OSCs can get a bad rep for how their program or leadership does or doesn't operate. Yes, a huge part of this role is personality and drive; but an OSC without a leader who trusts and believes in them often appears to be lazy, unengaged, or just plain bad.
Sometimes it's a program that's set up without OSC input. These can be corporate programs where in order to create fairness they have to take out nuance or it's someone heading up the role who hasn't sat in the role.
What OSCs need most in a leader is trust and that's something that takes time on both ends. Trust means your OSC can actively manage your CRM and design the system so they can maximize their efforts. Trust means your OSC has complete transparency into company goals and objectives. Trust means your OSC is part of conversations even when the sales team may not be.
Your OSC is the front line and they've got to be trusted with a lot of information and know how and when to use it. Their emotional maturity and ability to discern what information to use when is their superpower. If you lead an OSC, are you lifting them up to that space?
You can plop a lot of people into this role but when you have the right kind of leader and OSC together it means the program soars.
If you're not sure if you're doing it right or you want to chat about it, I offer open hours every Thursday here: On Demand Coaching.
Still not sure how to best help your OSC thrive? Our fractional OSC leadership is a great way to get some eyes on your team. Ask about our Residency next time we chat.