Pexels Tima Miroshnichenko

78 % of Sales & Marketing Teams Don’t Collaborate

78% of Sales & Marketing Teams Fail to Collaborate: A Call for Alignment

In a recent meeting that initially seemed poised to bridge the gap between sales and marketing strategies, I immersed myself in a discussion led by a seasoned marketing manager and her team, solely focused on marketing metrics and digital strategy. The objective? Finalising the quarter’s marketing budget, yet noticeably absent were the voices of our sales team. The business is outside FMCG and relies on a dedicated sales team. It requires customers to book a telephone appointment with sales specialists.

Throughout the meeting, conversations orbited around digital metrics: website traffic, engagement rates, SEO standings, and the fixation on keywords and search terms—critical elements for enhancing online visibility and bolstering brand awareness. Undoubtedly, these metrics are pivotal in today’s digital landscape, where businesses strive to capture consumer attention amidst a sea of online content.

However, what struck me was the singular fixation on these metrics to the exclusion of other critical aspects. As discussions progressed, I raised a fundamental query: where would the lion’s share of the budget be directed, assuming it would naturally align with our overarching goal of driving appointments for the sales team to convert to sales?

The unanimous response was unexpected: “Content creation and link building to drive more traffic.” While these strategies are undoubtedly crucial for building an online presence, the focus on traffic growth, without a specific plan for driving the “right” traffic, appeared to miss the core purpose of marketing within the business – to facilitate sales opportunities.

Intrigued by this emphasis, I delved deeper, probing how many sales were directly attributed to our previous quarter’s marketing efforts. Astonishingly, the team could not provide a definitive answer. This revelation underscored a concerning trend: amidst the pursuit of digital metrics, including SEO keyword rankings and search terms, the direct impact on revenue generation—the ultimate measure of marketing success—had been overlooked.

Further investigation revealed that some keywords and search terms targeted by our SEO efforts were no longer relevant to the current product offerings. Moreover, they differed from terms aligned with how our customers typically search for the firm’s products or services. This disconnect highlighted a critical oversight: while the marketing team and the agency they employed were striving to rank for specific keywords, those efforts could translate into something other than meaningful customer engagement or sales conversions.

What also struck me was that all the metrics and reports presented in the meeting had been created by the outsourced marketing agency, whose evaluations heavily leaned on the gospel of Google. It became evident that many of the agency’s conclusions led to recommendations for increased marketing spend and justified their success. Call me cynical, but aligning agency metrics with spending proposals raised questions about true ROI and strategic alignment with sales objectives.  

Statistics corroborate this disconnect. According to HubSpot, 40% of marketers identify proving the ROI of their marketing activities as their top challenge. Moreover, only 22% of businesses report alignment between their marketing and sales teams (Marketo). This lack of alignment can lead to disjointed strategies, where marketing efforts may not effectively support sales objectives.

A Practical Example

Let’s consider a practical example of a pay-per-click (PPC) campaign to illustrate how a minor tweak to the marketing team’s metrics could change the tone of the meeting.  

Suppose I am trying to determine how much money in pounds I need to spend to sell 100 units of my product. If we know the product demo-to-sale conversion rate is 20%, and we also have data on the click-through rate (CTR) and conversion rate from website visitors to demo sign-ups, we can calculate the necessary traffic and associated costs.

  1. Sales Target: 100 units
  2. Demo to Sale Conversion Rate: 20% (or 0.20)
  3. Number of Demos Required: To achieve 100 sales at a 20% conversion rate, we need 500 demos (100 units / 0.20).
  4. Visitor to Demo Conversion Rate: Suppose the average conversion rate from website visitor to demo sign-up is 5% (or 0.05).
  5. Number of Website Visitors Needed: To get 500 demos with a 5% conversion rate, we need 10,000 website visitors (500 demos / 0.05).
  6. Cost per Click (CPC): Suppose the average CPC in the industry is £1.
  7. Total Marketing Spend: To generate 10,000 website visitors, the required budget would be £10,000 (10,000 visitors * £1 per click).

By incorporating this calculation into planning, we shift the focus from abstract metrics like traffic growth to concrete metrics directly correlating with sales outcomes.  

