How To Manage A Sales Team
Being a leader of a sales team means that you have to adopt different leadership style to effectively manage your team. A the leader is obligated to take the necessary measures to make sure that the team has achieved its goals.
Ensure that you have a good rapport with your team so that they can easily approach you in case of need. Sometimes, you will need to hold yourself and your team members accountable for your actions and statement.
New managers often make a few mistakes. You should acknowledge that you sometimes go wrong and admit that to your team. If you act like you have answers to all problems, you will always be solving problems that the team brings up only to see you handling their problems. If there is transparency between your team and you, you will be in a position to build a bond of mutual respect with your team.
One pitfall you might fall especially if you were previously a salesperson is that of giving directions to the team members. You would be making an effort to direct them to the direction you perceive as the best for the situation you are in. However, giving directions to your team on regular basis will take away the initiative and the willingness and ability to look for unique solutions to problems. Instead of building a sales team, you will be creating duplicates of yourself.
Cloning yourself might sound a good idea because -after all, you have succeeded- but to some extent, this might be a trap. Having a team whose members have different ideas on how to solve a problem would be better. There are various styles that can be used to effectively manage your team. Each style should be used at its right time and place.
When there is a problem in your sales work, consultative approach is one of the approaches that you can use . Ask your team. You should not be the one to say what you do. See what they think about the situation, account or customer. Ask your team how they want to solve the problem they are facing and how you can help them.
If the team members are not used to the kind of management you are using, the might fail to respond well at first. If your predecessor was a directive manager, this will undoubtedly happen. You should not give up on giving them a chance to come up with possible solutions for their problems rather you should encourage them to always get unique answers to different challenges. Apart from knowing how they operate and think, they will also appreciate you for enabling them to develop skills for problem-solving.