Bukunmi Odetayo’s Post

I’ll never bet against a sales manager who knows: 1- what they need And 2- knows how to ask for it! I’ve heard leaders in the sales space say that their ideal team manager is someone who doesn’t ask questions, they just get things done. Head down, eyes forward, results-focused. And while these can be great qualities in the right setting, there’s something missing… Inputs. Let’s break this down. The minute corporate leadership lays out expectations, like: • Increasing sales • Improving revenue • Expanding customer base Great sales managers know that expectations are just one side of the equation. But what about the other side? It’s all about output vs. input. If the required output is an increase in sales, then we’ve got to translate that back into the right input behaviors before that gets anywhere near the team. What does this look like, in practice? • Clarifying what success looks like, as specifically as possible. Numbers and clear targets are our friends. • Breaking down what we have vs. what we need to reach the goal. • Identifying missing ingredients – behaviors, funding, resources – and making a plan to get them. If you find a sales manager who knows how to ask for what they need AND drives results , never let them go.

Sales # Sales # Sales Some managers and team leaders often resort to the wrong approach when dealing with sales staff who fail to meet their targets. It is crucial to shift the focus from threats of termination to fostering open communication and support. Encouraging a healthy dialogue with your sales team can lead to more productive outcomes and a positive work environment. Let's prioritize constructive feedback and mentorship over ultimatums in driving sales success.

Sales Leaders - Director vs. Manager What sets Sales Directors apart from Sales Managers? Both are crucial for sales success, but their roles differ significantly. Sales Directors are the strategic architects, crafting long-term plans and driving innovation to propel growth. They're the captains, charting the course and setting the sails for success. Sales Managers, on the other hand, are the tactical champions. They're on the front lines, coaching and motivating their teams to achieve immediate goals. Imagine them as the skilled navigators, ensuring smooth sailing towards those objectives. Directors need to be allowed leverage their strategic vision. Give them the freedom to lead, innovate, and guide your sales team towards long-term wins.

Sales leaders, remember your days as an account executive. Leading teams for 9+ years, I've never lost touch with that role. Why? We've all seen leaders who focus on refreshing dashboards for updates and ask us to complete tasks that aren't helping to create, progress and close revenue. Just yesterday, I cold-called a prospect for an AE on my team, enduring wrong numbers and an angry contact, but eventually securing a meeting with a VP at a Fortune 500 company, it felt rewarding. It showed my team I'm in the trenches with them. Leaders, don't do your AE's job (being an Super AE), but engage in high-impact activities that advance deals. Model behavior, seek feedback, and ensure you're supporting—not overshadowing—your team. They deserve a leader who leads by example. Go make it happen!

I have parted ways with sales reps that likely could have benefited from more runway. I have retained reps for far too long that simply were never going to adjust & improve. Through those mistakes, I have identified a few questions that I now work through when in the unfortunate situation of analyzing an underperforming team member: Question #1) Is the person working hard, undoubtedly? This can’t be a “I think so” type of thing.  It must be a no doubter - “he/she is absolutely hoofing it every single day.” Question #2) Do the associates around this person (peers, support, etc.) have good things to say about them? Is it clear to all of them that this person cares tremendously about their craft and is leaning on all resources available to try and push through? Question #3) Are they open to coaching and most importantly here, are they willing to implement actual change in behavior based on the advice they receive? Have they proven this to you repeatedly? Question #4) Have I, as their leader, and the organization set them up for success? Dive deep into your vulnerability tank here. Sometimes you will realize it’s more you or more situation than them. For leaders- Based on your answers, your path forward will likely be much clearer. For reps - if you are struggling to ramp up or are going through a rough patch, check yourself against the first 3 questions above. Make sure those must-haves are in place. If so, hold your head high and keep pushing, it will work out. *(make sure you are at a good organization, too… RepVue can help with that)

As i always said to my sales champions for derving the best performane from their team planning is something which should be detailed and clear to get it you must have a strategic vision to achieve your organization goal Planning and strategy are interrelated processes essential for the success of any organization. Strategy sets the long-term vision and direction, identifying overarching goals and competitive advantages to navigate an uncertain future. It involves understanding the market, analyzing competitors, and positioning the organization to achieve sustainable growth. Planning, on the other hand, translates this strategic vision into actionable steps, detailing specific tasks, timelines, and resource allocations required to achieve the strategic objectives. It focuses on the short to medium term, ensuring that daily operations align with the strategic goals. Together, planning and strategy create a comprehensive framework that guides decision-making, coordinates efforts across various departments, and helps the organization adapt to changes while staying on course towards its long-term aspirations.

