How to Maximize Team Performance

Just watched a sales leader lose 5 of his top reps after spending months perfecting a "winning" sales methodology that his team HATED. After 18 months of work, the CEO killed his career with six words: "Your team keeps missing their numbers." After analyzing 300+ sales teams and thousands of reps I've identified the exact leadership framework that separates 90%+ quota attainment from the industry average of 60%. The BIG missing piece that most sales leaders miss? Stop running meetings as status updates. And start treating them as PERFORMANCE ACCELERATION ENGINES. Here is the GOLDEN Leadership framework: GROWTH MINDSET: Start every meeting with these 3 strategic elements. → Team member shares industry insight or sales technique (creates learning culture) → Discuss application to current deals (makes learning actionable) → Rotate presenters weekly (builds leadership skills company-wide) This approach increased team knowledge retention by 72% across my client base. OPTIMIZATION SESSION: Have top performers demonstrate and teach these 4 specific skills. → Objection handling techniques (with exact language used) → Discovery questions that uncovered hidden needs → Email templates that generated 80%+ response rates → Closing language that accelerated decisions Use this exact script: "Jeff, you closed that impossible deal with [company]. Walk us through exactly how you handled their [specific objection] so the team can replicate it." LEADERBOARD ACCOUNTABILITY: Create what I call the "Performance Matrix" with columns for. → # of Booked Discovery Calls (activity metric) → New opportunities generated (pipeline metric) → Percentage to monthly target (results metric) → Weekly win or learning (growth metric) DATA & DEVELOPMENT: Each rep inputs and shares three critical elements. → KPIs for the week (leading indicators - 100% controllable) → Sales results (lagging indicators - what they actually sold) → Wins or learnings (development indicators) EXECUTION: Randomly select an AE to role play live. → Use a jar or spinning wheel to pick sales scenarios → Focus on objections, cold calls, or tough situations → Play the difficult prospect yourself → Provide immediate feedback and coaching This gets your team sharper before they jump into their day, and knowing they might be selected drives preparation. NEXT LEVEL MINDSET: End with motivation to conquer the week. → Short visionary speech or gratitude to the team → Positive reinforcement → Ensure they leave with the right mindset This is what they'll remember as they enter their next task or meeting. "REAL RESULTS from this framework: ✅ An IT services client increased sales by 37% in just 30 days ✅ Average rep retention improved from 18 months to 36+ months ✅ Team productivity increased 42% with the same headcount ✅ Top performers stopped taking recruiter calls Hey sales leaders… want a deep dive? Go here: https://lnkd.in/e2iZ7Rmv

The most dangerous leadership advice? "Show them you’re the best." You don't need to impress your team. You need to unlock them. That’s the real job of leadership. (And most leaders miss it) After 25+ years leading teams, I’ve learned that: Your team’s success is your scoreboard. Not your own achievements. Here are 7 moves that develop your team’s potential: 1️⃣ Ask Before You Tell ↳ Before giving answers, ask: ↳ “What do you think we should do?” ↳ Develops judgment fast. 2️⃣ Give Permission to Fail ↳ Say it out loud: ↳ “You’re safe to try and fail here.” ↳ Creates ownership and initiative. 3️⃣ Assign Stretch Work ↳ Comfort zones stunt growth. ↳ Give 1 project slightly above their skill. ↳ Coach them through it. 4️⃣ Name the Strength ↳ People often don’t see their own edge. ↳ Tell them: “You’re great at ____.” ↳ Be specific. Watch them rise. 5️⃣ Give Away the Mic ↳ Stop dominating meetings. ↳ Call on someone who rarely speaks. ↳ Let them own the moment. 6️⃣ Set One Growth Target ↳ In 1:1s, pick 1 skill to build this quarter. ↳ Small focus compounds fast. 7️⃣ Public Praise, Private Course Correct ↳ Praise effort publicly. ↳ Handle mistakes quietly, 1:1. ↳ This builds confidence, not fear. The Hard Truth: Your job isn’t to be the best. It’s to make everyone else better. You won't always get it right. But every moment is a chance to make them better. And that’s what real leaders do. ❓ Which move will you use first? — ♻️ Repost to help others build up their team. ➕ Follow Nadeem for more leadership truth.

