Leadership: Team Analysis, Action Plan, Strategies - Course Report

This report focuses on analyzing team performance and developing effective action plans within a leadership context. It outlines a four-step process: analyzing past performance, identifying challenge areas, implementing course corrections, and coaching for ongoing success. The report emphasizes the importance of identifying skill gaps, setting clear objectives, and providing targeted training. It stresses the value of regular coaching sessions focused on development, not just inspection, and recommends breaking down ambitious goals into smaller, more manageable steps. The report also highlights the need for aligning with marketing strategies to generate qualified leads and addressing price pressures through value-building techniques, ultimately aiming to improve sales effectiveness and overall team performance.

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“LEADING A TEAM”
(The Action Plan)
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STEP 1: ANALYSE THE PAST
It is the first step to analysis to pinpoint in challenging areas while determining the steps for
improvement.
There is regular conduction of post-sale analyses and documentation while findings the job. The
business opportunities are to be searched by the process that is often overlooked by the sales
people.
It’s also important to analyse the sales funnel by stage. That allows looking back and seeing where
the salespeople are losing opportunities.
STEP 2- IDENTIFY CHALLENGE AREAS
Based on the information gathered in Step 1, determine where skill gaps exist. For example, if
conversion rates are low in the early stages, the team likely needs support with pre-call
investigation, qualifying prospects, questioning, or establishing trust early on.
And if conversion rates are low in the later stages of the sales funnel, it may be needed to focus on
skills such as building value, managing objections, gaining commitment, and negotiating price.
Metrics aren’t the only way to identify obstacles that stand in the way of maximum output for the
team. One of the most effective methods is simply to ask them.
Ask each salesperson what challenges they’re facing out in the field with prospects and customers,
and get their input on what sort of tools or resources would help them improve their performance.
Soliciting feedback will also make reps more receptive to any training or coaching to move
forward with.
STEP 3- IMPLEMENT STEPS TO COURSE CORRECT
Once challenge areas are identified, there is needed to decide the best ways to support the team to
reach the quota that is set up. Focus on the development areas that will lead to the highest return
on the investment of time and resources and get to closer to goal achievement.
It may be that the team is struggling from a lack of qualified leads, and thus first step needs to be
aligning better with Marketing or updating the marketing strategy. Or, if the team is consistently
struggling with price pressure, it may decide they need some skills training to help them build
value and hold their ground with prospects and customers.
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Whatever strategy is unique situation calls for; it should work with each salesperson individually
to create a detailed business development plan. Working backwards from the goal, decide and
record the activities and objectives that need to be accomplished on a daily, weekly, and monthly
basis in order to succeed.
STEP 4 – COACH FOR ONGOING SUCCESS
It’s widely accepted by this point that sales coaching are the activity with the greatest impact on
sales effectiveness. But according to the Sales Management Association, formal sales coaching
strategies tend to be poorly executed or non-existent.
Establish a regular coaching cadence with the sales reps and make the meetings about
development, not inspection. This can be used together to ensure they’re on track with their plans,
reinforce new skills they’ve learned, and look for trends in what they’re doing well and where they
can improve.
And if an aggressive sales target is causing them stress, make it seem more manageable by
breaking the goal into smaller, easier to digest chunks.
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