This change provides clearer insights into how marketing spending drives revenue, enhancing strategic alignment and ensuring marketing efforts effectively support sales goals.

Moreover, the digital marketing mix encompasses various channels, including direct traffic, optimised content, social media, and other avenues. While I acknowledge that some sales likely stemmed from these channels, the team only had top-line traffic stats courtesy of Google. They lacked concrete data on how many sales directly drove by their specific efforts across these channels. This gap in understanding highlights the need for more precise tracking and analysis to ensure that every marketing pound spent contributes effectively to sales.

Case Study: An Example from Another Industry

Consider the case of a B2B software company that realised its marketing efforts were not translating into sales. By incorporating sales team feedback and shifting focus from pure traffic metrics to lead quality and sales conversions, they achieved a 30% increase in qualified leads and a 20% boost in sales within six months. This case underscores the universal importance of aligning marketing efforts with sales objectives.

Effective sales and marketing alignment is not just about shared objectives but also about collaborative strategy development. Research from SiriusDecisions highlights that tightly aligned organisations achieve 24% faster revenue growth and 27% faster profit growth over three years.

Moving forward, it is imperative for organisations to recalibrate their approach.  

This involves not only integrating sales considerations into marketing strategy discussions but also fostering a culture of collaboration where both teams work towards shared revenue goals.  Investment in training and technology integration, addressing the perception gap between sales and marketing functions, and prioritising measurable outcomes over vanity metrics are crucial steps towards achieving this alignment.

Conclusion

In conclusion, while digital metrics, including SEO and keyword rankings, are invaluable for tracking online performance, their true value lies in their ability to translate into tangible sales results. By bridging the gap between marketing metrics and sales realities, organisations can unlock untapped potential and drive sustainable growth in today’s competitive landscape.

Recommendation

If you are a Head of Sales, Sales Director, Managing Director, or an Interim CRO, and sales is a concern, sit in on your next marketing meeting.  The insight might just prove illuminating.

Sources

These sources provide the foundational statistics and insights used to highlight the disconnect between marketing metrics and sales realities, the importance of aligning marketing and sales teams, and the broader implications for business growth.

  1. HubSpot – Proving ROI Challenge
  2. Marketo – Alignment between Marketing and Sales Teams
  3. Ascend2 – Importance of Understanding Customer Journey
  4. SiriusDecisions – Impact of Aligned Organisations on Revenue Growth

About the Author

Trevor is the Managing Partner of NorthCo, a fellow of the Institute of the Motor Industry and a member of the Institute of Interim Management. Trevor is a respected C-Suite leader, Chairman and professional Interim Leader. For over a decade, he has provided interim leadership solutions to private equity, venture capital, and asset-backed firms. Whether it’s to stabilise a business during a turbulent trading period, fill a temporary skills gap or support a management team to navigate challenging situations, Trevor’s wealth of experience and proven track record in delivering value creation and retention plans demonstrate his ability to lead and support operational management teams effectively. To find out more about his approach, explore his LinkedIn profile and read what others say about Trevor.

pexels-francesco-ungaro

The £84 billion Impact created through a Void in Leadership.

A Void in Leadership is estimated to cost UK business £84 billion annually.

 

While recent headlines in the UK have been dominated by the new Government’s push to improve productivity, with ministers making high-profile statements, this is not a new phenomenon. Top HR leaders have long been grappling with low productivity, often exacerbated by voids in leadership, and have developed pragmatic strategies to address these gaps.

Despite the buzz around new policies and government initiatives, many businesses have struggled for years to mitigate productivity losses caused by leadership voids. This ongoing challenge highlights the need for the Government to draw inspiration from the approaches of successful business leaders and learn how to tackle productivity issues effectively.

The Financial Impact of Leadership Voids

 

Decreased Productivity: Leadership voids lead to significant productivity losses. Without effective leadership, teams lack direction, reducing efficiency and output. Research from the Institute of Leadership & Management suggests poor management costs UK businesses up to £84 billion annually. This figure includes losses from decreased productivity, poor decision-making, and lack of strategic direction.

Employee Morale and Engagement: A lack of leadership can lead to low employee morale and engagement. Employees may feel unsupported and uncertain about their roles, leading to increased turnover and absenteeism. The cost of replacing employees can be high, with estimates suggesting that replacing a manager can cost up to £30,000, factoring in recruitment costs, training, and lost productivity during the transition period.

