Sales leaders must be both effective managers and great coaches by arming their salespeople with the skills to be successful and managing their strengths.

This week, we identify the final 5 keys to success in leading a sales team.

A good sales manager helps salespeople by arming them with the skills, knowledge, and strategies to help them be successful. A good coach motivates people by managing their strengths, hopes, and dreams, holding them accountable, and helping them recover from negative encounters. A good sales leader must be both a good manager and a good coach.

We have identified 10 keys to success in leading a sales team. In a previous blog, we dove into the first five keys. Today, we will expand on 6-10.

1. Guiding the team to set extraordinary goals
2. Managing excuse making
3. Understanding the Will to Sell and Sales DNA factors beneath sales behavior
4. Following a coaching process
5. Coaching the deal and coaching for skill development
6. Establishing personal and business goal setting
7. Leading consistent sales huddles
8. Creating a hiring profile and having a candidate pipeline
9. Coaching a stage-based sales process
10. The shadow of the leader

Establishing personal and business goal setting: Unfortunately, the results of thousands of sales management evaluations tell us that most managers do not know the personal goals of their salespeople. If a leader needs to get to the heart of why their salesperson is not reaching business sales goals, they must understand how they are motivated and what personally motivates them. Is the salesperson intrinsically or extrinsically motivated? Does their salesperson respond to being at the top of the stack ranking and recognized by others, or is money or freedom to run their business more important? Let’s face it, we all work to have time, money, and freedom. If a sales manager does not understand what is important to the salesperson (vacation, retirement, education, etc.), how can they establish appropriate activity goals and coach their salespeople? We offer a comprehensive Personal & Business Workplan template that can help sales managers with this critical goal-setting process.

Leading consistent sales huddles: Huddles, as defined by Verne Harnish, founder and President of Gazelles, are:

1. A communication process or system that allows for sharing of real-time information
2. An opportunity to focus on “burning platform” issues for a team or company
3. A way to bring sharp focus and attention to a critical business driver
4. The most important 15 minutes in any company

If a sales manager does not have a regular and timely means to monitor what is going on in the field in real-time, they cannot coach or adjust the play or get in front of any client issues or trends. Huddles should provide real-time information so that sales managers can make real-time decisions and provide real-time feedback or coaching.

Creating a hiring profile and having a candidate pipeline: Most sales leaders start the recruiting process when there is an opening. Managers should be recruiting all the time so that when that happens, they are prepared and have a recruiting list. The first step is to create a profile of the ideal person in the role by identifying, evaluating, and listing specific skills and traits of current top producers. Then, gather management and others in the company to ask who they know that fits that description. This is how you start to create a recruiting list. A hiring profile and candidate pipeline are necessary for new and tenured sales leaders. It is a critical piece in any sales management training program.

Coaching a stage-based sales process: According to the #1 sales assessment in the world, elite salespeople follow a stage-based sales system. By mastering the process and asking the right questions at the right time, top producers take the prospect through a discovery process and identify the problem or pain, monetize that pain, and then uncover the time, resources, and budget to fix that problem. Within that stage-based sales process, skilled salespeople also discuss the current provider relationship, decision-making process, and commitment level to make a change. This stage-based process is essential for a coach to help their salespeople discover where they are getting stuck and coach them to the next level. We know that by implementing a consistent sales process, companies can achieve a 15% lift. Make certain that your sales management training program includes this important area.

The shadow of the leader: Being a sales leader is not an easy job- they have many responsibilities with multiple activities to get done throughout the day. But, a sales leader’s #1 job is to make their people wildly successful and improve their skills so they are more successful than they would have been on their own. Casting the shadow of the leader also involves a continual focus on self-development to become a better manager and coach. Commitment cannot be taught, but it can be demonstrated. 

This article is the 1st place winner of the 2022 Sales Pro Central MVP Awards on Sales Leadership!

In our sales management training, we have developed 10 keys and a framework of activities that provide a new or tenured sales leader with a roadmap they need to put in place to help lead their team to greater sales success.

Most companies engage in sales training, but we have found over our 30 years of business that few invest in sales management training. In part, due to the theory that a successful salesperson can transition to teaching and coaching others to do the same. This theory is flawed because there are very different skills required of sales managers than salespeople- the most important being the driving desire to develop and achieve success through others. Both roles do include a focus on relationship selling and the ability to quickly and effectively find and develop a bond with others. However, the core skills of a sales manager involve understanding how to transition from actively doing to teaching and coaching. In our sales management training, we have developed a framework of activities that provide a new or tenured sales leader with specific activities they need to put in place to help lead their team to greater success.

