Sales Coaching And Mentoring Program

Sales coaching and mentoring program

We've already discussed the difference between sales job and sales career. It helps to understand the differences so you can make better decisions. A few organizations have the resources to grow this idea, so they create a mentoring and coaching program. This is inspired by a deep-rooted idea.

 

Generally, a man was chosen as an example of how to fulfill God's most profound request of love and obedience... a tutor in preparation to enter Heaven.

 

You're still on a drug sales blog, so don't rub your eyes.

 

Since I'm feeling a bit otherworldly while writing this post, I'm using the term 'detachment'. That had to do with two things. I'll connect them. Here's what you'll find...

 

You probably asked me, "What's the deal with Messenger, guide, God, etc."? I'll show you how they connect and I hope you can see how they relate. Many organizations, including Pharma, have benefited from a mentorship program. Additionally, if the company's getting more modern, it'll include coaching as well.

 

Does that make a difference? Does it matter? You might ask, 'What's the ROI up to this point?'

 

I remember my first coaching job. A couple weeks after I got my brand-new title of "Area Business Manager", it happened. I had to do it because it was part of my job. It's a classic case of doing the right thing for the wrong reasons.

 

Result? Let your disappointment be known. Moreover, it was an equivalent task to my mentoring role. Coaches are people you call by their moniker, so you're now one. All in all, a disappointment.

 

Think of mentors as those you call by their names, and you're now a coach. The right answer isn't in the "how," it's in the "when."

 

How often do you mentor or tutor them?'

 

When you talk about "when", it's about timing. In addition, it's like dialing a phone number. It's just a matter of dialing the right blend and you'll get the right person. If you get it wrong, you get reviled! Otherwise, it might just be a waste of time...

 

The million-dollar question becomes, "When is the right time for you?"

 

Assuming I could answer this, I would be more extravagant than those "dark and dark" suit advisors (see the initial three-letter set in "consultants"), yet to the extent that my experience allows, there are no firm principles.

 

Can we expect a smaller organization with a smaller, multi-faceted team to do better with timing compared to a large pharmaceutical company with a well-trained sales force? Let me know what you think...

 

Everybody talks about "sales people move, and advertising people advertise" but these two get tangled up. Then they look for someone else to blame. "The sales are slipping because of ineffective promotion!"

 

Or...

 

'Sales are awful because salespeople don't know how to move!'.

 

Additionally, coaching and mentoring work the same way.

  • 'Coaching is a mess since preparing stinks!'

 

  • 'Mentoring falls short since preparation is terrible!'

 

  • 'You can't mentor or coach unprepared people!'

 


With things as they are, which will it be? Let me answer that.

 

It depends on the context and perspective. Beauty is subjective, and it's critical to consider who is accountable for training, coaching, and mentoring. In my case, it was my tutor who was tasked with preparing me for the classroom and fieldwork, but they ultimately failed me. However, it's possible that the preparation team was responsible for the theoretical part of the training, while the field team was responsible for the hands-on training and mentorship.

 

You train with mentors. That's what they do best. Administrators, like my former manager, expect me to follow them. Leaving something to chance gets you the probable outcome.

 

Yes, that's true.

 

The truth is, SL1 (taken from "Situational Leadership Model") needs 'high help and high order.' There are other blends that will simply confuse the applicant, such as teaching a pig to sing... "it bothers the pig and sounds awful!"

 

The thing is, this is the standard in pharma giants. There wasn't enough time.

 

'Why is there not enough time?'

 

All things considered, we need to coach, mentor, arrange vitals, check sales, prepare, go to a board meeting, etc.

 

Anyhow, when you aren't performing, or when your colleagues or your sales group are experiencing inconveniences, as if by some miracle, the fault was moved to YOU! There are some other reasons too. One time, I didn't get my execution reward (despite records showing I qualified) because my alleged "guide" said, "You screwed up during the MD's visit."You messed up the hotel booking."

 

Duh?!

 

It happened in a "major pharma" company. It may be the same for a smaller one. It's a wise idea to copy God's method of sending a "human" to mentor and guide different people, but God had some "tight" rules. So, it's admirable to follow God's example by sending a "human" to mentor and guide different people; however, God had very strict rules.

There was nothing left to chance. Additionally, if humans need to pursue this, especially for an organization, someone needs to explain the criteria.

 

It's not like we're gods. It's still possible to imitate quality. I hope you get my point even if you don't believe in God. Be precise. Make it short. Metaphorically, we "investigated every possibility." That brings me to my second point:

 

Here's how I feel about it...

 

Pharma Sales Reps who do the job well in this nation are those who like to give back without conditions, whether it's associates, clients, or an organization. Often, they don't think about "What's in it for me?" before doing a deed. The company remembers them for a long time after they leave and they get all the compliments.

 

Likewise, it was reported in non-pharma ventures by Zig Ziglar, Dr. David J. Schwartz, and Dale Carnegie. This is called "appreciation." And appreciation is a way to say, "There's enough for everybody."

 

What is the opposite of appreciation?

 

Some sales reps are able to take advantage of these states of mind: sadness, stress, pressure. Things aren't working the way they should.

 

I remember what we did last time with my Team Members. The relationship we had in those days was more than just business. Oh, and I was wrong. Apparently some people only view the relationship as "proficient" and "on-plan." Nothing more. Nothing less.

 

My translation: non-appreciation bond.

 

As the Golden Rule says, "Do unto others as you would have them do unto you." Eventually, one glorious day, I'll pay back in proportion. It's just me "following" the Golden Rule.

 

'Nuff said.

1 comment:

  1. As a sales manager, you hold the key to unlocking the full potential of your team. You know that each of your salespeople has their own strengths and weaknesses, and you want to help them all achieve success. But, where do you start? How do you find the right coaching style to suit each member of your team?

    Let me tell you about three common sales coaching styles that have proven to be effective for sales teams everywhere:

    Directive Coaching: Picture a new salesperson, eager to learn but unsure of how to approach their first big pitch. This is where directive coaching comes in. This style involves you stepping in, offering guidance and direction, and helping this new salesperson find their feet in the world of sales.

    Non-Directive Coaching: Now imagine an experienced salesperson who's hit a rough patch and can't seem to close any deals. They don't need you to hold their hand, but they could use a gentle push in the right direction. This is where non-directive coaching shines. You ask them questions, help them explore their own thoughts and ideas, and guide them towards a solution.

    Supportive Coaching: Lastly, think about a salesperson who's done well but could do even better with a little extra confidence. This is where supportive coaching comes in. You offer words of encouragement, praise their successes, and support them through any challenges they may face.

    No matter which sales coaching style you choose, remember this: your team is counting on you to help them succeed. Choose the style that works best for each individual, and watch as your team transforms into top-performing sales superstars.

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