Venkataraman Subramanyan’s Post

Success is more than just reaching targets; it's also about creating an atmosphere where people can work as a team, individually, and in relationships. Positive empowerment, a transforming force that pushes sales teams to new heights of achievement, is at the core of this success. Why is positive empowerment so crucial in sales? 1. Boosting Confidence: Confidence is the cornerstone of effective salesmanship. When individuals feel empowered, they exude confidence in their abilities, products, and services. This confidence translates into compelling pitches, persuasive negotiations, and ultimately, closed deals. 2. Fostering Growth Mindset: In sales, as in life, setbacks are inevitable. Positive empowerment cultivates a growth mindset, where setbacks are viewed as opportunities for learning and improvement rather than insurmountable obstacles. By embracing this mindset, sales professionals remain resilient in the face of challenges, continuously seeking ways to refine their approach and exceed expectations. 3. Fueling Motivation: Motivation is the driving force behind sales success. When individuals feel empowered and valued, their motivation skyrockets. They're inspired to go above and beyond, not just to meet quotas, but to exceed them. This intrinsic motivation breeds a culture of excellence, where every member of the team is committed to delivering their best performance. 4. Building Trust: Trust is the bedrock of any successful sales relationship. Positive empowerment fosters trust by demonstrating genuine care and support for team members. When individuals feel trusted and respected, they're more likely to reciprocate that trust in their interactions with clients, building stronger, more meaningful connections that endure over time. 5. Encouraging Collaboration: Sales is a team sport, and success is a collective effort. Positive empowerment encourages collaboration by fostering a culture of inclusivity, where diverse perspectives are valued and contributions are recognized. By working together toward a common goal, sales teams can leverage each other's strengths, overcome challenges, and achieve remarkable results. How do you empower your sales team to reach their full potential? Let's start a conversation in the comments below! #SalesStrategy #Empowerment #Motivation #GrowthMindset #Teamwork #Success

“We’re going with a super rep manager model where they attend all customer visits and are involved in every deal.” That was the response a high-level executive gave me about his go-to-market plans. When we spoke, much of his management team were rockstar sellers who had just transitioned into leadership, and he was betting on them to manage and close the vast majority of deals. The benefits of this strategy are clear: having a great team of sellers involved in your deals can positively impact pipeline progression, deal closures, and quota attainment. An ancillary benefit is that this improves the morale of the entire team. However, there is a downside. Because these managers are highly involved in many of the deals, the actual sellers on the team don't get enough direct involvement in closing deals. And since coaching happens through asking questions and making observations about behaviors, the question becomes: How can the super rep manager become a great coach if they are doing all the work? Without coaching, the team's development and autonomy fail to build. When the super rep manager burns out, the team's performance likely dips because the rest of the sellers have not learned enough to succeed on their own. Another risk is that individual contributors earn promotions based on performance statistics, but the super rep manager did all the work. This creates a paradigm where others become jaded because promotions are based on work the individual didn't do. Sadly, many of the folks promoted under these circumstances struggle and some fail. Here are a few signs that you have or had a super rep sales manager in the role: - The team's sellers don't have any call recordings to review or coach because the super rep sales manager doesn't want anyone to know how highly involved they are. - The team becomes too reliant on this manager and doesn't build their own success habits and strategies. - The team’s success does not sustain once the leader moves on. Management can support their sales reps with training, resources, and leadership. With proper training, top sales reps can become top leaders. But realize that great leaders can be great sales reps, but not all great sales reps can become great leaders. Their sales experience can help support and motivate the rest of the team. So, you need to support your sales reps. That means providing them with a leader who can develop the team rather than do the job for them. Cultivate their skills. Your business will thank you for it.

