Sales management for rapid scale
HIGH PERFORMANCE
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People at their best
If you're serious about building a high-performance culture, you need a plan. You must be deliberate about building the culture. A plan need to consider a cultural assessment, how your teams are organised to work together and how to integrate cultural changes into processes like recruiting, hiring and on-boarding Make those linkages explicit so people know this is where culture fits into business as usual processes. Finally, set goals and managing performance.
What type of performance culture delivers optimal outcomes? Who's responsibility is it to set the tone? And what types of behaviours and messaging can undermine the sales functions full potential? Vertex prescribes to growth-based cultures as supported by this Harvard Business Review article. For more information, contact me to find out how to implement a culture that is optimised for results.
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Vertex can work through these questions with you and help lay down the foundations of a healthy and optimal sales culture. You can find the a structural overview of the Vertex approach below.
1. Build a high performing team
Defining high performance and establishing the desired behaviours. Setting metrics & goals that can measure improvement and success. Establishing a vision for the sales organisation. Communicating and living the culture every day to create a virtuous cycle.
2. Link culture
After creating a compelling purpose that drives the sales machine, it's necessary to link the culture to that purpose. The culture you build is an enabler of accomplishing your mission. We also need to link the strategy to the performance culture. Tying your strategy to high-performance culture generates cultural velocity and enthusiastic staff.
3. Communicate
A Content Management Strategy is required to communicate the culture aims through different channels with different content. Vehicles like town halls, blogs, newsletters, conference calls, and emails, require deliberate management to ensure you're delivering the right content through the right channel and to the right people at the right time.
4. Organise for success
If culture is the sum of our daily actions, then people and teams are the true drivers of culture. The people you choose to be leaders, the individuals you promote, the way you organise teams, and who you decide to hire all send strong messages about your culture..
5. Manage for performance
Culture is one element of high performance, the other is delivering results. Tie goals to strategy & communicate those goals broadly throughout the organisation. Let the team know how you will measure performance & communicate the results, both good and bad.
6. Live the culture
Regular reinforcement of your culture is contagious. Sharing stories of cultural moments and events reinforce both the culture, the result and performance that comes from it. Regular, specific & actionable feedback cement the change.