After you study what makes other companies great with their sales management, it's time to build your own. This presentation will help you take the steps to build a sales management function that makes sense for your organization.
Transforming Max Life Insurance with PMaps Job-Fit Assessments- Case Study
How to build a great sales management function
1. How to Build a Great
Sales Management Function
Sales Management Series
Class 2
2. Agenda
1. Review of successful sales management characteristics
2. Develop a strategy
3. What processes, tools, and systems you need
4. How to build and train your team
5. How to motivate and lead your team
6. How to coach your team
7. Understand what skills you need
8. What reports to use
9. How to stay focused on your goals
3. Characteristics of Successful
Sales Management
a. Has a seat at the table to help craft the vision
b. Is the voice of the customer and the sales team throughout the organization – cross
functional
c. Always looking for a better way of doing things to
get better results
d. Knows how to prioritize and motivate others
e. Methodical approach to the market – able to
direct resources
f. Wants to win
g. Can build a team – Coach – Make tough decisions
h. Uses data to guide decisions
i. Not afraid to give credit to others
j. Sells more through the team than they can on
their own
4. Define Where You Want To Go
a. Goals of the organization
b. Long term and short term
c. Keep it simple
d. Alignment on the goals
i. Customer focused
ii. Market oriented
5. Create a Plan
a. Know your market
b. Know your competition
c. Use business intelligence (BI)
d. Develop your strategy
i. Review handout
e. Strategy vs. tactics
6. Process, Systems, and Tools
a. Everything that is not your people
b. Benefits
i. 45% Greater sales
ii. 35% Increased time to sell and manage
7. Process, Systems, and Tools
c. Necessities
i. Sales
ii. Recruiting
iii. Sales management
iv. Metrics or measurables
v. Pipeline
vi. Compensation
vii. Territory management
viii. On-boarding
ix. Development
17. Compensation Structure –
What is the Right Formula?
a. Salary
b. Cash incentives
c. Premium incentives
d. Contests and SPIFs
e. Reward and recognition programs
18. Leading
a. Your skill set and knowledge
i. Review handout
b. Leaders show the team how to do something, not just
tell them to do it
c. Leaders continually identify opportunities to coach
d. Leaders work across the entire organization for
improved performance
19. Help Put Money in Their Pockets
a. Lead development
i. Organic vs. new
b. Sources of lead
c. Marketing
d. Networking
e. Referrals
20. Help Put Money in Their Pockets
f. Forward pipeline management
g. Reverse engineer activity levels
i. Review handout
f. Set goals
g. Define activity levels
21. Demand Discipline
a. Cure cancerous employees
b. Make them accountable
c. Metrics – leading indicators
d. Top to bottom
e. Team statistics
22. Coaching
a. Teaching vs. coaching
b. Don’t sell for them
c. Pre-game
d. During the game
e. Post-game
23. Coaching Opportunities
a. Disciplines of sales
b. Funnel management
c. Opportunity assessment and management
d. Field observations
e. Probability management
f. Productivity/time management
g. Cross pollination of best practices
24. Coaching Tools
a. Tell stories
b. Role play
c. Team selling
d. One-on-one (relevant to tenure and talent)
e. Plan development
26. Reporting
a. Forecasting
b. KPI/leading indicators
c. Data collection
d. Business intelligence (BI)
i. Review handout
e. Tracking and visibility
i. War board
27. CRM
a. Business case not ROI
i. Increase “business knowledge” (BI)
ii. Support “change management”
iii. Provide “coaching” platform for performance
iv. Give “leaders” a mechanism to accomplish goals
v. Measure progress on “vision” of business units
29. Focus
a. Stay three steps ahead of the team
b. Dynamic planning
c. People development
d. Continuous improvement
e. Delegate
f. Sharpen your saw
g. Board of advisors
h. Surround yourself with mentors
30. Peter C. Rathmann, MBA
President
262-442-0896 | peter@salestechnik.com
www.salestechnik.com
Editor's Notes
Thanks to the MBA for allowing me to come in Thank you for taking an interest in this topic Accountability…most sales reps hate it. Most managers don’t like to follow through with it. For some reason, I feel this has been the #1 topic of conversation over the past few weeks with prospects and or clients looking to enhance their sales culture or consistently grow sales Salespeople must be held accountable for their results. This is a fact of Sales Management. Ideally, you'd like for them to do it themselves... absolving you of that unenviable responsibility. In a perfect world, that would be an option. However, that's not reality. What helps is hiring good salespeople with good products and services to sell. Also, managing and leading them well is an asset. In the end, how you handle that difficult conversation is entirely up to you. Hopefully, you'll see that you can do it and can garner even more respect when you do it well. Every day, companies allow sales people to provide excuses as to why they didn’t perform certain prospecting behaviors. Yet, if this same company had its service techs scheduled for six calls and the techs stopped after their third service call, would the company put up with that? Accountability doesn’t have to be a dirty word that makes most people’s skin crawl. If done correctly, accountability can help propel a salesperson’s career path, help prospects and help companies at the same time. Accountability can be a good 14-lettered word that helps the sales rep become more productive and the company more profitable.