Scary sales data and ONE LEADERSHIP Approach to begin to help improve it: Kash Sales Brief


Recently, we’ve learned some alarming statistics about salespeople that we needed to share with you, the company Sales Leaders that are happening during this REMOTE selling environment:

  • 34% of salespeople do not prospect consistently
  • 90% of salespeople do not live in their CRM
  • Only 35% of salespeople maintain a full pipeline
  • Only 30% of salespeople have and follow a sales process
  • Only 27% of salespeople “listen” and only 25% ask enough questions
  • Only 30% of salespeople thoroughly qualify
  • Only 30% have learned their video platform inside and out (how is this allowed during the current video-meeting preferred environment?!?)
  • Only 49% prefer video to phones
  • Only 40% use virtual backgrounds for selling
  • Only 40% are strong at selling value (the rest focus on price)

Recognize any of these issues?

These are problems which contribute to Missed sales, Exceptionally LONG Sales Cycles (or “no decisions”) and a Lack of Accountability!

If you have an “average” sales team – based on the data above (provided by Objective Management Group) – your team is under-performing and probably struggling in this REMOTE environment!

How can you help address and start to improve these paltry percentages in fairly short order?

This answer is Sales Coaching– not managing…Coaching.

Coaching Clues…

  • Coaches take an “Ask vs. Tell” approach. Do not tell the employee what to do, instead ask powerful questions. This allows the employee to create their own solutions. When they go through the thought process to get to resolution, they are much more “bought in”— it’s their idea!
  • Coaches focus on the employee vs. the task — it’s about their development.
  • Coaching is not about “fixing” anyone. Again, it’s about their development and facilitating the learning process.
  • Coaches set up a clear accountability structure for action and outcomes. It helps keep the employee focused on achieving the desired goals.
  • Coaching is something that can/should happen a minimum of 2-3 times weekly in this REMOTE environment and in-the-moment, which is the best way for learning to occur. It’s a great way to reinforce what may have been learned in the classroom (in the past) by capitalizing on those on-the-job learning experiences.

Acting more like a Coach…

So how can a Leader/Manager behave more like a Coach?

  1. Ask good questions to enable the process.
  2. Meet the employee “where they are.”
  3. Guide the conversation (through questions, not directives) to a mutual agreement of the priorities of development.
  4. Ensure that the feedback information is heard and understood by the employee. Again, asking clarifying questions is the best way to do this.
  5. Do your part to support the employee through a shared commitment to their goals, responsibilities, and action steps.

Coaching = Effective Conversations

What makes a Coaching conversation “effective”? It’s about a dialogue (asking), not a monologue (telling). The best coaching questions are:

  • Open-ended
  • Focused on useful outcomes
  • Non-judgmental (avoid asking “why?”)

Here are some examples of good open-ended questions compared to the close-ended version:

Open-ended/Inviting Questions

  • What is the status on “x”?
  • How did the last call end?
  • What is the next step to move things forward?
  • Can you tell me about _____?
  • Walk me through your thought process?
  • What other approaches might you take next time?
  • How are your emotions influencing your perception of the situation?
  • How did you leave the call?
  • What is your pipeline “telling you?”
  • How can I help you?

Close-ended/Evaluative Questions

  • Are you finished yet?
  • Do you have a problem?
  • Did you make that mistake?
  • Will this really solve the problem?
  • What made you think that was a good idea?
  • That’s clear enough, isn’t it?
  • Didn’t I go over this already?
  • Why didn’t you do “x”?
  • What is the “next step?”

NOTE: Do NOT ask “WHY” questions when coaching! It makes the salesperson “defensive” and tends to limit good communication. Instead use “How,” What and When questions to have an instructive and positive Coaching Session!

So, are you up for the challenge? Your employees, the business and your career will all benefit if you begin to operate in LEADER/Manager-as-Coach mindset. Your employees will be developed and challenged in a way that truly builds new skills and enables them to learn from experiences.

Still need guidance. Schedule an introductory virtual appointment or brainstorming session – Click here to schedule.

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