Page 1 Sa1esWise TM INTERNATIONAL HOUSEWARES REPRESENTATIVES ASSOCIATION Marketing & Field Sales Professionals Serving the Home • Housewares • Gourmet • Hardware Industries Continued on page 2 >>>> September 2013 Tech Bits ................................................................... Page 3 Booster Club Members & Application ............... Pages 5 & 6 IHRA Member Ads .................................................... Page 7 (6) Mfrs Seeking IHRA Members .............................. Page 8 Calendar of Events ................................................... Page 9 by Nicki Weiss, Certified Professional Sales Management Coach and MasterTrainer Continued on page 2 >>>> by Bill Weiner IHRA Executive Director Hire for values first, skills second IHRA is 19 years old. Seems like only yesterday . . . A couple of months ago I received a call from Bryan and Jeff, part- ners in a rep firm. They were disappointed with the performance of one of their salespeople and totally mystified since they hired him based on his selling skills and track record. They asked Saleswise to help solve the problem, and our probing uncovered a basic mismatch, i.e., the salesperson didn’t share their values. Every organization has values that define it and shape its identity and its reputation. The whole bundle makes up its culture. Does the organiza- tion take risks or follow a safe path, encourage teamwork or individual performance, embrace change or stick with the tried-and-true? Bryan and Jeff believe employees should pull their weight, seek out new prospects and treat all customers like royalty. The salesperson was financially comfortable, toward the end of his career and didn’t want to work very hard. His selling skills were good, but the cultural difference was huge. If Bryan and Jeff had been clear on their rep firm’s culture, they could have uncovered this no-fit when interviewing and saved everyone a lot of grief. In the work we have done with a variety of rep firms, we’ve found that a candidate’s alignment with company culture counts as much – and often far more – than skills or experience. Our advice? Hire for a value match; people can learn or hone their skills. Employees who don’t share company values chip away at what the company is trying to achieve and tarnish its identity. Here are some ideas for developing a values-based hiring process. Don’t just ask candidates about their values; let them show you. Your process could include a group interview, in which multiple candi- dates interview for open jobs at the same time. You can learn a lot about a person from watching him or her interact with other job applicants and . . . and yesterday in Chicago was dark and gloomy. S orry to start off on such a negative note, but I’ve finally realized what our rep members have been facing these past few years. Frustration, as Steve Grossman so ably writes about, and many other members agree, “repdom” in our industry is going through frustrating times. Not only are manufacturers that utilize field sales professionals in- creasing the number of “house” accounts in their contracts, but good, potentially profitable accounts won’t give the reps “face time” to show their products and explain their manufacturers’ programs. What a change since I started as a rep some 50 years ago selling consumer electronics products. In those “frontier times” all reps were told the same thing by their accounts: “We want to know everything that’s new as soon as you do; we want to know what it does, how it works, and most of all . . . how best to promote it and sell it.” And, we got all the face time we needed to fulfill those objectives . . . even (and especially) with the largest accounts in the territory. But back to my opening statement. What I have finally realized is the frustration of trying to do my best . . . just like you do for your suppliers and accounts . . . to convince our members that, unless they assist staff’s efforts in recruiting new members, 2014 . . . our 20th anniversary . . . could be our last.
Transcript
Page 1
Sa1esWiseTM
International Housewares Representatives AssociationMarketing & Field Sales Professionals Serving the
Home • Housewares • Gourmet • Hardware Industries
Continued on page 2 >>>>
September 2013Tech Bits ................................................................... Page 3Booster Club Members & Application ............... Pages 5 & 6IHRA Member Ads .................................................... Page 7(6) Mfrs Seeking IHRA Members .............................. Page 8Calendar of Events ................................................... Page 9
by Nicki Weiss, Certified Professional Sales Management Coach and MasterTrainer
IHRAREPorter
Continued on page 2 >>>>
by Bill WeinerIHRA Executive Director
Hire for values first, skills
second
IHRA is 19 years old. Seems like only yesterday . . .
