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Cheryl Peltekis, RN “The Solutionist”

Many of you have been using our Roadmap to Referrals: 52 Weeks Sales Plan, and I wanted to share feedback from our physician panel. I met with a group of physicians (11 doctors and three nurse practitioners). 

They were chosen because the sales reps that are calling on them are using the Roadmap To Referrals for either home care/home health or hospice services. 

Here is how they answered questions.

 

Question:  Have you seen our USP flyers? (All of the flyers were provided to the group for discussion)

Answer:  86% responded yes.

Question:  How did you receive the flyers?

Answers:  

    • Three responded they got the flyer from the Sales Rep at their monthly meeting.  This made me excited to know that my sales reps were following the HPSA step 5 Strategy Sales Call.)
    • Seven responded that the sales rep left them in an envelope labeled confidential.  I loved hearing this.
    • Two responded they got the flyers delivered to their email addresses.  (Inside Sales working.)
    • Two did not remember seeing the flyers.

Question:  Did you read the flyers?

Answers:  Most of the flyers were at least partially read, and several of the doctors answered that they read the brochures with the patient’s story.

Question:  What do you like about the flyers?

Answer:    The consensus was they learned from the flyers.  Several specific comments:

    • “Wow, I never knew how many patients don’t use their inhalers correctly!”
    • “The patient stories help me see current patients who need to be referred.”
    • “I haven’t been referring patients because I didn’t want to refer a patient who wasn’t eligible. I feel like I am learning who needs services.”
    • “The stories of patients help paint a picture of when to refer and who to refer.”

Question:  What would you like us to change in our Roadmap to Referrals program to help you identify patients with ease? 

The results:

    • Referral sources want quick short stories that they can remember on the flyer to connect with.
    • They want to feel like they can identify and get services to patients who need them.

 

Conclusion

Meeting with referral sources was an absolute success! I loved that they shared that patient vignettes (or patient stories) work. I loved to hear that our High-Performance Sales Process was working, as evidenced by several of these doctors’ reported Strategy Sales Calls. I also learned that our inside sales process was producing referrals.  

This year, in response, we transformed several of our USP (Unique Selling Point) flyers for hospice/in-home care/home health to include new patient vignettes. With each year, we are giving our program an upgrade! 

We will continue to provide email and voice mail templates to support the sales representatives. As a result, the number of agencies that continue to enroll yearly has dramatically improved.

We love giving you tools that work and are committed to continuing to Wow you and your referral sources!  

If you haven’t used our Roadmap To Referrals, 52 weeks of successful sales calls, you have to try it! 

To learn how you too can 5 X referrals from current referral sources, you can watch our free webinar here.  

If you want to see a demo, please email Mike@homecaresales.com.

Make 2022 your year and gift your physicians with the knowledge and confidence they want! 

Knowledge is the key to patients getting services that they so desperately need.

 

Keep Helping, Keep Serving,

Cheryl Pelekis, RN “The Solutionist”

Cheryl Peltekis, RN “The Solutionist”

Today I ran into Dr. Joe while I was out Christmas shopping. For those of you that are fateful blog readers, you may recall his story.

He and his partner, Dr. Kirkland, are both top referring physicians. I have been using the Roadmap to Referrals while maintaining this account over the last several years. This past year, I taught them something else to do with my flyers.

Several of our flyers are patient stories. The marketing tools ask, Have you seen Sam? Then the leaflet shows a picture of Sam, and his journey, on how he became our patient and the benefits he and his family received.

Sample:

 

“I had gotten so many great patients to care for from Dr. Jones that I asked him, “why you refer patients to home care? “

I was shocked by his answer. “

 

He shared with me that his great aunt, Cecelia, lived with him when he was a boy. She was a widow, and her youngest nephew, Mark (Dr. Jones Dad), volunteered to let her move into his home when the Parkinson’s disease took a toll on her ability to live alone. 

Dr. Jones said he remembered how much work it was for his mom to care for his aunt’s needs. She needed quite a bit of care over the 15 years that she lived with his parents, and they had to transfer her, toilet her, bathe her, feed her, clean all of her clothing and manage just about everything, like medications and doctors appointments. All of it!

