Sales Coaching qualities to win

Sales Coach – The Qualities to be a Great

Sport analogies are always a good for highlighting Sales behaviours and I’m using this tried and tested approach to emphasise the qualities of a successful Sales Coach.

Trying to categorise the top qualities of a coach is no easy task.

Top coaches come from different backgrounds and have different styles. they also know how to connect with players, inspire quality performance and get results.

Take a look at this Bleacher list of the Top 50 Sports Coaches

Here is a selection of a few of the key qualities that in my opinion distinguish a great coach.

Leadership

The goal of great coaching is to guide, inspire and empower an athlete or team to achieve their full potential.

A great coach should also be an exceptional leader with the ability to unify a group of players and make them committed to a single purpose.

Knowledge

A great coach should have in-depth knowledge of the sport they are coaching.

This does not necessarily have to come from personal experience, but a coach needs to have an understanding of the fundamental skills to advanced tactics and strategies involved in a game.

Motivation

Coaches need to be able to convey passion to their players, to inspire them to get the most out of their performance.

A successful coach will possess a positive attitude and enthusiasm for the game and the players that in turn inspires athletes to excel.

Motivation might also involve keeping the practice session engaging and challenging.

Knows the Athlete

A key to successful coaching is being aware of the individual differences in your athletes.

There are some coaching tactics that work better on different personality types so it is important to tailor communication and motivation based on specific players’ personalities.

To achieve this, a coach needs to pay attention to the player’s emotions, strengths and weaknesses. Knowing the athlete also involves having empathy for the athlete.

Coaches need to care deeply about their athletes and a coach needs to be willing to be a mentor and counsellor, as well as a coach.

Consistency

If a coach wants to change a player’s attitude, alter a game plan or improve an athlete’s skills, a coach needs to be consistent in the message they are trying to deliver.

Athletes will learn by hearing the same message constantly and consistently.

Effective communication skills

Needless to say, a great coach will possess exceptional communication skills.

An effective coach is able to set defined goals, express these goals and ideas clearly to players, give direct feedback, reinforce key messages and acknowledge success.

Listening is also a part of effective communication, so a coach should be a compassionate listener who welcomes player comment, questions and feedback.

Sales Excellence Principle 3 Sales Leadership looks at measures you can take to make your sales team succeed.

If you enjoyed this post please click LIKE and click SHARE to share it with your network.

Read some of my other blogs by following these links:

How to Create a Winning Sales Culture

The 8 Wonders of Sales Management

Become A Great Sales Coach

Steve Knapp Sales Coaching & Sales Consultancy

Steve Knapp is the Founder and Owner of Steve Knapp Sales & Corporate Director in the Association of Professional Sales. With 30+ years of B2B successful sales, sales management and sales leadership experience. Steve created The 5 Principles of Sales Excellence & has used this to drive sustained sales performance in one of the most successful companies in the world. To discuss your sales requirements contact Steve on [email protected]

The Annual Sales Targets Setting Dance

Sales Targets – set them now for next year!

The annual sales targets setting dance should have begun.

5 sales targets setting checks for more sales

What, it’s not yet in your company, why not, get on with it!  Honestly, sales targets setting is not something that can wait until January.

I’ve seen too many companies waste the first quarter of the year faffing around with an activity that should be almost put to bed now.

Act quickly because you still have the time to think it through and organise it well, communicate it effectively and set up the process on how you will report progress each month.

But don’t dictate.

Your Sales Professionals shouldn’t have their targets dictated to them; they should work with you to agree what are the most realistic and achievable they can make within the twelve month timeframe. 

Target them on what they can control and make sure you have a reporting structure in place so that you all know how you are progressing towards your goals as the year goes on.

Always involve your staff in setting sales targets.

Whilst that might seem like a massive task, if you suddenly cascade these targets without any discussion, you might well not get the reaction you were hoping for. 

I mean you know that dictating your ideas to your team never brings the best rewards, so why would it be a different outcome when your talking about sales targets.

A natural reaction from your sellers would be an immediate correlation to their bonus, their motivation and their effort. 

Whilst being honest and transparent.

If you need to be open about the financial implications of any targets you set; if you are in a position where you need to increase your profits in order for the business to survive, let your staff know that. 

