent HR team within HERD Group keeps track of manpower needs and undertakes planning for the same. HERD Group follows established recruitment planning process by regularly estimating and projecting requirements of staffing needs for the different projects running presently. Some units, like for instance the pharmacy division, experience regular requirements for which an ongoing database is maintained.

Our manpower planning takes in factors like how and when we have to keep adding new employees, as and when required. The entire procedure is accomplished while keeping the vision, mission and goals of HERD Group in mind. We also bear in mind the future prospects of the particular business as well as by tracking industry trends. This helps in keeping systems in place and for us to be better prepared for future staffing needs.

Today, we stand at a point where we are definitely aiming for the top. In line with the projected targets for business prosperity we are keen to band together a strong team. It is for this purpose that we need to ensure that inbound incumbents be high achievers and disciplined. As much as their intelligence and skills, it would be their personality and attitude that would be helpful in moving forward successfully.

It is for this reason that the HR department is watchful about escalating experiences of newly inducted employees. HERD Group is moving ahead with confidence having adopted the best business practices. Recently every single staff member was apprised of the regulatory compliances to be followed in line with stipulated policies. Staff is also periodically provided with the motivational trainings by recognized motivational gurus. This helps instill a fervor in them to excel in their aspirations, at both the personal and work-life spheres.

In line with planned projections for spearheading the varied business dynamics, we know for sure that there will be increasing requirement of staff with focused skill-sets. HR department therefore regularly anticipates expected manpower needs for the company. Other than this they have devised processes for staff development in order to keep new as well as existing workforce in a stimulated state.

HR diligently examines the background, skill-set, qualification, attitude, aptitude etc., of existing and incoming work force so that they can take care of the pool of talent to nurture for the company. In line with the business needs of the units they understand the type of employees that would be best suited in the organization. Their competency has them examining and evaluating the types of employee workforce that they can build up.

Selection of candidates has them culling out and identifying appropriate shortlisted aspirants for required openings. Obviously they pick candidates who are better qualified, have needed skill-set, and experience to invite them for interviews. It is in the direct interactions that they usually assess suitability and long-term feasibility prospects. Once on board they are then trained as per organizational needs.

With such planned moves it is possible to groom work force to become prepared to adapt to the company culture and business practices. We follow an established system to induct employees and extend on-the-job-training that is an essential process.  Now that we are gradually growing, our workforce is also expanding likewise. With businesses at different locations and in different domains we cannot afford to be lax in our human resource management.

HERD Group welcomes the interested to join in for excellent career opportunities. It’s your personality that would play the most critical role. How you communicate with others, how well you handle interpersonal relationships in a team and social environment, and how emotionally intelligent are you, are factors to determine career growth. In fact, if one demonstrates excellent soft skills and get the quantum of tasks done to satisfaction – who knows you could be our operations head!

 

Establishing Trust in Business

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Trusting someone means that you think they are reliable. A dependable work-relationship begets trust and becomes mutually great for both parties to feel safe in every sense of the word. Trust is something that two people in a relationship can build together when they decide to trust each other. Oftentimes we experience a workplace that gradually becomes more trusting with time. Nurturing trust makes for the biggest difference in work-place journeys.

Trust is really the ultimate quality a pharma-business brand could build and sustain. More so in the pharmacy line where it can literally make the difference between life and death! A chemist’s shop doesn’t merely offer medications, good customer service, or excellent delivery mechanisms. These are learned attributes that certainly make you reliable. The key factor here is ‘trust’ that needs to be build up. Trust is that rare sentiment that binds your customers to you.

HERD Pharmacy believes that it is trust that acts as the direct chord, tying you to your customers. Even a start-up business can generate the quality of trust. Trust is one of the most powerful allies in the business world, as elsewhere. It works both inside and outside the organization just as forcefully to create bonds that may last a life time. It should be kept in mind though that in business practices trust is a virtue that is mostly an intangible component. One that is often hard to quantify, keep track of or assess. Even so, you will absolutely know it when you see it and experience it.

It is often a challenge to understand this subtle quality that goes beyond reliability and dependability. But this is just what it takes to create an awesome place to work and to cater to the external world. Rest assured customers too can sense this quality and it is your conviction that can be seen through – through all the gloss and polish of well-trained employees and working systems.

So what is it that one needs to imbibe to create this culture of confidence building and trust building? Essentially the people in an organization need to improve areas around mutual-respect, being open and transparent, and creating a positive environment. This energy flow has to extend from top to bottom – from MD and CEO to gardener and guard-man. You need a management that listens and employees that offer their complete participation. When employees realize their voice matters and they are being heard with leadership playing a parental role – is when mutual trust begins.

Mutual trust goes a long way in making significant business progress when we show respect to each other and create positive vibes and affirmative energies. Extend this same positive energy to customers and clients and you will create constructive ambiance for your customers. Watch how trust as the single most critical attribute will make huge improvements in people-skills and people’s level of satisfaction. Good vibes will flow from managers, supervisors, front-line staff, back-end staff to roll on for intuitive bonding with customers.