He shared that one day, his aunt fell, and she ended up in the hospital for a few days. When she was discharged, they ordered home health. That home health agency’s nurse told them that she had a friend from a home care agency and that someone would come over to see how they might help make taking care of his aunt Cecelia a little easier. 

The next day Cecelia had a visit from the home care agency.

They found out that she qualified for the VA Benefit because her husband was in the military. They could get a home care aide to assist with personal care for 4 hours a day, five days a week.   

This changed the whole mood of the home. Now his mom had time to go to the hair salon, and because she felt better about herself and had a break every day for a few hours, she improved her self-care. 

Having a caregiver allowed the whole family to benefit.  Meals were once again being cooked, and the entire house felt better.

 On the way out of Dr. Jones’s office, we ran into his partner, Dr. Kirkland. He introduced me, and said to Dr. Kirkland, “did you tell Cheryl about your Aunt Cecilia?” I got a perplexed look on my face. 

I thought it was Dr. Jones’s aunt. Dr. Kirkland proceeded to tell me the same story that Dr. Jones shared with me. 

In the end, Dr. Jones said with a smile, “Aunt Cecelia is his great aunt, not mine.” He continued, “When I am trying to convince my patients to let home health or home care in, I always tell this story as if it’s my own because it becomes more believable.”

I told him, “whatever it takes to improve patients’ lives!”

I hope we can all find more Dr. Jones and Dr. Kirkland’s!

 

There are patients like Cecelia all over the country who need help to stay at home. Some families take on this responsibility and don’t realize how a patient could deteriorate over the years. It is hard to take care of a loved one for a few days, let alone 15 years.

Thank God for home care services. Thank God that the home health nurse had a friend who did home care.

Too many patients would go without care. Now imagine you could quickly help your doctors’ offices to find their Cecelia’s?  Well, we have your solution.

Our 52 week Road Map to Referrals does just that.

For 2022, we are upgrading the patient vignette forms. We are teaching our sales reps to encourage the doctors to provide them to the patient at the time of referral to our agency.

We also ask the hospital case manager to share them with their patients. Expanding the awareness of care we provide using the power of stories helps patients accept and receive our care in their homes.

 

Don’t miss our holiday specials either! You can find them on our Facebook page here.

Want to learn more?

Email Mike@homecaresales.com and see a demo of the road map to referrals in action. Each month I get to coach your sales rep and roleplay the sales messages of the week.

This program is our top-performing sales product, and on average, home health and hospice agencies have experienced a 30% growth rate!

 

Keep Helping, Keep Serving,

Cheryl Pelekis, RN “The Solutionist”

Cheryl Peltekis, RN “The Solutionist”

I have spoken to so many agencies over the last month who are really in dire need of staffing. People are trying to get creative with ads that are just so unique.

One of the ways they have shared with me that are bringing them great results is humor in the ad.

Full-time Home Health Aide Needed

There is no need to apply if you don’t have reliable transportation, if your car is broken every week, and no babysitter can be found every weekend. Seriously, do us both a favor and go to the next agency and skip mine.   

If you can’t be thankful for the experience of helping people, then get a job where you don’t have to interact with people.

You aren’t getting paid to be on your phone all day, so if you can’t engage with people, then don’t apply.

Also, we are hiring people who want to work here for years!  We provide your health benefits, so please apply if you really want to work and do work that loves you back.

 

This ad is funny, right? The owner reported that this ad got more aides to respond than any he had ever used. I understand if this ad isn’t your style but you may have to mix up what you are doing with your ads to find the best candidates for your agency.

Last week, I was at a State Association meeting, and I went to 3 different presentations on recruiting and retention.

 

Here are some of the highlights:

 

    • Your ads need to be no longer than four days old. On day 5, start each “help wanted post” all over.
    • Place your help wanted ads for the neighborhood that you are hiring staff to serve clients.
    • Use language that makes caregiving a position that makes a difference in the world.
    • Make sure the ad says flexible scheduling. Many aides work for two or more agencies.
    • Have a referral incentive program.
    • Use LinkedIn, Facebook, Twitter, Instagram
    • Use Videos about why your company is the place to work on the website
    • “No Experience Necessary” – Train and have a competency program.

 

I know how hard it is these days (or any days)to not have the help you need to serve patients. At the core of my being, I feel the pain of knowing that seniors are going without care.