A couple of months ago I received a call from Bryan and Jeff, part-ners in a rep firm. They were disappointed with the performance of one of their salespeople and totally mystified since they hired
him based on his selling skills and track record. They asked Saleswise to help solve the problem, and our probing uncovered a basic mismatch, i.e., the salesperson didn’t share their values. Every organization has values that define it and shape its identity and its reputation. The whole bundle makes up its culture. Does the organiza-tion take risks or follow a safe path, encourage teamwork or individual performance, embrace change or stick with the tried-and-true? Bryan and Jeff believe employees should pull their weight, seek out new prospects and treat all customers like royalty. The salesperson was financially comfortable, toward the end of his career and didn’t want to work very hard. His selling skills were good, but the cultural difference was huge. If Bryan and Jeff had been clear on their rep firm’s culture, they could have uncovered this no-fit when interviewing and saved everyone a lot of grief. In the work we have done with a variety of rep firms, we’ve found that a candidate’s alignment with company culture counts as much – and often far more – than skills or experience. Our advice? Hire for a value match; people can learn or hone their skills. Employees who don’t share company values chip away at what the company is trying to achieve and tarnish its identity. Here are some ideas for developing a values-based hiring process.Don’t just ask candidates about their values; let them show you. Your process could include a group interview, in which multiple candi-dates interview for open jobs at the same time. You can learn a lot about a person from watching him or her interact with other job applicants and
. . . and yesterday in Chicago was dark and gloomy.
S orry to start off on such a negative note, but I’ve finally realized what our rep members have been facing these past few years. Frustration, as Steve Grossman so ably writes about, and
many other members agree, “repdom” in our industry is going through frustrating times. Not only are manufacturers that utilize field sales professionals in-creasing the number of “house” accounts in their contracts, but good, potentially profitable accounts won’t give the reps “face time” to show their products and explain their manufacturers’ programs. What a change since I started as a rep some 50 years ago selling consumer electronics products. In those “frontier times” all reps were told the same thing by their accounts: “We want to know everything that’s new as soon as you do; we want to know what it does, how it works, and most of all . . . how best to promote it and sell it.” And, we got all the face time we needed to fulfill those objectives . . . even (and especially) with the largest accounts in the territory. But back to my opening statement. What I have finally realized is the frustration of trying to do my best . . . just like you do for your suppliers and accounts . . . to convince our members that, unless they assist staff’s efforts in recruiting new members, 2014 . . . our 20th anniversary . . . could be our last.
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Weiss (continued from page 1)
Weiner (continued from page 1)
Scarey, but possible. We have got to regrow the association if only to replace our aging members who are retiring or rep companies that are finding it too tough to continue. We recently completed our Annual “Taste of IHRA” new member promotion. That program solicits rep firms that have never belonged, or have not been members for at least five years, to join IHRA FOR FREE for the last 6 months of the year. It is the way many of our members became acquainted with IHRA and have renewed their membership year after year. We asked all our members to target just ONE prospect and sent ap-plications to all. We even offered a cash incentive (dues reduction) if the prospect renewed for 2014. Our result: 6 new rep companies, none of whom were sponsored by an IHRA member. All 6 responded to our direct eMail blast. (In the past, anywhere from 24 to 60 usually join.) Frustration. What to do? We must keep IHRA viable. We are the main resource for more than 80% of the industry’s manufacturers seeking field sales professionals to bring their products and programs to market. Later this month (September) dues invoices will be mailed. The Board of Directors has indicated there will not be an increase from last year. That places even greater emphasis on new member recruitment and increasing the number of IHRA BOOSTER CLUB MEMBERS (see pages 5 & 6) We need your help, efforts and suggestions to keep IHRA viable for many years to come.
