Change Management

Nothing is permanent except change. Whether your sales organization is evolving over time or making a significant shift to how it works right now, it’s critical to proactively manage and support the change process.

Whether changing the sales compensation plan or making a change further upstream in The Revenue Roadmap, a good change management plan will help lead you through the transition and implementation of any change program.

Why should your organization manage your change? When an organization introduces change, it has to go beyond the big sales team announcement or you run the risk of retreating and revamping within a year.

  • About 20% of an organization will readily accept a change.
  • Another 50% will “wait and see” what happens. If the change goes well, many will join the acceptors.
  • That leaves about 30% that will passively or actively resist any change.

Depending on the type of change you’re making, this can put you in a position of skepticism and resistance before you even start.

Key Considerations to Support Your Change Journey

  • Start at the Top. A successful change initiative must have the active advocacy and support of the leadership team.
  • Involve Everyone. This does not mean getting group consensus on all key decisions. It does mean keeping people informed about the change and including key stakeholders as a checkpoint to build a bullet proof program.
  • Leverage Your Culture. Well communicated guiding principles and core values as a checkpoint throughout the transition mitigates risk and builds advocacy.
  • Assess Your Needs. Do you have the right skills to support the change? What operational or process changes will need to take place?
  • Engage, Engage, Engage. A pre-defined communications campaign will build advocacy and help to mitigate resistance.
  • Assess and Adapt. As with any change initiative, a plan to regularly assess performance and results and adapt to what is not working is critical to success.

SalesGlobe Can Help You With:

  • Starting Strong. Conducting due diligence to make sure the program is bullet proof and ready to go.
  • Building Organization Advocacy for the Change. Identifying change advocates and their roles in the change and getting their support.
  • Designing the Communications Campaign and Change Story. Defining your key messages, proof sources, audiences, communications vehicles and campaign schedule.
  • Understanding the Organization’s View and Readiness. Identifying resistance points so you can get everyone on board. Determining your organization’s tolerance for the change and your team’s resolve to see it through.
  • Supporting the Implementation. Working with your team at each step along the way, as your change partner, to help you get results.

Make sure you get the impact you need from your new strategy or program by planning and managing the change process. A great strategy, poorly implemented will get average results at best. But even a good strategy, well implemented can get great results.

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