I love having career conversations with sales reps. One question I get often is...I'm interesting in getting into leadership but not sure how to do it. Here are a few of my suggestions: 1) Be a rock star where you are. Top of the leaderboard demonstrates command of your sales craft and understanding how to win. Being the best at understanding product, the market, internal process and systems is foundational for your success first and foremost. 2) Give back to others. Once you have mastered your skills, teach and help others on your team. Be a buddy or mentor to new hires, share your tricks for success and see if you can replicate your formula with others. 3) Go above and beyond. Look for problems to solve, be a cross functional advocate. Have a point of view on product/process issues, make suggestions for new tools and systems. Try new strategies on your own accounts and measure impact. I also remind reps...the next step up doesn't have to be in management either if that doesn't quite resonate. There are many paths to personal and professional growth. Management is just one of them. 😁

Leadership isn't your job title - it's your action. Jump into action with these 5 things: In the world of sales, leadership is not appointed—it’s assumed through action 📈 In sales, a title can open doors, but it won't close deals or inspire your team—that's where true leadership comes in. Here’s what makes a sales leader stand out: 1/ Actions > Titles 2/ Positive Attitude + 3/ Leading by Example 4/ Integrity in Deals (inside and out) 5/ Behavior That Inspires - do the right thing 6/ Masterful Listening - create a safe space of feedback 7/ Empathy in Negotiation, index on win-win as you consider all sides 8/ Respect Earned 📌 5 ways to steer your sales team to new heights: 1. Drive Initiatives: Identify opportunities and lead the charge toward new ventures. Power vs Force. 2. Motivate and Rally: Inspire your team with a clear vision and celebrate collective wins. 3. Decisive Action: Show you can make tough calls that benefit the client and the team. 4. Embrace Accountability: Stand by your strategies and decisions, and use outcomes as learning experiences. 5. Clear Communication: Ensure your team knows the targets, strategies, and the 'why' behind them. ^^^ under-rated A sales leadership role is more than a title—it's about the value you bring to every interaction and the growth you drive. Lead from the front and watch not only your sales but also your influence grow.

I’ve known sales leaders that are great at running meetings, inspiring their team, and are amazing individual sales people, but they fall down in one area; discipline around holding their reps accountable and following through. What gets in the way? Here’s what some sales managers have told me over the years... They don’t want to bug their reps. “Hey, I have an experienced team, they know what they are doing, my job is just to support them.” Not really my job. “It’s up to them to hold themselves accountable. Sink or swim, I don’t have time to babysit – you can make it or you can’t.” Lack of structure. “We don’t really have anything to hold them accountable to, except their quota.” It’s true that there’s a balance between nagging reps about activities and connecting with them to make sure they’re doing what’s needed to win in the marketplace. The best thing we can do it follow through and help reps hold themselves accountable. Thoughts on Accountability?

Beyond Targets: The Multi-faceted Role of Sales Leadership Think sales is just about hitting numbers? Think again. It's about leadership. In my years in sales, I have had various motivations but when at my best it was always due to that one leader. While there are exceptional sales rockstars who problem-solve and excel independently, they are often the exception, not the norm. Most sales teams comprise individuals of varying skills and potential. As a leader in sales, the responsibility extends far beyond just driving numbers. It's about wearing multiple hats - a therapist, a coach, a friend. It requires a blend of emotional intelligence (EQ) and vision. It's about accountability, not just for numbers but for personal and professional growth. The real victory for a sales leader lies in elevating an average performer to greatness, or transforming a below-average salesperson into a competent contributor. Have you experienced the transformative power of leadership in sales? 👇 Share your stories and insights on nurturing talent and driving success