That is why Retention is critical. As we move through the worst of the pandemic, employees are revisiting job expectations.  They want flexibility, better pay, and greater connection. They also want the chance to make a real difference in the world.

 

So it’s up to you to create an agency where caregivers want to work!

    • Put work/life balance first.
    • Continue to focus on worker and patient health and safety
    • Provide them with the tools they need to do their job
    • Foster loyalty with a positive working environment
    • Offer mentorship and career paths
    • Maintain open lines of communication

 

Value your staff, show them appreciation, and treat them as the essential workers they are. Need more ideas on how to improve your recruiting process?

Need help with interviewing?

Need new ideas on retaining staff?

You can buy our recruiting and retention program right here!

 

Keep Helping, Keep Serving,

Cheryl Pelekis, RN “The Solutionist”

Cheryl Peltekis, RN “The Solutionist”

As the calendar year draws to a rapid end, many of us are eager to have 2021 be in the rearview mirror. The fourth quarter is the time of the year that sales teams start to plan for the upcoming year.

Like most sales executives, you are focused on using the precious few selling days between now and year-end. Unfortunately, you are also tasked with creating your 2022 business development plans. Hopefully, this guide will help you make it with a little more ease.

The most important thing to know before anything else gets done is what you will be responsible for next year.

What is your mandate?

What are you accountable for accomplishing?

Are your bonuses structured for 2022?

What will make your boss pat you on the back and proclaim you are a rock star?

 

First things first, nail down the goals of your VP, CEO, CFO, COO (whatever the title you report to), so you understand what they expect from you!

    • What growth goals have been set for the company?

    • What part of the growth goals are you and your team are responsible for?

    • What services will be emphasized?

    • What markets will be targeted?

    • What major sales initiatives will be started in 2002?

 

Ideally, there is a well-structured plan or system for setting and hitting the company’s goals. A strong plan provides you with the direction to build action steps to hit 2022 goals. Once you have the goals set, you need to think about the overall framework for planning.

Start building your Strategy!

 

Strategy is all about how. It is how you are going to achieve those goals that are primarily dictated by your leadership. They could include things like:

    • Key Accounts to target

    • Growth percentages

    • Growing Gross Margins by seeking certain client / Patient types that have higher reimbursement

    • Improving public image by doing more community events

    • New products / program launch

 

Structure:  Structure follows Strategy. Structure describes the pieces related to how your sales resources will be organized, distributed, layered, and compensated.

    • Territory management and expansion

    • Inside sales development

    • Sales Budget

    • New and expansion business (Hunters/Farmers)

 

Sales:  This is where you want your most valuable resources, your clinical team, to benefit from the new business coming in the door.

This is the time of year to have your sales reps have a virtual meeting with the caregivers providing services in their market space and discuss what doctors do they want more patients from? What is the best facility for them to work with?

When you support growth where the clinical teams what to do business it is a win-win for everyone. You can also suggest that the sales executives take the clinicians out to meet the accounts! These meetings can be remarkably successful.

    • Training needs for 2022: consider new product training

    • Resources for 2022 such as promo items, marketing materials

    • Compensation and Quota setting for 2022

    • Reward and Recognition for 2022

 

People:  Your organization will succeed or fail based on the strength of your people. You need to plan on recruiting and retaining exceptional clinical talent. To hit growth projections, you need additional clinical team members to grow!

    • Recruitment Process Improvement Program

    • Retention Program and Committee

    • Allocation for the budget to include additional recruiting

    • Orientation programs that produce highly qualified staff

    • Ongoing personal development, training, and coaching

 

Process:  Process is at the heart of getting things done. A good process removes friction! Process is not a bad word.  Process makes getting to your goals easier.

As you start to think about next year, start looking around your organization and ask, are the current processes making things easier or more difficult? Could we make changes that would save us time? What needs an upgrade?

Stop and take the time to evaluate your existing processes and determine if they are going to help you achieve your goals or create another problem that needs to be fixed? Could you onboard 40 new employees a week? If you can’t answer that with a resounding YES, then you need to fix your onboarding system. (see our recruiting and retention program here)

Build Your Roadmap To Hitting Your Goals

# Step One:

Start by listing each category, Strategy, Structure, People, and Process. Under each category list the appropriate measures that apply in your organization.

