B2B Revenue Leadership Show - PodCast on your Favorite PodCast player collective ’s Post

Learning through experience is learning and growing together!!

So what are we striving towards?

You think you have control of most things, but it really only boils down to two- your attitude and your effort. Both are important! Choose to have a good day in spite of what happens and choose to put in the work. Learn how to play a poor hand of cards well.

What we can control; our level of effort, and our attitude ✅ What we cant control; everything else ❌ How much of your attention do you attribute to what you can control, rather than worrying or obsessing about what we cannot? #leader #leadership #control

Do what is right.

How do you approach challenges? Do you continue pushing through? Do you quit? Or do you change your approach? #3 is my choice. Not all attempts are successful but the goal is still the same. Change your approach, alter your mindset and keep moving forward #goals #successmindset #growthmindset #success

Brutal Truth: Micromanaging doesn't work. Similar to March Madness success: Set objectives with your Team. Share the Plan. Communicate. Effectively. Encourage. Be a coach. Take the hit when there's a temporary setback. Figure out with the team how to correct the challenges. Work them out. Perfect Practice makes Perfect. Do it again: Perfect Practice. Practice. Practice. Get out of their way when they're winning.

Micro managing is a virus of hiring people with no leadership skills. Usually the easiest hire by an non qualified Talent Aquisition Rep that just needed to fill a hole. Leaders lead by empowering and trust, not by process and second guessing their team and how they do business. Most people will shine when you allow them to do what they do. When you start requiring a conference call for everything, an email chain for “documentation” you aren’t empowering and trusting and you definitely are not leading. Mass punishment because some people are not a good fit for their positions is an out dated concept.

I've been following these posts for quite some time now. In fact it's really one of the only reasons I even log on to LinkedIn anymore. The last several years has seen a tremendous shift in how sales reps are managed. The trend (like everything else) has focused heavily on metrics, KPI's, activity, etc. that has allowed for an influx of inherently weak managers. Rather than having to actively lead, coach and grow their team they are simply allowed to manage by report. It's too bad, as there are a lot of really great people that have become entirely soured on the prospect of being a sales rep due to poor experiences from previous managers. Of course this trend isn't just happening with sales and sales managers, it's rampant throughout the entire job market and has likely been a huge (but understated) factor in the prolonged labor shortages that has been affecting the country.

100%!!!! Do you have underperformers in your multifamily team? Leasing is a SALES role! Renewals are a SALES function! The good news is that this advice really applies to any underperforming role. As someone who was the "fix it" girl, moving from region to region with the task of improving portfolio performance in a 6 to 12 month time frame, I lived this first hand. I had to quickly evaluate who was helping me generate revenue and who was not. This kind of role gets you nicknames like "The Terminator" and "The Hatchet Lady" in the field. Fortunately, the executive team has much more positive things to say about a person living in this type of role. For every employee, I knew I had one of three potential paths. 1. If they were a top level performer and hungry - just stand back and give them the tools to fly. Micromanage this one and they will leave you faster than a blink of an eye. What succession plan can I put them in for future leadership? (These are the people who drive leaders to lead!) 2. If they were an average performer doing the job they were hired to do - great! What can I do to help keep you satisfied in your role … and what stretch goals can we set for you to grow? What personal growth goals can I help you achieve? 3. If they were an underperformer - spend time with them to figure out the WHY. Are they not properly trained? Are they not properly motivated to perform? Those things can be fixed. Are they lazy? Are they not the right fit? If you fell into the 3rd category , 90 of the time, it became about "managing that person out if they were lazy or the wrong fit. I almost never had to use a PIP because "managing you out" is exactly what this video describes. This kind of approach HAS to be done with positive support! Stay positive and genuine about helping them succeed, and if you do that by getting in their business, it generally makes people realize that they need to begin the search for a new role - and quickly. If the termination process is imminent - this approach helps everyone save face, stay positive and allow for a graceful parting. If the employee does decide that they do want to be a part of the team … they will step up. If they do not step up - and you take the "positive management out" approach my average was about 14 to 30 days to a resignation letter. . Then I start calling my pocket candidates. You know - those teed up candidates that every leader should have waiting in the wings? 😉 I have seen an associate totally change their performance with a PIP - but that PIP has to be delivered with the most incredible support and belief in that person if you think the relationship can be a benefit to your organization. It is rare - but it is a joy to behold when it happens! Good luck and good selling, friends!