At the end of the day, sales is about adaptation. If they can adjust to a hesitant customer, they can certainly adjust to some friendly, career-boosting advice. If all else fails? Bribe them with coffee. No one resists good caffeine and a well-placed compliment!

The best sales coaching I ever received started with the words, “Everyone sells differently, & I don’t want you to copy exactly what I do…” This caught my attention because he was an exceptional closer with decades of experience on me. Naturally, I thought, “Why wouldn’t he want me to sell like he does?” His point was that I needed to discover my own approach, one that felt authentic to who I am. He taught me the importance of listening to others, asking what they’re doing to succeed, & then adapting those strategies. The key was to blend & adapt what I learned into a method that felt natural to me—& run with it. Every salesperson is unique, & the more natural your approach is, the better your results. Teach this & they will succeed.

Whether it's resistance to coaching or any change, the root cause is-you didn't set positive intentions & what's in it for them. What if they had a bad coaching experience? What assumptions might they be making? When intentions aren't clear-people default to fear. Here's how to create buy-in. "What I want for you is to achieve your goals & I want to support you to do so. Like sports, the coach makes sure each player is at the top of their game & I'm learning how to be a better coach. This learning curve is something we’re going through, which is why I want feedback/coaching from you. What’s most important are my intentions. Let’s schedule time to talk about coaching & your experiences & what I can do to make it a valuable experience.

I believe that when a team member resists feedback, the first place we should look for reasons is within ourselves. Here are some crucial factors to consider: How was the feedback offered? Was it constructive and actionable? Was the timing of the feedback appropriate? Was it given when the person was receptive and could listen? Was there an expectation set that feedback would be provided? Setting clear expectations between the parties is essential for coaching and mentoring. This fosters an “Environment of Accountability” where feedback is not only welcomed but also expected. I also believe that the person offering the initial feedback should be open to receiving feedback in return.