ICARIANS

What happens when prospects say, “𝗜𝘁’𝘀 𝘁𝗼𝗼 𝗲𝘅𝗽𝗲𝗻𝘀𝗶𝘃𝗲”?

A sales team frequently hears, “Your product is too expensive,” and struggles to respond effectively. Instead of handling objections, they offer discounts too quickly, reducing profitability and devaluing the product.

𝗣𝗿𝗶𝗰𝗲 𝗼𝗯𝗷𝗲𝗰𝘁𝗶𝗼𝗻𝘀 𝗮𝗿𝗲𝗻’𝘁 𝗮𝗯𝗼𝘂𝘁 𝗰𝗼𝘀𝘁, 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗮𝗯𝗼𝘂𝘁 𝗽𝗲𝗿𝗰𝗲𝗶𝘃𝗲𝗱 𝘃𝗮𝗹𝘂𝗲.

𝗛𝗼𝘄 𝘁𝗼 𝗛𝗮𝗻𝗱𝗹𝗲 𝗜𝘁:

1. Uncover the Real Concern – Ask, “What specifically makes you feel it’s too expensive?” to identify the true objection.

2. Focus on Value, Not Price – Highlight unique benefits, ROI, and long-term savings.

3. Use Social Proof – Share case studies, testimonials, and success stories to reinforce credibility.

4. Compare Cost vs. Cost of Inaction – Show the potential loss of not choosing your solution.

5. Ask the Right Closing Question – Instead of offering discounts immediately, ask, “If prices weren’t a concern, would this be the right solution for you?”

𝗘𝘅𝗮𝗺𝗽𝗹𝗲: 𝗔 𝗦𝗼𝗳𝘁𝘄𝗮𝗿𝗲 𝗦𝗮𝗹𝗲𝘀 𝗧𝗲𝗮𝗺 𝗛𝗮𝗻𝗱𝗹𝗶𝗻𝗴 𝗣𝗿𝗶𝗰𝗲 𝗢𝗯𝗷𝗲𝗰𝘁𝗶𝗼𝗻𝘀
A SaaS company’s sales reps often hear, “Your competitors are cheaper.” Instead of immediately lowering the price, a trained rep responds:

Prospect: “Your software costs 20% more than others.”
Sales Rep: “I understand. Besides price, what’s most important to you in a solution?”

Prospect: “Security and ease of use.”
Sales Rep: “That’s exactly why companies choose us—our advanced security features and intuitive design reduce downtime and security risks. In fact, [Client X] saw a 30% productivity increase using our platform. Would you like to see how it works?”

By shifting the focus from price to value, the salesperson keeps the conversation moving toward a solution instead of a discount negotiation.

𝗪𝗵𝘆 𝗧𝗵𝗶𝘀 𝗪𝗼𝗿𝗸𝘀:
✔ Builds value before discussing price.
✔ Frames the product as an investment, not an expense.
✔ Gives the customer a reason to justify the cost.

𝗪𝗶𝗻𝗻𝗶𝗻𝗴 𝘀𝗮𝗹𝗲𝘀 𝗽𝗲𝗼𝗽𝗹𝗲 𝗱𝗼𝗻’𝘁 𝗱𝗲𝗳𝗲𝗻𝗱 𝗽𝗿𝗶𝗰𝗲𝘀, 𝘁𝗵𝗲𝘆 𝗽𝗿𝗼𝘃𝗲 𝘃𝗮𝗹𝘂𝗲.

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Let's say a sales team puts effort into generating leads but struggles to close deals.

Prospects show initial interest, but without consistent follow-ups, they lose momentum or choose competitors.

The team keeps chasing new leads instead of nurturing existing ones, resulting in lost opportunities and inconsistent revenue.

𝗠𝗮𝗻𝘆 𝘀𝗮𝗹𝗲𝘀𝗽𝗲𝗼𝗽𝗹𝗲 𝘀𝗵𝘆 𝗮𝘄𝗮𝘆 𝗳𝗿𝗼𝗺 𝗳𝗼𝗹𝗹𝗼𝘄-𝘂𝗽𝘀, 𝗳𝗲𝗮𝗿𝗶𝗻𝗴 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗯𝗲𝗶𝗻𝗴 “𝘁𝗼𝗼 𝗽𝘂𝘀𝗵𝘆,” 𝗯𝘂𝘁 𝗺𝗼𝘀𝘁 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿𝘀 𝗻𝗲𝗲𝗱 𝗺𝘂𝗹𝘁𝗶𝗽𝗹𝗲 𝘁𝗼𝘂𝗰𝗵𝗽𝗼𝗶𝗻𝘁𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝗺𝗮𝗸𝗶𝗻𝗴 𝗮 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻.