This week, I facilitated a manager workshop on how to grow and develop people and teams. One question sparked a great conversation: “How do you develop your people outside of formal programs?” It’s a great question. IMO, one of the highest leverage actions a leader can take is making small, but consistent actions to develop their people. While formal learning experiences absolutely a role, there are far more opportunities for growth outside of structured settings from an hours in the day perspective. Helping leaders recognize and embrace this is a major opportunity. I introduced the idea of Practices of Development (PODs) aka small, intentional activities integrated into everyday work that help employees build skills, flex new muscles, and increase their impact. Here are a few examples we discussed: 🌟 Paired Programming: Borrowed from software engineering, this involves pairing an employee with a peer to take on a new task—helping them ramp up quickly, cross-train, or learn by doing. 🌟 Learning Logs: Have team members track what they’re working on, learning, and questioning to encourage reflection. 🌟 Bullpen Sessions: Bring similar roles together for feedback, idea sharing, and collaborative problem-solving, where everyone both A) shares a deliverable they are working on, and B) gets feedback and suggestions for improvement 🌟 Each 1 Teach 1:  Give everyone a chance to teach one work-related skill or insight to the team. 🌟 I Do, We Do, You Do:Adapted from education, this scaffolding approach lets you model a task, then do it together, then hand it off. A simple and effective way to build confidence and skill. 🌟 Back Pocket Ideas:  During strategy/scoping work sessions, ask employees to submit ideas for initiatives tied to a customer problem or personal interest. Select the strongest ones and incorporate them into their role. These are a few examples that have worked well. If you’ve found creative ways to build development opportunities into your employees day to day work, I’d love to hear what’s worked for you!

A lot of time and money goes into corporate training—but not nearly enough comes out of it. In fact, companies spent $130 billion on training last year, yet only 25% of programs measurably improved business performance. Having run countless training workshops, I’ve seen firsthand what makes the difference. Some teams walk away energized and equipped. Others… not so much. If you’re involved in organizing training—whether for a small team or a large department—here’s how to make sure it actually works: ✅ Do your research. Talk to your team. What skills would genuinely help them day-to-day? A few interviews or a quick survey can reveal exactly where to focus. ✅ Start with a solid brief. Give your trainer as much context as possible: goals, audience, skill levels, examples of past work, what’s worked—and what hasn’t. ✅ Don’t shortchange the time. A 90-minute session might inspire, but it won’t transform. For deeper learning and hands-on practice, give it time—ideally 2+ hours or spaced chunks over a few days. ✅ Share real examples. Generic content doesn’t stick. When the trainer sees your actual slides, templates, and challenges, they can tailor the session to hit home. ✅ Choose the right group size. Smaller groups mean better interaction and more personalized support. If you want engagement, resist the temptation to pack the (virtual) room. ✅ Make it matter. Set expectations. Send reminders. And if it’s virtual, cameras on goes a long way toward focus and connection. ✅ Schedule follow-up support. Reinforcement matters. Book a post-session Q&A, office hours, or refresher so people actually use what they’ve learned. ✅ Follow up. Send a quick survey afterward to measure impact and shape the next session. One-off training rarely moves the needle—but a well-planned series can. Helping teams level up their presentation skills is what I do—structure, storytelling, design, and beyond. If that’s on your radar, I’d love to help. DM me to get the conversation started.

