How the CEO Decides which Sales Leader to Promote
How the CEO Decides which Sales Leader to Promote:
from Sales Force Effectiveness Blog
Remember in elementary school when you lined up to pick teams for football? Two captains would pick. They decided who was good. No forms, no reviews, no 360s. Good ‘ol fashioned public stack ranking. And when somebody was picked before you, it stung.
Fast forward now 30 years. Same thing happens in business. And when you aren’t picked first, it hurts. You wonder why you weren’t the top choice.
What does my peer have that I don’t?
The Head to Head Evaluation tool will show how you are ranked internally by your CEO. It will give you insight to answer the question. You will receive 4 benefits:
- Find out how your CEO ranks you.
- Identify the gaps holding you back from the number 1 slot.
- A series of activities you can do in the next 90 days to improve.
- Prepare yourself for faster promotion.
Your Frustration
Dave is your peer. He was picked to be on the Executive Advisory Committee. He is working on a strategic sales initiative with your boss and the CEO. This is a signal that a promotion may be coming. The last 3 people named to this group were promoted inside of 18 months regardless of department. Your boss doesn’t think you are as good as Dave. You find this troubling because your production is equal to Dave. In fact, in some quarters you beat him. So how can Dave be perceived as better?Your Truth Serum
Your boss rarely uses your formal performance evaluation with the CEO when discussing talent. Here is how it works:During the quarterly review, the CEO asks your boss a few key questions. The CEO lives for quick headlines and sound bites. He likes stories about you in the field driving the business. The answers determine where you are put on the real stack rank. The stack rank the CEO keeps in his head. The stack rank he use to drive strategic initiatives. The stack rank he uses to give out stock options. It is never published. But it is monetized. Ask Dave.
The questions are centered on six key components.
# 1 - Grit
Your Chance to Thrive
Nobody likes a silver medal. Being left behind is not what you signed up for. Three things for you as you assess your talent against your peers:- Set your baseline
- Choose the area with most opportunity and the associated improvement ideas. There are a series of 30 day sprints to make a splash.
- Be comfortable with questions. People will notice a shift but it is positive. The team and your boss will see you have found another gear. You have decided that being second is no longer acceptable.
Author: Matt Sharrers
Follow @MattSharrers
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