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Coaches are responsible for helping their teams “fine-tune” their messages to clients.
Many sales coaches are untrained in how to give crisp, productive, forward-looking performance feedback to those on their teams. So as a first step schedule coaching conversations into every interaction.
You need to adjust your mindset to think of feedback as a practice. It’s something that you do over and over again as part of daily business.
Giving performance feedback can be difficult. But the widespread adoption of virtual calls has lowered this barrier.
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‘Did Well’ and ‘Do Differently'
You can’t build competence without confidence, so begin by asking their input on what they did well. Add your own observations, addressing specific knowledge, skills, or disciplines. Then, shift the conversation to ask what ...
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Everyone is still learning what optimal business performance looks like during a pandemic
The key for sales coaches is to collaborate with their salespeople to get the most out of what they have, taking into account changes in people’s situations and shifts in the business ...
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You can’t be in eight places at once, but I bet as a leader you have eight more opportunities a week to give your team feedback because you can Zoom in and Zoom out
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Before launching into concrete feedback, it is important to check in as human beings.
A simple check-in like "Hey, how are you?" opens the conversation to the possibility of real feedback.
Opening with empathy also means acknowledging the uncertainty and stress th...
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Delibarately set coaching conversations into every interaction (as time permits). As the leader or sales coach, you are responsible for helping your teams "fine-tune" your message to clients.
Building feedback allows the person grow into the kind of salesperson they want to be.
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