Marketing in a downturn

Only 20 percent of salespeople are prepared to offer real value during a sales call. In a tough market, this won’t cut it. Sellers who prepare for sales calls with general industry knowledge are not able to demonstrate the unique value required to sell in today’s increasingly challenging environment.

To successfully close deals, sellers need to be customer-centric and develop a deep understanding of their customer’s business objectives and success metrics, aligned to the organization’s specific context. This approach builds sellers’ credibility, conversational agility, and their ability to adjust their talking points to address clients’ different motivations, which are critical when spending isn’t really on the table.

Customer centricity also allows sellers to engage with clients throughout all parts of the sales cycle, which enables them to find unexpected opportunities. A seller who can shift gears mid-conversation by listening for cues will be able to address business priorities that genuinely land with the client—and get them invited back for further meetings. When sellers can see things from the customer’s perspective, they become trusted advisors.

By leveraging a customer-centric mindset to position themselves and their organization as a true partner for success, sellers will demonstrate value and win business, even in a tough economy. To build your teams’ customer centricity, sales leaders should facilitate the following steps:

1. Gather deep industry knowledge

It’s not enough to have company-specific history and context in your back pocket; industry expertise and context is critical to build rapport and trust. Going beyond “show me you know me” and demonstrating exactly how a product or service provides value to your customer and represents an investment is crucial in today’s market.

Sellers also need to gather in-depth information about the people seated across the table—prospects and customers specifically. To prepare, sellers should comb through social channels, read 10-Ks, and keep up with industry press, and ask: What challenges are keeping your prospects up at night? What innovations do they have in progress? Who are their competitors? Are there any recent shifts in customers they’re targeting? The context allows the seller to speak directly to prospects’ pain points and develop custom, thoughtful solutions.

2. Develop the skills to secure a meeting

For salespeople, of all the skills to master, getting introductions tops the list. In fact, 70 percent of customers value “connected processes,” otherwise known as contextualized engagements. Think of this as a seamless hand-off between a person in the seller’s network and a decision maker at a company.

Introductions go beyond the introduction itself. They also require sellers to share a strong point of view and ask the right questions so that customers will open up about their businesses. It’s all about being relevant and bringing value to the conversation.

3. Understand customers’ metrics

Many salespeople enter the room with some understanding of their customer’s business challenges. Not as many come in with knowledge around the financials, initiatives, and KPIs used to measure success. Knowing how a client will measure success allows a seller to speak to those points specifically.

The seller must focus on the customer by providing insight, following up regularly, and even helping to strategize next steps. The goal is to ensure that customers see the value of the company’s products or services and seek to adopt them. Success will encourage additional purchases, and over time, generate steady revenue streams.

4. Pair the offer with the value proposition

Without a clear understanding of how the company’s products or services deliver value for clients and how to present this in a compelling way, sellers will consistently fail to close deals. Understanding and delivering the value proposition is so mission critical that it should be built into every organization’s training and enablement.

One way to prepare sellers is through simulations, which immerse customer-facing teams in their customer’s challenges. Being on the inside of their customers’ business allows sellers to become more intuitive and thoughtful about developing solutions. Furthermore, they get to practice having challenging conversations, whether with their manager or a professional coach, in a safe environment that helps them to develop confidence.

Developing a customer-centric mindset is ever more critical for sellers who need to close deals in a challenging economic environment. Knowledge, conversational agility, and consultative skills enable sellers to become strategic client partners, win new business, expand critical accounts, and foster successful long-term relationships with important stakeholders in the market.

The hardest sell is not the one you have to make, it’s the one your buyer has to make internally against other priorities andinitiatives.

As a seller, you can feel it coming. When recession looms, a company’s first impulse is to dramatically cut spending. But you can work the downturn to your advantage—helping buyers position your solution not as just another cost competing for space in a tightened budget, but as the key to thriving in hard times.

These four steps will enable you to make it easier for yourbuyers to buy.

