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The Sales Manager's Coaching Model at Work
Written by: Colly GrahamArticle Overview: Follow these four steps to help your sales people and colleagues increase their performance.
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The Sales Manager's Coaching Model at Work
Step 1: Open the Conversation
The coach opens the conversation with a general question; this helps the coach get a sense for the accuracy of the person’s self-assessment. If the person being coached responds with, “that was the best call ever” and you thought that the call was poor, you know that you’ll have to adjust your coaching conversation.
Step 2: Probe for What Went Well
The coach asks the person being coached what went particularly well and listens for the responses. By identifying what went well first, a positive tone for the coaching session is set. We want to make sure that the person being coached continues doing these things. This also forces the person being coached — NOT THE COACH — to identify superior performance.
Step 2a: Redirect or Defer
Sometimes the person being coached will bring up a negative when you’re discussing positives. You will want to defer that discussion until later in the coaching conversation by saying, “I’d like to talk about that more later. What else went particularly well?” Other times, the person being coached will claim something as a positive that — in your opinion — was an area that needs development. You will want to redirect their perception by pointing out what you saw that helped you conclude that it was less than desirable.
Step 2b: Support and Build
When the person being coached correctly assesses his performance — both strengths and areas for development — support the assessment by saying, “I agree.” Build from their conclusions to reinforce the accuracy of their self-assessment. In this way, you are reinforcing one of the most valuable skills anyone can acquire: the ability to assess and improve their own performance.
Step 3: Probe for Areas for Development
The third step is to ask the person being coached what he would change if he could do it again. Obviously, if the person being coached knows what could be improved and knows how to improve it, he won’t benefit from YOU telling him! And by mentally rehearsing what he will do differently, the likelihood of him actually carrying out the improvement is increased.
Step 4: Summarize and Support
Even though you may have limited the coaching to a few strengths and a couple areas for development, you will want to briefly summarize the discussion, especially what the person being coached will do differently the next time. This recap will cause the most important things to remain fresh in memory.
Follow these four steps to help your sales people and colleagues increase their performance.
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Article Tags: accuracy, benefit from, coach, conclusions, perception, positive tone, self assessment, step 1, step 2, step 2a, step 3
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About the Author: Colly Graham RSS for Colly's articles - Visit Colly's website  Click here to visit Colly's website   Sales Training Preempting Objections The Sales Managers Coaching Model at Work Selling Techniques with NLP Why People Buy Sahrpen Your Sales Skills Selling in a Recession |
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