MSA is a consulting firm that helps companies grow through various services including business consulting, professional development, and resource management. They utilize diagnostic tools like Sales Intelligence assessments and in-market analysis to identify strengths, weaknesses, opportunities for improvement, and development needs. Their process involves strategic meetings, assessments, gap analysis, and customized training and coaching plans to drive business impact through sales transformation.
A successful and established coaching culture is integral to employee development, employee engagement and positive business results. Therefore, developing managers who provide their employees with differentiated coaching experiences are critical to your company’s success. In this session, you will learn how to effectively build and maintain a strong coaching culture, as well as how to measure your coaching program’s success.
An exceptional profile system contact Andrew Hoffman President of My Franchise Partners the designer of this profile.
Andrew Hoffman
Dir Line 647-991-2282
andrew@myfranchisepartners.com
A successful and established coaching culture is integral to employee development, employee engagement and positive business results. Therefore, developing managers who provide their employees with differentiated coaching experiences are critical to your company’s success. In this session, you will learn how to effectively build and maintain a strong coaching culture, as well as how to measure your coaching program’s success.
An exceptional profile system contact Andrew Hoffman President of My Franchise Partners the designer of this profile.
Andrew Hoffman
Dir Line 647-991-2282
andrew@myfranchisepartners.com
LO1 Understand principles and practices of management behaviour Management
theory and styles: assumptions and drawbacks, classical theories, main contributors, the influence of informal groups, hierarchy of needs, systems approach to management, contingency approach, leading authorities Leadership characteristics: styles eg autocratic, democratic, laissez-faire, action-orientated; motivation theories, factors affecting motivation and performance, motivation techniques, effectiveness; conflict resolution; the role of partnerships and stakeholders in the business Communication: communications processes, verbal, written, non-verbal; lines of communication, linear, lateral, formal/informal; barriers to effective communication Organisational culture and change: types of organisational structure and culture; factors influencing changes in culture; types of change eg demographic, economic, legislative; planned change theory; managing and measuring the effectiveness of change; sources and types of power; change drivers
I am very happy to discuss details further as I am actively seeking positions, Remote or Dallas-based, in a Strategic Leadership capacity for Project Management that is Marketing and/or Communications based and customer focussed in nature, creative, as my strengths to contribute to creatively and passionately to a great organization!
Driving successful initiatives in any sales organization begins with first- line manager. The performance of sales reps is directly tied to the ability of these managers to play multiple roles effectively. This SiriusDecisions research brief explores the importance of first-line managers in executing sales initiatives and the roles they must play in today’s b-to-b environment.
This presentation describe how software developers faced in Ivory tower development and what kind solutions available for avoid Ivory tower development in Agile.
Disrupting the Decline - Changing the Conversation Through TransparencyKimberlea Kozachenko
Candidates have been declined in many different ways, at many different stages in the recruitment cycle. An impersonal email, a rushed, uncomfortable phone call or voicemail, maybe a letter in the mail…or worse, no feedback at all. I want to re-imagine the decline. Create happiness for candidates and transform the negative tone of declines into conversations that add value to each candidate’s professional and personal equity.
Learn ATB Financial's pro tips on how to best manage declines and difficult candidate conversations from Kimberlea Kozachenko, Senior Leader, Talent Attraction & Acquisition.
LO1 Understand principles and practices of management behaviour Management
theory and styles: assumptions and drawbacks, classical theories, main contributors, the influence of informal groups, hierarchy of needs, systems approach to management, contingency approach, leading authorities Leadership characteristics: styles eg autocratic, democratic, laissez-faire, action-orientated; motivation theories, factors affecting motivation and performance, motivation techniques, effectiveness; conflict resolution; the role of partnerships and stakeholders in the business Communication: communications processes, verbal, written, non-verbal; lines of communication, linear, lateral, formal/informal; barriers to effective communication Organisational culture and change: types of organisational structure and culture; factors influencing changes in culture; types of change eg demographic, economic, legislative; planned change theory; managing and measuring the effectiveness of change; sources and types of power; change drivers
I am very happy to discuss details further as I am actively seeking positions, Remote or Dallas-based, in a Strategic Leadership capacity for Project Management that is Marketing and/or Communications based and customer focussed in nature, creative, as my strengths to contribute to creatively and passionately to a great organization!
Driving successful initiatives in any sales organization begins with first- line manager. The performance of sales reps is directly tied to the ability of these managers to play multiple roles effectively. This SiriusDecisions research brief explores the importance of first-line managers in executing sales initiatives and the roles they must play in today’s b-to-b environment.
This presentation describe how software developers faced in Ivory tower development and what kind solutions available for avoid Ivory tower development in Agile.
Disrupting the Decline - Changing the Conversation Through TransparencyKimberlea Kozachenko
Candidates have been declined in many different ways, at many different stages in the recruitment cycle. An impersonal email, a rushed, uncomfortable phone call or voicemail, maybe a letter in the mail…or worse, no feedback at all. I want to re-imagine the decline. Create happiness for candidates and transform the negative tone of declines into conversations that add value to each candidate’s professional and personal equity.
Learn ATB Financial's pro tips on how to best manage declines and difficult candidate conversations from Kimberlea Kozachenko, Senior Leader, Talent Attraction & Acquisition.
¿Qué don los NAA?
¿Como nacieron los NAA como una solución para la Enseñanza- Aprendizaje?
¿Cómo diseñarlos?
¿Características y objetivos de los NAA?
¿Cuál es el rol de los docentes al implementar los NAA?
Conclusiones
At Achieve Performance, We help you maximize the productivity of your human resources – the people who carry the real responsibility for your company’s reputation, relationships and performance.
We are aiming at increasing your efficiencies in processes and human resource utilization and help you build a more efficient high performing change capable workforce.
How to Hire the Perfect Territory ManagerHireQuotient
1. Clarify Your Needs and Goals
Define the specific responsibilities and goals for the Territory Manager within your organization. Consider how this role will manage sales activities, oversee sales teams, and develop strategies to increase market share within the designated territory.
2.Craft a Detailed Job Description
Utilize the job description template provided earlier to create a detailed and enticing job posting. Highlight responsibilities such as developing sales plans, managing customer relationships, analyzing market trends, and leading a team to achieve sales goals.
3.Utilize Various Recruitment Channels
Post the job across multiple platforms to reach a broad audience. This includes popular job boards, professional networking sites like LinkedIn, and industry-specific forums.
4.Screen for Key Competencies
EasySource's AI can assist with your candidate screening. EasySource's Candidate Screening Module will ensure that candidate profiles align with your job requirements.
5.Engage the Short-Listed Candidates
. EasySource’s Candidate Engagement Module can help create compelling, personalized messages quickly and efficiently.
6.Assess the Skills of the Candidate
While resumes and profiles provide an overview, a comprehensive assessment of a candidate's proficiency is essential. Use HireQuotient’s candidate assessment tool, EasyAssess, which will help evaluate their sales management and leadership skills.
7.Check References
Contact previous employers to verify the candidate’s past job performance and achievements as a Territory Manager.
8. Make a Competitive Offer
Once you've identified the right candidate, make an attractive offer that reflects the value they bring to your organization.
9.Ensure a Smooth Onboarding Process
Facilitate a comprehensive onboarding process that introduces the new manager to your company’s sales strategies, tools, and team members.
To read the full article, visit https://www.hirequotient.com/how-to-hire/business-development-executive
Generate more leads, Close more deals, Expand reveneue in existing clientsJurgen Heyman
This infographic shares some ideas on how you can get organized to:
Generate more leads for your sales teams
Close more business
Expand revenues within existing clients.
How to hire a perfect Chief Sales OfficerHireQuotient
1.Hiring a Chief Sales Officer (CSO) is crucial for companies aiming to lead and enhance their overall sales strategy at an executive level.
2.Clarify Your Needs and Goals
Begin by defining the specific responsibilities and strategic goals for the Chief Sales Officer within your organization.