Most teams struggle to improve performance and culture. Why? Because they ignore how human brains actually work. Here's the truth about driving team excellence. The best lever isn't to keep on telling people to behave differently vs. what they are used to. It is to create the *conditions* that get people to naturally change their behaviors. 4 science-backed frameworks to make this happen: 1. The SCARF Model (h/t David Rock) Your team needs to feel: • Safe (status) • Clear on next steps (certainty) • In control (autonomy) • Connected (relatedness) • Treated fairly (fairness) 2. Nudge Theory (h/t Thaler & Sunstein) Make excellence the obvious choice: • Call attention to excellence • Make excellence the default • Make excellence easy to remember • Make excellence easy to perform • Make excellence fulfilling • Reward excellence 3. Fogg Behavior Model (h/t BJ Fogg) Behavior = Motivation + Ability + Prompt Make it: • Super simple • Instantly rewarding • Perfectly timed 4. The Progress Principle (h/t Amabile & Kramer) Small wins fuel big momentum: • Celebrate quick victories • Address setbacks fast • Build positive feedback loops Great teams are about building systems that make excellence the natural outcome. Want sustainable high performance? Start engineering your environment. Because when you work with human nature, not against it... 𝗘𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲 𝗯𝗲𝗰𝗼𝗺𝗲𝘀 𝗶𝗻𝗲𝘃𝗶𝘁𝗮𝗯𝗹𝗲. ♻️ Find this valuable? Repost to help others. Follow Vince Jeong for posts on leadership, learning, and systems thinking. 📌 Want free PDFs of this and my top cheat sheets? You can find them here: https://lnkd.in/g2t-cU8P Hi 👋 I'm Vince, CEO of Sparkwise. We help teams rapidly build skills like this together with live group learning, available on demand. Check out our topic library: https://lnkd.in/gKbXp_Av

Any manager can have a high-performing team. Pick one and take action today (tips below): 1. Set a Clear Mission Average teams execute tasks. High-performing teams drive outcomes. Your team needs to know exactly: • Why their work matters • How it impacts the company • What winning looks like The mission isn't a statement. It's their North Star for daily decisions. 2. Hire Aligned Talent High performers want to work with high performers. Stop compromising on: • Work ethic • Learning appetite • Team-first mentality One mediocre hire can destroy your culture. One fantastic hire can elevate everyone. 3. Care for Your Team High performance requires high trust. Get serious about: • Understanding their personal goals • Supporting their life challenges • Being there when it matters The best performers choose teams that care. Show them that's you. 4. Give Real Support High performers need rocket fuel, not red tape. Invest in: • Spaces that raise their energy • Tools that multiply their impact • Resources that accelerate results Remove one major obstacle weekly. Watch their productivity soar. 5. Respect Autonomy High performers need freedom to excel. Start trusting them to: • Design their approach • Make key decisions • Own their outcomes Micromanagement suffocates excellence. Give them space to innovate. 6. Reward Generously High performers know their worth. Get aggressive with: • Above-market compensation • Accelerated growth tracks • Meaningful recognition Don't wait for annual reviews. Reward excellence in real-time. 7. Develop Constantly High performers crave mastery. Create opportunities for: • Skill growth • Stretch assignments • Leadership development Treat learning like a priority. Not an after-party. 8. Eliminate Problems High performers hate waste. Ruthlessly target: • Broken processes • Unnecessary meetings • System inefficiencies Every barrier you remove Multiplies their impact. The difference between good and great teams? Great teams get better every day. Pick one area. Take action today. Watch your team transform. Helpful?  ♻️ Repost to help others.  💡 Follow Dave Kline for more.

