What Talents Are at the Table?

STOP Model Step 2 is T = Talents at the Table

In Step 1 of the STOP Model, we simplified our challenge: we need to bring the sales and marketing teams together to provide a strong, new product take-to-market strategy that both groups are excited about and move the dial on sales growth.

Step 2 in the STOP Model is T = Talents at the Table: what unique talents does the team bring to the table to solve the challenge? This process requires personal reflection in a team setting where each individual team member needs to be open and honest throughout the process. This conversation is an exploration of talents in general – but also talents that connect directly to the challenge that needs to be solved.

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For this team situation, it is an evaluation of each individual team member. What talents have these team members demonstrated in working through something similar before? Have there been positive examples to reflect back on to pull best practices from? Each individual team member has talents that he/she brings to the table – how do we identify their core competencies and build a unified team? So in this case, the talents needed are stepping up to lead and the ability to communicate effectively to break down silos between two departments. Who has the bigger picture in mind with growth and sales goals? Who represents the voice of the customers and clients purchasing the current product line and those that will purchase the new lines? Who is willing and open to new ideas and can work as a team? Through this exploration you determine who on the teams has talents like these that rise to the top.

There are plenty of evaluations out there to assess talents and team strengths. You can get really detailed and spend a lot of time on this area if you choose to, but the real magic is everyone being authentic in their skills and talents they bring to the table as it pertains to the challenge.

Then it’s an exploration of what’s missing: How do we start to evaluate the talent gaps that we have at the table? Who else do we need to ask to help us? During this think tank session – ask the team who they would benefit from having on the team – allow the team to think big. They can always cut the list down later! (It’s not a lesson in adding so many people to the table that you move to having to make decisions by committee – it’s a lesson on having the right talents at the table to allow something to move forward as fast as possible.)

For this team, it might be a senior leader who can remove roadblocks to accomplish things in a quicker turnaround than the company normally experiences. It could be a client and prospect focus group to bring the voice of the customer to the table. It might be a product engineer who could provide hands on training and information to support the frontline sales team with the skills to sell the new products.

There’s no magic to the number of people that are sitting around the table, the magic is in having the needed talent to move forward. Be real about what might be missing and bring the Talent to the Table!

Stay tuned for Step 3 and the continuation of the story next week.

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