Would you weather have excellent salepeople with an average sales manager, or average salespeople with an excellent sales manager? Watch a replay of this webinar with Forum and ZS Associates to find out: http://www.forum.com/register.aspx?id=d9ff62c2-eafe-401c-b32b-f70d7c98c025&edocid=939
5. Optimal sales
resource levels
and deployment,
within a structure
that enables the
sales process
Customer-focused
sales process &
planning,
advancing the
customer
relationship with
each interaction
Highly motivated,
performance
focused &
accountable sales
force committed
to “getting it
done” & “doing it
right”
Sales managers &
sales people with
the knowledge,
skills & attributes
required to excel
at their respective
roles
Sales
Strategy
Sales Force
Design
Customer
Engagement
Process
People
& Skills
Motivation
Customer focused
strategy targeting
the best
customers with
offerings they
value
Exceptional Customer Experience Profitable Growth
Customer Loyalty & Advocacy
Source: ZS SFE Navigator Framework
ZS and Forum are both focused on helping
organizations drive superior sales effectiveness
Forum
12. A three step process for defining and implementing the
right FLM role
Step 1: Assess Step 2: Design Step 3: Implement
How do FLMs
currently spend
their time?
How should FLMs
ideally spend their
time?
How do we
progress from
current to a
‘practical’ ideal?
• Develop list of specific
job tasks
• Conduct light
assessment (eg:
survey, interviews, …)
• Use results as a
baseline
• Consider changes to
sales environment
• Identify time traps
• Learn from top
performers
• Identify gaps
• Look for ‘practical
ideal’
• Involve FLMs in
implementation
process
• Communicate and
reinforce expectations
Everybody take a minute to write down how their managers spend their time
Write down various people’s responses to the three questions in rows (each person is a row with three numbers going across the page)
Note the heterogeneity across the answers for any given role – some high, some low
Ask if the time allocation is intentional or just an outcome?
Ask: For those of you with high Business, why is that, what is it about your sales process or structure or industry that requires that?
Ask. What about for those of you with high People – what drives that?
Ask What about for those with high Customer – what drives that?
Now for each of your answers, note whether that is the right time allocation or if you need more.
Ask how many of you think we should spend more time against each Business , less time against business
Etc.
What’s driving that?
Has anyone made significant progress in moving their allocation on any of these? What was the context? How did you do it?
One clue was this: that the ability to lead people effectively—people-leadership skills—is roughly three to four times as important to an individual leader’s success in his or her career as are other skills and knowledge. In other words the ability to work effectively with people accounts for about 80 percent of an individual leader’s success.
This means that the technical skills and knowledge that often get someone recognized and promoted into a first line leader role in the first place are much less important to their success (and by extension to the organization’s success) than is the ability to lead people.
I’m sure this comes as no surprise to you, as it didn’t to us, but it is interesting that this work as been replicated in a variety of different types of work in leadership over the past century – including Forum’s own work on climate, Goleman’s work on emotional intelligence, and much more.
TRANSITION: so we know that people leadership skills are key to personal success, but how does that impact the business?
First-line leaders make up 50-60% of management on average and directly supervise as much as 80% of the workforce. [Fred Hassan, The Frontline Advantage Article Preview, http://hbr.org/2011/05/the-frontline-advantage/ar/1. Accessed 10/24/12]. Which means that they are, in many ways, the most important group of leaders. They really are the linchpin in : strategy execution, customer satisfaction, and employee engagement, productivity and retention, in reality, they are the main driver of business results…
There are three people leadership practices that first-line leaders should master. We call them “Coach Your Team,” “Get Results Through Others, and “Engage People.”
But there is also a fourth – which we call “think like a leader -- which is really about personal effectiveness or self leadership. We’ve found that without this self-leadership, first-line leaders generally don’t focus enough of the people-leadership practices. And we’ll show you why in just a few minutes.
A quick review:
Think Like a Leader. You could also call this “think strategically” because they are strategic about how they invest their time and effort so that they can focus on truly high-value people leadership activities.
Coach Your Team—they are great coaches, which fundamentally means know each of their team members needs to do, is capable of doing, and they work to develop them using feedback and coaching.
Get Results Through Others – they know how to deliver results to the organization, but more importantly, they know how to do it through their team. A big part of this is about delegating work effectively.
Engage People – they understand the relationship between engagement and performance and that what motivates and engages one person is not the same as for another person. They use that knowledge to build and maintain engagement.
TRANSITION: At this point you may be thinking “hmm, those practices on the bottom – Coach and Get Results – really aren’t new. And you’d be right. In fact, we think of these core blocking and tackling skills. However, our experience is they are critical things that first-line leaders tend to have a lot of trouble with.
All organizations are unique and should be treated as such. However, we've found that there are 3 key questions that most sales managers need to answer:
How can I get great results from my people (Leadership approach). This also includes thinking like a leader and understanding the impact you have directly on your sales people. Includes your leadership style and how to managing and coach performance.
How can I be more strategic (focus upstream) – reference slide for what we mean here.
How can I motivate and energize my team (high performance climate and engagement needs). – Leaders need to understand how to create an effective climate as well as their sales folks engagement needs. By understanding engagement needs, they can focus on both motivation and creating the right climate for success. We know from research these are critical in driving business results.
Will see some overlap between how you focus upstream and how to get results from people and engage and motivate.
In our sales management training we - Review 4 areas.
We frequently tell managers to go out and coach their reps. But what support do we give them to be effective in that role?
How do managers spend their coaching time? With which reps?
We frequently tell managers to go out and coach their reps. But what support do we give them to be effective in that role?
How do managers spend their coaching time? With which reps?
These are individual development needs. We know that to be effective as a sales manager need to know: what is my job, whats the processes for doing my job and what competencies do I need to be effective. These are the critical questions in looking at an organizational solution for sales management development. NOT sure what we want to do here.
We frequently tell managers to go out and coach their reps. But what support do we give them to be effective in that role?
How do managers spend their coaching time? With which reps?