3. Craft a Detailed Job Description
Utilize the job description template provided earlier as a starting point to create a detailed and appealing job posting.
4. Utilize Various Recruitment Channels
EasySource to help you discover candidates from your internal and external candidate pools. EasySource's Candidate Discovery Module will automate candidate
5.Screen for Key Competencies
To streamline this process, consider using EasySource's AI-powered Candidate Screening Module, which will ensure candidate profiles align with your job requirements.
6.. Engage Short-Listed Candidates
Engaging short-listed candidates effectively is critical, especially at the executive level. Personalized communication that resonates with their extensive experience and career aspirations is key to attracting their interest. EasySource’s Candidate Engagement Module can assist in crafting compelling, hyper-personalized messages quickly and efficiently.
7. Assess the Skills of the Candidate
Assessing the skills of candidates for a CSO role requires a thorough evaluation of their strategic sales leadership and management capabilities. Use HireQuotient’s EasyAssess.
8. Evaluate Leadership and Strategic Thinking
Assess the candidate's ability to lead at an executive level and their strategic approach to sales.
9.Check References
Contact previous employers to verify the candidate’s past accomplishments, leadership skills, and effectiveness in executive roles.
10. Make a Competitive Offer
Once you identify the right candidate, make a compelling offer that reflects the value they bring to your organization.
11. Ensure a Smooth Onboarding Process
Facilitate a comprehensive onboarding process that introduces the new CSO to your company’s sales processes, tools, and team members
To read the full article, visit
https://www.hirequotient.com/how-to-hire/chief-sales-officer
Carl Larson Resume v1 ENTERPRISE SOFTWARE AND SERVICES SALES LEADERCarl Larson
Sales, marketing, and customer success subject matter expert with hands-on B2B sales leadership experience at small, medium, and large organizations. Consistently successful and notably grows sales revenue, gross profit margins, and market share to exceed objectives. Recognized as a champion at building, re-building, and transforming best in class sales organization performance, operational process excellence, and customer outcomes. Develops new business customers, grows existing customer revenues, and introduces new product offerings to penetrate new markets. Recognized for excellence in effective sales prospecting, business-value qualification, executive relationship building, proof of value, win-win contract negotiation, and closing sales.
How to Hire the Perfect Sales Leader for your organisationHireQuotient
1. Clarify Your Needs and Goals
Start by defining the specific objectives and expectations for the Sales Leader within your organization.
2.Craft a Detailed Job Description
Utilize the job description template provided earlier to create a detailed and enticing job posting.
3. Utilize Various Recruitment Channels
EasySource to help you discover candidates from both your internal and external candidate pools. EasySource's Candidate Discovery Module will automate candidate discovery based on the metrics you have set.
4.. Screen for Key Competencies
To automate this process, use EasySource's AI-powered Candidate Screening Module, which will ensure that candidate profiles align with your job requirements.
5. EasySource’s Candidate Engagement Module can assist in crafting compelling, hyper-personalized messages quickly and efficiently.
6. EasyAssess, which provides advanced assessments tailored to leadership roles. This tool ensures a deep dive into the candidate's relevant skills and experiences
7.Evaluate Leadership and Strategic Thinking
Assess the candidate's ability to develop and implement effective sales strategies that align with your business goals.
8. Check References
Contact previous employers to verify the candidate’s past accomplishments, leadership skills, and effectiveness in sales roles.
9. Make a Competitive Offer
Once you identify the right candidate, make a compelling offer that reflects the value they bring to your organization.
9.Ensure a Smooth Onboarding Process
Facilitate a comprehensive onboarding process that introduces the new Sales Leader to your company’s sales processes, tools, and team members.
To read the full article, visit https://www.hirequotient.com/how-to-hire/sales-leader
How to Hire the Perfect Sales Development SpecialistHireQuotient
1. Clarify Your Needs and Goals
Start by defining the specific objectives and expectations for the Sales Development Specialist role within your organization. Consider the key challenges and opportunities in your sales process that this role will address.
