Let's go macro-shot first. The primary objective of every organization is to make their people more valuable. To develop a top performing, healthy coaching culture-you 1st need to develop a universal coaching methodology, definition & a collaborative coaching framework that everyone in the organization adopts. To bridge this gap & understand how each person likes to communicate, be held accountable & motivated-managers get stuck trying to figure this out. because they're asking the wrong person. Ask THEM! When this is established-your methodology & coaching framework does the work for you to uncover each person's preferred communication style. It's up to the sales manager to adapt to how other people like to communicate-not how you like to.

To become a good sales coach, we must recognize that each person has different learning methods, perspectives, and objectives. However, we need to ensure that their goals align with the company's long-term goals. Additionally, understanding our team's strengths and weaknesses is crucial—some may excel at hunting, others at farming, and a few at full-cycle sales. By recognizing these differences, we can tailor our approach to suit each team member, helping them perform better.

Through on job training, and communicating with real clients in front of him. I often accompany the representative on his first visit, and after the visit I analyze my most important observations and share them with him. Then I guarantee that the representative will learn and become more professional in the future.

Setting clear communication expectations is essential for effectively determining the next steps. It's important to highlight shared styles and differences, and then come to a clear agreement on the next steps. When both parties agree on the next steps, it's easier for everyone to commit to the same goals and actions.