Ruston Townson’s Post

How can managers in sales effectively lead their team of SDRs to achieve peak performance and drive results?   Here are 8 key focal areas which should be consider:-   1) Empowerment Over Micromanagement: Instead of micromanaging every task, empower your SDRs to take ownership of their prospecting efforts. Provide guidance and support while allowing them the freedom to execute their strategies (this increased in prospecting made per week by 20% in my experience). 2) Clear Communication: How can you ensure that your SDRs understand the sales objectives, target demographics, and messaging? Clear and concise communication is vital for aligning their efforts with the overall sales strategy. 3) Encourage Collaboration: Foster a collaborative environment where SDRs can share insights, best practices, and success stories. Encourage teamwork and peer support to enhance overall performance. 4) Lead by Example: As a manager, lead by example in your interactions with prospects, clients, and team members. Demonstrate the behaviors and attitudes you expect from your SDRs, inspiring them to follow suit. 5) Continuous Learning and Development: Provide ongoing training and development opportunities to enhance the skills and knowledge of your SDRs. Invest in resources that enable them to stay updated on industry trends and sales techniques. 6) Adaptability and Flexibility: Sales is dynamic, and strategies must evolve to meet changing market conditions. Encourage your SDRs to adapt their approaches and strategies based on feedback and results. 7) Accountability: Hold your SDRs accountable for their performance and results. Set clear goals, metrics, and expectations, and provide regular feedback to track progress and address any areas of improvement. 8) Recognition and Appreciation: Celebrate the achievements and milestones of your SDRs. Recognize their hard work and dedication publicly, whether it's through team meetings, newsletters, or other forms of acknowledgment.   Thanks and indebted to my ex-mentor Pranjal Sharma for imbibing and refreshing these leadership qualities in me. Do you feel any other important parameters should be considered to elevate the performance of #SDR teams?

The Skills That Will Define Tomorrow’s Top Sales Teams The sales world is evolving, and so are the skills your team needs to thrive. It’s no longer just about closing deals. Today’s sales leaders need to build teams that can connect, adapt, and deliver value in ways we didn’t even think about five years ago. So, what skills should you prioritize to future-proof your team? Let’s break it down. 1. Emotional Intelligence (EQ): The Human Connection Buyers want to feel heard and understood. EQ is the key to building trust and lasting relationships. Why It Matters: A study by TalentSmart found that EQ accounts for 58% of performance in all types of jobs, including sales. How to Develop It: Train your team to actively listen and respond to client emotions. Role-play tough client conversations to practice empathy and problem-solving. 2. Digital Fluency: Navigating the Tools of Tomorrow With CRM systems, AI tools, and analytics, sales teams need to be tech-savvy. Why It Matters: Research by McKinsey shows that digital-first sales teams are 33% more likely to exceed performance goals. How to Develop It: Offer training on key tools like CRMs or data visualization platforms. Encourage team members to experiment with new tech to streamline workflows. 3. Resilience: Thriving in Uncertainty Market shifts, client rejections, and high-pressure quotas make resilience a must. Why It Matters: Resilient salespeople are more likely to recover from setbacks and stay motivated. How to Develop It: Foster a growth mindset by normalizing failure as part of the learning process. Create a support system within your team to share challenges and celebrate wins. 4. Consultative Selling: Shifting from Pitching to Partnering The modern salesperson is an advisor, not just a seller. Why It Matters: According to Salesforce, 79% of buyers want trusted advisors who add value to their business. How to Develop It: Teach your team to ask the right questions and uncover client pain points. Provide case studies to help them offer tailored solutions. 👉Question for You: What’s one skill you believe every salesperson will need in the future?

How to Achieve Big Sales ?

