(Spring Into Action Series – Part 3)
You ever pull on a spring juuuuust a bit too far?
At first, it flexes beautifully—resilient, responsive. Push too hard, too fast, and suddenly… snap.
Inside sales teams are the same way.
So are their leaders.
Growth? Absolutely necessary.
Stretching goals? Bring it on.
But if we don’t watch the tension, we risk breaking something important—like trust, confidence, or morale.
The Subtle Art of the Stretch
Stretch goals are great… until they become stress goals.
Here’s how you know the difference:
| Stretch | Snap |
|---|---|
| Feels challenging but possible | Feels overwhelming or unrealistic |
| Sparks curiosity & creativity | Sparks anxiety & silence |
| Encourages team input | Feels dictated from above |
| Allows room to miss, learn, and adjust | Punishes anything less than perfect |
If you recognize your team—or yourself—in the right-hand column… it’s time to recalibrate.
Why Inside Sales Feels This First
Inside sales teams live in real-time performance mode. There’s no driving to a meeting, no time buffer, no “I’ll circle back later.” Every metric updates by the minute, every conversation is tracked, and every coaching moment (or lack of it) shows up in results fast.
- You stretch too far—and someone checks out.
- You stretch unevenly—and resentment brews.
- You don’t stretch at all—and mediocrity takes root.
Welcome to the tightrope of inside sales leadership.
3 Ways to Stretch Without Snapping
Let’s shift the focus from pressure to purposeful progress:
- Gauge Your Team’s Readiness (Not Just Willingness):
Just because they say “we’re fine” doesn’t mean they are. Listen between the lines. Notice what’s not being said. If your best rep is suddenly quiet in meetings, something’s off. - Introduce “Test-and-Tweak” Goals:
Instead of rolling out big targets and crossing your fingers, try: “We’re going to pilot this for two weeks and adjust based on what we learn.”
You’ll get better buy-in—and more honest feedback. - Celebrate Stretch Effort—Not Just Results:
Recognize when someone takes a swing, even if they whiff. That’s what encourages more risk-taking—and real growth.
Spring Into Action Challenge #3:
Take one current team or individual goal and reframe it from a performance outcome to a growth metric.
Try this formula:
“The goal isn’t [insert number]. The goal is to get better at [insert skill/behavior].”
Post it. Share it. Say it out loud in your next team huddle.
Let them see that growth is a journey—not a cliff.