Leadership: do not panic as your technical skills are surpassed!

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It passed by without me noticing it, but it now has been two years since I was given the responsibility to take the lead in the troubled Bratislava office.

I have recruited all but one of the people I have trusted to develop our sales. They all have made tremendous progress as I watch the month of February come to an end with a new record and an outstanding month of January.

I am beginning to work with people who know more things than me on the technical level however: they understand better how the tools work, they know where the switch for changing this setting or this setting is, they know the power output of the nozzles and can assess on the power of the previous customer installation…I fold as their concrete experience has grown and turned them into skilled sales technicians.

Smoking a cigar at home the other day, I wondered how someone like me needs to envision the coming months or years to keep the organization tidy, functional, and successful as my output no longer includes higher technical knowledge or experience.

In general, the manager needs to bring something more to the table than simply a more detailed knowledge, or info, or capacity to do a higher discount.

Here is how I prepare my complimentary cocktail:

1) I stand by the company and my upper management any minute even when I disagree with their paths. Once something is decided, it needs to be applied. I explain and we go ahead. Playing any other game might make you sympathetic to your team when the decision taken is unpopular but it does not help leadership at all. On the contrary, you look like a “loser”.

2) I take decisions quickly and explain my reasons to the team member when a situation arises. I take full responsibility for it and should it be a mistake or should that decision be challenged by my upper-management, well so be it. Once I am convinced, my team can take my decision to the bank.

3) I encourage personal responsibility and return many of their requests to their own personal judgment.

4) I encourage them to review the situations they are in from a different perspective and share experiences I have had in the past. I tell many anecdotes of my work experience, of my business relationships, of my personal readings and research and my “gut feeling”. In short, I try to help them see things through a “people” perspective.

5) I am not afraid to keep my rules valid. It is not because a salesperson starts to be successful that that person can play outside the rules of the firm. You still come on time, you still help out your colleagues, pick up the phone, take down the bin to the container (and I do so myself as to set an example) and there is no eating in the office outside of break hours. Actually for the last one, I wish that was 100% true, but I still have to raise my voice.

There are no guarantees in this business, and you can always be challenged. Perhaps one last thing I see important might be discutable. I work with the opinion leaders of the team and always try to have them as ambassadors and help them understand the reasons of doing what we do. More generally, it is important to listen to each and every one. As a sales manager, you are still selling them the motivation to do their job well, the promising rewards of personal and permanent self-improvement, and the potential enjoyment of working with you and their colleagues. And we all know selling is listening first.

In one word, perhaps one of the pillars of leadership is to demonstrate you care: you care about the company and you care about the people you work with and you want the best for both. And you demonstrate that every day, with your own personality, your own life experience, and your own dreams.

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Filed under Article, central europe, distribution, sales management, sales manager, Uncategorized

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