.png)
Looking to implement a new strategy that will immediately impact your sales team performance?
If so, step outside "the box", be creative and implement a concept that enables your sales team to draw off of each other's individual skills. Let's be clear.. I'm not referring to the typical generic role playing sessions or tag alongs. I'm talking about "micro-mentoring".
Pair each rep with another rep that has strengths the other may struggle with. Do not pigeon hole yourself by simply placing new hires with tenured or rookies with seasoned reps. Regardless of tenure or experience there are always valuable skills to be learned from each other.
The key is to be deliberate in your evaluation of each reps strengths and weaknesses and assign proper mentor placement.
Take the time and drill down on each detail!
Assign quotas for each team and allow them to leverage each others skills to be more productive and close more deals.
Allow each mentoring team access to private conference rooms to nurture skills, brainstorm, build business plans and prepare for client presentations.
Create sales team contests to build relationships and a more competitive environment.
Evaluate each micro-mentor team as one unit.
Finally, keep the approach fresh and periodically switch the teams up ( recommend annually) . The goal is to allow your team to continue to educate and elevate each others performance!
If so, step outside "the box", be creative and implement a concept that enables your sales team to draw off of each other's individual skills. Let's be clear.. I'm not referring to the typical generic role playing sessions or tag alongs. I'm talking about "micro-mentoring".
Pair each rep with another rep that has strengths the other may struggle with. Do not pigeon hole yourself by simply placing new hires with tenured or rookies with seasoned reps. Regardless of tenure or experience there are always valuable skills to be learned from each other.
The key is to be deliberate in your evaluation of each reps strengths and weaknesses and assign proper mentor placement.
As a general rule of thumb refer to your sales team Policy and Procedure Play Book. Execute a thorough evaluation of of each reps acumen and current knowledge base. Determine which steps in the sales process the other excels in and pair strengths to weaknesses accordingly.
Example: Some reps are stronger cold calling, utilizing technology, corporate mapping, administration and networking while others are stronger in the transitional phases of the sale, conceptualizing, questioning/closing tactics, CRM navigation, etc.Take the time and drill down on each detail!
Assign quotas for each team and allow them to leverage each others skills to be more productive and close more deals.
Allow each mentoring team access to private conference rooms to nurture skills, brainstorm, build business plans and prepare for client presentations.
Create sales team contests to build relationships and a more competitive environment.
Evaluate each micro-mentor team as one unit.
Finally, keep the approach fresh and periodically switch the teams up ( recommend annually) . The goal is to allow your team to continue to educate and elevate each others performance!
Posts
No comments:
Post a Comment