Invest in the skills of every team member
Posted: Sun Dec 22, 2024 8:52 am
Part of being a good motivator is giving your team something to aim for. Whether it’s a bonus for good performance, a promotion, or even training in a new area, showing that you’re invested in your team is a great way to keep performance numbers high.
Insecure managers tend to gravitate towards more authoritative micromanagement with too much demand and too little reward. Your staff will quickly notice the imbalance here and their enthusiasm will likely wane, even if they don’t choose to go somewhere where they’ll be better appreciated.
So if you’re looking to be a great sales leader who gets the most indonesia whatsapp number list out of their team, look for ways to coach your team and increase their level of accountability. Find out where each person sees themselves in five years and offer them specific training. Maybe one wants more B2B than B2C, while another just wants a higher commission plan.
Avoid burnout by sharing responsibility
Empowerment is a smart way to show that you’re invested in your team, but it does so much more in your mission to be a great sales leader.
First, it’s clear that you can’t run the ship on your own. Micromanagers often want to take full responsibility for every area and regularly put in extra hours to stay on top of things. It doesn’t take a genius to figure out that this is a poor, short-term solution. Sleep deprivation and excessive stress will send you on a one-way journey toward burnout.
So yes, delegating responsibility to your team gives them a sense of progress and accountability, but it’s so much more than that. It’s one of the most important qualities of a great sales leader, reducing your workload and allowing you to focus on your real priorities.
Train your eye for new skills
If you can’t identify the talent you’ll be working with, you’ll never know how to be a great sales leader. And a great resume is just the beginning. A good fit with your company culture, enthusiasm for what they do, and a willingness to learn will always trump natural talent with a bad attitude.
Sales leaders don’t have to go through every profile with a fine-toothed comb either. Part of finding the right talent is streamlining your hiring process as much as possible so it doesn’t interfere with your day-to-day life.
Finally, one of the biggest misconceptions is that your best sales rep should be rewarded with a management role. The two areas are completely different, and when promoting internally, it is often better to give your star salesperson a promotion with more responsibility and rewards without losing their solid numbers.
Insecure managers tend to gravitate towards more authoritative micromanagement with too much demand and too little reward. Your staff will quickly notice the imbalance here and their enthusiasm will likely wane, even if they don’t choose to go somewhere where they’ll be better appreciated.
So if you’re looking to be a great sales leader who gets the most indonesia whatsapp number list out of their team, look for ways to coach your team and increase their level of accountability. Find out where each person sees themselves in five years and offer them specific training. Maybe one wants more B2B than B2C, while another just wants a higher commission plan.
Avoid burnout by sharing responsibility
Empowerment is a smart way to show that you’re invested in your team, but it does so much more in your mission to be a great sales leader.
First, it’s clear that you can’t run the ship on your own. Micromanagers often want to take full responsibility for every area and regularly put in extra hours to stay on top of things. It doesn’t take a genius to figure out that this is a poor, short-term solution. Sleep deprivation and excessive stress will send you on a one-way journey toward burnout.
So yes, delegating responsibility to your team gives them a sense of progress and accountability, but it’s so much more than that. It’s one of the most important qualities of a great sales leader, reducing your workload and allowing you to focus on your real priorities.
Train your eye for new skills
If you can’t identify the talent you’ll be working with, you’ll never know how to be a great sales leader. And a great resume is just the beginning. A good fit with your company culture, enthusiasm for what they do, and a willingness to learn will always trump natural talent with a bad attitude.
Sales leaders don’t have to go through every profile with a fine-toothed comb either. Part of finding the right talent is streamlining your hiring process as much as possible so it doesn’t interfere with your day-to-day life.
Finally, one of the biggest misconceptions is that your best sales rep should be rewarded with a management role. The two areas are completely different, and when promoting internally, it is often better to give your star salesperson a promotion with more responsibility and rewards without losing their solid numbers.