Tips for Enhancing Sales Rep 1:1 Meetings

When I first became a FLM, I struggled big time with follow-through w/my reps. 😅 What do I mean by that? I succumbed, like so many of us do, to "random acts of coaching." 💥 🏃♀️ Running from meeting to meeting, shouting out (or typing up) bits of chaotic feedback for one rep as I hopped on a call w/another rep, etc. Very little consistency or follow-up from week-to-week. One of the single most impactful things I started to do was document Coaching Focus Areas (CFAs) — 1-2 high-leverage skills per rep that we focused on together over the course of a quarter. More CFAs than that, and it's overwhelming/doesn't drive results, IMO. 💡 How to do it: 💡 1️⃣ Write out all the key skills that reps at your org need to have to be exceptional within their role. You can model this list off of your top performers. 2️⃣ Get familiar w/each of your reps' strengths and weaknesses. Observe calls live or via recording, dive into the CRM, and take note of the biggest areas for growth (as well as areas for praise!) against the list of key skills. 3️⃣ Simultaneously, ask your reps to self assess where they fall against these skills. 4️⃣ Align w/your reps on 1-2 Coaching Focus Areas. Document them. Make it clear what GOOD looks/sounds like on each item. Ask that they take part in their own growth by sharing clips of them demonstrating attempts at mastery on those CFAs. 5️⃣ Meet w/your reps live, regularly (I've found this only happens effectively if I separate coaching sessions from 1-1s, btw), to review clips, role play, and assess progress against their CFAs. 6️⃣ Celebrate their successes and improvements, and cycle in new CFAs when they've started to really nail it consistently! Easy, breezy, beautiful: sales coaching. 🎖 Happy to share templates — HMU. Sales leaders — how do you ensure your FLMs are successfully coaching your reps? 👇 #salescoaching #salestips #sales #b2b

How I helped ~90 AEs & BDRs increase outbound meetings set by 42% quarter over quarter 👇 Back story: - This sales team primarily relied on expensive inbound leads - AEs were not self-sourcing pipeline - Many AEs hadn't made a cold call in years - Inbound deals were way too small Here's what we did: ✅ Focused on training front-line leaders This is crucial for making habits stick and creating long-term results. ✅ Implemented the "Reinforcement Loop" framework with leaders We used this simple framework to reinforce the training. Teach. Telling is not teaching. Speak to the why, what, and how behind the area of coaching focus. Practice. The stakes are high in live situations with prospects. Avoid a culture where reps practice on prospects. Role play and facilitate practice during your 1on1s and team coaching calls. Observe. Self-reported data is the least accurate. Trust in your reps, but verify by watching and listening to them in action. Coach. Ad-hoc coaching doesn’t create lasting change. Be consistent in delivering coaching. But more importantly, empower reps with the tools and ability to self-assess and self-coach. ✅ Determine the Sales Math You must establish metrics for success. They worked with each rep to determine the exact level of activity needed to hit their desired target. No arbitrary activity metrics. ✅ Give to get culture with rep coaching In order to get coaching, reps must first attempt to coach themselves. We did this by aligning the leaders on a standardized cold-calling scorecard. Then, each rep was required to score one of their cold calls and bring it into their weekly 1on1 for feedback. ✅ Weekly GSD sessions We ran twice weekly Get sh*t done sessions with the sales team. These are two 1-hour standing calls where every rep is required to get on and prospect within each of their teams. Managers get in the pit, give feedback, and make calls with reps. ~~~ This is what it takes to create a dramatic pipeline-building culture shift in your org. It's hard. Requires a ton of discipline and accountability from front-line leaders. And takes 1-2 quarters to successfully implement. Want help making this culture shift at your org? Drop me a DM and I'll let you know we might be able to help #sales

