Leadership Sales Coaching: Transforming Manager to Coach – Jason Forrest

Jason Forrest – Leadership Sales Coaching: Transforming Manager to Coach

Description

As a sales professional, author, professional speaker, and consultant to homebuilders, Jason’s job is to help sales professionals increase sales and retention rates through Leadership Sales training.

Jason grew up under the influence of his father (a business owner and professional salesperson), his mother, (a persuasive speaking professor), and Zig Ziglar (his Sunday school teacher and world-famous salesperson/motivational speaker). … Full Description

These influences and experiences shaped him into who he is today-a salesperson first, a trainer on a mission, a national speaker, and a coach who pushes sales organizations to become the best version of themselves.

Corporate clients include The Villages, Woodside Homes, Beazer Homes, Centerline Homes, Pardee Homes, Grand Homes, and many others. Every year, Jason delivers approximately 92 keynotes/seminars and conducts 850 group coaching calls with sales teams, sales managers, and executives. Click here to see him in action at the Pacific Coast Builders Conference.

Jason shares his extensive knowledge of the art and science of selling in his books, Creating Urgency in a Non-Urgent Housing Market, 40 Day Sales Dare, and Leadership Sales Coaching.

Jason lives in Fort Worth, Texas, with his wife, Shelly, and their two kids, Saunders and Mary Jane. They are also the proud owners of a playful Goldendoodle named Happy.

Contents

01 – Dedication & Acknowledgments
02 – Definitions
03 – Introduction
04 – Leading or Yielding
05 – Paradox of Success
06 – Principle 1: Remember Your Purpose
07 – Principle 2: Be a Sales Pro First
08 – Principle 3: Master the Sales Process
09 – Principle 4: Be the Sherpa
10 – Principle 5: Coach, Don’t Manage
11 – Principle 6: Be On Offense
12 – Principle 7: Be the 66%
13 – Principle 8: Live By the Formula for Success
14 – Principle 9: Prepare for the What Ifs
15 – Principle 10: Declare Who You Are
16 – Principle 11: Have Standards of Performance
17 – Principle 12: Set Expectations Early and Often
18 – Principle 13: Huddle Up
19 – Principle 14: Revere Sales
20 – Principle 15: Communicate to Sell Your “Product”
21 – Principle 16: Earn Respect
22 – Principle 17: Respect Their Bucket of Knowledge
23 – Principle 18: Get Permission
24 – Principle 19: Use Negative Situations to Get Permission
25 – Principle 20: Understand Why Your People Are Who They Are and Do What They Do
26 – Principle 21: Understand Your Team’s Programming
27 – Principle 22: Inspire the Best
28 – Principle 23: Know Your People
29 – Principle 24: Know the Why Behind Their Goal
30 – Principle 25: Three Whys Deep
31 – Principle 26: Approach Coaching Sessions With Childlike Curiosity
32 – Principle 27: Ask Better Questions
33 – Principle 28: Get Tactical
34 – Principle 29: Be Specific, Specific, Specific
35 – Principle 30: Say What You Mean, Mean What You Say
36 – Principle 31: Strike a Balance
37 – Principle 32: Have No Fear of Conflict
38 – Principle 33: Use Stories to Communicate
39 – Principle 34: Be Vulnerable
40 – Principle 35: Test Their Instincts; Then Teach the Gap
41 – Principle 36: Teach Until They Get It Right
42 – Principle 37: Coach Timing
43 – Principle 38: Coach the D.T.R
44 – Principle 39: Intro
45 – Principle 39: Spend 5% of Your Time Coaching Circumstances
46 – Principle 40: Spend 5% of Your Time Coaching Results
47 – Principle 41: Spend 10% of Your Time Coaching Activities
48 – Principle 42: Spend 15% of Your Time Coaching the Process
49 – Principle 43: Spend 15% of Your Time Coaching the Presentation
50 – Principle 44: Spend 50% of Your Time Coaching the People Side
51 – Principle 45: Dig Down Deep
52 – Principle 46: Coach the Want to
53 – Principle 47: Expand Their Comfort Zone
54 – Principle 48: Teach at an Inch Wide, Mile Deep
55 – Principle 49: Change Perspective
56 – Principle 50: Lock on, Lock out
57 – Principle 51: Expect More, Get More
58 – Principle 52: Provide objective Reality
59 – Principle 53: Create Self-Assurance
60 – Principle 54: Celebrate Effort
61 – Principle 55: Celebrate X-Factor Sales
62 – Principle 56: Focus on What’s Improved
63 – Principle 57: Avoid the Experience Trap
64 – Principle 58: Always Top Grade
65 – Principle 59: Hire the X Factor
66 – Principle 60: Hire Based on the Assumption That It’s as Good as It’s Gonna Get
67 – Principle 61: Encourage a Growth Mindset
68 – Principle 62: Create an Achievement Drive System
69 – Principle 63: Give Team Members an Opportunity to Learn and Grow
70 – Principle 64: Create the X-Factor Revolution
71 – Principle 65: Teach Cultural Alignment
72 – Principle 66: Trump Logic With Passion
73 – Principle 67: Increase the X-Factor Advantage
74 – Principle 68: Retain Good People
75 – Principle 69: Model the X-Factor Mindset
76 – Principle 70: Bring It
77 – Principle 71: Overcome Success Disease
78 – Principle 72: Hold Yourself Accountable
79 – Principle 73: Hold Your People Accountable
80 – Principle 74: Revere Criticism
81 – Principle 75: Give Roots and Wings

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