Archive for leadership coaching

4 Types of Leadership

Posted in dustin hillis, Leadership Coaching with tags , , , , , on January 25, 2013 by Dustin Hillis

4 Types of Leadership

How to be a Navigate Leader

Recently, I was riding in the car with a consulting client field shadowing and listening to him coach his newly-acquired team.  He is a classic Top Producer who was promoted into sales management without any leadership training.  (I see this happen all the time!  Why do we put so much effort in recruiting the right sales person, getting them on-boarded, continuing training them and coaching them to ensure they are successful?  But when we promote someone into a leadership position, we just throw them into the fire and say, “good luck with this mess”.   What’s ironic for a top producer is that usually becoming a manager means a decrease in pay!  Yet this conundrum happens all the time.)  This rookie manager was talking with new salespeople, veterans, top producers and average producers and was managing them all the exact same way.  After listening to four calls, my coaching radar was going off that this new manager needed some leadership coaching on the 4 types of Navigate Leadership.

One of the most important things I learned on the topic of leadership early in my career was from a book I read by Ron Marks called Managing for Sales Results.  It the book Marks talks about the fact that there are four different types of leadership that different team members need based on where they are at in their career.  A common mistake is to treat every team member the same way, or treat them the way you would want to be treated.  The best leaders understand you have to be a Navigate Leader and manage each person on your team the way they would want to be managed.

4 Types of Leadership

4 Types of Leadership

There are 4 types of team members that need 4 different types of leadership that you need to understand to become a Navigator Leader.

4 types of team members:

1.  Low Motivation and Low Skills and Knowledge.

2.  Low Motivation and High Skills and Knowledge.

3.  High Motivation and Low Skills and Knowledge.

4.  High Motivation and High Skills and Knowledge.

Now that you know the 4 types of team members, take a moment and create a flow chart of your entire team and categorize every person into one of the 4 categories.  Now that you have an understanding where each team member is, it’s time to Navigate how you lead each one of them.

4 Types of Navigate Leadership:

1.    Directive Leadership:  For people with low skill and low motivation.

When someone knows hardly anything about how to do the job, the product or what to do… they need to be told what to do!  Most leaders make the mistake of thinking people don’t want to be told what to do, and that is not true for this group of people.  Rookies need directive leadership on a regular basis.

This can be difficult for leaders who are naturally macro-managers.  I remember the first personal assistant I hired.  I didn’t want to come across as “bossy” so I let her set her hours, keep track of her to-do list and come to me when she needed help.  Well, that lasted for about 6 weeks and she quit!  Then I hired another assistant and she quit!  Then I realized they were quitting because they were not feeling supported.  During someone’s first year of being on your team, they need for you to hold their hand, help them over come the inevitable challenges and figure out how to be successful at their job.

2.    Inspirational Leadership:  For people with high skill and low motivation.

Old dogs can learn new tricks… you just need the right bone to throw them. When working with a group of seasoned veterans, one of the biggest challenges a leader faces is keeping them motivated.

This seems to come from two areas:

 

1. Ego – Top dogs want to remember the good old days.  Usually they have been successful in the past, and they are trying to save face by always talking about their years of experience and how they’ve always done things.  When someone keeps doing things the same way they’ve always done, they will always get what they’ve always got… and most of the time that is not growing or moving forward.  We call this common trend “not being coachable”.  Sometimes the best way to cure, this is the follow the veteran in the field and ask them after the day is over what they think they are doing right and what they are not doing right.  Usually they will give you an excuse as to why they do things the way that they do.  When they do this, smile and ask them how that is working out for them?  Usually it’s not.

The next step is to show them how to do the job the right way.  Either you personally run the next meeting and close it by the book or you have them follow a top producer.  There is nothing more inspiring to a veteran who technically knows everything there is to know about the job, but is just too stubborn to follow the proven system, than seeing a live presentation where someone who has less experience than they do close a deal with ease by following the system.

2. Complacency – We see this all the time in businesses that have residual pay.  Once someone has been selling insurance or doing financial planning, they are making so much income from residual pay they stop working.  The best way to identify if someone is complacent is to look at their income over the past 3 years and if it hasn’t grown by at least $10,000 – $20,000 then they probably are complacent.  The best thing to do with someone who is complacent is to promote them as a new in-field trainer.  It’s amazing how hard working and re-invigorated someone becomes when they know they are the example other people are following.  Set up a follow schedule of having rookies follow someone who is complacent to “show them how to work hard at the job”.  Make sure you coach this team member in how important it is that the rookies see a really solid day of work and to be following the processes by the book.