𝗛𝗼𝘄 𝘁𝗼 𝗛𝗮𝗻𝗱𝗹𝗲 𝗜𝘁:

1. Follow the “Rule of 5” – Reach out at least five times before assuming a lead is lost.

2. Use Multiple Channels – Combine emails, calls, LinkedIn messages, and personalized videos.

3. Offer Value in Every Follow-Up – Share insights, case studies, or solutions instead of just “checking in.”

4. Create a Follow-Up Schedule – Automate reminders to ensure consistency.

5. Personalize, Don’t Spam – Reference past conversations and tailor messages to the client’s specific needs.

𝗘𝘅𝗮𝗺𝗽𝗹𝗲: 𝗔 𝗕𝟮𝗕 𝗦𝗮𝗹𝗲𝘀 𝗧𝗲𝗮𝗺 𝗦𝘁𝗿𝘂𝗴𝗴𝗹𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗗𝗲𝗮𝗹 𝗖𝗹𝗼𝘀𝘂𝗿𝗲𝘀

A software sales team generates leads from webinars but struggles to convert them. Instead of one-off emails, they implement a structured follow-up sequence:

✔ 𝗗𝗮𝘆 𝟭: Thank-you email with a summary of key webinar takeaways.
✔ 𝗗𝗮𝘆 𝟯: Personalized email addressing a pain point discussed in the webinar.
✔ 𝗗𝗮𝘆 𝟳: Call with an invitation for a free consultation.
✔ 𝗗𝗮𝘆 𝟭𝟰:: Case study showing how a similar company benefited from the solution.
✔ 𝗗𝗮𝘆 𝟮𝟭: Last follow-up with an exclusive offer or trial.

𝗪𝗵𝘆 𝗧𝗵𝗶𝘀 𝗪𝗼𝗿𝗸𝘀:

✅ Keeps prospects engaged without being intrusive.
✅ Moves leads through the sales funnel with structured touchpoints.
✅ Positions the salesperson as a trusted advisor, not just a seller.

𝗙𝗼𝗹𝗹𝗼𝘄-𝘂𝗽𝘀 𝗮𝗿𝗲𝗻’𝘁 𝗻𝗮𝗴𝗴𝗶𝗻𝗴, 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗮𝗯𝗼𝘂𝘁 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘁𝗿𝘂𝘀𝘁 𝗮𝗻𝗱 𝗸𝗲𝗲𝗽𝗶𝗻𝗴 𝗽𝗿𝗼𝘀𝗽𝗲𝗰𝘁𝘀 𝗶𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗲𝗱.

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Let's say a sales team frequently loses deals because they freeze when prospects push back.

Common objections like "It's too expensive," "We're happy with our current provider," or "Let me think about it" cause hesitation and lost confidence.

Instead of handling objections effectively, reps either back off too quickly or become overly defensive.

𝗛𝗼𝘄 𝗬𝗼𝘂 𝗮𝘀 𝗮 𝗧𝗿𝗮𝗶𝗻𝗲𝗿 𝗰𝗮𝗻 𝗛𝗮𝗻𝗱𝗹𝗲 𝗜𝘁:

1. Reframe Objections as Buying Signals – If a prospect objects, it means they’re interested but need reassurance.

2. Use the “Feel-Felt-Found” Method – Acknowledge their concern, share how others felt the same way, and explain what they found after choosing your solution.

3. Ask Clarifying Questions – Example: “What specifically concerns you about the price?” or “What would make this decision easier for you?”

4. Build Confidence with Role-Playing – Regular objection-handling exercises in team meetings improve real-world performance.

5. Create an Objection-Handling Playbook – Document common objections and best responses so every rep is prepared.

𝗘𝘅𝗮𝗺𝗽𝗹𝗲: 𝗛𝗮𝗻𝗱𝗹𝗶𝗻𝗴 𝗮 𝗣𝗿𝗶𝗰𝗲 𝗢𝗯𝗷𝗲𝗰𝘁𝗶𝗼𝗻

A prospect says, "Your product is too expensive."

A trained sales rep responds:

✔ Acknowledge: “I understand—many of our clients initially felt the same way.”
✔ Reframe: “They also wanted to make sure they were getting the best value.”
✔ Provide a solution: “What they found was that the ROI from [specific benefit] outweighed the initial cost. Would you be open to seeing how it could work for you?”

𝗪𝗵𝘆 𝗧𝗵𝗶𝘀 𝗪𝗼𝗿𝗸𝘀:

✔ Turns resistance into conversation.
✔ Builds trust instead of pressure.
✔ Increases confidence in sales reps.

𝗦𝗮𝗹𝗲𝘀 𝗶𝘀𝗻’𝘁 𝗮𝗯𝗼𝘂𝘁 𝗮𝘃𝗼𝗶𝗱𝗶𝗻𝗴 𝗼𝗯𝗷𝗲𝗰𝘁𝗶𝗼𝗻𝘀—𝗶𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗲𝗺𝗯𝗿𝗮𝗰𝗶𝗻𝗴 𝘁𝗵𝗲𝗺 𝗮𝘀 𝗽𝗮𝗿𝘁 𝗼𝗳 𝘁𝗵𝗲 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻.

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Icarians

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A project deadline is missed because different departments weren’t aligned.

The marketing team blames sales for late input, sales blames product development for unclear features, and everyone feels frustrated.

