From infamous to famous, as most sports writers put it, Ron Artest has certainly made quite the comeback. It has been a long road for Artest ever since that brawl in Detroit, but it was one that he traveled well. There were many steps that the new NBA champion had to take to restore his superstar status, and many of these steps can be applied in the sales industry.
When it comes to coaching, there are many methods that you can take, but one of the most effective, is the peer-to-peer coaching. Before he went to the Lakers, Artest was a fantastic defensive player, but he tried to play every role and that was not always possible. When he paired up with Kobe Bryant, Artest immediately settled back into his defensive game, since he now had a partner that would create balance. By having employees sit down with one another, they can open the lines of communication and target areas of development. It will also foster team development and build performance levels.
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According to a recent survey by the Hay Group, 64% of the top 20 Best Companies for Leadership, say their people are expected to lead even when they are not in a position of authority, a mere 35% of average companies have this mentality. By expecting that all employees demonstrate leadership skills they are developing employees internally to move up their ranks. Strategies like this reduce turn over and down time needed to train leaders brought in from outside the company.
Another key finding from the Hay Group, employees from the top leadership companies are more comfortable that their company will come out of tough times stronger. These people trust their company’s leaders to bring them through tough times, and they worry less about losing their jobs therefore allowing them to put their full energy into their work with out the fear that they won’t be around to finish it.
So how much time does it take to develop these top leaders? According to the same survey, 22% of the top companies report spending 25 plus days per year training leaders, while only 16.4% of all respondents of the survey reported spending 25 days per year developing their employees. With this said, top companies spend about 2 days a month training their leaders. These companies understand that this time is a great investment to their future.
What does all this tell us? Top companies have great leaders, and leaders come from our people, so we need to spend the time and potentially the money on management training to develop them. This training effort is an investment not an expense, and should always be seen as such.
Shannon Gburzynski Sales Training employee training solutions, leadership training, management leadership training, management training, on the job training methods, sales leadership skills, training of trainers
- Develop a reputation of credibility. Do what you say you will do. Be where you say you will be. And finish what you say you will finish when you say you will finish it. Build a reputation as someone people can count on.
- Handle change with grace. Businesses change on a daily even hourly basis, by proving you can keep pace with those changes management will see your leadership potential. When change is made do your best to be supportive in helping others learn or get used to the change. If something in particular shakes even you, ask your manager for a few minutes to discuss the changes, a better understanding may be all you need to get over the shock.
- Be open to receiving and giving help. Even the highest person at your company doesn’t know everything, and neither do you. Be open to feedback that can make you more successful. And if a fellow team member comes to you for advice, take the 5 minutes to listen and help. People who are respected by their peers are natural choices for promotion.
- Grow your knowledge. Like we said above it’s impossible for one person to know everything, so be open to opportunities for growth. If those opportunities are not given to you by your superior look for ways to open opportunity for your self. Use half a vacation day to attend a seminar, then email your manager some things you learned when you get back. Or subscribe to blogs or article sites for free information, and then make it a habit to forward relevant information on to fellow co-workers or even your boss. These simple tasks show you go above and beyond to improve yourself and those around you.
Shannon Gburzynski Sales Management, Sales Training management training, sales skills
In a survey from Harris Interactive this year, it was reported that 51% of employees DON’T want to become mangers, and that 69% of older workers over the age of 64 are not interested in a promotion either.
One hypothesized reason for this unwillingness to move up is the lack of quality developmental programs for managers. Employees are literally afraid of getting more responsibility with out being trained properly to handle it.
What kinds of management programs are in place at your company? Are they adequate? You could be missing out on the most qualified candidate for the job because of a lack of education, and with the abundance of programs and even free information out there, there really is no excuse for a lack of training available to staff.
There are certainly two sides to this point that can be argued. On one hand, you may only want to promote those with the confidence and ability to “just figure it out”, without training programs and ramp up time. On the other hand those nervous about promotion with out the proper tools to help them succeed may be the careful and thoughtful talent your company needs, but you can’t get it.
What do you think? Please leave your comments and thoughts below.
Shannon Gburzynski Sales Management, Sales Training management training, Sales Manager, Sales Training
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