Multimedia Sales Training with a three-step approach using multimedia sales tools, development of multimedia pricing and packaging, customer materials, sales toolkit, business seminars to launch programs and redesigned commission plan to increase multimedia sales

Expand Advertiser Revenue Per Transaction by 15% or More
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• Grow your revenue and media share in an uncertain market
• Improve results for your advertising clients
• Increase your sales team’s probing skills, client proposals and overall sales effectiveness

How does this program work? We take you and your team through a 7 step process:

1. Conducting financial advertiser analysis to determine revenue per customer, per order, product usage, and to set desired revenue and product usage per order benchmarks.
2. Survey customers and competitors. Gather sales and market feedback to help shape multimedia solutions for revenue growth.
3. Define gross audience statistics— readers and visitor sessions viewership.
4. Creating multimedia media pricing and packaging solutions for revenue gain and effective advertiser results.
5. Defining the advertiser value
   proposition and total audience reach, and developing advertiser sales materials.
6. Identify strategic sales goals and design commission plan.
7. Three half-day sales training program that includes multimedia solution selling, advertiser resource toolkit, customer information probing tool and customer proposal template and business seminars to generate new business leads and increase sales.

How successful is the program?

“Holzkamp has been a huge asset across Nielsen Business Media. Smart, strategic and practical, she analyzes, assesses, packages and trains-then follows up to ensure success (of which we’ve had much due to her efforts). In a world where there are no sure bets, Holzkamp breaks that mold. She is a sure bet.”
Sabrina Crow, Officer and SVP Nielsen Business Media, summer 2008.

“Cutting costs is easy. All you need is a knife–and a lack of empathy. Raising revenue is harder, especially in a downturn. It’s helpful if you have someone at your side who can look at your sales systems, strategies and people with fresh eyes. Debbie Holzkamp can help you shape up core sales skills. She’s good at what she does. ”
Alan Bell, recently retired CEO, Freedom Communications inc, spring 2008.

“Debbie is truly an asset – she reviewed our data and current practices and responded accurately to our business needs, learned our particular business and tailored the packages accordingly. More importantly, she brought our leaders together and had them look at our business in a different capacity. Debbie facilitated, constructed the framework, and engaged people in a way that ultimately gave them ownership of the sales packages. You can’t find better than that.”
Sara Rogers, Human Resource Director and Rebecca Eacret, Finance Director, The Hollywood Reporter, Summer 2009.

“Debbie’s proven results keep us ahead of the competition. This is why we will continue to depend on her leadership and count on her expertise in the fields of product integration, pricing, packaging and sales training!”
Akira Sugihara, Finance Director Nielsen Business Media, July 2008.

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Call Debbie Holzkamp at 714-932-2284 or email at dholzkamp@hdspremierconsulting.com
to review your needs, this program and timing that works for you.

The Digital Multimedia Sales Program is completely customized
to the digital and multimedia performance needs of your company.

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The training program can include 3 parts:  

• A comprehensive review and samples of all the digital and all media elements available with your specific brand titles; standard banner ads, several types of animated and moving rich media executions, prestitials, interstitials, roadblocks, landing pages, blogs, profile pages and SEM/SEO, sponsorships, email blasts and newsletters, video, mobile, social marketing, etc., the campaign tracking tools (how to tag a campaign track and optimize advertiser results), and audience tools.
• Sample and effective digital and multimedia campaigns that can be used as best practices for branding campaign and direct response campaign customer needs.
• Sales skill training that includes probing customers- agency and direct customers for strategy, branding, direct response and digital advertising needs and each seller developing and presenting proposals using the probing information.

We have done this training for 350 sellers and 80 title media groups. I have received comments like “this is the best training I have ever received”.  Within 15 days of training, I get dozens of emails from sellers letting me know they made a digital sale(s) and multimedia sale(s), the results and the elements associated with the sale. We offer competitive rates for developing and executing a performance based multimedia or digital sales training program. This program can help the sellers and entire company exponentially grow digital and multimedia sales.

