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The Rocket Farmer. Com
"Why do so many automotive buyers not like dealers so much? My clients typically love me!"
"WELCOME TO THE ROCKET FARM!"
ADVANCED SALES COMMUNICATION SKILLS TRAINING & PROCESS DEVELOPMENT
Robert Harrington's Non Confrontational and Consultative Sales Approach
Robert "Rocket" Harrington
"Whose ruler is BIGGER?"
(Well... YOURS IS... of course!")
(BUT WHAT ARE YOU REALLY MEASURING?)
HOW DO YOU MEASURE YOUR MULTIPLE LEAD SOURCE EFFECTIVENESS?
HOW DO YOU MEASURE YOUR ADVERTISED COST PER LEAD PER SALE?
HOW DO YOU MEASURE YOUR LEAD CONVERSION TO SALE RATIOS?
HOW DO YOU MEASURE YOUR INDIVIDUAL CLOSING RATIOS?
HOW DO YOU REINFORCE “PROFITABLE BEHAVIOR” WITHIN YOUR
STORE BY YOUR MANAGERS AND SALES FORCE?
HOW DO YOU RETAIN QUALITY MANAGERS & SALES PEOPLE WHO BUILD
LONG TERM REPEAT & REFERRAL BOOKS OF BUSINESS?
HOW DO YOU KNOW THAT YOUR CURRENT TRAINING AND H.R. DEVELOPMENT
PROGRAMS REALLY WORK?
(“NO BRAINER”) SUBSCRIPTION BASED DEALER HUMAN RESOURCE & CAREER DEVELOPMENT TOOLS
- Introductory Monthly Flat Fee Subscription per Store
- Non-Competitive by (New Car) Manufacturer (with Monthly Subscription)
- First Right of Refusal for Monthly Renewal
- Flexible Term Agreement
9 (LIVE) FOUR HOUR TRAINING MODULES PER MONTH – ADVANCED AUTOMOTIVE COMMUNICATION SKILLS TRAINING
- Flexible Content Oriented Attendance
- Enhances Phone/Internet and Sales/Closing Communications Skills
- Builds upon Recruitment/Staff Retention
- Builds Brand Identity of “Family Owned” vs. Corporate “Big-Box” Stores
- Re-establishes and Reinforces “Control” Mechanisms
- Re-establishes and Reinforces Best Practice Internal Processes
- Embraces Non-Confrontational, Consultative Sales Approach
- Offers Staff an EXCUSE to stay on Process & Skill Tools
- Offers a reason to BLAME themselves for their newly found success!
- Builds REPEAT/REFERRAL Books of Business
DIRECT MARKETING/STRATEGIC ALLIANCE PROJECT MANAGEMENT
- Lead Control Attached to Dealer’s CRM/LMS (via Dealer Advertising)
- Internet Driven Locator/Personal Service Alternative to Price Driven Advertising
- Builds Brand for Personal Service & Relationship Building
- Builds Long-Term Repeat/Referral Business
- Avoids Up-Front Price Disclosure
- Increases Profits through Independent (Commissioned Only) “Outside” Sales Force
ONE-ON-ONE & GROUP STAFF MENTORING
- Leadership Skills Development
- Process & Sales Skills Development
- Motivational & Life Skills Support
- Recruitment Services
A TRUE STORY OF ONE AUTOMOTIVE JOURNEYMAN’S
DIFFERENT CAREER PATH.
ROB HARRINGTON'S ACCIDENTAL DISCOVERY
After graduating Florida State University in 1984, finding a job was not coming along very easily. As many others chose to do, while looking through the classified ads in the Atlanta Journal Constitution, I answered an ad promising a startling income of $100,000.00 per year, “Earn what you are worth in commission sales selling new and used automobiles!” Sound familiar?
My first day of “training” at Camp Chevrolet, consisted of a one-on-one “pep talk” from my Sales Manager, Barry Young. He stated within (30 seconds or less,) “There are the key’s, there is the inventory, get ‘em to say “YES” a bunch of times, here is a “Buyer’s Order,” (fill it out completely,) there is an “up,” go get ‘em, tiger!” (He actually said it all in one breath! He had stated that so many times before…)
That was the extent of my initial “training” in the Automotive Industry. The outcome was not going to go so well. Within a month and half I quit, with college degree in hand, to get a job as a professional --- oyster shucker. I have the scars on my left palm to prove it!
