You're coaching sales reps with different performance levels. How do you tailor your approach for each?

Magnify your strengths, minimize weaknesses. Each team member has different qualities. Everybody can smile, some say it can be "heard" even through a phone! Pros prepare and role play, paying close attention to vocabulary, cadence, and the importance of quality questions throughout the conversation.

You can't set the same goal for everyone on your team. Each person has different skills and abilities, so it's important to set goals that fit them individually. Make sure the goals are achievable but also a bit challenging so they can grow. For someone who is struggling, start with small and reachable goals to build their confidence. For top performers, set tougher goals that push them to do even better.. This way, everyone gets the right level of challenge and support they need to succeed.

When establishing sales goals and objectives, it's crucial to incorporate both lead and lag measures. Many management teams primarily focus on revenue as their kpi. While revenue is undoubtedly important, it is a lag measure - an outcome that reflects past actions and decisions. Lead measures, on the other hand, are predictive and influenceable metrics that drive future outcomes. Examples of Lead Measures in Sales - Number of qualified leads generated - Conversion rate from prospect to qualified lead - Number of sales calls or meetings conducted - Response time to customer inquiries Lead measures allow sales teams to focus on revenue goals while proactively driving success and make timely adjustments when necessary.

Performance-Based Goal Differentiation: Top performers: Set stretch goals and ambitious targets to push their limits. Mid-level performers: Establish clear, achievable short-term goals to boost performance. Underperformers: Develop specific, time-bound performance improvement plans. SMART Goal Framework: Ensure all goals are Specific, Measurable, Achievable, Relevant, and Time-bound. Adapt the difficulty and complexity of goals to each rep's current skill level.

Work with the whole team to determine the problems you solve, and the valuable outcomes and results you deliver for your clients. Identify what differentiates your company as the best choice to solve these key issues. Now you have a consistent value driven message you can deliver as a team. Then work 1 on 1 with each salesperson to determine where they are currently with their skill set and which specific areas they'd like to improve. Ask them to create their action plan for improvement, review it together and fix dates and times to work on it with live sales opportunities. Coach one area at a time not several. When they have made successful improvements move onto the next development area. Consistency + Accountability = Results

It’s essential to tailor your approach to their individual needs. High performers should be challenged with advanced strategies that push them to excel further. Mid-level performers benefit from a focus on refining their strengths while addressing specific areas of improvement. For lower performers, a hands-on approach is necessary, identifying the root causes of their challenges and working closely with them on actionable steps to build their confidence and skills. Personalized coaching is key to helping each rep reach their full potential, recognizing that one-size-fits-all approaches don’t lead to sustainable growth.

Goal setting is about clarity. Once you have a clear goal, you can work backwards to help set their day to day operating standards.

Performance-Tailored Tools: Top performers: Advanced analytics tools, high-level negotiation resources Mid-level performers: CRM optimization tools, targeted skill development software Underperformers: Basic sales process guides, script templates, foundational training materials Data Analysis Tools: CRM data visualization tools for performance insights Predictive analytics for identifying trends and opportunities Technology Integration: Implement sales enablement software for real-time performance tracking Utilize AI-powered coaching platforms for personalized recommendations Provide easy access to relevant content through centralized knowledge bases

Giving people more tools does not get more work done. It just increases the 'friction-of-choice' or paralysis-by-analysis. Ask your SalesOps people. They'll tell you that most salespeople don't use even half the tools they could. I've seen it with every CRM. By all means provide tools. But just enough to get the job done. You want a basic tech-stack. Not a 'Frankenstack' ??.

We Salespeople get better and beter with practice, just like the best athletes continue to practice daily to sustain their great form and ensure they stay top-notch. Similarly, Salespeople need a safe environment to Role-play amongst themselves or facilitated with a manager or engage an external coach who can help facilitate thees role plays with wider and varied exposure that brings in richer elements that Salespeople will learn to face in the real environment. Sales teams who practice Role plays at a higher frequency are likely to produce far greater results.

