Today’s post is by Jamie Crosbie, an accomplished senior executive with a proven record of sales leadership success. Contact Jamie today at 214/720-9922 or firstname.lastname@example.org and find out how to take your business to the next level with Peak Performance Mindset Training.
So, you want your team to sell more?
Of course, you do.
What company doesn’t? Assuming you have a solid product or offer a stellar service, selling really comes down to your sales team. Your revenues rest squarely on the shoulders of the men and women who represent you. Which is why you need to keep them lit up like a massive 4th of July fireworks and BBQ cookout event.
That’s where mindset training comes in. Research has shown there are two main factors in reaching any goal. The first part of the equation is providing an incentive. We’ll save that topic for another day. Suffice it to say you need the right kind of juicy carrot to dangle to motivate your team. After all, people are not widgets – and what motivates one might not work so well with others.
Once you have a well-considered incentive structure in place, you need one more factor to keep the sales machine humming. One that, if thoughtfully implemented alongside targeted incentives, can increase the likelihood of achieving sales goals (or any goals for that matter), by as much as 95 percent.
The Big Sales Hack: Accountability
Having your team members become accountable to themselves, one another, and the leadership team is simple. Pairing accountability with other mindset tools can boost employee performance across the board.
There are, however, a few caveats to bear in mind (as always).
Simply setting sales goals in not enough. We are not talking about numbers here, but the overall structures, mindsets, and habits that create the results you are seeking. This is where the famous Pareto principle (also known as the 80/20 rule) helps.
The rules states that 80 percent of results stem from 20 percent of the causes. In other words, 20 percent of your sales force is carrying most of the load. They are exhibiting, even if they do not know it, certain mindset skills and behavioral habits that help them perform day in and day out.
These are what you need to pinpoint. Once you identify the specific high-impact behaviors that move the needle, you know which habits to encourage. Remember: When setting goals, you can use the acronym S.M.A.R.T.
Keep your Goals
- Specific – what key behaviors do you want to encourage?
- Measurable – what transparent metrics do you need to put into place?
- Achievable – what is the specific sales territory in question really capable of providing?
- Results oriented – what works and why? (And, equally important, what doesn’t work and why?)
- Time bound – when do you want to achieve what?
Be sure to remember that not all goals are created equal. You need to prioritize and focus on what really gets results. Your accountability system must also be simple – fitting into a large schema – and offer tangible, trackable results.
Additionally, your accountability system needs to be – well, for want of a better word – accountable, too. The last thing you need is a meaningless box that gets mechanically checked off, or an accountability program that is so involved it cannot deliver in real-world situations.
Don’t be afraid to refine your program heavily until you get the results you are looking for. The whole idea is to keep your team engaged with an understanding of what they are doing and why. Remember: Adapt and overcome; rinse and repeat.