Another great idea is to create an incentive plan based on activity.  Then create a leader-board that you publish every week with everyone’s activity.  Veterans usually hate being shown up… and when you send out everyone’s activity and who is leading the company in each category every week your competitive team members will rise to the challenge.

3.  Coaching Leadership – For people with high motivation but low technical skill and knowledge.

Average producers usually have one of two issues.  Usually it’s a lack of skill or it’s a lack of will… sometimes both!  If someone doesn’t have skill or will, at some point you have to be willing to just let them go be successful somewhere else.  So, let’s assume most of your average

producers have a high will and motivation to be successful, but they are just lacking the knowledge it takes to be a top producer.  These people don’t need “pump up calls”.  They need coaching, role-plays, video taping of their demos and having you review it with them.

Coaching is the greatest form of results-driven spaced repetition training a leader can provide.  Classroom training is what most leaders utilize; yet it is the least effective in getting real results in their team members. You should have a regularly-scheduled coaching session with each one of these team members weekly or bi-weekly.  On each call, you should review their activity numbers with them and be prepared to coach them on one thing technical and one thing emotional to help them be more successful that next week.

4.    Servant Leadership – For people with high motivation and high skill and knowledge.

Nate Vogel said it best, “Top Producers are like top of the line sports cars.  They go real fast, are expensive to fix and they really make you look good.”  If you have a Ferrari, you wouldn’t drive it the same way you would drive a VW bug.  Literally, your Ferrari can go faster and do things that a VW bug could never do.

When it comes to leading your Ferrari’s/ race horses/ Top Producers, doesn’t it make sense that they need different maintenance than your other producers?  A contest for a Top Producer should be different than a contest for your average producers.  The way you lead your Top Producers should be different than how you lead your average producers.  Typically, the best way to lead a Top Producer is through Servant Leadership.

Servant Leadership is simply being a servant to the people on your team.  While you should be a servant leader for everyone on your team, this should be the only type of management you provide to Top Producers.  Top Producers do not want to be told what to do.  They typically don’t need someone to pump them up everyday.  Top Producers who have a high motivation and high technical skills just need someone to help remove the barriers that might slow them down.  A great question to ask a Top Producer is, “is there anything I can help you with?”  If they say, “nope, I’m all good” then just make sure they are happy and having fun doing the job and let them go along their merry way.  The worst thing in the world you can do with a Top Producer is to find the one or two things they are doing wrong and try to fix them.  They just need to feel like everything they are doing is right and keep on doing what they are the best… Producing!

My wife Kyah tells me stories of when she was breaking the company record at Southwestern and she was feeling burned out from working 85 hours per week she’d call her manager and say, “I’m thinking about getting my nails done”.  Most average managers would have reminded her that would be “getting off schedule” and pressured her to keep on working, but not her manager Nate.  He was a Navigate Leader and every time she had an idea or thought he’d simply tell her “that’s a great idea.  I think you should do that.  Just call me when you’re done.”   Then she’d go take 30 minutes to do her thing, and then call him back and was refreshed and back at work.  At Southwestern, not every salesperson could handle this kind of interruption in their intense summer work schedule, but Kyah’s Navigate Leader knew that she could!

When it comes to being a “Navigator Leader”, it is important to remember to not treat everyone the way you would like to be managed.  Rather, you identify where each person on your team is in terms of their motivation and skill then you create a plan to make sure you are leading people the way they want to be lead.

For more information about the Southwestern Consulting™ Leadership Coaching program go here:  http://coaching.southwesternconsulting.com/Sales_Coaching_and_Leadership_Coaching.aspx

Leadership Tips from Dan Moore (Part 3: Leadership by Example)

Posted in Sales Coaching with tags , , , , , , , on January 30, 2012 by Dustin Hillis

Leadership By Example.

“You cannot teach what you don’t know; you cannot lead where you won’t go.”

At Southwestern ConsultingTM, we have a saying “if you want respect around here… go sell something.”  The reason I’m personally committed to working as a partner at the Southwestern Family of Companies is because the leadership lives by this philosophy, “You cannot teach what you don’t know; you cannot lead where you won’t go.”

