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Ted Martin

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training for sales managers

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Why You Need Training for Sales Managers

Sales is an ever-evolving landscape, with tools, techniques, and targets shifting regularly. Yet, while we often focus on training our frontline sales reps, there’s a critical group that’s frequently overlooked: sales managers. 

In fact, 60% of new managers fail within the first 24 months in their role. Why? Lack of training and development. Oftentimes, companies will promote reps into management without providing critical leadership skills to prepare them for their new role.

DOWNLOAD: Critical New Manager Skills to Master

Let’s dive into why training for sales managers is paramount and the benefits that come with it.

Why Do We Neglect Sales Manager Training?

Often, organizations operate under the assumption that a stellar sales rep will naturally transition into a stellar sales manager. However, the skills required for each role differ significantly. Managing a team, strategizing, forecasting and coaching demand a unique skill set that isn’t always innate.

The Case for On-the-Job Training for Sales Managers
  • Different Roles, Different Skills: A top-performing sales rep doesn’t automatically make a top-performing sales manager. Management requires understanding team dynamics, effective communication, and the ability to inspire and lead. On-the-job training equips new managers with these essential skills.
  • Rapid Adaptation to Change: The sales environment is dynamic. According to a report by CSO Insights, organizations with a dynamic sales process, which includes regular training, reported a win rate of 49% for forecasted deals, compared to those with a random or informal process. 
  • Consistency in Approach: With proper training, sales managers can ensure consistency in sales strategies, team communication, and performance reviews, leading to a more cohesive and effective sales team.

DOWNLOAD: Leader Activities to Start & Stop Doing

Benefits of Training Sales Managers
Short-Term Benefits 

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Long-Term Benefits 
  • Consistent Growth: A well-trained sales management team can be a game-changer for revenue growth. According to research by the Sales Executive Council, sales teams led by supportive managers are 67% more effective at closing deals than those with managers who exert high levels of pressure. This shows that the right training can significantly influence managerial styles and, by extension, team performance.
  • Increased Profitability: The Harvard Business Review highlighted that companies that invest in training see a 24% higher profit margin than those that spend less on training. While this encompasses all forms of training, the impact of upskilling managers – those responsible for driving and guiding the sales strategy – cannot be underestimated.
  • Stronger Leadership Pipeline: On-the-job training prepares sales managers for higher leadership roles, ensuring a robust succession plan. This is crucial for organizational stability; a study by the Gartner for HR (formerly the Corporate Leadership Council) found that organizations with proper leadership training realized a 32% increase in leadership strength, which is directly tied to financial performance.
  • Cultural Cohesiveness: Trained managers foster a positive, consistent culture, enhancing team collaboration and overall company morale. According to a Gallup study, companies with highly engaged teams report 20% higher sales and 21% higher profitability.

On-the-job training for sales managers isn’t just a “nice-to-have”; it’s a necessity. By investing in our sales leaders, we’re not only boosting current performance but setting the stage for sustained success in the future. It’s high time we prioritize sales manager training for those at the helm, guiding our sales teams to victory.

Are you looking for training for sales managers?

Contact us today to learn about our customizable virtual sales training programs
available for reps and managers.


scheduling next steps in sales

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The Importance of Scheduling Next Steps in Sales

I can’t tell you the number of calls that I listen to (or receive) where salespeople do not schedule next steps before ending the call. It’s so basic, so fundamental, yet so often neglected.

READ: Call Bridging 101: Paving the Way for a Follow-up Sales Call

Whether it’s an initial cold call, a discovery session, a product demo, or (I shudder at the thought) a proposal review, the lack of direction is startling.

Below I’ll share the importance of next steps, why reps aren’t doing it, and how managers can ensure their reps are scheduling next steps.

The Importance of Concrete Next Steps in Sales
  1. Efficiency: A streamlined sales process is gold. According to CSO Insights, having a defined sales process can increase win rates by up to 15%. Concrete next steps are a cornerstone of this process.
  2. Commitment: When both parties agree on a specific next step, there’s a subtle commitment. This can increase the chances of a deal moving forward.
  3. Clarity: With clear next steps, there’s no ambiguity. Both the rep and the prospect know what’s coming next.
So, Why Aren’t Reps Doing It?
  1. Fear of Commitment: Some reps fear that setting a concrete next step might deter prospects. They think staying “open-ended” gives prospects breathing room.
  2. Lack of Confidence: A rep unsure of the call’s outcome might hesitate to suggest the next step, fearing rejection.
  3. Overlooking the Basics: Surprisingly, some reps get so engrossed in the conversation that they forget this fundamental step.
How to Ensure Reps Schedule Next Steps
  1. Sales Training: Make next-step training a part of your regular sessions. Emphasize its importance, backed by data. For instance, Hubspot reports that 40-50% of sales go to vendors that respond first. Concrete next steps ensure you’re always a step ahead.
  2. Role Play: Include the process of setting next steps in your role-playing exercises. Make it second nature.
  3. Call Monitoring & Feedback: Use call monitoring tools to track how often reps set concrete next steps. Provide feedback and reinforcement.
  4. Celebrate Wins: When a rep successfully moves a deal forward due to well-defined next steps, celebrate it. Let it be a lesson for the whole team.

READ: Tips for Mastering Call Coaching

The sales dance is a series of well-coordinated steps. Missing one can mean stumbling or even falling flat. As someone who’s been in the sales arena for years, I can’t stress enough the importance of clear next steps. It’s not just about closing the current call; it’s about paving the way for the next one. So, let’s get back to basics, prioritize efficiency, and drive our sales with precision.

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remote leadership

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Strategies to Improve Your Remote Leadership Capabilities

The concept of work-from-home isn’t new, but in recent years this mode of work has quickly become the norm. The pandemic restricted everybody’s mobility, and adjustments had to be made in order to compensate for the physical limitations.

Studies show that the increasing benefits that many have experienced with remote work — such as flexibility and productivity — have given birth to a new culture. More companies continue to consider making permanent work-from-home arrangements to reduce office space. An example of this is Morgan Stanley. Around 90% of their employees worked from home during the pandemic, leading to Morgan Stanley CEO James Gorman noting that the company now needed much less real estate. Companies, like Morgan Stanley, are now trying to strike a balance to minimize the risks and maximize the gains.

Finding balance can be tricky, however, which is why a remote team requires strong leadership. Top executive leadership plays several roles in an organization, including effectively delegating tasks, as well as managing relations among different individuals (which is why the median wage is far above the average at $103,950). Executive leadership is particularly important for designing programs and setting standards so that organizations can meet their goals.

Improving remote leadership capabilities means executive leadership can do their work. Fortunately, this can be easily developed with consistent practice. Read on to know the tips for effective leadership in a remote team.

Keep track of your goals

It is easy to feel disconnected when your work environment all lies within a screen. This is where designing programs and setting standards come into play. It helps to establish clear and measurable goals with quantitative objectives, key performance indicators (KPIs), and a set schedule. This sets a direction for the team.

Above all, these goals must be consultative with your team members. Business development goals usually go through multiple phases before completion, so keeping track of everyone’s progress allows leaders to adjust accordingly.

Pay attention to your team

Transparency and consultation are key to ensuring that your goals are realistic. This is where checking in with your team and remembering their needs come in. Our previous post discusses the different ways leaders can engage their remote team, which surprisingly means strategies like fewer calls – Zoom fatigue is real, after all.

The important thing to remember throughout is that numbers and performance are important, but teams are composed of individuals. Only a healthy, collaborative team can produce great outcomes in the long run.

Trust in your team

The fear of a dip in effort and production can be overpowering. Some leaders may find themselves micromanaging their teammates to compensate for the distance.

However, it is actually the lack of trust that causes a breakdown around employee autonomy, perceived competence, and respect, and that ultimately affects productivity in your team. Remember that your goals are their goals as well, so what’s left is to guide and lead the way.

Focusing on improving communication skills

To build trust, open channels to discuss company goals aren’t enough. Leaders need to cultivate a workplace culture of clear communication. Sharing every little detail about your life isn’t necessary — a level of independence in working is essential after all — but transparency allows your team to understand one another and fosters empathy. It also encourages asking questions, which minimizes the chance for misunderstandings.

The physical distance of remote work is hard enough to manage without knowing what your members are going through in their homes. Having a clearer picture of this allows you to adjust accordingly and provide a safety net for the entire team.

To lead is to be responsible for others, and this weight is never easy. However, under effective and collaborative remote leadership, not only will you be watching out for your team, but they’ll also be watching out for you.

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