Your team is resistant to new sales strategies. How will you overcome their resistance?

First make sure yourself is not just the latest fad, or a happy thought. Sales people just want to be succesful, don't get them flooded with absurd things. Once yourself are convinced, and have proof that it works. Then go and sell them change, the same way you sell it to your customers.

CHANGE = COGNITIVE DISSONANCE As a neurocognitive scientist who specializes in working with sales professionals and sales teams this is common issue I've seen in getting them onboard with a new methodology or approach. Asking anyone to do something new will almost always meet with resistance if you don't establish a strong sense of the future success the path you're recommending leads to first. Start with questions like, "Would you tell me a bit about your best sales experience ever?" ... "Can you share what would have made that experience even better?" ... "Would you be willing to explore ideas that might lead there?" (i.e.: aim for the classic sales "YES SET" here). Then start with a story about the success of the new model to begin.

Understanding the root causes of resistance is crucial for effective change management. By fostering an environment of open dialogue, leaders can transform apprehension into collaboration, paving the way for a smoother transition to new sales strategies. This approach not only addresses immediate concerns but also builds a foundation of trust and engagement, empowering team members to embrace change as an opportunity for growth. When leaders actively listen and validate their team's feelings, they cultivate a culture of resilience, enabling the organization to thrive in an ever-evolving business landscape. Lead with purpose and vision to unlock your team's full potential.

My experience shows that understanding the "why" behind actions, decisions, or challenges is essential for meaningful problem-solving and continuous improvement. Start by asking insightful questions to get to the root cause, rather than addressing just the symptoms. Whether it's a business decision, customer feedback, or team behavior, knowing the underlying reasons helps you create more effective solutions. Encourage open dialogue, analyze data, and be curious about different perspectives. This deeper understanding leads to more informed decisions, stronger relationships, and better long-term outcomes.

1. Understand the current situation: why the team does what it does and may be resistant 2. Get them involved in the creating the new strategy 3. Consider starting the change with rapid adopters 4. Craft a specific problem statement articulating the value of the change to the org and the sellers 5. Meet with members or sub-groups of the larger team to share the why behind the change and signal the new strategy- before formally announcing 6. Announce the change in a group meeting and share clear expectations 7. Hv managers meet with their team after the announcement to reinforce expectations and gauge reaction 8. Continue communicating expectations?and inspect and share progress/wins for at least a quarter after the change is rolled out

Make sure you expain why the strategy is changed. The proof is in the pudding. Share success stories, show results and examples how the changes positively impact your sales process.

Novas estratégias s?o implementadas para melhorar resultados. Apesar da mudan?a ser algo desconfortável, precisamos como gestores, mostrar que resultados diferentes, vêm de a??es diferentes. Se os vendedores querem melhorar os resultados, precisamos engajá-los na mudan?a

My experience shows that clearly communicating benefits is key to gaining support for new ideas. Focus on how the change will improve efficiency, save time, or add value. Tailor the message to your audience, emphasizing benefits that matter most to them. This approach ensures clarity, making it easier for stakeholders to see the value and offer their support.

To overcome resistance to new sales strategies, first identify specific concerns your team has. Then, clearly communicate the benefits of the changes, emphasizing how they will enhance performance, reduce workload, and create growth opportunities. Use relatable examples to illustrate positive outcomes, such as increased sales or improved customer relationships. Encourage open discussions where team members can voice their thoughts and feel heard. Providing training and support can also ease the transition. Lastly, celebrate early successes to build momentum and demonstrate the effectiveness of the new strategies.

A sua equipe precisa saber quais s?o a vis?o e os objetivos da mudan?a, assim você terá mais compromisso deles com as solu??es apresentadas. A comunica??o deve ser constante e envolvente, utilizando múltiplos canais e abordagens, fazendo sua equipe se envolver no processo. A empresa n?o pode ser a única beneficiada. Se sua equipe sabe onde você quer chegar e sabe que eles crescer?o junto com você, as mudan?as v?o fluir mais facilmente.

