Selling.2.YES*
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They Call You Coach |
"Did he really say that?" |
Managing a Career Without LinkedIn |
They Call You Coach
Coaching is but one component of what’s necessary to be a great, dynamic, effective Sales Manager. Yet in today’s fast paced digital business place, most Sales Managers must use effective coaching skills because sales executives who are out pitching prospects daily are untrained and perhaps under-skilled.
Fortunately, there IS a test to see how strong your coaching skills are, and if you’re curious enough, you can take it right now:
1. Awareness: how keen are your observational skills and ability to diagnose the skill needs of those on your team?
2. Plan development: how competent are you at creating and activating a plan to address the developmental issues of each individual on your team?
3. Measuring success: how strong is your ability to measure the progress made from your plan?
4. Engagement: how much do you care? How much do you truly care about working with individuals on your team over long periods of time which can be frustrating because people don’t get it and you have things to do and this is taking too long to see results and I just think maybe I should replace this person and I can’t do this because they don’t want to learn yet I can’t get another body in here fast enough to hit my goals and I just want to get a new job?
Let’s focus on #4. It is the most important question on the test (not the gibberish part). Caring is required. If you don't quite know how to implement #1-3, consider talking to Core 6 Management Advisors. We can help you develop the requisite skills and thinking to succeed as a Coach.
Fortunately, there IS a test to see how strong your coaching skills are, and if you’re curious enough, you can take it right now:
1. Awareness: how keen are your observational skills and ability to diagnose the skill needs of those on your team?
2. Plan development: how competent are you at creating and activating a plan to address the developmental issues of each individual on your team?
3. Measuring success: how strong is your ability to measure the progress made from your plan?
4. Engagement: how much do you care? How much do you truly care about working with individuals on your team over long periods of time which can be frustrating because people don’t get it and you have things to do and this is taking too long to see results and I just think maybe I should replace this person and I can’t do this because they don’t want to learn yet I can’t get another body in here fast enough to hit my goals and I just want to get a new job?
Let’s focus on #4. It is the most important question on the test (not the gibberish part). Caring is required. If you don't quite know how to implement #1-3, consider talking to Core 6 Management Advisors. We can help you develop the requisite skills and thinking to succeed as a Coach.
"Did he really say that???"
"Jim: I have to vent and couldn’t find you in the office which is why I'm writing you this email…you’re paying me to be a sales manager and handle these 4 jokers who know nothing about selling - but I’m in the process of losing it. Jason just came into my office a moment ago and said, 'You asked to see me and I know you're interested in what's going on regarding the xxx account, but I have no update for you. I'm waiting for the buyer to call me back.' It was all I could do to NOT explode! Did he really say that? Is he really gonna just WAIT AROUND and DO NOTHING and maybe let the deal go south? -Bill"
++++++++++ The best and most effective sales executives are those who are proactive and selling value at every turn; waiting on buyers is not in the lexicon or mindset of top performers. So pretend you are VP Sales Jim who oversees Sales Manager Bill...what email response would you write to Bill? 1. Hey Bill, I realize this is a pet peeve of “ours” as we have always tried to teach our reps that there’s no such thing as “waiting” in sales….sales is about being proactive and presenting value and reasons-to-buy at every turn. Having said that, walk around the block and see me at 5 when I get back, we’ll talk about it more as I have some ideas that will help. 2. Hey Bill, sorry you’re frustrated. Give me a call; let’s talk on the phone. I have some ideas that will help you deal with Jason. 3. Hey Bill, yeah, Jason is a you-know-what and he’s not really even a great seller, just blow him outa here and move on. 4. Hey Bill, chillax!!!! Jason sells a lot and that’s all that matters. Not every sales rep is gonna follow your every directive...you get stubborn with me all the time and don't do everything the way I ask for it. Move on. ++++++++++ Again, you're Jim the VP of Sales...what path would YOU take in guiding a frustrated Sales Manager like Bill who reports to you? Vote now over on the right and take a look at how others voted too. ++++++++++ December commentary after poll results. Obviously, answer #3 is the weakest of the solutions as any strong VP Sales would not be so blunt and impetuous by responding in this manner. Interestingly, 7% of you choose #3. Answer #4 received 14% of the vote which is interesting because it's a "win at all costs" approach that is rarely a good, long term strategy. If Bill doesn't reinforce lessons being taught at the company and help Jason learn good, sustainable habits, then Jason's sales numbers will eventually slide. While not a wrong answer, #4 is not the best answer. Answers #2 (43% and #1 (36%) are very similar yet the only difference is the stated empathy shown to Bill from Jim. Both answers are the right answers with #1 probably being a little stronger as a Sales Manager like Bill needs support during periods of frustration and VP Sales Jim offers it here, yet also states he is ready to be there for Bill to address the situation immediately. |
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Managing Your Career Without LinkedIn (Whoa!)
