You're coaching high-performing sales individuals. How do you create a collaborative culture?

Many high performance sales people are driven by money and winning. I think it’s important to do mindset work with these individuals and discover some intrinsic values that define their why and purpose. This can be for themselves personally and for the company as a whole.

The leader sets the example . Collaboration for example in sales is about huddling together regularly , taking feedback, listening with intent and leading from the front when your team really needs to solve a complex matrixed problem. I have often observed that collaboration and trust are interlinked. To build trust , I often used “ coaching moments” with an employee giving them feedback privately but on the spot where they could have navigated better. Often handing over a challenge of an employee to a peer or small set of individuals to brainstorm foster the climate Watch the team come together like glue !

In order to build winning teams, is important to have high performing team members. But failure to building to collaboration can lead to an unproductive business and often toxic culture. It is important for leaders highlights how each contributions ties back to the success of the business as whole, and how the lack of contribution can be detrimental, which would impact their performance in one way or another.

El coaching ontológico ofrece un enfoque poderoso para lograr una cultura colaborativa, el cual se centra en competencias conversacionales que fomentan una comunicación efectiva, confianza y coordinación de acciones para alcanzar los objetivos organizacionales. Competencias como la escucha efectiva, equilibrio entre indagación y proposición, declaraciones claras asociadas a compromisos, manejo de juicios y gestión emocional entre otras, permiten construir equipos de alto desempe?o, promoviendo una cultura colaborativa sostenida. Implementar estas competencias no solo mejora la comunicación, sino que también fomenta una cultura donde los miembros se sienten valorados, comprometidos y con objetivos comunes para lograr resultados concretos.

Top closers are what they are.. Closers. However, if top closers on your team only care about their own results and successes, the greater team and the business lose in the long run. No individual is greater than the organization. If the only thing they care about is making money ?? then as a business owner or manager you need to ask yourself if this represents your values and standards of your business. If not, then speaking with the top closer to understand what else drives them and determine if your organization can offer them what they are looking for. Not addressing that will likely create far greater negative repercussions down the road.

When coaching high-performing sales individuals, open communication can foster a collaborative culture by encouraging the sharing of best practices, ideas, and feedback. This transparency builds trust and a sense of community, enabling team members to learn from each other and work together towards common goals. By promoting open dialogue, you can create an environment where everyone feels valued and motivated to contribute to the team's success.

Hi performing individuals may develop many blind spots, making communication a necessity to discuss trends, constructive feedback, and share performance strengths and opportunities.

Open communication is of major importance. open communication is not just between the individuals on the sales team but also with management and senior management. The sharing of market conditions and what clients are sharing with your sales teams need to be taken into consideration as leaders also. This sharing of information up and down the organization serves the most important people you have… your clients! If your business needs to change in order to serve your clients wants and needs your business will win a significantly greater share of the opportunities. This where business growth lies…..

I believe transparency is the clue for clear communication and to create a productive environment Healthy environments makes everyone safe and respected

Part of the challenge to an open sharing team is how said team is incentivized... If contribution to a climate of open communication is rewarded it will be a slam dunk...if not then it will be uphill all the way...reward the behavior you want to see repeated...unfortunately many companies create a 'competitive' scenario designed to ''push people performance' when in fact it has them hoard info for sake of advantage, not share, and even take others' ideas or resources...

Establish clear expectations. Beyond roles, outline what "success" looks like for each position. When everyone understands the shared goals and individual contributions, it creates a sense of ownership and encourages teamwork.

Entendo que treinar um time de alta performance exige um alinhamento da cultura de forma clara. Conhecer as habilidades e perfil comportamental e fundamental para obter um alinhamento do treinamento, trazer com clareza qual o caminho que a empresa precisa seguir para atingir o objetivo, e quais as for?as que precisam ser maximizadas e quais os pontos de comportamentos que precisam ser minimizados, demonstrando que o coletivo é mais importante que o individual, onde o jogo só é ganho quando o objetivo maior da empresa é atingido.

Entendo que treinar um time de alta performance exige um alinhamento da cultura de forma clara. Conhecer as habilidades e perfil comportamental e fundamental para obter um alinhamento do treinamento, trazer com clareza qual o caminho que a empresa precisa seguir para atingir o objetivo, e quais as for?as que precisam ser maximizadas e quais os pontos de comportamentos que precisam ser minimizados, demonstrando que o coletivo é mais importante que o individual, onde o jogo só é ganho quando o objetivo maior da empresa é atingido.