You’ll be surprised how much harder people will work when they want to help you keep the business going, and when they feel like they are a valued part of that business rather than just an employee. 

Get your staff invested in the company and the targets you set, and you’ll find everyone goes much further and probably much faster.

Own your role as it’s important in this process.

If your staff are uncomfortable with this process, it is your job as the leader to educate them as to why there needs to be sales targets. 

If they’re uncomfortable with the level of the target, again it’s your job to explain why it is at that level or to work through to an achievable target. 

Don’t lower your expectations; a collaborative process with good people will always result in realistic outcomes.

If you believe the sales targets are reasonable, be prepared to justify this to your team.

Listen to their concerns and it may well be that they can come up with a valid point which you had not considered – but on the whole, targets should be set to slightly stretch. 

If your goal is not big and scary, is it worth hitting? 

Also, if you set a goal really high and aim for that but fall short, you will still have done pretty well.

If you set it lower, and still fall short, you won’t have done very well and it won’t feel great.

Now keep the sales targets visible and measure progress.

Once sales targets are set, they should be displayed for all staff members to see, and for everyone to track progress.

Sales Professional love being top and are generally motivated if they are not if performance is visible.

Once your goals are set and agreed, it is important to be structured in your monthly reviews (MILO). 

Don’t let anything distract you. In fact, now is the perfect time revisit the effectiveness of the structure you use and to set dates each month for review. 

Setting targets for the year ahead is critically important and something that will help to push your business forward over the next twelve months – but it’s important to do it properly, and to make sure that your staff are with you.

But like I said at the beginning of this blog, you should be all over this by now –  so don’t wait any longer to get started!

Sales Excellence Principle 2 – Growth Management provides you what you need to do to succeed in Target Setting, Incentive Management and Inclusive Organisations.

If you enjoyed this post please click LIKE and click SHARE to share it with your network.

Please also take time to read some of my other blogs:

Set Sales Targets That Get Smashed

5 Sales Target Set Checks For More Sales

5 Attributes That Make Goals Stick

 

Steve Knapp Sales Coaching & Sales Consultancy

Steve Knapp is the Founder and Owner of Steve Knapp Sales & Corporate Director in the Association of Professional Sales. With 30+ years of B2B successful sales, sales management and sales leadership experience. Steve created The 5 Principles of Sales Excellence & has used this to drive sustained sales performance in one of the most successful companies in the world. To discuss your sales requirements contact Steve on [email protected]

You Own Your Personal Development

Own Your Personal Development

A trio of lists focusing on Personal Development.

  • One is all about excuses you may have heard why people don’t invest in their personal development.
  • Two is all about what you can do to own your personal development.
  • Three highlights the benefits to you of taking control of your personal development

5 Excuses From Sales Professionals Not Owning Personal Development

Ever hear yourself using these excuses?

🙉 Excuse 1 – Negative Self Talk

  • This is probably the biggest barrier to personal growth for the majority of people
  • “I’m not as good as her”, or “He is more of a natural at this than me”.

🙉 Excuse 2 – Lack of Support

  • There’s no one around that even understands, let alone supports your desire for personal growth.
  • “I want to do it but they wont give me the time”, or “If I ask I don’t think they will let me”

🙉 Excuse 3 – No Clear Goals

  • Until you know what you want you can’t make a map of how to get there.
  • “I’m just to busy with work to write down my personal goals”

🙉 Excuse 4 – Playing the Blame Game

  • Until you take full and total responsibility your chances for personal growth success will be limited at best.
  • “I would have done it if she hadn’t had done that”, or “Its only because of him that this didn’t happen”

🙉 Excuse 5 – I Know it Anyway

  • This belief that our ego needs to always be right. Be better-than, more successful than
  • “If they had done it my way”, or “If only they had listened to me”

Remember these are 💯% excuses and you 💯% own your personal development!

Ten quick tips that will help you build your self development plan:

💪🏽 Start Now

  • It’s that simple start now and build on what you learn daily

💪🏽 Take Baby Steps

  • Break your goals into smaller steps and keep the end result in mind

💪🏽 Learn From Others

  • Find a mentor, read books and attend events

💪🏽 Love Change

  • You can’t escape it and your plan needs to embrace change

💪🏽 Be Accountable

  • Your responsible, nobody else. If you don’t bother there’s no fairy godmother

💪🏽 Recognise Your Value

  • Don’t discount the value in getter better at what you currently do

💪🏽 Be Deliberate

  • Make sure you really want to do it. Is your goal and intention aligned?

