Lead with critique and end with praise

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Know where to start. You can’t coach a result, CRM dashboard, or a call report (or any report for that matter). That’s managing not coaching. That’d be like my golf coach looking at just my scorecard at the end of a round and telling me to “Putt better.”

I’ve heard plenty of sales manager have 1 on 1’s with a salesperson and, after a quick review of whatever tool they use to measure things, say something like “You need to close more” or “You need to close better.” Again this is not coaching.

What’s more, it won’t likely have a positive effect on the person or their future performance. The place to start is in the field. You can’t coach to what you can’t see! If you spend time in the field with your team, you’ll gain a real understanding of how your company is represented in the marketplace.

When riding with salespeople, I use a pretty simple belgium telegram data method of capturing notes. When I observe or hear something they do well, I write it down. Same goes for things that aren’t so good. I usually jot down keywords and use a smiley face or frowny face. Think of it as an old school emoji.

At the end of the call, or at the end of a full day of multiple calls, I take a few minutes to review my notes before I start my coaching session.

Here are the Three Steps to Giving Critical Feedback to Your Salespeople
Start with what needs fixing, and then tell them what they did well. This method is proven to be the most effective way to give and receive effective feedback. Think of it this way. If someone started a conversation by asking you “I have good news, and bad news, which do you want first?” you’ll likely always want to hear the bad news first. It is how we are wired. We want things to end on an upbeat or positive note. So do your sales people. Don’t sugar coat your message, or try and hide in soft praise.