The Importance of Leading with Purpose When we act as sales leaders, our primary goal should be to drive results. But in today's dynamic business landscape, achieving those results goes beyond simply hitting numbers, it's about fostering a culture of growth, development, and alignment with your company's beliefs and values. In my role as a people coach for our team, I understand the importance of not only achieving targets but also building a cohesive team that is passionate about the organization's goals. Here are some points that I've learned to lead our team towards achieving results: Invest in Personal Development: Recognize that your team members are individuals with unique strengths, weaknesses, and aspirations. Encourage them to set personal development goals aligned with both their professional growth and the company's objectives. Provide resources, training, and mentorship opportunities to support their continuous learning and skill enhancement. Lead by Example: As leaders, your actions speak louder than words. Demonstrate a commitment to the company's values in your daily interactions and decision-making processes. Model the behaviors you expect from your team members, such as integrity, collaboration, and customer-centricity. Your authenticity will inspire others to follow suit and Don't be afraid to demonstrate vulnerability. Foster a Culture of Feedback: Create a culture where feedback is embraced as a tool for growth rather than criticism. Regularly engage in constructive conversations with your team members to provide both positive reinforcement and areas for improvement. Celebrate Successes: Recognize and celebrate individual and team achievements, no matter how small. Acknowledge the efforts and contributions of your team members publicly, whether it's hitting a sales target. Align Around Company Values: Your company's values serve as the guiding principles that drive decision-making and behavior. Take the time to articulate and reinforce these values with your team, emphasizing their importance in achieving both individual and organizational success. Encourage Autonomy and Ownership: Empower your team members to take ownership of their roles and responsibilities. Provide them with autonomy to make decisions and take initiative within their areas of expertise Lead with Empathy: Understand that your team members are human beings with their own challenges and emotions. Take the time to listen actively, show empathy, and support them through both professional and personal hurdles. By focusing on people development and aligning with company beliefs and values, you'll not only drive sales results but also cultivate a high-performing team that is engaged, motivated, and committed to the organization's success. Keeping the focus on people, being kind to individuals, and being diligent with processes.

Building a Thriving Sales Team: The Foundation of Business Growth Positioning your wider team for success starts with setting up your sales organization for success. So much of what happens in business begins in sales. When you onboard a customer with mismatched expectations or unrealistic pricing, you're setting yourself up for internal and external challenges. Yes, sales need to meet targets, but the goal is to foster an environment where both the business and sales team thrive. Balancing the needs of the business with the needs of the team and then of individuals is part of the challenge in building a great sales team. For example, the cost of not hiring right extends beyond just wasted time—one failed salesperson can put your business 6 months behind and jeopardize annual revenue goals. Take your time to find the right fit! Some businesses throw salespeople into the deep end, expecting them to "figure it out." Real managers know that the right hire with effective training is key, even for seasoned pros. Just like top sports teams have training camps, we must set our teams up for success. Continuous training equips salespeople to better engage with customers, understand their needs, and navigate complex sales processes. It keeps the team updated on industry trends and new products, while boosting morale and productivity. Remember, successful people don't leave companies; they leave managers. I've hired many great salespeople who left their previous roles because of poor management. It's crucial to reflect on our management style and adjust as needed to motivate your team. Whether leading from the front, behind, or the side, the primary goal should always be to inspire and support our teams. Find out more at my latest blog here: https://lnkd.in/gUeiJE57 #SalesSuccess #Leadership #TeamManagement #ContinuousImprovement #TrainingAndDevelopment #SalesExcellence #CustomerEngagement #BusinessGrowth #LeadershipDevelopment #WorkplaceCulture

How do you keep your sales team fired up? Here are my top 10 tips: 1️⃣ Offer Targeted Coaching: Give your team regular, personalized coaching to boost their strengths and address their weaknesses. Don’t coach everyone the exact same way!! 2️⃣ Lead by Example: Show them how it’s done by closing deals yourself. It builds trust and sets the bar high. 3️⃣ Create Clear Career Paths: Let your team know how they can grow and discuss what the bigger picture looks like. Keep them motivated and looking ahead. 4️⃣ Set Achievable Targets: Make sure goals are challenging but doable. Keeps morale high and performance steady. 5️⃣ Keep Promises: Always follow through. It builds a culture of trust and reliability. 6️⃣ Hire Inspirational Individuals: Bring in new members who can uplift and inspire others through their actions and attitudes. 7️⃣ Explain Changes: Communicate the REASONS behind changes and how it’s beneficial to each individual. Don’t order them around. Provide the “why.” 8️⃣ Achieve 80% Target Compliance: Aim for at least 80% of the team hitting their targets to maintain a strong, competitive environment. 9️⃣ Value and Implement Feedback: Actively seek input from your team and use it to make informed decisions that benefit everyone. 🔟 Balance EQ and Business: Find the right balance of emotional intelligence and business savvy to keep your team connected and effective. Focusing on one end only can be disastrous Which one is most important? No. 2 Why is this important? Because without firsthand experience, you lack credibility. Your team needs to see that you’ve gone through the same path and succeeded. Walk the Walk & Talk the Talk This builds trust and demonstrates that success is attainable by following the process.

