In our industry, we often hear about red flags - warning signs of poor management. But it's equally important to recognize the positive traits that foster a healthy, productive, and ethical sales environment.
Today, I want to focus on the positive: the "green flags" that indicate truly exceptional sales leadership, how those affect teams in the long run, and contrast those positive behaviors with the “red flags” to watch out for.
So, what makes a sales manager truly great? Let's break it down:
1. Genuine Care for Team Wellbeing
An exceptional sales manager regularly checks in with their team members, and not just about numbers. They ask, "How are you doing?" and genuinely listen to the answer. This approach values team members as people, not just sales machines.
When salespeople feel truly valued, they're more engaged and motivated, often leading to increased productivity and better sales results. Contrast this with managers who only focus on numbers, creating a stressful environment that can lead to burnout and high turnover.
2. Effective Buffering Between Sales Team and Executives
Great managers act as a shield, filtering out unnecessary corporate noise that could distract their team from their primary focus - selling. They handle the bureaucratic stuff so you can concentrate on what you do best.
This focused approach allows salespeople to dedicate more time and energy to actual selling, potentially increasing conversion rates and deal sizes. Ineffective managers, on the other hand, might pass down every corporate demand, overwhelming their team and reducing both productivity and morale.
Want to develop these positive traits in your company's sales managers? Get started with a free consultation today.
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Top-tier sales managers are champions for their team. They fight to secure the resources and support necessary for their team's success. This might mean battling for better tools, more training, or additional personnel.
With the right resources and support, salespeople can perform their jobs more effectively, leading to improved sales metrics across the board. Managers who don't advocate for their team may leave them ill-equipped to meet their targets, resulting in frustration and underperformance.
4. Internal Promotion
A great manager doesn't just recognize your efforts - they make sure others do too. They advocate for you within the organization, ensuring your hard work and achievements are visible to higher-ups.
This recognition can significantly boost morale and motivation, encouraging salespeople to maintain high performance levels. In contrast, managers who don't promote their team's achievements may inadvertently create a sense of underappreciation, potentially leading to decreased effort and loyalty.
5. Encouraging Growth
The best managers push you out of your comfort zone. They recognize potential you might not see in yourself and encourage you to take on challenges that foster professional growth. Even if you don't feel ready, they provide the support to help you succeed.
As salespeople develop new skills and confidence, they can take on more complex sales challenges, potentially increasing deal sizes and win rates. Managers who don't encourage growth may find their team stagnating, unable to adapt to changing market conditions or take on high-value opportunities.
6. Open Communication
Quality sales managers create a safe space for open dialogue. They allow team members to vent frustrations without dismissing their concerns. This open-door policy fosters trust and helps address issues before they become major problems.
Open communication can lead to quicker problem-solving, sharing of best practices, and a more collaborative sales environment, all of which can positively impact sales results. Managers who shut down communication may miss crucial feedback or early warning signs of issues that could impact sales performance.
7. Leading by Example
Great sales managers aren't afraid to get their hands dirty. When needed, they'll dive into the sales cycle alongside you, offering practical support and demonstrating their commitment to the team's success.
This hands-on approach can provide valuable learning opportunities for the team and help close challenging deals, directly impacting sales figures. Managers who remain aloof from the actual sales process may lose touch with market realities and struggle to provide relevant guidance to their team.
Conclusion
These green flags aren't just nice-to-haves - they're crucial for creating a sales environment that's not only productive but also ethical and sustainable. If you're seeing these traits in your sales manager, count yourself fortunate - you're working with a true leader.
If you're a manager yourself, consider how you can develop these qualities. Start by self-reflecting on your current leadership style. Seek feedback from your team and be open to constructive criticism. Invest in leadership training and mentorship programs. Remember, great leadership is a journey of continuous improvement, not a destination.
Great sales leadership isn't just about hitting targets. It's about fostering an environment where salespeople can thrive, grow, and operate with integrity. It's about building a team that's not just successful, but also proud of how they achieve that success.