employees. To test for risk-taking, for example, ask candidates to role-play how they would deal with a situation in which a salesperson can’t make an important sales call in his or her territory and the only available person is a less-experienced sales team member. A company I work with engages candidates and employees in a “raw egg drop exercise,” in which they work in teams to design a travel vessel for the egg (using only straws and tape).They also develop a marketing presentation to “sell” the design and then drop the vessel from about 10 feet. They quickly learn which candidates exhibit leadership and teamwork qualities as well as which ones perform well in unusual situations. Be crystal clear about your culture and values. Prospective employees will walk away on their own if they don’t believe they can fit in with your culture. I’ve seen it many times, as in the man who called my client’s raw-egg exercise “really weird” and the woman who announced she didn’t want to be part of the firm’s “kumbaya culture.” It’s far better to screen out these people in the initial interview than learn of their discomfort with your firm’s culture during their first months on the job. Don’t combine skills interviews with values interviews. You’ll get a fuller picture of a candidate’s potential when you assess values and skills in separate sessions. For example, one of my client’s young superstars came to his group interview with little relevant job experience – which would have held him back had they been focusing on skills – but he demonstrated such ambition and leadership that they jumped to hire him. Hiring good cultural matches is the best way to assure the continued success of your company. You’ll achieve higher retention, better employee engagement and deeper connections with customers. What’s not to like?
Nicki Weiss is an internationally recognized Certified Professional Sales Management Coach, Master Trainer and workshop leader. Since 1992, Nicki has trained, certified, and/or coached more than 6,000 business executives, manufacturers’ reps, corporate sales executives, small to me-dium sizes.
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Here’s a continuing feature in The REPorter
“Tech Bits”
Gregg Marshall, CPMR, CSP, CMC, is a speaker, author and
consultant. He can be reached by e-mail at gmarshall@vendor-tech.
com, or visit his website at http://www.vendor-tech.com/
Continued on page 4 >>>>
Tech Bit 112 - Ultrabook Tradeoffs
My travel notebook is a bit over 2 years old, ancient in computer years. It was one of the early dual core “thin and light” models that came out, a bit more horsepower than an Intel Atom powered netbook I had been using, but much more portable than a traditional notebook. A year ago, I bought a high powered notebook, with similar specifications as my desktop: quad core I7 processor, 8 GB of ram, and a 750 GB hard drive, but at 7+ pounds it wasn’t anything I’d want to really travel with. I use it when I’m on-site at a client’s for a period of time and want the same performance I have at home. I’ve been doing a lot more traveling this year and wanted something much more powerful yet just as portable. Of course one of the recent group of ultrabooks was an obvious candidate. The term ultrabook was created by Intel and has a minimum set of standards which translate into thin, light, relatively fast, and good battery life. The Macbook Air was the original ultrabook, predating the term itself by a year or two. If you are an MacOS user, in my mind that is the obvious choice, despite the cost differential. The first ultrabooks two years ago were ok, but they weren’t impressive and were as expensive, or in some cases, more expensive than the Macbook Air. That’s one of the reasons I had decided to wait when they were first introduced. Oddly the expected drop in price on ultrabooks hasn’t occurred. When first introduced, Intel predicted they would fall to close to traditional note-book prices. Instead, the manufacturers have largely kept them as a premium product, adding features instead of allowing the price to fall. There are some reasonably priced (approximately $600) ultrabooks that are generally the previous generation with traditional 1368x768 screens and hybrid SSD/hard drive storage. They are decent alternatives if you aren’t willing to go with the premium option. The past year has seen laptop screen resolutions increase dramatically. For years 1368x768 screens have been more/less the only option, now 1920x1080 is becoming an available option. I originally had thought I wanted to go with a 13” ultrabook with a 1920x1080 resolution screen, but I actually find that combination a little hard to read with my eyesight. My original list of options included two Asus models, two Samsung models, a Toshiba, a Lenovo, and an Acer. The other ultrabooks I had seen didn’t seem as thin or light. I ended up taking the Acer S7 off the list based on reviews I had read that indicated it didn’t really have the battery life of the other machines. The Toshiba and the Lenovo got taken off the list because I couldn’t find any place locally to try one out. I