Dan Moore

Dan Moore, the President of the Southwestern Advantage

Henry Bedford

Henry Bedford the CEO/ Chairman of the Board of the Southwestern Family of Companies

Spencer Hays

Spencer Hays the majority shareholder of all of the Southwestern Family of Companies, Founder of Tom James, and many more successful businesses

Dan, Henry, and Spencer have all personally been in the trenches and sold books door-to-door to earn their stripes at Southwestern.

When Dan Moore takes the stage, his keynote is called “Mr. Mediocrity” and he goes on to tell a story about how he personally learned how “his mind is not his friend”, and how he first learned how to use Positive Mental Attitude techniques to help rewire his negative way of thinking.  Anyone who knows Dan would agree that he is one of the most positive people on earth.  Dan personally sold books, recruited teams to sell books and managed people on the field.  When Dan recruited people, he would tell them “I’m not going to ask you to do anything that I’m not willing to do”.  Living by this philosophy is probably one of the main reasons that Dan has gone from being an intern selling books door-to-door as a college student at Harvard University to now being the President of the Southwestern Advantage.

At Southwestern ConsultingTM, we take the leadership example from Dan Moore and apply to everything we teach and do.  In order for someone to be a Southwestern ConsultingTM Certified Sales Performance Coach, they have to have 10 years of experience and certifiable awards of being a top producer.  Additionally, all of our coaches have to sell coaching in order to be a coach.  In order to be relevant and provide true value to our clients, we believe a coach’s successes in the past, books they’ve written, and amazing accomplishments they’ve achieved is what gets them in the position of being a coach.  But actually selling coaching and personally being a top producer is what makes them a great coach, and how they keep their job, and ultimately become a partner in our consulting firm!

“You cannot teach what you don’t know; you cannot lead where you won’t go.”

For more information about Southwestern ConsultingTM Sales and Leadership Coaching:

What You Are Someday Going To Be You Are Now Becoming

Posted in Leadership Coaching, Motivational, southwestern company truth with tags , , , on November 8, 2011 by Dustin Hillis

Other than the Bible this writing is the single most powerful truth I’ve ever read.  Enjoy!

WHAT YOU ARE SOMEDAY GOING TO BE YOU ARE NOW BECOMING: BY JIM MCEACHERN

ONE OF THE MOST SOBERING THOUGHTS I HAVE EVER BEEN CONFRONTED WITH IS THIS. “WHAT YOU ARE SOMEDAY GOING TO BE YOU ARE NOW BECOMING.” YOU ARE NOW, THIS MOMENT, EXACTLY WHAT YOU HAVE BEEN IN THE PROCESS OF BECOMING ALL YOUR LIFE.

ARE YOU NOW THE PERSON YOU DREAMED ABOUT BECOMING? IF YOU HAD WRITTEN DOWN SEVERAL YEARS AGO EXACTLY THE TYPE OF PERSON YOU WANTED TO BE NOW, WHAT KIND OF PERSON WOULD YOU HAVE DESCRIBED? HOW CLOSE ARE YOU TO BECOMING THAT PERSON?

WHAT KIND OF PERSON DO YOU WANT TO BE A YEAR FROM NOW? OR TWO YEARS FROM NOW? OR FIVE YEARS FROM NOW? OR 10? OR 20?

RIGHT NOW YOU ARE IN THE PROCESS OF BECOMING THE PERSON YOU WILL BE IN A YEAR, OR TWO, OR FIVE, OR 10 OR 20 YEARS FROM NOW. THE HABITS YOU HAVE NOW WILL DETERMINE THE KIND OF PERSON YOU WILL BECOME UNLESS YOU CHANGE THOSE HABITS NOW.

WHAT ATTITUDE WOULD YOU LIKE TO HAVE SOMEDAY? THE ATTITUDE YOU HAVE NOW IS A GOOD INDICATION OF THE ATTITUDE YOU WILL HAVE SOMEDAY, UNLESS RIGHT NOW YOU BEGIN TO DEVELOP A NEW KIND OF ATTITUDE.

IF YOU ARE NOT NOW DOING THOSE THINGS YOU NEED TO DO TO BECOME WHAT YOU WANT TO BECOME, WHAT MAKES YOU BELIEVE THAT YOU EVER WILL?

DO YOU HAVE SITUATIONS OR CIRCUMSTANCES THAT ARE PREVENTING YOU FROM BECOMING WHAT YOU WANT TO BECOME? THOSE SITUATIONS AND CIRCUMSTANCES WILL PASS BUT THEY WILL BE REPLACED BY NEW SITUATIONS OR NEW CIRCUMSTANCES. IF YOU WANT TO BECOME A BETTER (OR DIFFERENT) KIND OF PERSON, YOU BETTER GET STARTED NOW. YOU CANNOT WAIT FOR SITUATIONS OR CIRCUMSTANCES THAT ARE JUST RIGHT.