1. Improve your understanding of the situation‍

Take a macroeconomic view of how a downturn is affecting your customer’s business. Examine the trends moving against the company’s ability to purchase, in particular the implications of how these trends impact the budget areas where you sell today. Customers who were previously looking for 20 percent year-over-year growth are likely now aiming for something more conservative, or even hoping just to remain flat. Maintaining revenues and market position are more important than ever in a recession.

Even during market downturns, however, customers still have problems that need to be solved. Consider the decision levers influencing purchasing amid these macroeconomic trends by identifying high-level trends that customers need to focus on in a downturn. These will fall into at least some, and maybe all, of the following categories: technology, people, strategy, key initiatives, competitive landscape, and business performance. Examining the internal communication of your own company and any changes in how decisions are made mayalso give insight into what your customers are experiencing.

2.  Improve your understanding of the situation

Even your strongest business relationships can now look much different due to economic pressures. Most customers will be facing increased scrutiny on any purchasing decision, with new stakeholders involved in the buying process who require higher levels of justification. A longer sales cycle has wide effects on your ability to manage your pipeline and territory and forecast your year. In a downturn, sales fundamentals are more important than ever, so you need to take these three actions:

Evaluate your customers. Looking at your book of business, who are your most critical stakeholders? Taking the time to evaluate which relationships are essential to sustain and beginning to formulate a game plan will keep you focused.

Discover and align to changing goals. Particularly for your most essential customers, you will need to be intentional about understanding how the looming recession is affecting their business and their decision-making processes. Often a short-term strategy is put in place to maintain financial health throughout the downturn. As a good partner, you need to be able to align with the new success targets and be proactive in the process.

Uncover the new competition. A downturn can bring a source of competition you haven’t faced before: other initiatives inside of your customer’s company competing for the same budget dollars. With waning confidence in growth, C-suite leaders have little choice but to tightly monitor costs throughout the organization. Inevitably, this ratchets up the internal competition for funding as finance departments try to decide which initiatives are mission-critical and which could wait for better conditions.

Getting back to basics and spending the time to deeply understand how the external pressures are creating new internal processes for your customers can help you better position yourself throughout the downturn.

3. Position yourself

Now that you fully understand the new strategy of your key accounts and any potential internal competition, you are ready to position yourself. While you may be tempted to look at shorter contracts or discounting, any amount of discounting can have long-term effects on your relationships and signal desperation. More than ever, it is critical that you create a value proposition for your customers. In addition, you must present a creative value proposition that is broad enough to appeal to the new stakeholders at the table. You may find yourself with C-suite executives involved in conversations that previously required lower-level sign off. Being able to confidently present your offering and think on your feet will be essential. Be sure to understand what value your offering brings to different areas of your customer’s organization and know what levers you have at your disposal to help a deal move along. Remember that just as your customers want to avoid any short-term missteps for their business, you must protect your business as well. Look for creative ways everyone can win.

4. Identify new opportunities

Finally, you need to be more proactive and agile during this time. While maintaining major accounts and relationships is important, finding new areas of business may be even more important. You might have built a book of business around an industry that is widely affected by the downturn. Networking with your team and staying current on market conditions can you help you find marketplace shifts and lead you to new opportunities. Communicating with your sales and marketing leadership on what you see and hear in the field may help everyone uncover new applications, industries, and customers for your products.

There’s no denying that selling in a downturn presents a new set of challenges. But by leveraging empathy and insights into the internal and external forces impacting customers, you canpartner with your buyers to make a winning business case—even in a downturn.

How will your business survive amidst surging inflation and increased costs for energy and raw materials?

How will you ensure customers buy your products and services when they need to spend more on almost everything? Right now, these questions are top of mind for you and other business leaders. Unfortunately, most factors that contribute to inflation are out of your control. However, there are a few key strategies you can leverage to mitigate the consequences of inflation.

1. Rethink your value proposition

More than ever, a clear, targeted value proposition is mission critical. To reach customers in a time when they are hesitant to spend, you need to address their specific needs and desires, which requires having deep insights about them. Without this understanding, it’s impossible to highlight the value that your offering provides. To dig deeper, conduct customer focus sessions or interviews to understand what they value most and why. Leverage the following process to structure how you rethink your value proposition.

