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In our clients' own words

The success of our clients is what speaks volumes for us

LEVI, RAY, & SHOUP, INC

John Howerter

How has Bob elevated your key employees?

Bob has done a number of personal coaching sessions for key people in my organization around the world. People that I wanted to invest in, people that I thought could gain perspectives from Bob’s experience, people that could learn about what made them tick from Bob’s observations of them first through the Devine Assessment and also just through his experience in coaching other people.

How has Bob's analysis using the Devine Assessment strengthened your hiring process?

I’ve had a number of occasions where Bob described people after we had interviewed them based on the results of the Devine Assessment and it was like if you were a psychologist and you had interviewed them, you could not have been more accurate. And he just did it through the Devine Assessment

How have Bob's recommendations enhanced your bottom line?

Over time, and over seeing these, and over reviewing them after I knew the people, and over taking some of the recommendations of the development report, and applying them to myself, getting some of the books, I’m like “This is the real deal. It just is.”

DREAMMAKER BATH & KITCHEN

Curt Trampe

How has Bob helped to improve your sales management process?

I really use Bob as far as an extension as far as sales management goes. We’ve got two other salespeople besides myself, and I can’t do everything in a company our size. So that’s one of the things that I’ve sort of delegated over to him.

What tools has Bob provided to help you better understand your customers?

The wisdom I see in the Sandler process, is that we’re trained to shut up and ask questions, and to find out more about the individual- what’s driving their pain, motivating them to buy, and the cool thing with that is that we’re able to provide a lot more pointed solution to whatever that pain may be. So it just really makes sense.

How has Bob helped to improve your sales management process?

And we’ve got to have salespeople on board that understand that because they’ve got to feel good and establish the value of what we do bring to our clients and be willing to ask and trust that that value is going to be there in the experience that they’re going to have in doing business with us. And Bob helps us to really hammer home the value of that experience and to reflect on that and really solidify that, so that’s huge for us.

What is the best part about working with Bob Barber?

The cool thing with Bob is that not only is he concerned about your sales and your bottom line and your revenue and those kinds of things, but he’s also done a ton as far as working with our employees on the personal side of things. So areas that are road blocks to being all that they can become, you know that plays out at work as well. So that’s been a natural progression that’s played out very well- having Bob work with our employees.

HPR MARKETING

Wally Hamlin

Are you frustrated with your current hiring shortfalls?

About 5 years ago, we had enough of not hiring the right people. When we looked at our financial statement at the end of the year, it was an ungodly amount of money we spent on people that were no longer there. That’s when we said, “Hey, I’m going to Bob at Sandler Training and I’m going to ask for his advice.”

How can you relate to Bob's 'hire slow and fire fast' methodology?

We never had an onboarding program set up to where we could exercise Bob’s thoughts of “hire slow and fire fast.” So what we would find ourselves doing is giving people the benefit of the doubt. And we’d always try let’s keep them another month, another month, another month. And obviously, what we didn’t realize is that over a 6 month period they should have been gone after 30. If we had a process, they would have been. So we keep them 6 months long, it affects the morale, they begin to communicate with our customers, it affects our customers because now they begin to see the turnover.

How has Bob reduced the cost of turnover for you?

When we finally decided to look at what turnover cost us, there was no line item on our PNL statement, and we got serious about what the real cost was, that’s when we hired Bob. And the return on investment has been absolutely incredible. Where we used to hire somebody and 6 months, 8 months, a year down the road, we’d finally realize they’re the wrong person, now with our new onboarding process and the way we do things, we know within 90 days.

THE EVENT EXPERIENCE

Anthony Petersen

Why did you decide to work with Bob Barber?

When I first started working with Bob, I was at a point where I had been successful, had achieved some goals, but I felt like I was stuck in a loop. That no matter what achievements I had, I always ended up back at square one, restarting and it felt like rebuilding time and time again.

What key elements have you learned working with Bob?

Through working with Bob and becoming more aware of myself, I was able to define “what do I want” and “how do I want to work” and “how can I make this company work for me the way that I want it to.”

How has your hiring process changed since working with Bob?

So with working with Bob on my hiring process, it really helped me to streamline not just the positions that we were hiring but it helped me identify the characteristics of the people that I was looking for. So that when they started with us, Bob and I developed an onboarding procedure so that we had identified the skills that they needed to learn right away.

What is the biggest benefit in working with Bob?

Our biggest benefit since we’ve started working with Bob- the big picture is we’ve really figured out a way to do more business with less people, in less time, and we’re having more fun doing it.

Paul's Machine & Welding

Keith Cler

How has Bob at Sandler Training affected your sales process?

Bob works with us on our hiring process. I believe he’s a key component for our company when we hire salespeople. We have hired several salespeople and I believe the success of that comes from analyzing, interviewing, he plays a key part in our hiring process.

How has Bob implemented change within your organization?

In the hiring process, when we talk about training, it’s often looked at as a benefit. By the applicant, they typically look at “so you provide training” and I’ve never had a negative response to sales training by an applicant. I would say that they view that as a benefit to them.

What is the key to your growth since working with Bob?

Bob has helped us on a personal level and also on a professional level. I believe it’s been a key to our survival and growth in our company.

Samuel Hoff

Patti Engineering

Industry: Engineering

Samuel Hoff, Executive Vice President of Sales and Marketing for Patti Engineering, talks about how his company’s sales more than doubled after Sandler sales training. “In 2007, we were a bunch of really good engineers and really bad salespeople; now we’re the same good engineers but we’re a lot smarter about the sales process.” In 2007 the company did a little less than $3 million in business and spent $1.10 for every dollar it made. Last year it did $7.5 million in business and spent 88¢ for every dollar it made. “My personal income is seven times what it was in 2007,” says Hoff. “That’s living proof of the success of Sandler.”

Ken Harris

Health o meter

Industry: Healthcare

Ken Harris is Vice President of Sales and Marketing for Health o meter, which manufactures devices for the medical community. He describes his history with Sandler, which spans 15 years and four companies. “Sandler is the one process I’ve seen that puts customer behaviors and salespeople behaviors together to help the customer in a way that ends up helping the company.” Harris uses a sports analogy to describe the impact of a great system, whether in college sports or sales training: “In a college team, turnover is every four years by definition, yet dynasties exist because they have good systems. Sales is also a skill set that needs to be constantly honed and, for me, Sandler is the only method that provides that level of consistent and intimate training.”

Roy Cook

Merrill Lynch

Industry: Financial Planning

Roy Cook, who works with Merrill Lynch to help clients strategize their retirement plans, explains his mindset when he started Sandler training. “When I was introduced to Sandler I didn’t think I had any problems,” he says. He did have problems, though, including the lack of a systematic approach to generating new business. “Sandler has a very logical, very cerebral approach to sales. I saw more than 20 percent growth in my business year after year. Some of that I attribute to the market, but a lot of it I attribute to the Sandler process, with me implementing it and working more efficiently.”