At Stone Road, one practice I introduced immediately when I joined the team was implementing weekly 1:1 check-in calls. I firmly believe in the power of structured communication, regardless of team size – even in our tiny, two-person team, these calls have proven invaluable. They provide dedicated time each week to discuss ongoing projects and strategize for the week ahead, ensuring alignment and accelerating goal achievement. Our approach to these 1:1 meetings involves using a Google Sheet that we fill out before the meeting and alternate who leads each week. This allows both of us to openly share perspectives, ideas, and talking points, ensuring a collaborative and productive discussion. During these check-ins, we cover several key topics: 1. Last Meeting Follow-Up: We review highlights from our previous check-in to assess progress and identify outstanding tasks. 2. New Discussion Topics: We identify and discuss new topics for the week which are then followed up on in our next meeting, ensuring continuity and forward momentum. 3. Wins of the Week: Recognizing and celebrating both small and significant victories is essential, especially in our dynamic industry. Even in the most challenging weeks, we can identify at least 10 bullet points of wins we’ve had that week. 4. Action Items: We outline specific tasks to be completed before the next check-in, ensuring accountability and progress. 5. Weekly Deals: We assess our inventory and strategize on which SKUs to push and tailor our weekly deals around those specific SKUs. Do you conduct weekly 1:1 meetings with your team? I’d love to hear about the topics you find valuable to cover. Share your insights below! 👇

Sales Rep: I’m struggling on this deal. What can I do to bring it back into play for the quarter? Sales Leader: Let’s try an executive to executive outreach to see if we can get a conversation restarted. Don’t be this sales leader. ⚠️ The strategy may be great, but that’s not the problem. Don’t just provide solutions. Ask questions to help guide toward solutions. When you tell someone what to do, you limit the rigor of their thinking. This stifles growth. Instead, try handling it this way: “Yeah it’s certainly a challenge. You’re so much closer to it than I am, so before I share my thoughts, I’d love to hear what you’re thinking.” It’s empowering for the rep. It communicates that you trust them. When reps feel trusted, they will do incredible things for you and the team. They will stay more engaged and retain at higher rates than reps that aren’t coached like this. You can stop your endless cycle of firing, interviewing, and hiring reps and pick up that needle point hobby you’ve always longed for. Questions > Answers. #salescoaching

A more powerful way to get results than bonuses, policies, or KPIs: strong relationships with your team. Here's how to invest in that area. Build a discipline of one-on-one meetings with each team member. Follow this process consistently and you will see your team's performance increase. 1 // Set the expectation and commit Tell the entire team you will be meeting with them weekly/bi-weekly in 1:1s. They will know it's coming, and you will have committed yourself publicly, increasing accountability. 2 // Begin each 1:1 with a personal connection People enjoy work more when bosses care about them. And bosses enjoy work more when they know what's going on in their team members' lives. Ask about their weekends, their favorite tv shows, their hopes for the new year. Share your own. 3 // Review the achievements since last time you met. These will include commitments the team member made in the last meeting. Reviewing these achievements is an easy way to recognize success. 4 // Identify barriers. Here's where you earn your paycheck. Any team member working on something meaningful is going to get stuck, either through someone blocking them or simple confusion. Ask them what's getting in the way and commit to escalating or advising them through the challenge. 5 // Plan for the next week. What are the team member's top 3 commitments to complete until next time you meet? Make sure they write them down. This is the clear priority for how they will know they are successful. 6 // At the end of the meeting, write down what you discussed. Record the achievements (or missed commitments). Note what the team member committed to. Save these notes in a file. They will help you focus on priorities over time. And your notes will make performance reviews easy and full of examples. Simple 1:1 meetings turns routine interactions into powerful opportunities for growth, empowerment, and collective success.

Want to know how to have killer 1 on 1 meetings? Here's my framework i've been using for the past 10 years: 1. Start every meeting w/ personal Life. I use this to discuss any good/bad issues going on in my employees life. I also discuss personal goals they are trying to achieve. I'm keenly aware that I'm stewarding people for a season so I want to make sure I'm their biggest advocate for any of their life goals. This also gives me a pulse on how they are doing personally. If they are struggling I can give them time off or help them manage their work schedule accordingly. 2. Let them bring up any issues or questions they have. I typically want them to set the work agenda before I give them any new tasks. High performers typically don't need me to tell them what to do. They need my resources or authority to get them what they need. 3. I recast vision of why they are doing what they are doing. Whether it's current projects or new projects I assign, I constantly cast vision. 4. I give them feedback on how they are doing. People want to know if they are performing well. So I make sure to end every meeting with feedback. Small caveat: If i's a huge constructive feedback I will circumvent the process and do this after personal stuff has been addressed. What's a great tip you have for 1on1's? #doublewin #fullfocus