Most the time sales people are told what to do but not how. This is a failure of both coaching and training.Teaching people WHY also helps a lot for motiviation on the skill, will, hill curve but most sales people don't have the skills maturity to sell the platform vs the product, or know how to engage enterprise accounts dofferently or talk to a CFO. Building workshops for team that connect the skills, actions, behaiours and process to your actual strategy is key to get the team there. Asynchronous online learning wont do this for you.

My experience shows that providing training is essential for skill development and team growth. Tailor the training to address specific needs and learning styles, using a mix of formats like workshops, online courses, or hands-on practice. Regularly update training materials to reflect industry changes and new tools. Ensure the training is interactive and practical, allowing team members to apply what they’ve learned immediately. This approach enhances engagement, boosts performance, and fosters continuous learning.

To address resistance to new sales strategies, focus on enhancing knowledge and skills through comprehensive training. Provide interactive sessions that encourage questions and hands-on practice in a supportive environment. This will build confidence and competence among team members. Clearly outline how the new strategies can lead to better results and reduced workload. Foster open communication to address concerns and ensure everyone feels heard. By empowering your team with the necessary resources and support, you can facilitate a smoother transition and help them embrace the changes positively. Regular feedback and recognition of progress will further motivate them.

Start with evaluations, whether self-eval, peer-eval, manager-eval to gauge proficiency levels. Then build trainings around those proficiencies, bring in members of the team to co-lead training in their areas of expertise.

My experience shows that creating ownership is essential for increasing accountability and motivation within a team. Assign clear responsibilities and empower team members to make decisions within their roles. Encourage autonomy by providing the resources and support needed for them to take full ownership of tasks. Recognize and reward their efforts, which reinforces the sense of responsibility. This approach boosts confidence, fosters engagement, and drives better results, as team members feel more invested in the outcomes.

To overcome resistance to new sales strategies, involve your team in the implementation process. Encourage them to share ideas and provide feedback, which fosters a sense of ownership and responsibility. When team members feel their input is valued, they are more likely to invest personally in the success of the strategies. Organize brainstorming sessions to collaboratively address challenges and refine the approach. Highlight how their contributions can influence positive outcomes. By creating an inclusive environment, you can diminish resistance and build commitment, ensuring everyone feels they are part of the journey toward success.

By experience, this is by far the most important, you might be the spark for change but the team or some influential team members need to own it and be its advocates. For instance, if you’re rolling out a new sales tool, invite team members to participate in the planning and provide feedback on its features. Encourage them to share their ideas and suggestions for improvement. When team members feel included and see their input shaping the strategy, they’re more likely to take ownership and invest in its success. Finally, if one team members stands out, make him/her the owner of the project. This helps reduce resistance and fosters a greater sense of responsibility and commitment to the new approach.

Foster open communication, provide regular feedback, and support the team in overcoming any challenges along the way, ensuring that we all move towards success together.

To overcome resistance to new sales strategies, set clear and achievable milestones that guide the team toward larger objectives. Break down the implementation into short-term goals and celebrate each milestone reached. This approach will maintain motivation and provide a sense of accomplishment. Regularly communicate progress and demonstrate how these achievements validate the effectiveness of the new strategies. By showcasing real-time results, team members will see the positive impact of the changes. Encouraging a culture of celebration fosters a supportive atmosphere and reinforces commitment to the new strategies, helping to reduce resistance.

My experience shows that offering support is essential for fostering team growth and success. Be available to assist team members when challenges arise, and provide the necessary resources to help them succeed. Offer guidance and constructive feedback to keep them on track. Encourage open communication, so they feel comfortable reaching out when needed. This approach builds trust, enhances collaboration, and boosts confidence, leading to a more productive and motivated team.

Offering ongoing support is crucial for sustaining new sales strategies. Be readily available to answer questions, provide extra training if needed, and address any issues that arise. For example, if your team struggles with a new sales process, hold regular check-ins to offer guidance and troubleshoot problems. Showing that you’re there to support them at every step helps overcome initial resistance and promotes a culture of continuous improvement and adaptability within your team. This commitment reinforces their confidence and commitment to the new strategies.