Managerial coaching and sales performance: the influence of salesforce approaches and organisational demands

Abstract

PurposeThis study intends to understand if managerial coaching, a sustainable competitive strategy, has an impact on sales performance, through customer and results orientation of the salesforce. It also aims to investigate whether pressure for results, one of the predominant demands in organizations today, and the centralisation of decisions, a traditional management demand still present in several organizations, undermine the effect of coaching on performance.Design/methodology/approachThe 167 responses collected, through the distribution of questionnaires among workers in the commercial area, were analysed through a structural equation model using the partial least square (PLS) technique.FindingsThe results of this study confirm that managerial coaching has a positive impact on sales force performance through customer and results orientation, with customer orientation having a greater impact on performance. It was also found that centralised decision-making and pressure for results do not undermine the relationship between managerial coaching and performance, and they even reinforce the positive impact of results orientation on performance.Practical implicationsManagerial coaching practices can impact sales, especially when associated with customer orientation, freeing employees from the pressure for results and the centralisation demands. This scenario favours a more sustainable and emancipatory sales force management.Originality/valueThis study is the first to integrate organizational demands, namely pressure for results and centralisation, to better understand the effect of managerial coaching on sales performance, through customer and results orientation, thereby extending previous research on this topic.

The Importance of Managerial Coaching in Public Organisation: A Conceptual Paper

“…Another effect is that exchanging knowledge and information improves the performance and quality of a person's employee in a public organization. In this situation, the immediate supervisors serve as coaches or learning facilitators; they enact specific behaviors enabling their employees (coachees) to learn, develop, and improve their job performance (Coimbra & Proença, 2022).…”