You’ve got a rep who used to crush it—but now? They’re flatlining. You’ve offered coaching, pressure, even stepped in yourself. Still nothing.
You’re thinking, “Do they even want this anymore?”
But what if the real problem isn’t effort—it’s something you haven’t asked yet?
What if one simple question could flip the switch and reignite their drive?
🧠 What If Performance Problems Aren’t About Skill—But Silence?
The Story
A senior sales leader came to me frustrated. His top performer—someone with a track record of excellence—had suddenly lost steam.
He said, “I want it more than they do.”
So I asked him, “Have you actually asked them what they want right now?”
That question changed everything. When he finally asked, he discovered the rep wasn’t disengaged—they were overwhelmed. Someone in their family was seriously ill, and they were trying to hold it all together in silence.
Once the conversation shifted from performance metrics to personal clarity, trust and progress returned.
The Trap: Pressure Without Perspective
As leaders, we tend to default to solving:
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Push harder.
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Coach more.
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Get them back on track.
But without context, all that effort falls flat.
We assume motivation has dropped when, in reality, life has happened. And if we don’t create space for honesty, we’re coaching blind.
Great performance can’t thrive in a vacuum. It needs trust. And trust is built when leaders stop assuming and start asking.
The Fix: Ask Before You Analyze
Here’s your new starting point: a two-question reset.
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“What do you want right now?”
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“Is anything outside of work affecting how you’re showing up?”
Simple. Direct. Game-changing.
These questions do two things:
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Show you care.
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Invite clarity and accountability.
You don’t need to fix their personal life. But you do need to understand it if you expect consistent, high-level output. That awareness is the key to unlocking performance without applying unnecessary pressure.
Challenge
You’re not just a sales manager. You’re a performance coach—and a mindset guide.
So here’s your challenge:
Who on your team seems off right now? Before you strategize, coach, or correct—ask them what they want.
Listen more. Assume less. Watch what happens when they feel seen.