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My name is Nate Brooks, speaker and sales trainer for 30 years and founder of Nate Brooks & Associates Inc. who specializes in sales and customer service. I have worked with corporations, such as Enterprise Rent a Car, AOL, L’Oreal, DirecTV, Morgan Stanley and many more. I have helped small and large businesses just like you to increase sales

“Discover The Secret Weapon That Top Small Businesses Use to Generate Sales, Day-In and Day-Out!”
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You see, as a sales professional, I know that with a weakening economy, up and down gas prices, and everything else in between on the rise, people are slower to pull out their wallets to spend money, which means a potentially huge drop in sales for most businesses.
And I know that with all of this going on, combined with the pressure being put on you to achieve results in your business, it can be more than a challenge . . . and to be completely honest, it can become down right frustrating at times, especially if you’re not closing the sales you need to be closing.
One thing is for sure, regardless what you’re experiencing right now: You’ve got to grow your business and keep doing it . . . and you’ve got to do it now more than ever because the top performing businesses will always be in demand.
This is what other have said about Nate Brooks:

Call now and improve your sales. 909-597-3003 or visit our web site www.natebrooks.net

Let’s say you have more than twenty years understanding in your selected field. For the sake of this article, let’s say you have been in the nonprofit field for twenty-five years and are at the very top of your game. And let’s say you are a bit fed up with the hum-drum day-to-day routine of being an executive director. You enjoy nonprofit sector, but you want more of a test and you desire to help people develop and achieve success in their nonprofit careers. Plus, you would like to earn a little bit more money and are a bit worn-out of the board of directors controlling everything you do.

Perhaps it is time to start your own business. Perhaps it is time to try on a different hat like: a consultant, a coach, a speaker or a trainer. The idea is exciting, and a tad bit frightening. You’re current salary is certainly decent for a person with your skills and experience, and the health insurance and retirement plan are comforting benefits that you don’t want to give up and lets face it, will you be able to start your own business? But none of these factors have been able to sufficiently scratch that Annoying itch that keeps telling you it is time to begin your own nonprofit consulting business.

Going into business for yourself as a consultant, coach, or speaker or all of the above, needs willpower, a little self-sacrifice, especially in the beginning, and a lot of knowledge. People employ consultants because they require the expertise of someone who has been there and done that…a billion times. There are consultants in literally every career field, and once they become adapted to the process of generating clients, they can make over double what they were earning as employees. In fact, recent statistics show that successful and established business consultants can make anywhere from $1,200 to $5,000 per day.

The public school system in the United States has created generations of higher performing individuals based on a system of increasing expectations each year, and most students respond accordingly.

Part of setting expectations is to understand not just what the organization needs from a position on the organizational chart but what will make the individual a stronger and more capable contributor to the business organization.

To that end, setting expectations means more than challenging people and asking them to learn more for the benefit of the company. What is means is identifying the unique strengths and talents that every individual has and leveraging who they are to help not just the company but to engage the employee in work everyday.

It is not enough to put expectations in writing. They have to be physically looked at and reviewed on a regular basis. This should happen in regularly scheduled meetings between supervisor and employee.

We’re not talking about a conversation in the hallway or on a cell phone; uninterrupted closed door conversations need to take place. During these sessions, those individuals that are meeting or exceeding expectations can be congratulated on what they have done thus far, and new, higher expectations can be jointly agreed to.

For those that are under performing (not meeting expectations) the session can be used to understand where and why performance is suffering. Coaching and counseling can take place. Perhaps an individual who is not meeting the expectation that were agreed to needs additional training or closer supervision. Perhaps they are in the wrong position. Perhaps they are not using their strengths; perhaps they have been promoted over their own capabilities.

If coaching or counseling is provided, look for immediate signs of improvement. There will be instances when someone is not willing to take the steps necessary to improve their performance to the jointly agreed to, needed and expected level.

Some employees will do their best to use whatever tactics they can find to hide from accountability, to put off meeting with their supervisor, to make repeated excuses as to why expectations cannot be met, to cover up mistakes.

Tolerating this behavior weakens the entire process for every employee and leads to creating and perpetuating a mediocre organization, rotting from within.

In the end, it remains the role and responsibility of the immediate supervisor to take the necessary actions not just for the employee who is not performing but for the organization. Recasting the employee in another role might be an option, and that includes moving them to a position of lesser responsibility within the company or to ask them to move on to another organization where their talents and strengths might be better utilized and they will be happier and more productive.

I highly recommend purchasing and reading: “First, Break All the Rules” by Marcus Buckingham.
Here is a question for every manager: Who is hiding from accountability in your department and what are you going to do about it?

Most organizations want to grow. Annual and strategic plans always state that more revenue is to be created, new markets will be found, additional profits will be created, and more products will be developed and sold.

In order for a company to grow, the individuals in it have to grow.

That sounds obvious, but far too many people at the top have an attitude that they should be teaching, not learning. While teaching is one of the responsibilities of those at the top, to stay current, learning is a must. For those in leadership positions, the challenge to grow a company is to encourage, cajole and when necessary, order, individuals to pursue additional educational and learning opportunities.

Learning should take place at every level, on a consistent basis. Assuming that individuals learn, how can an organization apply what is learned so that the company can grow?

There are three areas of focus that will result in significant improvements in a company. The first is in the business model. The second is the willingness to seek a better class of clients that are not price sensitive. The third is finding engaged employees who are passionate and devoted to providing a level of service that sets the standard across industries.

The best business model on record is that of the government. Services are provided; some are free, some are fee based. Revenue (taxes) is often collected by third parties at little or no cost to those receiving the funds. Because the business model is so strong, it is rare when an agency has cash flow issues.

If taxes are not paid, the government has many collection methods to use to get the money. These methods are effective and growing in number.

Tweaking a business model to reduce the cost of collection, to speed up revenue collection and to make it easier for clients to pay for services (reducing barriers to pay) are examples of what organizations need to be reviewing regularly.

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