|
|
|
A Profitable Growth Formula For Sales Managers
Sales organizations that successfully achieve profitable revenue growth do so through a sales system encompassing sales focus, the integration of organizational and people competencies, a balanced sales effort between new customer acquisition and...
Doing Business Online — Private B2B Exchanges
Business processes are the building blocks of an enterprise. If one of these processes fails to live up to its expectation, business starts to flounder. How to minimize the risks, get a better monitoring of the processes and, at the same time,...
How to Define Your Company's Sales Job - Part 1
Would you agree that every sales job is unique in terms of products and services sold, target markets, target geographies, company cultures, lead sources, sales cycle lengths, and more? Given these many differences, how can you accurately define...
Profitable Growth Is Everyone's Business - A Book Summary
This article is based on the following book: Profitable Growth Is Everyone's Business "10 Tools You Can Use Monday Morning" By Ram Charan Published by Crown Publishing Group, 2004 ISBN 1-4000-5152-5 198 pages The days of ruthless downsizing and...
The Millionaire's Favorite Author
YOU WON'T FIND W.G. HILL ON ANY BEST SELLER LISTS, BUT IT'S HARD TO FIND A MILLIONAIRE WHO HASN'T READ MOST OF HIS $100 "SPECIAL REPORTS".
Hill's Low Profile -- The name W.G. Hill isn't bandied around much in the book-publishing world. No...
|
|
| |
|
|
|
|
|
|
Lone Wolf -- Lead Wolf
Copyright 2005 Rick Johnson
Lone Wolf----Lead Wolf “The Evolution of Leadership”
Privately held companies range in size form very small “Mom & Pop” operations with revenue as low as $100,000 or less, to huge multi- million dollar distributors with locations all across North America. Wholesale distribution also has some mega-distributors with sales ranging from $1 billion to as much as $27 billion. The majority of wholesale distributors are family owned.
Family owned organizations, both small and large, with succession issues, family preparation and second and third generation leadership issues have been subjected to the evolution of leadership. These organizations are often founded by an aggressive, highly talented entrepreneur. Many of the principles of leadership that helped build the success that the organization enjoyed in the past is not the type of leadership that will maintain that success through generations of ownership. Contrary to some “leadership authorities” belief, the Machiavelli theories on leadership just don’t apply today. Niccolo Machiavelli is considered by some a leadership guru who lived during the renaissance period and is often quoted and written about today. Machiavelli believed that “Men are more ready for evil than good.” “A leader’s goal is one of power and domination.”
The Evolution of Leadership
Times have changed, leadership has evolved. The days of the “Lone Wolf” leader at the top who dominates with power are gone. Successful privately held organizations have gone through the leadership evolutionary process. They understand that today’s leader must create change in the organization to meet the needs of their customers, to meet the needs of their employees and to meet the needs of their vendor partners. It involves a particular life cycle change. This change varies according to the generation of leadership.
More often than not, the “seat of the pants” based on intuitive judgment leadership style of the founder with highly autocratic methodologies won’t work in today’s business environment. Today’s environment demands a stable administrative structure that requires a change in the nature of past leadership practices. Simply put, it’s an evolution from a highly reactive, autocratic individualistic style to a more empowering, people employee oriented proactive style. It’s about going from a “Lone Wolf” leadership style to a “Lead Wolf” leadership style that has confidence in the employee’s ability to make things happen and empowers the employees to get the job done.
Founders and even second and third generation successors may find it difficult to make the transition from the “Lone Wolf” to the “Lead Wolf” leadership style. When this happens, ownership may put personal needs ahead of business needs and the organization is not managed in the best interest of its customers, its vendors and its employees. Organizations that are still run in the “Lone Wolf” style have an owner at the helm that has a strong dominating personality that is likely to be a poor listener. This “Lone Wolf” syndrome is easy to recognize. The same problems seem to arise over and over. Market share deteriorates, cash flow problems exist, there may be a vision but no plan exists to accomplish that vision. Anxiety may set in and the owner becomes defensive or even paranoid and resorts to blaming others for the lack of success or pending failure. Without outside intervention, executive coaching, a solid board of directors or even an advisory group, the company may end up being sold or worse yet the company may go into a death spiral. (e-mail rick@ceostrategist.com for the article “The Death Spiral” and the “Leadership Thought Provoker” Checklist)
The Lone Wolf Leader Still Exists
This doesn’t mean that there aren’t some “Lone Wolf” leaders that still exist today that are successful. Remember, they have a strong entrepreneurial spirit that makes them dynamic and decisive. They often have a clear vision and these traits can drive a company for some time. However, I submit to you that the “Lone Wolf” leaders that have not evolved today cannot maximize the success of their organization. They will not leverage the competitive advantage that has become the life line of their survival. The strong traits that brought them success in the past quickly become liabilities in today’s environment. They don’t believe in empowerment. They don’t believe in long range planning. They are reluctant to develop structure, policy and procedure because it inhibits the ability to shoot from the hip and it slows them down. They mistakenly believe that shooting from the hip is part of their competitive advantage because it worked so well in the past. They can make reactive crisis-driven decisions with little or no help from their management without recognizing that they must identify and correct the root cause. If they do have a board of directors, they are hand picked friends that basically do whatever they want and challenge very little. They count on only those that seem to be the most loyal and they motivate by fear and guilt. Sure, they’ll hold staff meetings but it’s more of an exercise in power to report on crisis intervention or simply to chew people out. They have difficulty in letting go of the past.