Entendo que treinar um time de alta performance exige um alinhamento da cultura de forma clara. Conhecer as habilidades e perfil comportamental e fundamental para obter um alinhamento do treinamento, trazer com clareza qual o caminho que a empresa precisa seguir para atingir o objetivo, e quais as for?as que precisam ser maximizadas e quais os pontos de comportamentos que precisam ser minimizados, demonstrando que o coletivo é mais importante que o individual, onde o jogo só é ganho quando o objetivo maior da empresa é atingido.

Some of the most successful organizations do this the best. When business owners, or leaders have a crystal clear vision of what they want and share this vision with their teams you gain strength of execution because everyone is driven by the same vision. When working with some of top organizations theirs no guessing of what to do next. Everyone is clear. The opposite of this creates teams that are disorganized, distracted, inefficient, and have difficulty meeting their numbers and hence being inline with the vision. It also creates employe turnover, arguments between team members and the leaders. So chose clarity…..

Trust is the glue of life. It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships — Stephen Covey. It begins from the top with leaders who keep their own promises and leads from the front. When your team trust you, that’s half the battle won. Once trust is gone the battle is lost.

Lead by example. Trust is earned, not demanded. Be open, honest, and transparent with your team. Share wins and losses, and always keep your promises.

One thing I found useful is to spend time with your team and talking to them on a regular basis as a group or as an individual by doing so It will result in increasing the trust between you and your team and your team members with each other and treat them equally.

One of the biggest challenges today in many sales organizations. Part of building confidence in your teams is to create a supportive environment. Allowing people to be creative and empowering them to make decisions show people that you trust in their abilities. Studies have shown the power of building a team this way. Also, accepting that mistakes will be made but that in the grand scheme of things it will teach valuable sales and business lessons faster than always trying to be perfect and not taking risks. Teach, coach and trust in your employees abilities to do great. I’ve seen first hand the transformation in people when you trust and it’s incredible….

some clarity is useful here....using the word 'trust' as a blanket for behavior or expectations falls short of the reality of the world....the question is what can each be trusted for? for example, at one point i had people on my baseball team...besides the desire to win, which we all had, some could be trusted to show up and support the others...some, it was not their style to do so, however they did support winning by working hard on their own skills....expecting ALL trust to be the same kind is naive....I can trust certain friends to have a vulnerable conversation with and others to have my back in a fight...I don't require them both to have both qualities...

High performing sales people are highly driven by factors like: incentives, appraisals, growth opportunities. If you have to train or guide a team of high performers. We must keep in mind that each individual will have a unique expectation from completion of sales target. It is the responsibility of the management to understand each individual's expectations, and formulate a recognition/ appreciation system accordingly or else there's a big risk of these high performers seeking other opportunities where their expectations will be fulfilled.

Para criar uma cultura colaborativa e de confian?a, alguns pontos s?o fundamentais: . Comunica??o aberta em que todos possam compartilhar ideias e feedbacks de forma transparente – seguran?a psicológica. . Reconhecer e valorizar conquistas individuais e coletivas e valorizar a??es proativas. . Ter metas e objetivos claros e compartilhados . Treinamentos e desenvolvimentos para melhorar habilidades e fomentar o compartilhamento de conhecimento. . Cocriar um espa?o de trabalho colaborativo, em que a coopera??o é valorizada. . Utilizar tecnologias e ferramentas que facilitem a troca de informa??es e o trabalho em equipe. . Seja um exemplo de colabora??o, e demonstre também seus desafios e como você lida com eles.

This is a big one. In addition to setting incentives around sales targets give equal weight to customer excellence and team performance. This sends a strong signal around equal weighting for each indicator. Make it a focus to publicly reward people who cooperate and have consequences for those who don’t ??

Appreciation enforces good values in every team. You want to keep your team spirit high on achievement; make it a a routine to appreciate and reward individual and team accomplishments.

Show your team that you're committed to continuous learning by actively seeking out new knowledge and sharing it with them. Encourage your team to try new things and learn from both successes and failures. This creates a safe space for innovation and collaboration.