Inspiring Leadership for Revenue Growth:
Leaders don’t drive revenue growth simply by sending their teams to sales training and directing them to sell more. Though it is surprising to me how many executives still believe that works despite the poor results. Growth-minded leadership is much more strategic. It begins with how leaders think about and communicate a go-to-market strategy, and how they drive the execution so that the strategy is reflected in every sales interaction. Each year, create time and structure for these three activities to ensure your efforts are driving revenue:
- Set the strategy. Your Sales Organization’s focus should be clear about the ideal client profile, who they will actively pursue, and the value you create for them. This leaves room to be opportunistic about business when it makes sense because you’ve established clear boundaries with which to make worthy exceptions.
- Establish clear team expectations, culture, and processes. If your team is aligned in these three areas, their work will be more streamlined and focused. Like a well-oiled machine, smooth operations unlock the value the team can bring to their clients and your company.
- Develop talent to improve performance. Leaders are responsible for coaching their team. A common excuse is “I don’t have the time!” when coaching is shown to be a direct driver of results. Your strategy is only as effective as the professionals on the ground, so delegate the handling of day-to-day fires so you can take the time to invest in the development of your team.
Sure, sales training and techniques can be helpful but nothing guides the actions of a team like a leader with a strong vision and strategy. Make sure your Sales Organization knows what it is and how they execute on it with every sales call. Focus on these three critical actions to motivate your team and drive the revenue growth you are after.
What is Your Appreciation Plan?
This year’s holiday season is going to look a little different. Traditionally an unabashedly celebratory time, after a volatile 2020 and with many companies facing budget reductions, it may not be feasible to shell out the traditional holiday bonus…or do lavish events(?). As we approach the holidays, leaders should be thinking of ways to appreciate their employees and their resilience, as well as motivate their employees going in to the new year.
Consider these three questions as you finalize your employee appreciation plans:
- What message does this send to our employees and to our customers? If it doesn’t imply that you see your employees as long-term investments, think more about what is possible.
- Is it thoughtful and practical? With many employees working from home, it may make sense to focus on health, wellness, and home conveniences.
- Does it make our employees feel more connected to the company? With 2021 right around the corner, giving employees a motivation boost can help your business start the new year on the right foot. This could be as simple as personalized notes of gratitude or allowing employees to vote on where the company should direct a charitable contribution.
Even though budgets are tight, there is still an opportunity to express gratitude and reinforce your company’s values. And it will go a long way in connecting with your remote employees, signaling that you care, and starting the new year with motivated employees.
If 2020 has taught us anything, we’ve learned to be flexible and adaptable. With more uncertainty looming in 2021, this article poses a refreshing challenge to leaders – to lean in to ambiguity with confidence.