Here are 10 keys to success for leading a sales team:

1. Guiding the team to set extraordinary goals
2. Managing excuse-making
3. Understanding the Will to Sell and Sales DNA factors beneath sales behavior
4. Following a coaching process
5. Coaching the deal and coaching for skill development
6. Establishing personal and business goal setting
7. Leading consistent sales huddles
8. Creating a hiring profile and having a candidate pipeline
9. Coaching a stage-based sales process
10. The shadow of the leader

Guiding the team to set extraordinary goals: One of the biggest complaints of most salespeople is that their goals are set by the company and are not realistic. What is interesting about that is if a sales leader effectively takes their salespeople through a process of establishing their own goals, salespeople will typically set them higher than the company might. In our sales management training, we help managers with a specific approach of establishing Extraordinary Goals. Utilizing a matrix like the one below, a sales manager begins by asking the salesperson what a good goal for their year is, then discusses poor and failing levels. Once those are established they have a conversation about what an Excellent year would look like and then what an Extraordinary year would be. Numbers are essential, along with a discussion of what would be needed to achieve these levels. Once all those numbers are established the sales leader asks the salespeople to which level they want to be managed and coached. Most high-performing salespeople will choose the top level. The key, however, is the sales leader must ask the salesperson if they will allow them to be coached to that level, and gains the understanding that it will be hard and challenging. Utilizing this process, the salesperson has established their own goal and will be more committed to doing what it takes to achieve it.

Managing excuse-making: We all make excuses, but one of the skills of top-performing salespeople is their ability to own their outcomes and results. In our sales management training, we help sales leaders understand the commitment levels of their salespeople and then how to coach to those various levels. We can all recognize some salespeople will do Whatever It Takes, which we call WIT. These salespeople rarely, if ever, blame the market, the company, or anything other than their actions for lack of success. So here is the strategy. When asked, "Why do you think you did not reach your annual goal, Joe?” Joe says, “Look how many accounts I am managing! How can I do this client servicing work and still bring in new business?” The sales manager replies, “If I did not let you use that excuse, what would you have done differently?” This approach reaps great success because it puts the ball squarely back in the salesperson's court, and they must think about how they could have adjusted their activities to achieve a different result. They must own it.

Understanding the Will to Sell and Sales DNA factors beneath sales behavior: When a salesperson does not prospect enough, avoids asking about the budget in the sales process, or does not ask enough strong qualifying questions, it is often the result of their underlying Will to Sell and Sales DNA. It is impossible to coach these behaviors without understanding what lies beneath the salesperson's actions. Relationship selling is a complex skill, and a sales coach will want to understand these underlying factors about their salespeople to effectively coach them to higher levels of performance. For example, if a salesperson does not believe that they have the right to ask budget questions or is uncomfortable doing so (uncomfortable discussing money), they won't ask. It is easy to teach a technique and help them with questions they can be comfortable with once they understand what is getting in their way.

1. Gain insight: find out what is happening or not happening through huddle data or observational coaching, schedule a coaching session
2. Provide feedback: have quality conversations that are timely and specific, asking questions of their salespeople to help them self-discover, and gain agreement on the real problems
3. Demonstrate and instruct: Identify skill gaps, demonstrate mastery of the skill, and instruction on critical steps to improve
4. Roleplay: Complete a pre-call for an upcoming call, RM roleplays, complete a post-call debrief together, coach gaps
5. Develop an action plan: determine action steps, observe, inspect and coach again, celebrate results, and address failure
   

Coaching the deal and coaching for skill development: Many sales coaches are great at coaching the deal, helping a salesperson understand if the prospect fits their target, researching the industry and issues, the complexities of the structure of the deal, etc. However, at a separate time, sales managers must focus on sales behaviors to help a salesperson make improvements in their strategies, skills, and approach. We recommend establishing coaching hours on the calendar. This is when a salesperson commits to a meeting with their manager, reviews a prospect pre or post-call and reviews the questions they will ask/asked, and completes a qualifying scorecard on the prospect. This is time to sharpen their sword. One of the most important jobs of the sales manager is to practice with their salespeople, take time to help them with a new approach, ask questions differently, and help them get comfortable with closing questions. This time is set aside not to focus on a deal but to improve skills and affect behavior change. Remember, change takes repetition and practice!

Tune in to our blog next week for the Sales Leader's final 5 keys to leading their team to success!

