leadership

Identifying Your Team’s True Execution Gaps

Ever notice how some managers treat their entire team the same way when it comes to coaching and development? It’s like having one prescription for every patient – it simply doesn’t work. The art of leadership lies in understanding exactly where each team member stands and what they specifically need to excel.

Why Traditional Gap Analysis Falls Short

Many of us look at our teams and make broad assessments: “We need to improve our pre-call planning” or “The team needs better clinical dialogue skills.” While these observations might be true, they miss something crucial – the individual variations within your team.

A Better Approach

Think of your team like a sports roster. You wouldn’t train your quarterback the same way you train your defensive line. The same applies to your sales team. Here’s how to get specific:

1. Force-Rank Skills
   For each critical competency, know exactly where each team member stands. Who’s your strongest in pre-call planning? Who needs the most support in clinical dialogue? This clarity helps you allocate your coaching time more effectively.
2. Look for Patterns
   Are your top performers excelling in areas where others struggle? What specific behaviors or approaches set them apart? These patterns can inform your coaching strategy. 
3. Consider Individual Learning Styles
   Some team members thrive on direct feedback, while others need more collaborative coaching. Understanding these preferences helps you tailor your approach. 

Making It Personal

Once you’ve identified specific gaps, personalize your coaching. 

• Create individual development plans that target exact needs 
• Use your top performers as internal benchmarks 
• Set measurable, skill-specific goals 
• Schedule focused coaching sessions around particular competencies 

Common Pitfalls to Avoid

Watch out for these typical mistakes: 

• Assuming similar performance means similar development needs
• Focusing only on the biggest gaps while ignoring smaller ones that could create future challenges 
• Not reassessing regularly as skills evolve 

Moving Forward

Start by asking yourself:

• Do I know exactly where each team member stands on our core competencies?
• Have I ranked my team members’ abilities in key skill areas?
• Am I spending my coaching time on the right people and the right skills?
• Are there any biases clouding my judgment?

Remember, in life sciences sales leadership, precision matters – not just in the products you represent but in how you develop your teams. The more precisely you can identify execution gaps, the more effective your coaching becomes.

---

Dan Snyder, Senior VP of Sales at PDG, shares insights on building trust through vulnerable leadership in this Performance Minute from PDG.