You are a business owner or leader, and you are looking to hire a sales leader. You might be thinking, “This is a no-brainer. I’ll promote my top performing sales rep. He’ll train everyone to do what he does, and sales will go through the roof!”
Not so fast. More often than not, this is a catastrophe waiting to happen, as the two positions require very different skill sets and motivators.
Over the years, I have known many highly successful salespeople who have jumped into a sales leadership role thinking it to be the “next logical step,” and quickly found it to be the wrong fit.
“All I do is deal with drama…I didn’t sign up to be HR.”
“Why don’t they just listen!”
“I’m tired of being a babysitter.”
“I just want to be responsible for myself.”
I’m not trying malign salespeople. I love the selling environment for many reasons and have surrounded myself with these folks my entire adult life. But let’s face it, many salespeople march to the beat of their own drum, like to create their own rules, and are a bit egocentric. Those qualities, while extremely helpful in sales, do not an effective sales leader make.
Here are a few questions to ask yourself before making this jump and potentially putting the right talent into the wrong seat.
Does s/he find joy in helping others? A strong sales leader loves to teach and relishes in the success of his/her direct reports.
Is s/he a glass-half-full or glass-half-empty person? I’m not looking for Pollyanna, but sales leaders must be optimistic and solution-oriented. No whining and no dwelling on problems.
Does s/he build genuine credibility with others? A foundation of trust is critical. This person tries to do what is best, and not just what is in his/her best interest. S/he is known for “having everyone’s backs.”
Is s/he self-aware and able to self-regulate? People are people and people have personal “stuff.” It’s essential for a leader to understand this notion and take things in stride without displaying frustration.
An effective sales leader learns how to amplify the employees’ strengths and mitigate their shortcomings. S/he wants the best for his/her people and makes them want to give their very best in return. Doing so requires advocacy, optimism, humility, and emotional intelligence. These words may or may not describe your sales superstar. Proceed judiciously.