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The Upside: Killer Sales Tips

3 posts from October 2010

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October 26, 2010

AssistiveTek Provides "Just-In-Time" Tech Support With Glance

Recently, a great review of Glance for tech support appeared in Brian Friedlander' blog, Assistive Technology.  Brian is a well-known Mind Mapping and Educational Technology Consultant at AssistiveTek, LLC, Associate Professor at College of St. Elizabeth, and a long-time Glance customer.

Supporting his base of education-industry clients remotely, Brian says Glance helps him provide on-the-spot technical support, when "the software guide isn't enough".

Here's the text of Brian's article...


"During the course of a week, I am spending more and more of my time working with teachers, providing them with professional development on various assistive technologies that can be implemented in the classroom. http://assistivetek.blogspot.com/

For many of the teachers that I work with this is their first encounter with many of the assistive technologies that are being introduced. Not being on site, I often leave access to software guides and reference materials on my Google Site for the teachers to access- should they need help. There are those times when these materials are not enough to pinpoint a particular issue and technical support is needed.

Just last week I received an email from a middle school teacher who was puzzled why the software was not  working as she had anticipated. Rather than emails going back and forth, I set up a time for her to speak with me as well as a link where I could see and remotely control her screen. As part of my services to schools, I offer "Just in Time Training and Support." Using Glance, an easy to use screen sharing tool, I was able to email the teacher a link so that when we spoke I could see her screen and take control of her computer.

Once we connected on the cell phone and I started the session I was able to see the teachers screen and she was able to walk me through the steps so that I could see the process. While doing the screen sharing - the teacher realized that she had left out a step which could explain why the program did not work as expected. We quickly went through a new scenario and added the missed step and all of the issues were quickly resolved. What would have taken weeks to solve was handled in 5 minutes using Glance.

Glance has become an indispensable tool which I use for doing webinars and for providing on the spot technical support. If you are looking for "Just in Time Technical Support" for your assistive technology program,

let me know, and I would be glad to send you a proposal. In the end the teacher was up in running in minutes and now is confidently going back into the classroom and using the software with her students. Without this support the teacher would have put the software aside until I had our next scheduled training session."

October 18, 2010

Join Us at Dreamforce 2010, the Cloud-Computing Event of the Year - Dec. 6-9, San Francisco

Are you experiencing the major shift in computing going on right now?  Some refer to it as "Cloud 2": the the convergence of cloud computing, social networking, and mobile applications.

If you plan Glance Networks is an official sponsor of Dreamforce 2010. We'll be there. Will you? use this fundamental change as an opportunity for your company to innovate, rather than fall behind, then Dreamforce 2010 is the event for you! Taking place Dec. 6-9 in the Moscone Center in San Francisco, this is the 8th annual user and developer conference for fans of Salesforce.com (30,000 of them will attend, they say).

As an official sponsor of this year's Dreamforce, the folks at Glance are looking forward to attending the scintillating sessions, scoping out the speakers (President Bill Clinton, and of course, Salesforce.com Chairman and CEO, Marc Benioff), meeting up with other all-star customers, and greeting you at our booth in the Cloud Expo.

Let us know if you plan to attend too. And stay tuned to Glance on Twitter and Facebook for more surprises as we get closer to Dreamforce kick-off.

See you there!

-- Carla Gates, Director, Marketing

October 11, 2010

"I Love You Man, But You're Fired" (Hiring and Firing Are the Toughest Part of Sales Management)

Hiring and firing -- the toughest part of Sales Management -- at least for me.  It seems like both ends of the process should be pretty simple, but for anyone who has made these decisions, or is currently trying to make them, we know that they are not.

I could write a book on this topic, however, this being a blog, I’ll focus on what my special guest Anthony Iannarino and I plan to discuss on this week’s Glance webinar:  A Sales Manager's Guide to Identifying and Dealing with Sales Winners and Losers: Hiring and Firing Sales Professionals and the Impact of Your Belief Systems.


I can hear many of you saying, now, “That Scontras is whacked -- belief systems?!  What about quota attainment, skills, past performance, etc?” 

All great questions, but only when asked relative to the Sales belief systems that you have committed to developing.

So, what’s a sales belief system?  

Understanding may be found in a simple comparative of big and small companies. For example larger companies typically break down sales process into very specific roles: Biz Dev, Inside, Outside, Overlay, etc., therefore selling beliefs are commonly systemic, heavily metric’d and micro-managed. On the contrary, small starts-up organizations, with limited capital, require sales pros to maintain entrepreneurial beliefs, wear many hats (all of the above), yet deliver results with little oversight. 

Many types of sales cultures exist; these are just 2 examples to make a point. That is; just because the resume of a large company sales rep boasts exceptional results; we shouldn’t expect similar performance from that same rep when hired into a foreign belief system – i.e. the start-up.

Most sales organizations, inherited or originally hired by us, are comprised of people who carry with them a variance in sales beliefs.  The greater the variance and longer this gap remains open after employment, the higher the degree of difficulty in delivering results as an individual or team.

Fixing this problem requires that we improve our interview process for new reps, while at the same time set and manage expectations for existing reps.

On the hiring front, we must evolve our mentality away from resume-based screening, and refocus interview questions to assist us in identifying candidates with the strongest “belief system fit”. While with our existing 'underperformers' we must provide the necessary “love”; pointing out where belief system gaps exist, and of course, providing the coaching and tools necessary to assist in their development.  

So, what are the right questions to ask in the interview process?  Am I really going to overlook a top performer’s resume, for belief system fit?  With my reps, exactly how much love is enough love?  And how long do I need to give the process before I can replace them?

All great questions! Each will be addressed by Anthony and myself during this Wednesday’s event.  As part of our preparation I have had the pleasure of discussing these very issues with him and have found his perspective eye-opening, to say the least.  In fact he has me re-thinking my own philosophies, particularly the one which reminds me that for the most part, my team and its performance, is really up to me. 

Crazy, right?  

Please join us Wednesday at 1pm ET!

-- Tom Scontras, VP, Sales & Marketing, Glance Networks