The Audible-Ready Sales Podcast
The Audible-Ready Sales Podcast

Episode · 10 months ago

Skill and Will: Own Your Coaching Process

ABOUT THIS EPISODE

Sales leaders can achieve great success when they take ownership of their talent and coaching process. Maximize your talent efforts and coach your people in a way that takes into account their skill level and motivation. This episode kicks off our three-part series on coaching the “Skill/Will” model (link to the diagram below). In this episode, John Kaplan covers how sales leaders and managers can use this model to adjust their coaching cadence and tailor it to the individuals on their sales team.

Here are some additional resources on Skill/Will:

- The Skill/Will Model Infographic [Diagram]

- https://bit.ly/3ftMTDS

- The Skill/Will Model Explained [Article]

-https://bit.ly/3hP2X6h

Check out this and other episodes of The Audible-Ready Podcast at Apple Podcasts, Spotify, or our website.
 

Check to see where you're spending most of your time as a leader, and in many instances we find that we are spending most of our time dealing with level ones and twos and neglecting threes and fours, and this is a very dangerous situation for you as a leader. You are listening to the audible ready podcast. The show that helps you and your team's sell more faster. will feature sales leader sharing their best insights on how to create a sales engine that helps you fuel repeatable revenue growth, presented by the team at force management, a leader in BTB sales effectiveness. Let's get started. Hello and welcome to the audiolready sales podcast. I'm Rache, with that Miller in. Today we are launching a three part series meant for managers and leaders. John Kaplan joins me today. John. This series is on coaching. We're using a model called the skill will model. Why was this series important for you to do?...

Yeah, so some of the best advice I ever received in my leadership career was about having command. And for those of you who know us that force management, all of our offerings revolve around this concept of having command, and any leader knows that you will only be as good as your talent. Talent process needs to be owned and executed by the leader. So you have to have command of your talent, and one of the ways we teach that is by having a great management caidence and a great way to manage the different players on your team. Yeah, that management cadence is so important and right. Everyone's not equal, so you have to find a way to manage different types of people on the team. So our concept I mentioned the top, is that skill will model. It's an easy Matrix to help you address some of those common managerial issues that might arise on your team. Yeah, I...

...mean the skill will model allows you to meet your people where they are in terms of sales, productivity and behavior. It breaks down their skill to do the job and their will or, you know, slash their motivation. So one of the most dangerous situations that can happen on your team is when you have a talented person working on the team who isn't a team player. And tell you, our face with this situation. It's hard to comprehend that dilemma. So the skill will model provides an easy way for you to deal with this situation right and we're and we're audio here. We know you guys don't have a visual so we're going to do our best to paint that for you right now and go ahead and link the show notes. We've linked up so you can see the visual of the diagram that we're talking about. But you've got a y access that represents skill and the x axis is the will. Then you have four boxes that align with those axes and you break your people down in those four areas as it relates to skill and will. Yeah,...

...so you know, very rarely you're going to hear US say, you know, put your people in a box, but for this concept it's really, really important that you, you know you as a leader, that you do this and when you place a grid on this model, you can group your people into these four levels. So let's start with level ones, a difficult one, low skill, low will. Nearly and possible to improve this situation. Will talk about more is this series progresses. Level two's high skill, low will very, very dangerous for your organization and specifically the culture of your organization. Level threes, high will, low skill. These are the UPANDCOMERS, the future of the organization, and level fours, high will high skill, kind of characterized as the a players. So these four buckets give you the information you need to assess your people and then adapt your leadership accordingly.

Yeah, I'm sure there's some people listening right now who are visualizing certain people on their teams and putting them in in these skill will buckets, and I know that you've worked with a lot of leaders on this topic, John. What is the most eye opening thing for leaders who start to use this model? What do they realize? Well, the first thing I think you realize is that this is a moment in time and all of our people are journeying through life, so people are not always where they appear to be in life. The second big takeaway is that there are things going on under your very nose as a leader that need to be addressed immediately. Then there's always the realization by the leader that they are not spending the time, the right time, with the right people. So, for example, if you look at the four box grid created by this exercise, and I'll just visually or articulated...

...right now through it, talk to it. I'll talk through it so you can look at the show notes to get it. But a level one think about a for you know, for box grid, a level one, lower left quadrant, level to upper left quadrant, level three, lower right quadrant and level for upper right quadrant. Okay, so check to see where you're spending most of your time as a leader, and in many instances we find that we are spending most of our time dealing with level ones and twos and neglecting threas and fours, and this is a very dangerous situation for you as a leader. Yeah, you're spending time with those low will people on your team instead of the people that are motivated. And the other point we want to make, John, is that when you're a manager, you're pulled in a lot of different directions. So you need a way to easily manage what's coming at you, and this skill will model helps you do that. Yeah, I think the skill will model is a great way to gage where are...

...my people at today and what do they need for me today? It will really, really help you get grounded on your people quickly. Yeah, and you can keep coming back to it because, as you said, John, it's a moment in time. Yep. Yeah, so this is our first episode in a series of three, so we kind of gave you the overview of this skill will model. Check out the resources in the show notes. Next week we're going to break down your threes and fours. These are people who either have high skill high will, love those, or low skill but really have high will. And then the week after that we're going to wrap it on our discussion with our ones into those people who are probably draining our teams, and John will have some great tips on dealing with those types of people. I know you're excited about those upcoming episodes. John, get ready to get your face ripped off. It's not going to it's not going to be an easy discussion. There's going to be a lot of great leadership revelations for you. Awesome. Okay, so, v Sharre, stick with us...

...for the next two weeks and thank you for listening to this episode of the Audible Ready Sales podcast. At force management we're focused on transforming sales organizations into elite teams. Are Proven methodologies deliver programs that build company alignment and fuel repeatable revenue growth. Give your teams the ability to execute the growth strategy at the point of sale. Our strength is our experience. The proof is in our results. Let's get started. Visit US at force MANAGEMENTCOM. You've been listening to the audible ready podcast. To not miss an episode, subscribe to the show in your favorite podcast player. Until next time,.

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