Developing an Impactful Account Development Team: A How ToNovember 25, 2013 | By Wayne O'Neill
When hiring members of a top account development team, some qualities that team members should have may be a little counter intuitive. You may focus on a well-written resume, work experience, and references. Or you could focus in on the way they present themselves and how eloquently they speak. But let me intrigue you for a moment about some characteristics that you should be looking for in potential hires.
What do I need on my team?
You need someone who is curious. They’re naturally drawn to understand people and organizations in diverse ways.
You need someone who can slow down. This person has the ability to pace himself with the ways to connect. They practice the “Two Second Rule”—they pause and think before they speak.
You need a team that continues to be observational. They’ve found solutions to the current problem, but they’re always looking for things that may pop up or new ways to connect the business.
You need people who aren’t afraid to be disruptive. They don’t hesitate to ask risky questions, or put their ideas out there and ask: “What if we did this?”
Your team needs to be open. People are naturally afraid of change; your team shouldn’t be. They need to be open to use other service providers, other methods of business, or make any changes necessary as long as it will encourage the influence you desire.
Why a team?
Even if the team consists of only two people, it’s more productive and has a greater ability to achieve depth than one person alone. When one person alone doesn’t have the pressure to ask questions AND listen to answers, he is able to hone in on his task. And he’s able to do it better.
Can’t we just have one strong person?
You don’t need a rainmaker; the smoothest person with the darkest clothes who talks the best. That person won’t necessarily bring about the account development you desire. Sometimes you need the quieter type to fill in those blanks—the type of person who allows for things to sink in for a while, who will say, “I’ve been listening for a while, and now I have a question.” Those people are the ones that will delve deeper, ask the questions that work better, will gain new perspective, and will create solutions. Now THAT is valuable.
If Scarlett Johansson or Channing Tatum walk into the room, people are enchanted. They’re successful, smooth, attractive, and they’re celebrities. But what people don’t realize is that there’s a team of people: stylists, managers, makeup artists, publicists, the list goes on, that allow for that image. Everyone needs a team.
So here’s the Bottom Line…
The dimensions of connecting with one decision maker is too much for even the smoothest rainmaker.
Don’t get caught in the Hollywood illusion: dressed to the nines, impressing others—assuming that no one else is there, that they’re blurred out. It’s not reality. There are others involved. Very involved.
Everybody needs a wingman—or multiple wingmen—in in order for their intentions to work out best.
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