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Whose Back Are You Covering?

Paul Pease - Tuesday, February 22, 2011

There is a lot of talk about “the lack of trust”- in corporations, Washington D.C., Wall Street, the media, and so on. Nobody can be trusted. But how can we reverse the trend of trust lost? How do we build trust?

Have you ever had a situation where you needed someone to “have your back”, to stand up and support you when you spoke up at a meeting- but when the time came for them to cover you, to support you, they sat silent and did nothing? They left you standing alone, spinning in the wind. They were lobbying the whole time in the background for you to say something- to do something, yet when it came time for them to support you with the same conviction they lobbied you with- they folded up like a cheap chair.

It’s refreshing when someone does stand up and cover your back, isn’t it? Too bad it’s so rare. But doesn’t that give you faith in your fellow person? Think about this: Whose back are you covering? More importantly, are you willing to stand and deliver when they need your help? Building trust starts at home.


Postings from The Pease Group

Compliant Reporting Doesn't Improve Performance

Paul Pease - Wednesday, April 18, 2012

With every downturn in economic activity, there is a correlating upturn in required reporting. CEO's need to report more- and more often- to their boards. Consequently, senior executives are required to report more to the CEO- and so on down the line until we get to the field sales team. Typically if the numbers aren't looking good, the reporting really falls on the sales team to see where the revenues are and what the trend is. So lots of detail about opportunities, new markets, short-term, long-term, anyone that can give us an order now- is required in sales reporting. Since the job market is also thin, the sales team- motivated by fear- complies with the reporting.  Read more

Four Questions to Ask About Whether or Not Organizational Change Worked

Paul Pease - Wednesday, January 11, 2012

Four questions about whether or not organizational change worked Read more

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