Quelles sont les erreurs les plus courantes commises par les responsables commerciaux ?

In 30 years of sales management in corporate and as a consultant, what I see that is their biggest mistake is making the wrong hire. Whether it is support staff or salespersons below them, sales managers start selling the job and do not really interview the candidate. Hiring the wrong person is their worst mistake. There is truth in Hire slow and Fire fast.

Sales reps crave more sales call coaching. A few tips to sales managers: - Set aside time in your calendar every week to coach - ask your sales reps to self assess one call per week, the the two of you can discuss it. - start regular group call coaching sessions to amplify your time

Neben dem Beruf bin ich auch Coach eines Fußball Teams. Daraus kann man eine ganze Menge übertragen. Man lernt das jeder Mensch individuelle Einflussnahme braucht und total verschieden zu Bestleistungen gebracht werden muss. "Zu wenig" Coaching ist natürlich nicht gut aber noch viel wichtiger ist "wie" gecoacht wird. Wer muss wie geführt werden, um maximal motiviert und bestmöglich ausgestattet zu sein um die gesetzten Ziele zu übertreffen.

Coaching can be made more effective if focusing on where the coachee is at on their journey, rather than the coach is in terms of experience, approach. Avoid mixing messages and stifling discussions by focusing on tasks and management or activity metrics. Bear in mind the TERA choices framework (TRIBE, EXPECTATION, RANK, AUTONOMY) in planning and conducting these. Inter-team coaching works depending on the maturity, competitiveness of the team and metrics -does your culture encourage and support coaching, from day one not when problems arise with reps. Ask and answer the question 'why do we help each other, using coaching?'. Poor coaching may be worse than no coaching at all!

a leader's duty extends beyond mere management to the pivotal task of coaching and nurturing their team's potential. Neglecting this responsibility can lead to high turnover, low morale, and unmet quotas. To circumvent these issues, leaders must prioritize coaching, allocating dedicated time and resources. Employing a structured framework tailored to individual representatives is essential. Measurement of coaching impact is crucial, fostering a culture of continuous improvement. This approach not only boosts team morale but establishes a growth-oriented culture where success is not just attained but perpetually pursued

micromanaging teams, stifles autonomy and creativity ─ often stems from leaders' insecurities, anxiety, or rigid approaches, results in exhaustive monitoring, step-by-step dictation, and frequent decision overrides ─ can breed frustration, resentment, and erode trust within the team. To sidestep this, sales leaders should establish clear expectations and goals, empowering their representatives to make decisions autonomously. Providing support and guidance when necessary, leaders should shift focus from micromanaging processes to emphasizing outcomes. By fostering an environment where autonomy and creativity are valued, leaders can not only mitigate frustration but also cultivate a culture of trust and innovation within their sales team

I completely understand that it can be tempting to micromanage when you want to ensure that everything is done perfectly. However, it's important to remember that micromanagement can actually do more harm than good. Instead of controlling every detail, try empowering your team by giving them the responsibility and freedom to deliver results. This can help build trust and encourage creativity, which are crucial for a successful and high-performing team. By avoiding micromanagement, you can show that you value your team's skills and abilities, and are willing to trust them to get the job done.

Micromanagement is a trap. It's not only time consuming and diverting sales leaders from their north star metrics but also plants doubt seeds among the team. Trusting your colleagues and empowering them will help them unleash their full potential.

A sales leader's role is to inspire, manage, and support the revenue initiatives that lead to company growth and profitability. These are the key activities, where business development, people development, and customer engagement should be the priority. If your sales leader is micro-managing....it's time for a review.

Micromanaging a Team can kill an organization as it shows insecurity, lack of trust and can create an unhealthy, stressful work environment. Take your time in the hiring process, hire right, hire the best ones, take your time onboarding, trust your Team, believe in them and let them do their job with you guiding and leading them not micromanaging them.

This is extremely important and can be overlooked in the minutiae of sales leadership. Creating partnerships and goodwill between various groups, like business development, customer success, sales engineering, product and others is paramount. These are organizations we and even our clients/prospects deal with on a regular basis and should be our partners when going to deliver revenue to the company.

It's so important to remember that the Sales team are not the only part of that sales cycle, providing a sub standard service or not providing the right information to allow the other functions (operations, accounts etc) to carry out their duties with the client in mind, damages and affects the client experience. Work closely with your internal teams to understand where things go wrong, how can we help to change that, make changes to processes etc to enable smooth delivery and enhanced customer experiences.

From my experience, if sales and marketing are not aligned, chances of not being successful are high. It doesn't matter who's leading the way, the most important thing is that both teams agree on objectives, metrics, resources, tools, frameworks...etc. One of the best practices we tried is Sales & Marketing SLAs. Service level agreements between the two teams was a corner stone in managing the collaboration and setting the right expectations. When in doubt, we refer to the SLAs we signed at the beginning of the term, and it avoids a lot of misunderstanding.

