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Key Points from “10 Commandments for Managers”
- Fall in Love with Your Work (Organization and Industry). Great managers love their job and are proud of the company they work for. They are hardworking and loyal. They take 100 percent responsibility for their actions and decisions … and their attitude is contagious.
- Become a Lifelong Student. Great managers read books and trade magazines, and they attend every seminar they can. They are sponges for any information that will help them reach their goals. They practice the Hour of Power: 20 minutes of Reading, 20 minutes of Planning, and 20 minutes of Thinking and Affirming their goals every day without fail.
- Get Great at Sales (and Marketing). Everyone is in sales. The question is: “How good are you at it?” Sales is both a science and an art. The science is math. (What is your close ratio?) The art is the people side of the equation. (People buy from people they like, trust, and believe.)
- Know Thyself (and Others). What is the best and highest use of your time and talent? Successful managers know and understand their gifts and strengths. At the same time, they are brutally honest about their shortcomings and weaknesses. They delegate the latter and invest most of their time on the things they are good at.
- Set Big Hairy Audacious Goals (and Lots of Little Ones, Too!). Great managers should be absolutely clear on their expectations of themselves and others … from BIG goals like “Increase sales by 30% this year while maintaining gross profit of 40%” … to having crystal clear expectations about what they expect from each job and employee.
- Track and Measure Everything. As a sales manager, your goals needs to be made clear by publicly posting both the goals and activity … month by month, in a public place. Where performance is measured, performance improves.
- Reward the Behavior You Want Repeated (The Window and the Mirror). Whatever gets rewarded, gets repeated. Whatever gets punished, stops. Make a statement with high fives in the hallway, awards, cold hard cash, paid time off, gift cards, etc. Get creative, and make the acknowledgement public.
- Hire Hard, Train Easy. What is your percentage of interviews to hire? Is it 2 to 1? 5 to 1? 10 to 1? 20 to 1? The larger the first number, the lower the turnover and higher the productivity. Great managers understand and accept this; poor managers are lazy with this commandment.
- Become a GOOD-Finder. Are you a GOOD-Finder or a FAULT-Finder? The very best managers are great at acknowledgement and recognition. Catch people in the act of doing things right. Employees who are cared about, produce more, stay longer, and are easier to get along with.
- You Have a Team of People. Do you want compliance or commitment? Get your team involved in the ideation process. Break them into groups and ask the right questions: “How can we generate more leads from the field?” “What will inspire you to action?” As the coach goes, so goes the team. Keep searching for new ideas. And, invest in education for you and your greatest asset: your people.