There are a number of challenges that you may come up against when trying to change the behaviour of the team and drive a proactive growth culture. Here are some of the most common challenges:
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The "no time"/"too busy" excuse
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No motivation to improve their performance
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Lack of confidence in how to "use" RITA
Ultimately, these are leadership challenges. Unless you already have a culture of proactive daily habitual prospecting, you need to understand that you will need to change people's beliefs, behaviour and sometimes their skills in order to achieve growth.
Here are some tips for how sales leaders can start this process:
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Do they want to improve their business?
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Do they want your help to do that?
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Are they willing to spend 1 hour per week together working on how to do that, in collaboration with the RITA opportunities.
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Schedule a one on one with each team member within the next week. The first one will include the following discussion points:
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If it's bad data, fix it or archive the contact.
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If it's good data, then call it.
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If they don't know what to say, help them develop a dialog that suits them.
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If they are absolutely call averse, then get them to at least send personalised emails to start and then introduce gradual benchmarks of what percent of opportunities are called vs emailed. If they're introverts, forcing them to do an extroverted activity (ie. calls) is never going to work for them long term as they won't be happy doing the work and will ultimately give up.
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Address any technical execution issues (eg. not logging the call correctly)
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Start with prospecting opportunities first - these are the best for growth.
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Get them to self-learn on what to do with each one. Don't tell them unless they really don't know. This is coaching, not training.
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Once in the diary for you both, the process is simple - help them work through their RITA opportunities one by one.
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At the end of the session, ask whether they would be confident to do an hour by themselves working on their RITA opportunity. If yes, get them to diarise it and ask them how they went at your next one on one.
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If they want to cancel the one on one, assess the reason. If they are genuinely struggling with capacity, you will know. If not, then ensure that the time is rescheduled, not cancelled.
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Once they are more confident and disciplined in doing the RITA work, then you can start to spend less time on this and more time on the other items that might be impacting performance (eg. difficult vendors, personal problems etc)
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At least one 3rd of the team spending at least 1 hour per week in a one on one with you working on their opportunities to grow.
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In that hour, between 20 and 40 opportunities are completed assuming that half will simply be cleaning up bad data.
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Assuming that we have 6 agents making at least 20 calls per week (half of the 40) from RITA, we should see at least 400 calls attempted each month. You should aim to continuously drive this number up. This assumes that they aren't doing any extra on their own time.
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You can't force people to want to grow their business. They need to make that decision on their own. You will know instinctively who is serious about committing to this process. If they're not, then that's ok, just assess their overall value and contribution to the team and pick your battles.
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Enabling people to "self-learn", rather than telling them what to do will help decouple you from their success in their future. You can't be there for every opportunity they see/get, but you can give them the foundations for understanding how to make good decisions.