You can give someone an opportunity, and give them the means to take it. At the end of the day it'll be their choice if they make anything of the opportunity. To help them make their choice: ?? Show them where a path of lifelong learning could take them. ?? Inquire about their ambition and goals - personal and professional. ?? Ask how they plan on reaching their goals. ?? Explore various ways of learning - check out 6 strategies for learning for further inspiration. And... should a sales rep decide to reject coaching and personal growth - that's their choice. Learn from it what you can to the benefit of other coachees and then move on. ?? Happy sales coaching!

Dealing with a sales rep who’s resistant to coaching requires a mix of patience and strategy. First, I focus on psychological safety—creating a space where they feel heard without judgment. I start by asking them to explain their current approach, showing that I’m genuinely interested in their perspective. This helps lower their defenses. Once we've established that trust, I introduce small changes, backed by real-world examples or data, rather than pushing a complete overhaul. I also highlight the link between their personal goals and how coaching can help them achieve those outcomes. By balancing respect for their autonomy with a clear path to improvement, I guide them towards success.

don't call it coaching - call it a 'help' - and make sure you don't pivot into 'training' - because coaching isn't telling, it's asking - so ask... eg. 'what's the no1 goal you just wish you could hit but can't and why?' then 'what are all the reasons you haven't got it?' - then segway into the circle of control, the circle of influence and the circle of powerlessness - and put all the excuses into the corresponding circle - then eliminate the circles and be left with an action plan - that they designed themselves! That's one example of coaching in action! you're welcome!

Dealing with a sales rep resistant to coaching requires a thoughtful approach. Start by understanding their perspective and why they may feel their current methods are effective. Instead of directly challenging their approach, show how coaching can enhance their existing skills, using data and real-life success stories. Highlight how the new techniques can lead to better results without dismissing their experience. By offering tailored, incremental coaching that respects their expertise, you can foster trust and guide them toward embracing change for long-term success.

It’s crucial to approach the situation with empathy and resolve. Resistance sometimes stems from underlying insecurities or fear, change or the unknown. Start by acknowledging their concerns & don’t shy away from challenging their mindset—help them reframe their approach. Bring alive how embracing new strategies can lead to greater success. Building trust is the key; demonstrate that coaching is all about unlocking their full potential. By fostering a supportive, yet accountable environment, you can empower them to grow and develop, driving individual and team performance. I’ve written an article on the power of coaching. Take a look on my profile. I’m positive you will find it useful.