Vital Information Regarding Sellers Playbook 

All organizations have access to more or less the same resources. They draw from the same pool of people in their markets or geographic areas. And they can all learn about the latest tools and techniques. Yet not all organizations perform equally. There is a huge gap between high- and low-performing organizations. What accounts for this huge gap is leadership. Related imageLeaders develop and bring out the best in people. This dramatically expands the performance capacity of an organization. With a strong leadership foundation, management systems and processes, as well as technology and technical expertise, expand to their full potential. That’s why coaching has become such a key management development topic in so many organizations. Too many managers are bosses, technicians or even bullies. They kill team spirit, arouse mediocrity and suck the energy out of the room. The results are poor morale, loss of talented people and low performance.For further information regarding this, feel free to visit them at Sellers Playbook .
Effective leaders, by contrast, develop people. Rather than running around solving problems, while overflowing e-mail and voice-mail boxes suck up huge amounts of their time and energy, strong leaders empower and enable others to solve daily operational problems. Of course, successful leaders also direct and control when needed. But mostly they teach and engage people throughout their organization to reach ever-higher performance levels. Strong leaders don’t just see people as they are. They coach people into becoming what they can be. Here are the best practices of leaders who provide the best coaching to the people in their organization:
Clarify roles and goals
There’s an old saying that teaches, “the clearer the target, the surer the aim.” It’s common sense: We can’t achieve top-level performance if we’re not clear what it looks like. However obvious this critical coaching strategy may seem, many managers fail to practice it. Unclear roles and goals is a primary cause of job dissatisfaction. Effective coaches are masters at helping people set the performance bar very high by aligning organizational, customer and team needs with the individual’s personal goals. While jobs may be shifting and roles evolving to meet changing conditions, a strong leader will get everyone involved in a continuing process of redefining and resetting roles and goals. Strong leaders build upon successes and string together small wins to boost confidence about what can be achieved.
Build on strengthsRelated image
Abraham Lincoln once said, “It has been my experience that people who have no vices have very few virtues.” Dwelling on our own or another’s weaknesses rarely improves them. And it sure doesn’t do much for self-confidence, passion or commitment. Like a good hockey coach who has specialty players or lines for specific situations — such as power plays or penalty killing — a strong leader finds people whose strengths most closely match the requirements of the role (and whose weaknesses are less important) in a given situation. Rather than defining the ideal role and trying to find a perfect person to fit it, effective leaders find someone who meets most of the key criteria. He or she then tailors the responsibilities to align with the individual’s strengths. Strong leaders give people a chance to do what they do best every day.