A well-trained team isn’t a company expense. It’s your greatest competitive advantage. Great leaders know this key to success: Notice how some teams excel, while others struggle? What's the secret? Investing in employee training and creating a workplace they love. ✅ Training enhances skill sets.  ↳ Employees gain new skills, making them more effective and valuable. ✅ Motivation and loyalty soar.  ↳ When employees feel valued, they stay and contribute positively. ✅ Turnover costs drop.  ↳ Retaining trained employees saves money on hiring and onboarding. ✅ A strong workplace culture grows.  ↳ Supportive environments boost engagement and satisfaction. Don’t miss these strategies: 1️⃣ Offer continuous training programs to keep skills sharp. ↳ Implement a monthly "Lunch & Learn" session where employees can gain new knowledge from internal or external experts. 2️⃣ Create mentorship opportunities for career growth. ↳ Pair new hires with experienced employees for a structured 90-day mentorship program to accelerate learning and engagement. 3️⃣ Foster a culture of recognition and appreciation. ↳ Set up a "Kudos Wall" (physical or digital) where employees can publicly recognize their colleagues' great work. 4️⃣ Encourage open communication between employees and management. ↳ Hold regular "Ask Me Anything" (AMA) sessions with leadership to create transparency and trust. 5️⃣ Provide clear paths for career advancement. ↳ Develop career roadmaps for each role and discuss growth opportunities in one-on-one meetings. 6️⃣ Ensure work-life balance with flexible policies. ↳ Introduce "Focus Fridays" with no meetings to allow deep work and flexibility. 7️⃣ Regularly gather feedback to improve satisfaction. ↳ Use pulse surveys every quarter and hold focus groups to act on key concerns. 8️⃣ Align organizational goals with personal aspirations. ↳ Have managers ask, “What’s one skill you want to develop this year?” in performance reviews and offer resources to support growth. Investing in your employees is investing in your company's future. Prioritize training and retention. Watch your organization thrive. _____________ ♻️ Repost to encourage training employees well. 👋 I write posts like this every day at 9:30am EST. Follow me (Dr. Chris Mullen) so you don't miss the next one.

No matter how gifted you are as a leader, you will never be able to turn turkeys into eagles. One of the wrong approaches that stagnates sales teams: ✨ Over focus on low performers Most managers either spend all of their time with low performers, to drive improvement. Focusing on the extremes rarely moves the performance of the team as a whole. 🏓 Thinking your low-performing sales reps are the low-hanging fruit is a mistake. Get this right. Most of these low performers will monopolize your time and attention but barely impact the bottom line. Leaving others in the team feeling frustrated or ignored and not getting the development they need.    Over-focusing on underperformers will take most of your time, your energy, and your enthusiasm. And drain you of your positivity whilst giving the least (perhaps zero) return on the investment you make in them. Consistent low-performers are likely to fail in spite of all of the coaching and effort you put into helping them improve. Do this:  ✅Superstar sales managers focus their time and attention where you will get the best outcomes. ✅Don’t target top or bottom performers, move the middle.   ✅Focus on the middle. The majority of your salespeople will be in the middle of the bell curve. These are your average salespeople. And this is where your coaching will have the most impact because the average performers are always on to coaching and intervention. ✅Use the top performers as examples and allow them to share their skills with the team. ✅You can derive the knowledge, motivation, recognition, and behavior that make up a high performer. Then, you can recreate high-performing behavior” in the team. Naturally, when the middle moves in their direction, the high-performers increase productivity to stay ahead of the curve. When you improve the performance of the middle, you improve the performance of the entire team. ***********  New here? Join me in my mission to empower sales leaders and teams. Every day, I provide valuable insights on:     💡 Sales enablement techniques for maximizing results  🎯 Sales leadership strategies   🧠 Developing a winning sales mindset   💆 Sales therapy for overcoming challenges   🚀 Sales team growth and empowerment    #wesleynewisdom #salesleadership #sales #salecoaching #salesmindset #salesteams 