Evolution has Created the Demand for Lead Wolf Executives
Successful growing organizations have gone through the experience of change. In fact, these organizations recognized the necessity to create change. That is what leadership is really about; the ability to create change. These successful organizations have developed their employees along the way. The Lead Wolf executives have earned the respect and trust of their employees by demonstrating respect and trust in the employees themselves. Most employ a servant, situational leadership style that is based on an empowerment platform. They develop future leaders; make proactive decisions based on calculated risk. They employ root cause analysis even if they don’t formally call it that. They employ best practices and make staffing decisions based on responsibility, competency, training and capabilities. They develop a real board of directors that
provide value to the organization, challenge the executive staff and hold them accountable. The Lead Wolf executives recognize and believe that leadership is an invitation to greatness that we extend to others. Successful leaders understand that they must give back what they have learned. They become mentors.
The Evolution is a Growth & Learning Process
Owner executives that have evolved to the Lead Wolf style of leadership have gone through an individual growth and learning process. They have accepted the fact that they may not have all the answers. More importantly, they recognize that they don’t have to have all the answers. Many have found a mentor or an executive coach outside the organization. Changing a leadership style is not the easiest thing in the world to do. Coaching becomes a very useful resource. This evolutionary process includes:
• Enhancement of their instinctive curiosity and a strengthening of their focus on being a customer driven organization. Service and quality become a way of life within the organization and it is used to support their competitive advantage.
• Taking their vision and redefining it as an end game which challenges their executive team to create a strategic plan to meet this end game. This plan incorporates growth and profitability as well as other specific goals and objectives.
• The recognition that employees are the most precious asset and backing up that recognition by the willingness to invest profits in the development of these employees.
• Empowerment that is accompanied by the resources necessary to succeed and accountability for results.
• Utilizing a board of directors as a resource while sharing management challenges seeking policy and guidance. Incorporating contingency planning and scenario planning as a regular exercise.
(e-mail rick@ceostrategist.com for Board of Director information including a sample director application form and qualifications)
Wholesale distribution organizations increasingly are characterized by a large and incredibly complex set of independent relationships between highly diverse groups of people. That is what the evolution is about. To be successful, the Lead Wolf executive determines how to get active involvement, innovation and creativity out of their employees. Success depends on more than just “best practice” success drivers. Success demands a superior level of leadership—a level that requires deep commitment. This commitment will not flourish in workplace environments that are still dominated by the Lone Wolf--“slap & point” or the “carrot and stick” method of management often used in the past.
The Lead Wolf Executive
Lead Wolf executives get results. They are high impact leaders. They are consistent, explicit and concise and they command a presence when they walk into a room. They have enough charisma to turn the dullest moment into a high-energy event. When they move on, others want to go with them. They have a following. Their openness and honesty create a legacy which people admire and look up to. They gain commitment and foster trust.
Creating change, managing during turbulent times, or fostering growth all depends on balance and the Lead Wolf type of leadership. No one person can make a company successful. It takes a lot of people, but one person with a command of leadership, utilizing the Lead Wolf style can transfer enough influence, creating enough leadership amongst the management group to guarantee success. Management must figure out how to get more active involvement and creativity out of their employees. Questioning of the status quo and the generation of new ideas is a mandate of success. That success depends on a superior level of performance, a level that requires deep commitment.
Most of us are not born leaders. We are not adept at communication. However, a good percentage of us long to become leaders of men and make deep connections in our careers that lead to commitment, a commitment to success. For family owned organizations, leadership is passed on from generation to generation. To achieve objectives, each generation must understand the following basic principles of leadership.
• Honesty
• Integrity
• Respect
• Trustworthiness
• Sincere concern of others
• Willingness to take calculated risk
Once these principles are learned and practiced, leverage of these leadership skills to develop the management team is the next step. Lead Wolf family executives that have gone through the evolution of change understand this and they are clear as to what their responsibilities are.
“The true test of a successful leader is that he leaves behind the conviction, the will and the understanding to carry on.”