A key backbone to helping you manage your career can not solely be LinkedIn or your network. Roads eventually must lead to the professional search executive…the individual who makes it their business to find specific talent for the right job. Understanding how the recruiter approaches his/her business can be a vitally important part of how we build a successful career. The good ones will help and advise us with suggestions that can make the difference in how we think and approach our job searches; the bad ones don't take the extra step and help with insights and intelligence. Jeff Lundwall, co-founder and managing partner of Mercury Group, is a good one. And this is why the Selling.2.YES newsletter is featuring him this month to hear how he approaches his job.
Selling.2.YES: One of your mantras is that “working with a recruiter is a terrible way to find a new job”, that seems counter-intuitive. Tell me more about that.
Jeff: It is important to remember, recruiters are paid by companies to find candidates, not the other way around. Getting noticed by a recruiter is important so you can see opportunities that come across their desk but it is not their job to market you to companies or find you a job… you have to do it yourself, and it takes a commitment to the time and work required. That being said, the more you get to know recruiters the more valuable they can be in helping you make decisions about your career, potential opportunities you might be evaluating and information about companies that interest you.
S2Y: It is widely understood that good recruiters are master networkers and have their finger on the pulse of the job market, so tell us about how you look at the ‘candidate’ as part of the process.
Jeff: Of course all recruiters live and die by their networks; it is part of our currency. But there’s a science to how candidates should approach us. Before you start sending LinkedIn requests to every recruiter you can find, do a bit of research to find out if your skills fit the industry, function and level of their assignments. A good tip may be to see how many LinkedIn contacts you have in common with 40 top recruiters and then reach out to the ones who rank high with common contacts; odds are good they’re swimming in the same pool you want to be in if you have a lot of shared contacts.
S2Y: What are some of the flagrant things candidates don't do which qualify as “sloppy preparation”?
Jeff: I’m a little surprised more candidates don’t read bios of the recruiter, or, that they don’t visit the company website for some insight to their world. It’s a big world out there, make it more intimate by doing homework and being smarter. Also, it goes without saying but each recruiter has a specific way you should approach them due to their contact management system so heed their suggestions which are generally posted on their site and LinkedIn profile.
S2Y: Learning how to access a recruiter is certainly personal, so how should candidates think about all the ways to reach you?
Jeff: For every recruiter, it’s very important that a potential candidate shows they are able to follow instructions. For example, I clearly state on LinkedIn, NOT to send me a LinkedIn message and provide my work email instead. I still get LinkedIn messages, but I ignore them. These are the types of candidates that could make me look bad with my clients. Remember, a recruiter may not have a job for you today, or tomorrow, or next month, but next year comes faster than you think and so too does 2017. You only get one chance for a first impression, so take it seriously.
S2Y: Ok, so it’s about a long-term relationship….got it. So many things in business are about that. But what about all the social channels these days…how do recruiters look at those avenues as ‘network builders’?
Jeff: Social media can be very helpful…that said, not all social media is equal when trying to get the attention of a recruiter, and not all recruiters are in agreement on this issue. Here are some tips for some of the more popular ones:
LinkedIn: send a connection request but be authentic if you don’t already know the person. For example, write: “My name is…, you don’t know me but I have experience in some areas you recruit and would like to be connected for future opportunities.” Follow the recruiter and their company page in case they use the platform to announce new assignments.
Twitter: follow the recruiter and their company page. Comment on and/or re-tweet the recruiter and company posts.
Facebook: Do not ‘friend’ a recruiter if you do not know the person but there is nothing wrong with ‘liking’ their company page.
Blogs: Some recruiters (including yours truly) have blogs. These can be platforms to talk about their clients or the industry in general. Sign up for their newsletter and comment on posts you think are interesting. Better yet, repost to your social network; they will definitely notice that and appreciate it.
S2Y: What is the one thing that candidates don’t do because they just don’t understand the big picture?
Jeff: The number one thing is providing accurate compensation information…candidates are scared to give it because they think their next job is going to give them that 50% or 75% jump up the ladder…they want to fool everyone thinking they should be earning $300k when they’re currently at $180k and it just doesn’t work that way; they don’t realize that compensation jumps like that are really dangerous and you might be pricing yourself out of a really great opportunity. With higher compensation come much higher expectations too. I have seen really talented people take too big a move and when they cannot deliver on expectations, they are out in a year. Another risk is getting caught in the lie. Some of my clients request W2s before making offers to verify the compensation candidates have claimed. This is legal and could be really damaging to someone’s career. There’s no easy way to the top, it’s incremental. That said, you might also be ‘under market’ but, for the most part, my clients are not going to change their target comp when making a key hire. Often times it is a ‘use it or lose it’ situation with headcount and the CFO is not going to give you more money for the next hire when he/she leaves, so they are happy to spend the money and have someone REALLY happy with their new job.
S2Y: What ‘don’t you get’ about potential candidates?
Jeff: I don’t get why they don’t take my calls or call back. Everybody knows the best way to find a new job is through your personal/professional network but it baffles me that someone would not want to learn about a company that is growing or evolving; those are the ONLY companies recruiters represent. People are busy, I get it, but spending five minutes could be a good investment of your time, and it will help me (or any recruiter) to know better when to reach out to you for future opportunities.
S2Y: What else?
Jeff: Two things. First, never take a new job just for the money because you will earn every dollar. Second, don’t bail when times get tough. Sticking it out through a rough patch can teach you valuable lessons about business, management and yourself.
