GCE Strategic Consulting

Blog - GCE Consultant's Insight

The blog that shares our expertise and perspective for driving business transformation, based on the successes and failures we've seen everywhere from start-ups to Fortune 500 companies.

Know Your Team Before You Build Your Team

Creating a positive environment and building a strong team is the foundation of a great sales team. Creating a complete sales system and setting the expectations for success and process is critical. When assessing a team for goal and expectation setting, it’s important to spend time asking questions - and listening to the answers. Gather all the data from observing your team. Then get to work developing a complete sales system, one that is different and challenging. I have developed best practices for creating expectations and developing process.Take time with the entire team, to learn their personalities and understand their work environments. From this, create a document with all the data and observations of each job role to use as a reference for your team, and to assist in onboarding new employees in the future. Good leaders naturally set clear expectations, and while this document will help with that, there are other important reasons for creating a document of job roles and expectations for each role.   First, coach employees up. Gain an understanding of their skills and their areas that need development. Set clear goals and expectations for each employee, and get their input into what they believe they can achieve. Help them set stretch goals that are a little more than they think they can achieve, and show them the path to get them there.Second, determine performance review timings and establish rewards for exceeding expectations - and consequences for failing to meet expectations. Everyone likes to know what happens when they exceed their goals. Many organizations forget to also put in consequences of what will happen if expectations aren’t met. This is important not only for those that fail to meet expectations, but also for your high performers, as they want to know that something will be done if someone isn’t pulling his weight.Third, and most important, follow through. If you set weekly meetings, make sure they are on the calendar and that you don’t let other meetings schedule over the top of them. It is important to develop routine and to build trust on the team. Being on time and fully prepared for these meetings demonstrates you respect their time and energy. These steps will help you manage up, as well. You have set a clear direction for your team and they all understand it and can work to exceed expectations. They know when you’ll meet with them to review their performance, and they know what happens if they do better - or worse - than expected. Contact us for an assessment or to assist your organization in developing roles and expectations.