More positive outcomes will benefit the organization. Employees will feel a sense of pride in working for the company. Trust opens minds and hearts to work willfully with willingness to work beyond what is expected or required. Trust builds up an enormous powerhouse in the commitment of employees that makes them go beyond the call of duty. There is no doubt that at present this is just what we are primed at doing and so it can be safely said we are moving in the right direction.

The way forward is to instill work values that will create a trust-based work environment. What is it that one needs to do to establish trust at the workplace and facilitate it to filter out beyond our counters? This would mean sticking to well-set routines. Multi-tasking is all very well but being reliable would be of prime importance. Trust is just another way of saying you can rely on someone. Each one has to mean what they say. Speak the truth. Share what they really feel. That may be the starting point in building a trust-filled environment.

Building the Business Environment for Social Enterprise

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HERD Education and Medical Research Foundation undertook secure steps for building a sound business environment to be able to create conscious entrepreneurship. Having started off as a plainly philanthropic organization with a focus on healthcare delivery, improved educational inputs, rural betterment and participation in development, it now includes more diverse business enterprises in order to maintain financial stability for its primary intentions.

We had struck out with an unassuming and all inclusive outlook. In the past couple of years we adopted strategic business development plans that came by through our experience of opportunistic enterprise development needs. We did this in the fond hope of creating in-house financial avenues that would sustain the social development agenda. Since our initial philanthropy could only continue up to a point, it became essential to create sound business routes to keep our passion fueled.

It has been over a decade that we had been tracking the trajectory of our social work impact. And we realize we still have miles to go. This then made us add on specific strategies to shape our future. On the one hand we want to continue with the social development agenda, particularly in the oft neglected rural regions. On the other hand we are keen to broaden our perspectives on successful management of the startup companies.

While doing them both, the objective remains to provide relevant context to both ends of the spectrum. We will be continuing with our quest in achieving the four pronged social change that we envision. At the same time we also need to embed deeper insights and experiences into the mindsets of our young business managers, so that they know the importance of business leadership, competition, focus and differentiation strategy.

Roping in the best talents, senior management is keen to nurture and invest in the division heads who are being cultivated with the desire to grow. At this point in time we are facing it all – financial pressure, pressure on human resources, difficulty in overcoming fierce competition, and dealing with market trends and competitors. Since our businesses are largely consumer-centric we need to invest in the best HR grooming. Also, in order to stay on top of the game we need to invest in the best.

Concurrently we are developing sound briefing/reporting systems that inform everyone in the organization about the successes and failures. The aim is to assess gaps, undertake measures, re-strategize if need be to strike at success. We are cultivating an effective reporting-communication system with regard to strategies deployed and targets met. Weekly and monthly review meetings include planned agenda and PPT scorecard methodology for internal communication processes that act as a democratizing strategy. It gets everyone on board to be on the same page and to add their inputs wherever needed. This not only shares the measure of achievement and progress of works towards particular goals, but also keeps the business heads goaded and glued to the targets.

Such debriefing sessions also become essential strategy planning meetings. Such open communication processes provide the complete picture to the management and employees at the same time. Also this becomes a means of effective communication channel, when top to bottom everyone, together hear, see and approve business moves and directions. The crucial part here is to ensure that staff is well prepared to offer timely review, assessment and feedback. HERD Group of Companies within the ambit of HERD Foundation is thus moving ahead in areas of competence, pragmatism and full-on involvement and collaboration.

Unconventional Options for HR

In the current business environment it is a challenge for HR to manage with the simple dictum one-rule-fits-all strategy. This is why many organizations continually assess the nature of the work that is allotted and how that translates with the different people in the workforce involved from their vantage skill-set points. In doing so HR needs to understand how to capitalize the situation by knowing how to most effectively utilize its human capital.

The variegated business divisions in a conglomerate need to cater to the dynamic demands of the external competition in order to withstand market-forces. So also organizations need to look inward to identify areas where the workforce needs to be given leeway for inevitable differences in capacities of the human capital. And we well know that the composition of a workforce includes employees of all ages and talents.

The moot point is how do organizations make full good use of all kinds of employees and also allow them to benefit beyond their salary packet. Strict HR compliance may not always be the answer as experienced managers and academics have come to conclude after grappling on the issue for long. Adopting ambidextrous measures are a neat way to manage such imperceptive problems.

Often such an issue may occur with an aging staff. A proactive policy and practice response would be crucial to the success of retention of seasoned talent. HR needs to anticipate the changing needs of an aging workforce through job analyses and job specifications or work functions that can readily be modified to accommodate an aging employee. Management needs to be cognizant of the issues faced by older employees and find ways to accommodate them.

It will certainly be great for management to dwell on older-worker policy development process with a firm understanding of the situation within the organization. Presently many organizations have begun to adopt strategies that encourage aging employees to carry on working in line with the dynamics of their living situations. HR is also now increasingly adopting many diverse flexi-work environments for such staff.

More and more companies are now reducing the intensity of the emotions generated by this problem. It is open to HR to see the possible alternatives that would allow in making clear choices available to an aging staffer. Having an HR policy in place is always better than ensuing disturbance that usually accompanies such problems. Studies confirm that necessary provisions in management policies and practices for older workers is much better than a simple letter stating the person is fit to work!