Part 3 - Elevate Your Leadership: Managing Team Leaders and Regional/Zonal Managers Effectively

For a mid-level sales manager, success hinges on effectively managing not just the FLE (Front Line Executive, but also the ‘team managers’ who guide them. It is this set of 3-6 Team leaders / business managers / area manager (name may change, i call them Team Managers or TMs) who play a crucial role in driving performance, collaboration, and ensuring strategic alignment within the team. If managing the FLE is tough, managing this species is an entirely different ball game.

Let's discuss ways to get these TMs on your side to deliver what you have set out to achieve.

Empowering Your Leaders

A core ingredient is the trust and delegation you show with your TMs. Remember you alone can never reach everyone every day, the TMs are your ‘agents’ who will help you take the message down the line. When team leaders and TMs feel trusted and valued, their confidence and performance improve. They bring out best in FLEs as well as get new ideas on the table

1. Delegate Authority: Give your TLs / TMs / BMs the authority to make decisions within their scope. This not only builds their leadership capabilities but also ensures quicker decision-making. Make sure they do not need to run to you for every decision. It will not only hamper their growth they will start applying themselves and slow you down.

2. Provide Resources: ensure they get resources they need. Training, tools, information about product, authority matrix etc etc. Remember a well-equipped and self sufficient leader is a confident leader

Clear Communication of Expectations

Have clear expectation from each Leader. Do not leave any space for ambiguity. The expectations can be about the week / month achievements, growth in a particular metric, team handling, morale, anything.

1. Define Clear Goals: Start by defining precise, measurable goals for your TLs / TMs / BMs. These goals should be in line with your and organization sales objectives and strategy.

2. Regular Scheduled Reviews: Schedule calls and reviews to discuss progress, issues faced by team and support required by the team. The check-in could be on form of morning standup of all managers. Please note that check-ins are different from performance reviews. These sessions ensure alignment and provide an opportunity to course-correct if necessary.

Monitoring Performance

Monitoring performance, through weekly or fortnightly reviews ensures accountability and continuous improvement. Managers often make a mistake (I have been guilty of this for long) often in neglecting this review, they anyway know everything which is happening through daily MIS and check-ins.

1. KPIs and Metrics: Establish key performance indicators (KPIs) that are transparent and regularly reviewed. Ensure that FLE KPIs and Manager KPI and Metric are different and cover both qualitative and quantitative aspects of performance.

2. Performance Reviews: Conduct regular performance reviews to provide constructive feedback and identify areas for improvement. One may divide these reviews into different frequencies, Weekly-to keep week and month in check, monthly – monitor and plan for the month ahead, Quarterly - Discuss career development, larger time oriented projects and set goals for next quarter.

Create a Collaborative Environment

All Team Managers collaborating to find a solution can help nurtures innovation and problem-solving within team and help team move forward quickly. A case of my idea vs your idea does not lead to best idea coming forward for execution. It is upon you to have this culture of round table where everyone is equal.

1. Encourage Teamwork: Promote teamwork among your leaders. Facilitate forums in form of brainstorming sessions, round table meetings where they can share best practices, discuss challenges, and support each other.

2. Open Dialogue: Ensure an open dialogue where feedback flows both ways. Encourage your leaders to voice their ideas and concerns without fear of retribution from you and other senior members within the group.

Conflict Resolution

When there are two there is a conflict. In competitive environment conflicts are bound to happen. How a team manages conflicts and uses it to their advantage sets it apart from others.

1. Address Issues Early: Tackle conflicts promptly to prevent escalation. While you should allow some time for the managers to resolve the conflict and showcase maturity, do not let it foster for a long time. Do not neglect a conflict as a small one, conflict simmer and have a tendency of getting a life of their own after a period. Use mediation techniques to understand both sides and find a resolution.

2. Build Empathy: encourage your leaders to understand each other's perspectives. Putting yourself into each other shoes can often defuse tensions and lead to constructive outcomes.

3. Be Fair: your biggest challenge is being fair while deciding which way shall conflict resolve. Having a set of rules (and communicating them) being consistent in applying them will help you in your objective

Endgame

1. Empowerment: Delegate authority and provide necessary resources.

2. Clear Communication: Set precise goals and maintain regular check-ins.

3. Performance Monitoring: Use KPIs and conduct regular reviews.

4. Collaboration: Foster teamwork and open dialogue.

5. Conflict Resolution: Address conflicts early and build empathy.

   
   
   
   

#SalesLeadership #TeamManagement #Empowerment #Collaboration #PerformanceExcellence