The Five Step Is To Create A Gold Medal Marketing Team.

The establishment of a combat marketing team is one of the difficult problems for many entrepreneurs.

At present, in the marketing team of Chinese enterprises, the personal charisma and management control ability of executives are still important factors affecting team performance. Only when team leaders are in charge, can a good marketing team be led.

As a team manager, how can we quickly guide team members to grow and improve their comprehensive capabilities, so as to create a "gold medal marketing team" with core competitiveness?

Based on my personal experience for many years, the author thinks that the following five steps can be adopted to implement.

First,

I often communicate with some marketing colleagues, choose team members must choose the right people and people who have roots, because Hui root talents will "follow", he will follow us to do business.

So, as a supervisor, what kind of subordinates should we select for our own use?

1, personality should be suitable.

If the marketing team sells products mainly through direct sales mode, such as book sales, audio products sales, etc., then the business personnel must have enough momentum and toughness to really have the strength of "double feet and billions of gold", because sales of such products are achieved through "big volume wins."

Conversely, if a marketing team sells systems integrated products or software development products, relatively stable, calm and thoughtful people will be more suitable, because such products are relatively long and difficult for customers to make decisions, requiring marketers to have the corresponding stable character.

That is to say, the personality of marketing personnel should be suitable for the sales mode of products.

2, to be compatible with the development stage of an enterprise.

The marketing team of the enterprise at birth is very heavy task, and the marketing strategy usually adopts the blitzkrieg strategy.

This stage does not require team members to have too much systematic knowledge, but must have enough energy and enthusiasm.

The growth period of enterprises is the fastest growing period. At this time, team members are required to be highly motivated and have the ability to continuously learn new knowledge. At this time, they should choose those who do not pay too much attention to real income, are willing to learn to change themselves, and hope to grow together with enterprises.

Enterprises in the mature stage have solved the problems of survival and growth. What is needed at present is steady development. This period requires the average age of the marketing team to be slightly higher, the experience should be more abundant, and the internal communication and coordination ability should be stronger so that they can better adapt to the mature marketing team.

3. Choose someone with positive thinking.

What kind of person has positive thinking?

For example, there are many people selling water in the streets of Beijing. Those with positive thinking will see, "Beijing is really a good place. Even water can sell money. It looks like Beijing can make a fortune."

People with negative thinking will say, "this place in Beijing, even the water must be bought with money, it seems that it is very difficult to survive in Beijing".

Good people are positive thinking people, so successful people are always looking for ways, and those who fail are always looking for reasons.

No matter how bad our situation is in the marketing process, there must be a solution based on real conditions. The only difference is that only those with positive thinking will actively seek solutions to problems.

4, the values should be consistent.

It is important to build consistent values.

A person's value chain system determines his behavior. If the subordinates' value chain system is inconsistent with their supervisors, it will be very difficult for them to lead him.

A supervisor with a large pattern of thinking should choose those who have broad vision and big bosom. Because a man's mind is big enough, his world outlook is big enough, and his mind's pattern is big enough. If such a person is brought into his own team, the supervisor can really make the team bigger, because the values of each other are consistent, and everyone will do things well with each other.

Two.

How can we use them properly and retain them when our right employees are selected by our supervisor?

The author thinks that we should use the way of retaining people, culture and people.

First of all, we should grasp the principle of rational employment, that is, when we use it, we should use it as its position, and use it as its wish.

The promotion of subordinates can not be haste, because the growth of talent needs to be baptized by wind and rain. With frustration and discipline, the subordinates really become the "bullets" in the gun chamber, so that once they leave the gun chamber, their lethality will be great.

Second, subordinates can be appointed, but they can not let go. If laissez faire, they will abandon their carefully chosen talents.

In daily work, team leaders should give subordinates certain pressure and take the principle of "one force, two gang, three release" to manage.

Thirdly, adhere to the principle of "performance based on human".

Performance is the most convincing basis for judging a person's ability. He can not feel alone or intuitively.

In the enterprise, only those who can fulfill the tasks assigned by the manager according to the quality and quantity are the employees we need. Only those who can pform wisdom into wealth and lead employees to achieve personal goals are the most competent ones.

Finally, if we know how to do well and how many people can turn up, our supervisor will set up a stage for him to provide more excellent opportunities for his subordinates.

It is important for an enterprise not to have many people, but the most important thing is to be able to make rational use of the existing talent resources.

What Chinese enterprises lack is not talent, but the mechanism of using talents well. What is lacking is the fertile soil for the growth of talents.

Three.

Learning and knowing is not enough.

