Driving To Better Sales

of 19 /19
Predicti ve Index ® Driving to Better Sales Creating Confident Organizations Paul Dumouchelle Management Consultant 614-789-9222 [email protected]

Embed Size (px)

description

How a "Sales Performance Dashboard" supports development of effective sales coaching strategies.

Transcript of Driving To Better Sales

  • 1. Driving to Better Sales Creating Confident Organizations Paul Dumouchelle Management Consultant 614-789-9222 [email_address]
  • 2. Strategy Execution Alignment Creating Confident Organizations The Triangle of Confidence
  • 3. Creating Confident Organizations The Triangle of Confidence Strategy
    • WHAT ARE OUR GOALS?
    • Mission
    • Values
    • Vision
    • Objectives
    Execution
    • HOW WILL PEOPLE
    • ACHIEVE OUR GOALS?
    • Motivation & Coaching
    • Teamwork
    • Innovation
    • Change Management
    • Sales Skill Training
    Alignment
    • WHO WILL ACHIEVE OUR
    • GOALS?
    • Hiring and Selection
    • Leadership Development
    • Organizational Structure
    • Performance Metrics
    • Succession Planning
  • 4. Driving to Better Sales: Four Key Components Three Sales Skills Mastery One Actual Sales Performance Four Coaching for Sustained Excellence Two Matching People To Work Start Here MAXIMIZED SALES RESULTS
  • 5. Driving to Better Sales Requires a Dashboard Dashboards provide critical information for a successful drive.
  • 6. Three Elements Provide Coaching Direction Sales Performance Dashboard The Sales Performance Dashboard provides a summary of: A. Individual Sales Skills Level B. How individual personality matches the behavioral requirements of the job. C. Individual sales results (here shown in Units & Margin). This summary provides a ready reference for performance coaching purposes. Person Sales Skills Level Matching People to Work Actual Sales Open Investigate Present Confirm Position Volume Margin
  • 7. Driving to Better Sales 1. Actual Sales Performance We Start with Actual Sales Performance because: A. This is our ultimate metric and establishing individual performance results is the foundation for all that follows. B. We validate our behavioral target with actual individual performance results. C. Individual performance results are the basis for performance coaching. For the purposes of this example we have two measures: i. Sales Volume ii. Profit Margin We also have three levels of performance, High/Mid/Low.
  • 8. Actual Sales Performance Placed in the Dashboard Our Team Has Three Distinct Performance Levels Our three people are: A. Top Performer achieves stretch goals for BOTH Volume & Margin. B. Muscle Closer hits Volume goals but Margin could be better. C. Question Mark underperforms in both areas. Name Sales Skills Level Matching People to Work Sales Open Investigate Present Confirm Position Volume Margin Top Performer High High Muscle Closer High Mid Question Mark Low Low
  • 9. Driving to Better Sales: 2. Matching People to Work The Matching People to Work process includes: A. Establishing a behavioral target for the ideal performer in the sales job. B. Validating our behavioral target with actual individual performance results. C. Identifying individuals behavior patterns with a personality assessment. D. Comparing the individual to the target. The Predictive Index system provides a proven process for matching people to work.
  • 10. 2. Matching People to Work: Defining the Behavioral Target PI includes a tool called the Performance Requirements Options (PRO) which defines the behavioral target of an ideal performer for the sales job. This target is summarized in a graphical PRO pattern, such as the one below. Users of the PI system are trained in analyzing these patterns.
    • The key behavior characteristics described by this pattern include:
    • Empathetic, persuasive selling style
    • Generalist, needs freedom from structure
    • Venturesome, risk-taker, rallies other people around their goals
    • Goal and results oriented, delegates authority and details
    • Self confident, strong ego, initiative
  • 11. 2. Matching People to Work: Assessing Individuals The Predictive Index Survey identifies a persons motivating needs and drives. These allow us to predict behavior. We use these results to match the person to the job target:
    • We have three current salespeople whose PI indicates they are a good match except for the following:
    • Top Performer is less extroverted than the target.
    • Muscle Closer pays less attention to details and rules than described by the target.
    • Question Mark is less patient than the target.
    Current Salespeoples PI Target (PRO)
  • 12. Matching People to Work Placed in the Dashboard We include both the PI & the PRO Understanding a persons motivational drives compared to the target can identify opportunities for coaching, as well as identify the best way to coach them. Name Sales Skill Level PI PRO Sales Open Investigate Present Confirm Position Units Margin Top Performer High High Muscle Closer High Mid Question Mark Low Low
  • 13.
    • The Customer-Focused Selling Process
    Driving to Better Sales: 3. Sales Skill Mastery The Customer-Focused Selling process builds and maintains long-term relationships to achieve maximum sales results. The first step is the online Sales Skill Assessment Tool that provides a measure of salespeoples current skill level on each of five phases. Investigate Identify the Motivating Buying Factor Prospect/ Client Open Build Trust & Credibility Position Build Long-term Relationships Confirm Gain Agreement Present Apply Judgment & Offer Solutions
  • 14. Sales Skill Mastery Placed in the Dashboard With all these pieces in place we can now drive to better sales by following the information in the dashboard to develop coaching plans for each individual. * Each Phase can be scored from 0 to 5. The Skill Assessment is the Final Piece of the Dashboard Name Sales Skill Assessment Tool Results* PI PRO Sales Open Investigate Present Confirm Position Total Units Margin Top Performer 5 3 3 5 5 84% High High Muscle Closer 1 1 3 5 3 56% High Mid Question Mark 4 2 5 4 1 64% Low Low
  • 15. Skill Sales LEVERAGE (Remove Obstacles) Skill Sales KNOWLEDGE (Skills Development) Skill Sales EXECUTION (Knowing-Doing Gap) Skill Sales MUSCLE (Identifies Strength) Driving to Better Sales: 4. Coaching Sustained Excellence An initial coaching approach can be identified by analyzing the overall Sales Skill score with a summary of their current sales performance. In the following pages we then take this to the one-on-one level based on the individuals PI.
  • 16. Skill Sales LEVERAGE (Remove Obstacles) Coaching for the Top Performer The Top Performer from the Dashboard example is a Leverage opportunity.
    • PI-Based Coaching Recommendations
    • Remove caps on income potential.
    • Assign them to difficult challenges.
    • Eliminate oversight and guidance as much as possible.
    • Provide competitive opportunities to win.
    Top Performer PI
  • 17. Coaching for the Muscle Closer The Muscle Closer from the Dashboard example is a Muscle opportunity. The term Muscle indicates the salesperson has a particularly well-developed single skill that allows them to achieve results in this case the person is strong in Confirm. Skill Sales MUSCLE (Identifies Strength) Muscle Closer PI
    • PI-Based Coaching Recommendations
    • Personal public praise on Confirming strength.
    • Discuss one-on-one how growth opportunities
    • can be upgraded through training.
    • After training, observe sales calls to ID behavior
    • changes to recommend.
    • Margin performance may require incentive changes.
  • 18. Coaching for the Question Mark The Question Mark from the Dashboard example is a Knowledge opportunity. A lack of knowledge and skills is contributing to the persons low performance. Investing in sales training is a first step to turning performance around. Skill Sales KNOWLEDGE (Skills Development) Question Mark PI
    • PI-Based Coaching Recommendations
    • Provide training, personally emphasize importance.
    • One-on-one coaching to reinforce training.
    • Personal observation on sales calls to ID behavior
    • changes to recommend.
    • Recognize Extreme Impatience may impact
    • performance regardless of training and coaching.
  • 19. Driving to Better Sales: Build a Dashboard to Guide Results Three Sales Skills Mastery One Actual Sales Performance Four Coaching for Sustained Excellence Two Matching People To Work Start Here MAXIMIZED SALES RESULTS