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      Home » Sales Culture

      Key Insights For Improving Sales Culture (Day 4)

      Submitted by on Thursday, December 13, 2012No Comment
      Key Insights For Improving Sales Culture (Day 4)

      Background

      Raddon Financial Group and Center for Practical Management have partnered together to help clients improve their sales cultures. Many organizations have recognized the tremendous growth opportunities within their existing franchises. One of our current engagements is with a high performing mid-size northeast financial institution who wishes to drive their performance even higher.

      Performance Management – Day Four

      In attendance were branch managers, teller supervisors, the IT director, the operations director, the call center manager, the virtual branch manager and the lead trainer. As I’ve done previously for Days 1, 2 and 3,  I wanted to share some insight into this experience.

      The focus on Day 4 was coaching to knowledge and skills and using structured action plans to elevate performance. We learned that effective action plans should be SMART (Specific, Measureable, Actionable, Relevant and have a Target date). We reviewed sample action plans and as the day progressed created our own plans based on the situations of actual employees. We also learned how to use a coaching process tool that emphasizes self-assessment, brainstorming, dialogue and a focus on finding and leveraging employee strengths. I was impressed by the engagement level of the attendees. They are taking this very seriously and recognize how this will help them and help the organization.

      We also discussed the ideal frequency of coaching sessions, individual touchbase meetings and group touchbase meetings. As an example, branch managers are expected to conduct structured monthly 30 minute coaching sessions, weekly 15 minute individual touchbase meetings and bi-weekly group touchbase meetings. These meetings are scheduled for the same time and day every week and month, effectively taking away any scheduling nightmares. If one of the sessions is missed due to a conflict, one simply moves forward to the next scheduled session. Managers are finding they have more time once they organize their schedules this way.

      I am looking forward to begin monitoring the uplift in performance this organization will experience. I am observing a fundamental shift in how 80 managers manage their employees. Imagine the potential impact of improving the management skills across your organization. The sky is the limit.

      I look forward to sharing more insights from the fifth day of our performance management course.  Please feel free to contact me with any questions at ewittekiend@raddon.com.

      To view the post from Day One, CLICK HERE

      To view the post from Day Two, CLICK HERE

      To view the post from Day Three, CLICK HERE

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