Just not good enough…when it’s better to tell the brutal truth
When the business is not coming in and the pressure for results is increasing, it can be time to make some changes to drive sales improvements. Of course, organisation change can be painful, but Sales Leaders do need to face the brutal facts that, sometimes, the sales team just are not good enough to achieve the success the business wants.
As markets evolve the sales team needs to evolve too, so you need the “right people on the bus.” The two options are either to “stick” with what you already have and seek to develop them or to “twist” and bring in new people. Whilst it might seem easier to adopt the former plan, it’s often better to take a harder decision to replace the less capable individuals. Let’s face it, no matter how much investment you might make to develop the capabilities of a poor performer there are times when some people are just not good enough for the job. They need to go!
How do you manage this fairly? Start by establishing a clear view of what good looks like – what competencies does the business need its model sales people to have: produce a competency framework. Then complete a comprehensive review of the current competency levels at which each team member operates: conduct a competency assessment. Then follow this with an exercise that maps out all of the team: complete a calibration. This calibration should enable you to 1. Identify which competency areas need to be developed 2. Identify where individuals need specific development. Point one enables you to construct a series of relevant training interventions and point two enables you, objectively, to identify who might not be “good enough.”
It is those individuals that fall into this category, after calibration, that you will know will not benefit from investing effort to develop their capabilities. It will be the time have a frank conversation about their suitability for the role. We would love to talk to you about how we can help you achieve this.
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