2.. Craft a Detailed Job Description
Utilize the job description template provided earlier as a starting point to create a detailed and enticing job posting. Highlight the responsibilities, required skills, experience, and qualifications. Be sure to also include information about your company culture and the benefits of joining your team. You can also use HireQuotient's JD generator to help you create compelling job descriptions.
3. Utilize Various Recruitment Channels
Post the job across multiple platforms to reach a broad audience. This includes popular job boards, professional networking sites like LinkedIn, and industry-specific forums.
4.Screen for Key Competencies
EasySource's AI will help you with your candidate screening as well. EasySource's Candidate Screening Module will scan the profiles of the candidates and ensure that they are aligned with your JDs.
5.Engage the Short-Listed Candidates
. EasySource can help you here as well where its Candidate Engagement Module will scan the candidate's profile and the JD you have created and craft compelling messages that make sure that these candidates respond to your outreach.
6. Assess the Skills of the Candidate
EasyAssess which will help with the same. The assessment tools ensure that the candidate's relevant skills are closely examined and evaluated. You can examine a variety of assessments from our library of skill assessments.
7.Conduct In-Depth Interviews
Use behavioral interview techniques to assess their leadership style, problem-solving skills, and ability to motivate and coach a team. If you have a large list of candidates, you can use HireQuotient's EasyInterview which will help you conduct asynchronous video interviews.
8. Evaluate Leadership and Strategic Thinking
Assess the candidate's ability to lead and develop a sales team, as well as their strategic approach to sales development. Consider scenarios or case studies relevant to your business to gauge their strategic thinking and planning capabilities.
9.Check References
Contact previous employers or colleagues to verify the candidate’s accomplishments, leadership abilities, and impact in previous roles.
10.Ensure a Smooth Onboarding Process
Facilitate a comprehensive onboarding process that introduces the new specialist to your company’s sales processes, tools, and team members. A well-structured onboarding program is essential for setting them up for success in their new role.
To read the full article, visithttps://www.hirequotient.com/how-to-hire/sales-development-specialist
How to Hire a Sales Director for your organisationHireQuotient
1.Clarify Your Needs and Goals
Start by defining the specific objectives and expectations for the Sales Director within your organization.
2.Craft a Detailed Job Description
Utilize the job description template provided earlier to create a detailed and enticing job posting. Highlight responsibilities such as developing strategic sales plans, managing the sales team, and driving revenue growth
3.Screen for Key Competencies
To streamline this process, use EasySource's AI-enhanced Candidate Screening Module, which will ensure candidate profiles align with your job requirements.
4. EasySource’s Candidate Engagement Module can assist in crafting compelling, hyper-personalized messages quickly and efficiently.
5. Utilize HireQuotient’s EasyAssess, which provides advanced assessments tailored to executive roles. This tool ensures a deep dive into the candidate's relevant skills and experiences.
6. Evaluate Leadership and Strategic Thinking
Assess the candidate's ability to lead at an executive level and their strategic approach to sales
7. Check References
Contact previous employers to verify the candidate’s past accomplishments, leadership skills, and effectiveness in executive roles.
8.Make a Competitive Offer
Once you identify the right candidate, make a compelling offer that reflects the value they bring to your organization
9.Ensure a Smooth Onboarding Process
Facilitate a comprehensive onboarding process that introduces the new director to your company’s sales processes, tools, and team members.
To read the full article, visit
https://www.hirequotient.com/how-to-hire/sales-director
For an updated version of this presentation: https://www.slideshare.net/clearaction/marketing-operations-the-engine-behind-predictive-analytics-127189835
Presented by Gary Katz at Predictive Analytics World, February 18, 2009 San Francisco, Calif.
See https://ClearAction.com
2. Overview
• About MSA
• What We Do
• Sales Intelligence
• SPA Methodology
• Business Impact
• Questions and Next Steps
3. About US
Monarch Sales Advisors, LLC (MSA) is a consulting and
business advisory firm specializing in the complex
business environments with over 50 years of
combined experience. Our team helps companies
grow their businesses through strategy development,
sales transformation, strategic marketing, and talent
development.