A mistake I see sales leaders make is cramming all their coaching into the 1-on-1. The 1-on-1 is an opportunity for the rep to ask questions. It’s not the time to review the pipeline or deliver a PIP. Make the weekly 1-on-1 something your reps look forward to, not fear. It’s where you build trust and develop the careers of your teammates.  Have the rep fill out an agenda ahead of time- And make sure to read it before the meeting. It’s ok to have themes such as a recap of last month, plan for this month, career prep- But only hit on these after you’ve worked through their agenda topics. The weekly one-on-one is the most important meeting on the calendar. Over time, they’ll drive employee referrals, higher morale, and a lower attrition rate.

Are your 1:1 meetings with your team falling into a monotonous routine? It's time to break free from the deal-centric approach and embrace the power of meaningful conversations. Here's a step-by-step guide to transforming your 1:1s into valuable opportunities for growth: 1. Set the stage: Create a comfortable environment where open dialogue can flourish. Encourage your team members to share their thoughts and ideas. 2. Active listening: Start by asking open-ended questions and truly listening to your team. Understand their personal and professional motivations, challenges, and aspirations. 3. Share insights: Provide guidance and share relevant industry insights that can help team members enhance their skills and approach. 4. Collaborative goal setting: Align on shared objectives and develop a roadmap to achieve them. Involve your team members in decision-making processes and empower them to take ownership. 5. Development opportunities: Identify areas where your team members can improve and provide resources or training to support their growth. Remember, a successful 1:1 is a balance between learning and sharing. By implementing these steps, you'll unlock the true potential of your team and foster a stronger, more productive relationship. #SalesLeadership #ProfessionalGrowth #MeaningfulConversations

“My teammate is a reserved person, and I find it challenging to get them to open up during our one-on-one meetings. Whether they're uncomfortable discussing certain topics or simply prefer to keep things brief, I want to create a more meaningful connection and draw out their thoughts.” A typical situation which happens quite a lot during the career of every manager. Hopefully, there are effective tips and tricks that can help me overcome this common situation and make our one-on-one meetings more productive and insightful. 🤔💡" 🔵 Avoid the Yes/No Trap: Instead of asking questions with one-word answers, opt for open-ended inquiries that encourage more elaborate responses. For instance, replace "Did you complete the project?" with "Tell me about your progress on the project and any roadblocks you've encountered." 🔵 Start with Neutral Topics: Kick off the conversation with light and non-threatening topics to build rapport. Casual questions like "How was your weekend?" or "What are your hobbies outside of work?" can set a relaxed tone and gradually lead to deeper discussions. 🔵 Show Empathy and Patience: Recognize that some individuals take time to open up. Demonstrate genuine empathy and patience during the conversation, reassuring them that their perspectives are valued. 🔵 Listen Actively: Active listening is a superpower! 🦸♂️ Be fully present during the conversation, maintain eye contact, and nod in acknowledgment to show that you're genuinely interested in what they have to say. 🔵 Use "What" and "How" Questions: Employ questions like "What challenges are you facing in your current project?" or "How do you feel about your role in the team?" These encourage detailed responses and deeper insights. 🔵 Allow Silence: Don't be afraid of silence during the conversation. Give your direct report space to collect their thoughts and respond in their own time. 🔵 Be Supportive: Ensure your team members know that you're there to help and support them. Show appreciation for their efforts and celebrate their achievements, fostering a positive and trusting atmosphere. 🔵 Reflect and Summarize: Throughout the conversation, paraphrase their responses and summarize key points to show that you're actively engaged and value their input. 🔵 End with Encouragement: Conclude the meeting by thanking them for their honesty and contributions. Express your commitment to their growth and well-being within the organization. By incorporating these strategies, you'll create a safe and empowering space for your quieter direct reports to thrive and shine! 💪 Remember, understanding and supporting our team members is a continuous journey that enriches both their professional development and your leadership skills. #LeadershipSkills #OneonOneMeetings #OpenEndedQuestions #CommunicationTips #EmployeeEngagement #TeamBuilding 🚀🤝