# Step Two:

Scan down the list of measures and identify what components are currently out of alignment with your 2022 goals.  They are the ones you need to allocate more of your time to get them in alignment or you will set yourself up for failure.

# Step Three:

Now it is time to assess each of the problem areas based on some key metrics.

 

    • Complexity: Challenges are associated with timing, resources scarcity, or cultural barrier from within the organization’s leadership. Use a ranking system 1 – 10 where 1 is an easy fix, and 10 will require specific efforts and buy-in from all levels of the organization.
    • Impact: This refers to the positive effect this initiative would have on attaining your goals if time and energy were invested.  Here you are trying to assess how much benefit you would gain by focusing on this process issue. Again use 1-10 scale where 1 means focusing here would barely move the needle and 10 means it would significantly impact your year.

# Step Four:

This is the most challenging part of the planning. Since we all know there is never enough time or money to do everything we want, it’s time to prioritize all of your potential initiatives. Start at the top of your list and assign each potential initiative a letter grade of A, B, or C.

An “A” means this initiative is critical to your success, and you will unlikely reach your goal if this is not addressed.

A “B” means important but not essential, and “C” refers to something that, in all likelihood, will have to wait for another year.

 

Be careful here – the usual tendency is to rate most or every this as an “A”.

 

Unfortunately, you need to be brutally honest with yourself here. You may need to go back over the list a couple of times, but you should aim for an even distribution of As, Bx, and Cs.

 

I made you a quick spreadsheet that you can download and make your own. Download 2022 Business Development Guide Here!

# Step Five:

 Create the Plan: Goal #1

Initiative 1:
TACTICS LEAD/SUPPORT TIMELINE SUCCESS MEASURE
Initiative 2:
TACTICS LEAD/SUPPORT TIMELINE SUCCESS MEASURE

 

Execution is a systematic process of rigorously discussing how and what, questioning, tenaciously following through, and ensuring accountability.

It includes making assumptions about the business environment, assessing the organization’s capabilities, linking Strategy to operations and the people who are going to implement the Strategy. Synchronizing those people and their various disciplines and aligning rewards to outcomes.

It also includes mechanisms for changing assumptions as the environment changes and upgrading the company’s capabilities to meet the challenges of an ambitious strategy. In its most fundamental sense, execution is a systematic way of exposing reality and acting on it!

Be successful in 2022! Have a plan and execute it!  If you find that your plan includes having a sales team, don’t forget that we can be your sales manager!

Want to learn more email Mike@homecaresales.com or reach out to me directly at Cheryl@homecaresales.com.  We are here for you!

 

Keep Helping, Keep Serving,

Cheryl Pelekis, RN “The Solutionist”

Cheryl Peltekis, RN “The Solutionist”

Today I took a call from an owner who started out with this statement, “I’m at the end of my wits with my sales team.”

Yesterday the owner said something like, “I can’t help my sales representative get any further.”

Over the last month, I received several calls from owners who stated:

    • We never got our referrals back to Pre-Covid levels”

    • “I can’t help my team”

    • “I’m all out of ideas”

    • “I don’t have the time or energy to manage a sales team”

So many agencies feel the same way!

It is hard work to grow an organization. It is hard work even when you have a home health company and they get referrals from their own rehab centers.

Over the last year with Covid, many seniors opted not to replace that knee or hip and as a result, their facility beds were empty.  No self-referrals.

So their CEO’s call me and say:

    • My sales managers aren’t producing referrals anymore.

    • My sales reps can’t get in to see referral sources so how can they get referrals.

My answer is always the same.

Let Home Care Sales Manage your sales reps!

 

If you have a large team (over 5 reps) or a small team (4 and under) we have a sales management program that solves all your problems.

You see, we learned what works by doing it. We are able to support your team with sales management or sales support with our weekly sales messaging.

If they need training we got that too! Want to use some of your Covid dollars? Hire us to come on-site and teach our Covid proof sales process that delivers results. My company is one of the fastest-growing providers in my entire state! Our clients are growing by leaps and bounds!

If you are feeling frustrated by your salespeople let us take care of you!  Let us coach/train and manage for you at the fraction of what it would cost you to hire a full-time sales manager!

