Management & Leadership

You are the executive, the leader of your organization. Executives make decisions all day, every day. The decisions you make affect everyone and everything in your organization.

Mike Montague interviews Andrew Gregson on How to Succeed at Pricing Your Products and Services. 

This year, to celebrate the 10th anniversary of the book, Dave will revisit each of the original 49 Sandler Rules and give updated takes on their relevance to salespeople and sales leaders.

Mike Montague interviews Mike Michalowitz on How to Succeed at Putting Profit First.

Mike Montague interviews Antonio Garrido on How to Succeed at Ride-Alongs.

Setting clear expectations is an important part of any sales leader’s working day. Unfortunately, it’s something that doesn’t always happen as effectively or as consistently as we might like. Here are five simple steps you can take to get better at this critical part of the job.

If you’re a sales leader, you are tasked with striking a delicate balance. Your job is not to sell for the members of your team – selling is what you hire, train, and retain good salespeople to do, after all. Yet your job is to help shape the business development strategies that make the most sense for your business, for the salespeople who report to you, and of course for your customers.

Leadership is more than learning the characteristics and habits of effective leaders. Truly effective leaders ensure the organization has clear direction and an infrastructure which will enhance the probability of the organization successfully achieving their vision.

One of the main goals of an L&D strategy is to improve employees’ performance. Your training sessions must result in a motivated and resourceful staff, one able to close more sales. But how do you create a strategy that actually improves employee’s performance?

Many of you reading this article right now have a team (or teams) of people that report to you in some form or another. As you think about those people, your time spent leading them, managing them, coaching them, developing them, working with them, and yes… all of the other things you have to do as part of your roles or responsibilities, it doesn’t leave much time to add on a thorough accountability process to that list… or does it?