Let’s discuss the CTL

[anonymous]

Im wondering exactly what the purpose of this role is in today’s environment.

Years ago, we had multiple pods and 6-7 reps per pod. We were consistently hiring new reps. One could make the argument the CTL was involved in training and getting the rep integrated into the system. Technology has increased over the years so that everything a CTL used to do that was time consuming is now done in moments. I would say the most time consuming exercise they perform is shifting through emails.

Seems to me mid level sales management has evolved into a system preoccupied with self preservation. Directors need managers to survive. Marketing (another group of over education individuals with a rich history of failure) determines the strategic direction and the representatives implement the plan. Exactly what is the purpose of the CTL?

Their span of control could easily be tripled and company would save millions.

Also, I’m really impressed with their sales efforts with our great new diabetic drug. They are rock stars.

So what are your thoughts? Maybe a CTL could enlighten us as what they actually do.

 

[anonymous]

They exist only to spy for upper mgmt. They do the dirty work of deciding who stays or goes. That’s it. They are told to cut in their district and then they do it. Some try to drive people out. Some wait for the layoff. They make bank, but karma is cutting the check.

 

[anonymous]

They exist only to spy for upper mgmt. They do the dirty work of deciding who stays or goes. That’s it. They are told to cut in their district and then they do it. Some try to drive people out. Some wait for the layoff. They make bank, but karma is cutting the check.

Interesting post. As a student I recently completed a sales/marketing internship with both Merck and Amgen and will be finishing up my MBA next year. To be clear, I no longer report to either company. High level observations--

Field sales managers at Merck have low span of control, small geo's and serve as micro admins. At Amgen managers have multi state districts, let reps run their own business and admin stuff is sourced inside. High target focus only, no duplication and issues adjudicated real time. This could be that Amgen doesn't deal with any pill therapy.

Marketing-- Merck still pushes print glossys in house and creates internal Veeva CRM content. Amgen runs real time digital media and works side by side with top notch advertising agencies. Reps get real time content and have a say in customer messaging. Marketing is a Google like wheelhouse who brings in field reps to beta test content vs paid doctors.

Both good companies but Amgen treats reps like mini managers saying "We trust you, go get the business, we support you" and managers are seen as failures if they cannot promote people.

At Merck it appeared managers had nowhere to promote reps to even within the sales role. There was no purpose and it appeared everyone was waiting for announcements or direction from the top. No accountability and low morale, managers went through the motions day after day.

Now this is just one persons opinion but it was night and day.

 

[anonymous]

They exist only to spy for upper mgmt. They do the dirty work of deciding who stays or goes. That’s it. They are told to cut in their district and then they do it. Some try to drive people out. Some wait for the layoff. They make bank, but karma is cutting the check.

This poster hits it on the head...The Natzees (I know that's not how it's spelled but antiflag) had their
Brown Shirts and Merck has their CTLs... They exist solely to pressure out targeted reps with their immoral (and illegal) bullying tactics to save the company money, and continue to reduce head count...

If you don't drink the KoolAid at Merck, (or are not part of "the chosen" be prepared to have a target on your back...

 

[anonymous]

It has been years since I've peeked at CP. As a CTL, CP offers a good gut check on things. First, I'm sad to say but I don't make "bank". I recall offering to trade salaries with reps who had much better salaries during annual merit reviews. Yes my bonus is about 10K higher but it's so hard to really max that out. Top reps will match their CTLs and have far more control over winning awards. I suppose the question of what do CTLs do has so many answers because it depends on the observer. HQ sees us as some sort of field level coach that ensures corporate strategy is adhered to. HR sees us as a buffer for liability and probably a thorn in their side because managers lack consistency in how they handle things. The rep view, you all would have to agree totally depends on the manager. I hear horror stories and pray for some teams. On the other hand I hear reps who love their managers and feel like they have played a role in their success and job enjoyment.