• Customer Understanding: Know your customer better than anyone else and appreciate the difference between customers.
• Customer Segmentation: Gain a solid understanding of the segmentation process. Segment your customers based on your customer understanding.
• Specific Value Proposition: Develop segment-specific offerings based on customer insights. Create segment-specific value propositions.

2. Redesign your pricing approach and strategy

Amidst high inflation, price is a sticking point for customers – but increases are often necessary for the longevity of your business.

When considering price increases, ask yourself, what do we want to achieve? Your pricing approach and strategy depend upon how much of a price increase you can afford. Do you want to gain market share with your premium brand? Do you need to defend against a private label? You must consider these questions when rethinking your pricing strategy because price increases should not jeopardize your overall strategy.

Regardless of which path you choose, use insights you’ve gathered about customers as you reevaluate. Your pricing should reflect the benefits of your offering.

Depending on your customers’ price sensitivity, their reaction will be different. Consider these factors when redesigning your pricing strategy:

• Customer’s income statement / financial status
• Customer’s willingness to pay
• Customer’s industry and product segments (necessities vs. luxury goods)
• Availability of alternative products and substitutability

However, your price increase shouldn’t be too moderate (< 2%). An increase needs to be worthwhile and secure your margin, so you don’t have to raise prices too often.

3. Communicate your price increase

Raising prices without a thoughtful communication strategy can backfire and harm your relationships with customers. Remember, your customers are also facing higher prices for almost all goods and services, so be sure sellers are equipped to approach the situation with care.

Create a compelling story that sellers can use to frame the price increase highlighting the value your customers will receive when purchasing your offering. What additional benefits will they receive at this new price? Why should they be willing to pay more?

As part of the story, sellers should only plan to mention the increase in input costs as a secondary factor. But, if higher input costs are the reason for the price increase, sellers should not be afraid to communicate this. Transparency counts.

Decades of psychological studies have proven that calling it what it is – a price increase – and avoiding euphemisms is important to customers. Sellers will often call it “price update” or “price adjustment” because they are afraid of customers’ reactions. However, customers value authenticity and honesty more than diluted messaging.

Another important factor is time. Since your customers might need some time to adapt to your increased prices, the earlier sellers communicate, the better.

In summary, before communicating the price increase to customers, be sure your sellers are prepared to do the following:

• Create a value-first storyline without neglecting external factors
• Avoid euphemisms and let customers know what they can expect
• Communicate in a timely manner

Whether you’re restating your value proposition or adjusting your prices, collecting feedback and insights from customers enables you to build trust and serve them better. This is especially critical during inflationary periods when price can be sensitive and communicating changes must be approached with consideration and care. However, putting in this additional work will be rewarded with steadfast customer loyalty even if price increases persist.

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Hace unos meses terminé una sesión con un equipo de ejecutivos comerciales de una institución financiera mediana. Dos días intensos: cómo prospectar, cómo estructurar conversaciones centradas en el cliente, cómo crear valor en cada interacción. El grupo salió inspirado del taller.

Tres semanas después le pregunté a uno de los mejores participantes sobre cómo le había ido aplicando las nuevas herramientas. Me miró un segundo y me dijo, con total honestidad:

“La verdad... la semana siguiente fue igual que siempre, volví al viejo sistema”

El entrenamiento de capacidades es  necesario. Pero sin una cultura comercial que lo sostenga, es un esfuerzo poco  rentable para las empresas.

1.   Las capacidades sin contexto no sobreviven al día a día

Un ejecutivo de ventas puede salir de un taller sabiendo exactamente qué preguntar, cómo estructurar una conversación de valor, cómo posicionarse como asesor estratégico en lugar de vendedor de productos. La semana siguiente, el peso de las métricas de corto plazo, la presión por resultados y las urgencias del día a día terminan arrastrándolos de vuelta a la rutina de siempre.

