Sales Directors, who recognize that the different roles played by salespeople and managers require different skill sets; factor those differences into their recruitment and selection of sales managers. Instead of promoting top-performers purely on the strength of their sales performance, these Sales Directors look for management candidates who can demonstrate an ability to help others strategize, work effectively with customers, and build their self-confidence. These Sales Directors recognize that coaching competence is absolutely pivotal and feature it highly in managers’ performance reviews and remuneration packages.
Providing Development for Sales Managers
Successful Sales Directors ensure that some sort of training and development program is in place to help sales managers continually improving the way they coach and develop their team. Equally important, top-performing Sales Directors look for ways to provide sales managers with the resources they need to perform effectively. This may mean, for example, giving managers tools with which to identify each individual salesperson’s strengths and development areas, providing them with an easy-to-use framework to address development areas, and putting a process in place that helps their team to implement new skills.
Every sales manager has a powerful role to play in developing and supporting their team members’ potential so that an increasing emphasis is placed on performance management to enable more salespeople to achieve more of their potential. We have identified the eight most common reasons why salespeople fail i.e.
? Wrong or no selection process = The wrong person for the position
- Wrong or no training = Insufficiently developed
- Wrong or no planning = Expected to do all of their own planning
- Wrong or no supervision = Left without competent supervision
- Wrong or no motivation = Not properly motivated to meet objectives
- Wrong or no stimulation = Not stimulated by appropriate incentives
- Wrong or no evaluation = Not regularly appraised against a set of agreed objectives
- Wrong or no executive action = Not adequately supported by a competent manager
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