Developing great sales leaders through a methodical process and playbook.
Who do we develop?
Our Sales Leadership Development process is intended for three types of people:
Current individual contributors who you see stepping into leadership in the next 6-12 months
Current 1st line sales leaders that are in their first 18 months of leadership
Early stage founders and CEOs that are having to act as the sales leader
The process of developing great sales leaders
Phase 1: Onboarding Relentless Growth
Every engagement begins with onboarding Relentless Growth into your organisation. By better understanding your company, your offering, your team, your culture, and how you operate, we can more effectively work as an extension of your team.
This phase lasts 2-3 weeks and would consist of interviews with key members of your team, as well as access to content and data that will get us up to speed quickly. Individuals who you would want to put through the Development Process are identified during Onboarding.
Phase 2: Identifying Leadership Potential and Uncovering Blind Spots
In this second phase we begin the process of assessing the leadership indicators of the individuals you have put forward.
External Indicators of Leadership Potential
External Indicators of leadership potential show up in sales performance data, leadership evaluations, peer interactions and how the individual conducts themselves on a day to day basis. We’ll start by analysing the quantitative and qualitative indicators from these sources.
Internal Indicators of Leadership Potential
The only way to truly gauge the indicators of leadership potential that are internal to the individual is to spend time with them, getting to know where they’ve come from and where they see themselves going, and understanding their underlying motivations and drivers. Going beyond basic discovery, we may also incorporate leadership profiling tools, self-assessments and 360 assessments.
Tailored Leadership Development Plan
The insights gained from the external and internal indicators of leadership potential form the basis of the tailored plan for this individuals’ development.
The nature of their leadership potential and possible blind spots inform what parts of the Relentless Growth Playbook we emphasise as well as the appropriate sequencing of topics for their development and growth.
Phase 3: One on One Development using the Relentless Growth Playbook
Relentless Growth Leadership Development
Our development process is an organic one. We don’t follow a rigid curriculum, instead we use their tailored plan based on their unique indicators of potential and let the overall pace be dictated by their progress.
The development process typically lasts between 4-6 months, with sessions every two weeks. These sessions, along with the assignments to complete in advance, are geared towards validating the individuals’ adoption and application of each skill and concept. The process of learning is owned by the individual, we simply act as their facilitators of growth.
Developing the People EQ of great sales leadership
This part of the Relentless Growth Playbook focuses on the skills required to find, attract, motivate and retain great talent. Sample topics covered includes:
Knowing how to spot the A-player when recruiting
How to treat recruiting like a sales cycle, attracting that A-player to your team
How to win the hearts and minds of each member of your team
How to satisfy your teams’ need for development, recognition & progression
Creating a culture of ownership, accountability and growth
Developing the Business IQ of great sales leadership
Having and keeping the best people is only possible when you can give them a clear path to success and support their execution of that path. This part of the Relentless Growth Playbook will arm them with skills like the following:
Identifying and communicating the path to success for each contributor
Arming your team with the critical ingredients for predictability & repeatability
How to monitor the health of your business without micromanaging
How to diagnose performance gaps & identify development needs
How to develop your A-players to a process of execution
Ongoing Process Feedback
Throughout the process we will be providing Senior Leadership with insight into the individuals’ progress. We work as an extension of your leadership team which requires close alignment, allowing you to supplement and reinforce areas of growth.