Power Tools: 6 Steps To Management
1.COACH: Think like a Coach: Train & Practice.
2.INTERVIEW: Have people ready for a territory, not a territory ready for people.
3.TRAVEL: Travel with your salespeople (observe) all the time. Do not TALK, sit there and take notes. Go over pro’s and con’s later in the day.
4.ONE-ON-ONE’S: Meet your salespeople once a week (same time) to review previous and upcoming week. Forms should be used (cold-calls, customer care, etc.). Click here for more on one-on-one's.
5.PROFILE SHEET: Each salesperson should be observed. Their daily performance and attitude should be noted.
6.MBWA: Do this at YOUR place of business and at your CLIENTS.
DO NOT TRY TO GET PEOPLE TO “LIKE YOU”, BUT TO “RESPECT YOU.” THIS MUST BE EARNED!
Power Tools: 4 Methods of Management
1. FAIR, FIRM, CONSISTENT, RIGHT
2. XEROX INTERPERSONAL MANAGING:
- CONSTRUCTIVE CRITICISM
- MANAGING DIFFERENCES
3. ONE MINUTE MANAGER:
- 1 MINUTE GOALS
- 1 MINUTE PRAISINGS
- 1 MINUTE REPRIMANDS
- LOOK FOR THINGS THAT ARE RIGHT
4. IN SEARCH OF EXCELLENCE
- SUPERIOR SERVICE
- THE “GOLDEN RULE”
- POSITIVE MOTIVATION (RATHER THAN FEAR)
- BUILDING A JET PLANE
|MANAGER IN CONTROL||MANAGER AS A VICTIM|
|1. Takes responsibility for faults||1. Looks for scapegoats|
|2. Looks for solutions||2. Talks about problems|
|3. Takes reasonable risks||3. Plays it safe|
|4. Talks in positive tones, gives appropriate recognition||4. Whines, talks in negative tones, complains|
|5. Thinks and plans||5. Reacts with little thought or planning|
|6. Confronts the source of the problem, if possible||6. Talks to others behind the back of problem causer|
|7. Feels mainly satisfied||7. Feels mainly frustrated|
|8. Body language is alert or comfortably relaxed||8. Body language is tense or slovenly|
|9. Can be trusted||9. Cannot normally be trusted|
|10. Keeps pretty calm||10. Loses temper|
|11. Rarely threatened||11. Often feels threatened|
|12. Rarely procrastinates||12. Procrastinates often|
THE COACHING STEPS
- Explain purpose and importance of what you are trying to teach.
- Explain the process to be used.
- Show how it is done.
- Observe while the person practices the process.
- Provide immediate and specific feedback.
- Express confidence in the person’s ability to be successful.
- Agree on Follow-up action.