From the perspective of pictographs, the meaning of "team" also indicates that a person with eloquence speaks to a group of people with ears.

As a team leader, it is necessary to carry out marketing training for team members through every sales meeting, to make up for the weak links of team members, and to enable team members to develop the habit of learning new knowledge and eventually form a learning team.

Through team learning, supervisors can change the style of work of their subordinates, so that members can develop the correct working methods and sales habits, and enhance the combat capability of the entire marketing team by enhancing the sales skills of each team member.

At the same time, after each training, the team members need to make corresponding effectiveness evaluation, evaluate the changes and effects after each study and training, and see if there is a specific solution to the corresponding practical problems.

Whether the old problem is solved, but the new problem has emerged again?

To solve the new problem team members once again collectively solve, a problem solved after each study is equal to solving a number of problems, because in marketing, problems are not isolated.

The establishment of a learning team can also form an organizational atmosphere of learning sharing and interaction, so that team culture can be further condensed.

At the same time, the learning of the work has stimulated the individual potential of the team members and improved the value of life. And the work of learning has made the whole team continue to innovate and develop.

Four.

Team leaders should always motivate their subordinates. If we always motivate our subordinates to do business and do things well, he will not have time to do bad things, will he?

Sales is a job highly rejected by others. Supervisors must grasp a variety of effective ways to motivate the team to ensure that subordinates are confident at any time and exert their internal potential and step by step into a higher stage of development so as to achieve success in work, study and life.

A person who comes to our team must come to seek success. But if we do not want to succeed under our staff, who is to blame?

That must be our supervisor's responsibility.

If a manager of a team can make his subordinates without fighting their own feet, even if a silent lamb erupts in a volcanic passion, he is very comfortable.

It can be said that motivation is the best way to mobilize the enthusiasm and creativity of subordinates, and its effect and effect are enormous.

But it should be emphasized that in the process of motivating the operation, the supervisor should grasp some principles.

1, the principle of seeking truth from facts.

That is to say, in the process of motivating the operation, our supervisor should use corresponding stimulation and encouragement according to the objective reality, and do not exaggerate the actual situation blindly because he wants to set up a typical team player. Because the eyes of his subordinates are also bright and bright. The author's experience is that as long as the objective is handled properly, a variety of incentive methods can mobilize the enthusiasm of the subordinates to achieve the effect of encouraging morale.

2, the principle of usefulness

The benefit of motivation is mainly manifested in incentives, because the incentive behavior of supervisors is correct, only after stimulation can we see the effect.

Therefore, before implementing incentives, team leaders should analyze various factors, identify different incentives for different environments, and examine the effectiveness of incentives at any time.

3, the principle of fairness

This is a key problem. It can not only motivate individuals, but also drive the morale of the whole department. Otherwise, team members will compete with each other and attack, resulting in many bad effects.

The company's employment view is: horse racing plus horse racing.

So I often say to my subordinates: the company is a fair race course. I think everyone is a giant horse. Is that actually?

Let's meet on the field.

Five.

In the marketing team, the role played as a supervisor will directly affect the success or failure of the team's overall activities. Therefore, as the core of the marketing team, the supervisor must attach great importance to the perfection of his role.

In addition to being familiar with the basic theories and basic methods of marketing, with a keen market sense of smell and team cohesion, and timely control of market information from all sources, analyzing and extracting valuable information and developing corresponding marketing measures, team leaders must also have the ability to play the following roles:

1. Navigator

The team leader will set goals for the team and find the way to the target, then unify the subordinates' action steps and set the target in accordance with the established route.

Like Tang San Zang in the journey to the west, no matter what difficulties and obstacles he encountered, he met with a lot of ghosts and goblins. His goals were very firm. That was to guide his team to the West.

Westward!

Westward again!!!

At the same time, the supervisor must always supervise the development of the marketing process. When the team members deviate from the main channel in the process of implementing the marketing plan, they must be able to hold the steering wheel for the first time, control the situation and solve the problem in time, so as to ensure that the ship can smoothly return to the right direction before hitting the reef.

2. Example

As a team leader, he often acts as the leader of the rush, leading by example and taking the responsibility.

I often hear people say, "my supervisor is only giving orders, but he never works with us to open up the market." "my supervisor often comes to the bottom to shirk responsibility."

Such a supervisor can not set up his example in the team, and he has no ability to guide his team development.

Just like what was seen in the early film describing the war of resistance against Japan, the generals of the Eight Route Army all said, "comrades, follow me!"

But the Kuomintang officers shouted, "brothers, give me up!"

Sometimes the supervisor has his own position.