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.Novembro 2008

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Terça-feira, 4 de Novembro de 2008

PHARMACEUTICAL – The ladder of prescrition of a medicin!

 

How can we segment our doctors, when talking about prescription of medicines?
The only (exception to some countries in the world) and the best source available is Reps call. And we know, due to market studies that the doctor goes through several stages before prescribing a product or to prescribe regularly. This stages are:

UNKNOWLEDGE - Never heard of the brand or the substance (happens regularly with new product in relation to the substance)

KNOWLEDGE - Know the substance and Brand but doesn´t uses it

INTEREST - notes that this substance / brand can be a useful tool for their clinical practice

EXPERIENCE - experience in some (few) patients the product in order to verify the veracity of the statements of the Company in the person of REP (sometimes, before the launch of a particular product, the Companies offer samples for medical specialists - Opinion leaders - so these have experience with the medicines before its release).

USAGE - Having seen the benefits that this product gives the doctor (their patients) begins the regular use of this product in the indication specified (usually 30% of patients with that disease), along he/she uses a pair of brand also (more 2 for same pathology).

REPEATED USAGE - Notes the benefit of a higher mark in relation to the other 2 (preferable ours), and begins to use more (usually in 60% of patients given for the product). Using yet another brand. The exclusive use of a single brand is uncommon.

Through this process we can measure and segment the stage where is our potential doctor. Not necessarily the doctor has to be in each of the stages in this order, but most of them regularly go through this process before they decide to use certain brand.

We, as makerteers, have to position our medicine in the best way to get to the final stage, with the respect of the ethical and legal codes!
publicado por Ana Maria Abreu às 22:04
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How to make salespeople outperform their budget?

 

This is a unique question that all companies would pay a lot to have the secret to reach this objective. Adapted leadership is the key issue to reach this main goal. And because we don´t have all people in the same level of professional maturity we clearly have to manage people according to their stage. The maturity of the employee has to be considered in relation to the specific work assigned:
1.- We must evaluate, as managers, the professional maturity (know how). The experience acquired previously in similar professional contests, but also the professional competence necessary to reach the objectives (also without a continuous guide). How he or she is gaining knowledge of the requisites of the job to carry out
2.- And we must also evaluate the personal or mental maturity (know to be). The willingness and capacity to assume responsibilities and the motivation and desire of achievement. This defines the intensity of commitment, capacity to establish important objectives (self-esteem).
To develop the professional maturity, training and formation are the key issues. We must join with expert colleagues, study, define stage and work experiences and the Methodology is based in action Coaching.
To develop the Psycological maturity we must talk a lot, develop meetings with people. Acknowledgement, Responsibility and Delegation are key critical success factors. The methodology is Counseling.
You must follow the 5 steps spiral of development of salesperson, according to their attitude but also their capability. In step 1 we have people with positive attitude and low capability (this are the new sales Reps that we have, without almost or any experience). We, as managers, must fix objectives, organize, set deadlines, give specific instructions, constant control. Exert authority! 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
Salespeople in step 1 have basic needs. People wants to learn the key contents of the job, they have a high tendency to follow the procedures, wants to understand the organization and the relationship between structures. We have to develop the knowledge and the basic abilities.
In step 2 the capability is increasing, but the attitude, due to experience in failure that always happens, is turning from positive to negative. You as a leader and manager have to pay a lot of attention to the signs in front of you. Continue to fix objectives, organize, set deadlines, give specific instructions, constant control. Exert authority. But give more responsabilities. This is the time to train to increase the acquisition of good competences. The development program should be based based on the improvement of the abilities that we can transfer, that can be used also in other activities; these are permanent skills of people. This abilities improve the performance. In step 3 people already developed their capability in doing the job, neverthless their confidence is small. You should Visualize high expectations for employees and gradually reduce the level of supervision. Gradually you have to increase the complexity and importance of the tasks and celebrate each stepping stone achievement to maintain/improve morale. Him or her gives you professional support, has visibility outside the operational structure. You have a high risk: can feel itself “untapped” and would like to change. You must develop programs defined to improve the personal abilities. In step 4 you have a unique condition: high capability and high level of attitude. You must support the behaviour, Give support, communicate and involve, facilitate interaction, active listen and give feedbacks. The collaborator is the best in his field. They are developing innovations (he is an anticipator). He improves continuously already good performances. The development programs should be designed to emphasize the activity expressed and improve the personal abilities to allow: active integration / improve Efficacy and Efficiency / Increase the responsibility. Step 5 only happens when you stretch your sales person to another job, as a manager. And then the cycle starts again, because now he is a rookie and you have to teach him everything… And please do never forget that what motivates people is : Self-actualization - A chance to learn a new skill. More responsibility / Self-esteem: Recognition for successful results. Advancement / Social/belonging: Chances to bond with a great team of people / Safety/security and survival: Knowledge that risks are being managed thoughtfully, safety procedures followed, and safety-related equipment available and in good repair. Care and support for self and family members. Wish you a lot of success in the best thing that we have as managers – ability to develop people !!!
 
