There’s a difference between being a manager and a coach. While the titles may get used interchangeably in sales, they don’t mean the same thing. A manager focuses on direction and workflow. A coach focuses on skill-building and growth. According to a post on the SmartWinnr blog, high-performing teams need both. This is especially true in sales, when reps can benefit from coaching and managing in equal amounts.
Knowing whether to act as a coach or a manager can depend on several factors, including the complexity of the project and how experienced your team members are with the project. In this issue of PromoPro Daily, we highlight guidance from the SmartWinnr post on when you should coach, manage or use a combination of both.
Direct the employee (managing). According to the SmartWinnr post, when the employee has low to moderate competence with the skills and abilities needed to complete the task, it’s wise to act in the manager role. Maybe you’re working with someone new in their role or new to branded merch. Or maybe an employee is new to a particular client or has taken on additional job responsibilities. You can help them the most by defining what excellence looks like and giving them the resources they need, whether it’s templates or sales scripts, so they can achieve the desired outcome.
Delegate to employee (coaching and managing). This approach is best when an employee has moderate to high competence. Let them decide how they’ll complete a project and ask them to keep you informed about their progress. The post says you should ask questions and provide direction and specific support when necessary. Delegation is great for people who have some experience in their role and a track record of competence.
Develop the employee (coaching). Coaching is most effective, according to the SmartWinnr post, when the employee has high competence and high commitment to the task. Let them know what excellence looks like and then let them get after it. Be sure to recognize them when they successfully complete the project or task. Then, the post says give them their next challenge. Coaching is ideal for people with extensive experience and those who want to try new approaches.
Strong sales leaders shift gears based on the moment. They pay attention to what their employees need in the moment. For example, those new to branded merch may need more structure and specifics while mid-level team members may benefit from more autonomy and stretch opportunities. When you know when to guide as a manager and when to step up as a coach, you can help your team and your people develop at the same time.
Compiled by Audrey Sellers
Source: A post on the SmartWinnr blog.