Full Day Training Agenda Sample: 

1. Company Goals and Objectives
2. Seller Agreement
   • 5 goals and objectives agreements signed by each seller
3. Vertical Multimedia Strategy
   • Today and tomorrow
   • Site and market overview, growth strategies
   • Company Network Sales
4. Digital and Multimedia Toolkit-printed toolkit; share drives with all materials
5. Product Capabilities, Branding and Direct Response Benefits
   • Digital and multimedia products available, inventory, stats, ad sizes, pricing
6. Ad Production and Creative Design Overview
7. Specialty Product Review and Multimedia
8. Research and Ad Tracking Campaign Tools
   • Plan audience statistics
   • Traffic stats for your sites
   • Digital ad campaign tracking tools
9. Customer Case Studies
   • Customer goals and objectives
   • Media plan proposed, sold
   • Samples of creative, multimedia elements, results
10. Customer Information Probing Assignment (Agency, Direct Customer versions)
    • Review of customer goals, objectives, audience targets, campaign and media  elements, tracking needs and fulfillment needs
11. Proposal Development (Agency, Direct Customer Versions)
    • Building an RFP proposal, digital media proposal, multimedia proposal
12. Wrap up, Next Steps-Company Management, Seller certificate requirements
    • Consultative Seller Digital and multimedia Expert
    • Communication plan, pipeline review, challenges, opportunities

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Call Debbie Holzkamp at 714-932-2284 or email at dholzkamp@hdspremierconsulting.com
to review your needs, this program and timing that works for you.

This program can help you achieve:

1. Launching a new product to hundreds of local businesses and increasing media sales from those local businesses.
2. Educating the local business community on how to market and brand their businesses using your advertising media solutions.
3. Increasing new business customer leads.

We will work with you to develop:

• A series of local business seminars targeted to the business audiences you want to connect with and increase your advertising sales.
• Value based seminar presentations.
• Seminar promotion plan, press coverage, advertiser offering, and advertising marketing materials.
• Direct marketing techniques.
• Sales team lead generations and follow through.

Call Debbie Holzkamp at 714-932-2284 or email at dholzkamp@hdspremierconsulting.com to review your needs, this program and timing that works for you.

Project Management Consulting

Project Management Training & Planning

Project Management Optimization – Schedule & Cost Management
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Are many of your critical projects over schedule and budget? Too often, teams lack the skills and tools to effectively plan and execute projects that often necessary to develop and introduce a new product, implement a new system (such as ERP) or discover cost savings opportunities. Is the organization focusing on the right projects to the drive the business forward and address the competitive landscape?  Are you managing the risks?  Will the employees embrace the changes the project creates?

Our goal is to reduce the cost of launching and managing projects while increasing the confidence of project’s leaders.  Effective project management is key to remaining competitive. Our Project Optimize System™ uses proprietary analysis tools to develop a project portfolio plan, which we can implement with you. Our approach combines the disciplines of project management, change management and team and leadership development. Our clients are typically executives and senior managers responsible for guiding programs and projects, including IT, Operations and Supply Chain Management.

Project Analysis and Planning

Project Plan:  How complete are project plans—well documented, detailed, and specific? What is the degree of confidence management has that plans will be completed on time and on budget? Do you understand the level of effort and resources necessary for each project? Should business process improvement be part of the project plans?

Risk analysis and mitigation:  What are the key risks of doing—and not doing—the projects? Will current operations or products/services be affected by the successful—or unsuccessful—implementation of projects? What preventive and countermeasures have been planned to reduce project risks? What is the cost and risk of an early completion of projects? How would turnover of the project team leader or team members affect projects?

Project leadership:  What is your approach to prioritizing projects and allocating resources? How often is the project portfolio reviewed? Are project monitoring and reporting tools robust enough to detect and address issues early enough to make a difference? Is the decision-making process speedy and effective? We use our Project Value Analysis technology to calculate cost, assess risks and determine the value of projects to the business plan and strategy.

Team readiness:  Do the project teams have the skills to plan and execute projects? Are teams leveraging their strengths to optimize project performance? Do the teams understand how to balance time (calendar & sequence), resources (people & budget) and deliverables (outcomes & quality)? Are team members embracing the accountability necessary for successful completion of the project?

Change management:  Are change plans embedded in overall project plans? Is the culture and workforce ready for the “new way” once the project is completed? Are systems and processes affected by a project ready for the change? How have customers and suppliers been engaged in the planning and implementation of projects?

