Accountability: The Cancer of Sales Leadership

Let’s talk about the elephant in the room. Accountability. It’s the cancer of sales leadership. It’s the slow, insidious disease that’s killing your sales team. It’s the reason why you’re not closing deals, why your team is underperforming, and why you’re probably losing sleep at night.

Accountability is hard. It’s easier to blame the market, the economy, or the competition. It’s easier to make excuses than to face the truth. But the truth is, if your team isn’t performing, it’s your fault. You’re the leader. You’re the one responsible.

The Deadly Consequences of Low Accountability

Lack of accountability is a symptom of a deeper problem. It’s a symptom of a culture that’s been allowed to fester for years. A culture where mediocrity is accepted, where excuses are tolerated, and where results don’t matter. But it doesn’t seem like a problem if the selling environment has been favorable, with low interest rates, a booming market, and low competition. These conditions can mask the underlying issues, making it difficult to identify and address the lack of accountability until it’s too late.

When accountability is low, the consequences are devastating. Morale plummets. Top performers leave. Deals fall through the cracks. And your bottom line takes a massive hit. But it’s worse than that. Low accountability is a cancer that spreads. It infects every part of your organization.

The Root of the Problem

The problem isn’t new. It’s a long-standing cultural issue that’s been allowed to grow. We’ve created a generation of soft, entitled salespeople who expect to be handed everything. They don’t want to put in the work. They don’t want to be held accountable. And they certainly don’t want to be fired.

This culture of entitlement has seeped into the DNA of sales organizations. It’s one that’s hard to kill. But it can be done.

Reclaiming Accountability: A Blueprint for the Future

Reclaiming accountability is not just about being a dictator. It’s about creating a culture of high performance. It’s about setting clear expectations, providing the necessary resources, and then holding people accountable for results. As Nick Saban famously said, “Mediocre people don’t like high achievers, and high achievers don’t like mediocre people.” This is the core of building a winning team.

Here’s how you start:

1. Hire Winners: Stop hiring nice guys. Hire hungry sales people. Hire people who are hungry, determined, and results-oriented. Notice I didn’t say “from your industry”
2. Set Clear Expectations: Everyone on your team should know exactly what is expected of them. No gray areas. No excuses.
3. Create a Culture of Fearless Feedback: Feedback is a gift. It’s an opportunity to improve. Create a culture where people are encouraged to give and receive feedback openly and honestly.
4. Hold People Accountable: This means consequences. If someone isn’t performing, they need to know that there are consequences. And those consequences need to be enforced.
5. Celebrate Success: Recognize and reward your top performers. Let everyone know that success is celebrated and rewarded.

Remember, this is a long-term plan. It’s not going to happen overnight. But if you’re committed to building a world-class sales organization, it’s the only way forward.

In three years, you want a team of relentless, highly skilled professionals who are driven by results. In five years, you want a sales organization that is the envy of the industry. In ten years, you want a legacy of success.

Accountability is the foundation for all of this. It’s the key to unlocking your team’s full potential. Are you ready to take the first step?