McKinsey (2024) encontró que más del 70% de las iniciativas de transformación comercial no logran sus objetivos — y la principal causa no es el diseño del programa, sino la falta de condiciones organizacionales para sostener los nuevos comportamientos.

El problema no es el taller. Es lo que existe o no existe en la realidad de la estructura comercial.

2.   El cambio requiere alinear seis pilares

Lo que diferencia a las empresas que realmente transforman su modelo comercial de las que solo capacitan, está relacionado con seis pilares que operan simultáneamente.

1.    Patrocinio de la alta dirección que empodera en lugar de solo exigir

2.    Disciplina en gestión de cuentas/clientes estratégicos, con metodología y seguimiento

3.    Conversaciones centradas en el cliente, no en el portafolio de productos

4.    Cada interacción con relevancia estratégica, preparadapara crear valor medible

5.    Nuevos comportamientos integrados al ritmo operativodiario y la cadencia del negocio

6.    Líderes comerciales presentes que sostienen la cultura, no solo la expresan

Cuando falta uno, los demás no escalan y terminan provocando un círculo vicioso.

3.   El liderazgo que sostiene vale más que el que exige

El patrocinio de la alta dirección y la presencia de los líderes comerciales sonlos pilares que más frecuentemente fallan. No porque los líderes no crean en el cambio, sino porque el día a día los jala de vuelta a revisar resultados, no a construir comportamientos.

Gartner (2024) señala que los equipos comerciales cuyos líderes hacen coaching activo y visible tienen hasta un 28% mayor probabilidad de adoptar nuevos comportamientos de manera sostenida.

El entrenamiento define el rumbo y entrega el mapa; el liderazgo es lo que realmente ayuda a navegar y sostener el cambio.

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Conclusión

Si tu empresa está invirtiendo en transformar la forma en que sus equipos comerciales se relacionan con los clientes, la pregunta ya no es si el entrenamiento funciona. La verdadera pregunta es: ¿qué tan preparada está la organización para sostener el cambio?

Porque el talento existe. Las habilidades se desarrollan. Pero la cultura no se improvisa; se construye todos los días, con liderazgo, alineación y consistencia.

¿Cuál de estos seis pilares es hoy el más débil en tu organización?

É possível mudar a cultura de uma organização?

Hoje em dia, poucas organizações não estão envolvidas em um (ou vários) processos de transformação cultural. Novas formas de trabalhar em organizações mais horizontais e adaptativas, melhorias na cultura de segurança, orientação ao cliente, transformações nas áreas comerciais e excelência operacional, entre outros.

E é aqui que surge uma das grandes perguntas:

É possível mudar a cultura de uma organização? E, se sim, como fazer isso?

Para ajudar a responder a essas perguntas—frequentes entre nossos clientes e amplamente discutidas—gostaria de compartilhar o que aprendemos na BTS ao longo dos últimos 38 anos sobre o que funciona e o que não funciona (até agora, pois em transformação cultural estamos sempre aprendendo).

A boa notícia é que a resposta é sim.

A dificuldade está na segunda pergunta: como fazer isso?

Um projeto? Uma iniciativa?

Um ponto importante é que a transformação cultural não é um projeto com início e fim, mas sim um processo contínuo e em evolução. Isso muitas vezes gera tensão em organizações acostumadas a uma lógica de projetos.

O que é crítico e frequentemente ignorado?

Existem elementos que, quando considerados e aplicados corretamente, tornam a transformação muito mais eficaz. No entanto, muitas vezes são ignorados.

Esses elementos são:

• Envolver as pessoas. Quanto maior o envolvimento em todos os níveis, maior a probabilidade de implementação das mudanças.
• Tornar a mudança tangível e vivida no dia a dia, conectando teoria e prática. Transparência é fundamental.
• Toda mudança tem impactos positivos e negativos — ambos devem ser comunicados com clareza.
• Mudança cultural exige tempo e transformação de mindsets e estruturas organizacionais.
• A cultura deve estar conectada à estratégia.

Como estruturamos a transformação cultural?

