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HOW TO
Brought to you by
Built to make the life of a sales rep easier. It
minimizes data entry and automatically logs
call and em...
Brought to you by
A Sales Guy Consulting knows how to sift through the
data, get to the core issues affecting your sales, ...
OUR EXPERTS
JIM KEENAN MARK ROBERGE
When it comes to building a world class sales team,
two things come to mind:
Hiring Coaching
Hiring the best sales reps may be the biggest multiplier for
your sales team and your company.
But what’s the most importa...
Few reps will be perfect performers, but many can be great
with some improvement. Fortunately, you can engineer that
impro...
There are three steps to great coaching:
DESCRIBEOBSERVE PRESCRIBE
The sales coach must observe the behaviors,
techniques, and approaches their players are
engaged in. Great observation sta...
After observing, the sales coach must be able to
communicate their observations to the rep in a useful
and constructive ma...
Instead of asking questions that may imply the rep
did something wrong, make objective statements
explaining what you saw....
Then, by framing your observations as cause and a
effect, (you did this, so that happened), sales reps
will understand wha...
The coach should prescribe a new approach, tactic,
or strategy that will improve performance. If done
well, the sales rep ...
Regardless of coaching styles or tactics, the sales leader
must be able to:
Observe the rep
Objectively describe what they...
Effective coaching is useless if a sales rep
isn’t coachable. Coachability is the ability to
absorb and apply coaching.
LO...
Here are 3 steps to evaluate a
rep’s coachability during the
interview process.
Set up a role-playing exercise that models your buyer context.
STEP 1
Evaluate the candidate’s ability to self-diagnose.
STEP 2
A candidate with a high degree of coachability is
able to reflect, analyze, and propose improvements
to her own weak areas...
Evaluate the candidate’s ability to absorb and apply coaching.
STEP 3
Now, you’ll proactively coach the candidate. Provide one area
of positive feedback and one area of improvement.
This way, ...
Observe the candidate as you coach. Is she
glassy-eyed or is she taking notes and asking good
follow-up questions? See how...
Afterward, request that she redo the role-play,
this time attempting to apply some of the coaching.
In this situation, look for effort, not perfection.
If the candidate gave a greatly improved or a perfect
second pass, hire that candidate at all costs!
Apply these hiring and coaching methods, you’ll
be on your way to building a
world-class sales team.
THAT’S IT!
Brought to you by
Built to make the life of a sales rep
easier. Minimal data entry and
automatically logs calls and emails...
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How to Effectively Coach Sales Reps into Top Performers

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There are two parts to building a top-performing sales team: hiring and coaching. You must understand how to hire reps with the potential to become a top performer, then you coach them into a top performer. In this presentation, Jim Keenan shares his three-step framework to effectively coach reps and Mark Roberge shares his process to measure coachability during the interview process.

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How to Effectively Coach Sales Reps into Top Performers

  1. HOW TO
  2. Brought to you by Built to make the life of a sales rep easier. It minimizes data entry and automatically logs call and email information, letting you keep an eye on your entire pipeline. Get your sales team organized on the HubSpot CRM. GET THE HUBSPOT CRM
  3. Brought to you by A Sales Guy Consulting knows how to sift through the data, get to the core issues affecting your sales, and fix them with easy, actionable advice. Time is money. They’ ll quickly get your sales back on track. LEARN MORE ABOUT A SALES GUY
  4. OUR EXPERTS JIM KEENAN MARK ROBERGE
  5. When it comes to building a world class sales team, two things come to mind: Hiring Coaching
  6. Hiring the best sales reps may be the biggest multiplier for your sales team and your company. But what’s the most important thing to look for?
  7. Few reps will be perfect performers, but many can be great with some improvement. Fortunately, you can engineer that improvement through effective coaching.
  8. There are three steps to great coaching: DESCRIBEOBSERVE PRESCRIBE
  9. The sales coach must observe the behaviors, techniques, and approaches their players are engaged in. Great observation starts with knowing what you’re looking for. OBSERVATION
  10. After observing, the sales coach must be able to communicate their observations to the rep in a useful and constructive manner. The best way to do this is to focus on what the sales rep did, not what they didn’t do. DESCRIBE
  11. Instead of asking questions that may imply the rep did something wrong, make objective statements explaining what you saw. DESCRIBE
  12. Then, by framing your observations as cause and a effect, (you did this, so that happened), sales reps will understand what they need to change and why. DESCRIBE
  13. The coach should prescribe a new approach, tactic, or strategy that will improve performance. If done well, the sales rep should have a clear understanding of what they’re doing, the result of that behavior, and how they need to change to get the desired result. PRESCRIBE
  14. Regardless of coaching styles or tactics, the sales leader must be able to: Observe the rep Objectively describe what they see Prescribe a better source of action ESSENTIALS
  15. Effective coaching is useless if a sales rep isn’t coachable. Coachability is the ability to absorb and apply coaching. LOOK FOR COACHABILITY
  16. Here are 3 steps to evaluate a rep’s coachability during the interview process.
  17. Set up a role-playing exercise that models your buyer context. STEP 1
  18. Evaluate the candidate’s ability to self-diagnose. STEP 2
  19. A candidate with a high degree of coachability is able to reflect, analyze, and propose improvements to her own weak areas. Look for specifics about what she thought she did well and what she thought she could have improved.
  20. Evaluate the candidate’s ability to absorb and apply coaching. STEP 3
  21. Now, you’ll proactively coach the candidate. Provide one area of positive feedback and one area of improvement. This way, you avoid making the candidate think she bombed the interview.
  22. Observe the candidate as you coach. Is she glassy-eyed or is she taking notes and asking good follow-up questions? See how well she will absorb and apply the feedback.
  23. Afterward, request that she redo the role-play, this time attempting to apply some of the coaching.
  24. In this situation, look for effort, not perfection.
  25. If the candidate gave a greatly improved or a perfect second pass, hire that candidate at all costs!
  26. Apply these hiring and coaching methods, you’ll be on your way to building a world-class sales team.
  27. THAT’S IT!
  28. Brought to you by Built to make the life of a sales rep easier. Minimal data entry and automatically logs calls and emails so you can focus on selling. Get your sales team organized on the HubSpot CRM. A Sales Guy Consulting knows how to sift through the data, get to the core issues affecting your sales, and fix them with easy, actionable advice. Time is money. They’ll quickly get your sales back on track. GET THE HUBSPOT CRMLEARN MORE ABOUT A SALES GUY
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There are two parts to building a top-performing sales team: hiring and coaching. You must understand how to hire reps with the potential to become a top performer, then you coach them into a top performer. In this presentation, Jim Keenan shares his three-step framework to effectively coach reps and Mark Roberge shares his process to measure coachability during the interview process.

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