Work is duplicated, communication is unclear, and inefficiencies grow.

𝗣𝗼𝗼𝗿 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 𝗹𝗲𝗮𝗱𝘀 𝘁𝗼 𝗱𝗲𝗹𝗮𝘆𝘀, 𝗺𝗶𝘀𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴𝘀, 𝗮𝗻𝗱 𝗮 𝗹𝗼𝘀𝘀 𝗼𝗳 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻.

𝗛𝗼𝘄 𝘁𝗼 𝗛𝗮𝗻𝗱𝗹𝗲 𝗜𝘁:
1. Break Down Silos – Encourage cross-department meetings and shared goals.

2. Use Collaboration Tools – Implement project management tools like Trello, Asana, or Slack.

3. Establish Clear Roles & Responsibilities – Define who does what to avoid confusion.

4. Promote Open Communication – Encourage proactive updates instead of last-minute escalations.

5. Create a Culture of Teamwork – Recognize teams that collaborate well and share best practices.

𝗘𝘅𝗮𝗺𝗽𝗹𝗲: 𝗔 𝗣𝗿𝗼𝗱𝘂𝗰𝘁 𝗟𝗮𝘂𝗻𝗰𝗵 𝗙𝗮𝗶𝗹𝘀 𝗗𝘂𝗲 𝘁𝗼 𝗠𝗶𝘀𝗮𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁
A tech company launches a new product, but customers are confused because marketing advertised features that aren’t fully developed. Sales struggles to sell, and customer support is flooded with complaints.

𝗧𝗵𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗿 𝘀𝘁𝗲𝗽𝘀 𝗶𝗻 𝗮𝗻𝗱:
✔ Establishes a weekly cross-functional sync to ensure all teams stay aligned.
✔ Implements a shared project tracker where all teams update progress transparently.
✔ Encourages feedback loops so departments can adjust strategies in real time.

𝗪𝗵𝘆 𝗧𝗵𝗶𝘀 𝗪𝗼𝗿𝗸𝘀:
✔ Prevents last-minute surprises.
✔ Ensures departments work toward the same vision.
✔ Builds accountability and trust between teams.

𝗛𝗶𝗴𝗵-𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝘁𝗲𝗮𝗺𝘀 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗲, 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲, 𝗮𝗻𝗱 𝗲𝘅𝗲𝗰𝘂𝘁𝗲 𝗯𝗹𝗶𝗻𝗱𝗹𝘆, 𝗯𝘂𝘁 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿.

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Let's say a manager notices that their team members are disengaged, meetings are silent, deadlines are missed, and enthusiasm is low.

Employees do the bare minimum, innovation and collaboration are missing.

𝗠𝗮𝗻𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗳𝗮𝗶𝗹 𝘁𝗼 𝗮𝗱𝗱𝗿𝗲𝘀𝘀 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗲𝗮𝗿𝗹𝘆, 𝗹𝗲𝗮𝗱𝗶𝗻𝗴 𝘁𝗼 𝗵𝗶𝗴𝗵 𝘁𝘂𝗿𝗻𝗼𝘃𝗲𝗿 𝗮𝗻𝗱 𝗹𝗼𝘄 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆.

𝗛𝗼𝘄 𝘁𝗼 𝗛𝗮𝗻𝗱𝗹𝗲 𝗜𝘁:
1. Have Honest One-on-One Conversations – Ask employees about their motivation, frustrations, and career goals.

2. Recognize Contributions – Acknowledge good work publicly and tie it to company impact.

3. Empower Employees – Give them ownership of projects and decision-making.

4. Improve Team Collaboration – Hold brainstorming sessions, cross-functional projects, and informal catch-ups.

5. Clarify the "Why" Behind the Work – Connect daily tasks to the company’s vision to make work more meaningful.

𝗘𝘅𝗮𝗺𝗽𝗹𝗲: 𝗔 𝗠𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 𝗧𝗲𝗮𝗺 𝗟𝗼𝘀𝗶𝗻𝗴 𝗠𝗼𝘁𝗶𝘃𝗮𝘁𝗶𝗼𝗻
A marketing manager notices their team has become robotic—tasks are completed, but no one shares new ideas. The manager holds a team meeting and asks:

"What’s one thing you’d change about how we work?"

The team opens up about feeling disconnected from the company's goals. They want more creative input instead of just executing tasks.

𝗧𝗵𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗿:
- Implements a "Pitch Friday" where employees propose new ideas.
- Links each campaign to the company's larger mission.
- Recognizes innovative contributions in meetings.


𝗪𝗵𝘆 𝗧𝗵𝗶𝘀 𝗪𝗼𝗿𝗸𝘀:
✔ Engages employees by valuing their input.
✔ Transforms work from routine to meaningful.
✔ Creates a culture of collaboration and innovation.

𝗘𝗻𝗴𝗮𝗴𝗲𝗱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗺𝗼𝗿𝗲 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗲, 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗺𝗼𝗿𝗲 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝘃𝗲, 𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗲𝗱, 𝗮𝗻𝗱 𝗹𝗼𝘆𝗮𝗹.

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