Field Growth & Development Manager

This position is responsible for the business performance for a defined segment of the Pampered Chef Sales organization. The segment includes all of the Directors and Consultants who are either Home Office Direct, with no upline National Executive Director (NED), and/or Directors/Consultants who have an upline NED. In addition, the role is the primary Executive responsible for execution of the company’s sales growth strategy in the field.

The role supports all levels of the sales organization through individual and group performance coaching, conducting training sessions, data-driven insights, and direct partnerships with the field.

The role is the primary catalyst for organic growth in the field, with personal involvement in the field activities necessary to increase recruiting, selling consultants, rank advancement, leader development, and sales.

Key Responsibilities and Accountabilities:

Overview of Responsibilities

• Develop Consultant recruiting, new Consultant onboarding, and Director development goals as well as execution of the Field Sales Strategy within the sales organization to achieve goals as assigned.
• Work with the team of Field Development Managers to collaborate on coaching techniques, key findings, and performance improvement solutions to build field leader count and the overall size of the field sales organization.
• Ensure all programs are clearly understood and implemented within the field sales organization.
• Review and analyze segment sales performance regularly and implement adjustments where necessary to ensure achievement of revenue objectives.
• Participate daily and weekly in reporting and collaboration with the Home Office team as needed to achieve results.
• Utilize performance coaching techniques, training, group calls, and “hands-on” interaction with the field to achieve results.
• Travel as needed to develop key markets, new leaders, and expand the sales organization and total revenue.

Leadership Coaching & Development

• Lead, develop and build relationships with the defined segment of the sales organization to develop new field leaders to increase sales, recruiting, and director development.
• Provide impactful one-on-one and group coaching contacts with various levels of field leaders, focusing on developing business growth skills, team development, and results.
• Support field Directors in creating systems for duplication, accountability, and team culture.
• Help consultants strengthen recruiting, onboarding, and early success of new team members.

Performance & Goal Planning

• Work closely with key field Directors within the defined segment of the sales organization to establish best practices for booking parties, recruiting, new director development, and sales within their organizations.
• Track progress using performance data and support strategy adjustments to ensure consistent growth.
• Use insights to challenge assumptions, reset expectations, and fuel momentum.

Field Culture & Duplication

• Regularly and proactively provide individual and team recognition to field leaders in the assigned sales organization segment.
• Collaborate with field leaders to build team cultures rooted in community, belief, growth, and celebration of success.
• Promote scalable systems that encourage sustainable habits across organizations.

Next-Generation Leader Development

• Identify and coach up-and-coming field Directors, accelerating their growth through targeted support and skills development.
• Guide field Directors in mentoring others to build depth and stability in their organizations.

Training & Facilitation

• Create and deliver engaging training sessions and development workshops tailored to field needs and aligned with business goals.
• Partner cross-functionally to align training with broader initiatives and campaigns.

Business Growth & Recruiting Strategy

• Work closely with all levels of Directors to develop and refine strategies that support ongoing recruitment and organizational expansion.
• Guide Directors in improving new consultant onboarding performance and early success metrics.

Data-Driven Coaching & Strategy

• Analyze field performance using internal tools and dashboards to guide the field with coaching, planning, and recommendations for consistent and sustainable growth.
• Regularly translate performance insights into coaching points and business strategies.

Field Insights & Feedback Loop

• Act as a key connector between the field and internal Home Office teams by gathering and sharing relevant insights, needs, and opportunities from Directors and consultants.
• Provide feedback that helps shape tools, training, programs, and communications based on what’s working—or not—in the field.
• Partner cross-functionally to ensure field perspectives are reflected in decision-making and continuous improvement efforts.

Relationship Building & Influence

• Build strong, trusted partnerships with consultants and Directors across levels.
• Influence through credibility, consistency, and collaborative support, not command and control.

Project & Time Management

• Juggle multiple coaching engagements and projects with clarity and precision.
• Prioritize work based on impact, business need, and timing.

Key Metrics for Success

Recruiting & Onboarding Effectiveness

• Growth in organizational recruiting efforts (e.g., increased number of active recruiters and new consultant enrollment).
• Early activity and engagement from newly enrolled consultants, including progress toward onboarding milestones.

Leadership Development & Duplication

• Increase in the number of emerging leaders promoted to various levels of leadership roles (e.g., Director level and beyond) achieving the quarterly goals established by the company.
• Evidence of duplicatable systems and leadership depth across organizations (e.g., leaders developing other leaders).

Business & Team Performance

• Sustained or improved team sales performance within supported organizations.
• Increased retention of field leaders due to effective coaching, culture, and leadership support.