Email Mike@homecaresales.com or reach out to me directly at Cheryl@homecaresales.com.  We are here for you!

 

Keep Helping, Keep Serving,

Cheryl Pelekis, RN “The Solutionist”

Cheryl Peltekis, RN “The Solutionist”

 

I spent a few weeks exploring Europe with friends that I met at a conference back in 2005. It was a trip of a lifetime. Milan fashion week, Switzerland and its magnificent Alps, spectacular Lake Como, Austria, and Budapest with three days in Venice!

 

I posted a few of the photo’s so my kids could follow us on our magical trip. One of my clients sent me a text message asking me this question.

“IT LOOKS LIKE YOU ARE ON AN AMAZING TRIP.  HOW DID YOU TRANSITION FROM BEING A NURSE TO BEING A SALES EXPERT?”

 

 

I had my phone reply to all my texts that I was out of the country, so I had a lot of time to think about my answer. I wanted to share what I came to realize.

What is Nursing?

For me, nursing is working with a deep passion for helping others.

What is Sales?

For me, sales is working with a deep passion for helping others.

Purpose of Nursing

21st Century nursing is the glue that holds a patient’s health care journey together. Across the entire patient experience, and wherever there is someone in need of care, nurses work tirelessly to identify and protect the needs of the individual.

My Purpose for Sales

21st Century selling in the post-acute environment is the glue that holds a patient’s health care journey together. Across the entire patient experience, and wherever there is someone in need of care, sales reps work tirelessly to identify and protect the needs of the individual.

Nurses Are…..

Prepared with knowledge

Sales Reps are too!

What causes people to act or change?

Nursing taught me that only two things every drive change in a person’s habits: pain or fear!

Learning that allowed me to apply that principle and use it when out selling. Tap into a prospecting account’s fear or pain, bring them the solution, heal them, and get their business!

Nursing taught me to be PERSUASIVE!

Sales work requires me to be persuasive!

Nursing taught me to be relentless. I will never forget my first time doing chest compressions on a young man in his 50’s (now that I’m in my 50’s, they are young) and the doctor saying, “Okay, let’s call time of death.” My response was just a few more minutes, and the patient made it.

Now I tell my reps, be RELENTLESS and complete weekly sales calls for 8-12 weeks, and you may win the battle.  Sales reps keep gaining new accounts and growing the number of referrals weekly.

So maybe nursing has made me a better sales leader.

Maybe learning how to care for a patient has evolved me into a nurse who can sell.

Or perhaps Sales People are just hero’s too! I’m so grateful to know so many who are!  Thanks for the text!

 

Keep Helping, Keep Serving,

Cheryl Pelekis, RN “The Solutionist”

Cheryl Peltekis, RN “The Solutionist”

One of the biggest challenges your organization faces is in getting enough referrals for the company to remain profitable. Many times, organizations think they can get enough business from just websites and word of mouth and I will tell you, these are the ones that typically don’t succeed.

If you look around at the top 5 organizations in your market, I guarantee you that they have a sales representative or a team of sales representatives. If you ask agency leadership, “what is the biggest challenge your sales representatives face today when trying to gain new business?” The answers are usually the same.

1.  Staffing.

2.  Having a Sales Rep that can get past the gatekeeper.

3.  Gaining relationships with the hospitals.

4.  Contracting with insurance companies.

5.  Leadership can’t relate to sales team personality and demands.

Today I want to share with you a few tips so you can get past the gatekeeper and gain more private duty, home health, and hospice referrals.

Here are your 5 tips to learn how to overcome the 5 Challenges:

 

1.  CHALLENGE: Staffing.

Buy the Recruiting and Retention program. One tip from the program will be worth 10X the cost. So many companies waste money by placing ads that aren’t effective. So many ads are placed and potential candidates are lost to a slow culture at an organization. This program will help you evaluate your current process, and give it an upgrade!

2.  CHALLENGE: Having a sales rep that can get past the gatekeeper.

If your sales rep can not get to the referral source they can’t build a relationship that produces referrals. We got you! Buy the High-Performance Sales Academy! This program teaches not only a repeatable, successful sales process but how to get past the gatekeepers to put it in action!