5. What We Do
MSA adds value utilizing the following services:
Business
Consulting
• Strategic
Directions
• Sales &
Marketing
Intelligence
• Assessments
• Recruiting &
Selection
• Organizational
Development
Professional
Development
• Assessments
• Training
Courses
• Development
Plans
• Coaching
• Building teams
• Professional
Education
Resource
Management
• Functional
Outsourcing
• Career
Accelerator
• Recruitment
• Hiring Process
• Temporary
Assignments
6. Sales Intelligence
What is it?
The Sales Intelligence process is a diagnostic
tool for business executives; it provides an
instant picture of strengths, weaknesses and
opportunities facing the organization.
7. Sales Intelligence
Why use it?
Sales Intelligence creates a unique model using
behavioral diagnostic tools to:
• Improve sales effectiveness
• Prioritize sales practices
• Identify performance gaps
• Pinpoint developmental opportunities
• Facilitate informed hiring decisions
• Drive employee engagement
8. Leadership Meeting
Conduct Strategic
Directions
Group Feedback
Decide
Priorities/Model
Team Completes
Assessment (SPA/LEA)
Individual Results
Gap Analysis
Enterprise
Gap Analysis Individual
Manager Training
Manager’s Guide to
LEA/SPA
Participant Guide
Behavioral Interview
Guide
Enterprise
Development Plan
Individual
Development Plan
Enterprise Training
Individual
The Sales Intelligence Process
How does it work?
2 Workstreams:
• Strategic Directions
• Implementation
In-Market Analysis
Enterprise
In-Market Analysis
Individual
9. Leadership Meeting
Conduct Strategic
Directions
Group Feedback
Decide
Priorities/Model
Team Completes
Assessment
(SPA/LEA)
Individual Results
Gap Analysis
Enterprise
Gap Analysis Individual
Manager Training
Manager’s Guide to
LEA/SPA
Participant Guide
Behavioral Interview
Guide
Enterprise
Development Plan
Individual
Development Plan
Enterprise Training
Individual
Coaching
The Sales Intelligence Process
How does it work?
2 Workstreams:
• Strategic Directions
• Implementation
In-Market Analysis
Enterprise
In-Market Analysis
Individual
Phase #1
10. Leadership Meeting
Conduct Strategic
Directions
Group Feedback
Decide
Priorities/Model
Team Completes
Assessment
(SPA/LEA)
Individual Results
Gap Analysis
Enterprise
Gap Analysis Individual
Manager Training
Manager’s Guide to
SPA/LEA
Participant Guide
Behavioral Interview
Guide
Enterprise
Development Plan
Individual
Development Plan
Enterprise Training
Individual
Coaching
The Sales Intelligence Process
How does it work?
2 Workstreams:
• Strategic Directions
• Implementation
In-Market Analysis
Enterprise
In-Market Analysis
Individual
Phase #2
12. Assessments Structure (SPA, LEA)
Online Questionnaire
• Requires approximately 45 minutes for completion
• 100 questions in length with built-in algorithm
• Comparative normative base of greater than 17,000 data
points
Question example: Describes approach to sales role
I like sales because it allows me to be:
a. in the limelight
b. a real team player
c. a real strategist
5 4 3 2
5 4 3 2
5 4 3 2
Most Next
13. Assessment summary is generated:
• Responses scaled 0-100 (Low/High)
• Sent to requestor for analysis
• Analysis determines:
Areas for development
Behaviors to investigate for hiring
Respondents motivations
Increased results accountability
SAMPLE: Sales Performance Assessment (SPA)
14. In-market questionnaire: 30 minute 1-1 interview with
approx. 25 questions creating threads to the
assessment tools and business environment
In-Market Analysis: THREADS
Examples of Customized Investigation Areas:
• Role Clarity
• Sales Execution
• Organizational Feedback
• Leadership
• Communication
• Marketing Support
• Customer Expectations
15. In-Market Analysis: THREADS
• Are you clear about the
expectations with your role?
