Sales Coaching Tips from TACK

Sales Managers continue to spend countless amount of time reviewing the performance of their sales teams on a daily, weekly, monthly and even an ad hoc basis.

While enough emphasis gets placed on the outcome, what cannot be overemphasized is the time investment placed coaching sales people on the sales process and on improving their effectiveness.

Here are a few tips or suggestions on how sales coaching conversations can become more meaningful and effective with your teams.   

•Have well defined Best and Average Performance Indicators.

It provides tangible benchmarks for measuring performance, giving constructive feedback and then using the same for training and motivation efforts.

•Help in setting individual and group targets and measure them.

Goals are effective when the person/team that has the goal is being held accountable.  Constant support and a validated review mechanism is a must.  The sales manager/coach must work with the salesperson — not to do the salesperson’s work, but to make him more productive by removing the barriers.

• Know if a problem is about knowledge/skill or willingness.

Knowing the difference will go a long way in helping the sales manager how to manage that interaction. It will reduce conflict and build an environment of trust.Here are some more  

•Determine the objective of the call or meeting – this also applies to the coaching conversation

•Get the sales person to outline his/her plan to achieve the objectives

•Decide and agree who does what and when

•Decide and agree when / if you must interrupt or take over

•When assessing a sales person’s performance, use your notes

•Concentrate on one or two (maximum) areas of weakness at a time

•When coaching after the call, remember the sandwich technique

•Involve the sales person in identifying the problem areas and solicit the sales person’s solution(s)

•Remember to monitor the next visit for signs of improvement