It can be difficult to establish a widely applicable set of guidelines with regard to effective sales management techniques, because after all, everyone’s leadership style is different, nuanced, and unique in its own right. What works for one individual may not work for another. As such, there are a seemingly infinite number of routes to sales management success nowadays, which is why the onus is on you to find your own path, blaze your own trail, and grab full control of your sales team’s future.
However, there are no quick fixes. No shortcuts. No generalizations or oversimplifications. No magical elixir that can immediately skyrocket sales numbers.
So if you’d like to truly grow, develop, and improve as a sales manager, you’ll have to take a long, hard look in the mirror and ask yourself the following questions.
Am I Hiring the Right People?
A recent study conducted by the Wharton School of Business identified that ambiverts – individuals who demonstrate a unique blend of extroverted characteristics as well as introverted traits – are actually the most effectual salespeople regardless of the specific industry, sector, or niche.
As such, successful sales management is not all about finding talent with the gift of gab or a fast-talking disposition; it’s about finding versatile candidates that are just as comfortable with listening and learning as they are with presenting and teaching. These are the individuals that can internalize your firm’s parameters and parlay them into a distinctive sales approach without breaking any rules or stepping on any toes, not to mention the fact that these ambiverted people are very coachable and corrigible as well.
Who Are My Builders and Who Are My Growers?
Before you have a chance to impose your own theories and skills onto your sales force, you’ll have to make sure your team is balanced, poised, and multifaceted.
Builders can grow from scratch with little to no instruction required, whereas growers need to have a robust support system in place before they can truly lift off and excel. Since most people don’t withhold both of these proficiencies, you’ll have to cognize your current hierarchy and ask specific questions to separate the builders from the growers. This will give you a chance to highlight the aptitudes of each personality type and develop day-to-day systems that encourage synergy and constructive collaboration, effectively allowing builders and growers to work off of each other’s strengths.
Am I Results-Oriented Enough?
Sales management is about far more than simply taking what you can get.
For instance, if a particular salesperson hits 150% of quota one month and then 40% of quota the next, you have to be able to identify the reasons and motivations behind the discrepancy, which is why maintaining a results-oriented aura is so important nowadays.
Just because someone is known as a sales superstar around the office, doesn’t mean that the individual deserves to be placed on a pedestal and treated like royalty. You need to establish targeted expectations and reasonable goals from person to person in order to maximize production and minimize fluctuations in output.
You can find more professional information on sales management at www.funnelmetrics.com