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Page 1: Driving To Better Sales

PredictiveIndex®

Driving to Better Sales

Creating Confident Organizations

Paul DumouchelleManagement Consultant

[email protected]

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Strategy

ExecutionAlignment

Creating Confident OrganizationsThe Triangle of Confidence

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Strategy

WHAT ARE OUR GOALS?

• Mission• Values• Vision• Objectives

Execution

HOW WILL PEOPLEACHIEVE OUR GOALS?

• Motivation & Coaching• Teamwork• Innovation• Change Management• Sales Skill Training

AlignmentWHO WILL ACHIEVE OURGOALS?

• Hiring and Selection• Leadership Development• Organizational Structure• Performance Metrics• Succession Planning

Creating Confident OrganizationsThe Triangle of Confidence

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ThreeSales Skills

Mastery

OneActual SalesPerformance

MAXIMIZEDSALES

RESULTS

FourCoaching for

Sustained ExcellenceTwoMatching People

To Work

Driving to Better Sales:Four Key Components

Start Here

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Driving to Better SalesRequires a Dashboard

Dashboards provide critical information for a successful “drive.”

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Person Sales Skills Level MatchingPeople to

Work

Actual SalesOpen Investigate Present Confirm Position Volume Margin

Three Elements Provide Coaching Direction

Sales Performance Dashboard

The Sales Performance Dashboard provides a summary of:

A. Individual Sales Skills LevelB. 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.

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Driving to Better Sales1. 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 Volumeii. Profit Margin

We also have three levels of performance, High/Mid/Low.

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Actual Sales Performance Placed in the Dashboard

Name Sales Skills Level MatchingPeople to

Work

SalesOpen Investigate Present Confirm Position Volume Margin

Top Performer

High High

Muscle Closer

High Mid

Question Mark

Low Low

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.

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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.

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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

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2. Matching People to Work:Assessing Individuals

The Predictive Index® Survey identifies a person’s 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 Salespeople’s PI Target (PRO)

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Matching People to Work Placed in the Dashboard

We include both the PI & the PRO

Name Sales Skill Level PI PRO SalesOpen Investigate Present Confirm Position Units Margin

Top Performer

High High

Muscle Closer

High Mid

Question Mark

Low Low

Understanding a person’s motivational drives compared to the target can identify opportunities for coaching, as well as identify the best way to coach them.

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The Customer-Focused Selling Process

InvestigateIdentify the Motivating

Buying FactorProspect/ Prospect/ ClientClient

OpenBuild Trust & Credibility

PositionBuild Long-

termRelationships

ConfirmGain

Agreement

PresentApply Judgment

&Offer Solutions

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 salespeople’s current skill level on each of five phases.

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Name Sales Skill Assessment Tool Results* PI PRO SalesOpen 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

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

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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 individual’s PI.

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Skill Sales

LEVERAGE(Remove Obstacles)

Coaching for the “Top Performer”

The “Top Performer” from the Dashboard example is a “Leverage” opportunity.

“Top Performer” PI

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.

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Skill Sales

MUSCLE(Identifies Strength)

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.”

“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.

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Skill Sales

KNOWLEDGE(Skills Development)

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 person’s low performance. Investing in sales training is a first step to turning performance around.

“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.

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ThreeSales Skills

Mastery

OneActual SalesPerformance

MAXIMIZEDSALES

RESULTS

FourCoaching for

Sustained ExcellenceTwoMatching People

To Work

Driving to Better Sales: Build a Dashboard to Guide Results

Start Here