If you've never had a a great manager, you're missing out. Great managers should remove obstacles, they should create space for reps to do what they do best and enjoy the most. They should help reps on sales calls and catch things that might get missed and schlep your lunches and offer to take the call when two docs who up at once. They should buy you lunch and appreciate what you do best and give useful suggestions one what they see other reps doing that gets them business. It sounds kind of simple and it is but too many managers get caught up in themselves and forget who they really report to - That's the 10 people who are out there making it happen every day in the district.

It's been my experience that most great managers are tucked away in Hospital and Specialty divisions because the P/C, excuse me Chronic Care CTL role has just had so much for the creativity and independence beaten out of it.

Oh and if your manager sucks, tell your DCO. You have more important things to do than deal with an ass hat for a manager.

 

[anonymous]

It has been years since I've peeked at CP. As a CTL, CP offers a good gut check on things. First, I'm sad to say but I don't make "bank". I recall offering to trade salaries with reps who had much better salaries during annual merit reviews. Yes my bonus is about 10K higher but it's so hard to really max that out. Top reps will match their CTLs and have far more control over winning awards. I suppose the question of what do CTLs do has so many answers because it depends on the observer. HQ sees us as some sort of field level coach that ensures corporate strategy is adhered to. HR sees us as a buffer for liability and probably a thorn in their side because managers lack consistency in how they handle things. The rep view, you all would have to agree totally depends on the manager. I hear horror stories and pray for some teams. On the other hand I hear reps who love their managers and feel like they have played a role in their success and job enjoyment.

If you've never had a a great manager, you're missing out. Great managers should remove obstacles, they should create space for reps to do what they do best and enjoy the most. They should help reps on sales calls and catch things that might get missed and schlep your lunches and offer to take the call when two docs who up at once. They should buy you lunch and appreciate what you do best and give useful suggestions one what they see other reps doing that gets them business. It sounds kind of simple and it is but too many managers get caught up in themselves and forget who they really report to - That's the 10 people who are out there making it happen every day in the district.

It's been my experience that most great managers are tucked away in Hospital and Specialty divisions because the P/C, excuse me Chronic Care CTL role has just had so much for the creativity and independence beaten out of it.

Oh and if your manager sucks, tell your DCO. You have more important things to do than deal with an ass hat for a manager.

 

[anonymous]

It has been years since I've peeked at CP. As a CTL, CP offers a good gut check on things. First, I'm sad to say but I don't make "bank". I recall offering to trade salaries with reps who had much better salaries during annual merit reviews. Yes my bonus is about 10K higher but it's so hard to really max that out. Top reps will match their CTLs and have far more control over winning awards. I suppose the question of what do CTLs do has so many answers because it depends on the observer. HQ sees us as some sort of field level coach that ensures corporate strategy is adhered to. HR sees us as a buffer for liability and probably a thorn in their side because managers lack consistency in how they handle things. The rep view, you all would have to agree totally depends on the manager. I hear horror stories and pray for some teams. On the other hand I hear reps who love their managers and feel like they have played a role in their success and job enjoyment.

If you've never had a a great manager, you're missing out. Great managers should remove obstacles, they should create space for reps to do what they do best and enjoy the most. They should help reps on sales calls and catch things that might get missed and schlep your lunches and offer to take the call when two docs who up at once. They should buy you lunch and appreciate what you do best and give useful suggestions one what they see other reps doing that gets them business. It sounds kind of simple and it is but too many managers get caught up in themselves and forget who they really report to - That's the 10 people who are out there making it happen every day in the district.

It's been my experience that most great managers are tucked away in Hospital and Specialty divisions because the P/C, excuse me Chronic Care CTL role has just had so much for the creativity and independence beaten out of it.

Oh and if your manager sucks, tell your DCO. You have more important things to do than deal with an ass hat for a manager.

Many good points (in an ideal world of course) but tell your DCO if you managers sucks? Seriously?
The DCO more often than not hired that sucky manager, and when push comes to shove, they will support their manager, quicker than Scott Disick will run up a bartab...

Telling your DCO that you are unhappy with your manager, is a sure fire way to get on the shitelist and like a cancerous growth, be identified and removed swiftly.

 

[anonymous]

True words!