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Sales Coaching Formula
- 1. Bill Eckstrom, PresidentSarah WirthVP Member Services
- 3. Define your role as a Coach, Leader and Manager
- 5. = 6P M P M = Managing 6 Pillars P = Performance © 2011 EcSELL Institute, Inc., all rights reserved.
- 6. Sales Management: Obtaining and resourcing tools and processes. Expertise in your business and market.
- 7. 6 PILLARS OF SALES PRODUCTIVITY™ Talent Identification and Acquisition Sales Methodology and Skill Development Professional Development Sales Analytics and Performance Tracking Compensation / Recognition / Rewards Planning © 2011 EcSELL Institute, Inc., all rights reserved.
- 9. 6P (M + L) = P M = Managing 6 Pillars L = Leadership P = Performance © 2011 EcSELL Institute, Inc., all rights reserved.
- 10. Sales Leadership: Using influence to create change “You must have respect, which is a part of love, for those under your supervision. Then they will do what you ask and more.” - Coach John Wooden
- 11. Status Quo / Incremental ORDER Boss Employee Authoritative © 2011 EcSELL Institute, Inc., all rights reserved.
- 12. Inconsistent Growth “What ever” Boss ????? Employee Laissez Faire © 2011 EcSELL Institute, Inc., all rights reserved.
- 13. Authoritative Laissez Faire Collaborative The Sales Leadership Evolution
- 14. Authoritative Laissez Faire Structurally-based Opportunity-based Collaborative Relationship-based Relationship Based
- 15. Authoritative Laissez Faire Commanding Reactive Collaborative Teaching and Learning Relationship Based
- 16. Authoritative Laissez Faire Positional Power Unempowered Collaborative Personal Power Personal Power Relationship Based
- 17. Authoritative Laissez Faire Respect for authority Disrespectful Collaborative Mutual Respect
- 18. Authoritative Laissez Faire Enforcing rules Unstructured Collaborative Self-discipline
- 19. Best Practice: 360 Feedback Guide
- 20. 6P (M + L + X) = P M = Managing 6 Pillars L = Leadership X = X Factor P = Performance © 2011 EcSELL Institute, Inc., all rights reserved.
- 22. X Factor >>> Discretionary Effort
- 23. Chaos Complexity Zone Order © 2011 EcSELL Institute, Inc., all rights reserved.
- 24. Order
- 25. Complexity
- 26. Chaos
- 27. OPTIMUM PERFORMANCE Adaptability Complexity Zone Collaborative
- 28. X Factor:A collaborative connection between two people that allows both parties to depart from order and progress into the complexity zone
- 29. = 6P P (M + L + X) x D M = Managing 6 Pillars L = Leadership X = X Factor D = Development P = Performance © 2011 EcSELL Institute, Inc., all rights reserved.
- 30. Development:Continual improvement of the intellectual capital and skills of those in a sales coaching role.
- 31. Sales Coaching = 6P P (M + L + X) x D M = Managing 6 Pillars L = Leadership X = X Factor D = Development P = Performance © 2011 EcSELL Institute, Inc., all rights reserved.
- 32. Sales Coaching:Creating a high performance culture to drive organizational results.
- 33. Take-a-ways… Understand ALL the drivers of sales team performance Take action steps to diagnose your management, leadership and X Factor acumens “Compass” Assessment 360 Feedback “Through The Eyes of a Rep” Assessment Never stop learning. Push yourself into complexity!
Editor's Notes
- Thanks to Ilene Little bit about relationship with AGWhat EcSELL doesToday’s program is a set up to the balance—more educational while other may have more best practicesInteractive session today—enter questions on your screen
- Beginning with the end in mind…Everyone is on this call so this “P” can be increased
- The role of the SM needs to change.The traditional role of a manager was developed in the mfg/industrial era and was to ensure people followed the tools, systems and processes that were laid out for them.Think Henry Ford’s assembly line. Ford quote…Too often when we think about driving the performance of individuals and teams this is viewed as all it takes. And while important it is certainly not the only driver.Football analogies
- Again emphasize importance, but still doesn’t denote successPause on this slide and allow audience to soak up.Again ask for questions
- One would be naïve to think leadership does not affect the performance of individuals and teamsWhat we know about leadership is also evolving. Traditionally seen as the “hero model”, what we know today is that leadership is a behavior, not a position.Just because you have formal authority does not mean you have leadership skills or exhibit leadership behavior.When taken a step further we know that a “collaborative” style of leadership has proven to most effective todayWe will come back to this shortly
- Okay—here is where it gets tricky, but interesting.Let’s walk through a brief exercise—write down the name of the teachers who… take a minute or two to do this.3 Questions: Are you this impactful to those on your team? Should you be? Will they achieve peak performance without your investment into the relationship?Use member example of law schoolThis is that “it” factor, the indescribable trait/skill that impacts lives
- Do you get this from your team consistently?Not just once in a while, for motivation can cause that, but only if you have that X Factor with those on your team will you get consistent Discretionary EffortBella Kirolyi example
- Let’s take a deeper dive regarding how to obtain more of the X Factor
- Now, while this sound complicated I’ll try to explain further what this means here shortly.
- Development—Expect reps to improve every year, but if performance is a reflection…Now wondering where is “coaching”
- Ultimately, how well one would hypothetically score within the equation is not as significant as growing your skills and acumen within the equation.
- Doesn’t this look more like what great strategic coaches do? Coaching can be called and activity, but it is also a position.—this is very different than just management or leadership.Coaching encompasses all skills that drive performance.