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SALESMAX DEVELOPMENT WORKSHOP

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AGENDA

Step One: Organisational Awareness

Step Two: Self Awareness

Knowledge, Experience, Skills and Abilities

Sales Motivation

Personality

Step Three: Integration

Draft Goals

Action Planning

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Introduction & Background

PsychAssessments Ltd

Organizational Psychologists and Consultants

Auckland, NZ

Specialise in assessments for hiring and development

History with (your company)

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WORKSHOP OBJECTIVES

Begin a process of self assessment, self understanding, and self development.

Help you evaluate where you are and where you want to be:

Define Success in Your Job

Gain Insight into Personal Capabilities

Identify Strengths and Gaps

Guide you in constructing a personal development plan.

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EFFECTIVE CAREER DEVELOPMENT

Aligning personal capabilities with organizational demands

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STEPS IN CAREER DEVELOPMENT

1. Understand the Organisation & Your Role

2. Understand Yourself

3. Identify Strengths and Gaps

4. Set Goals and Develop Your Action Plan

5. Work Your Plan

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ORGANISATIONAL AWARENESS

Understand the Organisation & Your Role

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Business Objectives

What are the critical objectives for your organisation

How does your role impact these objectives?

What do successful sales people do to meet these objectives?

How do you measure up?

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PERSONAL AWARENESS

Self Knowledge

Innate

Learned

Self Management

Change behavior

Improve effectiveness

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SALESMAX SURVEY

Measures three important factors

Work Personality

Sales Knowledge

Motivation

Personality and Motivation can impact how you use your other capabilities (knowledge, skills, etc.) in a positive or negative way.

Sales knowledge is more the “can you do the job”, where as personality and motivation have to do with “will you do the job.”

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SALESMAX – GRAPHIC PROFILE

Compared to other Sales

professionals

Individual’s scores

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Percent correct to all questions

Based on “Most Like Me”

responses

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LEARNED CAPABILITIES EXERCISE

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SALESMAX- KNOWLEDGE

Prospecting/Pre-qualifying- Identifying sales prospects and pre-qualifying them

First Meeting/First Impressions- Recognising the importance of first impressions in initiating positive and productive sales relationships.

Probing/Presenting- Developing a clear understanding of the customer’s specific needs.

Overcoming Objections- Problem solving and overcoming objections.

Influence/Convincing- Convincing the customer of the value of company products and/or services

Closing- Negotiating and closing the sale.

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Understanding the Customer

Who is your customer? What are your customer’s needs?

How is your product/service better than your competitor?

Anticipating your customer’s needs, what does your company need to do to stay competitive in the future?

What are some ways to understand your customers better?

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SALESMAX- KNOWLEDGE

Prospecting/Pre-qualifying

First Meeting/First Impressions

Probing/Presenting

Overcoming Objections

Influence/Convincing

Closing

Role Plays

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LEARNED CAPABILITIES EXERCISE

Reviewing your Self Assessment Results and SalesMax report

What are some strengths for you?

What are some areas of opportunity?

Techniques to try? (Be specific, when, with who?)

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INNATE- Motivation

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MOTIVATIONS

Recognition - Extent to which one values recognition for work well done; enjoys being the center of attention.

Control - Extent to which one prefers positions of leadership or control. Likes to be in charge. 

Money - Extent to which one is motivated by financial rewards such as money and material possessions.

Freedom - Extent to which one values personal freedom to make decisions and function independently.

Developing Expertise - Extent to which one values becoming an expert and perfecting skills within a chosen field.

Affiliation - Extent to which someone is motivated by interactions with other people. Enjoys helping and dealing with people.

Security/Stability - Extent to which someone is motivated by stability and security in life and in their career.

Achievement - Extent to which someone is motivated by overcoming successive challenges; enjoys challenges for their own sake.

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MOTIVATIONS

Review your results, which motivators are your top motivators (1-3)?

How have these historically impacted your career choices?

How do your top motivators get met in you current role or outside in other aspects of your life?

For example: High Need for Affiliation-

In my job I am always building relationships.

Or outside my job I am a member of my neighborhood association and serve as the social chair

Are there any things you should consider in your development plan to help you better meet your motivational needs?

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INNATE- Personality

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PERSONALITY QUIZ

True or False

1. You are who you are. Personality is stable and never changes.

2. Sales Leaders are born that way; without the natural potential, it is almost impossible to be a good sales person.

3. Those in jobs that are poor fits to their style, will never have job satisfaction.

4. Being a good sales person depends more on your level of experience, and less on your personality.

5. A recent traumatic event can alter the measurement of your personality.

6. Having more of a characteristic is always better (for example, being high on self-reliance).

7. Personality surveys ask the same questions over and over to try to catch you in a lie.

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PLOTTING YOUR SCORES

Plot your scores on the worksheets.

If you are noticeably high or low you should have some potential assets and liabilities.

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INNATE EXERCISE

Reviewing your Results

What are some strengths for you?

What are some areas of opportunity?

How do these impact your performance?

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PULLING THE PIECES TOGETHER

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READING YOUR REPORT

Detailed Narrative

In each section, the narrative will discuss how your personal characteristics, knowledge or motivations might impact your behavior.

Consider how your natural tendencies or learned capabilities may help or hinder your job effectiveness.

Developmental Suggestions

For areas that are liabilities in a sales role, you will receive a developmental suggestion

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READING THE REPORT

Take 20 minutes to read your report.

Underline comments that describe you.

Put a question mark next to the areas that do not describe you.

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WHAT DID YOU THINK OF THE RESULTS?

Are they ACCURATE?

If you don't think so, ask others who know you well.

Could it be a blind spot?

Of the findings, which ones matter to you most?

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GOAL SETTING

Pages 18, 21, 35

Capitalizing on Strengths

How do your strengths contribute to your success?

How can you utilize these more?

Areas for Improvement

What personal capabilities (innate and learned) might be areas for improvement?

How are these limiting your success?

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GOAL SETTING

Your Goals should….

Have immediate, positive impact on your job effectiveness

“ ” you

Be SMART (Specific, Measurable, Attainable, Realistic, Time-bound)

Identify how this goal is important to you and/or your job.

Think both of goals that will apply a strength or that might close a gap.

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ACTION PLANS SHOULD BE CLEAR

Specific Goal

Desired Outcomes and Progress Indicators

Content includes Activities, Courses, Books, etc.

Target Dates

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ACTION PLANNING

Exercise (pages 45-47):

Work on your plans individually

Read SalesMax developmental suggestions

Use development resources you discovered in the KSA exercise

Share with the group

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WORKING YOUR PLAN

Assume personal responsibility

Modification makes perfect

Give yourself time

Hold yourself accountable

Write it down, share it

Reward yourself

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MEET WITH YOUR COACH

Be prepared

Provide your coach with your action plan worksheets

Remain open-minded to suggestions

Talk about your goals and aspirations

Keep your coach informed on your progress

Schedule periodic check-in times

Three Month Check-up

Six Month Check-up

Twelve Month Check-up

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CONGRATULATIONS

You have completed the first step toward reaching your Career Goals!!!!