💪🏽 Stretch Yourself

  • Find the middle ground. Goals that are easy or impossible don’t work

💪🏽 You’ve Got To Love It

  • Don’t do things if you don’t like doing them. Your goals must match your values.

💪🏽 Be Resilient

  • You will hit highs and lows so your development plan needs to be achievable and balanced.

Personal Development is About Investing in Yourself. It’s not about waiting for your company or employer to do it for you.

Here a Six core benefits to personal development:

👍🏽 Heightened Self Awareness

  • You get to know who you really are, your values and what you truly believe.

👍🏽 A Clear Sense of Direction

  • Decision making and prioritisation becomes a lot easier.

👍🏽 Improved Focus and Effectiveness

  • Meeting deadlines and ignoring distractions becomes natural.

👍🏽 Exceptional Motivation

  • When you know what your setting out to achieve its much easier to see the benefits of taking action.

👍🏽 Greater Resilience

  • Personal development cant stop bad things happening but it will help you be able to deal with them.

👍🏽 More Fulfilling Relationships

  • You are better able to see what relationships are worth investing in.

A differentiator between average and top performers is that a top performer owns their personal development.

If you enjoyed this post please click LIKE and click SHARE to share it with your network.

Please also take time to read some of my other recent posts.

5 Attributes That Make Goals Stick

3 Behaviours that win business

Would you cheat to win in Sales?

Steve Knapp Sales Coaching & Sales Consultancy

Steve Knapp is the Founder and Owner of Steve Knapp Sales & Corporate Director in the Association of Professional Sales. With 30+ years of B2B successful sales, sales management and sales leadership experience. Steve created The 5 Principles of Sales Excellence & has used this to drive sustained sales performance in one of the most successful companies in the world. To discuss your sales requirements contact Steve on [email protected]

The 8 Wonders of Sales Management

The 8 Wonders of Sales Management

The job of managing a sales team is a tough one. It could be argued that it’s the toughest job in Sales

Having practiced Sales Management for many years I have experienced the almost Jekyll & Hyde life you live of being there for your team & being there for the bosses.

They want & need different things from you & pull you in many different directions.

I learnt through my career in Sales Management that if I created the environment for my team to succeed my life became easier & I could focus on the things that really mattered.

In this blog I’ll share with you an approach that has worked for me during my sales career.

Let me talk you through the “8 Wonders”of Sales Management:

  1. Be results oriented 

    Don’t hire Dinosaurs

  2. Build the sales team you need
  3. Set sales expectations
  4. Don’t hire dinosaurs
  5. Set high but realistic goals
  6. Incentivise your team
  7. Training matters
  8. Remove clutter

Be results oriented

Hire people with drive and resilience. Create a team that is focused on the key sales metrics. When you put competitive people together it has a positive impact on the entire organisation.

Build the sales team you need

Establish what mix of sales professional you require in order to succeed. Hunters grow from scratch & Farmers grow once everything is in place. Most people are not good at both.

Set sales expectations

You want to get your team buzzing and support them however you can. By setting clear expectations with regard to performance levels helps everybody know what over-performance & under-performance looks like. Performance conversations become transparent & consistent.

Don’t hire dinosaurs

You have to make sure your sales team are good at taking feedback. Only hire sales professionals who are open to coaching, embrace technology advancements to increase their effectiveness & sales professionals who invest in their professional development. Don’t get hoodwinked by the sales dinosaur who will do none of that.

Set high but realistic goals

All sales professional expect to have stretching individual sales targets. Your job is to set them neither too high or too low as you want them to fully buy in to the “do-ability”. Miss this tightrope on “do-ability” & you risk losing them before you even start.

Incentivise your team

Create a sense of urgency & leverage motivation through incentives. For example why not use League Tables around the office & display individual performance against targets.

Training matters

Make continuous learning part of the culture. Every successful sales organisation should have a program of training that is consistently progressing the core of product knowledge, prospecting, opportunity management, territory planning and professional communications.