Are your managers leading effectively or just trying to keep up? Manager effectiveness is directly tied to team structure, collaboration patterns, and focus time. When managers are overloaded, employee support weakens, productivity slows, and burnout increases. Here’s what the data tells us: 1️⃣ More 1:1s = Stronger Perceptions of Support 💡 Employees who have at least one 1:1 per week report significantly higher manager support. However, returns diminish beyond this cadence, meaning quality matters more than quantity when it comes to check-ins. 📉 The risk: Too few 1:1s lead to disengagement and a lack of coaching opportunities, increasing attrition risk. ✅ How to optimize: ➡️ Ensure managers hold weekly structured 1:1s to provide clarity and career support. ➡️ Train managers on effective coaching techniques to make each meeting valuable. 2️⃣ Team Size Impacts Manager Collaboration 💡 As team size increases, managers spend less time collaborating with each individual, reducing opportunities for guidance and feedback. 📉 The risk: Once teams grow beyond 7-8 direct reports, collaboration time per employee drops sharply, making it harder for managers to be effective. ✅ How to optimize: ➡️ Keep team sizes below 8 where possible to maximize manager effectiveness. ➡️ Use skip-level meetings or mentorship structures to provide additional support. 3️⃣ Manager Focus Time is Critical 💡 When managers have 9+ direct reports, their focus time drops significantly, making it difficult to drive strategic priorities. 📉 The risk: Managers caught in constant collaboration cycles struggle with decision-making, coaching, and strategic planning, leading to bottlenecks across teams. ✅ How to optimize: ➡️ Set protected time blocks for managers to work on high-impact priorities. ➡️ Shift non-critical administrative tasks off managers' plates to free up focus time. Manager effectiveness is one of the biggest predictors of team engagement, retention, and productivity. Optimizing 1:1 cadence, team size, and focus time leads to measurable performance gains across the workforce. Check the comments below for the full piece from our team at Worklytics. What is your team doing to optimize manager effectiveness? #PeopleAnalytics #HRAnalytics #EmployeeExperience #LeadershipDevelopment #FutureOfWork

Yesterday, I opened enrollment for LeadershipMBA and discussed the importance of following a proven roadmap to fast-track your next promotion. Today, I want to share the exact roadmap and the steps to take. Remember the three core principles I mentioned yesterday that consistently drive promotions - Versatility, Value Creation, and Visibility? On this roadmap, each principle now becomes a stage. Inside of each stage, there are three steps. Each step includes playbooks, templates, and guides to achieve the outcomes defined below. Stage 1: Versatility Step 1: Personal Power Discover how to build unshakeable inner confidence and executive presence, positioning you as a natural leader others want to follow. Transform self-doubt into self-assurance to overcome imposter syndrome each time it arises. Step 2: Master Your Time Master the art of protecting, investing, and orchestrating your time like the precious currency it is, ensuring every minute serves your highest priorities rather than everyone else's emergencies. Step 3: Build Repeatable Systems Transform repetitive work into reliable systems that ensure consistent results while preserving your mental energy for what matters most. Stage 2: Value Creation Step 4: Drive Team Performance Elevate your team's potential into exceptional performance through clear expectations, coaching, consistent accountability, and purposeful development, empowering each member to excel while growing professionally. Step 5: Optimize Meetings Perfect the art of running energizing meetings and meaningful one-on-ones that accelerate both your team's results and your people's growth. Step 6: Master Exec-Level Communication Elevate your communication from informing to influencing so you can confidently shape executive decisions and drive strategic outcomes. Stage 3: Visibility Step 7: Market Yourself Build a strong, visible personal brand across your company so that decision-makers know your value and seek your expertise. Step 8: Metrics-Based Operational Plans Convert goals into measurable operational plans where every team member understands exactly how their work drives progress and contributes to overall success. Step 9: Team Branding Forge a shared team identity through a clear purpose statement, core values, and team brand that unites diverse members and drives collective commitment. This roadmap's entire purpose is to guide you through the fundamentals of great leadership step-by-step over 90 days. So when you encounter any challenge, you won't wonder what to do. Instead, you'll have a toolbox full of playbooks to choose from to solve any problem. LeadershipMBA students have added exponentially more value to their organizations, fast-tracked promotions, and built unshakeable confidence every step of the way. I’ll share those real-life stories of my clients with you tomorrow. Follow the fastest, clearest roadmap to fast-track your next promotion The link is in the first comment.