“If you’re not having regular meetings at least once a month with everybody on your team just for 15 minutes, you’re leaving great results on the floor.” – Jeff Bajorek in today’s Tip 1277
Do you have regular meetings at least once a month?
Join the conversation below and go check out the links!
1256: 8 Reasons Your Team Isn’t Creating More Opportunities #1 – Expectations
1257: 8 Reasons Your Team Isn’t Creating More Opportunities #2 – Tools
1263: 8 Reasons Your Team Isn’t Creating More Opportunities #3 – Plan
1264: 8 Reasons Your Team Isn’t Creating More Opportunities #4 – Boundaries
1270: 8 Reasons Your Team Isn’t Creating More Opportunities #5 – Models
1271: 8 Reasons Your Team Isn’t Creating More Opportunities #6 – Incentives
Rethink The Way You Sell Podcast
Jeff’Bajorek on LinkedIn
Have feedback? Want to share a sales tip? Call or text the Sales Success Hotline: 512-777-1442 or Email: [email protected]
Scott Ingram: You’re listening to the Daily Sales Tips podcast and I’m your host, Scott Ingram. Today Jeff Bajorek is back with part 7 of his 8 part series on why your team isn’t creating more opportunities. Here it is:
Jeff Bajorek: 8 Reasons Your Team Isn’t Creating More Opportunities.
Reason #7: They’re not being held accountable.
Right now, there’s a sales manager, assuming that the comp plan is doing their job for them, that manager is failing their team. I get this all the time, “Jeff. I don’t want to be holding people accountable. They’re going to think I’m a micromanager. They’re going to think I’m all up in their business all the time, always looking over their shoulder.” No, that’s not what accountability looks like.
Now, micromanagement gets confused for accountability all the time, but at most they are distant cousins. Micromanagement underscores a lack of trust. If I feel like I have to look at everything you’re doing because I’m afraid you won’t do it on your own, Yeah, that sucks. Nobody wants that feeling, especially from their leader.
However, checking in on you because I believe in you, because I know what you told me was important and what I communicated was important to the organization, we’re on the same page about what we all need to do to make the best things happen. Yes, I’m going to check in. I want to make sure that you have all the support you need. I believe so much in your ability that I want to make sure that you know I’ve got your back. That’s what accountability is.
And if you’re not having regular meetings at least once a month with everybody on your team just for 15 minutes, you’re leaving great results on the floor. You can’t afford that. Your reps, the people you lead, can’t afford that. And you know what? Right now, if you are listening to this and you don’t lead a team, it doesn’t mean that you can’t be a leader on your team. And if you don’t see this kind of thing happening, reach out to a couple of the reps on your team. Encourage other leaders on your team to do the same and hold each other accountable.
This 15 minutes meeting every month will make all the rest of your one on ones much more effective, because this is a single point. It’s a pin in the map where we’re going to talk specifically about how you’re doing against the results that we both agreed were vital to our success. You talk about those results, whether they happen, whether they didn’t happen, what needs to happen next, and do you have the right support?
I know the last thing you want on your calendar is another 15 minutes meeting. This 15 minutes meeting makes the rest way more effective. I’ve seen this happen in a lot of cases, it reduces the need for other meetings on the calendar. And what does that tell you about how valuable these are?
So here are seven quick questions that will create the agenda for this meeting. And since they’re the agenda every month at this meeting, you can even speed these meetings up a little bit by having these answers in a form or submitting the agenda ahead of time before the meeting. I’m going to run through them real quickly right now.
How’d it go since the last time we met?
What went well?
What hasn’t gone well?
When will you have that accomplished?
Do you have what you need?
How can I help?
That’s what it is. That is the accountability framework that underscores the level of support you have for your teammate, not your level of mistrust. That’s the biggest difference between accountability and micromanagement. Do not confuse the two, because if that’s what’s preventing you from actually doing this work, you’re holding yourself and your team back.
Scott Ingram: For links to connect with Jeff and ultimately, links to the rest of this series, just click over to DailySales.Tips/1277. Once you’ve done that, be sure to come back tomorrow for the final installment in the series. Thanks for listening!