Examples: Role Clarity
• What are the
organizational barriers
that prevent you from
performing at a higher
level?
Examples: Organizational Feedback
16. Sales Intelligence is having the right information regarding
performance at the right time to drive extraordinary
results!
• Prioritize critical drivers to business success
• Capture/take action on critical market information
• Address performance gaps quickly
• Mobilize development opportunities
• Select the “best” talent
• Drive retention and employee accountability
• Take action to grow results
Business Impact
17. Commencing the Process
Phase 1:
• Is this right for the business?
• Strategic Directions Meeting
• Strategic Directions Participants
Assessments
In-Market Interviews
• Group Feedback Meeting
• Summary of findings and recommendations
• Commence Phase 2
18. Week
Project Plans 1 2 3 4 5 6 7 8 9 10 11 12
P1: Complete Talent Assessment/Field Work X Y
Strategic Marketing and Plan/Process/
Model Development
X Y
Organizational Review/Comp Plan/Fast Track
Training & Up-skill Plan (Manager
Immersion, KPI’s, Coaching for Results, Time
Management, Sales Skills)
X Y
Talent Acquisition/Leader
Recruitment/Account Executive Recruitment
X
P2: Accelerated Training and Up-Skilling Plan
(Presentation Training, Negotiation Skills,
Building Trust, Performance Management)
X
Roll-Out Timeline (Example)
19. Professional Development
• MSA customizes customer events utilizing the MVSM Suite of
programs and products: (examples)
Key Performance
Indices (KPI’s)
Show, Describe,
Involve (SDI)
Commercially
Astute Salesperson
Impactful
Presentation Training
Industry Leadership
for the 21st Century
Negotiating in the
Real World
Sales Intelligence
Sales Xselleration Performance
Management
20. Compensation Strategy
Sales Composition/
Develop
Phased Development Plan
Market Evaluation
Competitive Analysis
Strategic Positioning
Sales Force
Execute Plan
Corporate Goals
• Compensation Analysis
• Total Rewards Structure
• Search Strategy
• Strategic Directions
• Sales Force Assessment
• Gap Analysis
• Development Opptys.
• Behavioral Interview Process
• Aligned by Assessment
• Classroom, Field and Coaching
• Linked to Strategy
• Competition
• Product / Service Offerings
• Principal Customers
• Go to Market Strategy
S2T: Strategic Sales Transformation
21. Our MVSM Brand
Programs available today include:
• Sales Xselleration
– Trains on the entire sales process, from pre-call planning to
closing for commitment
– Modular programs
• CASP: The Commercially Astute Sales Professional
– The sales professional as a business professional
– Basics of business acumen, forecasting, competitive analysis,
value propositions, personal assessment / action plan
22. Our MVSM Brand
• Value Centric Selling (Show, Describe, Involve)
– Focused on sales approach / execution to complex buyers
– Selling on value, portfolio selling
• Impactful Presentation Training
– Grow participants confidence in presenting to audiences
– Deploy planning tools and modules for learning
• Negotiating in the Real World
– Understand what the process of negotiation involves, and the
various negotiation strategies
– Integrate best practices and complex negotiation simulations
– Identify situations that call for negotiation
23. About us:
Jay DeLuca, President
Jay DeLuca has extensive sales, sales leadership, marketing, national
accounts, distribution and group purchasing experience. His background is
centered on complex markets and selling environments combining external
and internal factors to lead customers to unique insights about their business.
Jay is versed in behavioral selling tools enabling partners to support
investment requirements to transform sales efforts. He and his team have
assessed and trained thousands of sales professionals across the globe in the
Americas, Europe and Asia Pacific. Recent engagements include multi-
national clients in healthcare, medical devices, military-aerospace,
pharmaceuticals, and manufacturing.
