3 key principles of Superhero Sales Management
You’ve finally found the right Sales Manager for the role. Relief! Or is it? How are you going to get them up to speed quickly so you get on with doing what you do best?
- Send them on a training programme?
- Carve out time from your already crammed diary to mentor them?
- Show them their desk, give them their work and let them get on with it, after all you recruited them for their knowledge and expertise, right?
Would you do things differently if you knew that 40% to 50% of senior appointments fail to achieve the desired results due to lack of training, support, coaching or mentoring.
Too often we assume that the job change is a natural one but what often happens next is your Salesperson finds it a lot harder than they had expected, they keep quiet and hide their failures as they are used to being successful and feel the pressure of those expectations. The sales team around them aren’t fooled and become de-motivated and sometimes leave. So you have not only lost your best Salesperson (who no longer has the time to pull in the sales they did before) but you have a demotivated Sales team, spiralling recruitment costs and poor sales.
The 3 principles I see working best to ensure your Sales Manager is giving value to the company i.e. a Superhero Sales Manager, are:
- The Superhero Sales Manager Identity– a fast track coaching and mentoring solution which tackles those issues of a new mental attitude including:
- As a manager, not a salesperson,
- working on behalf of a team, not solo
- being pro-active and showing initiative
- seeing themselves as a leader
Often it takes a good Salesperson 6 to 18 months (sometimes more) to reach their potential as a Sales Manager because they have not made that mental transition. Without support at the early stages it could take a long time for them to get into their stride and identify their management style.
- The Superhero Sales Manager Powers and Skills. This is the area covered by more traditional Sales Management courses and is an essential part of any transition from Salesperson to Sales Manager. These include communication and presentation skills, motivating staff, controlling and commanding the sales, marketing and customer service process.
- The Superhero Success Story. Getting quick wins makes your new Sales Manager feel great about themselves and their new role. Often that doesn’t happen for months so any training that focuses on early success, planning and prioritising critical success factors and building them into a timetable of intensive training and coaching pays dividends. Not just for building up the confidence of your new Sales Manger quickly but that of their Sales team around them, confidence in them from Senior Management and sales results your whole organisation can benefit from.
What do you think? If you are a Director concerned about your company’s performance and don’t have the time to deliver this yourself, give this some thought (and give us a ring!)