While shucking oysters (in the bar) at the Crab Shack in Marietta, Georgia, every day I would get to know many of the “clients” who came in just about every day to have a great time on their lunch break. They wore lots of gold, dressed well, tipped well (with wads of cash in hand,) and always seemed to be having (too much?) fun during their “lunch” break. Finally I asked, “What do you do for a living?” He replied and said something to the effect, (and you guessed it…) “We close car deals and get paid huge commissions!”
I began to rethink my initial disaster. Why did I fail where others were succeeding?
“TURNING CHICKEN FERTILIZER INTO CHICKEN SALAD.”
I then quit my oyster-shucking job and went “door to door” in search of another automotive sales job. One day, I knocked on the office door of Harris Burns at Fouts Brothers Nissan. When I asked for a job, he laughed. “Son, we are in the middle of a trucking strike. I have 8 professionals sitting around doing nothing with only 5 vehicles in inventory. They are having to fly down to the port in Jacksonville, Florida, and literally drive cars back up to Atlanta. I can’t hire you!”
Somehow, out of pure desperation, (as I was most likely down to my last dollars as usual,) a thought came to mind. I responded, “Well, why not keep your professionals here, and send me as a driver to ferry cars back and forth from Florida?” He hired me on the spot! I drove one 300ZX back to Atlanta. The next day the strike was over, and I had a job selling cars! I never looked back. (Decades later, I would eventually become a multi-millionaire. I could later BLAME MY SUCCESS on my car business experience!)
It was then 1986. I began to buy and read (and re-read) every “How to Sell” book, and attended every sales seminar, that I could find or get my hands on. I buddied up with the two top salespeople. Dan Lightner was one of the pros who took me under his wing and allowed me to pick his brains for every sales technique I could get out of him. Within months, I was threatening the top salespeople’s sales numbers on the performance board, and making three times more money per month than I ever made in my life - at 22 years of age. I found out quickly, I was actually really good at this. I enjoyed the constant thrill of “closing the deal.”
MY PERSONAL LESSON # 1: Training, Process, Effort, And Confidence Really Sells More Vehicles at Higher Profits.
“MARIETTA, CHAMBLEE, DULUTH - WE HAVE A PROBLEM.”
Seven years later, I had worked at seven different stores, seventeen different times.
My initial nickname of “Rock and Roll” had morphed into “Rocket,” a somewhat unflattering term denoting that I was about ready to “ride the rocket” – I was going to get LAUNCHED - fired or quit. Having worked as many as two, (or even a record,) three times at the SAME store in as many years, something was not right from a Human Resource development point of view. Something was not right with either me - or the dealership – or BOTH! Why rehire or even re-recruit the same guy you fired or quit you earlier?
Having overwhelmingly and consistently topped the sales performance boards at some of the top stores in the country, what was really happening and what would be the negative effects of moving around like a hired gun in the wild west?
I was a top producer at Hickman Nissan, #1 in the Southeast Region of the U.S. and worked there, to the best of my memory, THREE separate employment cycles.
I was a top producer at Cumberland Volkswagen, #7 in the U.S., THREE separate employment cycles.
I was a top producer at Jim Ellis Mazda, #1 in the U.S, TWO separate employment cycles.
I was a top producer at Curry Honda, one of the higher ranked stores in the Region, TWO separate employment cycles.
What both parties were losing every time was my lack of ability to BUILD A BOOK OF REPEAT AND REFERRAL BUSINESS. The only reasons I was a top producer was because the dealer had an adequate supply of consumer buyers coming off the “UP-BUS” everyday. I also worked 6, sometimes 7 days a week, 10 to 12 hours a day. I also constantly sold and “closed” with the best of them.
What a vicious cycle. Get fired or quit with a lot of money in my pocket from killing myself, then take a month or three off, spend all my money, go back again to make money, only to last 2 – 6 months again. Then, get fired or quit with a lot of money in my pocket from killing myself, take a month or three off, spend all my money, go back again to make money, only to last 2 – 6 months again.
Wash, rinse, and repeat. Wash, rinse, and repeat. This was a sad state of affairs from a Human Resource/Business development point of view. Both parties were equally guilty. Thank goodness I wasn’t married with kids at the time. The hours and instability alone would have killed a marriage (or 2 or 3) and ruined family relationships forever. Sound familiar?
MY PERSONAL LESSON #2: Recycling talented/untalented salespeople will never build a solid book of repeat and referral business.