Jay’s experience offers a unique perspective of the complex selling
environment. His distinguished sales skills allow him to develop sales &
marketing strategies to organically grow sales within existing relationships
and by targeting new opportunities. Jay holds a B.S. in Business
Administration from Ohio Dominican College, now known as Ohio Dominican
24. About us:
Dr. Joe DeAngelis, Managing Partner
In this role he works with individuals and teams
internationally to maximize the human potential across the
business lifecycle. He has extensive experience in executive,
team and sales force assessment and transformation, business
integration, mergers and acquisitions, and strategic business
planning. He holds a B.S. cum laude in Behavioral Psychology
and a M.Ed. in Counseling Psychology. He earned his
doctorate by conducting extensive research analyzing the
effects of culture on the success rate of mergers and
acquisitions. Dr. DeAngelis is highly sought after for his views
on strategy alignment, leadership and sales assessment and
modeling, high performance teams, and individual
effectiveness.
25. About us:
Don Spivey, Master Trainer
Don Spivey is a Principal Partner and Sales Training Executive
with 40 years of experience in the Medical Device Industry. He
has extensive and progressive experience in sales training and
sales leadership training for the complex selling environment.
He is adept in designing and implementing sales training
curriculums that include blended learning solutions, online
training, remote training, instructor-led training, and skills
development training. As Global Sales Training Director at
Covidien, Don designed and delivered effective sales and sales
leadership training at all levels within the organization. Don
has B.A. degree in Business Administration from the University
of Southern Mississippi.
26. About us:
Mark Moyer, Sales & Marketing
Before joining Monarch, Mark served for 8 years as the Development and
Training Leader for Mallinckrodt, Inc., the pharmaceutical and medical
imaging division of COVIDIEN Inc., based in St. Louis, MO. At Mallinckrodt,
Mark was responsible for creation and delivery of programs for sales
representatives, inside sales, sales leaders and management, national
accounts and managed care representatives. He leads courses on strategic
account selling and management, professional selling skills, negotiating skills,
presentation skills, sales coaching, and selling to the executive suite. While
with Mallinckrodt, Mark initiated the Leadership Development Program to
identify, coach and develop management and leadership talent for the
growing sales organization.
With over 30 years of healthcare experience, Mark has also served as director
of sales training, director of marketing, national account representative, field
training manager, sales representative and product manager. He has trained
partners both domestically and internationally and holds a BS Marketing from
St. Louis University.
27. About us:
Deanna Sullivan, Client Services Director
Deanna has over 10 years experience in human
resources and now manages client services for
MSA. Deanna has worked as a corporate human
resource manager under some of the most
trying organizational conditions. Her unique
knowledge of our assessment tools and her
dedication to our clients has made the success
of our consulting work possible.
28. Testimonials
“Sales Intelligence has brought alignment and focus to our international
sales organization. What an eye opener!! We discovered previously unknown
yet critical gaps between our external and internal sales groups. From this we
aligned the optimal roles for our people based on competencies and
customer orientation. We are now more productive, driven, and competitive
as a result of this process.”
Vice President of Commercial Services,
Worldwide Technology Company
“The Sales Intelligence process clearly pointed out opportunities and
vulnerabilities in our sales force. A year later, our sales force is more engaged,
we are making better hiring decisions, and revenues are going up!”
Director of Sales,
Global Medical Devices Company
29. “The Strategic Sales Transformation process has brought our sales force
together, provided a common language of performance and accountability,
clearly defined expectations, and provided a platform to win in the future.
Our business is better today because of Dr. Joe DeAngelis.”
Vice President of US Sales,
Medical Devices Company
“When my employer consolidated sales teams, the number of leadership
positions decreased and my expected wait got longer. The MVSM team
helped me explore other opportunities and land a great sales leader role,
still within healthcare, and with a great new team.”
North American Sales Director
Testimonials
Editor's Notes
Strategic Sales Transformation is core to most everything we do. By design, it is integrated into most of our programs.
Identifies and prioritizes sales practices, behaviors, and drivers critical to business success.
Aligns those attributes with business’ strategic plans and objectives.
Identifies the critical performance gaps, at both organizational and individual level, that are barriers to extraordinary results.
Pinpoints individual and organizational development opportunities to enhance sales performance.
Facilitates informed hiring decisions.
Drives retention and keeps employees invested.