Last week the NCAA Basketball Tournament was in full swing. After filling out my brackets (which were summarily crushed), I began preparing to start a client sales force project. The goal was to train and develop new hires, & assimilate them into the team, thereby avoiding costly turnovers.
What does "bracketology" have to do with developing people? First of all, it takes preparation, practice, and time.
Let's look at preparation. Recruiting is huge in both arenas. Needs must be defined, such as job description, position, & skills. Scouting and interviewing should be carefully accomplished to determine if the person possesses the skills and competencies. One must be able then to attract & "sign' the prospect. The preparation your staff undergoes is crucial to success. They attend to the basics: drills, scouting opponents & customers, and even the appropriate scheduling and travel.
Practice, practice, practice! We absolutely play how we practice. Basketball teams use practice to repeatedly and indelibly etch automatic responses into their routine. Sales teams role play, attend regular sales meetings, and are required to complete their training programs, which condition them on how to handle difficult customer demands.
Time (and patience) may be the most important ingredient. My client adamantly contends that it takes a year and a half to make a new hire a part of his sales force, with a reasonable assurance they will be successful. I agree.
When I began selling 34 years ago, I finished my first partial year (10 mos.)at 60% of quota. My next 8 months, had me at 76%, but I ended that year, 3 more months, at 130%. So it took me, not 18 but, 20 months! I almost didn't have the patience to stay with it.
In basketball, you only have to look at Kentucky to see what patience can achieve. They started the season miserably at 6-7, lost players to injury, but followed their leadership. They then went 12-4 in league play, making the NCAA field. They lost their first game, but took an excellent Marquette team to the last 10 seconds.
What can we learn from this? 1) We recruit and hire only the very best. 2) Next they are provided a thorough and professional training program. 3) We commit to their success, and expect much of them. 4) They are given time and encouragement (my client says we "nurture" them).
How are you developing your team? Do you expect them to win? Are you providing the time, training program, and patience to succeed?
Subscribe to:
Post Comments (Atom)
1 comment:
Jeff –
I like what you say about practice. Years ago, I was feeling rusty in my profession. I realized I needed “Spring Training.” I needed a place where I could go and practice those things that I had been doing for years. I figured if baseball players could get together to practice plays they’d been doing since they were six, that might be a good model for me. It took some looking, but I found a place where I could practice practice practice and get feedback on the most minute details. I still keep the idea of Spring Training in mind as continue to try to develop as a consultant and as a jazz musician. The image of Spring Training helps get my ego – I should beyond the basics by now, kind of messages – out of my head.
Rick Maurer
www.beyondresistance.com
Post a Comment