3.  CHALLENGE: Gaining relationships with the hospitals.

Hospitals can be a real challenge to gain access. In fact, we teach a whole class on how to access the hospitals in our High-Performance Sales Academy and spend time role-playing out the situations every month on our group coaching calls and really take the sales reps through all the what-if scenarios. You may also need to get a vendor clearance and your organization may also have to purchase in referral exchange EMR’s.

However, one way that almost always works, and it doesn’t require any special referral software, is to have your sales representative go visit any of your active patients that get admitted to the hospital. The sales representative can go visit the patient and after they see the patient, stop at the desk and ask them to page the discharge planner that has your patient’s room assigned to them. When the Case manager arrives, you now have a chance to do your qualifying sales call and find out if this hospital discharge planner has both the willingness and the ability to refer to your organization.

You want to be prepared to ask several questions so you can then easily position your organization to obtain referrals.  Here are a few examples of what I would ask. All of this is also taught in our High-Performance Sales Academy and more!

    • What agency do you currently refer most of your patients to? This question typically gets an answer that is something like: We offer patient choice, or we provide the patient with a list.
    • Can you show me if my organization is on your list?  If you’re not on the list, you can write a letter to the hospital corporate compliance officer to request to be on the list.  If you are on the list, you can say something like “Great, I’m so glad that you offer freedom of choice.
    • Could you share with me: What criteria you use to help your patients receive guidance on selecting an agency from the list? How do they know what providers are great at wound care? Or How do they know what providers take their insurance? Or how do they know who can provide 24-hour care at home?
    • Can you share with me 2 examples of when you had to refer a patient to a different provider than your preferred provider?
    • How often do you have to give a referral to someone other than your preferred providers?
    • Do you have trouble getting services provided quickly in any of the counties?
    • Could you share with me 3 things that you love about referring to your preferred agency?
    • Could you share with me 3 challenges that you have experienced in working with your preferred provider?
    • Would you be willing to try my organization if I can solve any of your challenges?
    • Is there someone else that is going home today that is just like my current patient, Mrs. Jones that I could also provide care to?

4. CHALLENGE: Contracting with Insurance companies.

Here is a secret. The busiest agencies in ton don’t have to chase after the insurance contracts. The insurance companies approach them to become a provider.

You see, when an insurance company comes into your area, they go to the hospitals and get them to become a provider. Then they ask who do you refer to? They get contracts with all the post-acute care preferred providers.

If you are not currently getting hospital referrals, you will probably be overlooked.

If you want to find the insurances that are providing care in your town just shop as if you are looking for insurance in the zip codes that you provide care. Here is the link to find the information Find Medicare Insurance Providers.

5.  CHALLENGE: Leadership can’t relate to the sales team.

I could go on for days talking about leadership failures when it comes to supporting sales reps. I myself as an agency owner have made many! Thankfully I have learned so much over my 28 years as a professional working in post-acute care.

Sales teams are like herding cats. They are loud, demanding, and want everything yesterday! If they weren’t they wouldn’t be successful. Now, of course, we have some really nice, people who are super successful too.

Often, it takes a strong personality to get past gatekeepers, and if you are not a strong personality, we have our Orientation and High-Performance Sales Academy that will teach you how to do it and still be your true authentic self.  But building a culture that supports sales is critical.

 

If you are an executive or owner and you just are exhausted managing your team, we got you! We are now managing sales teams around the country! We have expanded our team and hired a new incredible sales coach to support us.

Home Care Sales has grown so much over the last few years! We are prepared to expand even more over the next few years! Our sales management includes everything you need to go about your work of getting patients cared for while we take over the daily management of your sales representatives.

We include pdf flyers (personalized for your organizations), sales messages of the week with trigger questions, and all the teaching and coaching your salesperson wants or needs! What to learn more? Set up a time to meet with Mike@homecaresales.com (you can jump on his calendar here).

Melanie and I care about your success. We are on a mission to help every patient that needs and deserves care to get identified for services!

 

Let us help you by having you join in working with us!

Cheryl Pelekis, RN “The Solutionist”

 

 

Cheryl Peltekis, RN “The Solutionist”

There are plenty of jobs these days, and candidates have the power to pick and choose. You need to make candidates feel wanted and enthusiastic about your company. Otherwise, they will quickly find another one that does.