Implementation

Case for change:  What is the most effective way to communicate the need for more discipline in planning and executing projects?  How do you overcome the tendency of people to “work it out as we go”?  Making the case for change in an articulate fashion decreases the resistance.

Roll out:  How will the new planning process be introduced to the organization?  What other systems need to be changed?  How will leaders be held accountable for results?  How will competing projects be prioritized?

Training:  What is the best way to provide the tools and processes for managing projects?  What is the optimal way to deliver the information—classroom? Intranet?  How will management support the new behaviors?

Follow-up: How will the new behaviors be recognized and reinforced?  How will new projects be prioritized and the project portfolio balanced?  How will management make high-quality, speedy decisions about projects?  How can project management become a core competency that drives a sustainable competitive advantage?

Case Study

A large multinational food products company found the product development cycle increasing and as a result, growth and profitability were diminishing.  Careful analysis revealed that research & development and manufacturing were not working well together to create new products and had a difficult time executing.  The solution was to develop a standard project management plan and template and train teams on how to effectively work together to plan and implement projects.  As a result of the consulting and training, the product development cycle time was reduced by 50% and profitability increased dramatically.  Teams learned how to plan a project, how to assess risk and how to work together to reduce the schedule and create winning new products.  A key ingredient was that research and manufacturing leaders learned how to achieve agreements and tradeoff early on in the planning process in order to speed the execution of projects.

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Call Debbie Holzkamp at 714-932-2284 or email at dholzkamp@hdspremierconsulting.com
to review your needs, this program and timing that works for you.

Staffing and Cost Management
Team Work Design : Staffing & Cost Management

Multimedia Sales Force Design – Staffing & Cost Management
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If you have to reduce cost due to budget – and this usually means staffing – the staff remaining must accomplish the same, or more work.  This presents an enormous practical and motivational challenge to any organization.  Permanent or temporary changes in staffing, due to business conditions, create staff dissatisfaction based on perceived or real imbalances in workloads.

Our goal is to address this need by defining how the work will get done while maintaining the motivation and retention of key people.  Our Work Smart SystemÔ uses proprietary analysis tools to develop a tactical plan, which we can implement with you.  Our approach combines the disciplines of operations, finance, and human resources.  Our clients are typically senior managers in the marketing and sales.

Work Analysis and Planning

Results (Start at the end)
Identify individual and team goals and priorities.  Often, business objectives are clear, but priorities and alignment are not.  It is important to determine performance metrics and goals for every function.  This process leads to the identification of high / low impact function – separating critical from trivial functions and tasks.  Once identified group and job priorities are easily defined.  The final step is to analyze workflow drivers and restrainers to determine contingencies, resources and inter-function alignment around a common mission and production level.

Social (Address the social fabric of the group)
Identify team communication, problem solving, conflict resolution and decision making patterns.  Our model is based on defining Four Preference and Five Functionalities.  These are benchmarked to high performance team scores.  A common approach to leveraging strengths and managing weaknesses builds team commitment necessary to the challenges of handling workload and achieving goals.  Our research shows that a strong social network is a prerequisite to adaptability and sustained performance.

Work (Address process and performance)
Identify the most efficient flow and workloads.  The true measure of a team is its ability to produce consistent results.  Our Lean Flow model identifies disconnects, redundancies and slippages distinguishing between “line” related tasks and “staff,” related tasks.  The redeployment of tasks in relation to flow and time will substantially increase team productivity.  This requires the alignment of flow instead of the alignment of jobs.  Our research shows that most teams are 40% efficient, but can achieve 70%+ by developing protocols and a repetitive “logic”.

Implementation

After the analysis and plan, facilitation of the changes must be carried out in a concentrated effort to create initial successes while simultaneously “retiring” the old structures and job descriptions.  This effort usually requires several months to sort out “unaddressed issues’ and to adapt to the details of the new / revised workloads.  The ultimate goal is to maintain and increase motivation in the face of (usually) perceived work overload.  The third party facilitation approach is always the most effective at this stage to address the conflicts, compensation and performance issues that inevitably arise when you are dealing with people under pressure.

