Sales and Sales Management Blog

January 8, 2010

Guest Article: “5 Fundamentals to Help Others Achieve Success,” by Kurt Theriault

5 Fundamentals to Help Others Achieve Success
by Kurt Theriault

It’s All About Them!

Managers often express how much they enjoy coaching because it provides the opportunity to help others become successful.  Yet various surveys, used to analyze the growing turnover trend, indicate that insufficient management support is a leading reason employees leave a job.  The best way to address this is to get managers focused on two key ideas: always provide value to each employee during every interaction, and make sure it is provided from the employee’s perspective.  This is only possible when a manager coaches from a mindset of making every interaction “all about them.”

Here are the 5 fundamental drivers for being “all about them.”

1.  Convey through action one’s commitment to helping others
Never miss an opportunity to help an individual improve.  Seizing every opportunity to point out things that are being done well and encouraging continuity is essential.  Likewise, it is vital to immediately address situations that need improvement.  Discuss why something is not happening and quickly problem solve together to drive needed change.  Be laser-beam focused on improvement, knowing that if progress isn’t made, an individual loses.

2.  Know and leverage each individual’s passions and motivations.
Take advantage of the fundamental truth that individuals do things for their own reasons. Help each person know how job tasks and requirements contribute to achieving the things most valued to them. Start by discovering what each individual wants most from the job.  Doing this is easy – simply ask and talk about it, individual by individual.

3.  Be versatile with different communication styles.
Communication synergy is vital to effective teaching. Reducing communication tension is also a managing must.  This makes it possible to have productive listening, comprehension, practice, and execution.  Be willing and ready to adjust to the styles of others in order to establish a productive communication setting.   If an individual prefers a faster pace, speed up the communication. If an individual requires more information before action, provide it.  Whatever individual adjustments are needed to improve learning, adapt the communication style to provide them.

4.  Have the courage and perseverance to do what must be done.
People are motivated by different things, learn different ways, and respond differently to various tactics. It takes incredible fortitude and multiple approaches to break through resistance. Challenge individuals to change and to rise to the next level of performance.  Often this is neither fun nor easy. Just take on the issue.  Great coaches know it’s more painful to be responsible for someone’s failure than to tackle the issues and tactics that may have a chance to help.  Keep coming at it over and over again. Focus on the outcome and celebrate every achievement milestone. Do not accept giving up.  Tolerate trying, use problem solving as a tool, make practice the means, and joyously celebrate execution.

5.  Measure success by how individuals view the value provided.
There are only two ways coaches know they add value.  One is by noticing performance improvement and success.  The other is through direct feedback regarding received value.  Measurement must be independent of how a coach feels about the value provided.  The best way to measure effective coaching is to directly ask if value has been provided.  Always check to make sure the right things are happening for each individual.  Covet direct feedback and quickly adjust to guarantee improvement.

Evidence is strong. Individuals leave jobs because managers fail to meet expectations.  Effective leaders exceed employee expectations.  They focus leadership on being about others rather than themselves.  As we get better at making sure our actions deliver value, we in turn receive the reward – those we coach succeed and stay. What could be better?

Kurt Theriault is Senior Partner and Chief Marketing Officer of Business Efficacy, a consultancy founded 16 years ago to help companies turn strategies and goals into measurable results.  Kurt has spent the past 13 years in sales, sales management, professional development, marketing and consulting. He is responsible for business and product development and helping spread the word about Business Efficacy’s belief in the importance of sales management’s role in driving sales execution.  Visit Business Efficacy’s website.



  1. […] This post was mentioned on Twitter by JobShoots and JobShoots, JobShoots. JobShoots said: Guest Article: “5 Fundamentals to Help Others Achieve Success,” by Kurt Theriault #news #sales […]

    Pingback by Tweets that mention Guest Article: “5 Fundamentals to Help Others Achieve Success,” by Kurt Theriault « Sales and Sales Management Blog -- — January 8, 2010 @ 1:54 pm | Reply

  2. Five great points Kurt! Each is important and focuses on knowing the individual. I often refer to what you reference as “All about them” as focusing on the WiifT – What’s in it for THEM in everything you do.

    I’d also add that good leaders know that helping others achieve success means making it about them with your time. Do your meetings focus on the company and informationi? Or on helpful information, development opportunities and the chance for the salespeople to share the good, bad and ugly of their efforts? Focusing important time together to advance skill, ability and attitude helps the whole team be more successful.

    Nancy Bleeke

    Comment by Nancy Bleeke — January 20, 2010 @ 11:47 pm | Reply

  3. I think this post is brilliant. I came across your site while trying to find a source for business-related topics. Valuable thoughts and advices. I read your topic with great interest! This is valuable information presented in a clear, concise manner. Thank you for your thoughts; you bring up an interesting point.


    Comment by Knowledge Process Outsourcing India — March 2, 2010 @ 9:07 pm | Reply

RSS feed for comments on this post. TrackBack URI

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s

Blog at

%d bloggers like this: