In such cases, your role as the coach would be to understand the individual needs of your team. Maybe one wants a higher salary but the other member wants to achieve respect as the best salesman. Some salespeople would prefer training workshops rather than getting monetary bonuses. You should try to understand the gap and work with your team to help them achieve their desired outcomes so they can help you achieve yours.

Your Role As A Coach

If you are looking to change the perception, mindset and actions of your salespeople, your mindset needs to be changed first.

Do you know the difference between postivie reinforcement and threats / fear tactics? While the former helps keep the morale high for a long time, the latter can actually destroy your reputation, morale of your team and eventually the sales goals.

Motivation Rather Than Consequences

While you may be doing your best to keep everyone trained, nurtured and progressive, there will be individuals who may not let you help them out of arrogance, toxicity, or even agression. Such individuals may not be coachable and you should end the prpfessional relationship with them if their negative traits are bringing the morale down and there is a lack of results.

Not Everyone Can Be Coached

A proactive manager relies on asking questions rather than assuming what may be wrong with the team. By asking questions, focusing on the insividual answers and not assuming any implied meaning, you can earn that individual's trust and commitment.

Ask Questions Rather Than Assuming

If you're a manager, chances are that you may be spoon feeding your team whenever they'd come with a problem to you. However, rather than giving answer, a coach will ask the right questions so the team can find the solutions by critically thinking about the questions and the link to the problem. This helps the team nurture rather than feel submissive to the orders.

Managers Give Answers, Coaches Ask Questions

Once an individual starts earning enough, monetary rewards may not be too useful to motivate them. Rather, they would want to be heard, to be listened to and to be appreciated as an individual rather than being some employee who can be coerced by offering more money.

Money Is Often Not The Only Motivator

And lastly, make sure you try to talk to your team as if you really mean it. It isn't bad to show some emotion. I remember reading somewhere that when Warren Buffet had to break some bad news to the shareholders, he started the meeting with "I'm going to talk to you what I told my family". This instantly built rapport due to the fact that someone would never lie to his own family and would truly care about their well-being.

Traditional management styles often relyed on consistently pushing their teams through unhealthy competition, irrelevant rewards, micromanaging, coercion and other unhealthy ways. However, an effective managers works alongside his team and supports them in the face of success or adversity. This helps you build trust with your team. Managers who are more open with their teams get better understanding of their teams and can help them accomplish feats more efficiently.

Want To Be An Effective Manager? Be Proactive

The only way to build trust is to let go of your need to be invulnerable or perfect, that is, to actually allow yourself to be vulnerable.

While managers are more focused on the outcomes, deadlines and efficiencies, coaches fully focus on the present. They work with their teams towards improving the current processes so they can achieve triumphs which leads to the desired outcomes.

Managers Live In The Future, Coaches Prefer The Present

Do you know that managers and coaches are not the same despite the contrary belief. While managers are focused on identifying and solving problems by guiding their teams, coaches are more focused towards nurturing their teams' mindsets and perception so they can solve the problems on their own.

You Need To Ask The Right Questions Rather Than Giving Answers

While the coaches need to be experts in their domains as well as skillfully coaching their teams, they should also have access to coaches of their own so they can always recieve feedback and help keeping themselves accountable.

A Coach For The Coach

You may have experienced some sales teams struggling with sales while other teams grow. This isn't because something is wrong with their training. However, their coaching may have been less effective. Keith Rosen is a highly successful sales coach who have developed frameworks that are being used by companies around the world. Now he has a lot to share with you too so let's begin the deep dive into his advice.

The Problem With Sales

Learn how to master your role as the best sales coach or manager and build a champion team that knows how to achieve results.

Sales training doesn’t develop sales champions. Managers do. The secret to developing a team of high performers isn’t more training but better coaching. When managers effectively coach their people around best practices, core competencies and the inner game of coaching that develops the champion attitude, it makes your training stick. With Keith Rosen’s coaching methodology and proven L.E.A.D.S. Coaching FrameworkTM used by the world’s top organizations, you’ll get your sales and management teams to perform better - fast. Coaching Salespeople into Sales Champions is your playbook to creating a thriving coaching culture and building a team of top producers. This book is packed with case studies, a 30 Day Turnaround Strategy for underperformers, a library of coaching templates and scripts, as well as hundreds of powerful coaching questions you can use immediately to coach anyone in any situation. You will learn how to confidently facilitate powerful, engaging coaching conversations so that your team can resolve their own problems and take ownership of the solution. You’ll also discover how to leverage the true power of observation and deliver feedback that results in positive behavioral changes, so that you can successfully motivate and develop your team and each individual to reach business objectives faster. Winner of Five International Best Book Awards, Coaching Salespeople Into Sales Champions is your tactical, step-by-step playbook for any people manager looking to: <ul> <li>Boost sales, productivity and personal accountability, while reducing your workload</li> <li>Conduct customer/pipeline reviews that improve forecast accuracy, customer retention and uncover new selling opportunities</li> <li>Achieve a long term ROI from coaching by ensuring it’s woven into your daily rhythm of business</li> <li>Design, launch and sustain a successful internal coaching program</li> <li>Turn-around underperformers in 30 days or less</li> <li>Build deeper trust and handle difficult conversations by creating alignment around each person’s goals and your objectives</li> <li>Coach and retain your top performers</li> <li>Collaborate more powerfully and communicate like a world-class leader</li> </ul> Training develops salespeople. Coaching develops sales champions. Your new competitive edge.

Your Role As A Coach

Similar ideas to Your Role As A Coach

Treat your manager as a coach