Most companies use a CRM to monitor the opportunities in their sales pipeline. Some of the metrics that we recommend sales managers consistently review with their salespeople include:

• Number of qualified leads
• Conversion rates for key sales process steps
• Close rates
• Average deal size
• Sales cycle length

Effective sales pipeline management involves setting specific times to review these key metrics with salespeople and coaching them for skill improvement. Ideally, a scorecard is established that allows a sales leader to track improvement as they review these metrics quarterly with their team. This discipline should not be overlooked and remains a key differentiator for highly successful coaches. If a sales manager does not know the quality of their pipeline, how can they help their people improve, and how can they forecast business for the company?

Assuming these metrics are available, here are some things to look out for in sales pipeline management sessions, with the end goal of improving pipeline quality and coaching the sales skills of your team.

Beware of Stuffed Pipelines

Having a “fat pipeline” can result from an overly optimistic advisor or relationship manager. They call on a prospect and come back thinking, “We really hit it off! They really liked what we can do... We have a LOT we can help them with.” Their deceptively full pipeline may give the salesperson comfort because it looks like they have plenty of opportunities, but in fact, it may be very misleading in terms of what will close. In other words, many of those deals in the pipeline are not properly qualified.

A sales leader plays a critical role in managing this problem with their coaching. The skill of asking great questions is essential. Tone and tonality are of paramount importance, and they must be firm and helpful. Questions like:

• What did you hear the customer say that leads you to believe they will be a great customer for us?
• When you asked them about the impact of not fixing this problem, what did they say?
• Who else in their organization will be impacted if they switch providers?
• What did they say when you asked about their decision-making criteria?
• When is the last time they chose a supplier that wasn’t the lowest cost?
• How much is in their budget to make this problem go away?
• When you asked them, “How do you envision working with us,” what was their response?
• How did they choose their current provider?

By asking great questions, sales managers coach their people by example. The questions listed above are the type of questions salespeople should be asking the prospect. Coaching sessions are similar to a sales call in nature. By asking great questions of their team, leaders find out where their people need to be coached. If they hear a salesperson say, “I didn’t ask that question” during their pipeline discussions, they need to find out if the salesperson is unable to ask those questions (they need more sales training) OR if they are unwilling to ask those questions.

During sales pipeline management sessions, as managers review and discuss the metrics, it becomes clear if the salesperson is prospecting enough and regularly finding opportunities. Sales managers will know if their team understands that prospecting is a consistent effort necessary for them to reach their sales goals. Coaches can guide them on how to consistently make calls, ask for introductions, and network among their target prospects.

It’s healthy to “flush” a pipeline regularly. Opportunities should move through or out of the pipeline continually. If a relationship manager wants to cling to an opportunity and defend keeping it in their pipeline, it is probably because they have nothing else to take its place. Coach them, encourage them, and challenge them.

We’ve been talking to, teaching, and coaching sales organizations for 30 years.  We’ve been through every economic, political, and social uptick and downturn that you’ve been through. As a result, we’ve heard every reason for success and failure. The one true constant throughout those years and swings in environment is that there are always a small group of salespeople that succeed regardless of what is going on around them. What is their secret key to success?

You can’t control if someone will be there when you call, if they will return your email, or if someone will give you a business card and tell you to call them. You can control if you call, how you present yourself, and if your message is captivating and engaging. You control your willingness keep calling and following up, you control if YOU PERSONALLY provide something to the marketplace that is needed and wanted by many. You can control if you ask for a business card. You can control asking a new suspect if they are sure that they want you to call them, or if they are just being polite.

You can’t control if someone tells you to send them something just so they can get you off the phone, but you can control asking them if they are just trying to get you off the phone. You can ask them "Once I send it, then what?" You can control setting up a specific time to follow-up and ask if there is any reason that they wouldn't take your call. Also, you can ask them how many times should you attempt to follow up with them. 

You can’t control if they have a strong relationship with their current provider, but you do control asking about the current relationship and the willingness and ability to end that relationship when you bring something to the table that is better than what they are getting today.

You can’t control if the incumbent or new competitor is looking to capture market share by being the low-cost provider. You control telling prospects that you are not the low-cost provider, but your clients still choose to do business with you knowing full well they could save money. Why do you think they do that?

You cannot control prospects mis-representing or embellishing the truth. And I assure you that they will mis-represent or hide the truth about problems, capacity to invest time, money, and resources, and they will most certainly not be forthcoming about who has authority to make the final decision and how decisions will be made. 

• You can control if you ask if the problem or opportunity is a have-to-fix, want-to-fix, or consider-fixing issue. 
• You can control telling a prospect to let you know when the problem becomes a have-to-fix problem. 
• You can control asking about where the money will come from if they don’t have a budget. 
• You can control monetizing a problem or opportunity. You can control making sure the financial influencer is part of your discussions and you can control asking about who wins a tie.