“THE GRASS YOU SMOKE (FROM THE OTHER SIDE) IS NOT NECESSARILY GREENER.”
By 1992, I was burned out, unloved, under-appreciated, and I needed an obvious career solution.
Albert Einstein was right. "Insanity is doing the same thing over and over again and expecting different results."
I had a brainstorm. I would sell my knowledge to the world. After all, at that time, the stature of the typical car salesman in the consumers’ perspective was very low, ranking just under attorneys and politicians. I wrote a book entitled “The Guerrilla Automotive Shopper.” https://www.ebay.com/itm/203913776337
I would like to tell you I sold millions of copies. (It didn’t happen.) But what DID occur, is that out of my eventual desperation to unload twelve thousand books (that I had sunk about thirty thousand dollars in six months of lost wages, as well as hard printing and publication costs,) something very interesting occurred.
My first sale was to Cosby Swanson’s Chrysler Store down in St. Petersburg, Florida. They were the first so-called “one-price/no salesmen” store in the Country. They were also selling lots of vehicles and making profits that even intrigued the manufacturer who was curious about their unique process. They wanted to use my FREE BOOK as a closing tool to make a subconscious point to their shoppers and convert them to becoming a client. Think about it, in essence they were clearly proving to the consumer that they had nothing to hide, and that their process was better for the consumer. “Why not just save time, effort and money and do business with us today?” http://www.nytimes.com/1992/01/25/business/cars-that-sell-themselves-indeed.html
Curiously, they were NOT giving cars away. They also were not “negotiating” back and forth, and there were “technically” no “salespeople,” but a group of 5 (experienced) professional managers who all assisted each other to close and deliver cars. They all presumably shared from the profits together as one team.
Years later, Saturn, a General Motors “experiment,” would later sell a “no-haggle” price and build a unique PROCESS and CORE VALUE SYSTEM that they would effectively “sell” to their loyal consumer base.
My next sale would prove to be a very profitable and rewarding experience. (Here is where things became very interesting in my colorful and unique almost 28 year automotive career, (including semi-retirement at the age of 45 in 2005 while dabbling with industry related projects.)
In 1993, broke and nervous, I approached Atlanta’s largest Independent Insurance Agency, Esquire Insurance. Esquire Insurance had about 30 or so independent or store-owned offices in and around the Atlanta metro area. The owners name was Vance Turner. I am not going to share with you today the secret to creating successful mass STRATEGIC ALLIANCE building for generating quality, qualified leads of automotive buyers as AUTOMOTIVE DIRECT MARKETING proved later to be very profitable.
Vance had zero interest in buying books to utilize as a lead generation tool to sell more insurance. (But I think he and his senior inner circle liked me.) Vance had a proposition for me nonetheless. He shared with me that the night or so before, his wife found him sleeping in the front yard at 6:00 A.M. after a long night out. She was not happy with him. His solution to make things right with her were making a few promises and to buy her a brand-new $50,000 convertible Jaguar. Vance Turner was an extremely busy, successful man. He offered to pay me $500 to procure the best deal on a certain model. Needing the money I agreed. He cut me a signed, blank check and sent me on my way. A week later, his wife had her new car, and everything was right in the world. I then asked a favor of Vance. “Would you help me give away my FREE BOOKS to your client base as a co-op advertising lead-share program?"
It was then Cooperative Marketing was born. It was later re-named Cooperative Automotive.
Shortly later, InsurGeorgia, Merchant Bank, and Atlanta Rent-a-Car also came aboard. What did I offer all of these companies and others, to get them involved with my book, my business model, and me? What did we offer the consumers that they repeatedly returned as devoted clients, and invariably rewarded us with referral business from their friends, family, and relatives? Why were our closing ratios so remarkable?
We stumbled upon a staggering view of a different kind of car business! About 50% of our leads showed up for the appointment. Of those, roughly 95% hired us. Of those, approximately 95% closed and delivered. The overwhelming majority of all of them expressed extreme satisfaction with our transactions!
CONSIDER THIS:
1- WE HAD ZERO INVENTORY. YET, WE HAD ACCESS TO UNLIMITED INVENTORY.
2- WE HAD NO HIGH TRAFFIC STOREFRONT. WE ACTUALLY HAD A SMALL CHEAP OFFICE 3 ROADS OFF OF I-285 WHERE NOBODY WOULD EVER BE ABLE TO JUST DRIVE BY AND SEE OUR 12-INCH SIGN. THE “UP-BUS” NEVER DROVE BY OUR OFFICE!