Nosso modelo se baseia em quatro etapas: definir resultados, criar líderes de mudança, incorporar mudanças e sustentar novas formas de trabalho.

1. Definir resultados

O primeiro passo é estabelecer resultados claros e alinhamento executivo. É necessário conectar propósito, visão e objetivos organizacionais.

Ações:

• Coleta de dados (entrevistas, focus groups, visitas)
• Diagnósticos culturais
• Definição de expectativas (Leadership Profiles

2. Criar líderes de mudança

Todos os líderes devem atuar como agentes de mudança. É fundamental engajá-los emocional e racionalmente.

Ações:

• Programas de liderança
• Playbooks
• Feedback contínuo

3. Incorporar mudanças

É essencial transformar mentalidades e sistemas organizacionais.

Ações:

• Coaching
• Sprints culturais
• Cascata organizacional
• Avaliações comportamentais

4. Sustentar o novo modelo

Garantir continuidade através de redes, dados e suporte contínuo.

Ações:

• Integração com processos de talento
• Uso de IA no dia a dia
• Monitoramento da transformação
• Comunidades de prática

A importância de ser paciente e impaciente ao mesmo tempo

Transformações culturais são complexas e não têm fórmula única.

Ser estrategicamente paciente e taticamente ágil é essencial para ajustar e evoluir continuamente.

Esse equilíbrio permite transformar a jornada em algo positivo e sustentável.

Este é apenas um resumo.

Se quiser aprofundar com exemplos e práticas:

Baixe o PDF completo e acesse todo o conteúdo.

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Si può cambiare la cultura di un’organizzazione?

Oggi, poche organizzazioni non sono immerse in uno (o più) processi di trasformazione culturale. Nuovi modi di lavorare in organizzazioni più piatte e adattive, miglioramenti nella cultura della sicurezza, orientamento al cliente, trasformazioni delle aree commerciali e miglioramento dell’eccellenza operativa, per citarne alcuni.

Ed è qui che nasce una delle grandi domande:

Si può cambiare la cultura di un’organizzazione? E, se sì, come si fa?

Per aiutare a rispondere a queste domande—che i nostri clienti ci pongono spesso e su cui esiste molta letteratura—vorrei condividere ciò che in BTS abbiamo imparato negli ultimi 38 anni su ciò che funziona e ciò che non funziona (finora, perché nel cambiamento culturale non si smette mai di imparare).

La buona notizia è che la risposta alla domanda se si possa cambiare la cultura di un’organizzazione è sì.

La difficoltà sta nel rispondere alla seconda: come si fa?

Un progetto? Un’iniziativa?

Un aspetto importante da considerare è che i processi di cambiamento o trasformazione culturale non sono progetti con un inizio e una fine; sono processi in continua evoluzione. Questo spesso genera tensione nelle organizzazioni abituate a un approccio basato sui progetti.

Cosa è critico e spesso viene ignorato?

Esistono diversi elementi che, se considerati e utilizzati correttamente, rendono gli sforzi di trasformazione molto più efficaci. Purtroppo, spesso vengono ignorati.

Questi elementi critici sono:

• Coinvolgere le persone. Più le persone (a tutti i livelli) sono coinvolte nella trasformazione, maggiori sono le probabilità che implementino i cambiamenti richiesti.
• Per comprendere il cambiamento, bisogna renderlo tangibile e sperimentarlo. Ciò significa collegare il quadro teorico alle azioni quotidiane. Spiegare il quadro completo con trasparenza è fondamentale.
• Tutti i cambiamenti portano aspetti positivi, ma anche impatti negativi. Spiegare il quadro completo con trasparenza è fondamentale.
• Cambiare la cultura richiede tempo e implica identificare e modificare i “mindset” e le strutture quotidiane (simboli) che definiscono come si fanno le cose nell’organizzazione.
• La cultura deve essere fortemente connessa alla strategia.

Come consigliamo di strutturare i processi di cambiamento culturale?

Il nostro approccio si compone di quattro fasi: definire i risultati, creare leader del cambiamento, incorporare i cambiamenti chiave e sostenere i nuovi modi di lavorare.

