As a leader of a sales team, you need to have different types of styles of leadership to effectively manage your team. It is important for a leader to take the appropriate measures to ensure that the sales team achieves their target.
You should ensure that you are an approachable person. Sometimes, you and your team should be held accountable for actions and statement.
New managers often make a few mistakes. Admit that sometimes you make mistakes and let the team know that you acknowledge that. If you act like you have answers to all problems, you will always be solving problems that the team brings up only to see you handling their problems. If there is transparency between your team and you, you will be in a position to build a bond of mutual respect with your team.
One of the mistakes you might do, especially if you were previously a sales person is telling your team what to do. You would be making an effort to direct them to the direction you perceive as the best for the situation you are in. However, when you giving instructions to your sales team every time there is a problem, you will kill their willingness and ability to come up with solutions to problems. You will not be building a sales team rather you will be building clones of yourself.
While making a multiple of copies of individuals who are like you might sound a great idea-after all, you have succeeded-it is a trap. Having a team whose members have different ideas on how to solve a problem would be better. To effectively manage your sales team, you can use some styles. Each of these styles has a have a place and time to use them.
One approach that you can use when faced with a problem is the consultative approach. Consult from your team members on what you should do. You should not be the one to say what you do. See what they think about the situation, account or customer. Ask your team how they want to solve the problem they are facing and how you can help them.
At first, the members of the sales team might be surprised by the way you are carrying out your management, and they might not respond appropriately at first. If your predecessor was a directive manager, this will undoubtedly happen. You should not give up on giving them a chance to come up with possible solutions for their problems rather you should encourage them to always get unique answers to different challenges. Apart from knowing how they operate and think, they will also appreciate you for enabling them to develop skills for problem-solving.