Sales manager development program
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This document discusses leadership fundamentals and their impact. It introduces four key leadership fundamentals: communicating clear expectations, creating a learning environment, removing barriers and distractions, and modeling the way. Mastering these fundamentals helps sales leaders get their team from where they are to where they need to be, and positively impacts the team's performance, ability to achieve goals, productivity, and respect for the leader. The document encourages self-reflection on applying these fundamentals.
Sales manager development program
- 2. Welcome Goal of this tutorial….. » Create awareness of how your attitude, values, energy, and behavior impact the performance of your team » To provide you with ideas, tools and strategies that help you improve your leadership skills
- 3. Why Focus on Leadership? It’s no longer just about YOU…. » Sales managers…. – Are accountable for the success of the individuals on their team – Must now get things done through others – Actions / behaviors have far reaching consequences » Sales management is a privilege and a huge responsibility
- 4. Why Focus on Leadership? Ability to get yourself and a group of people from where you are to where you need to be – and do this on a consistent basis » Where is the team today? » Where do we need to be by when? » How do we get there? Self reflection » Think back to when you took over the team – Is the team in a better or worse place now? – Where does the team need to be three months from now?
- 5. What Others Expect From Sales Leaders • Get the team to a better place – consistently • Do so in a mature, sustainable way
- 6. The Wrong Way “Micromanaged. Would not teach us what we needed to know to succeed. Preferred to do our work for us.” “Took credit for all of our successes; took no ownership of our failures.” “Never stated what was expected.” “Avoided tough decisions and conflict at all costs.” “Would constantly point out how screwed-up our company was, causing some of us to question why we should work here.” “Told us what the rules were but didn’t follow the rules himself.”
- 7. The Right Way What do leaders do? 1. Communicate clear expectations 2. Create a learning environment 3. Remove barriers and distractions 4. Model the way
- 8. Communicate Clear Expectations What to focus on » Goals (team and each individual) » How to get there (skills, effort required, etc.) » Values and behavior » What’s the payoff if the goal is achieved » How we are doing (team and each individual) Best Practices » Over communicate » Be consistent
- 9. Create a Learning Environment What to focus on » Identify what a subordinate needs to master in order to succeed in the role – Show where the bar is, how to do “X” – Create a development plan for each person » Schedule one-on-one time each week » Express confidence and trust in people’s abilities – Encourage risk taking / self sufficiency / ownership
- 10. Create a Learning Environment (cont) Best Practices » Do not do the work yourself, let your subordinate do it while you provide feedback » Keep a positive frame of mind » Develop a scorecard for each person » Make learning your top priority
- 11. Remove Barriers and Distractions What to focus on » Identify what is preventing your team from being more successful / productive » Take initiative to overcome obstacles and remove distractions » Step up to conflict / reality Best Practices » Act quickly and decisively
- 12. Model the Way What to focus on » Be clear about your philosophy on leadership » Follow through on commitments and promises » Set the example of what is expected – Competence, attitude, values, work ethic Best Practices » Display humility » Promote the team, not yourself » Be open to suggestions / criticism
- 13. What is the Impact? Communicate clear expectations Team will be focused Create a learning environment Improve ability to make goals Remove barriers & distractions More time spent on productive sales activities Model the way Builds respect, sets the tone for the team
- 14. What Should I Do Now? Time for self reflection » When was the last time that I set expectations with the team? » How can I create a more effective learning environment? » What barriers / distractions do I need to remove? » How can I do a better job of “modeling the way”?
- 15. Summary How can leadership fundamentals impact your results? » Your attitude, values, energy, and behavior impact the performance of your team » Being aware of practical leadership fundamentals will help you become a better sales leader » Mastering the four leadership fundamentals will positively impact your ability to: – Attract and keep top performers – Make your numbers – Enhance your career
Editor's Notes
- #3: Many of you, myself included, have received formal leadership training. This tutorial by no means is a leadership development course. Learning how to lead takes time – in fact leadership development is a lifelong process. We are hoping that by introducing sales leaders to some leadership fundamentals, it will motivate many to seek out additional content and training.
- #4: In fact some of the actions and beliefs that made you a top sales person may be counter-productive when you become a manager. Instead of relying totally on yourself…now you must get things done through others. As a sales manager, the success or failure of your people is on your shoulders..to get people to respond to you, you must take a sincere interest in their development.
- #5: Let’s start out with a simple definition of leadership. Think of leadership as the….great sales leaders consistently ask these three questions… Take a few minutes to reflect on how you have “moved the needle” for your team…
- #6: I would bet that most of us have observed more bad leadership than good leadership in our careers. This is so for a few reasons; 1) leadership is hard 2) sales management requires the mastery of several competencies – and very few people have ever been trained in the basics of how to be an effective sales manager, and 3) we have high expectations of our leaders. When we surveyed sales people in the research phase of this program, they were pretty consistent about what they wanted from their sales leaders: See what I mean about high expectations? We also learned in our research that 65% of sales people who leave a company state that the primary reason for leaving was a poor relationship with their sales manager. So if you have people on your team leaving voluntarily, chances are that you are the reason why.
- #7: Part of our survey asked respondents to describe the bad sales managers they have been exposed to in their careers. Here’s a few of the responses: “ Micromanaged. Would not teach us what we needed to know to succeed. Preferred to do our work for us.” “ Took credit for all of our successes; took no ownership of our failures.” “ Never stated what was expected.” “ Avoided tough decisions and conflict at all costs.” “ Would constantly point out how screwed up our company was, causing some of us to question why we should work here.” “ Told us what the rules were but didn’t follow the rules himself.”
- #8: Many leadership fundamentals can be utilized, we wanted to focus on four we felt were most important to sales managers. Keep in mind the key principal of sales management – you m ust get things done through others. For that to happen, you must do t he following: Communicate clear expectations Creating a learning environment Remove barriers and distractions Modeling the way We will now dive into each of these fundamentals to explain why this is relevant to a SM.
- #9: You can’t expect a team and / or an individual to be where you want them to be if you have not clearly communicated expectations. Always be cognizant that people need to be clear on…. If things are changing, why We recommend that you utilize the following best practices… Check point with each individual regularly.
- #10: Early we stated that sales managers must take a sincere interest in their teams.
- #11: Early we stated that sales managers must take a sincere interest in their teams.
- #12: Your team will expect you to remove barriers and distractions. These could include… Do not be a source of corporate gossip / negativism Define with your team what an obstacle / distraction is as opposed to an annoyance they will need to live with Nip negative talk in the bud