Sink or Swim – How Great Sales Managers Crush Their First 90 Days, While Most Drown By Chris Orlob

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Sink or swim: How great sales managers crush their first 90 days

The world of sales management is an exhilarating yet daunting landscape, especially for new managers stepping into leadership roles for the first time. The initial three months are often compared to a high-stakes game of chess, where every move counts and can dictate the outcome of the game. It’s a period riddled with opportunities and pitfalls, where the potential for success looms large, yet the risk of failure is equally formidable. In Chris Orlob’s insightful “sink or swim”, he elicits a deep understanding of the nuances within these first pivotal days, providing a roadmap for new sales managers aiming to not only survive but thrive in their roles. This guide will explore the strategies and insights gleaned from this journey, ensuring that while some may drown, others will sail smoothly into robust management practices.

Understanding the First 90 Days

The Crucial Transition

Entering a new sales management position is akin to stepping into uncharted waters. The first 90 days act as a critical transition phase, where established methodologies can either be applied or tossed aside, leading to various outcomes. In touch with reality, Orlob underscores that the success of a manager hinges on their ability to swiftly assess their sales team and identify both strengths and weaknesses. The analogy here can be drawn to that of a captain surveying a ship knowing the crew’s capabilities will dictate how efficiently they navigate the tumultuous seas.

Effective onboarding cannot be overstated; it is fundamental in shaping the dynamics of a sales team. The initial days set the tone for future interactions and performance. Managers who engage actively with their team can foster a culture steeped in trust and collaboration, while those who remain aloof may witness their team’s performance dip. In the fast-paced and often pressure-cooked environment of sales, establishing vital relationships is one of the cornerstones of management success.

The Foundation of Long-Term Success

Orlob’s mastery shines through as he emphasizes that rather than being merely a period of sleepless nights focused on hitting sales targets, the first 90 days should be viewed as an opportunity to build foundational relationships. This perspective echoes that of Steve Watkins in “sink or swim,” where he delineates clear goals and communication as imperatives. By constructing an environment where dialogue is encouraged, managers can delve into the fabric of team dynamics and harness the collective strengths of their members.

Here’s a breakdown of essential areas new managers should focus on during these initial days:

Focus Area	Importance	Actions
Setting Clear Goals	Provides direction and purpose	Outline expectations and performance metrics
Understanding Team Dynamics	Cultivates a supportive culture	Conduct team assessments and hold one-on-one meetings
Communication Skills	Ensures transparency and open dialogue	Establish regular check-ins and feedback mechanisms
Accountability	Drives performance and commitment	Implement a system to track and report on progress

Navigating Challenges

Challenges are inevitable during this period, and how a manager responds can either serve as a launchpad for future success or a trap that hinders growth. Orlob’s insights on accountability and performance metrics provide an avenue through which managers can steer their teams with clarity. By establishing clear performance metrics from the onset, managers can create benchmarks that teams can rally around.

Moreover, continuous learning emerges as another key theme in these early days. As new managers, there’s an inherent responsibility to not only teach but also learn adapting to feedback from team members and fostering a culture of learning within the sales environment. The dangers of stagnation loom large; thus, new managers must be agile, much like a skilled athlete adjusting their strategy on the fly. Embracing this ongoing evolution paves the way for sustained success.

Building Relationships and Trust

The Power of Connection

At its core, the essence of effective management lies in building relationships. As Orlob articulates, the need for connection in the sales arena cannot be overstated. Trust acts as the bedrock of any high-performing team. Without it, collaboration falters, and individuals may retreat into silos, significantly impacting performance. Acknowledging team victories and addressing challenges together can transform the dynamics in a profound way.

When a manager instills a sense of belonging within their team, the entire work environment shifts. Team members are more likely to express concerns, share ideas, and innovate processes, which ultimately leads to greater productivity. New managers should prioritize team-building activities, setting aside time for informal gatherings or structured team-building exercises. The investment in these relationships pays dividends in morale and performance in the long run.

The Art of Active Listening

Listening is often an underappreciated skill in the management toolkit. Orlob stresses the transformation that active listening can create within a team. This approach not only allows managers to glean information but demonstrates their investment in team members’ perspectives. For new managers, employing active listening techniques can afford them greater insights into team dynamics. Drawing on techniques such as paraphrasing and asking open-ended questions can nurture an environment where team members feel heard and valued.