Exacto hay que a?adir siempre un sistema de recompensas,logros e incentivos y además aportar un plan de trabajo y de formación para crear una cultura de equipo sana

La herramienta será útil y adecuada siempre y cuando quien la use sepa explotarla y mejorarla. Cuantas veces se ha creído desde el laboratorio que la herramienta es perfecta cuando finalmente el usuario es quién permite alcanzar potenciarla realmente

It is a tough task to provide feedback to Salespeople. Every Salesperson however great or small believes s/he is the best one standing on this planet. If you have to offer feedback, it is extremely crucial to first ensure you have lowered her/his resistance in order to be able to "listen" to your feedback. Once this has been taken care of, the best starting point that has worked at least for me extremely well is when I start by talking about 2 very strong positive traits I have observed with the subject and then slime in a weaker trait that is just sufficient enough to grab attention. Leave it at that. Period. Try and validate this method. Works! Beautifully!

Oferecer feedback de forma contínua e aberta cria la?os de confian?a e estabelece diretrizes de progresso. Estas conversas precisam ser personalizadas e personificadas para adequar a conversa de acordo com q necessidade de cada indivíduo.

Feedback needs to be precise, relevant, and timely. For high performers, it’s often about providing nuanced insights that can help them refine their approach or adopt new techniques. For others, it’s about reinforcing the basics and acknowledging incremental progress to build confidence. Always frame feedback as a partnership—“Here’s what you did well, and here’s how we can sharpen it even further.”

La imprescindible retroalimentación en un proceso de coaching creo que debe dirigirse con mayor fuerza a los perfiles intermedios. Es evidente que los comerciales con peores resultados deben ser apoyados con fuerza , al igual que aquellos que se mantienen con elevados niveles de desempe?o y resultados; pero mi experiencia de mas de 30 a?os dirigiendo, formado y motivando a amplias redes de distribución, me ha demostrado que donde hay que echar el resto es en los perfiles de regulares resultados que suelen conformar mas del 50% de la red comercial. Debemos evaluar ese 50-60% de nuestro equipo que se queda al 80% de su resultado de forma continuada y volcarnos con ellos ya que su mejora implica un volumen muy importante.

Setting goals together and monitoring progress with each salesperson is very important. Every salesperson's goals are unique, so it is important to not create a one-size-fits-all training program. I also believe it is powerful to teach each salesperson how to take ownership of their goals and work backward to create a "Goal Getter" strategy. This way, each person can be celebrated for their accomplishments and achievements, even if they are slightly different.

Una vez que mantienes la equipo educado y enfocado bajo un sistema simple agradable y versátil,todo lo demás se retroalimenta solo.

We like using google sheets with goals and responsibilities so everyone can see others' results, leads, close ratio and more. We also use various platforms to check in with everyone weekly with questions such as "what did you do last week around what we discussed, how many leads did you uncover, etc."

Acompanhar o progresso dos colaboradores é fundamental para ajustar a abordagem conforme necessário. Para os profissionais com menos experiência, acompanhamento 1 a 1 frequentes s?o essenciais para mantê-los alinhados e resolver rapidamente qualquer desafio que surja. Essas intera??es também s?o momentos valiosos para refor?ar o treinamento e celebrar as conquistas. Já para os colaboradores mais experientes, acompanhamentos mais espa?ados, porém focados, tendem a ser mais eficazes. Essa condu??o permitem discutir estratégias e planejar o desenvolvimento pessoal de forma mais aprofundada. Ao adaptar a frequência e o foco do monitoramento, você promove o crescimento de cada colaborador de acordo com suas necessidades individuais.

La Meta de cualquier líder que se precise es crear nuevos líderes que sean autónomos e independientes. Cada líder debe liderar su unidad de trabajo aplicando la cultura de equipo basado en un sistema mancomunado de exito

Empower your trainees by encouraging them to take ownership of their growth. Provide them with options to choose certain training modules, suggest areas they want to develop, or even mentor junior reps. Autonomy fosters responsibility and engagement; when trainees feel like they have a say in their development, they’re more committed and proactive in their growth journey.

Lasting sales success requires the individual sales person to always seek new heights. I’d say that autonomy should be impeded in their day to day in even setting interim and new goals supported with their market knowledge and personal encounters and intuition and share these goals with the management for validation and development. For excellent sales professionals; accepting and even volunteering to bear new responsibilities is a true growth path.