Emotional intelligence contributes 80 to 90% of the competencies that distinguish great leaders from average leaders. Traditionally the qualities associated with leadership such as intelligence, being tough, determination and drive are insufficient to become truly effective, great leaders. In fact the research shows us that great leaders have a high degree of emotional intelligence, including self-awareness motivation, empathy, social skills and emotional control. A leading expert in the field, Daniel Goleman, has found direct links between emotional intelligence and measurable business results.  

Following are short excerpts on the 5 crucial components of emotional intelligence for sales leaders.

1. SELF-AWARENESS

Definition:

The ability to recognise and understand your moods, emotions, and drivers as well as their effect on others.

Hallmarks:

• Self-confidence

• Realistic self-assessment

• Self-deprecating sense of humour

2. EMOTIONAL CONTROL

Definition:

The abil...

The GROW model, created originally by Sir John Whitmore is an effective model for structuring your coaching conversations with your team. It provides the hooks to enable you to move the coachee through questions and the stages of a coaching conversation, and most importantly, move the coachee to take action.

G stands for Establish The GOAL

Start off by looking at the behaviour that needs change. Structure this change as a GOAL that the coachee wants to achieve.

Make sure it is a SMART goal (Specific, Measurable, Attainable, Realistic and Time-bound).

It’s useful to have in your mind some form of measurement such as:

• How will you know that the goal has been reached?

• When is the problem solved?

• Does it fit with the objectives of the team?

R stands for Examine The REALITY

Ask the coachee to describe their current REALITY. It’s important to do this as it gives you a clear grasp of their starting point. As you hear their current reality, the solution may start to em...

As a sales leader you are responsible for coaching your sales team on their skills, development and performance. Are you coaching your team effectively?

Here are some key characteristics of an effective coach:

• Self­‐awareness, observation and reflection

• Recognition of where influence and change can be achieved

• Emotional awareness of self and its impact on others

• Understanding of own strengths and development needs

• Ability to listen intently and challenge without judgment and without defensiveness

• Seeing qualities in others, even if the coachee does not see those qualities within themselves

• Being a role model

• Ability to move others beyond their comfort zone, so that they may learn new behaviours

• Being a passionate advocate of the coaching process, so that others are inspired to stretch themselves

• Recognising when to push, when to hold back, when to support and when to challenge

• Staying on course and focused on the desired outcome e

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Problems in the workplace can cause you and your sales team to lose momentum, they can sap energy, consume whatever scarce time you have, damage careers, break the bank balance, rob you of excitement and so many other headaches. This article is intended to help you solve problems by giving a framework for effective problem solving. The framework is comprehensive and the process easy to follow, regardless of the circumstances you face.

Solving sticky, uncomfortable problems is often an unwelcome task but problem solving can be very rewarding and give you a great feeling of accomplishment having faced off against a tough issue within your team and come out a winner.

The Problem Solving Process: Six Steps to Better Outcomes

The process of problem solving starts with:

1. The Story! Recognise what actually happened and why. This is followed by:

2. The Temptations! To recognise the reality of human nature to succumb to irrational impulse rather than engage in rational problem solving.

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