Remove Clutter

You want to shield your team from internal politics, make it easy for them to focus on the job at hand and be more successful.

If you enjoyed this article please comment and share it with your network.  Please also take time to read some of my other recent posts.

How effective you are in mastering these 8 Wonders will help you on your journey to become a great Sales Manager.

If you enjoyed this post please click LIKE and click SHARE to share it with your network.

Please also take time to read some of my other recent posts.

How to Create a Winning Sales Culture

Weekly Sales Meetings Drive More Sales

5 Attributes That Make Goals Stick

Steve Knapp Sales Coaching & Sales Consultancy

Steve Knapp is the Founder and Owner of Steve Knapp Sales & Corporate Director in the Association of Professional Sales. With 30+ years of B2B successful sales, sales management and sales leadership experience. Steve created The 5 Principles of Sales Excellence & has used this to drive sustained sales performance in one of the most successful companies in the world. To discuss your sales requirements contact Steve on [email protected]

AAMAAQDGAAoAAQAAAAAAAA5oAAAAJGY4ODMzNjgzLWY5YTktNGJmZS05NzY3LTM5NDUzMmY3N2UyYw

Become A Great Sales Coach

Being a great Sales Coach is a differentiator when it comes the results of sales teams and the results of individual sales professionals.

The quality of a Sales Coach has a direct impact on sales performance whilst also positively impacting attrition rates when it comes to your star performers.

Effective Sales Coaching is critical in driving sales performance and addressing attrition rates

So we know the problem and challenge we are faced with.

The activities performed by a Sales Coach are not always supported by a company manual, a set of documented processes or the luxury to observe a role model.

Recognising this I wanted to offer some of my experience gained over the last three decades as a Sales Coach.

Here are the three different approaches to Sales Coaching that I use:

Dedicated infield Sales Coaching session:

  • These are not joint customer visits. These are dedicated Sales Coaching sessions.
  • Personal development goals are agreed based on a previous observation(s) or agreed competence gap(s).
  • The sales call has been selected in order that the Sales Coach can observe these specific development goals.
  • The Sales Coach will not play an active part in the sales call and will observe the sales professional.
  • A feedback session is held after the sales call to reflect on progress and any future development opportunities.

    Structured Sales Meetings create clarity win performance and development goals.

Sales Coaching in structured Sales Meetings: 

  • These are diarised Sales Meetings, they are weekly and are in place to support the sales effort.
  • Sales opportunities are identified and prioritised to improve success rates. Considering likelihood & confidence to close the deal.
  • Blockers or resource(s) required to move the opportunity forward are identified and a time bound action plan is agreed.
  • Recognition opportunities are actively sought and performance concerns addressed.
  • These meeting provide a safe place for performance to be discussed and build trust between Sales Coach and Sales Professional.

Adhoc Sales Coaching creating motivation & intimacy:

  • Reach out to a sales professional offering specific coaching support if you know the call that are making will be a challenging one.
  • Check in with a sales professional at the end of the day after they were making a challenging sales call.
  • Ask if they had the opportunity to work on the development goal and ask what they did differently this time around.
  • Share materials that will assist the development goals of your sales professionals: articles, blogs, data etc.
  • Provide the space for your Sales Professionals to make safe mistakes.

Using Sales Excellence Principles #3’s  Sales Leadership Toolkit  your effectiveness as a Sales Coach will increase. 

The 5 Principles of Sales Excellence are:

Business Strategy – Leadership has a genuine commitment to develop Sales Excellence.

Growth Management – Meaningful targets are set and the performance of the business is made visible.

Sales Leadership – Managers spend their time on business performance and people development.

Sales Execution – Sales standards are clear & consistency in Sales Execution is achieved.

Pipeline Management – Sales pipeline and lead management practices are in place and are effective.

Contact me if you want to talk more about The 5 Principles of Sales Excellence & about how I can help your company “sell more“.

If you enjoyed this article please click LIKE and click SHARE to share it with your network.

I also invite you to read some of my recent posts.

