Here's how you can effectively manage a team of Account Managers.

Effectively managing a team of Account Managers means trusting their expertise and empowering them to thrive independently. I prioritize open communication, ensuring everyone understands our goals and feels comfortable sharing ideas. Instead of micromanaging, I provide support and resources for their professional development. We celebrate successes together and learn from challenges, fostering a culture where collaboration and individual growth go hand-in-hand. This approach builds a motivated team that excels in client relationships and achieves targets with confidence and creativity.

Para gerenciar com eficiência uma equipe de gerentes de conta, siga as seguintes sugestões: Estabeleça expectativas claras, comunique as metas, responsabilidades e expectativas para cada gerente. Capacite sua equipe, fornecendo treinamentos e desenvolvimento contínuo. Defina processos e procedimentos, estabelecendo processos padronizados para garantir consistência e eficiência no gerenciamento de contas. Promova a colaboração, incentivando a colaboração e o compartilhamento de conhecimento entre os membros da equipe para maximizar o desempenho coletivo. Estabeleça metas mensuráveis e mantenha a comunicação sempre aberta. São práticas de gerenciamento eficazes que uso e vem surtindo resultados positivos.

En mi experiencia el contratar bien es un MUST que deben tener todos los equipos. Ya he tenido decepciones y he tenido muchos aciertos al momento de escoger. La adaptabilidad y expertise de un comercial no se ven en la entrevista ni en el CV, se ven en la cancha y es por eso que son tan importantes las recomendaciones y el que ellos mismos tengan una marca personal sólida en LinkedIn. Que tengan contenido que demuestren lo capos que son. Comercial que no tiene redes, comercial que no se adaptó, que no se subió a la ola de la tecnología, pues... muy probable que no se adapte a tu empresa.

It is very important when you start this process and begin to look for candidates, that you have a clear understanding of what your goals are as the hiring manager and the organizational expectations are for the position. Based upon that understanding, you can then look for candidates that exhibit the foundational skills, market views, past experience, and the personality traits needed to successfully connect to both your customers and your organization. This drives the best possible launching point for an individual to join a company with knowledge and understanding of what success looks like. It also improves a hiring result that creates an organizational understanding of how does that candidate come in matching those fundamentals.

Setting clear and achievable goals is crucial. A goal-setting workshop has helped me in the past where we defined both individual and team objectives. This clarity helped align everyone’s efforts, provided direction, and ensured that all team members were working towards common targets; fostering a sense of purpose and accountability.

Based on the individual that was selected to fill your role, you should customize goals that expand their knowledge, provides a chance for success and allows them to close any gaps in their skill sets that were identified during the initial interview process. The goals and expectations that are set in the beginning often will translate to the long-term success of a new hire. In other words, the more you customize the process to the individual candidate, the better the result in a long-term productive account manager.

What's key is equipping the team with the right tools and resources. I implemented a robust CRM system and provided training on its use. This not only streamlined our processes but also empowered the team to manage their accounts more efficiently and effectively!

Helping team members grow is a key leadership role. I really like the 'tours of duty' framework to shape development plans effectively. Key points include: - Fixed-Term Agreement: Tours last two to four years, providing clear timeframes for goals. - Clear Mission: Each tour has specific objectives, ensuring shared expectations. - Mutual Benefits: Employees gain skills and experience; employers receive focused efforts. - Ownership: Encourages employees to take charge of their careers. - Adaptability: Promotes innovation and flexibility, enabling effective responses to change. - Continuous Learning: Supports ongoing growth, keeping team members competitive. - Relevance: Helps professionals stay agile in a dynamic job market.

Communication is key to a successful and high-performing team. One tool that has helped me improve is the Situation-Behavior-Impact (SBI) method. This method fosters a culture of open communication, continuous improvement, and mutual understanding among team members. To provide feedback, follow these steps: 1. Situation: Describe the specific context or circumstance. 2. Behavior: Outline the observed actions or conduct. 3. Impact: Explain the effect of the behavior on you, others, or the team.

A study by Deloitte found that companies with a recognition-rich culture have a 31% lower voluntary turnover rate. Celebrating wins and successes and recognizing team members' efforts is key for team members' engagement and morale. It's great if this is done through formal means like bonuses or awards, but at the most fundamental level, it's about showing appreciation to team members and saying thank you. Most of the time, people want to feel appreciated.

When it comes to recognizing success, it is important in the beginning of a new hire process to define success as to the relationship that they are building before the results. The results and sales will come based upon their ability to connect with the customer and understand their needs. The ability to recognize the upfront efforts of someone connecting with the customer base will foster a long-term viewpoint that leads to growing together with your customer instead of just a quick sale.

Let them run. Don’t micro manage. Trust in them to do their jobs. Listen to them and challenge them to provide ideas that they want to execute. Set up the framework that allow them to do this. They need to understand vision and mission. Help them create their ‘what’s’ and ‘How’s’ holding them accountable to achieving them.