3- WE EMPLOYED VIRTUALLY NO ADVERTISING. WE MASTERED THE ART AND SCIENCE OF STRATEGIC ALLIANCES, DIRECT MARKETING, AND REPEAT/REFERRAL CLIENT RETENTION PROCESSES.
4- WE NEVER DISCUSSED PRICE UNTIL AFTER THE TEST-DRIVE. BUT WE COULDN’T SET UP THE TEST-DRIVE UNTIL WE INITIALLY, COMPLETELY UNDERSTOOD OUR CLIENT’S WANTS AND NEEDS!
5- OUR CLOSING RATIO’S WERE OFF THE CHARTS!
6- YET, WE WERE STILL JUST CAR SALESMEN WHO WERE PAID COMMISSIONS TO SELL NEW AND PREVIOUSLY OWNED VEHICLES. OUR CLIENTS REALLY ADORED US!
My staff of Independent Agents and I were obviously were VERY different in the perception of the consumers than their all too well known beliefs about the typical automotive retail salesperson.
HERE IS WHAT WE LEARNED ABOUT THE “REAL” CONSUMER (AND THE INDUSTRY MAY STILL DISAGREE WITH ME ON THESE POINTS):
1- THEY REALLY DO NOT ENJOY THE CAR SHOPPING PROCESS.
2- THEY WANT TO GET IT OVER AS SOON AS POSSIBLE WHEN THEY CAN JUSTIFY THEIR DECISION.
3- THEY WILL BE FLEXIBLE IF “THE RIGHT VEHICLE FITS EASILY INTO THEIR BUDGET.”
4- THEY WANT A QUICK, PAINLESS, EASY DEAL.
5- THEY REALLY WANT A “GOOD, FAIR PRICE” WITHOUT THE BACK AND FORTH NEGOTIATIONS. (A SO-CALLED “GOOD DEAL” IS A STATE OF MIND!)
6- THEY WANT ONE AUTOMOTIVE PROFESSIONAL TO HANDLE ALL OF THEIR AUTOMOTIVE NEEDS. (ONE CALL DOES IT ALL!)
7- THEY ARE EASY TO COMMUNICATE WITH REGARDING THEIR WANTS & NEEDS IF THAT IS THE INITIAL FOCUS OF THE RELATIONSHIP. (“CLIENTS FOR LIFE!”)
8- THEY WOULD DRIVE A LONG WAY TO GET TO US. (THEY SAVED TIME, MONEY & EFFORT!)
9- THEY WOULD WORK BY APPOINTMENT.
10- THEY REALLY ARE NOT GREEDY. THEY DO UNDERSTAND THE NEED FOR FAIR PROFIT, (THEY JUST WON’T TYPICALLY ADMIT THAT TO A DEALERSHIP EMPLOYEE!)
11- THEY ARE VERY LOYAL WHEN THE RIGHT RELATIONSHIP IS PROVEN.
12- THEY DON’T REALLY HAVE THE TIME FOR HOMEWORK.
13- THEY DON’T REALLY HAVE THE WILL TO “SHOP ‘TIL THEY DROP.”
14- MOST REALLY DO NOT EXHIBIT BRAND LOYALTY TO THE EXTENT WE MIGHT BELIEVE. THE RELATIONSHIP BETWEEN CLIENT AND THEIR AGENT WAS MORE IMPORTANT.
15- NONE EXHIBITED TOO MUCH LOYALTY OR PREFERENCE TO A GIVEN DEALERSHIP. AGAIN, THE RELATIONSHIP BETWEEN CLIENT AND THEIR AGENT WAS MORE IMPORTANT.
16- VIRTUALLY ALL PURCHASED WHEN AND WHERE WE DIRECTED.
Remember, by 1996, a full-scale “consumer revolution” was in full swing. It would take another decade for the Internet to take even a deeper hold of deepening consumer trends. After all, the consumers controlled the buying power with their cash and credit to fuel future automotive sales numbers – and future trends.
(Business Week – February 19, 1996)
Yet, after roughly 7 years of building this business and successfully “cracking the code” of the (typical) automotive consumer, ironically, in the end, (I think) I MAY HAVE MADE LESS MONEY after factoring in “brick and mortar” expenses and other associated costs of running a business.
After all, during my Franchise years, the dealer was paying for ALL of MY expenses as a salesman and employee.
