1-On-1 Conversations For BD Leaders

BD Leaders: Why One-on-One Conversations Change Everything

This message is for the business development leaders who feel frustrated—responsible for BD results, yet stuck with team members who aren’t participating in the BD process as much as you need or as well as you hoped. There are many reasons this happens, but today I want to zero in on one specific recommendation for you, not for your team: increase your one-on-one conversations.

Most BD Leaders Communicate Less Than They Think

Many BD managers believe they’ve clearly expressed expectations, but when you talk to technical staff or client-facing team members, the truth often surfaces: BD simply isn’t on their radar. Even if you’ve mentioned it before, it may not have been thorough, specific, or repeated enough for them to know exactly what you want them to do.

In a one-on-one conversation, you can uncover:

• What is and isn’t on their radar regarding BD activity.
• What actions they believe they’re being asked to take.
• What parts of BD they find confusing, intimidating, or unclear.

Some Team Members Simply Don’t Know How

You might be asking team members to initiate conversations at networking events, communicate the firm’s value, or introduce themselves to prospects. But many people have never been taught how to navigate the social awkwardness of talking to someone new.

Skill gaps are extremely common.

While formal BD training may not be your personal responsibility, you do have resources—SagePresence included—to help your team build the foundational communication and networking skills required for business development success.

Your Role: Keep BD on Their Radar

Once people learn the skills, BD leaders must help them sustain the practice. This means:

• Group-level reinforcement during BD meetings.
• Regular one-on-one check-ins to see what they’re doing, what they’re avoiding, and what’s getting in their way.
• Reminding them of the basics—introducing themselves well, asking great questions, showing presence with clients, and recognizing BD opportunities.

The Simple Fix: Individual Conversations

This isn’t about a massive cultural overhaul. It’s about consistent individual conversations with the team members responsible for business development. Ask:

• What BD activities are you doing right now?
• What’s working? What’s not?
• What feels unclear or uncomfortable?
• How can I help you do more of what the firm needs?

When BD leaders engage this way, participation improves, confidence grows, and the entire BD culture becomes stronger.

Give it a try—and let us know how it goes. We’d love to support you.