Stop Micromanaging and Start Empowering Your Team! As leaders in sales, it’s easy to feel the urge to oversee every detail of your team’s work. After all, it’s your reputation and goals on the line! But here’s the truth: micromanaging stifles creativity, crushes confidence, and creates a culture of dependence. Micromanagement can lead your team to second-guess themselves and lose confidence in their own abilities. Sales is all about mindset, and when that’s shaky, it can show in how your team communicate with clients. Instead, focus on these key strategies to empower your team and let them thrive: 🤝 Trust Your Team – You hired them for their skills. Give them the freedom to show you why. 🤝 Clear Communication – Set expectations from the start and be transparent about goals. This builds clarity and reduces the need for constant check-ins. 🤝 Provide Support, Not Oversight – Be a resource, not a roadblock. Offer guidance when needed but avoid stepping into their tasks. 🤝 Celebrate Wins – Small wins, big wins, acknowledge them all. People perform better when they feel recognised and appreciated. Remember, successful sales leaders cultivate a team that can function independently and drive results. By stepping back and empowering your people, you’ll not only see growth in your team's performance but in your own leadership skills, too. Make sure you’re leading with trust, not control. 🔷 🔷 🔷 🔷 🔷 I am a Recruitment Specialist at Miller Recruitment and I share tips and ideas for both candidates and companies. Creator of the Career Boost and Redundancy Support Programmes. Enjoy reading this? 🔷 LIKE 🔷 Got something to add? 🔷 COMMENT 🔷 Would others find it useful? 🔷 REPOST 🔷 Want to see more like this? 🔷 FOLLOW 🔷

The hidden cost of sales bulldozers Here are 3 ways aggressive salespeople damage your business: 1. Short-term gains, long-term pains They close deals fast but leave a trail of problems behind: • Unhappy customers who feel pressured • Strained relationships with delivery teams • Higher churn rates from mismatched solutions 2. Toxic team culture Their behavior spreads like wildfire: • Junior reps copy aggressive tactics • Team collaboration breaks down • Trust erodes between departments 3. Management trap Leaders often enable this behavior: • Overlooking bad practices for results • Setting wrong examples for the team • Creating dependency on star performers The real danger? When you reward bulldozer behavior, you're telling your entire team that's how success looks. Want sustainable growth? Focus on building a sales culture that values: • Customer success over quick wins • Team collaboration over lone wolves • Long-term relationships over fast closes Your business deserves better than short-term wins at the cost of your culture. Agree? Share your thoughts below. Like this post? Follow me for more sales insights.