HAVE YOU EVER TOLD YOURSELF. “SOMEDAY I AM GOING TO BEGIN TO SAVE SOME MONEY ON A REGULAR BASIS?” ARE YOU SAVING NOW? IF YOU ARE NOT NOW, YOU PROBABLY WON’T EVER—UNLESS YOU BEGIN NOW. IT WILL NEVER BE ANY EASIER, EVEN IF YOUR INCOME DOUBLES OR TRIPLES. IT WILL NEVER BE ANY EASIER, EVEN IF YOU SOMEDAY EARN TEN TIMES AS MUCH AS YOU DO NOW; SAVING/MONEY REGULARLY HAS LITTLE TO DO WITH INCOME. IT RELATES TO THE DECISIONS YOU MAKE. IF YOU WANT TO DEVELOP A GOOD SAVINGS ACCOUNT, YOU BETTER BEGIN NOW. IN ALL PROBABILITY, IT IS NOW OR NEVER.

DO YOU PLAN TO HAVE GOOD “WORK HABITS” SOMEDAY? DO YOU NOW HAVE GOOD “WORK HABITS?” IF NOT, YOU PROBABLY NEVER WILL, UNLESS YOU ARE WILLING TO BEGIN TO DEVELOP THEM RIGHT NOW. WHAT YOU ARE SOMEDAY GOING TO BE, YOU ARE NOW BECOMING. MAYBE YOU HAVE SAID, “SOMEDAY, I AM GOING TO SET ASIDE TIME TO READ THE BIBLE AND PRAY EVERY DAY.” WHY SOMEDAY? IF YOU ARE NOT WILLING TO SET ASIDE TIME NOW, YOU PROBABLY WON’T DO IT SOMEDAY. IF YOU PLAN TO EVER BEGIN, YOU BETTER START FORMING THE HABIT TODAY.

MANY YEARS AGO SPENCER HAYS ASKED ME, “JIM, WHAT KIND OF PERSON DO YOU WANT TO BE IN FIVE YEARS? WHAT KIND OF HUSBAND DO YOU WANT TO BE? WHAT KIND OF FATHER DO YOU WANT TO BE?” I ANSWERED SPENCER BY TELLING HIM THE KIND OF PERSON I WANTED TO BECOME. I TOLD HIM WHAT I WANTED TO BECOME AS A HUSBAND AND AS A FATHER. SPENCER THEN TOLD ME ONE OF THE MOST FRIGHTENING THINGS I HAVE EVER HEARD. HE SAID, “WHAT YOU ARE SOMEDAY GOING TO BE YOU ARE NOW BECOMING.” THEN HE ASKED ME, “IF YOU ARE NOT WILLING TO DO THOSE THINGS NOW, WHAT MAKES YOU THINK YOU EVER WILL?” I RESOLVED THEN TO BEGIN DOING THOSE THINGS WHICH WOULD ENABLE ME TO BECOME THE PERSON, THE HUSBAND AND THE FATHER I WANTED TO BECOME.

WE ARE FACED WITH A CHOICE. WE CAN EITHER BEGIN TO DO THOSE THINGS THAT WILL ENABLE US TO BECOME WHAT WE SOMEDAY WANT TO BECOME—OR WE CAN LEARN TO LIVE WITH REGRET. I WOULD PREFER TO DO EVEN THOSE VERY DIFFICULT TASKS THAT WILL ENABLE ME TO BECOME WHAT I WANT TO BECOME THAN TO LIVE WITH REGRET. EVERY TIME YOU DO THOSE THINGS YOU KNOW YOU OUGHT TO DO, YOU FEEL GOOD ABOUT YOURSELF. WHEN YOU DO NOT DO WHAT YOU OUGHT TO DO, YOU FEEL BAD ABOUT YOURSELF.

EITHER WAY YOU ARE IN THE PROCESS OF BECOMING WHAT YOU ARE SOMEDAY GOING TO BE.
ALBERT GRAY SAID, “THE SECRET OF SUCCESS OF EVERY MAN WHO HAS EVER BEEN SUCCESSFUL LIES IN THE FACT THAT HE FORMED THE HABIT OF DOING THINGS FAILURES DON’T LIKE TO DO.” TO BECOME WHAT WE WANT TO BECOME REQUIRES FORMING THE HABIT OF DOING THE RIGHT THINGS, THE THINGS FAILURES DON’T LIKE TO DO. THE BEST TIME TO BEGIN FORMING A GOOD HABIT IS RIGHT NOW.