Operational Disruptions: Leadership voids can disrupt daily operations. Decision-making processes slow down, strategic initiatives stall, and the organisation’s overall efficiency suffers. This can result in missed operational and financial opportunities, affecting the bottom line.

 

Quantifying the Costs

 
  • Lost Productivity: If a leadership void results in just a 2% drop in productivity for a business with an annual revenue of £10 million, the loss would be £200,000 annually.
  • Turnover Costs: High turnover rates due to low morale can significantly impact performance. If an organisation has to replace three managers in a year, the cost could be around £90,000 (£30,000 per manager).

 

Overall Impact

 

While exact figures can vary, the financial impact of leadership voids is substantial. For medium—to large businesses, this could easily translate into hundreds of thousands, if not millions, of pounds annually. Addressing leadership voids promptly through effective interim management can mitigate these losses and maintain organisational stability.

Understanding the Complexity of Bridging Leadership Voids

HR leaders understand that there is no simple, one-size-fits-all solution to bridging leadership voids. A comprehensive, adaptable, multi-layered approach is required to effectively address the unique challenges each organisation faces. Traditional recruitment firms often fall short in this regard, as they may not possess the specialised expertise needed to navigate the complexities of leadership gaps. Instead, a more nuanced approach is necessary—one that considers the specific needs of the business, the intricacies of the vacant role, and the strategic objectives of the organisation.

The NorthCo Approach to Tackling Leadership Voids

Since 2012, NorthCo has provided Operational Management solutions for businesses where people, specifically management, affect operational productivity and performance. NorthCo’s approach to addressing leadership voids is comprehensive and tailored to each business’s unique needs:

Headhunting Replacement Managers

NorthCo excels in headhunting skilled and effective managers who can seamlessly fit into the organisational structure and bring immediate value. By identifying candidates with the right experience and leadership qualities, NorthCo ensures that businesses quickly regain direction and momentum.

Interim Management Solutions

During turbulent trading periods or significant organisational changes, NorthCo provides interim management solutions. These interim leaders are equipped to maintain stability, drive performance, and guide the organisation through transitions, ensuring minimal disruption and sustained productivity.

Filling Temporary Skills Gaps

For major projects or when specific skills are temporarily unavailable, NorthCo sources professionals to fill these gaps. These individuals bring specialised expertise that ensures projects remain on track and operational goals are achieved without delay.

Operational Coaching for New Leaders

NorthCo offers operational coaching to new leaders, ensuring they are well-prepared to take on their roles effectively. This coaching focuses on enhancing leadership skills, strategic thinking, and team management, enabling new leaders to contribute positively from the outset.

Conclusion

The financial impact of leadership voids in UK businesses is significant, with estimated costs reaching £84 billion annually. However, this impact can be mitigated through swift and effective recruitment and interim management solutions. NorthCo’s proven track record in providing operational management solutions highlights the importance of addressing leadership voids promptly to maintain organisational stability, productivity, and performance. By sourcing the right people for the right roles, NorthCo helps businesses navigate challenges and achieve their operational goals.

About the Author

Trevor is the Managing Partner of NorthCo, a fellow of the Institute of the Motor Industry and a member of the Institute of Interim Management. Trevor is a respected C-Suite leader, Chairman and professional Interim Leader. For over a decade, he has provided interim leadership solutions to private equity, venture capital, and asset-backed firms. Whether it’s to stabilise a business during a turbulent trading period, fill a temporary skills gap or support a management team to navigate challenging situations, Trevor’s wealth of experience and proven track record in delivering value creation and retention plans demonstrate his ability to lead and support operational management teams effectively. To find out more about his approach, explore his LinkedIn profile and read what others say about Trevor.

Pexels Ron Lach

Operational CEO Coaching, an alternative to Changing a CEO

Could Operational CEO Coaching transform your existing CEO?

Introduction:

The decision to change a company’s CEO is a critical juncture that can significantly impact an organisation’s trajectory. Often, this decision arises from perceived leadership deficiencies, market challenges, or the need for fresh perspectives. However, an alternative approach gaining traction in the business world is the addition of Operational CEO Coaching to augment the management team’s capabilities. This article explores the significance of Operational CEO coaching as an alternative to CEO replacement and its potential to bring about positive organisational transformation.

