Beth Sunshine, on April 9, 2018
People who use their strengths every day are six times more likely to be engaged in their jobs, and they will have 12.5% higher productivity (Gallup.com).Beth Sunshine, on March 26, 2018
Nothing fires me up like facilitating the Talent Focused Management live simulation workshop. The lessons are powerful, and the takeaways are career-changing! Following last week’s workshop, I asked our participants to share one of their greatest lessons learned from the program, and one response really stood out for me.
Beth Sunshine, on March 13, 2018
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Recruiting and hiring top talent is a tall order! But it is critical for success in a sales organization.
Beth Sunshine, on February 12, 2018
Beth Sunshine, on January 25, 2018
Here it is, the beginning of another new year and the perfect time to make sure you are setting yourself up for success in 2018. If you manage people, one of the best ways you can do this is to ensure that you have a strong talent bank — even if you do not plan on making a single hire.
A strong talent bank allows you to set the bar high for your team, hold people accountable to meeting expectations, and move forward without missing a beat if one of your people chooses to leave.
Beth Sunshine, on December 13, 2017
“Do unto others as you would have them do unto you.”
I would bet, like the rest of us, you learned this Golden Rule in Kindergarten and you were probably raised to believe you should always treat others as you would want to be treated.
It sounds great in theory, and I applaud your kindness and compassion, but make no mistake, the Golden Rule does not work when developing people.
WHAT?!
It’s true. The sentiment is nice, but it just doesn’t work.
Beth Sunshine, on September 5, 2017
If you have ever worked with me you know I am a sucker for strong feedback and coaching. Here’s why.
People are the foundation of any sales organization and if the people don’t grow, the organization can’t either. One of the very best ways to grow people is to provide them with strong, consistent, and targeted feedback so they can adjust their style, adapt their approach, and turn their talent into performance.
A few weeks ago, I had the opportunity to work with an exceptional manager whose secret weapon for growing people is effective feedback. His genuine caring combined with his never-miss-a-thing insight can be life-changing for those who work for him.
I was anxious to better understand what he did so naturally and most others struggled to do at all, so I pummeled him with questions. And he let me in on his secret.
This manager built his career on two principles.
Moral obligation? I wanted to hear more.
Beth Sunshine, on August 9, 2017
Have you noticed that almost everything you interact with throughout the day comes with recommended care instructions? Some are simpler than others, but for the most part, there is a certain way that everything must be treated in order for it to thrive.
I may not always do it, but I know that I am supposed to:
But, I’m the first one to admit that I have ruined more than one delicate garment by accidentally throwing it in on hot and drying it until it shriveled like a raisin. As a matter of fact, an unfortunate number of my possessions have passed through my hands as if disposable because I didn’t read the care instructions—or even more likely—I was just moving too fast to be able to give them the totally customized care they needed.
Of course I’m not writing this article to teach you how to wash your delicates. Let’s agree, a silk top is a silk top. It can be replaced. But what if we’re talking about a person? It’s not so easy, or inexpensive, or even humane to replace a person because you failed to know how to care for him. That’s a whole different league of handling with care!
Beth Sunshine, on July 18, 2017
I spent some time on the phone this morning talking with a new client. Brand new to the world of talent assessments and strength management, this sales manager was trying to wrap his mind around everything he was learning.
He called me because he was frustrated to learn that one of his lowest-performing salespeople had one of the strongest talent profiles on his team. He could not figure out how that could be possible!
Have you ever felt the frustration of managing a seller who was not performing on the job even though you knew the person had the potential? It’s maddening! And if it has happened to you, you’re not alone.
There are many reasons why a salesperson may fail to perform, even though they’ve got the potential.
Beth Sunshine, on June 8, 2017
No one ever became successful because of their weaknesses.
Think of any successful person and you’ll realize they became well-known for a single area of strength in spite of the many more weaknesses they had to manage and work around on the way.
When we maximize our talents we find success, and in order to do that we need a very clear understanding of what those talents are. Only then can we match talent to task and put people in the position to do the things they are naturally good at in their job.
Our partnership with Talent Plus—and their extensive research of top performing B2B salespeople and sales managers—has allowed us to clearly define the specific behaviors that separate the best from the rest. This allows us to guide our clients to make smart selection decisions, and then to coach those they hire to maximize their talents and continually increase performance.
But those darn weaknesses… they won’t just go away.
But don't worry! There are three ways to effectively deal with a weakness:
