The following is an excerpt from my book, “The Human Being’s Guide to Business Growth.”
Leadership Sales Metrics
It’s probably a good guess to say that your leadership team does not have sales metrics. And if your leadership team does have sales metrics, there’s a good chance they aren’t hitting them consistently. When I ask leadership teams about metrics more often than not, I hear, “We should do more of that.” Or “I’m really bad at making time for that, but I know I need to do it.”
The reason leadership metrics are important is because of culture. As we said at the start of this chapter about culture, we know our people are going to look for gaps between what we say and what we do. Culture will eat strategy for breakfast. To unleash the hidden power of your people for growth, start with the behaviors at the top.
To do this, we have to set metrics that can be hit and make a difference. Let’s define what leadership metrics look like because they will be different than traditional sales or marketing metrics. If we know that as human beings we’re happiest when we apply our strengths to tasks, that’s where we need to start. Your leadership team needs to know, you need to know, what their perceived character strengths are. Then you need to apply those strengths to business development activities that can be measured. It sounds simple because it is, but it’s not going to happen without effort.
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