Techniques for Active Listening:

1. Reflective Listening: Summarize what you’ve heard to ensure mutual understanding.
2. Open-Ended Questions: Encourage dialogue by asking questions that cannot simply be answered with “yes” or “no.”
3. Non-Verbal Cues: Use body language to show engagement and empathy.
4. Feedback Loops: Regularly check in on team sentiments and adjust approaches based on feedback.

Implementing these techniques will equip new managers with the resources necessary to transform their team’s dynamics significantly.

Case Study: Impact of Team Trust

One illustrative example that underscores the power of trust comes from a sales team within a tech startup. Following the appointment of a new manager, initial team morale was low due to high turnover and a lack of direction.

By focusing on transparency and active listening, the new manager instituted weekly team check-ins to discuss wins, challenges, and goals. Within mere weeks, the environment transformed. Team members reported increased motivation and commitment, ultimately leading to a notable uptick in sales performance by 30% over three months. This case highlights just how vital emotional connections and fostering trust are in achieving tangible business results.

Accountability and Performance Metrics

Establishing Clear Benchmarks

A significant component of effective sales management involves tracking progress and ensuring accountability. Orlob posits that managers must establish clear benchmarks from the start to cultivate a performance-driven culture. This mindset demands an unwavering commitment to goals, while also allowing flexibility for adjustments in response to external factors.

Detailed performance metrics create a tangible class that can be referenced, but they also add an element of accountability that drives team members to stay engaged and focused on achieving their goals. This approach ensures that discussions around performance are constructive rather than punitive.

Key Performance Indicators (KPIs) might include:

• Sales Quota Achievement: Percentage of team members meeting or exceeding their quotas.
• Win Rate: The ratio of deals won versus deals lost during the sales cycle.
• Customer Retention Rate: Measuring the satisfaction and loyalty of existing customers.
• Time to Onboard New Clients: Efficiency in bringing new customers into the fold.

By regularly reviewing and discussing these KPIs with team members, managers can reinforce accountability while signaling their commitment to team success.

Encouraging a Continuous Feedback Loop

Building on the concept of accountability is the integration of feedback loops. Orlob advocates for regular performance reviews and check-ins. These sessions should not only center around metrics but should also touch upon personal development and challenges faced by team members. This dual-focus approach helps to keep conversations constructive and opportunities for growth front-of-mind.

The Role of Technology

In today’s digital age, leveraging technology can also streamline performance tracking and feedback processes. Tools akin to Customer Relationship Management (CRM) systems empower managers to gather insights and monitor team performance efficiently. As technology continues to evolve, new sales managers should remain open to integrating tools that facilitate smooth management processes.

The Continuous Learning Journey

Embracing Change

As Orlob notes, the landscape of sales, particularly in tech sectors like SaaS, is ever-evolving. Managers must embrace this fluidity and foster a culture of continuous learning within their teams. This entails not only adapting to new technologies but also remaining receptive to emerging best practices. The most successful managers are those who recognize they do not have all the answers; instead, they encourage team members to explore innovative approaches and solutions.

Investing in Professional Development

New managers should champion professional development initiatives. Offering resources such as training workshops, online courses, and mentorship programs can enhance skills and strengthen team cohesion. Just as physical fitness requires ongoing care and attention, professional growth is a continuous journey.

Learning from Failure

An often-missed aspect of continuous learning is the acceptance of failure as a crucial part of growth. Encouraging openness in discussing mistakes promotes a learning culture rather than a blame-oriented one. Teams that openly discuss setbacks can brainstorm innovative solutions and adapt strategies, thereby reinforcing resilience.

Examples of Learning Initiatives

1. Lunch and Learn Sessions: Informal gatherings where team members share expertise on topics.
2. Peer Reviews: Facilitate constructive feedback sessions to improve skills.
3. Book Clubs: Read and discuss industry-related literature to paradigm shifts.
4. Mentorship Pairing: Collaborate with experienced professionals outside the immediate team.

Conclusion

The journey through the first 90 days as a sales manager can indeed feel daunting. However, as Chris Orlob delineates, this period can also serve as the cornerstone for lasting success in sales management. By focusing on building relationships, establishing accountability, and fostering a culture of continuous learning, new managers equip themselves not only to navigate the challenges but to flourish. The strategies derived from both Orlob and Watkins provide a rich tapestry of insights that, when woven together, paint a vivid picture of sales management excellence. The pathway ahead, while filled with obstacles, also brims with opportunities for those willing to embrace the nuances and complexities, ensuring that they do not just survive but thrive in their new roles.

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