8 Tips For Managing a Sales Team

Use Recognition To Drives Sales Results

Weekly Sales Meetings Drive More Sales

Steve Knapp Sales Coaching & Sales Consultancy

Steve Knapp is the Founder and Owner of Steve Knapp Sales & Corporate Director in the Association of Professional Sales. With 30+ years of B2B successful sales, sales management and sales leadership experience. Steve created The 5 Principles of Sales Excellence & has used this to drive sustained sales performance in one of the most successful companies in the world. To discuss your sales requirements contact Steve on [email protected]

Weekly Sales Meetings Drive More Sales

Weekly Sales Meetings Drive More Sales

Conducting Weekly Sales Meetings is a skill.

It’s a skill that is often incorrectly assumed to be second nature to any Sales Manager.

But like most assumptions it’s someway of the mark.

In Sales Excellence Principle 3Sales Leadership I take you through a set of  behaviours, processes and learning modules to get your Weekly Sales Meetings firing on all cylinders.

I see gaps in this core discipline for three main reasons:

  1. There is no process or structure set out for them to follow.
  2. They have not had an experience that has allowed them to learn from a role model.
  3. They are put in the role and told to get the sales team to “sell more”.

There are 3 🔑’s that if followed the effectiveness of Weekly Sales Performance Meetings increase:

🔑 #1 – Focus on future activity as there is little point raking up the past. Take the learning for sure, but, 70% of the meeting should look forward & focus on setting the next week up for success.

🔑 #2 – Make them snappy and 30 mins duration per meeting is plenty. You have to create the boundaries for these meetings to ensure they are focused performance reviews & not chat shops.

🔑 #3 – Your job is to listen and ask probing questions as required to move the conversation & opportunity forward. This is a meeting for your sales professional to own so ask them to take notes & record action points.

But it cant stop there as the expectation of holding Weekly Sales Meetings is to create more sales.

So as an extra….

The 5 👣 that Sales Manager should take to create more sales by holding effective Weekly Sales Performance Meetings:

👣 Culture – Effective weekly sales performance meetings are one of the most critical activities required to sustain a sales culture. Specifically as they create, support and sustain growth.

👣 Support – reviewing pre call plans for the next week & post call reports from the prior week are ways to help you evaluate how effective your sales professionals are in executing the strategies & expectations you have set.

👣 Numbers – know your numbers as they give confidence & build trust. Use numbers to give a kick when it’s needed & use the numbers to reward and recognise successes. Sales Performance Meetings must be about the numbers & not the maybes, should’ve or could’ve.

👣 Motivation – for sales professionals peer pressure and competition are a very powerful form motivation. Leverage this motivation in Weekly Sales Performance Meetings. Why not use League Tables to keep this visible?

👣 Consistency – hold your sales performance meetings at the same time, on the same day of the week, every week & with an agenda that is the same every time. This will ensure your integrate this step into your sales DNA & sales process.

Follow all this advice and your sales outcomes will improve and your effectiveness in holding Weekly Sales Meetings will improve.

The 5 Principles of Sales Excellence are:

Business Strategy – Leadership has a genuine commitment to develop Sales Excellence.

Growth Management – Meaningful targets are set and the performance of the business is made visible.

Sales Leadership – Managers spend their time on business performance and people development.

Sales Execution – Sales standards are clear & consistency in Sales Execution is achieved.

Pipeline Management – Sales pipeline and lead management practices are in place and are effective.

Contact me if you want to talk more about The 5 Principles of Sales Excellence & about how I can help your company “sell more“.

If you enjoyed this article please leave a COMMENT, click LIKE and click SHARE to share it with your network.

Please also take some time to read some of my other recent posts.

Set Sales Targets That Get Smashed!

Missing Your Quota? Then Up Your Call Rate

Take control of your Sales Pipeline

8 Tips For Managing a Sales Team

When is the best time to make a Sales call?

Steve Knapp Sales Coaching & Sales Consultancy

Steve Knapp is the Founder and Owner of Steve Knapp Sales & Corporate Director in the Association of Professional Sales. With 30+ years of B2B successful sales, sales management and sales leadership experience. Steve created The 5 Principles of Sales Excellence & has used this to drive sustained sales performance in one of the most successful companies in the world. To discuss your sales requirements contact Steve on [email protected]

Copyright 2018 Steve Knapp Sales
Website built by Switchstance