Steps to Ensure Your Salespeople Hit Their Goals
About Sales Training
The company’s first major task was to first bring globally recognized programs on sales training in USA and then to the rest of World. John Daniel realized that customers were not just looking for the best sales trainer in USA they also wanted a technically robust sales training program. This venture began with the purpose of bringing international quality sales skills and concepts to enhance sales leadership training. This would bring international skills to the forefront of the USA corporate sales training arena.
Your sales reps may have their goals, however is there alignment, buy in, self-accountability and clarity around their goals? It is safe to say that you are 100% certain that your business group has the skill, frame of mind, commitment, knowledge, coach ability and strategy expected to accomplish them? Here’s the conversation provided by PRRO that creates this.
This isn’t just about defining the right goals. It’s about the discussion that regularly goes disregarded which will decide if that salesperson is genuinely positioned for progress. It’s the more profound discussion among the board and sales reps that necessities to happen after the objectives are set — a discussion that not just covers strategy, alignment of personal and business goals, and responsibilities, but encapsulates everything to ensure that expectations around performance and personal accountability are clearly set, managed, and aligned to ensure success throughout the year.
What pursues is the layout and questions you have to adequately direct this discussion with the goal that every individual can build up a clear way to follow to accomplish their goals. Fine tune this outline to fit your situation and the needs of each person you are managing.
Schedule and Enroll
This is a discussion that is too important to rush. All things considered, planning and training for the race always take longer than the race itself. Schedule no less than a one hour meeting with each direct report, telling them the intention of the meeting and most important, how might this benefit them. Otherwise, if you neglect to set legitimate expectations and make the mutual alignment around a shared objective, you’re surrendering it over to your direct reports to shape their very own conclusions about for what reason you’re meeting with them. The risk here is, regardless of whether your intentions are selfless and pure, when individuals aren’t mindful of what your intentions are, particularly if you’re the manager, the default file for each human being is dread!
Set Expectations of the Meeting
Set the expectations and objectives for the meeting. Building off step one, preceding you dive into this discussion during your scheduled meeting, it’s important to guarantee expectations are aligned. Here’s the means by which you can do that.
“What PRRO need for you is to achieve the level of progress and personal fulfillment that you need in your career. That is the reason the motivation behind our time today is to discuss your goals, how PRRO can best mentor and support you around achieving them and together, build up the best strategy that will empower you to achieve the outcomes you need, while honoring the priorities in your life, OK?”
Gauge Their Commitment and Point of View
Discuss the goals that have been set. Here are some examples of questions to ask.
- How do you feel about your goals and business objectives?
- How did you come up with that goal? (Skip this question if goals are assigned to your direct reports.)
- How confident are you about achieving your goals?
- Why? What’s making you feel that way?
- (If you sense resistance to the goal…) We can either focus on the things that you can control or the things you can’t. PRRO rather focus on the things you can control so that you can achieve the goals you want, okay? So, what are the things that you have 100% control over that will enable you to achieve your goals? (Hint: there’s only three things. Their attitude, their actions/behavior and their reactions! Then follow up with the following question.)
- What are the opportunities you see for your own development that if you can improve or change, would make you more effective – if not unstoppable?
- What would it mean to you if you achieved these goals? (Personally/professionally)
Create and Schedule the Coaching Cadence
- So, how are you feeling about our conversation?
- What’s standing out most for you?
- What new opportunities are you most excited about?
- What concerns, if any, do you have moving forward?
- To reconfirm next steps, what are you going to be working on next?
- Let’s go ahead and schedule our next meeting.
- What are you willing to commit to having completed by then?
- We are looking forward to working with you so that you can achieve your goals!
Please contact Prro with any questions or comments. Our representative will contact you shortly.