1. Definire i risultati

Il primo passo in qualsiasi processo di trasformazione è stabilire risultati chiari. È fondamentale identificare i driver della trasformazione e definire i risultati desiderati in modo da ottenere un vero allineamento a livello esecutivo. Man mano che si procede, è necessario collegare lo scopo e la visione, comprendendo da dove si viene, dove si è e dove si vuole andare. Inoltre, è essenziale collegare la trasformazione agli obiettivi organizzativi.

Alcune azioni rilevanti in questa fase sono:

• Raccolta di informazioni (interviste, focus group, visite operative, …)
• Diagnosi culturali
• Definizione delle aspettative (Leadership Profiles

2. Creare leader del cambiamento

In BTS crediamo che tutti i leader siano anche leader del cambiamento. Adottare una mentalità da “leader del cambiamento” richiede che i leader sperimentino e vedano ciò che ci si aspetta da loro. Fin dall’inizio è fondamentale promuovere l’azione attraverso il “lavoro reale”, come stabilire nuove priorità e comunicare in modo trasparente ed efficace.

I leader devono essere coinvolti (emotivamente e razionalmente) nel cambiamento e devono capire come possono influenzare la cultura attraverso azioni concrete quotidiane.

Infine, è necessario fornire supporto continuo per i cambiamenti più difficili di mentalità e comportamento e raccogliere feedback su ciò che funziona e ciò che non funziona in questa fase.

Alcune azioni rilevanti in questa fase sono:

• Sviluppo di playbook per ruoli critici
• Implementazione di programmi di leadership e cambiamento
• Feedback loops con i livelli esecutivi

3. Incorporare i cambiamenti chiave

Per ottenere un cambiamento significativo, è essenziale identificare i modelli mentali attuali e introdurne di nuovi che supportino lo stato desiderato. Creare routine e simboli che rafforzino il cambiamento, così come identificare processi, pratiche, eventi o norme ancorate ai vecchi modi di lavorare, è fondamentale.

Co-creare nuovi modi di lavorare per un’attivazione immediata aiuta a consolidare questi cambiamenti. Con il progresso, modificare sistemi e processi che supportano e rafforzano i cambiamenti è essenziale per il successo a lungo termine.

Alcune azioni rilevanti in questa fase sono:

• Coaching per leader
• Cultural sprints
• Cascading del cambiamento nell’organizzazione
• Assessment per misurare i cambiamenti comportamentali

4. Sostenere i nuovi modi di lavorare

Il cambiamento non è solo uno sforzo individuale, ma anche un fenomeno sociale. Per questo è necessario creare reti sociali che supportino i cambiamenti di mentalità e comportamento. Interventi con supporto individuale per ruoli critici e momenti specifici, così come l’integrazione dei nuovi modi di lavorare, garantiscono la continuità del cambiamento.

Infine, è necessario utilizzare i dati per analizzare ciò che funziona e ciò che non funziona, permettendo di definire nuove azioni e interventi.

Alcune azioni rilevanti in questa fase sono:

• Integrazione dei playbook nel ciclo di talent management
• Pratica dei nuovi comportamenti con bot basati su IA
• Creazione di un ufficio per monitorare il cambiamento e definire nuove azioni
• Creazione e lancio di Comunità di Pratica (CoP)

L’importanza di essere pazienti e impazienti allo stesso tempo

I processi di trasformazione culturale sono tra i più complessi, poiché non esiste una ricetta unica.

Essere strategicamente pazienti (con risultati chiari ed evitando cambiamenti erratici), ma tatticamente impazienti (agendo nelle fasi descritte e adattando in base a ciò che funziona e ciò che non funziona) è fondamentale.

Questo approccio permette di trasformare questi percorsi in esperienze arricchenti per l’organizzazione, e non in processi dolorosi che lasciano cicatrici nella memoria collettiva.

Questo è solo un riassunto.

Se vuoi approfondire l’approccio completo, esempi e chiavi pratiche:

Scarica il PDF completo e accedi a tutti i contenuti.

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