Building a powerful sales team requires a combination of the right people, processes, and tools. Here are key requirements to create a successful and high-performing sales team: 1. Clear Vision & Strategy Aligned Goals: Ensure that the sales team's objectives align with the overall business goals. This could include revenue targets, customer acquisition, and market penetration. Sales Methodology: Establish a consistent sales methodology (e.g., SPIN Selling, Solution Selling, or Challenger Sales) that guides how the team approaches leads and prospects. Market Understanding: Equip the team with a deep understanding of your target market, customer pain points, and competitive landscape. 2. Comprehensive Training & Development Product Knowledge: Salespeople must have in-depth knowledge of the products or services they’re selling to effectively communicate value. Sales Training: Continuous training on sales techniques, negotiation skills, and customer handling ensures that the team remains competitive and effective. Coaching & Feedback: Regular coaching and constructive feedback from managers or senior reps help reps grow and refine their skills. 3. Effective Leadership Experienced Sales Leaders: A capable sales leader who can inspire, motivate, and guide the team is essential for creating a high-performance culture. Mentorship & Support: Strong leaders provide mentorship, ensuring the team is equipped with the right tools and mindset for success. 4. Well-defined Sales Process Lead Qualification: A defined process for identifying and qualifying leads ensures the team focuses on the right opportunities. Pipeline Management: Clearly defined stages in the sales pipeline help reps manage prospects effectively and close deals on time. Data-Driven Approach: Utilize CRM tools and data analytics to monitor performance, track progress, and optimize the sales process. 5. Sales Tools & Technology CRM Systems: A good Customer Relationship Management (CRM) system is crucial for tracking interactions, managing leads, and reporting performance. Sales Automation Tools: Tools for automating follow-ups, lead scoring, and email outreach help streamline the sales process and reduce manual effort. Collaboration Tools: Platforms like Slack or Microsoft Teams help improve communication and collaboration within the team. 6. Performance Metrics & KPIs Clear Metrics: Define key performance indicators (KPIs) such as conversion rates, sales cycle length, average deal size, and quota attainment. Regular Performance Reviews: Hold regular reviews to track progress, identify bottlenecks, and adjust strategies accordingly. Incentive Programs: Sales incentives (e.g., commissions, bonuses, and rewards) motivate the team to achieve and exceed their targets.

Developing senior sales professionals is crucial for several reasons, even though they already possess significant experience and expertise. Here's why it's important: 1. **Adaptation to Market Changes**: Markets and industries evolve rapidly, with new trends, technologies, and customer preferences emerging regularly. Senior sales professionals need continuous development to stay ahead of these changes and maintain their effectiveness in the field. 2. **Leadership and Mentorship**: Senior sales professionals often serve as mentors and leaders within their teams. By investing in their development, companies ensure that these leaders are well-equipped to guide, train, and inspire the next generation of sales talent. 3. **Skill Enhancement**: Even seasoned professionals can benefit from refining their skills. New sales techniques, negotiation strategies, and communication tools are continually being developed. Ongoing training helps senior salespeople sharpen their abilities and remain competitive. 4. **Retention and Motivation**: Continuous development opportunities show that the company values its senior employees, which can improve job satisfaction and reduce turnover. It also keeps them motivated, as they see a path for growth and further success. 5. **Strategic Thinking**: Senior sales professionals are often involved in high-level decision-making. Training focused on strategic planning, market analysis, and advanced sales methodologies can enhance their ability to contribute to the company's long-term goals. 6. **Customer Relationship Management**: As senior sales professionals often handle key accounts and long-term client relationships, it's essential for them to stay updated on best practices in customer relationship management (CRM), which can help in maintaining and growing these valuable relationships. 7. **Innovation and Creativity**: Regular development sessions can spark new ideas and approaches, encouraging senior sales professionals to innovate within their roles. This can lead to the discovery of new revenue streams or more efficient sales processes. 8. **Organizational Alignment**: As companies evolve, so do their goals, values, and strategies. Ensuring that senior sales professionals are aligned with the current direction of the company is essential for cohesive and effective execution of the company’s sales strategy. In summary, developing senior sales professionals is not just about keeping their skills sharp; it’s about ensuring they continue to grow as leaders, stay motivated, and remain aligned with the company’s evolving goals and market dynamics.

