What do you do if your Sales Coaching relationships lack active listening?

As a coach sometimes we get into our own way as the "expert" when someone comes to us for advice. We all tend to surface listen to what others are telling us to quickly get to where we personally shine, that is sharing our expertise. However, more often than not, this is where we lose the other person. I've had to learn the hard way that to really offer value added coaching, I have to pause, suspend belief and really listen to understand not only what the other person is saying to me but what they are intending by what they are asking or saying. I learned I have to ask at least one clarifying question to ensure I have really understood their point before offering a plan or advice.

If you think you are not fully listened while you provide some sales coaching to your team members then: 1/ sharing what you noticed and what it is causing you as feelings 2/ ask others what they think about it . That helps to check analysis alignement 3/ be clear about your intent to generate a smooth and effective mutual listening. 4/ ask either the group or individually what in your behavior may cause limited listening from the group and what could be done to improve it. 5/ adapt your behavior and check with the team about improvements 6/ if limited listening is due to some Team members , set up one2one with them to remind expectations boundaries, and ask how you can help to enable it.

To find gaps in my listening skills as a sales coach, I'd start by reflecting on recent coaching sessions and interactions with coachees, questioning whether I truly understood their perspectives and refrained from interrupting. Seeking direct feedback about their experience during coaching sessions is crucial, as is recording sessions for later review to objectively assess my listening behaviors. I'd also invite a colleague or mentor to observe and provide feedback on my listening skills. Comparing my ideal listening skills with actual practices helps identify specific areas needing improvement. This multi-pronged approach ensures a thorough understanding of my listening strengths and weaknesses, guiding targeted skill development.

- Faire remarquer la situation - Essayer de comprendre la cause - Demander l'apport des commerciaux pour remédier la situation - valider ensemble les mesures prises - Mettre en place un mécanisme de suivi et évaluation

Awareness is the first step in correcting this counterproductive problem. You have two ears and one mouth. That means you should listen (at least) twice as much as you talk.

Connect + Communicate Start by fostering a culture of open communication and collaboration within your sales coaching relationships to encourage active listening and meaningful dialogue. Tip: Schedule regular one-on-one coaching sessions with each sales team member to create dedicated time and space for focused conversations and active listening.

In my coaching sessions, I'd aim to make conversations feel like genuine chats, not formal lectures. I'd start by really listening to what sales reps have to say, without jumping in or judging. Asking open-ended questions keeps things flowing smoothly, and I'd make sure to ask for clarification if something's not clear. Most importantly, I'd let them know their input matters by giving positive feedback and constructive advice. By creating a relaxed and supportive environment, I'd encourage meaningful exchanges that help everyone grow.

Start by raising awareness about the importance of active listening in sales coaching. Explain to both coaches and coachees why active listening is crucial for understanding each other's perspectives, building rapport, and fostering trust. Offer training sessions or workshops specifically focused on active listening skills. Teach techniques such as paraphrasing, summarizing, asking open-ended questions, and nonverbal communication to improve listening proficiency among coaches.

Avoid being the dominant voice in the room for sales meetings, workshops or trainings. Give space to everyone to provide their input and make sure to listen and value it. Most importantly, remember to demonstrate that you’ve actively listened by providing constructive and empowering feedback (feed forward is an even better term!) and explaining how and why it will help them improve results.

For me it's all about showing genuine interest in what sales reps have to say. So, lean in, lock eyes with them, and give a nod or two to let them know they've got your undivided attention. When they open up, mirror back their words to let them know you're truly tuned in, and you're always ready to dive deeper with questions that show you're on their wavelength. But you know what? The real magic happens when you zip it and let them take the stage. That's when they can really shine, expressing themselves fully without any interruptions. It's all about creating a vibe where everyone feels heard and valued, setting the stage for some seriously meaningful exchanges.

Según mi experiencia no estamos acostumbrados a comunicarnos emocionalmente. Aunque tan sólo queramos dar nuestra opinión, solemos hablar de forma objetiva, totalitaria y sin aportar ninguna emoción. En esos casos propiciamos el que estén de acuerdo con nosotros o que se opongan. Por tanto, en el modelaje, debemos ir introduciendo la importancia de la comunicación emocional junto a la escucha activa de la que tanto (y con razón) se habla.

Lead by example and demonstrate active listening behaviors in your interactions with coaches and coachees. Show genuine interest, maintain eye contact, nod to show understanding, and refrain from interrupting. Modeling these behaviors can encourage others to follow suit. Create a culture where feedback is encouraged and valued. Encourage coaches to solicit feedback from coachees about their listening skills and willingness to understand their perspectives. Use this feedback to identify areas for improvement and track progress over time.

Recognize + Appreciate Recognize and appreciate your sales team members' contributions, achievements, and perspectives, and validate their efforts and insights with positive reinforcement and constructive feedback. Tip: Provide specific and timely recognition for their accomplishments and milestones, and express appreciation for their ideas, input, and efforts to foster a sense of validation and empowerment within the coaching relationship.

Keep feedback on listening skills open and collaborative. During team meetings, start by acknowledging everyone's efforts and contributions, setting a positive tone. Then, share specific examples of good listening practices you've observed, highlighting moments where reps really nailed it. But don't be the only one doing the talking; encourage team members to chime in with their own observations and experiences. This creates a culture of open communication where everyone's voice is valued. And if there are areas for improvement, tackle them together, brainstorming ideas and offering support along the way. It's all about fostering a team dynamic where feedback flows freely and interactions become even more open and meaningful.

Weave listening skill development into your routines. Start each day with a quick huddle, setting intentions to actively listen in upcoming interactions. Throughout the day, encourage reps to take brief moments to reflect on their listening habits, identifying areas for improvement. After client interactions, debrief together, focusing not just on outcomes, but on how well they listened and connected with the client. For the momentum, incorporate listening skill challenges or exercises into your weekly team meetings, making it a fun and interactive part of your sales culture. By integrating listening skill development into your daily activities, you turn it into a practical and sustainable habit, making progress one conversation at a time.

Make sure you understand the "on-the-ground" sales cycle that you're working with. Having an unreal expectation of turnaround is going to really unfavorably impact your ability to connect with and coach effectively.

If you have a toolkit - (process, systems, techniques all build up a toolkit) that you learn and practice, then your focus can be on the coachee and what they are trying to achieve, instead of you and how you’re doing. Simple models like GROW can be highly effective in keeping you in active listening mode, coaching not teaching, enabling not overpowering…

Empathize + Acknowledge Empathize with your sales team members' perspectives, challenges, and experiences, and acknowledge their thoughts and feelings with genuine understanding and compassion. Tip: Practice reflective listening techniques, such as paraphrasing and summarizing, to demonstrate empathy and validate your sales team members' emotions and concerns during coaching conversations.

Active listening is a crucial aspect of effective communication. However, it's not just about passively hearing what the other person is saying. Active questioning is also an integral part of the process. When conversing, it's essential to ask quality questions, particularly open-ended ones that allow for more detailed and thoughtful responses. This helps you better understand the other person's perspective and what's bothering them. By doing so, you demonstrate that you are genuinely interested in what they say and are committed to finding solutions to their problems. When working with coaches, it's essential to ask questions that help you understand their challenges and how you can assist them in overcoming those challenges.

Engage each member in the coaching process. Aspect of selling ideas with or through stories and posing random questions on the issues addressed.