Trinity Performance Group

Sales Leadership

2012-01-16T10:13:00.000-07:00

Developing Your Team Team leaders and members often ask the question, “Is it better to be more alike or to be more different as a team to get maximum results?” Examining how the three social styles (assertive, withdrawn, earn their way) and the three ways of coping when we don’t get what we want (positive reframing, reactive, competency approach) that humans, and thus work teams, share,

Sales Leadership

2011-07-20T09:02:00.000-07:00

The Power of Questions One of the most important things I can do with my clients in my role as an Executive Coach is to ask powerful questions that stimulate thoughts and help them find new possibilities. Prior to becoming an Executive Coach and Enneagram Teacher, I spent twenty years working in sales, management and leadership positions within the

Sales Leadership: Knowing the Shadow Side of your Strengths

2011-07-11T11:33:00.001-07:00

In recent blogs I wrote about how sales people react to conflict, difficulty and not getting what they want, and divided the groups into three triads, http://trinityperformancegroup.blogspot.com/2011/04/blog-post.html. We also reviewed how sales people meet their social and primary needs and again separated the groups into three triads, http://trinityperformancegroup.blogspot.com/2011/06/

Strategic Development

2011-06-21T09:42:00.001-07:00

Strategic Decisions: Portal to the Future or Pathway to Confusion? Fred was looking stressed as we sat down for a coaching meeting. He was preparing for a critical Board meeting that involved “bet the farm” strategic decisions. “How will you make your decision about your recommendation?” I asked, looking for a portal into Fred’s decision-making process.“We have run and re-run our models

Sales Leadership: How We Approach Others

2011-06-14T07:20:00.002-07:00

Did You Ever Wonder Why… I recently worked with 32 sales leaders and managers, and we discussed three types of sales people and how they naturally approach people and clients. The first group is naturally more assertive and pushes to make things happen. The second group moves toward people, and are more concerned with boundaries, rules and responsibilities, and naturally do not “push others” to

Leadership: Being the Leader is Cool

2011-06-08T08:01:00.003-07:00

Being the leader is really cool! The leader has a nice office. The leader has very flexible hours. Leaders can come into work late and leave early. After all, who is going to question when the leader comes to work or goes home? They can take long lunch breaks without having to worry about clocking-in. They sometimes get a parking spot and the car to park in it. Yeah, being the leader is very cool

High Potential Employees: Do Underlying Intentions Get in the Way

2011-05-31T12:10:00.000-07:00

In my work with high-potential employees, I look for “openings for coaching”– especially by focusing on their, often unconscious, behaviors that can cause misunderstanding, misalignment, and wasted resources. For example, each member of the current “high-pot” (high-potential) team I’m coaching has been tasked by the company to generate two “Individual Development Program” (IDP) themes to work on

Executive Coaching: Added Value of the Enneagram

2011-05-17T18:41:00.003-07:00

Carl Gustav Jung stated that the realization of the Self is a natural process, as natural as the physical growth of a child. Unless the child gets ill or dies, it has no other direction or option than to grow. In nature, everything alive has two directions of development—growth or decline. Growth does not stop after we’ve become adultsAfter the visible physical growth of the child, psychological

Sales Leadership: Reacting with...an Emotional Reaction

2011-05-09T08:23:00.001-07:00

Reacting with…an Emotional Reaction In our previous blogs, we covered how two different groups initially react to conflict and difficulty by initially responding with a Positive Outlook or by taking a Competent Approach. Today we’ll visit the final triad, our group that initially responds with an Emotional Reaction. This group questions how much they can trust others, they want people to match

Teams: How Well Do You Know Yours

2011-05-05T09:42:00.000-07:00

Why all 3 Centers are Important Have you been trying to get your team to step up and produce at the next level? Are you stretched to meet or exceed your goals and being asked to do MORE with LESS? Do you struggle getting your team members to take more action, make more independent decisions and take responsibility for their decisions? As an executive coach I often am asked to work with

Sales Leadership: Reactivity and a Competent Approach

2011-05-05T09:25:00.000-07:00

Reactivity and a Competent ApproachIn our last series of blogs we shared with you how 3 different types of individuals react to conflict or difficulty by initially taking a Positive Outlook and denying they may have a problem. Today we’ll look at the second triad, our Competency Group and see how the 3 different styles in this group initially react to conflict or difficulty by remaining calm,

Sales Leadership: It's More Than Just Showing Up

2011-04-29T08:52:00.002-07:00

Why Do Some Sales People React to Problems with a Positive Outlook Today we’ll share with you how our first triad of sales people reacts to conflict or difficulty by initially taking a Positive Outlook and denying they may have a problem. One They focus on a positive self-image by helping and connecting with others; potentially overemphasizing the other person’s needs while neglecting their

Sales Leadership

2011-04-25T08:53:00.006-07:00

Soft Skills for Sales People…Really?? I recently had a conversation with another executive coach and she posed the question, “Why should sales people and sales managers focus on soft skills?” As a life-long sales person, my mind raced a hundred miles a minute as I wanted to shout out all the reasons WHY this makes sense. Instead, I remained calm and decided to get to the root of this question,

Sales Leadership: It's More Than Just Showing Up

2011-04-20T06:30:00.027-07:00

Reactivity with a Positive Outlook (part 3) Stephanie is a good sales representative who's been with the company for close to 12 years and has made quota all but one year. She's steady, easy going, peaceful and always willing to help out other people. Her clients would describe Stephanie as optimistic, calm, a great listener and a joy to be around. Her primary style of selling is by

Sales Leadership: It's More Than Just Showing Up

2011-04-13T19:42:00.011-07:00

Reactivity and a Positive Outlook (part 2) In my previous blog we outlined the danger REACTIVITY can play when sales people are faced with conflict, difficulty or do not get their way and looked at an example of how one of the three types that take a Positive Outlook responded. Today we’ll look at how a sales manager can begin to work with the second type of sales person that initially responds

Sales Leadership: It’s More Than Just Showing Up

2011-04-10T19:20:00.008-07:00

Reactivity with a Positive Outlook In my previous blog we outlined the danger REACTIVITY can play when sales people are faced with conflict, difficulty or do not get their way. Today we’ll look at how a sales manager can begin to work with sales representatives that fall in the Positive Outlook group. We’ll use an example I’ve seen many times where the sales rep is being asked to take an

Sales Leadership

2011-04-07T09:01:00.027-07:00

Managing Reactivity When The Market is Changing How often do you find your sales team reacting “strongly” when they’re faced with the following challenges? • Are they losing market share because of a new buyer? • Are customers asking or demanding large discounts with no additional commitment to drive market share your way? • Are product cycles causing you to lose your edge in the market or are

Managing SELF and working with OTHERS

2011-03-30T09:04:00.007-07:00

The A B C Roadblocks to Results Are you tired of not getting results from yourself and others? Are you ready to face the problems that get in the way of your success? Select the roadblock below that applies to you and your workplace: A. “We have less people on staff and everyone needs to step up and do more.” B. “I need my people to make more independent decisions, communicate these effectively