BDR Manager <> Director Weekly:

Weekly meeting with BDR Manager with their leader to connect, understand team performance, tackle blockers and move projects forward.

How are you doing? feeling?

Before getting down to the day to day it is important to check in. Leading BDRs is an emotionally intensive role. You need to teach, motivate and drive continuous improvement for each team member, many of whom are early in their career.

This is a chance for you to let your manager decompress. Make this a safe place to let go.

Any blockers for you or your team?

Make space to talk about what is standing between the team and crushing the number. What are the trends and the feedback that the team is getting on messaging, marketing strategies, competitive pressure and process problems.

This team is a rich source of market information and with their volume of activity will get rapid feedback on what is not working.

Team updates. Who is doing well? Who is struggling?

This is a chance to talk about each team member and provide coaching. The numbers do not tell the whole story so this is a chance to dig into how each person is doing, where your manager is struggling in their coaching, and find opportunities to invest in the individuals.

Do not leave these conversations to a performance review cycle. This team needs constant feedback to get the most out of it. You also need to make changes quickly if needed.

Special projects.

While managing and coaching the BDRs should be where the majority of your manager’s time is spent, there are likely other team or cross-functional projects on the go. Special projects also give your manager a chance to stretch and build their career.

Who on the team is ready for the next step?

At least monthly you want to be checking in on how BDRs are progressing. Since this team is often an entry into the organization you will need to actively manage career advancements and be adding new members.

What is one thing you are doing to advance your skills? Your career?

Make time to talk about your manager’s career development. They will spend a lot of time working on the career development of the people on her/his team. You need to make sure that you are helping them focus on their own development and career.

Weekly meeting with BDR Manager with their leader to connect, understand team performance, tackle blockers and move projects forward. This template is inspired by conversations with multiple tenured Directors/VPs of Business Development.