Operational CEO Coaching

To clarify, when I refer to Operational CEO Coaching, I’m not referring to the typical “how does that make you feel” style of coaching. Instead, I’m talking about Operational Coaching, akin to what you’d experience in a sports team where seasoned advice rooted in extensive operational experience is readily shared and ideas are openly discussed.

The Traditional Approach to CEO Replacement:

In many organisations, the decision to replace a CEO is often made under duress. Whether due to declining financial performance, internal conflicts, or an inability to adapt to market dynamics, the incumbent CEO’s shortcomings can prompt the board to seek a new leader. However, this approach, while sometimes necessary, comes with inherent risks and challenges that can disrupt the organisation’s stability and growth.

One major challenge is the disruption caused by CEO turnover. 

Transitioning to a new CEO can lead to uncertainty, affecting employee morale, investor confidence, and stakeholder relationships. Moreover, finding a suitable replacement takes work and can be time-consuming and costly. Even with an extensive search process, there’s no guarantee that the new CEO will perfectly fit the organisation’s needs and culture.

The Emergence of Operational CEO Coaching:

Amidst the challenges of CEO turnover, many organisations are turning to Operational CEO coaching as an alternative or complementary approach. Operational CEO coaching involves the engagement of an experienced executive coach to work closely with the CEO, providing guidance, support, and feedback to enhance leadership effectiveness.

The rationale behind Operational CEO coaching lies in its ability to address the root causes of operational leadership deficiencies while allowing the incumbent CEO to remain in their role. Rather than immediately seeking a replacement, organisations invest in developing the existing leadership talent, recognising that leadership effectiveness can often be improved through targeted operational coaching and development.

Who makes a good Operational CEO Coach

In an Operational style of coaching, the coach plays a pivotal role. You need an operationally experienced coach who has walked the walk, someone who has a proven track record of success in operational roles, preferably at the executive level, an experienced Interim CEO, or Interim CRO would be a great option. This type of coach brings not just theoretical knowledge but practical insights gained from real-world experience. They understand the intricacies of running a business, navigating challenges, and driving operational excellence. A coach with this background can offer valuable guidance tailored to your specific industry and organisational context.

Conversely, you wouldn’t want a coach who lacks operational experience or who relies solely on textbook knowledge. While traditional coaching methods may have their place in certain scenarios, they might not be as effective when it comes to addressing the day-to-day operational challenges faced by CEOs. A coach who focuses primarily on emotional intelligence and introspection, without a solid grounding in operational know-how, may struggle to provide actionable advice that directly impacts business performance.

Benefits of Operational CEO Coaching:

Operational CEO coaching offers several benefits that make it an attractive option for organisations facing leadership challenges:

  • Personalised Development: Operational CEO coaching offers a unique personal growth and development opportunity. It provides tailored support to address the specific needs and challenges of the individual leader. Through one-on-one sessions, the Operational coach helps the leader identify blind spots, leverage strengths, and develop strategies for growth, inspiring them to reach their full potential. 
  • Enhanced Leadership Skills: Operational Coaching enables CEOs to develop various operational leadership skills, including specific operationally oriented skills, communication, strategic thinking, decision-making, and emotional intelligence. By honing these skills, CEOs can effectively lead their organisations through complex challenges.
  • Objective Feedback: One key benefit of CEO coaching is the provision of objective feedback. Unlike internal stakeholders with biases or vested interests, CEO coaches offer an impartial perspective, enabling CEOs to gain valuable insights into their leadership style and its impact on others.
  • Improved Performance: Through regular operational coaching sessions, CEOs can track their progress and measure the impact of their efforts. As they implement new strategies and behaviours, they can see tangible improvements in their performance and the performance of their organisations.
  • Sustainable Change: Unlike quick-fix solutions such as CEO replacement, CEO coaching focuses on sustainable, long-term change. By investing in the development of the existing leadership team, organisations build a strong foundation for continued success.

