2012 Radio Show Produced by RAB and NAB

Editor's Notes

• #2: Hopefully when you left to attend this conference today your staff didn’t look like this!Are your best Sales People asking this question, Right Now? Do you know if they are?
• #3: Google, Pandora, Groupon and many of the other .coms have revolutionized the ideas of working environments.Google landed at #1 on Fortune Magazines 100 Best Companies to Work for… a position they strive, fight and celebrate inside the Googleplex!Everything was up at Google last year -- revenue, profits, share price, paid search clicks, hiring – The reason? Employees rave about their mission, the culture, and the famous perks of the Googleplex! Well, Life at your radio stations may not be as DREAMY as Life In The GooglePlex.
• #4: Well, Life at your radio stations may not be as DREAMY as Life In The GooglePlex.There is a saying that if theGoogleplex exploded, the employees would have a hard time digging themselves out of a shower of pirate flags, action figures, lava lamps, large bouncing balls, bicycles, thousands of game pieces, and can’t forget the giant Lego people.
• #5: Your stations may not have electronic scooters to ride around your radio complex and carry you to the next meeting… or
• #6: Or you office may not be one slide away from a “free” gourmet restaurants - 3 made-to-order meals per day.
• #7: Or my very favorite, individual “Nap Pods” equipped with massage units overlooking beautiful Mountain View, California.But still there are ways we can attract, hire and retain great talent!
• #8: Joel and Trip has touched on Identifying and Hiring Excellent Talent.I want to talk about the 3rd piece of the process and that is RETAINING TALENT. First let’s bridge the gap with the age old question Nature vs. Nurture as it applies to this discussion, ARE GREAT SALES PEOPLE BORN OR MADE?The answer is both. First, they are born (naturally endowed with talent and potential for the particular career), and then they are made (by a manager, mentor, teacher, or coach). Rare is the outstanding performer who was not both born and made!
• #9: In the interest of time, I’ve summarized this discussion into 2 areas of focus…
• #11: Nature (to Joel’s point are Talents) - We must start here! It’s a fuzzy thought to believe that we can learn to do anything with Excellence, but indeed Excellence Requires Talent! On the Nature side is human talent. No manager can change people, but great managers make smart decisions about talent: They “fit the talent to the task” by matching the right person with the right job assignment.
• #12: On the Nurture side, This is the area in which the manager has heavy influence over the employee’s productivity. It is here that the manager’s actions determine the contribution each individual will make.
• #13: The four key “investment” functions on the nurture side are Relationship, Expectation, Feedback, and Compensation. It is here that the manager’s actions determine the contribution each individual will make. We are going to focus on the most important area – RELATIONSHIPS!
• #14: Let’s focus in on the most important function of Nurture: The Relationship—and since relationships are, of necessity, highly individualized, all these functions are most effective when managed specifically to each employee’s DNA. It’s not enough to have merely “good” relationships, We must form Powerful Relationships to Retain Top Talent!
• #15: The best managers play chess not checkers! Checker Managers, manage the group not the individual. Chess Managers, manage the individuals unique talents with the group, pushing all forward toward excellence! The best managers, know that each chess piece has its own style of moving. They don’t manage their “staff.” They manage one person at a time, maximizing each individual. You will find many sales managers playing Checkers: Where the expectation is that every piece will move and achieve in exactly the same fashion. In regards to Nurture’s Four Key Areas, RELATIONSHIP is always distinct, due to the very nature of human interaction. However, the other three functions of Nurture (Expectations, Feedback and Compensation) are traditionally rolled out from Sales Management to Sales Team without individual consideration.
• #16: A third of a person's life is spent in the workplace, sometimes more. When the environment is created by an extraordinary leader who cares about everyone's development, it leaves employees with little room to complain.
• #17: Why does this matter?
• #19: Result: The relationship itself can be leaned on and the foundation for growth.The truth is, a strong relationship with your sellers makes it easier to manage when times are challenging.
• #21: (Think of a coach, a mentor, or a teacher who had a profound impact on your success). Thinking of that person you came up with, would you say that they drew a firm line between teaching you and being your friend?My bet is that person knew you as an individual, and not only supported your development, but also cared about you personally. The best mentors will push and challenge you while also maintaining a close, meaningful relationship.
• #22: But close, Powerful Relationships have different expressions for each manager and each individual on their staff.As a manager, you must decide how to demonstrate your intent, how to express your caring. Some are huggers, partiers, talkers, writers, etc… What is your management style?
• #23: Some managers are huggers!
• #24: Some offer words of affirmation and take a more personal approach
• #25: Some offer VIP Parking Spots, Certificates or Awards.
• #26: Others do BBQs, ice cream socials and lunches.
• #27: My Team – Works just as hard as they play! They love a social hour and a cocktail!Us, enjoying a night at local hot spot and Texas Ranger game!
• #28: Center of Sales and Strategy has a program that allows you to customize strategic management plans for each employee.Do you know what each employee’s definition of relationship means?Again, we are talking about developing a unique, highly customized management plan for each member of your team.
• #29: Wouldn't it be great if human beings were born with a "users guide?" Then we would know the best way to lead, motivate and engage our employees. The Center of Sales and Strategy has developed something very similar to help us create a user guide of sorts, called and INDIVIDUAL MANAGEMENT QUESTIONAIRE (or IMQ) which along with other data is translated into a strategic INDIVIDUAL MANAGEMENT PLAN, tailored to each seller.
• #30: Center of Sales Strategy: Has built a template for creating an Employee User Manual: Questions, Answers and Plan.Individualized Management Questionnaire (IMQ).Annually and after Life-Changing Events. Actually Use the information you discover. Create an Individual Management Plan for each employee.
• #31: Other questions that lead to insights on how to create Powerful Relationships with employees. Understand how they like to receive information, communicate and how a meaningful relationshipis defined by each individual.
• #32: I’m a football fan and although it was hard not to do an Ohio State cheer / Michigan slam at every public turn. I will close with one of my favorite coaches, Vince Lombardi who lead his team to many championships with keen focus on NURTURE! He coached and motivated highly talented individuals in team settings.
• #33: When all else fails, keep it simple! Who argues with a cocktail? What makes a Happy Staff is Happy Hour!
• #34: Sharing is caring! I will be uploading an extended version of this presentation and would love to continue the conversation with you. Extend invitation to connect on LinkedIn.