have found that there are little ergonometric subtleties that make actually trying a notebook important. My short list was narrowed to the Asus UX31 and UX32 and two models of the Samsung Series 9, one 13” the other a large 15”. I had ruled out almost all the other ultrabooks larger than 13” based on thickness, but the Samsung is effectively the same thickness at 15” as the other three ul-trabooks on my list. Sadly I have to say I am frustrated with both Asus and Samsung on their product naming/numbering. Both have several models of each of these computers and there is no obvious correlation in the model number, which generation it is, nor the specifications. That makes it too easy for a dealer to sell models with the previous generation Intel processors, which are making significant improvements every year, as if they were the latest
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model. I ended up ruling out the UX32 because almost every model I could find had the 1368x768 resolution screens and the more I read about the hy-brid storage, the less excited I was with the actual implementation. That could change in the next year and I’d love to readdress that option. I had thought about upgrading the hard drive to a faster 7200 rpm drive until I realized the UX32 used a very thin drive that had few options, not all 2.5” hard drives will fit every computer, you have to worry about drive thickness in thin computers. I also ended up ruling out the Samsung Series 9 13” model. It didn’t have the specifications I wanted, at least from any local dealer. I still love its look and feel. In the end, the final decision was made on price, largely because I stumbled into an open box computer at a Best Buy, and the amount of RAM. I ended up with a Samsung Series 9 15” model with 8 GB of ram. Oddly most of the ultrabooks max out at 4 GB of ram, my experience is that generally results in a slower computer if you have many applications running at once, which I frequently do. I liked the Series 9 with a 1600x900 resolution screen display. That extra vertical resolution means a bit less scrolling on most applications. While a full 1920x1080 would be fantastic on that sized screen, I have been happy so far. I also immediately added a custom Gelaskin to the laptop since I believe in taking every opportunity to advertise my website URL. Oddly after 3 months carrying the computer, I actually feel it might be too big to be a great travel computer. I don’t even try to do much on airplanes in a standard coach seat, even a 10” computer would barely fit. But despite being amazingly thin, it still feels big. I did have an issue with the open box unit I got. I had purchased a unit with the model number ending in A07, which should have included a 256GB SSD. I was about half way through reformatting the drive to install Windows 7, I’m not willing to run Windows 8 on a non-touch screen laptop, when I realized my SSD was only 128GB. The model number was barely readable it was so small and it turned out my unit was an A01 model. I ended up keeping the unit when a price adjustment made it an offer I couldn’t refuse, especially having spent several hours preparing it. The small SSD had me worried. Windows 7, Office 2010 and a few other applications took up half the drive. That didn’t leave much space for my files. I reorganized my files into active files and my archive files (files older than 2 years old). I only put the active files on the SSD. I also did what I had done on my desktop, teamed my SSD with a hard disk, in this case an external hard drive. I went with a USB 3.0 portable hard drive thinking it would be almost as fast as an internal drive, since USB 3.0 can approximate SATA speeds. Sadly it is about 3 times slower than the SSD. I figured the drives in commercial external drives are the less expensive 5400 rpm drives, so I actually built an external drive using a Maxtor 7200 rpm hybrid drive, which was about 20% faster, but still not the speed I was expecting. I also thought I could use the built in SD card as some expansion storage. Sadly, while I have a very fast 64GB Kingston SD card, it would ap-pear the internal SD connection is via the USB 2.0 interface so it is about 10 times slower than the SSD. I did get a 64GB Kingston 3.0 flash drive that tests out better than the faster external hard drive and just a little slower than the internal SSD. I’ll probably get another one or two of those for intermediate storage. I have also noticed a couple of interesting observations using the computer. With the fast internal SSD, I think 4 GB of ram would work ok since disk swapping is so fast. And, ironically, the computer actually boots up faster than it can resume from hibernation. There is a faster hibernation mode but that requires the space on the SSD be permanently partitioned off, which would remove almost 10% of the total storage space. The upgrade to an ultrabook has interesting, yet totally worthwhile. I’d do it again in a heartbeat, but probably would pick the 13” HD screen ver-sion, even with less ram. External storage can be used to supplement the smallish SSD’s built in.
“Tech Tips” (continued from page 3)
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IHRA Rep Member Boosters Diamond ... $500 or more Bang-Knudsen, Inc., Seattle, WA J. Grob Associates, Inc., Kensington, MD Marketshare Sales, Inc., Minneapolis, MN The Northeast Group Inc., Norwood, MA Platinum ... $400 or more Gold ... $300 or more Kulovitz & Associates, Inc., Dallas, TX Silver ... $200 or more The Barrington Rep Group, Inc., Burr Ridge, IL Mid-Atlantic Sales Group, LLC, Dresher, PA
Bronze ... $100 or more AHA Sales, East Northport, NY B.K. Sales, Long Beach, CA The Belwether Group, LLC, Higganum, CT Koval ~ Williamson, Mukilteo, WA David S. Lapine Co., Inc., Stamford, CT
Industry Manufacturer Boosters Diamond ... $500 or more Platinum ... $400 or more *AM Conservation Group *Artisan Metal Works *Bike Brightz *The Cookware Company *DKB Household USA *ET Industries *H & H Wholesale *Lancaster Colony Commercial Products *Liss America *MCS Industries *Opportunity Partners Ltd *Parasia International, LTD / MAN LAW BBQ *PetzBest Products Group *Stanco Metal Prodcuts, Inc. *Terinex Limited *Trademark Productions, Inc. * Vinaroz Cookware
Gold ... $300 or more Silver ... $200 or more Bronze ... $100 or more *IHRA Manufacturer Members
The IHRA Booster Club is Growing! As it helps us build our educational fund and defray the added costs of an additional day at the International Home + Housewares Shows
NOW - Accepting Booster Club Membership through 2014 - NOW
Representatives. Manufacturers. Want to become an IHRA Booster? See next page for complete details.
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BE AN IHRA BOOSTER! Help us build our educational fund, stay a viable resource for manufacturers seeking field sales professionals, develop special activities and events. and be widely identified as an IHRA Booster. Your company will be identified in the monthly REPorter Newsletter and in multiple signage around the IHRA Hospitality Room at the International Home + Housewares Shows ... AND MORE ... see below!
IHRA Booster Levels for IHRA Rep Members Diamond ... $500 or more earns FREE 1/3 page Locator ad or $225 credit for larger space Platinum ... $400 or more earns FREE 1/4 page Locator ad or $168.75 credit for larger space Gold ... $300 or more earns FREE 2/9 page Locator ad or $150 credit for larger space Silver ... $200 or more earns FREE 1/9 page Locator ad or $75 credit for larger space
Bronze ... $100 or more earns our sincere THANK YOU!
NOW - Accepting Booster Club Membership through 2014 - NOW
IHRA Booster Levels for all Industry Manufacturers Diamond ... $500 or more earns FREE, as needed, Manufacturer Seeking Representatives HOT Lines, 1/4 page ads in monthly REPorter Newsletter and all IHRA Member benefits & services, including FREE eLocators Platinum ... $400 or more earns FREE, as needed, Manufacturer Seeking Representatives HOT Lines, 1/8 page ads in monthly REPorter Newsletter and all IHRA Member benefits & services, including FREE eLocators Gold ... $300 or more earns FREE 1/8 page, Manufacturer Seeking Representatives ads (limit 4), in monthly REPorter Newsletter and all IHRA Member benefits & services, including FREE eLocators Silver ... $200 or more earns FREE 1/8 page, Manufacturer Seeking Representatives ads (limit 2), in monthly REPorter Newsletter and all IHRA Member benefits & services, including FREE eLocators
YES, we want to be an IHRA Booster! Please sign us up. q IHRA Rep Member q Industry Manufacturer
Company ________________________________________________ Address _________________________________________________
City, State, Zip, Country ________________________________________________________________________________________________
Check enclosed for $ or charge to credit card: # _________________________________________ Exp Date _____ Card Code ____ Billing Zip _____
Mail to: IHRA • 1755 Lake Cook Road • Suite 318 • Highland Park, IL 60035 ... or Fax to: 847.748.8273
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Manufacturers: Contact These Performance-Proven, Multiple-Line, Field Sales Professionals to learn how they can profitably bring your products and programs to market.
Bang-KnudsenBang-KnudsenRepresenting gourmet
housewares to leading retailers in the Pacific Northwest for over three decades.We know the territory.
With more than 1,600 active accounts, an average of 15 years of sales experience per sales rep, and a 32 year business track record, companies hire us as the sales and marketing company of choice.Learn more about how J.Grob is helping upscale manufacturers and importers expand their business.
440 Totten Pond Road Suite 100Waltham, MA 02451Phone 781-890-0111
37 Aspen RoadSharon, MA 02067
Tel: 781.806.5129 Fax: 781.806.5131
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Manufacturers Seeking IHRA Field Sales Professionals
Ad Rates 1/8 page: $1001/4 page: $1753/8 page: $2501/2 page: $3253/4 page: $475 Full page: $675
Reruns of same ad within 12 months are at 50% discount!
Ad Dimensions1/8 page: Vertical, only 3 11/16” h x 2 7/16” w
1/4 page: Vertical 7 1/2” h x 2 7/16” w 1/4 page, Horizontal 3 11/16” h x 4 15/16” w
3/8 page: Horizontal only 3 11/16” h x 7 15/16” w
1/2 page: Vertical 7 1/2” h x 4 15/16” w 1/2 page: Horizontal 3 11/16” h x 10” w
3/4 page: 7 1/2” h x 7 15/16” w
Full page: 7 1/2” h x 10” w
MAN LAW BBQ line of premium BBQ tools and accessories looking for key account reps for the following accounts: Sears, Kmart, Ace, Do it Best, Safeway, PC Richard, A & P, Macy’s, Belk, JC Penney, Dillards, Costco, plus many more.
MAN*LAW is a brand of IHRA Manufacturer Member, Parasia
Parasia International LTD. / MAN LAW BBQ6050 Main St. • Suite 101Rockford, MN 55373763-267-7900 office • 612-232-4773 cell763-267-7902 faxhttp://parasia-international.comhttp://manlawbbq.com
Cookware, bakeware and small electric ap-pliances with Thermolon ceramic non-stick coating, under different brand names:GreenPan, GreenLife, Fiesta and Twiztt by Joan Lunden.
Currently doing business in 80 countries worldwide and in the USA through reps in various states
The Cookware Company120 White Plains Road, Suite 115
Tarrytown, NY 10591Phone: 914-372-7777
Fax: 914-372-7776www.cookware-co.com
IHRA
PRODUCTS: Medical Disposables includ-ing brand-name diabetes supplies; the best selling Vitamins/Supplements, As Seen On TV items. Health & Beauty Aids, Household Products, Independent Living Items, Hottest Toy, Gift & Novelty Items, Travel Products, Personal Care Appliances, Special Opportu-nities Buys and Closeouts.
H&H WHOLESALE1099 Rochester RdTroy MI 48083P: 800.995.5750 x112F: 248.307.0706www.hhwholesale.com
Person to Contact:Dave KaplaeMail:[email protected] Territories Open: USA, Canada, Mexico
Commission Rate: 10% Years in Business: 12
Currently doing business in the USA through direct sales
IHRA
PRODUCTS: Pet Leashes & Collars, Groom-ing Tools, Training Pads & Wipes. We now have “green” products that are extremely hot in the marketplace!! This line includes organic cotton and recycled polyester leashes and collars. Our pricing is extremely low since we are a partner in a joint venture, vertical plant in China where we also manufacture our own webbing!