“Embracing Change: How Sales Leaders Can Let the Situation Shape Success" As sales leaders, we often find ourselves in the driver’s seat, steering our teams toward success. But what if, instead of trying to control every aspect of the sales process, we allowed the situation to mold us? In this post, I’ll explore how embracing change and adapting to circumstances can lead to better outcomes for both salespeople and their leaders. Understanding the Stuck Salesperson: Imagine coaching an underperforming salesperson who’s stuck in a scarcity mindset. They believe there are limited prospects for their products and services. As a leader, your first step is to acknowledge their current state. They’re talking to you because they’re stuck due to their choices and fears. Help them set small, achievable goals that build momentum over time. Remember the 20-90 principle: 20 days of consistent new behavior impact the brain, and 90 days imprint it. What’s in It for Them? Private discussions matter. Forget about money momentarily. Ask the salesperson what personal gains they’ll experience by moving from 85% to 100% or 110% of quota. Encourage them to get specific and emotional. Only emotion drives behavioral change. Let them express why changing behavior is a necessity, not just a desire. Start Small: Instead of trying to change everything, focus on one or two aspects. For instance, consider prospecting and closing. Engage in a conversation: You: “What does your prospecting routine look like?” Salesperson: “I cold call for six hours a week.” You: "Suppose you experimented with a new activity during that time. How might it impact your results?" Situational Leadership: Adaptability is key. Situational leadership involves motivating, building trust, and growing buy-in. As a sales leader, prove your capability to guide team members effectively. Understand their unique needs and empower their growth. Sales leadership isn’t about rigid control; it’s about flexibility and learning from the situation. Let the winds of change shape your sails, and watch your team navigate toward success.

Sales leaders are wasting time on calls (or making cold calls themselves). They should be leading, not jumping into every conversation. Here’s why: 1. Jumping into calls does more harm than good When leaders constantly step in, it sends the message that they don’t trust their team. This not only hurts morale but also limits reps’ ability to grow and perform independently. Plus, the temporary motivation from having a leader on the call is often driven by fear or pressure—not the right kind of inspiration. 2. Leaders revert to selling because it’s what they know Top-performing salespeople often struggle to transition from “star seller” to “team coach.” Staying involved in sales calls keeps them in the weeds instead of empowering the team and focusing on strategic leadership. 3. Sales calls don’t build independence; they build dependence Hovering over reps creates a crutch. Reps become reliant on their leader’s presence, which stunts their development and prevents long-term success. 4. Focusing on strategy drives better results It’s tempting to jump into calls when numbers are tight, but leaders should focus on high-level tasks like performance analysis, training programs, and aligning sales strategy with company goals. What you should do instead: - Empower your team: Focus on coaching and providing the tools your reps need to succeed independently. - Build independence: Step back and let your reps handle calls to build their confidence and skills. - Shift to strategy: Prioritize big-picture tasks like process improvements and long-term team development. - Develop leadership skills: Invest in leadership competencies like coaching, mentoring, and team-building. The best sales leaders don’t micromanage. They coach, trust, and enable their teams to thrive on their own. You’ll create a stronger, more self-sufficient team—and drive long-term success for your business. Find this helpful? Share this post. ♻️ Follow 👨🍳 Elric to never miss a post. P.S. What do you think?

Want to retain clients and/or Top Talent in 2025? These 5 questions could change everything ⬇️ Most people don’t leave overnight—whether it’s clients, team members, or even relationships. They leave when they feel overlooked. When their efforts, needs, or value are taken for granted. Whether you’re leading a sales team or managing talent, asking open, honest questions is the key to building trust and ensuring long-term loyalty. The end of the year is the perfect time to reflect and plan for the future. Start 2025 on solid ground by applying these must-ask questions: 🔹 What made you choose to work with us in the first place? Goal: Rediscover what originally attracted them so you can continue delivering on those strengths. 🔹 What might make you consider leaving us? Goal: Uncover hidden risks or unmet needs before they turn into reasons for leaving. Proactive conversations show you care and value their partnership or commitment. 🔹 What do you feel we need to improve or change to better support you? Goal: Gain actionable feedback to meet their evolving expectations and ensure continued satisfaction and loyalty. 🔹 Please rate our collaboration from 1 to 10. What would it take to earn a perfect 10? Goal: Invite specific, measurable feedback that demonstrates your dedication to improvement and excellence. 🔹 What do you appreciate least about your experience with us, and what should we absolutely improve? Goal: Address weaknesses head-on to build trust and show you’re serious about making things better. These questions may feel uncomfortable but demonstrate a deep commitment to understanding and improving. Because relationships—whether with clients, team members, or partners—thrive on open communication, not assumptions. 💬 What’s one question you think every leader should ask to strengthen loyalty? Drop it in the comments! 👉 Want to explore more human-driven sales and leadership tips? Follow me ⬆️