𝗠𝗮𝗻𝗮𝗴𝗶𝗻𝗴 𝘁𝗵𝗲 𝗰𝗼𝗻𝘂𝗻𝗱𝗿𝘂𝗺 𝗼𝗳 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗮𝗰𝗿𝗼𝘀𝘀 𝘆𝗼𝘂𝗿 𝗦𝗮𝗮𝗦 𝘀𝗮𝗹𝗲𝘀 𝘁𝗲𝗮𝗺. In most SaaS and Software firms, we see a standard distribution of performance, whereby 20% of the team will be high performers and will smash their targets.  Another 20% will be low achievers and managing them out of the business fast is the kindest thing to do for you and them!  That leaves the middle 60% who typically don't get their fair share of your Leadership time.  In my personal experience, this is the group where the biggest swings in performance can be achieved.  The mid-60%ers are safe in the fact that they are not being micro managed and they also look longingly at the high performers pay checks!  So what to do? 𝗠𝗲𝗻𝘁𝗼𝗿𝘀𝗵𝗶𝗽 𝗮𝗻𝗱 𝗣𝗲𝗲𝗿 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 Pair middle performers with top achievers for mentorship and peer learning.  Encourage collaboration and knowledge sharing among the team to leverage different strengths. 𝗚𝗼𝗮𝗹 𝗦𝗲𝘁𝘁𝗶𝗻𝗴 𝗮𝗻𝗱 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗠𝗲𝘁𝗿𝗶𝗰𝘀 Set clear, achievable goals that are aligned with company objectives.  Provide regular feedback on performance against these goals.  Use key performance indicators (KPIs) to measure success. Common KPIs include sales quotas, conversion rates, and customer satisfaction scores. 𝗜𝗻𝗰𝗲𝗻𝘁𝗶𝘃𝗲𝘀 𝗮𝗻𝗱 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 Create incentive programs that reward middle performers for achieving specific milestones or improving certain metrics.  Recognize achievements publicly to boost morale and motivate others. 𝗜𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹𝗶𝘇𝗲𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗣𝗹𝗮𝗻𝘀 Start with a thorough assessment of each salesperson's strengths and weaknesses.  Develop personalized training programs that address specific areas for improvement.  Conduct regular one-on-one meetings to track progress and adjust development plans as needed. 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗢𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗮𝗻𝗱 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 Ensure that new hires receive thorough onboarding that includes product knowledge, sales techniques, and understanding of the customer base.  Implement continuous training sessions to keep skills sharp and introduce new sales strategies and tools. 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗮𝗻𝗱 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 Encourage a Coaching leadership style that is supportive and empowering.  Maintain open lines of communication between salespeople and management to address concerns and provide support. 𝗗𝗮𝘁𝗮-𝗗𝗿𝗶𝘃𝗲𝗻 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 Use data analytics to identify trends and areas where middle performers can improve.  Be prepared to adjust sales strategies based on data insights. By implementing these strategies, you can effectively manage the middle 60% of your SaaS sales team, helping them to achieve greater success and contribute more significantly to the company's overall performance.

I worked closely with VPs of Sales and learned that these 𝟲 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀 keep them up at night. Always take this into account when talking with them. 1. 𝗠𝗮𝗻𝗮𝗴𝗶𝗻𝗴 𝘁𝗵𝗲 𝘁𝗲𝗮𝗺. The sales team can be quite diverse - LeadGen, SDRs, BDRs, AEs, and Team Leads. Then all of these can be specialized for inbound, outbound, or full cycle. For the majority of the time, the VP of Sales will just need to deal with people and all the good and bad that make us who we are. Whether it's putting out fires because an AE made a mistake, lack of motivation of an SDR, or organizing an SKO - this takes a toll on their focus, energy levels, and strategic clarity. To fight this chaos they will rely on processes. 2. 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀𝗲𝘀, 𝗰𝗵𝗼𝗼𝘀𝗶𝗻𝗴 𝘁𝗼𝗼𝗹𝘀 𝗮𝗻𝗱 𝗺𝗼𝗻𝗶𝘁𝗼𝗿𝗶𝗻𝗴 𝗼𝘂𝘁𝘀𝗼𝘂𝗿𝗰𝗲𝗱 𝘀𝗲𝗿𝘃𝗶𝗰𝗲𝘀. But guess who will need to build initial processes - VP of Sales. They need to build it, control their fulfilment and monitor their effects. Best practices are also made around purchasing tools or outsourcing services. 3. 𝗖𝗿𝗼𝘀𝘀-𝘁𝗲𝗮𝗺 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 They will collaborate with other teams that influence sales success - Marketing, Product, Customer Success, Customer Support and Development. It's a lot of work, brainstorming, persuasion and learning. 4. 𝗖𝗘𝗢 𝗮𝗻𝗱 𝗖𝗙𝗢 𝗮𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 CEO drives the direction of the company development. CFO helps him put capital to work so the company follows this direction. Part of this capital will go to the sales team. VP of Sales will spend hours talking strategy with the CEO, fighting for budget while at the same time looking to be cost-efficient. 5. 𝗘𝘅𝘁𝗲𝗿𝗻𝗮𝗹 𝗰𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝗻𝘁 𝗮𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 Maybe the trickiest relationship for any VP of Sales. An expert outside of organisation comes in and starts meddling with GTM strategy, existing procedures and tools, and just brings a lot of ideas to the table. Maybe the team is not ready for these changes. There is a lot of maturity needed to put a collaborative hat on, work with this person and stand your ground when you don't agree with a suggested approach. 6. 𝗦𝗲𝗹𝗳-𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 VP of Sales needs to be informed on the latest sales practices. If not, he'll not be able to lead effectively. Besides sales tactics and technology monitoring, he will need to work on the human side of collaboration, adapt his leadership style and continuously get out of the comfort zone to achieve all of this. -- When you know the daily struggles of your Buyer Persona - you are on a good path to approach them with empathy and present how your solution can help them tackle at least a portion of these tasks. How well do you know your Buyer Persona? Follow for more sales talks - Radisa Radisic.

