Sales Coach Debi

While conducting interviews last week, I encountered a wonderfully prepared resume which was followed by letters of recommendation and a good phone interview. Sadly this candidate chose the most inappropriate attire possible. Whatever you do when seeking a professional opportunity, don’t overlook the importance of appearance and first impressions.

I realize that how we dress is a matter of choice and personal preference and even cultural background.  And in fact, a wardrobe can easily be updated and the wearer coached.  But poor clothing choices can create poor first, last and lasting impressions.

For most professional positions in sales, it’s a safer bet to remain on the side of polished, conservative and professional.  Don’t assume that the interviewer wants to see your cleavage, tops of your thighs, flip flops or the top of your underwear. When an interviewer is faced with a significant dress code challenge, they consider all the other candidates they have and no matter how well you interview or look on paper, the challenges of coaching on attire can be viewed as a delicate, HR challenging topic.

Don’t assume that conservative professional attire will keep you from setting yourself apart from all the other candidates either. To set yourself apart, do your research on the company and on the people you’ll be interviewing with and have a clear plan on how you’ll bring benefit to that organization. I’ll provide additional interviewing and career search ideas in a later blog, but for now, back on the topic of attire.

No excuses not even budget. If you have minimal budget for business attire, start now in the discount stores like Filene’s Basement or Marshall’s to name a few. Even Target has great inexpensive choices.

Discount shopping may require a little searching and an eye for seeing how separates can come together to create a professional look.  So if you don’t feel comfortable, bring someone that dresses for success with you or take a picture with your phone and send it to a friend for advice before going to the check out.

Try things on and ask for opinions from people that care about your success on your clothing choices before an interview. The market place is competitive and it’s not enough to just be the best at what you do. Take the time to prepare all aspects of the interview process including attire. You have only moments to create that first, last and GOOD lasting impression. We’d love to hear about your ideas, suggestions or dress for success – success stories.

Think about how you feel when someone recognizes your abilities. Does it make you feel good? The answer to that question is typically, yes! People are more willing do things that help them feel good, appreciated and accepted.  Praise and recognition when sincere and specific encourage a tremendous amount more positive productivity than criticism does. That is not to say, we don’t correct bad behavior. We certainly must and we must do so mindfully.

It is important to be selective when coaching bad behavior as well. This goes without saying but I’ll say it anyway.  Don’t publically criticize and never humiliate!  Also consider that every time you see an area for improvement in an employee, this may NOT necessarily be the time for coaching to improve the behavior, unless of course the behavior is one that could cause serious damage or harm.

Sometimes – thirty minutes to an hour of focused coaching makes more sense where multiple areas can be discussed and positives can be reinforced.

The alternative to this is continuous spot-check corrections throughout the day or at every observation. When spot-check corrections are overdone it can be viewed as nit-picky perfectionism or worst yet as negative reinforcement or nagging.

Employees should also be able to feel as though they are making some of the choices (that they have a say in the things that impact them).  Over-powering a conversation or situation for instance does not promote acceptance from others.  It is certainly possible that by overpowering and controlling an individual or situation the perpetrator will get temporary compliance, but this is not a long-term agreement.  Nor does it promote creative conversational interaction, idea sharing or empowerment.

For an employee to be truly persuaded they must believe in what you are asking them to do and they must feel that they have the ability to accomplish the task(s) at hand. Let them take responsibility and they will also take pride in accomplishing the task.

My favorite mentor once told me, “If you expect the best they won’t surprise you and if you expect the worst they won’t surprise you” Plain and simple – People want to feel that they are making a difference.  A Micro-managed employee is less likely to believe in themselves and over time, they will seek opportunities where they can feel valued and competent.

Keep in mind that seasoned professionals typically prefer not to be micromanaged. These are the very same professionals you want to hire into your organization. They want direction and goals and then they just need for you to get out of their way so they can get it done.

A Coaches’ - Notes to Self: “Attitude and confidence are everything – Especially in sales.”

To those who are coaching:  Take the “I” word out of your vocabulary as it relates to the employee’s work.  As an example, “I want you doing this”  Is about “you” the coach.  That’s not to say you shouldn’t define your expectations. You should and must define them – clearly.  Try framing expectations around the benefit to the employee for better engagement and results.

As a coach you are there to serve the employee – the employee is your customer.  Just as you would ask a customer to take action – Think about the benefit to your customer? Use “we” words over “I” words as often as possible.

Share your comments, stories or thoughts!

A Coaches’ - Notes to Self: “Attitude and confidence are everything – Especially in sales.”

To those who are coaching: Take the “I” word out of your vocabulary as it relates to the employee’s work.  As an example, “I want you doing this” Is about “you” the coach.

As a coach you are there to serve the employee – the employee is your customer.  Just as you would ask a customer to take action – Think about the benefit to your customer? Use “we” words over “I” words as often as possible.

Share your comments, stories or thoughts!