Classification–The best CSO’s we know put a line in the sand; a ‘B’ player is somebody who can become an ‘A’ player in 18 months or less. They do not let their sales managers stray from this standard.

 

Expectations— ‘A’ player CSOs manage themselves and their teams around two critical talent management metrics:

 

  1. New Hire Batting Average– How many new hires became ‘A’ players in their first year.
  2. B Player Development– How many ‘B’ players became ‘A” players over the past 12 months. The benchmark is 57%.

 

Execution –Begin your next annual meeting with a formal review of the last Career Action Plan.

 

describe the image

 

  1. Have the employee drive the discussion. This ensures ownership.
  2. Every developmental action consists of a measurable result. This ensures accountability.
  3. The Career Action Plan is focused equally on Accountabilities (Results) and Competencies (Behaviors)
  4. Conduct a 60 minute session Quarterly to ensure progress is being made. This is the most valuable hour you can spend. Development is not an event; it is process.

 

‘A’ players are ‘A’ players because they drive a disproportionate % of your revenue. Your ability as a leader to develop B players to A players will determine you and your organization’s ability to scale. Sales performance is equal parts talent, equal parts performance conditions. My friends Charlie Roach and Walt Megura have developed great teams through people by executing the above best practices. What is working for you? Appreciate hearing about it.

 

 

ABOUT THE AUTHOR

Matt Sharrers

Studies and works with the top 1% of B2B sales and marketing leaders who generate above average revenue growth for their companies.

Matt is arguably one of the industry’s most connected, and physically fit, sales leaders. He “lives in the field.” As a result, he is the foremost expert in the art of separating fact from fiction as it relates to revenue growth best practices. Because of Matt’s unique access to the best sales talent, private equity investors tend to turn to him first when they need to hire remarkable leaders to unlock trapped growth inside of their portfolio companies. Matt’s recent engagements include work commissioned by private equity leaders Permira, TPG, Bain Capital and Hellman & Friedman.

 

Read full bio >