How to achieve big sales from team? Achieving big sales from a team requires a combination of strategy, motivation, and effective management. Here are some key steps to help you boost your team's sales performance: 1. Set Clear Goals Specific Targets: Define clear, achievable sales targets for your team. Ensure these goals are measurable and time-bound. Individual and Team Goals: Balance goals between individual targets and overall team performance to foster both personal accountability and teamwork. 2. Develop a Strong Sales Strategy Market Analysis: Understand your target market and identify key opportunities. Customer Segmentation: Tailor your sales approach to different customer segments. Competitive Analysis: Know your competitors and develop strategies to differentiate your offerings. 3. Provide Training and Resources Sales Training: Regularly train your team on sales techniques, product knowledge, and market trends. Tools and Technology: Equip your team with the latest sales tools and CRM systems to streamline processes and improve efficiency. 4. Foster a Positive Culture Motivation and Recognition: Recognize and reward top performers. Use incentives like bonuses, commissions, or non-monetary rewards. Supportive Environment: Create a supportive atmosphere where team members can share knowledge and collaborate. 5. Monitor Performance and Provide Feedback Regular Check-ins: Conduct regular performance reviews and offer constructive feedback. Data-Driven Insights: Use sales data to identify trends, strengths, and areas for improvement. 6. Encourage Accountability Ownership: Encourage team members to take ownership of their targets and performance. Transparency: Share performance metrics openly to foster accountability and drive improvement. 7. Optimize Sales Processes Streamline Workflows: Continuously improve sales processes to reduce inefficiencies. Lead Management: Ensure effective lead generation and follow-up practices. 8. Leverage Customer Relationships Build Rapport: Encourage your team to build strong relationships with clients. Customer Feedback: Use customer feedback to refine your sales approach and address any issues. 9. Promote Continuous Improvement Learning Culture: Foster a culture of continuous learning and adaptation. Adapt Strategies: Be willing to adjust strategies based on performance data and market changes. 10. Lead by Example Demonstrate Commitment: Show your own dedication to achieving sales goals. Be Accessible: Be available to support and guide your team when needed.

Sales teams today are facing a landscape of heightened complexity—tighter budgets, extended sales cycles, and a shifting buyer dynamic where sales serve as the crucial final step. In this environment, a distinctive breed of sales leader thrives. They are proactive, consultative, and possess a strategic, commercially astute mindset. This emphasizes that effective sales leaders act as catalysts for change, ensuring their teams are finely tuned to execute business strategies while empowering sales professionals to excel in their roles. The significance of having the right sales leadership cannot be overstated—it can spell the difference between success and stagnation for sales teams. Organizations with robust sales leadership practices experience notable improvements in quota attainment, win rates, and overall seller engagement. So, what are the essential ingredients for running a high-performing sales team? It identifies three critical components: Leadership qualities that inspire, commercial acumen that drives results, and the ability to effectively manage the sales function. When these attributes converge, accountability naturally follows, fostering trusted relationships within sales teams and with clients alike. Here's how these attributes manifest in practical terms: 1. Effective Leadership Qualities Top sales leaders know how to create and communicate a vision and direction that motivates their team to achieve their targets. 2. Commercial Acumen—Turning Strategy into Action Top sales leaders put customers first. They understand the buyer journey and know how to continually align their sales processes and teams with evolving customer needs and activities. 3. Sales Function Management Three-quarters of best-in-class organizations say their sales leaders promote a culture of accountability and ownership within their teams. Last but not least, In navigating today's intricate sales environment, the presence of effective sales leaders is indispensable. They possess the vision, robust commercial acumen, and motivational prowess needed to unleash the full potential of their teams. By cultivating an environment rich in empowerment, equipped with the right tools and skills, these leaders enable sales professionals to take ownership of their roles within the organization's broader journey. When these essential elements align harmoniously, the result is a sales team that not only meets challenges head-on but thrives in achieving unparalleled success.