What Works with Sales Leadership Today?

You just promoted you “sales superstar” to manager…

But you haven’t seen any noticeable improvement in overall sales performance since they took over!

What gives?

Well, truth be told, selling and leader salespeople are two completely different skills. If your top salesperson isn’t great at leading people, it simply may not be their skill.

No sweat. Make them a leader again and get someone in who’s a supreme leader of people.

Or, you can try working with them to develop these effective sales leadership skills:

1. Your Team Members Must be Willing to do Anything for You

Doesn’t George Washington come to mind as one of the greatest leaders in history?

His men were willing to die for him.

We could write a whole series of blog posts on what made him a successful leader.

But here’s a quick overview of a few basics:

• He demonstrated the highest moral character, and was seen as seemingly incorruptible

• He stuck to certain goals and ideals, regardless of the circumstances surrounding him

• People of different backgrounds believed in him

• He had a reputation for being fearless, determined, and competent

Those are values that make any team member willing to believe in their leader.

2. True Leadership Involves Collaboration, Not Charisma

Let’s compare two leaders with extremely different styles: Donald Trump and Mohandas Gandhi.

One hosted his own TV show where the catch phrase was “You’re fired!” The other helped bring about the independence of an entire nation after decades of struggle through nonviolent resistance.

Both are recognized leaders.

With Trump, all you hear is conversation about one person. With Gandhi, you think of groups of people peacefully protesting something they don’t like. He built collaboration to the extreme.

Which style would you rather follow?

3. Frequent Recognition of Things Done Well

This works across all types of management. Everyone wants affirmation.

But don’t try to dream up the recognition on your own. People like to be recognized for their accomplishments in different ways.

Money’s important. But it’s not the primary reward everyone wants. Some just want to hear “well done” from their boss. Others want more vacation. And still others like small tokens of appreciaione, like a medallion or trophy.

It needs to be something bigger than an award for achieving a major milestone, though. That’s not frequent enough to keep people motivated.

A simple “good point” or “nice work” a couple times per day for weeks goes a long way toward building motivation.

Again, work with your team members to create an awards system that makes them feel special and appreciated.