Category Archives: Coaching
What Makes a Good Sales Training Reinforcement Strategy?
A good sales training reinforcement strategy requires early planning. One of the biggest mistakes I see our clients sometimes make is waiting until after the training is over to think about the actual reinforcement plan. You need to be thinking about your plan well in advance. And ideally, you should split it up into three phases.
Don’t Be a Jerk – Coaching and Mentoring Sales Reps Leads to More Effective Knowledge Transfer
We see it so often that it’s almost cliché. There is the bad guy (“the jerk”) who demands results by endlessly belittling, berating, and badgering his people. We instantly recognize this negative behavior and more readily gravitate toward the good guy – the nurturing coach and mentor who takes a genuine interest in teaching and supporting his people. Cliché or not, managers that wear the white hat of coach and mentor are more likely to get their people to perform better over time.
The scandal at Rutgers overshadowed most other sports news this past week. Questions are still being asked. How long had this treatment been going on? Why did it take a video for someone to speak out? The reputation of the university has suffered and four men so far have lost their jobs, starting with the dismissal of Mike Rice, the men’s head basketball coach, who had taken a downtrodden team to victory for the players and now disgrace for the school.
The following is an excerpt from Sales Coaching, Making the Great Leap from Sales Manager to Sales Coach by Linda Richardson
When sales managers are asked why they don’t coach, they usually say it is because they don’t have the time. Looking at the workload of today’s managers, the “no time” obstacle rings true. Coaching does take time, especially for the player/coach, who must focus on his or her own business as well as coach. In the short run, coaching takes more time than not coaching. And “real coaching” — what we refer to as development coaching — can take more time than “one minute” coaching (saying, “Good catch, but here’s what’s wrong and here’s what to do”). Such “triage” coaching does make sense in emergencies — but not as a way of life. But despite the time pressures, our experience with thousands of managers shows that time is not the primary reason they don’t coach.