The top 50 in sales lead management: Who do you pick to be on the list?


Don’t miss your opportunity to vote for your top three candidates to be among the “50 most influential people in sales lead management” in 2011.

Vote Online

Why? Because the Sales Lead Management Association (SLMA) is closing the polls at Midnight Pacific Time (UTC-8) on Wednesday, November 30th.

Both members and non-members can vote.

So why don’t you click this link to cast your votes right now? 

http://salesleadmgmtassn.com/50most2011/top50_vote.htm

Jeff Ogden of Find New Customers is proud to be included among this year’s nominees, and I sure would appreciate your vote.

Thank you.

Lies, Damned Lies, and Statistics


Don’t believe everything that companies tell you.

Hubspot email

Very impressive email, HubSpot. You obviously worked hard on it. One small problem – it’s not true. Those numbers are fabricated. Someone outed you in post entitled Lead Generation : How Some Marketing Software Firms Stretch the Truth.

Laura Ramos, formerly with Forrester Research and now with Xerox actually downloadedOver-Selling and read the survey. She was impressed with the quality of the study – better than most she had seen. “But what bothered me was how the vendor-sponsor exaggerated the results to a degree that I felt were unnecessary.

Laura recommends people look at three things when reviewing vendor claims:

  1. What the base? – How many participated in the study. The HubSpot headline claims 5,000, but the survey had 214 respondents and most were small companies.
    Where did 5,000 come from HubSpot?
  2. Does the headline stand up when you scrutinize the data? – You need to compare the headline to the details. For instance, small numbers and lack of time frame can skew the data. The study results (page 12) show that 83% of the respondents and 32% of those show their leads increased 50%. But who are those respondents and how long did it take to get those results? That important data was omitted.
  3. How credible is the source/authors? – Who wrote the report? Are they experts or not. In HubSpot’s case, it appears that the report was done by two MBA graduate degree candidates. While they did a fine job, does this give Hubspot the right to link the MIT brand to the report? That is quite a stretch.

The bottom line is that marketing automation is highly competitive and vendors find very tempting to highlight customer results to catch the eye of busy marketing executives. But don’t believe everything you read. Successful B2B marketing today is hard work, and requires great processes and awesome content. As Laura says, software should be a distant fourth on the list. And we at Find New Customers agree with Laura.

What do you think? Do you know of vendors who skew the data? We love comments.

Jeff Ogden (@fearlesscomp) is the President of the B2B lead generation consultancy Find New Customers. Find New Customers helps companies dramatically improve revenue results by transforming the way they attract, engage and win new customers. Contact Find New Customers by calling (516) 495-9350 or sending an email to sales at findnewcustomers.com.

How Much Is Too Much?


B2B Demand Generation | Guest Post by Henry Fitzerald

As customers, we hate logging into our email and seeing that we’ve received 19

Henry Fitzgerald

Henry Fitzgerald

messages in the past three days from Preston’s Dry Cleaners. That’s just not acceptable.

But, on the other hand, sometimes we’re looking for info or coupons from our favorite brands and realize they haven’t sent out an update all month.

How do you know if your business is using its email marketing campaign effectively? There are general rules of thumb for email marketing, but depending on your brand or intended audience, those rules may or may not be true.

How do you know if you’re not keeping customers in the loop and, more importantly, how do you know how much contact is too much?

1)    Gauge Engagement Level: One of the best ways to tell if your email marketing campaign is doing too much or not enough is to check on the engagement level of your audience. Are people using the coupons you’ve sent out? What is your intended audience looking for? If you’re not providing the services they want, engagement level will be low. When it comes to engagement level, remember that less is more. One in three consumers are using email now more than ever and 85% consider their mobile email to be highly important, but only 20% find mobile email as easy to use as on a computer. These stats mean that while many consumers are engaging with your brand while mobile, many others are not. Knowing facts like these about your audience will help you build an email marketing campaign that is relevant, which will drive consumer engagement upwards.

If consumers are actively engaging with your brand, you are doing something right. Continue to send emails with the same frequency, lessen or increase it and track the results in engagement level. If people are displeased, they’ll engage less. If they’re pleased, they’ll engage more. Use these findings to help establish a routine and frequency for your email marketing.

2)    Track Effectiveness and Cater to Needs: The design process for your email marketing campaign will likely be ongoing. What you try at first may not work forever, and you’ll stumble upon new methods. Always take a moment to assess the effectiveness of your current strategy and stay open to the possibility of changes. Don’t be too stubborn or stuck on your initial concept. The ability to adapt doesn’t always come naturally, but can be the saving and selling point of your business.

Ask for Feedback: Your customers are the most valuable tools for success. Include a link to give feedback on your services, emails or general comments. They’ll tell you what’s working and what’s not. They’ll tell if you’re sending too much or too little. A lot of times, customer feedback is overlooked, but really, it’s one of the most important aspects of marketing. If your email marketing campaign is irritating your customers instead of benefiting them, it would be nice to know before it’s too late.

Bio: Henry Fitzgerald is a technology consultant based in Seattle. Focusing on software development to innovate business strategies, he enables innovative companies, including startups, to run more efficiently and best discover and fulfill client needs. When not geeking out over the latest gadgets and technology news, Fitzgerald blogs at http://www.technected.com, cheers for his hometown Tampa Bay Rays, and enjoys sailing.

How to Find Real Talent (Go Beyond the Resume)


Resumes are poor predictors of people performance.

Even the most rigorous interview process and entrance exams can only provide a small snapshot of how a person performs in an organization.” Christopher Collins, Cornell University School of Industrial and Labor Relations. (in an article in the WSJ about how companies try to lure back former employees.)

Help Wanted

LeadershipIQ found the vast majority of new hires were so-so and almost as many failed

within 6 months in their article:

Companies Are Doing a Lousy Job of Attracting Great Talent

Just a tiny group were “exceptionaL” But if resumes don’t predict the future, what does?

Dan Paulson of InVision Business Development wrote this great post. (We reviewed his new book on company differentiation, Apples to Apples, here.) Learn more about Dan here.

We share a brief except here, but we invite you to read the full article at How to Find Real Talent

By Dan Paulson

Believe it or not, there are still companies that are hiring.  As they seek out talent, there might be some things that surprise you.  I was reminded of this after viewing a recent article in the Wall Street Journal Small Business (http://on.wsj.com/best_recruits).  Our best talent often isn’t the person with the best technical skills.  Instead it is the person with the best attitude. (Amen, Dan. Can you find “attitude” on a resume?)

Here are Dan’s recommended steps:

  • Determine desired behaviors - what would you like the candidate to do (behave)?
  • Conduct interviews around past experience - not hypothetical. Focus on real activities.
  • Using assessment tools - one more approach, but don’t rely on it too much. Only use it to validate facts or behaviors
  • Let them work with you - have them work with your staff for a few days and pay them for their time. Let your staff analyze them.
  • Look for measurables - look for results. What has this candidate produced?
  • Establish strong communication - set clear expectations and follow-up. This is an area where most companies fail.
Studies have shown that most new hires are so-so, and a lot fail. But very, very few are exceptional. Dan’s great advice here will help you find exceptional candidates.

Read my blog on Kindle

Jeff Ogden (@fearlesscomp) is the President of the B2B lead generation consultancy Find New Customers. Find New Customers helps companies dramatically improve revenue results by transforming the way they attract, engage and win new customers. Contact Find New Customers by calling (516) 495-9350 or sending an email to sales at findnewcustomers.com.

“If more companies listened to (Find New Customers) a lot more would be sold.” Dan McDade, Pointclear.