Front Page Agency Inc

Your rep is struggling .. and you're sitting there wondering if you should push harder or back off. Here's what most managers get wrong .. they either micromanage the hell out of them or ignore it completely hoping it fixes itself. Neither works. Listen, before you do anything .. figure out if it's a skill problem or a will problem, because the fix is completely different. Skill means they don't know how.. will means they don't want to .. and if you can't tell the difference, you're about to waste everyone's time. Once you know what it is .. don't try to fix everything at once, that's how you overwhelm people and kill their confidence. Pick ONE thing .. one specific lever .. maybe it's their discovery questions, maybe it's their follow-up cadence, maybe it's how they handle objections. Just one. Then run a 7-day improvement sprint .. every single day you're checking in, you're coaching in real-time, you're celebrating the small wins, you're adjusting on the fly. Seven days of focused intensity beats three months of vague "let's see how it goes" energy. And here's the thing .. if you do this right, you're not crushing their confidence, you're actually building it back up because they can feel themselves getting better in real-time. Too many of you are letting your reps drown slowly when they just need someone to throw them a specific lifeline and teach them how to swim with it. Stop waiting for quarterly reviews to address what you're seeing right now. Send this to a manager who needs to hear it.

Accountability doesn't have to destroy your team. Here's how we would do it. Most managers avoid hard conversations. They let small issues grow big. Then they explode in anger. This kills trust and morale fast. We learned a better way: Address problems within 24 hours. Keep it private and respectful. Focus on the behavior, not the person. Ask questions before making assumptions. Set clear expectations moving forward. Follow up to show you care. Fast feedback feels fair. Delayed feedback feels personal. Your team wants accountability. They just don't want to feel attacked. The difference is simple: Tyrants shame people in public. Leaders coach people in private. Tyrants focus on blame. Leaders focus on solutions. When you address issues quickly, you show respect. When you stay consistent, you build trust. When you stay fair, you earn loyalty. Stop avoiding the hard conversations. Your best people are watching how you handle your worst performers. What's your approach to accountability?

We're #hiring a new Account Executive in Grand Prairie, Texas. Apply today or share this post with your network.

Most sales reps treat objection handling like a personality test—you either "have it" or you don't. Here are the dos and don'ts when it comes to objection handling: Dos ✅ Build a library of scripted responses for your top 10 objections ↳ Your team gets consistent, proven language that works instead of winging it every time ✅ Run weekly role-play sessions with real objections from the field ↳ Reps develop muscle memory and confidence before they face the real prospect ✅ Track objection-to-close rates by rep and objection type ↳ You identify exactly where training gaps exist and measure improvement over time Don'ts ❌ Assume objection handling is an innate skill some people just have ↳ You leave revenue on the table and blame "talent" instead of fixing your training system ❌ Let reps create their own responses without structure or feedback ↳ Inconsistent messaging confuses prospects and tanks your conversion rates ❌ Skip the practice and expect reps to learn during live sales calls ↳ Your pipeline becomes expensive trial-and-error at the cost of real deals Treat objection handling like a trainable system because skills beat personality every single time. Share your own in the comments below!

We're #hiring a new Account Executive in Fort Worth, Texas. Apply today or share this post with your network.

Understand that Effective Coaching isn't: ❌ Being available 24/7 for every decision ❌ Solving problems for your team members ❌ Creating a culture where people can't move without you ❌ Making yourself the bottleneck in every process ❌ Building dependency disguised as support But, it is: ✅ Teaching your team how to think, not what to think ✅ Building frameworks that empower independent decisions ✅ Creating confidence through structured problem-solving ✅ Developing critical thinking skills that last ✅ Stepping back so your team can step up Your Decision-Making Framework helps to answer these questions: 1. What criteria should I use to evaluate this situation? 2. At what point do I need to escalate versus decide? 3. How do I assess risk and make confident choices? The best coaches make themselves progressively less necessary by making their teams progressively more capable.

Happy Thanksgiving From Front Page Agency Inc. As we gather to celebrate this season of gratitude, I wanted to take a moment to express my sincere appreciation to this incredible LinkedIn community. Over the years, your support has meant more to me and our team than words can truly capture. Whether you've liked a post, shared insights, offered encouragement, or simply been part of our journey, you've contributed to our growth in meaningful ways. This platform has connected us with remarkable professionals, fostered genuine relationships, and created opportunities we never imagined possible. Each interaction, comment, and connection has enriched our professional lives and reminded us that we're part of something bigger than ourselves. Thank you for being part of our story. Thank you for your trust, your engagement, and your continued presence in our network. We're grateful not just today, but every day, for the community we've built together. Wishing you and your loved ones a wonderful Thanksgiving filled with warmth, joy, and plenty of reasons to be thankful. With gratitude, Front Page Agency Inc.

Stop hiding in your office during your first 30 days as a Direct Sales Leader. It's time to get in the field and build real credibility with your team. Here's what you don't need: 1. Back-to-back internal meetings that keep you at HQ 2. Endless strategy decks before you understand the reality 3. Waiting until day 60 to meet your sellers in action 4. Assumptions about what's working based on CRM data alone Here's what you do need: → Daily ride-alongs to see how deals actually get done → Weekly 1:1s to build trust and uncover coaching opportunities → Live pipeline reviews that reveal deal quality, not just quantity → Skill practice sessions where you model the behaviors you expect → Accountability rhythms that create consistency across your team Stop managing from a dashboard. Stop postponing the hard conversations. Stop assuming your team knows you're invested in their success. Your first 30 days set the tone for everything that follows. Show up, coach live, and earn respect through action. Ready to lead differently?

Top Rep to Team Lead Transition Tips: 1. Stop celebrating your own wins and start celebrating your team's wins 2. Replace "I closed it" with "How can I help you close it?" 3. Block coaching time on your calendar like you used to block prospecting time 4. Stop jumping in to save deals—let your reps learn from their mistakes 5. Shift from being the smartest person in the room to making others smarter 6. Trade your competitive edge against peers for collaboration with peers 7. Stop hoarding your best strategies and start documenting them for the team 8. Replace your personal quota obsession with your team's development obsession 9. Measure success by how many reps you elevate, not how many deals you close 10. Let go of being the hero and become the hero-maker instead Your identity as a leader isn't built on what you can do—it's built on what your team achieves because of you.

Your best reps don't need motivation. They need clarity. Most 'low motivation' is really low clarity. We've managed sales teams for 12 years. Here's what we learned: When a rep isn't performing, we think they lack drive. So we send motivational messages. We give pep talks. We offer incentives. But that's not the real problem. The real problem? They don't know what to do next. They're stuck because: → The target is unclear → The process is confusing → The priorities keep shifting → Success looks different every week Your top performers aren't more motivated. They're more clear. They know: - Which accounts to focus on - What message resonates - How to move deals forward - When to ask for help Here's what changed everything for our team: Instead of asking "Are you motivated?" We started asking: "Do you know your top 3 priorities today?" "What's blocking you from closing that deal?" "Which part of the process feels fuzzy?" The shift was immediate. Reps who seemed "checked out" suddenly came alive. They didn't need a motivational speech. They needed someone to remove the fog. Before you blame motivation, audit for clarity: ✓ Are your goals specific and measurable? ✓ Do your reps know the exact steps to success? ✓ Is your feedback clear and actionable? ✓ Are priorities consistent or constantly changing? Motivation is the spark. Clarity is the fuel. Your job as a leader isn't to pump people up every morning. It's to make the path forward so clear they can't help but move. Stop trying to motivate confused people. Start creating clarity for capable people. What's your take? Have you seen this in your teams?