5.06 (V) Role Play - The Power of Feedback

My friend Lauren and I are going to demonstrate how to give performance feedback. Performance feedback is so critical for continuing to elevate our sales skill and discipline. Just as elite athletes have coaches who coach them on different aspects of their performance, we as salespeople, we need the same thing. So Lauren and I are going to assume that we just walked out of a sales meeting and let's assume that she's the salesperson and I'm going to play the part of her manager and I'm going to give her immediate performance feedback.Does that sound good? Yeah, Craig. It sounds good. Okay. Should we do this? Yeah. Sounds good. So let's pretend Lauren that we've just gotten a taxi, in the back of a taxi, and we'll just start. So Lauren let's do feedback. What's one thing in that meeting just now that you think you did well? Wel, l Craig you'd asked me to be very prepared and I was. There wasn't anything they asked that we weren't able to answer. So that was good. I totally agree with that and I really appreciate it. You could feel your level of preparation. There was nothing that they asked or did or suggested that you weren't ready for so really appreciate that. What I think you did well, was just the opening you crushed it. Your purpose benefit check was dead on, you could feel the meeting just come together immediately as you said that and everybody was like "Yup, we know why we're here." So love that. So what's one thing you would do differently? Well, I think I could have closed more strongly. Usually, I try to cover the key five elements of closing, but in this meeting I just ran out of time. Okay. And I agree with that too and I appreciate that. My do differently Lauren for you this time is Impact questions. I thought you asked several good questions because we got some good insights. I think with a couple of one or two well-placed Impact questions, you could have really stopped them and really made them think and analyze and I think we may have gotten even more information. So I would just suggest next time maybe equip yourself with one or two Impact questions. Okay. Sound good? Yeah. It sounds great. Thank you. So thank you for doing feedback. Thanks so much for your feedback. You bet. So what you just saw is so simple. It's just performance feedback. But guess what? People don't do this. Why? Because it's awkward. I don't want to make her out. She's fantastic. I don't want to make her uncomfortable and I don't want to be uncomfortable. I don't want to be awkward. You've got to push through that. But you need a model. What's one thing you did well? Here's one thing I think you did well. What's one thing you would do differently? Here's one thing I think you should think about doing differently. It's as simple as that. Push through the awkwardness, get performance feedback.