How do you measure coaching effectiveness?
JC10X
How do you measure coaching effectiveness?
How do you measure coaching effectiveness?
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You should also have a coaching scorecard
Hmm very interesting what does this look like if you may?
I have some examples that live in Google Sheets, but it needs to measure their ability to follow the script.
Their ability to leverage their prospect's candor, not sound like they are reading off a sheet, and trigger cues to follow built out rebuttals for common objections and complaints.
Once you have that, follow a typical school grading scale.
Take two calls that went poorly and then one that went well and blend the results.
Their ability to leverage their prospect's candor, not sound like they are reading off a sheet, and trigger cues to follow built out rebuttals for common objections and complaints.
Once you have that, follow a typical school grading scale.
Take two calls that went poorly and then one that went well and blend the results.
In our org we create new Scorecards for each new initiative / narrative we are focusing on.ย
For example, this quarter we've changed our on-boarding process, so now on every demo call we have to talk about XYZ.ย So we create a scorecard (in Chorus, but you can do the same in Google Sheets), where Question #1 = X, Question #2 = Y, etc.ย
Each "question" then dictates the standards of optimal performance / pitch, and you can then rate each call 1-5 on each "question" and get a combined score.ย
Over time you'd be able to see how this score changes, and what specific "questions" need more attention.
For example, this quarter we've changed our on-boarding process, so now on every demo call we have to talk about XYZ.ย So we create a scorecard (in Chorus, but you can do the same in Google Sheets), where Question #1 = X, Question #2 = Y, etc.ย
Each "question" then dictates the standards of optimal performance / pitch, and you can then rate each call 1-5 on each "question" and get a combined score.ย
Over time you'd be able to see how this score changes, and what specific "questions" need more attention.
That's really interesting
Yep.
Feedback loop is key.
Feedback loop is key.
behavior change shows results, get a change to make a change
Amount of coaching
Amount of coaching
Long term behavioral changes. More often than not I see "coaching" sessions that lead to short term changes, and then ultimately behavior reverts to whatever it was before.ย
I would say effective coaching leads to long term changes that directly improve performance or skill sets.ย
I would say effective coaching leads to long term changes that directly improve performance or skill sets.ย
Any tips/tricks on effective coaching? I have a couple of technique but want to pick the brains of this community.
Please let us know whats worked for you
Ideally, behavior changes. But the coach has to coach right, and the rep has to make the changes.
If results increase you should see behavior change, less coaching.
If the amount of coaching increases and results don't change, the rep isn't coachable.ย
If results increase you should see behavior change, less coaching.
If the amount of coaching increases and results don't change, the rep isn't coachable.ย
For sales calls, Effective conversation on calls rank from 1 to 5. For overall, look at Behavioral change
Follow up on the behavior you're coaching.
behavior change shows results, get a change to make a change
Behavior change shows results, get a change to make a change
follow up on the behavior you're coaching.ย
I would say the below 4 are the bare minimum. Ideally the SDR did some sort of qualification with the prospect and has more clarity on the use case. But we all know that is not always the case.
You want your playbook to be a wealth of knowledge that your reps can quickly pull up and grab some key takeaways to use in their sales rhythm.
"When selling against this competitor, touch on this, avoid this" etc
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