You cannot control a prospect's decision-making criteria or priorities. You can control asking, aside from money, what are the other decision criteria and how would you prioritize them?

You cannot control what the incumbent will say and do, to discredit you. You control if you ask your prospect what they will do when the incumbent begs to keep the business, or changes their pricing to match yours and you can ask, why did it take me getting involved to get your current provider to do what they should have been doing all along?

You cannot control the environment you will be presenting in when you get ready to make your pitch. You can control the following:

• Making sure you’ve agreed to a scope of work before presenting
• Explaining that all the influencers need to weigh in before you present if they are not going to be in the presentation
• Sending an as-we-agreed-to letter to your prospect after you’ve completed all of your qualifying meetings and the next step in the process is to present a formal proposal
• Making a phone call to verify that everything you put into the as-we-agreed-to letter is accurate and the decision time frame still holds
• Making sure that your prospect understands that at the end of your presentation you will ask three questions:

1. Did they feel that based on what you presented, you understood the nature of the problem they want to fix?
2. Do they believe that you can fix the problem?
3.  Do they want your help.

You control all of these components of the presentation stage.

But perhaps the single most important thing you control is your attitude.  It is your attitude that determines your beliefs and those beliefs are what drive your actions. You can control if you believe you have control.

With regards to selling and closing deals, my experience is that the most highly successful salespeople exhibit great control to move on when they don't get a deal. They have the uncanny ability to say and think, some will, some won’t, so what, NEXT.  

That is the ultimate control of your destiny.

Thanks for your time.

Let’s talk about why data matters when recruiting people that WILL sell versus CAN sell. There is a big difference.

There are people currently on your team that can sell, but don’t. And for the life of you, you don’t know why. When you hired them, you certainly didn’t think they would occupy the bottom of your stack ranking or the extreme left of your sales production bell curve, but there they are. So, what happened? But first:

What, you don’t have a stack ranking or a sales production bell curve?  Click this link to explore: Building a Sales Managed Environment

I will show you what happened in this first figure. Here are the instructions:

• Don’t get hung up on words.
• Look at the colors. (Red means weakness hindering sales success, green means strength supporting sales success.)
• Look at colors in the circle.
• Look at the data I give you about the graphic.

Using the Objective Management Group Sales Force Assessment, we analyzed a top 10 insurance brokerage agency with producers across the country.  I’ve ranked them here based on the potential each of the brokers had. The calculation was done using their current production information provided by the client, and the sales improvement quotient provided by the assessment.  The predictive index of the assessment is 92%. In other words, you can take it to the bank if it tells you someone WILL sell and grow or if you CANNOT expect someone to SELL or Grow.

I circled the areas you see here to demonstrate that the top performers / those with greatest potential and the bottom performers have some characteristics, traits, habits, beliefs, and skills in common. As an example, you might think that those at the top of the production stack ranking would be stronger in desire, commitment, and responsibility. NOT THE CASE – View the first circle to the left.

And so, it is with all those areas where you see a mass of green. These are the things that all 50 had in common. What separates the best from the rest? This graphic!

How much better are the top 5 assess in key differentiators?

• Commitment – 100%
• Outlook – 75%
• Will to sell – 33%
• Handling rejection – 13%
• Consultative selling- 13%
• Presentation approach -19%
• Avoid purchasing agents -50%
• Capable of short sales cycle -100%
• Outloook – 400%
• Selling to small business – 200%
• Working straight commission – 400%

Tony, what does it matter?  It means that the top performers have the potential to outperform your bottom performers 3 to 1.  (Look at the small circles.  The opportunity for the top 5 is 1,823,994$)

When you look at this list, you have to ask:  How important are these things for success in my organization?

Back to the title – Why data matters. Data matters if you have efficiency numbers that are critical to your success, if margins are thin and competition is fierce. It matters if you are investing dollars in training, marketing and IT and the bottom group is sucking up time, money and effort and being outperformed 3 to 1.

Here’s the real story. The real opportunity is in the middle group.  I’m not suggesting that you fire those at the bottom, but it wouldn’t be the worse idea. I am suggesting that you do the following:

1. Have a better hiring process and candidate selection process. Free evaluation of your salespeople using the number 1 sales candidate assessment in the world here
2. Have a milestone centric on-boarding process used for all salespeople regardless of pedigree, years of service.
3. Have workflows and checklist for sales so that you can clearly and early identify where your salespeople need additional help in prospecting, qualifying, closing and presenting.
4. Contact us for more information about how a ‘Stats Finder’ can help you better understand your sales force and how it compares to others in your industry AND a 1 hour consultation here