The Lead Wolf executive understands the importance of making emotional connections with the management team that surrounds them. They must encourage these people to open up, share dialog and reveal dreams. They must teach and mentor. It’s not as easy as Willie Nelson would have you believe. Leveraging their leadership entails advancing their personal agenda by advancing the agenda of others. A good leader is not intimidated by the success of others. They encourage others to succeed and help them fulfill their wants and needs. Leveraging leadership helps determine the hidden factors in communication. Understanding inferences and assertions become a key component to understanding people. Lead Wolf executives have high questioning and prospering skills that allow them to drill down to real facts and issues. Leveraging their leadership allows successful leaders to establish emotional connections, which diminish fear and intimidation. This encourages enthusiasm and cooperation and that is what being a Lead Wolf leader is all about. (e-mail rick@ceostrategist.com for the Leadership Thought Provoker Checklist)
Dr. Rick Johnson has over 35 years of experience in wholesale distribution. CEO Strategist is a firm that supports executive management through board representation, executive coaching and training. http://www.ceostrategist.com rick@ceostrategist.com
|
|
|
|
|
| SellingPower.com | Solutions For Sales Management |
| Targeted to sales managers and upper tier sales professionals, this magazine helps you train, educate, and motivate your sales team. |
| www.sellingpower.com |
|
| Journal of Personal Selling & Sales Management |
| The official web site of the Journal of Personal Selling & Sales Management has moved to the University of Missouri, Columbia, which is the home of the ... |
| mkt.cba.cmich.edu |
|
| Management Articles |
| Sales Management. Unleash Your Brand Ambassadors. A recent GlaxoSmithKline decision took the advertising industry by storm: The pharmaceutical giant ... |
| gmj.gallup.com |
|
| Manage Smarter - Performance Gateway |
| Manage Smarter is the online home of sales & marketing management, incentive, potential, presentations and training magazine. |
| www.salesandmarketing.com |
|
| The 5 Biggest Sales Management Blunders |
| Learn the biggest sales management blunders and how you can avoid them. Spending the necessary time wearing your sales manager hat will help foster a ... |
| sbinformation.about.com |
|
| DEI Sales Management |
| Stephan Schiffman's DEI- Management Group, offers sales training tools and educational forums designed to teach: Cold Calling and Closing Techniques, ... |
| www.dei-sales.com |
|
| Sales Management Training - Selling Seminars - Reinforcement & ROI ... |
| Offers sales and sales management training. Sign up to receive the monthly newsletter. |
| www.brooksgroup.com |
|
| Sales Management Resource International |
| Sales Management services, sales training, sales solutions, sales people. We provide a systematic approach to providing immediate sales results ... |
| www.salesmanagement.com.au |
|
| Reconnect Sales Management to Profitability - HBS Working Knowledge |
| "Work your pay plan" is one of the central tenets of sales management. ... In a similar way, top managers can reconnect their sales management to ... |
| hbswk.hbs.edu |
|
| Amazon.com: Sales Management: Books: Robert J. Calvin |
| Amazon.com: Sales Management: Books: Robert J. Calvin by Robert J. Calvin. |
| www.amazon.com |
|
| Amazon.com: Seven Secrets to Successful Sales Management: The ... |
| Amazon.com: Seven Secrets to Successful Sales Management: The Sales Manager's Manual: Books: Jack D. Wilner by Jack D. Wilner. |
| www.amazon.com |
|
| Personal Selling and Sales Management: KnowThis.com |
| KnowThis,com offers information, resources, reference and links for sales people, sales managers and other involved in managing a sales force including ... |
| www.knowthis.com |
|
| Sales Training and Sales Management: KnowThis.com |
| KnowThis.com offers information, resources, reference and links for anyone involved in sales training or sales management or other managing issues involving ... |
| www.knowthis.com |
|
| SMR Career Services |
| Sales Management Resources is a professional executive search company, dedicated to providing consumer products companies the recruitment of exceptional ... |
| www.smrcareer.com |
|
| SalesVantage.com: B2B Advertising, Marketing and Sales Management ... |
| B2B Advertising, Marketing and Sales Management Directory, Newsfeed & Business Referral Service designed for sales, marketing & advertising executives. |
| www.salesvantage.com |
|
| Contact Management Software, Contact Manager & Sales Software for ... |
| PC World Gives Prophet Contact & Sales Manager 4 Stars · eWeek praises Prophet for building a sales management solution into Outlook for a reasonable price ... |
| www.avidian.com |
|
| Sales Management- 7 Secrets to Successful Sales Management, the ... |
| 7 Secrets to Successful Sales Management, written by, Jack Wilner, one of today's leading sales management trainers, coaches and consultants, ... |
| www.7salessecrets.com |
|
| Sales Management Training |
| Sales management training for the complex sale includes business development programs and sales training seminars. |
| www.primesalesmanagement.com |
|
| Contact Management Software (SFA) price quotes - Free sales ... |
| Contact management software buying advice and free sales management software quotes from leading suppliers. |
| www.buyerzone.com |
|
| Waterhouse Group - Sales Training Programs: Consultative, Value ... |
| With over 20 years of experience in sales, sales management and sales training, ... Selling Success: The Journal of Sales & Sales Management ... |
| www.waterhousegroup.com |
|
|