The Three Silver Bullets That Often Miss Their Mark
I was interviewed at the Highspot Spark conference in November in a session titled Excellence at Scale: How Revenue Organizations Translate Strategy to Execution. One of the topics we covered was three silver bullets that often miss their mark.
When executives want to increase revenue, there are three common strategies used to improve the performance of sales teams: training, compensation, and recruitment. While there’s nothing wrong with these tactics, the issue lies in how they are implemented.
Here are a few reasons why your silver bullets aren’t hitting their mark, and how to redirect them.
- Training: Executives spend a lot of money on training. When their sales people don’t leave a training completely transformed, they wonder what happened or worse, why didn’t it work? But developing talent cannot be an event-oriented practice.
- It takes time and sustained effort in coaching to see tangible improvements.
- Compensation: When executives want to improve performance on the sales team, they often incentivize them with a revamped compensation package. But this doesn’t enhance their skill sets.
- Compensation can be an important driver to get your sales team to put in more effort or focus. But it won’t make them better at their job.
- Recruitment: Executives might expect to bring together an entire cadre of new sales people at once. What they often find is that it’s rare to bring on a large team of super sales people at the same time.
- Finding and developing a sales team that you can send out into the marketplace with confidence doesn’t happen overnight. Be willing to bring people on at different skill levels and provide them with the resources they need to become high performers.
With a cohesive strategy and an understanding of the effort and time needed, these approaches, despite not being silver bullets, can have a strong impact. It’s all in how you do it and who leads the effort.
You can watch the entire Highspot Spark Conference interview here