2. Learning Objectives
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➢ Holistic approach to evaluating job/team fit
➢ Leverage data and science to understand what drives your employees
➢ Replicate attributes of top performers
➢ Improve coaching effectiveness and team dynamics
3. Agenda
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➢ Common challenges for sales leaders
➢ Four forces of disengagement
➢ Talent framework to create winning teams
➢ Real life sales team examples
➢ Q & A
4. Top 10 Sales Leadership Challenges (% very challenging)
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Top Challenges - Talent, Process & Technologies
Source: Rain Group survey of 400+ sales leaders
5. Performance &
Engagement
Time
Minimum Requirements
“Want to” curve
“Have to” curve
Discretionary Effort
• Not working for a check
• Go the extra mile
• Care what customers think
• Know that time is money
• Work more efficiently
• Put in longer hours
Discretionary Effort
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6. Blockers to great results
Minimum Requirements
Forces of disengagement
pull people down
PERFORMANCE &
ENGAGEMENT
JOB FIT
MANAGER
CULTURE
TEAM
Time
“Want to” curve
“Have to” curve
17. Management Style
Highest drives – great predictor of management style
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Dominance
Authoritative ”tell”
General Patton
Extraversion
Persuasive ”sell”
MLK Jr.
Patienc
e Process “experience”
Steve Jobs
Formality
Structure “rules”
Alan Mulally
18. Employees Needs
Highest drives – also great predictor of employee needs
Dominance
Needs impact
Extraversion
Wants feedback
Patienc
e Give them time
Formality
Explain details
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21. Allan / Vanessa (CRO)
Dominance
Extraversion
Patience
Formalit
y
ALLAN’S SELF PATTERN
Dominance
Extraversion
Patience
Formalit
y
VANESSA’S SELF PATTERN
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22. Employees’ needs come first.
It is important for a manager to understand the
needs of their employees based on their
behavioral drives.
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Key Takeaways
Align the right
behavioral drives with
the right roles
Analyze and utilize the
behavioral data to
coach and manage
Capture and use
people data to build
winning teams
24. What’s next for you?
➢ What will you do differently ?
➢ Know your behavioral profile
➢ Email: ganesh@neverlosethedeal.com
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