Archives for posts with tag: results

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Several of the businesses that I am privileged to work with complete feedback forms following our coaching days, very similar to the Net Promoter Score (NPS) methodology.

Recently, a colleague asked for my “magic formula” for getting such consistently high ratings on these feedback forms.

I didn’t have any formula or magic to reveal, yet, upon reflection, the following three “process” components most likely led to the constructive feedback received from my promoters:

  1. Prepare: in advance of every session with a client, a significant amount of review time is devoted in preparation for the discussion.  This includes studying notes from prior meetings and discussions, recent emails, Smartsheet and/or financial updates before our time together. Further, a written agenda prepared in advance of that session, ensures that the critical topics and action items are always addressed.
  2. Care: the level of preparation described above is a natural by-product of caring for the customer enough to achieve the status of “Trusted Advisor.” In order to optimize successful, meaningful, and valuable long-term relationships with others (personal and professional) elements of trust, likability and genuine care must be in place.
  3. Dare: this final component entails challenging clients to “Do what they say they are going to do.”  One of the primary roles of a coach or consultant is that of accountability mentor. Obtaining results requires planning and execution. Diligent, specific, and often, uncomfortable follow-up will help ensure that the critical activities that have to occur don’t get lost in the “busyness of business.

Although I’ve approached this from the perspective of a coach or consultant, I believe that this three-step process is applicable for use in multiple scenarios, both personal and professional. Whatever situation you may be currently “managing,” perhaps “prepare, care and dare” can help get you from here to there.

 

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sales-activity

During my experience of either managing multi-million dollar sales organizations or coaching and training businesses on how to improve their selling operations, there is one belief that I am convinced of:

“Activity Breeds Results.”

Whether it’s executing face-to-face visits, making outbound phone calls (i.e.“dialing for dollars” ), prospecting for new customers, proactively maintaining existing client relationships, or massive quote generation with timely follow-up, the “sales” people who create the most activity are the one’s who tend to be the superior producers.

An obvious performance management necessity for any selling organization is the establishment of quotas or targets, coupled with a reporting measurement mechanism that can “scoreboard” the results for all of the players on your sales team…on a daily basis.

Most businesses will have some form of a CRM (Customer relationship management) system to facilitate this tracking & reporting for their business.

Now here’s the key to actually optimizing this “activity notion”…

“Managed Activity Improves Results.”

Mix in a component of consistent daily performance management, including praising for successes while coaching on those down days, will tend to multiply those results!

In order to accelerate your organization’s selling momentum, promote massive activity and manage it accordingly.

A question for you to ponder: Do the best leaders surround themselves with great people, or do they help the people around them become great? 

My experience tells me the answer is…both!  But let’s start with the first part…

During a recent conversation with a highly successful manager, who operates in the challenging food & hospitality industry, a point was made about team development. He noted that one of his key objectives was to hire people who were better, smarter or more talented than he was.

This resonated with me as this has become one of my essential success tenets.

Decades ago, once I became mature enough to put my ego aside, the realization that if I secured, & surrounded myself with, really talented people, perhaps my leadership role would become much easier. And it did!

Often I’ve worked with leaders who feared talent that was potentially as good, or even better than they were.  They let their ego’s and foolish pride get in the way of doing the smart thing, which subsequently led them toward hiring marginal talent compared to what was available in the market place.  This ultimately resulted in less than optimal performance.

These “bosses” shared an underlying concern that the potential “superstar” would make them look inferior, or even worse, eventually “steal” their leadership position away!

This type of self-centered thinking not only limited the team & businesses success, but truly restricted that leader’s ability to grow through the organization.

The reality is that leaders who surround themselves with the best possible talent tend to produce better-than-average results. Further, they consistently demonstrate the ability to develop talent for the organization, which often facilitates professional growth and advancement.

Perhaps you have seen this happen in your experiences as well.  Or even worse, if you happen to be one of those who has unknowingly inhibited your success by falling into this trap, this could be the perfect time to take on that new approach for building your team.

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