The interview process now is as much about the potential employee sizing you up as you, sizing them up.

The world is getting faster. Your customers are expecting you to deliver yesterday, and your competition is quickening.

The best talent is used to moving quickly, and they want to work with ambitious, innovative, and fast-moving organizations. If you can’t hire quickly, not only do you lose time and money within the business, but you may also lose great candidates to more agile competition.

Worst of all, you will gain a reputation as slow-moving, bureaucratic, and backward thinking.

 

If you can’t keep up, you will find yourself at the back of the pack. If you know that your organization is slow-moving, for example, you place an ad to hire aides, and then the person who is responsible for reviewing the applicants is on vacation for a week, you probably wasted your money placing that ad.

I interviewed several RN’s and asked them what made them leave where they were working. The number one reason that nurses have left their place of employment is overworked. Having the nurses do too many patients visits per day makes them burn out fast.

So, what’s the solution?

 

Do we turn down business? What can you do to keep staff while you are trying to hire and orient new staff? How do you increase the speed of hiring?

These are the questions that we want to answer for you! That is why we created our Recruiting and Retention Program. You can buy our recruiting and retention program and get instant access right now!

 

Keep Helping, Keep Serving,

Cheryl Pelekis, RN “The Solutionist”

 

 

Cheryl Peltekis, RN “The Solutionist”

In most cases, people wouldn’t bat an eyelid if you’d use the word teaching instead of coaching or vice versa. And why would they?

They both seem to mean the same thing. That is, instructing a student. By nature, however, they both fulfill different roles and serve other purposes.

Teaching (Sales Process, Orientation to the industry)

As we already know, teaching is the imparting of new knowledge or instructions to someone else. 

A teacher is a subject expert who imparts wisdom, an experienced professional. However, the line between a teacher and a coach is drawn at their relationship with the student.

Teachers help students learn, and that’s the end of it.

Teaching is focused on imparting knowledge and learning, where the teacher is in charge of the interaction. It has little to do with the student as an individual.

Teaching a sales process falls flat on gaining a referring producing sales professional unless you add coaching.

 

Coaching (Discussing real challenges, offering guidance beyond the “know-how”)

Coaching is taking what you learned from the teacher and applying it to everyday work in the field as a sales professional. Coaches focus on the development and guidance of sales representatives. In a way, coaches help students grow as individuals, enabling students to refine their skills and find direction.

Coaches, just like teachers, guide a change in students, be it through education, knowledge, or advice. However, here’s where the critical difference lies: the student entirely dictates a coach’s guidance.

Coaching is about helping the student bring out what they already have or know. And that’s how coaches help students change without dictating the change themselves.

This is why our sales management is so effective.

We have brought both the teaching and the coaching under one program to deliver incredible results. Just last week I heard from one of our clients who used Home Care Sales for both teaching and coaching their sales representatives. 

They started on their journey by having me come to their organization, where I taught the High-Performance Sales Academy. Then the owner invested in coaching their team.

Last week their sales manager reported that by adding our sales management, and road map to referrals, they have grown by 50% over the previous year! 

Teaching guides with knowledge and advice acquired by the teacher, coaching guides with knowledge and advice, which is based on the individual.

So is a coach a teacher or a teacher a coach?

Well, no. They can’t both exist at the same time. This distinction that we’ve just established is less about discriminating between the two and more about understanding and appreciating the ‘coaches’ in our lives. Nonetheless, it’s essential to understand that teachers are still facilitators of knowledge. Ideally, it would serve the world better to have more coaches than teachers, but that is just an indicator of the flaws of our current system. 

Coaches can help bring out the best in sales representatives. Now our sales management provides both the teaching and the coaching together. But we didn’t stop there. We added accountability.  

  • We have the sales representative complete an expectation document that we developed with the owner/administrators.
  • We provide a CRM to document the High-Performance Sales Process in your sales calls, automate weekly sales call purpose, and trigger questions.
  • We provide coaching to personalize navigation through complex sales challenges.
  • We have combined the industry’s top sales teaching for the first 12 weeks in conjunction with expert coaching to overcome any obstacles.  

