discussion 1

Need 2 responses to discussion questions. One source per response.
1st
Tom believes that cold calling is an effective way to make sales. His manager has a different thought of cold calling. He understands that Tom’s time would be more effectively spent on other forms of selling through his experience. At times of low motivation, individuals can have a weakened sense of the results their efforts produce (Pritchard & Ashwood, 2008). Tom is likely experiencing a lack of motivation, which may blur his understanding of the results achieved when he is cold calling. The manager has the experience and a clearer view of the true results. Tom’s efforts are best spent focusing on sales tactics that have a higher chance of resulting in sales.

The discussion between Tom and his manager must be approached very intentionally. Tom may not have the best reaction if he is told by his manager to stop cold calling. Tom might feel threatened or upset since he currently believes his strategy is effective. The manager should question Tom to understand what he perceives to be important in his role. The manager should make connections between the actions that make Tom successful and which actions are not effective. The manager should then help Tom create a plan that he determines will place his efforts in the right place. By guiding Tom through this process, he can help Tom understand which actions have a greater result. In my experience, telling people what to do is not an effective way to help people grow. As a coach, leaders must allow their employees to make connections themselves and guide them through the process.

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2nd

I think the main reason for the gap is that of knowledge. Tom is not aware of the difference between his perception and the knowledge that his boss has which leads me to believe there is a breakdown in communication. If Tom had been given this information up front he would not have this predisposition to work on cold calls with the belief that his efforts will yield strong results. Ashwood (2008) states that “We cannot act beyond our abilities” (p. 56). Part of our abilities relies on our knowledge and if Tom had this knowledge, this problem would not exist.

I would think that Tom’s reaction would greatly depend on his bosses approach to the situation. If his boss just told him to stop, Tom may feel offended that his boss does not appreciate his efforts. My approach would be to solicit his dedication and ability to help me make a change. I would then share the difference between efforts and results between his current thoughts and another approach that results in better yield and ask him to help me achieve this task. I would show appreciation for his work efforts. The focus would be on getting him to apply his efforts to a different task rather than telling him to stop his efforts. A teamwork approach that says “my knowledge with your efforts can do great things” will go a long way as opposed to “your efforts are not doing any good”.

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