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Coaching and training are on formal mutually agreed measurable job contents and agreed performance standards. Managers are not to sell for their salesperson.
Salespersons self assessment and assessment by the manager will identify the areas of development.
Skills have to be developed and the manager is expected to give on the field coaching to the salesperson. For example, if the salesperson is weak in opening call, then the manager has to set an example by opening the call for the salesperson to improve. Manger has to revisit with the salesperson to assess the improvement.
Assess the product knowledge, competitor knowledge of the sales person.
Make the salesperson do the sales role plays and provide the required input.
Acertain if the salesperson are well versed will the commercial terms and policies of the company.
Assessment and coaching have to be regular and a continious process which will keep the manager engaged in developing the most important resource under their control and to ignite their potential to achieve the set goal.
While many managers are conceptually aware of best leadership practices, they often fail at coaching their sales teams. Instead, they have a ‘management relapse’ and revert back to becoming a super salesperson for their team.
It’s a widely known fact that one of the primary objectives for managers, aside from hitting their goals and sales targets, is to develop future leaders.
i think it will depend on deep knowledge of the person which he /she possess on sales. As to coach someone you need knowledge and confidence and make someone understand what exactly is in your mind in a easy way will train people better.
Training - specialized studies - experiments representative
FIELD COACHING IS THE PLACE WHERE YOU MAKE YOUR TEAM ,,, A WINNING TEAM,,,