Case Study:

A large global medical devices business faced with staff reductions during the launch of two new products, called on us to assist in them meeting delivery deadlines by improving “team work”.  Based on our joint analysis we were quickly able to establish that project priorities were not clear, that functional responsibilities were distributed amongst too many functions, and that there was no mechanism to address these disconnects.  Our first step was to facilitate the development of a hierarchy of goals – business and schedule.  The second step was to work on interdepartmental communications, which was preventing productive dialogue and problem solving.  The third step was to design and facilitate a cross function decision making systems and protocols to address deficiencies in schedule and cost.  The result was a restructure, the elimination of low value work and the achievement of delivery goals.

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Call Debbie Holzkamp at 714-932-2284 or email at dholzkamp@hdspremierconsulting.com
to review your needs, this program and timing that works for you.

Media Sales Force : Digital Sales Force

Multimedia Sales Force Design: Channel Revenue & Cost Management

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Is your investment in your sales force generating the kind of return on investment you need?  Too often returns in this key channel are low due to ineffective deployment of the sales force itself and insufficient use of other channels.  Is your Integrated Media sale channel strategy working for you or against you?  Are you minimizing cost and maximizing revenue?

Our goal is to reduce the cost of sales in channel while increasing sales volume to the various customer categories prospected, sold and serviced by the organization.

Sales Channel Analysis and Planning

Channel goals:  What are the current integrated media channel sales strategies and tactics?  What is the current performance and trend? Who are the target customer groups? What are the unit, price, revenue per order, product usage, customer retention, market share, volume, cost of sales and margin objectives for the future?  How large is the gap?  Where are the primary opportunities and threats?

Channel options:  What are the current functions of the outside sales force, inside sales force, self service commerce, customer service and support desk, operations,B2B marketing and support, and web in executing the sales plans?  Have all been considered and examined in relation to current performance and future goals?  What are the primary strengths and weaknesses of each channel in accomplishing customer sales growth, retention, and re-order?

Direct sales force systems:  What functions of the sales force are obsolete?  Which are critical to develop?  What tools are required to maximize the success of the direct sales force in the desired functions?  What are the pipeline management, customer value proposition, methods, and product and presentation kits?

Customer coverage:  What “real” staffing levels are required to perform in the channel? What is the local business penetration by customer group? What are active account customer sales levels per direct sales team member, inside sales team member?  What is market share penetration by major account customer group?   How long does it take to close a direct sales customer target? Inside sales customer target? Do these reflect call timing, frequency, re-contact, duration, and volume required to maximize geographic or customer coverage?  Is there a self service commerce plan? Who are the customer groups? What is the potential?

Staffing:  What are essential skills and methods to maximize close rates? What are the job descriptions and competencies for direct sales (major account, local), inside sales, and customer support? How does the current staff compare to desired skill and competency levels? How will these be trained for consistent execution? 

Compensation:  What are the strategic sales goals in alignment with revenue and business objectives? What are the elements of the compensation and commission program to drive the behavior in achieving the desired strategic sales goals? What compensation package will best support sales objectives?  Is a sales management system geared to drive and sustain success?

Implementation

Case for change:  What is the most effective way to communicate the redeployment to the sales force?  What are the positive messages and the harder realities?  Making the case for change in articulate fashion decreases the resistance in a re-deployment.

Roll out:  What process will be used with the incumbents to facilitate the changes in functions and reporting?  What time frame will be used to complete the transitions?  Managing the human resources issues of a restructure is essential for maintaining sales force motivation.

Training:  What training and other resources must be provided to accelerate the change to minimize wasted time spent in transition?  Providing the means, ways, and expectations increases the adaptation to the new system.

Follow-up: What is the feedback from the channel – customers and sales force?  What “tweaks” need to be adopted to achieve the sales, cost and customer goals?  Establishing metrics – quantitative and qualitative – is required to address both customer and sales force dynamics to keep the process progressing to a successful result.

Case Study:

A large multinational increased sales volume with the same size sales force by implementing a redesign of the direct sales force. Analysis of the channel indicated that a more consultative approach was necessary to work with dealers to drive retail sales volume.  As a result of this analysis, the client decided to redesign the salesperson job to allow more frequent customer contact with key accounts.  Traditional low value order taking work was moved to a web based and customer service desk.  The increased focus on high value accounts combined with a compensation system that rewarded growth in “selling the entire line” did the trick.  The client has expanded this concept by focusing salespeople on areas of high dealer density to increase contact, while using the indirect web and service desk channel in low density areas.  The savings in travel have proven to be significant.