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Please visit Jeff and Mercury Group here for more information about their services.
Selling.2.YES: One of your mantras is that “working with a recruiter is a terrible way to find a new job”, that seems counter-intuitive. Tell me more about that.
Jeff: It is important to remember, recruiters are paid by companies to find candidates, not the other way around. Getting noticed by a recruiter is important so you can see opportunities that come across their desk but it is not their job to market you to companies or find you a job… you have to do it yourself, and it takes a commitment to the time and work required. That being said, the more you get to know recruiters the more valuable they can be in helping you make decisions about your career, potential opportunities you might be evaluating and information about companies that interest you.
S2Y: It is widely understood that good recruiters are master networkers and have their finger on the pulse of the job market, so tell us about how you look at the ‘candidate’ as part of the process.
Jeff: Of course all recruiters live and die by their networks; it is part of our currency. But there’s a science to how candidates should approach us. Before you start sending LinkedIn requests to every recruiter you can find, do a bit of research to find out if your skills fit the industry, function and level of their assignments. A good tip may be to see how many LinkedIn contacts you have in common with 40 top recruiters and then reach out to the ones who rank high with common contacts; odds are good they’re swimming in the same pool you want to be in if you have a lot of shared contacts.
S2Y: What are some of the flagrant things candidates don't do which qualify as “sloppy preparation”?
Jeff: I’m a little surprised more candidates don’t read bios of the recruiter, or, that they don’t visit the company website for some insight to their world. It’s a big world out there, make it more intimate by doing homework and being smarter. Also, it goes without saying but each recruiter has a specific way you should approach them due to their contact management system so heed their suggestions which are generally posted on their site and LinkedIn profile.
S2Y: Learning how to access a recruiter is certainly personal, so how should candidates think about all the ways to reach you?
Jeff: For every recruiter, it’s very important that a potential candidate shows they are able to follow instructions. For example, I clearly state on LinkedIn, NOT to send me a LinkedIn message and provide my work email instead. I still get LinkedIn messages, but I ignore them. These are the types of candidates that could make me look bad with my clients. Remember, a recruiter may not have a job for you today, or tomorrow, or next month, but next year comes faster than you think and so too does 2017. You only get one chance for a first impression, so take it seriously.
S2Y: Ok, so it’s about a long-term relationship….got it. So many things in business are about that. But what about all the social channels these days…how do recruiters look at those avenues as ‘network builders’?
Jeff: Social media can be very helpful…that said, not all social media is equal when trying to get the attention of a recruiter, and not all recruiters are in agreement on this issue. Here are some tips for some of the more popular ones:
LinkedIn: send a connection request but be authentic if you don’t already know the person. For example, write: “My name is…, you don’t know me but I have experience in some areas you recruit and would like to be connected for future opportunities.” Follow the recruiter and their company page in case they use the platform to announce new assignments.
Twitter: follow the recruiter and their company page. Comment on and/or re-tweet the recruiter and company posts.
Facebook: Do not ‘friend’ a recruiter if you do not know the person but there is nothing wrong with ‘liking’ their company page.
Blogs: Some recruiters (including yours truly) have blogs. These can be platforms to talk about their clients or the industry in general. Sign up for their newsletter and comment on posts you think are interesting. Better yet, repost to your social network; they will definitely notice that and appreciate it.
S2Y: What is the one thing that candidates don’t do because they just don’t understand the big picture?
Jeff: The number one thing is providing accurate compensation information…candidates are scared to give it because they think their next job is going to give them that 50% or 75% jump up the ladder…they want to fool everyone thinking they should be earning $300k when they’re currently at $180k and it just doesn’t work that way; they don’t realize that compensation jumps like that are really dangerous and you might be pricing yourself out of a really great opportunity. With higher compensation come much higher expectations too. I have seen really talented people take too big a move and when they cannot deliver on expectations, they are out in a year. Another risk is getting caught in the lie. Some of my clients request W2s before making offers to verify the compensation candidates have claimed. This is legal and could be really damaging to someone’s career. There’s no easy way to the top, it’s incremental. That said, you might also be ‘under market’ but, for the most part, my clients are not going to change their target comp when making a key hire. Often times it is a ‘use it or lose it’ situation with headcount and the CFO is not going to give you more money for the next hire when he/she leaves, so they are happy to spend the money and have someone REALLY happy with their new job.
S2Y: What ‘don’t you get’ about potential candidates?
Jeff: I don’t get why they don’t take my calls or call back. Everybody knows the best way to find a new job is through your personal/professional network but it baffles me that someone would not want to learn about a company that is growing or evolving; those are the ONLY companies recruiters represent. People are busy, I get it, but spending five minutes could be a good investment of your time, and it will help me (or any recruiter) to know better when to reach out to you for future opportunities.
S2Y: What else?
Jeff: Two things. First, never take a new job just for the money because you will earn every dollar. Second, don’t bail when times get tough. Sticking it out through a rough patch can teach you valuable lessons about business, management and yourself.
++++++++++
Please visit Jeff and Mercury Group here for more information about their services.