WE ARE NOW, DELIBERATELY AND CONSCIOUSLY, CHOOSING TO BECOME WHAT WE WANT TO SOMEDAY BE, OR WE ARE UNCONSCIOUSLY MAKING THE CHOICE. EITHER WAY WE ARE IN THE PROCESS OF BECOMING WHAT WE ARE SOMEDAY GOING TO BE. KING DAVID IN THE OLD TESTAMENT DELIBERATELY SOUGHT GOD’S WILL IN MOST FACETS OF HIS LIFE AND BECOME A GREAT MAN. HE APPARENTLY DID NOT CONSCIOUSLY DECIDE WHAT KIND OF FATHER HE WOULD BECOME. AS A RESULT, HIS CHILDREN WERE THE CAUSE OF MUCH SORROW. ONE OF HIS SONS GATHERED AN ARMY TO OVERTHROW HIM. ANOTHER SON RAPED HIS OWN SISTER. THE SON WHO COMMITTED THE RAPE WAS MURDERED BY ANOTHER OF DAVID’S SONS. YOU ARE NOW IN THE PROCESS OF BECOMING THE PERSON YOU’RE SOMEDAY GOING TO BE.

I’VE HAD THE PRIVILEGE OF HEARING MANY OUTSTANDING SUCCESS STORIES. THE ACHIEVERS OF THOSE SUCCESSES INVARIABLY STATED. “I DECIDED TO.” IMMEDIATELY AFTER DECIDING THEY TOOK ACTION THAT ENABLED THEM TO BEGIN ACHIEVING THAT WHICH THEY DECIDED TO DO. IT IS THROUGH ACTION THAT WE BECOME.

THIS WORLD IS LITTERED WITH FAILURES. THESE PEOPLE DID NOT INTEND TO BECOME WHAT THEY ARE; THEY INTENDED TO ACHIEVE GREAT THINGS. THEY INTENDED TO BECOME MUCH MORE THAN AVERAGE, BUT THEY WAITED FOR THE RIGHT SET OF CIRCUMSTANCES.
WHAT ARE PEOPLE WAITING FOR? CHILDREN ARE WAITING UNTIL THEY FINISH SCHOOL. ADULTS ARE WAITING UNTIL THEY GET PROMOTED.    MIDDLE-AGED PEOPLE ARE WAITING UNTIL THEY CAN RETIRE. MANY ARE WAITING FOR CIRCUMSTANCES TO BE “NORMAL.” IN THE PROCESS OF WAITING THEY ARE BECOMING WHAT THEY ARE SOMEDAY GOING TO BE, EVEN THOUGH THAT IS NOT WHAT THEY INTEND TO BECOME. LIFE DOESN’T WAIT. YOU’RE, RIGHT NOW,

BECOMING WHAT YOU ARE SOMEDAY GOING TO BE. WHAT ARE YOU DOING RIGHT NOW TO BECOME WHAT YOU WANT TO SOMEDAY BECOME?

LOSERS DON’T INTEND TO BECOME LOSERS. THEY BECOME LOSERS WHILE WAITING FOR CIRCUMSTANCES TO GET RIGHT. WINNERS DON’T WAIT. THEY DO WHAT IT TAKES TO BECOME WHAT THEY WANT TO BECOME. THEY DO IT NOW.
-JIM MCEACHERN (1930-2011)

For information about the Southwestern Company Leadership Coaching:

Southwestern Consulting Sales Coaching & Leadership Coaching

Posted in Sales Coaching with tags , , , , , , , , on August 22, 2011 by Dustin Hillis

Recently a good friend asked, “I know your company does sales training, but what does that mean?”  The fact that my good friend didn’t know exactly what Southwestern Consulting does inspired me to create this video with a handful of clients to describe what Southwestern Consulting does in our sales coaching & leadership coaching programs.

If you find yourself asking “how do I make more money“, “how do I increase my teams sales“, “how do I skillfully manage my time“?
With over 155 years of experience from over 150,000 sales professionals at the Southwestern Company, the Top Producers Edge sales coaching program & the Managers Edge leadership coaching program are designed to get you results!

For more information about our Sales Coaching and Leadership Coaching program:

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