WHAT WOULD HAVE HAPPENED IF I HAD STAYED AT ONE STORE, AND “PLANTED MY FLAG” FOR ALL OF THOSE YEARS? I WAS AVERAGING CLOSE TO 20 CARS A MONTH DURING MY FIRST 7 YEARS. 20 SOMETHING YEARS LATER, WOULD I HAVE CERTAINLY NOW BE SELLING 50 VEHICLES A MONTH BY STAYING AT THE SAME STORE – MAYBE EVEN WORKING 40 HOURS PER WEEK – MONDAY THROUGH FRIDAY?
My old Chevrolet Fleet Manager contact was Larry Merritt of Tom Jumper Chevrolet. Larry and I did around 20 to 30 vehicles or so together during my career as a buying service consultant. Somewhere around 1997, Larry was selling about 70 VEHICLES PER MONTH (with 2 sales assistants.) He was also the 1990 Guinness Book of World Records holder for the most vehicles ever sold by a single salesman. I saw the plaque on his wall. Every time I went to set up Chevrolet deals for my buying service with Larry, he was typically stacked 5 clients deep.
http://articles.orlandosentinel.com/1990-12-06/topic/9012050612_1_salesman-larry-merritt-jumper
Larry shared with me his “secrets” to his success. It was very simple! Stay at one store your whole career by building REPEAT and REFERRAL BUSINESS and build “your own business within a business.”
MY PERSONAL LESSON #3: If you provide a great working environment and foster the shared commitment to
building the salespersons’ BOOK OF BUSINESS, (at one store,) this will pay HUGE dividends in the long-term future!
“YOU ALWAYS GET WHAT YOU PAY FOR - SO WHY ARE YOU STILL LOOKING FOR YOUR FREE LUNCH?”
The next “big thing” for the Automotive Industry will (finally have to) be HUMAN RESOURCE DEVELOPMENT. They will have to focus on building and maintaining:
A) LONG TERM SALES STAFF RETENTION PROGRAMS
B) LONG TERM CLIENT RETENTION PROGRAMS
If the automotive industry does not focus on this in 2014, we will be besieged with doing the same things the same old ways while (unreasonably) expecting different results. That of course, (in Einstein’s own words,) is the definition of insanity. Again, I will ask the same two questions again and again…
1- Is there a SCIENCE of selling more vehicles (at a reasonable profit) in 2014?
2- Where exactly are the 20 salespeople, with 20 years experience each at your store, who are selling 20 - 50 plus cars per month per salesperson, directly to happy and loyal repeat and referral based clients? Watch these videos for a hint! 1950s training film by the Ford Motor company http://footage.shutterstock.com/clip-3913946-stock-footage--s-a-training-film-by-the-ford-motor-company-shows-how-to-become-a-good-automobile-or-car.html and “Hired! 1941 Chevrolet Car Sales Training and Motivation Film: http://www.youtube.com/watch?v=DAB_5z5lPDM
IS THERE A SCIENCE OF SELLING MORE VEHICLES (AT A REASONABLE PROFIT) IN 2014?
YES!
(… And just where exactly are the 20 salespeople, with 20 years experience each at your store, who are selling 20 - 50 plus cars per month per salesperson, directly through happy and loyal repeat and referral based clients?)
WHAT WILL OUR ADVANCED AUTOMOTIVE COMMUNICATION SKILLS TRAINING WILL OFFER YOUR STAFF?
A- Understanding and mastering the “4 BASES SELLING TEMPLATE”.
B- The 9-STEP “GOAL TO THE SALE” PROCESS that SELLS - TODAY!
C- Identification of the 6 UNIVERSAL MISTAKES on and off the “Goal to the Sale.”
D- 8 “TRANSITION” word tracks and concepts to move the prospect easily and effectively through the “Goal to the Sale.”
E- Identification and how to overcome 48 “STALLS AND OBJECTIONS” (All of them?)
F- “6 STEP CLOSING SYSTEM” and associated word tracks for “handling and overcoming stalls and objections.”
G- A CONSULTATIVE, “soft sell,” yet deliberate NON-CONFRONTATIONAL approach to qualifying and selling a buyer’s “wants and needs” as they pertain to identifying and utilizing “hot-button” association throughout an effective sales presentation and process.
H- Maximizing on the buyers’ subconscious process for effective closing and ownership tendencies.