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Call Debbie Holzkamp at 714-932-2284 or email at dholzkamp@hdspremierconsulting.com
to review your needs, this program and timing that works for you.

Objective:

Follow the steps in the Sales Action Planning Tool to assemble and activate your sales plan.

	Multimedia Sales Planning Tool A step by step planning tool to use in developing a sales plan to achieve advertising revenue sales goals for the media sales person.

» Buy this Tool online

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Call Debbie Holzkamp at 714-932-2284 or email at dholzkamp@hdspremierconsulting.com
to review your needs, this program and timing that works for you.

Objective:

Use the questions in this survey tool to gather information from a local business customer, and or advertising agency. Summarize the customer information and use the Customer Proposal Tool to develop a multimedia advertising solution that fits the needs of the local business customer and or advertising agency media buyer or planner. Gathering the most relevant information from the customer will enable you to develop an effective and successful multimedia advertising solution. 

	Customer Survey Tool Use this tool to gather information from a local business customer and or agency media buyer or planner who represents the local business customer. The information gathered will help you develop and sell an effective multimedia advertising solution.
	Customer Proposal Tool Use this tool to develop a multimedia advertising solution that fits the needs of the local business customer and or advertising agency media buyer or planner.

» Buy these Tools online

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Call Debbie Holzkamp at 714-932-2284 or email at dholzkamp@hdspremierconsulting.com
to review your needs, this program and timing that works for you.

Objective:

Use the questions in this survey tool to gather information from a local business customer. Summarize the customer information and use the Customer Proposal Tool to develop a multimedia advertising solution that fits the needs of the local business customer. Gathering the most relevant information will enable you to develop an effective and successful multimedia advertising solution.

	Customer Survey Tool Use this tool to gather information from a local business customer. The information gathered will help you develop and sell an effective multimedia advertising solution to a local small to mid size business customer.
	Customer Proposal Tool Customer Proposal Tool for a Small to Midsize Local Business

» Buy these Tools online

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Call Debbie Holzkamp at 714-932-2284 or email at dholzkamp@hdspremierconsulting.com
to review your needs, this program and timing that works for you.

Decision Toolbox Recruitment & RPO – Your on-demand recruiting department, for one position or hundreds.

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Here’s what every search with Decision Toolbox includes:

STRATEGY – we launch every project with a 45-minute strategy call to develop a multi-layered recruiting plan spearheaded by one-of-a-kind marketing piece that brands your opportunity.

COMPREHENSIVE SOURCING – we reach both active and passive job seekers by thoroughly sweeping four channels:
1) mining our own proprietary database; 2) mining the Internet, resume databases, associations & social networking sites; 3) cultivating referrals; and 4) advertising on major and specialty job boards.

IN-DEPTH CANDIDATE SCREENING – we perform a 45-minute phone-screen with each of the most promising prospects and present only the strongest ones along with our collected insight and analysis.

APPLICANT VIDEO – we’ve integrated video capabilities into our recruiting process, allowing applicants to submit video clips and hiring managers to conduct video interviews.

PROJECT MANAGEMENT – we are full service meaning that we manage all of the project’s details, including interview scheduling, exchange of feedback, qualitative reference checking, and offer negotiation and acceptance. Background checks and skills testing can be integrated easily as well.

ONLINE TRACKING & METRICS REPORTING – via our proprietary Recruiting Machine platform, you will have 24/7 access to project status and candidate data. We also provide detailed reporting capabilities in metrics addressing EEO/OFCCP, CPH, hiring manager satisfaction and more.

• FULL SERVICE, HANDS-ON RECRUITING
• SINGLE OPENINGS, LARGE PROJECTS, RPO
• ALL POSITION TYPES & LEVELS, NATIONWIDE
• 7% COST PER HIRE ON AVERAGE

w w w. d t o o l b o x . c o m • 562‐377‐5600

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For Executive Management Recruiting call:

Jeff Kohler and Associates
Executive Recruiting for Media Companies
476 W. Prospect Avenue
North Wales, PA  19454
(215) 699-7373  •  Email: jeff@jeffkohler.com

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Call Debbie Holzkamp at 714-932-2284 or email at dholzkamp@hdspremierconsulting.com
to review your needs, this program and timing that works for you.