I do recommend to overcome that lack of alignment to impose a rotation protocol to sales managers into other support functions few months after their appointment. That will help them understand and appreciate the alignment value in the overall chain of command.

Effective sales leaders understand the value and leverage gained through involving internal stakeholders in their strategic sales campaigns. This can be driven by senior executives who promote the sales department's ambitions as critical to company growth. Inviting divisional management to sales meetings helps internal collaboration become more effective. The company's single focus across all functions should be on supporting the goals and plans of the sales organization.

The business in which we sell has changed dramatically in the past 20 years. Everyday we try to pay attention to the changing landscape, "weather patterns" and customer and employee morale to keep aiming due north. Using Video, social media, unique sales techniques and keeping our knees bent, always ready to move lets us continue to push forward. COVID force-fed much of this to us but it was coming anyway. So we approach it by having the attitude of "The old days weren't better, just different!"

Although I do not belong to the sales department, I strongly believe that being adaptable to change is crucial for all functions. Change is inevitable, and it is essential for you and your team to possess a growth mindset to view change as an opportunity, rather than a challenge. The most significant risk lies in people and organizations resisting change because they perceive it as something negative. Instead, we should embrace change as an opportunity to learn and grow, which can lead to new opportunities and possibilities.

In the dynamic landscape of sales, change is constant—customer preferences, competition, technologies, and regulations evolve rapidly. Sales leaders must embrace agility and adaptability, yet some resist, trapped by complacency, nostalgia, or fear. Clinging to outdated methods risks stagnation and failure. To avoid this, leaders must keenly monitor trends, anticipate challenges, and test new ideas. Embracing innovation, experimentation, and continuous learning ensures resilience, steering clear of obsolescence and fostering a culture of adaptability and success

Wenige Bereiche eines Unternehmens haben sich so stark durch Corona und andere Einflüsse nachhaltig verändert. Wer sich nicht anpasst und neue Gegebenheiten aktiv einbezieht verliert am Markt.

O macroambiente é complexo e está em constante evolução rumo a um equilíbrio dinâmico. Ser resiliente e capaz de se adaptar e antever mudanças são fatores críticos para o sucesso empresarial.

Sales leadership requires an extensive skill set and just as importantly an attitude and hunger for growth through learning and self-education. Show me a sales manager who is unfit and neglects their own personal development and I will show you a person ready to fail.

As I told I distributed two technology and without my professional background I wouldn't able to sold anything. Sometimes the managers aren't learn after she/he 'did the job' but the world change constantly, you have to learn as far as you can and find the possibility to learn the actual trends and its usage because you have to implement its in the practice as well. E.g. AI is a buzzword now but you have to learn around AI as well more topics: How data engineers are does this job, how can use AI in marketing, how should you govern the technology to met govermental expectations, so on. So you have to develop you and your whole team to be able to led 'knowledge-driven' organization or sales team.

Some of the traps when working for global organisations is not pushing back in attending meetings that have no purpose and coaching in real time by attending as many physical sales meetings as possible with your team. Outside of this it’s important to be brave and always follow your gut instinct. As sales leaders we are sales and marketing experts in our local markets, whilst global executives are not despite what they think and say.

Rome wasn't built in a day, you cannot expect instant results as people need time to bed in, to understand the business, the clients, the product but also building relationships take time. Setting realistic targets helps to plan ahead. Your strategy should be working 12-18 months in advance, you are laying the foundations for future and that takes some time, so be prepared to invest time initially but if you recruit the right people, you emit the right culture vibes and you genuinely want to build a long term future then don't expect instant results, naturally you may get the results you want quicker.

1)Den Markt und seine Wettbewerber nicht kennen. 2) Zu spät auf Preisänderungen im Mark reagieren. (Beide Richtungen). 3) Dem Kunden zu wenig zuhören, was er eigentlich benötigt. 4) Zu kleine Nische für seine Produkte haben. 5) Auch nicht International nach Trends in seiner Branche schauen. 6) zu kleines Verkaufsgebiet. 7) seine Markposition zu überschätzen! 8) du bist kein Weltmarktführer mit 100 Mitarbeitern! 9) Keine neuen Produkte und Technologien dem Kunden vorstellen können. 10) du glaubst vom Schreibtisch Vertrieb machen zu können.

Sales leaders often err by neglecting long-term customer relationships, prioritizing short-term targets over sustained sales to the same customers, and overlooking the 80/20 rule in business, where 80% of profits often originate from just 20% of clientele.