I- How to properly and professionally present the offer, defend your position and HOLD GROSS PROFIT WITH VIRTUALLY NO DISCOUNTING OF PRICE OR BUMPING THE TRADE VALUE – reducing “back and forth fatigue ” from the desk!
J- Reinforcing the concept of the “BUSINESS WITHIN THE BUSINESS” to eliminate turnover and to establish a long-term approach to success within our industry at this store.
K- Proper and effective use of the TELEPHONE, INTERNET, AND CRM/LMS technologies to enhance sales performance and increase short-term and long-term profits.
L- SELF-MARKETING training for increased lead generation, referral and repeat client base production.
M- LIFE SUCCESS SKILLS based on 1000 years of research.
N- ELIMINATION of fear, blame, ego, laziness, excuses, and other negative beliefs and myths.
O- Short and long term GOAL PLANNING AND EXECUTION.
P- How to become happy, centered and at peace with oneself and others.
Q- How to SELL VIRTUALLY ANY QUALIFIED BUYER, TODAY!
R- How to realistically become wealthy within a 5-year period at this store. (Plus much more)
ROBERT “ROCKET” HARRINGTON
A DEVOTED COACH ON THE FIELD, AND IN YOUR DEALERSHIP!
ROBERT HARRINGTON
RESUME & EXPERIENCE
(850) 259-6422
MISSION
Primary goal is to provide the best, most cost-effective sales training and management consulting available. Utilizing over 20 years of knowledge, experience and ability concerning the dynamics of consumer behavior and interpersonal communication, will enhance sales productivity through proven internal process development and direct marketing training.
EXPERIENCE
February 1992 - PRESENT : Auto Broker - Dealer/Author/Publisher/Speaker/Sales Trainer/Real Estate Investor
Atlanta, GA (1992 – 2000) & Niceville, FL (2000 – PRESENT)
Established Cooperative Automotive as an Automotive Direct Marketing firm for the Atlanta market through the organization and implementation of an Automotive Location and Mediation Service. Lead generation was developed and successfully produced by strategic alliances formed with large, local automotive peripheral companies such as Esquire Insurance, InsurGeorgia, Atlanta Rent-A-Car, and Merchant Bank. Successful referral and repeat prospecting “Client for Life” retention programs additionally generated closing averages of an astonishing 90% rates of presented and invoiced clients. Gained invaluable experience in ALL Automotive Front-End positions and sole P&L responsibility as Owner/General Manager (including NCSM, UCSM/Buyer, F&I including Sub-Prime, and Sales/Process Trainer.) Held Georgia/Florida Automobile Dealer’s Licenses. Past member of GIADA, FIADA, NIADA and BBB.
Authored and published an Automotive Buying Guide written and designed as a lead generation tool for use by Cooperative Automotive. This 117-page book, entitled the “Guerrilla Automotive Shopper,” served extremely well as an extreme source of credibility as well as a functional game-plan to better qualify and prepare car buyers for easy, diligent closing and delivery of vehicles.
https://www.dropbox.com/s/9zo1nltkh810bwx/Guerrilla%20Automotive%20Shopper.pdf?dl=0
Additionally, was sub-contracted as a corporate Sales Trainer to the Nalley Automotive Group/Atlanta (Asbury Group – one of the largest, publicly traded automotive chains in the country.)
February 1985 to January 1992: Automotive Sales – Atlanta, GA
Sales and closer experience were gained on the floors of our nations top dealerships, (#1 U.S.A. – Jim Ellis Mazda, #7 U.S.A. - Cumberland Volkswagen, #1 Southeast U.S., Hickman Nissan, etc.) This experience resulted in personal performance levels exceeding the national average by 60% and yielding top end performance or Salesman of the Month honors virtually every month. Automotive tutelage was provided by some of the nations most famous trainers in our industry, inclusive of direct training from the late, great Joe McGuire (1990) and associative level training by Jim Ziegler (1988) and by Steve Richards (2000 & 2005.)
Other noteworthy experience: In 1987, a Sales Management/Training program under my direct supervision (60 employees,) increased S.B.S. distributorship’s sales to #1 increase of sales nationally, (approximately, a 100% increase,) for Ocean Pacific for the Emerald Coast (FL) market (6 month project.)
EDUCATION
1979-1984: Florida State University; Received Bachelor of Science Degree in Criminology with core emphasis in Psychology, Sociology, and other Behavioral Sciences.
REFERENCES PROVIDED UPON REQUEST
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