One of the most essential qualities of effective coaching lies on high collaborative. Collaboration is key to transferring the heavy lifting of changing behaviors from a coach to the person being coached. When someone feels they are an active an active participant in the coaching process, then they become more willing to make the right commitments that could facilitate the changes needed. There is a lot that can be done in order to promote a more collaborative sales coaching culture. Here are some of the idea you can apply
Define coaching outcomes
A great way to getting started is through defining the coaching outcome you want to achieve. Start the coaching process by assessing the sales person’s behavior and jointly identify their strengths and developmental needs. After that, work to determine which behaviors needs to be addresses during the sales coaching process. Many sales managers have an aversion of determining coaching outcomes. If a sales person in your team is executing a skill not the right way, you need to tell them to have the issue fixed. However, no one likes to be told what to do and sales people are no exception.
Establish clear roles
One of the most common forms of sales coaching is when the sales manager observes a salesperson in action on a call and then provides coaching feedback afterwards. In order to ensure there is success on such coaching calls, and to prevent sales managers from jumping in and taking over, it is very important that sales managers and salespersons establish clear roles prior to any call. As a sales manager, there are three main types of sales calls that you can expect. The most common one is a joint call and involves a situation where you accompany the sales person to help them make a sell. Another one is where you act as an observer and spectate on what is happening. If you can understand which type of joint sales you will be making with the salesperson, you can clearly establish defined roles for everyone.
You need to ask questions before expressing our own opinion, as doing so is very critical to effective coaching process. The purpose of asking questions it to promote self-discovery. Sale agents will take more ownership of changing their behaviors is they feel they are discovering problems and solutions on their own. By asking the right questions, you will help them in the process. You only need to express your opinion after you have made a full inquiry into the salesperson’s perspective.
Focus on behaviors
You need to focus on behaviors and not judgements. When providing coaching feedback, you need to focus on behavior on elements that are observable, objective as well as specific actions and avoid making judgements. A judgement will not be helpful to the sales person unless it is followed with a specific description of behaviors. Ensure the statements you put across your sales agents are full statements that express feedback and show cause, reason or reward for the same.