Moving from closer to leader isn’t just about chasing your own numbers anymore. It’s about stepping back, looking at the bigger picture, and figuring out how to help your whole team thrive. Leadership requires a major shift in mindset—you have to transition from focusing on your own targets to supporting your team so they can hit theirs.

In this newsletter, we’re diving into how to make that shift, why it matters, and how to keep your team moving forward by focusing on the people behind the numbers.

The Beef:

1. Leading with Data, Not Just Instinct

As a closer, you might have relied on gut feelings—knowing when to push for the close, when to pivot, and how to keep adapting. But in leadership, relying solely on instinct doesn’t cut it anymore. You need to use data to get a clearer picture of what’s working and what isn’t across the team.

• What This Looks Like: Instead of just following intuition, track metrics that give you a real sense of team health. For example, deal length can show if the team is missing key info before calls, and qualified call rates help you know if lead quality needs work.
• Pro Tip: Look at both individual and team KPIs. Knowing each person’s performance is crucial, but you also need team-wide insights to spot gaps and fix bigger problems.

2. Balancing One-on-One Coaching with Team Coaching

As a leader, you’ll find that individual coaching and team coaching serve different purposes but work together to lift the entire team.

• Individual KPIs help you see each team member’s strengths and growth areas, so you can tailor coaching to fit them.
• Team KPIs show how the group as a whole is doing and where gaps might be in the offer itself. For example, if deal length is increasing but close rates are strong, it might point to a team-wide issue with client education before calls.

Coaching individuals helps them improve in specific areas, but team coaching brings everyone together, showing them how to work as a cohesive unit.

3. How Team Success Builds Momentum

One thing I’ve learned is that when the team’s doing well, everyone wants to be a part of it. Seeing others close deals and hit goals inspires a healthy sense of competition that keeps everyone motivated. If that energy is missing, even top closers can lose interest fast.

• Real-World Example: I’ve seen teams thrive when everyone’s pushing each other to be their best. But without that collective energy, even the best people can get bored or disengage.
• Takeaway: Recognize team wins often—whether that’s in a team meeting or just a quick shoutout in a group chat. When success feels like a team effort, people get excited to step up.

4. Why Emotional Intelligence Is Key

Strong emotional intelligence (EQ) is non-negotiable in leadership, especially with remote teams. Leaders with high EQ know when to push, when to hold back, and how to give feedback that resonates without coming across as micromanaging.

• Why It Matters: Your EQ helps you understand your team’s mood and needs. If you’re too friendly, they might not take accountability seriously. If you’re too critical, you risk creating tension or disengagement. Balance is everything.
• Practical Tips: Actively listen during 1:1s, ask questions to get honest answers, and adjust based on what your team needs. Remember, the better you connect with your team, the stronger your influence as a leader.

5. Accountability Without Micromanaging

One of the trickiest parts of leadership is balancing accountability with autonomy. You don’t want to micromanage, but you also can’t let people feel like there’s no structure. Building a culture of accountability means setting clear expectations and giving people the space to own their progress.

• How to Coach for Accountability: Schedule regular check-ins to provide feedback, highlight their strengths, and focus on one improvement at a time. Overloading them with criticism will only hurt morale, so take a steady approach.
• A Leader’s Perspective: Small wins lead to bigger ones. Recognize progress, even if it’s minor. Reinforce what’s working, and focus on one or two areas for improvement to keep things manageable.

Actionable Tips to Apply This Week:

1. Track Both Individual and Team KPIs: Keep tabs on individual metrics like call quality and close rate, but also track team-wide stats like qualified call rate and deal length for big-picture insights.
2. Celebrate Wins as a Team: Create a culture of recognition by acknowledging wins, whether in team meetings or group chats. Highlighting team success builds motivation.
3. Coach with Balance: When giving feedback, start with positives and focus on one main area for growth. This keeps people encouraged and motivated to improve.
4. Be Purposeful with 1:1s: Make each one-on-one count by focusing on specific areas of growth. Avoid “just checking in” and make every session purposeful.

Conclusion

Transitioning from closer to leader means shifting your focus from personal targets to team growth. Embracing a “people-first” mindset doesn’t mean ignoring the numbers—it means building an environment where everyone feels valued and committed to a shared goal. The more you focus on team morale and development, the more consistent and sustainable your results will be.

Next week, we’ll dive into coaching techniques that help your team build critical thinking and make better decisions on their own. These techniques are key to leading without micromanaging.