publicado por Ana Maria Abreu às 21:58
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Emotional Intelligence – The Daniel Goleman´s discovery

 

Is IQ the best measure of intelligence? No. Daniel Goleman asserts that our traditional view of intelligence is far too limited. Goleman shares real-life situations in which people with modest IQs succeed while people with higher IQs do not. He attributes this success to an ability to understand and manage emotions. He refers to this ability as emotional intelligence and defines it as:
1.- knowing yourself / 2.- Managing yourself / 3.- Recognizing other's emotions / 4.- Managing other's emotions
Using specific everyday examples, Goleman states that while childhood is a critical time for developing emotional intelligence, these skills can be developed and strengthened throughout life.
Psychologists and Medical doctors have been proving that there are personal characteristics called emotional intelligence which are responsible for the ways we behave, how we feel, how we relate to others, how well we do at our jobs, and how healthy we are. Not knowing your emotional intelligence tendencies can result in being incompatible with other people, not being happy with your job, not succeeding at your job, and being physically unhealthy - with stress-related problems. 
Knowing your emotional intelligence gives you the opportunity to position yourself to be with people you are naturally compatible with, and to seek out jobs that naturally fit you.  You can also understand what makes you incompatible with certain people or jobs and learn ways to deal with the natural difficulties.   You can understand the specific things that cause you stress and learn ways to become more at peace. 
You See Emotional Intelligence Every Day! At this time, we want to show you, beyond the shadow of a doubt, that emotional intelligence affects your life every single day.   We will later be sharing research, but first let's prove it for yourself.  You have seen emotional intelligence but may not have known what it was.  You have seen it in your relationships, in your tasks, in your feelings and behavior, and in the people all around you.
You can evaluate your emotional intelligence in 3 different scopes:
* Your Relationships: Think of someone you have related to over a significant period of time that you have some conflicts with.  Despite conversation and sharing of both points of view, you still disagree.  You see it one way and the other person sees it very differently.  What you do irritates them and or what they do irritates you.   Yet, there are other people you find very easy to relate to.  You naturally get along with them with very little effort. 
* Your Tasks:  Now think about work or tasks that you have found unpleasant to do.  You know you can do it but you just don't want to.  Perhaps you do it half-heartedly and may not do it as well as you know you can.  Somehow, others seem to like the task although its hard to imagine how they could.  Other tasks or jobs you really like to do and find easy to do.  It may be hard for some others but not to you.
Your Feelings and Actions:   Sometimes you find yourself wanting to do or doing what you know you shouldn't do.   Some motivation from inside you pushes you.  Sometimes you feel stress where others feel less. 
In my experience managing people (from sales, marketing, and administrative areas) I feel that this is one the key competences that a manager must have to succeed! Because people is the most important resources that a managers manages every day, and the only on that can bring powerful results just by motivating and develop people to achieve better results. To succeed, a manager should uses this important skill –EI- to use his/her emotions in a better way. Let´s see one example: Charles was hired to be a sales manager.  He was intelligent, physically fit, had a Batchelor's degree in business, and excelled at the sales managers training program.  Yet, after just a few months on the job, he was failing and was ready to be fired.  What happened?  His emotional intelligence did not fit the job.  He was non assertive, indecisive, too tolerant, and could not face problems as they developed.  As a result, his people did a poor job of serving the customers. 
Charles learned about his Emotional Intelligence - both positive traits, as well as the ones that were getting in the way of his success.  He made some quality decisions and with effort, soon was the top manager in this company.  He went on to become a successful executive with the company and later became president of another company.
Seems easy? But unfortunately is not so easy if you are not aware… The best way is to study yourself and the others and try to understand why do people behave that way, wich are their real motivations and emotions that are usual hidden. Check the things that you are not compatible with and find a way to adjust. Write it on a peace of paper, because it´s easier for you to organize yourself.
At the end, please have fun and become the president of the company….
 
 (Nelson Pires Sal&Mar; source and free adatation from Daniel Goleman´s book “Emotional Intelligence)
 
publicado por Ana Maria Abreu às 21:55
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