In the professional services industries, empowering your team to embrace the role of a seller-doer is essential for driving business growth. However, keeping these professionals motivated and engaged requires thoughtful and intentional leadership.
Today, I’m sharing seven high-impact strategies for you and other leaders in your firm to help activate your seller-doers and keep them actively contributing to your business development efforts.
1. Be a sherpa.
The Sherpas of Tibet are the best mountain climbers in the world and get hired to help climbers make their way to the top of Mount Everest. But they don’t just lead you up the trail and carry the load—they ensure you’re fully equipped for the climb and have the resources and guidance you need, especially if you get into trouble. As a leader, you must adopt the same mindset. Equip your seller-doers with the tools, knowledge, and support they need to navigate the challenges they’ll encounter on their path to success.
2. Spark their desire using the 5 Rs of leadership.
Regard: Notice and take an interest in what they’re doing.
Recognize: Give them a public shout-out for stepping up.
Reward: Think beyond advancement and financial rewards. Rewards proven to motivate employees include access to training, job rotation, or supporting a fundraiser for the employee’s favorite charity.
Reinforce: Stress the importance of their work for the firm. Schedule a one-on-one to give them a quick pat on the back.
Remind: Renew the idea that they’re taking command of their careers and get to choose what they want from it. Whether they want to ascend within the firm or remain an independent contributor, they will grow their influence if they can help bring in business.
3. Build their belief.
To succeed as seller-doers, your employees must believe in themselves—which means that you have to believe in them first. Demonstrating your confidence in their abilities helps them build the self-assurance they need to succeed in their roles.
4. Develop their ability.
Training is part of building seller-doer skills. However, training is an event; learning is a process. Commit to longer timelines for skill development to reinforce training and learn skills unsuitable for the classroom. Utilize experiential learning, feedback, delegation, shadowing, and sending them to industry conferences.
5. Foster their perseverance.
To foster perseverance, allow people to fail. When we ignore our own selfish desire for convenience and help others learn and grow, it enriches their lives, our lives, our companies, and the world… a thousand times over.
6. Remove a barrier of perception.
One barrier to activating more seller-doers may be the “doer’s” perception that advancement is the primary reason to be a seller-doer. To activate more seller-doers, you’ll need to find ways to decouple success at business with career hierarchy.
7. Help them take command.
Show your people that the opportunity to become a seller-doer exists. Then, encourage and enable them to acquire the desire and belief to succeed, offer support and resources for them to develop their ability as a seller-doer, and allow them to stumble and make mistakes so they will continue to persevere in their quest to add greater value to your firm — and find greater fulfillment in their careers.
Activating and sustaining the energy of your seller-doers is a continuous process that requires dedicated leadership. Embrace these strategies, and watch your team — and your firm — reach new heights.
Interested in learning more about becoming a successful seller-doer?
Click here to get your copy of “Becoming a Seller-Doer” on Amazon!