Comments on: What Great Managers Say and Do

By: Patricia

Patricia — Fri, 18 Dec 2009 21:22:44 +0000

I also want to give a thanks to Doyle, I have had no salespeople I can talk to like this because they all see me as a threat, so thanks for this forum.

By: Patricia

Patricia — Fri, 18 Dec 2009 21:17:37 +0000

The best manager I ever had believed in me and pushed me on to success (literally). But he would not have done that had I not wanted it. He let me work late and was always telling me to go home.

Micromanaging is a demotivator for any good salesperson

By: Jim Hughes

Jim Hughes — Mon, 30 Nov 2009 18:39:17 +0000

I’m sorry, but whenever I hear the word “Punish,” I get the hair on the back of my neck to rise, and I feel like the kid that got caught with my hand in the cookie jar.

I do agree with helping sales reps understand the meaning of consequences, but I would rather have them take risks then to always wait for someone else to make the decision. I had a great manager who helped me understand “empowerment!” The goal is to constantly empower decision making (within reason and company goals) as close to the customer as possible. Thus empowering the rep in front of the customer, helping the rep “OWN” the decision, and expediting the selling process. To do this the general message is NOT to fear “punishment.” The process I instill is to help each rep understand that they are allowed to make the decision. Since I also instill a environment of “NO surprises,” they are required to make sure I understand the decision they made each time they go outside the 9 dots. If it was a good decision, and one I would have supported, they get an “Atta-person” and we both learn. I tell them ahead of time that if they make a mistake and a decision I would not have made, we will work together to fix things, there will be no punishment, and they will NOT make the same mistake again. It is here where I once again coach them on understanding the consequences and it usually sinks in better when tied to a specific decision.

Good Selling!
Jim Hughes
Sales Leadership Consulting

By: Bob

Bob — Fri, 20 Nov 2009 21:16:54 +0000

Work just as hard as I do. Go to bat for me & the team with upper management. Always be looking for ways to make me perform better/faster/stronger. Always be up front with your team (as much as the situation will allow).

By: courtney benson

courtney benson — Mon, 16 Nov 2009 22:18:02 +0000

Great managers are available when you need them, they make decisions in a timely manner, praise sales people on performance and never show favoritism. They are good listeners and tend to be realistic about what is achievable and know how to obtain excellent results. They lead the team and help the individual members succeed.

By: Mark Rodman

Mark Rodman — Sat, 14 Nov 2009 17:04:36 +0000

The increase use of virtualized sales teams adds an interesting/challenging twist to this question. See:
http://mark-rodman.blogspot.com/

By: Bruce Hutcheon

Bruce Hutcheon — Fri, 13 Nov 2009 02:09:15 +0000

Great managers mentor, coach and demonstrate what expectaions are. They eliminate any uncertainty in what awesome performance looks like and how to achieve it.

The instill confidence and listen well.

By: Emanuel Carpenter

Emanuel Carpenter — Fri, 13 Nov 2009 00:33:47 +0000

Exactly!

By: Chris Briggs

Chris Briggs — Thu, 12 Nov 2009 22:00:58 +0000

They inspire, empower and listen

By: Dave C

Dave C — Thu, 12 Nov 2009 20:52:11 +0000

The great managers that I have had have developed a team atmosphere, encouraged mentoring and communication between members. They respect the abilities of their salepeople, and celebrate their achievements. They praise in public and correct in private. They also are always willing to pitch in and help whenever they’re needed.