As a profession, we’ve probably underestimated the value of those who call themselves coaches. This is not to say that we haven’t misunderstood many teachers, who may have actually coached us.

Coaching is a cycle. The job doesn’t end after instruction. Coaches begin by teaching students; they then observe how and what the students learn and then re-evaluate the teaching approach to provide a better understanding.

What does it mean for the post-acute care community?

Whether you refer to them as teachers or coaches, not much changes. Cheryl (Me) and Melanie are both naturally equipped to help your sales associate learn and master how to manage referral sources. If you want your sales representative to start driving in referrals sign up here for our sales management done for you program. It takes teaching and coaching to the next level!  

 

Keep Helping, Keep Serving,

Cheryl Pelekis, RN “The Solutionist”

 

 

Cheryl Peltekis, RN “The Solutionist”

There comes a time when every agency needs to hire a new sales manager.

The owner or administrator can’t keep up with the sales rep’s needs for support, knowledge, and continued motivation.

Let’s be honest some salespeople are big kids with unmanaged ADHD. Their attention spans last a whole 30 seconds.

Let me share the top attributes to use as a guide to follow to ensure you have the right sales manager in place. According to an article in the Harvard Business Review, salespeople have several recognizable attributes.

Below I have laid out my summary of the key attributes that make a salesperson successful.

Here is the summary:

Focus on hitting goals. Evidence has shown that great sales leaders keep their team focused and moving forward with a sense of urgency, regardless of the circumstances.

That is why our Sales Management Done-for-You includes a weekly reporting on hitting goals. Unless your team knows what goals they need to hit, they run around with no target in sight.

Accountability. Seventy-five percent of high-performing sales managers agreed that their salespeople are consistently measured and held accountable against their quota. The leaders establish this culture using a “carrot and stick” psychological approach that sets up a competitive environment.

Accountability is why home care sales management done for you includes a CRM powered by “Playmaker Health.” Having iron grip control of the reps begins with responsibility.

Using our CRM allows us to set up a competitive environment with representatives competing not just within their organization but nationwide for recognition on a bigger stage! Essentially, the command instinct is responsible for creating the peer-pressure and attention-seeking environment that eliminates complacency.

Sales Educator. Sales Management is a mentorship-based profession, and a key differentiator of great sales leaders is their ability to dispense tactical sales advice. The practical knowledge gained from the experiences of participating in sales cycles and managing salespeople—is directly associated with their success.

Sales Process-Driven. Forty-three percent of high-performing sales managers responded that their sales process was closely monitored, strictly enforced, or automated, compared to 29% of underperforming sales managers. Forty-four percent of underperforming sales managers indicated they had a nonexistent or an informal, structured sales process.

That is why Home Care Sales has developed and has a proven sales process. The High-Performance Sales Certification is earned by each sales rep that we place in our sales management program.

Coaching adaptability. Home Care Sales managers understand the many different learning needs of individuals. That is what makes our sales management so successful. We make sure that we hit all the buttons that impact visual learners, auditory learners, doers, and thinkers—we deliver learning content via live pieces of training and coaching sessions.

Also, we provide content in the written word and video. Reps and managers join our coaching sessions with role-play scenarios to work through. See one, do one, and teach one! Become a success with Home Care Sales Management!

Strategic leadership. All sales leaders are battlefield commanders who must devise the organization’s sales strategy to defeat the competition. This requires plotting the best course of action to maximize revenue using the most cost-effective sales model.

Great sales leaders possess the knowledge to correctly deploy field or inside salespeople, segment the market into verticals, and specialize sales teams by product or customer types. This helps explain why there was a 51% quota performance gap between high-performing and underperforming sales leaders last year.

High-performing sales leaders reported an overall average annual quota attainment of 105% compared to 54% for underperforming sales managers.

Conclusion:

The sales team is unique and unlike any other department of a company. The best sales organizations have strong leaders who exercise control and establish the code of behavior that all team members must abide by. They employ their experiences to determine strategic direction and coach team members individually.

Most importantly, they know how to keep the team on track and focused on winning.

If you are ready to have a sales team that exceeds expectations, then email Mike@homecaresales.com or go HERE to have your rep managed by HCS

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Keep Helping, Keep Serving,

Cheryl Pelekis, RN “The Solutionist”