Person to Contact:Kathy Pancila, VP SaleseMail: [email protected] Territories Open: U.S.A., Canada, Mexico
IHRA
American Bag Company Premium Thermal Hot/Cold Bags (the only fully recyclable bags on the market), is the undisputed category leader in Thermal Hot/Cold Bags.
American Bag Company40 N. Central Ave., Suite 1400Phoenix AZ 85004P: 503.295.2567 x2 • F: 503.295.2464www.americanbagcompany.com
Person to Contact:Marc Carver, National Sales ManagereMail: [email protected] Territories Open: TN, GA, NC, SC, AL, FL, MS, AR
Commission: 5 - 10% Yrs in Business: 7 Gross Sales: $3 - 5,000,000 Currently doing business in the USA Through reps in other territories Channels into which currently sell: Grocery, Drug, Mass, Food Service Channels into which want to sell: Same
• Opening Price Point Household Appliances & Cookware• Manufacturer & Importer of Over 400 SKUs• Stocked in Our Own Warehouse• Currently in Several Multinational Retailers
Join the Path of Growth
Territories Open:USA, Canada, and Latin AmericaContact Daniel Dokhanian:[email protected]
Better Chef & Impress3030 E Vernon Ave • Los Angeles, CA 90058
Phone: (323) 587-9500Fax: (323) 587-9595
www.betterchefimpress.com
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2013 CALENDAR OF EVENTS
September7 - 9Dallas Total Home & Gift MarketDallas, TX
15 - 16Vancouver Gift ExpoVancouver, BC, Canada 17 - 19Atlanta Fall Gift & Home Furnishings Market and The Atlanta Gourmet MarketAtlanta, GA 18 - 19Chicago Market: Living & GivingChicago, IL 23 - 26New York Home Fashions Market WeekNew York, NY
30 - Oct. 2L.A. Mart Fall MarketLos Angeles, CA October15 - 18ABC Kids ExpoLas Vegas, NV 15 - 18New York Tabletop MarketNew York, NY 19 - 24High Point MarketHigh Point, NC December8 - 11ITMA Showtime Fabric ShowHigh Point, NC
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The IHRA
InternatIonal Housewares representatIves assocIatIon
Home • Housewares • Gourmet • Hardware Multiple-Line, Field Sales Professional:
If you’re not a member of IHRA, you owe it to yourself to join the organization that is your voice in the industry and the manufacturers’ resource for finding
Well-Qualified, Performance-Proven, Field Sales Professionals
For complete information about “first-timer” membership and an application, contact us at:
*Chairperson: John Grob, J. Grob Associates, Inc.*Immediate Past Chairperson: Mark Glotter, Marketshare Sales, Inc.*Executive Director: Bill Weiner, Weiner Association Management
Directors: (terms ending end of 2013)Don Blunt, Blunt Enterprises Inc.Steve Figman, The Summit GroupEric Halberg, Unique Value Marketing, LLC
(terms ending end of 2014)Chelsea Gorczyca, The Belwether Group, LLCSteve Grossman, CPMR, GM Partners*Meghan Peake, CPMR, The Barrington Group
(terms ending end of 2015)Jacob Bang-Knudsen, CPMR, Bang-Knudsen, Inc.Frank Brady, Brady Marketing CompanyJohn Grob, J. Grob Associates, Inc.Kent Kulovitz, Kulovitz & Associates, Inc.
*Member of Executive Committee
Past Chairs John M. Clampitt Steve Grossman, CPMR Jay L. Cohen Tom Rooney Peter Bang-Knudsen Donna Peake Jim Adams James Ayotte David Silberstein Kent Kulovitz Mark Glotter
