Jason Forrest, founder and CEO at FPG (Forrest Performance Group) is the winner of five international Stevie Awards for his training programs. During a recent Manage Smarter podcast, I asked Jason why so many training programs don’t impact the bottom line as much as business leaders hope.
Delivering effective feedback is a task all managers struggle with. We want employees to know when they’ve done a great job.
Here’s a paradox in organizational life. A significant percentage of workers say they’ve experienced a bad manager at some point in their careers.
“Hackers aren’t interested in my little business.” If that’s the standard line you use when a security consultant pitches you on their services, you’re making a mistake.
Haley Smith had only been using AdMall for a few months since starting work at KMBC-TV, Kansas City, when she did what any good account executive would do: she put her head to the grindstone and started making calls.
One of my employees asked me, “Lee, why do you OBSESS over culture?” I think the culture here is pretty great!” “Well, the culture here is pretty great BECAUSE I obsess over it!” I told her.
If you want to be thought of as the best manager your employees have ever had, you have to care from within. Your people have to PERCEIVE you as genuinely giving a damn about them AS PEOPLE – not just robots (headcount) who show up to generate numbers for you.
Many salespeople these days say they’d like to have more interaction with their sales managers. Specifically, according to the 2017 Voice of the Sales Rep study, they’d like to have more sales coaching. But is the limited amount of coaching we’re giving them doing any good?
73% of sales reps have, at some point in their career, left a company of their own accord, according to a January 2017 survey of 725 U.S. sales representatives by my firm SalesFuel. It’s a fact that one of the biggest headaches for sales managers these days is trying to find and hire good salespeople. I often get asked about the best places to find sales talent and how to reel in the best candidates. But it’s more productive to look at the problem from a different angle.
You can probably think of many examples of cover-ups that were worse than the crime. Intentionally or unintentionally, people foul things up. It’s the reaction to those mistakes that reveals their true character.
In an earlier column, I stated that culture is the kind of behavior you allow and the kind of behavior you won’t allow. Now, I’d like to dive a little deeper into how you can build and maintain a winning SALES culture.
We all know the basics of professional body language; smile, have a firm handshake, but what else can you do to put your best foot forward without even speaking?