Our Sales Talent Assessment System provides provides added insight beyond the interview and background / reference processes. It is designed to help make the most informed decision possible as you seek the ideal fit for your sales process, marketplace and culture. Our comprehensive, web based assessment system provides the following categories of insight into a person’s potential for selling success.
Your reports will also highlight areas for future development and coaching to shore up weaknesses and leverage strengths.
Interviewing and reference checks are an important part of preliminary hiring decisions. However they are inherently biased. How do you know how candidates really stack up in the skills that will determine their success for your situation?
Our Sales Strategy Index is an objective analysis of an individual’s understanding of the strategies required to sell successfully in any sales environment. It essentially answers the question, “Can this person sell?” Like any profession, selling has a body of knowledge related to its successful execution. It is this knowledge that the Sales Strategy Index measures.
Although dealing with the issue of whether a person can or cannot sell is an essential component in predicting or improving sales success, it is certainly not the only one required for optimum sales performance. Behavior, attitude, and personal interests and values are other areas to consider.
Understanding effective sales strategy can help lead you to success as long as you can implement it. However, just knowing it is not enough, you must utilize what you know.
This report provides feedback on sales strengths and weaknesses and allows you to develop a plan to overcome your weaknesses. Knowledge of ones’ strengths and weaknesses, along with a desire to be the best you can be, and to target areas for professional sales growth.
It’s more than money.
Behavioral style determines how sales people will sell. Will they jump right in and tell you all about their products? Or will they dazzle you with details, performance charts and graphs? There is a time and place for both types of selling, and knowing when to use each type is a skill in itself.
Internal drive and motivation (one’s values), on the other hand determines why one sells. These factors also help you to predict the future behavior of sales candidates or prospects. Values drives are statistically three times more accurate in predictive validity than behavioral style in determining future winners. Will they get out of bed early on Monday morning and hit the street running? Or will they sleep until noon and not get a real grip on things until Tuesday?
Learning to understand and recognize different values drives and motivations will help you in two ways. First, it will allow you to better relate to your sales force. And second, it will help you to create incentive programs that motivate all of your sales people.
One kind of incentive would work wonderfully if all people were identical. But, we’re not. So you need to be able to identify the styles and drives of the people on your sales force and to consider incentives that will motivate a variety of people and values.
Utilitarian: The drive for the dollar
Individualistic: The drive for power and control
Aesthetic: The drive for form and harmony
Theoretical: The drive for knowledge
Social: The drive to help others
Traditional: The drive for order
by Russell J. Watson, Ed.D
Every salesperson is motivated by more than money. Do you know the unique combination that motivates of your people? Or have you assumed, as many sales managers do, that all your people are utilitarian and that commissions are their primary drivers? What happens to effectiveness when incentive programs miss the mark? If both salespeople and sales managers could gain a deeper understanding about how they are really driven, how much more might you achieve?