This stat surprised me. When asked how much time they spend managing reps (running meetings dedicated to reviewing numbers; i.e., KPIs + metrics), this elite group spends the least<\/em> amount of their time managing (83% spent less than 10 hours a week).<\/p>\n\n\n\n While this is the primary focus of most \u201csales managers,\u201d it was the least important activity of this elite group.<\/p>\n\n\n\n Takeaway:<\/em> These top 10% of leaders believe measuring and reporting KPIs is important, but it is not the highest and best use of their time. <\/p>\n\n\n\n What did the top sales leaders care about more than managing? Leading. The research revealed they spent twice as much time dedicated to motivating and inspiring their teams than talking about the numbers.<\/p>\n\n\n\n In fact, they believed every meeting with a team member should begin by determining a rep\u2019s level of desire. They know that, if a rep lacks desire to change, all other efforts will be ineffective. <\/p>\n\n\n\n Takeaway: <\/em>The most successful leaders understand that, while improving the emotional state of their teams may be a bit more complex and require a different skill set, they need to dedicate time to it. They believe that accountability alone doesn\u2019t drive performance.<\/p>\n\n\n\n Coaching is a popular topic but, for most, it\u2019s more of a desire than a reality. For the top leaders in this organization, however, coaching was the focus of a significant amount of time.<\/p>\n\n\n\n When asked how much time they spent observing reps in the field, providing feedback, and implementing a rep development plan, 72% coach more than 11 hours a week, and 58% coach more than 16 hours per week.<\/p>\n\n\n\n Coaching was clearly seen as their primary role.<\/p>\n\n\n\n Takeaway: <\/em>The best leaders know that their primary role isn\u2019t to talk about performance but to help their teams become better at what they do. They organize their time much like the coach of a sports team: They spend more time on the field in practice \u2013 developing the skills to win \u2013 than they spend in meetings.<\/p>\n\n\n\n After seeking to understand how they spent time in their different roles (managing, leading, and coaching), we asked them if and how they spent their time with different levels of sales performers. The question was based on dividing their sellers into four categories: Achievers, Strivers, Independents, and Detractors.<\/p>\n\n\n\n Achievers<\/em> are hitting their numbers and have a desire to get better; these are your superstar sellers.<\/p>\n\n\n\n Strivers<\/em> are those reps who are at quota but desire coaching and improvement.<\/p>\n\n\n\n Independents<\/em> are hitting their numbers and have little to no interest in changing. \u201cMy approach is working, so why try something new?\u201d<\/p>\n\n\n\n Detractors<\/em> are low performers and resist coaching. They would rather shift blame or figure it out themselves.<\/p>\n\n\n\n When we asked the top leaders how they divided their time, their top priority was Strivers (73%). In a close second was Achievers, followed by Independents, and, in last place, Detractors. <\/p>\n\n\n\n Takeaway:<\/em> High-performing leaders understand a key principle: Desire determines development. The coach must be ready and willing to coach everyone, but desire is the key that opens the door to any coaching session. You can hold a rep accountable to certain behaviors (e.g., use of a CRM system) but you can\u2019t force them to change. Therefore, it is futile to invest coaching resources in someone who doesn\u2019t want to get better.<\/p>\n\n\n\n If you would like to learn more about ASLAN\u2019s program that is based on our 20+ years of research on the top performing leaders, check out this eBook on QuadCoaching<\/a>.<\/p>\n\n\n\nInspiring and Motivating Got the Silver<\/strong><\/h2>\n\n\n\n
The Gold Medal Went to Coaching<\/strong><\/h2>\n\n\n\n
They Are Strategic<\/strong><\/h2>\n\n\n\n
![\"Headshot](\"https:\/\/www.sales30conf.com\/blog\/wp-content\/uploads\/2021\/03\/TomStanfill.png\" "\\"Tom_Stanfill_Headshot\\"\/")
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