Case Studies:

Several high-profile companies have successfully leveraged CEO coaching to drive organisational change and improve performance:

  1. Google: Eric Schmidt, the former CEO of Google, famously hired Bill Campbell, the “Coach of Silicon Valley,” to provide coaching and mentorship. Schmidt credited Campbell with helping him navigate the challenges of leading a rapidly growing tech company.
  2. Microsoft: Satya Nadella, the CEO of Microsoft, has spoken openly about the impact of coaching on his leadership journey. Nadella attributes much of his success to the guidance he received from his coach, helping him transform Microsoft’s culture and drive innovation.
  3. General Electric: When Jack Welch took the helm at General Electric, he sought the guidance of a leadership coach to help him navigate the complexities of leading a large multinational corporation. Welch’s coach played a crucial role in shaping his leadership style and strategic vision.

Operational CEO Coaching isn’t the answer to every situation

It’s important to acknowledge that not every incumbent executive is open to being coached. Some may even be hostile to the idea, viewing it as a challenge to their authority or expertise. Additionally, there are those who might appear open to coaching initially, but when it comes down to it, they are equally closed off. Therefore, I’m not suggesting for one minute that an operational coach is a panacea for all leadership challenges. It’s possible that coaching may be a non-starter or ultimately fail to produce the desired results. However, by at least considering the option, making it available, and doing our best to provide support, the board demonstrates its commitment to doing the right thing for the executive and the organisation as a whole.

How might you approach Operational coaching with the Management Team?

When broaching the subject of operational coaching with your executive team, it’s crucial to approach it thoughtfully and positively, especially considering that not all executives are initially open to the idea. One effective approach is to start with a short operational review, commissioned independently. This review can be conducted by an executive who might potentially serve as the coach. Its purpose is to identify coaching opportunities, assess operational competence and structures, and determine whether coaching is a viable option.

By starting with this operational review, the topic of coaching is introduced in a non-threatening manner, focusing on the organisation’s objectives and the potential benefits for both the executives and the company as a whole. This approach allows for a more organic and constructive discussion around the role of coaching in achieving operational excellence and fostering leadership development within the executive team.

If the potential coach has performed the job well, they will have built credibility and established sound professional relationships with the executive team and the wider business, making an extension to the initial brief a natural next step. This extension could involve a deeper, ongoing coaching relationship aimed at addressing specific challenges and fostering continuous growth and improvement within the organisation.

And what if the Operational Coaching doesnt have the desired effect

Of course, if the coaching doesn’t work out and you ultimately decide to change the CEO, there are several upsides. Firstly, you have done the right thing by providing the CEO with support and the best chance of success. Secondly, the coach will have established solid relationships across the business, allowing them to effectively hold the fort until a new CEO is found. Additionally, the coach will have identified potential internal talent which might serve as a natural replacement for the CEO. Moreover, the coach will be in a better position to identify the skills and qualities the new CEO requires, helping to streamline the recruitment process and ensure a smoother transition.

Conclusion:

The decision to change a company’s CEO is undoubtedly significant, with far-reaching consequences for the organisation. However, before embarking on the CEO replacement path, it’s essential to consider alternative approaches such as operational CEO coaching. By investing in developing existing leadership talent, organisations not only mitigate the risks associated with CEO turnover but also foster a culture of continuous learning and improvement, instilling a sense of optimism and hope for the future.

Operational CEO coaching offers a personalised and sustainable solution to address leadership deficiencies, enhance performance, and drive organisational success. It is a proven method that can empower CEOs to unlock their full potential, lead confidently, and navigate the complexities of today’s business environment. In a world where effective leadership is more critical than ever, CEO coaching represents a valuable tool for organisations seeking to thrive in a rapidly evolving landscape.

Navigating turbulent Waters – The CEO Coach in Action

About the Author

Trevor is the Managing Partner of NorthCo, a fellow of the Institute of the Motor Industry and a member of the Institute of Interim Management. Trevor is a respected C-Suite leader, Chairman and professional Interim Leader. For over a decade, he has provided interim leadership solutions to private equity, venture capital, and asset-backed firms. Whether it’s to stabilise a business during a turbulent trading period, fill a temporary skills gap or support a management team to navigate challenging situations, Trevor’s wealth of experience and proven track record in delivering value creation and retention plans demonstrate his ability to lead and support operational management teams effectively. To find out more about his approach, explore his LinkedIn profile and read what others say about Trevor.