HIGHLY RECOMMENDED FOR SALES. This person\'s basic sales strengths include a strong sales disposition (99th percentile), the
ability to make cold calls (96th percentile) and close sales (98th percentile), and persistence in completing tasks. This individual is motivated to be
competitive. More detailed information is provided in the body of this report.
The document discusses leadership theories and types of power. Contingency theory states that leadership attributes work differently in different situations. Sam Meyers, a telemarketing manager, uses coercive power by yelling at and threatening to terminate employees over small issues, which is making them displeased.
This document discusses strategies for successful negotiation. It defines negotiation as a dialogue between two or more parties to reach an agreement. It emphasizes maintaining a balance through seeking win-win solutions, ethics like honesty and avoiding deception, and gaining relevant knowledge about the other party, subject, and market situation. Communication is also important, including body language, understanding emotions, and following a process of opening positively, discussing agenda items, taking breaks, and ending on a positive note. Key tips for successful negotiation include being prepared, brainstorming solutions, being flexible, clarifying points, and maintaining a positive attitude.
StepStone om HR-trenden culture branding och Employer Branding 2.0StepStone Sverige
I september arrangerade StepStone ett event där vi presenterade den kommande (?) HR-trenden culture branding. Det handlar om potentialen i att bygga intern och extern attraktionskraft i företaget genom företags egna varumärkesbärare - helt enkelt att aktivera HR- och personalavdelningen i varumärkesarbetet. Helt enkelt att ta vidareutveckla och framförallt fördjupa employer branding arbetet. På plats fanns Vattenfall Heats HR-chef Pernilla Eriksson och Key som presenterade hur detta arbeta kan genomföras i praktiken.
Vill du veta mer: Hör av dig genom att besöka vår hemsida: http://www.stepstone.se/rekrytera-online/
The document discusses various features and functions in Excel including:
- How Excel saves files with the .xlsx extension by default
- How the Open dialog box lists files created in the current program
- Navigation options in a worksheet including arrow keys, scrollbars, and mouse
- The Help menu and topics that can assist with tasks and problems in Excel
- The Backstage view's file management commands including Save, Save As, Open, and Close
Moodspace creates art installations that blend LED lighting and fine art to create ambient lighting effects. The art appears to shift and change as the LED lights cycle through pre-programmed "light shows". This optical illusion triggers mood-enhancing environments. Moodspace handles all aspects of the installations from design and artwork creation to lighting programming and installation oversight. They work with clients to specify the appropriate LED fixtures, artwork surfaces, and installation setup based on the project requirements and space.
The document discusses leadership theories and types of power. Contingency theory states that leadership attributes work differently in different situations. Sam Meyers, a telemarketing manager, uses coercive power by yelling at and threatening to terminate employees over small issues, which is making them displeased.
This document discusses strategies for successful negotiation. It defines negotiation as a dialogue between two or more parties to reach an agreement. It emphasizes maintaining a balance through seeking win-win solutions, ethics like honesty and avoiding deception, and gaining relevant knowledge about the other party, subject, and market situation. Communication is also important, including body language, understanding emotions, and following a process of opening positively, discussing agenda items, taking breaks, and ending on a positive note. Key tips for successful negotiation include being prepared, brainstorming solutions, being flexible, clarifying points, and maintaining a positive attitude.
StepStone om HR-trenden culture branding och Employer Branding 2.0StepStone Sverige
I september arrangerade StepStone ett event där vi presenterade den kommande (?) HR-trenden culture branding. Det handlar om potentialen i att bygga intern och extern attraktionskraft i företaget genom företags egna varumärkesbärare - helt enkelt att aktivera HR- och personalavdelningen i varumärkesarbetet. Helt enkelt att ta vidareutveckla och framförallt fördjupa employer branding arbetet. På plats fanns Vattenfall Heats HR-chef Pernilla Eriksson och Key som presenterade hur detta arbeta kan genomföras i praktiken.
Vill du veta mer: Hör av dig genom att besöka vår hemsida: http://www.stepstone.se/rekrytera-online/
The document discusses various features and functions in Excel including:
- How Excel saves files with the .xlsx extension by default
- How the Open dialog box lists files created in the current program
- Navigation options in a worksheet including arrow keys, scrollbars, and mouse
- The Help menu and topics that can assist with tasks and problems in Excel
- The Backstage view's file management commands including Save, Save As, Open, and Close
Moodspace creates art installations that blend LED lighting and fine art to create ambient lighting effects. The art appears to shift and change as the LED lights cycle through pre-programmed "light shows". This optical illusion triggers mood-enhancing environments. Moodspace handles all aspects of the installations from design and artwork creation to lighting programming and installation oversight. They work with clients to specify the appropriate LED fixtures, artwork surfaces, and installation setup based on the project requirements and space.
This document discusses 3D technology and 3D television. It begins with an acknowledgement and introduction. It then covers the history of 3D, how humans see 3D, and how to create 3D images using two cameras. Common 3D display techniques are described, including viewing through glasses like anaglyph, polarization, and active glasses. Auto-stereoscopic displays without glasses using lenticular lenses or parallax barriers are also discussed. The document concludes with sections on the architecture and transmission of 3D TV, applications, and advantages and disadvantages.
practica de informatica I EMSaD 21 J. A. CASTROErsaid Hinojosa
El documento habla sobre el fútbol. Explica que es un deporte jugado entre dos equipos de 11 jugadores cada uno, cuyo objetivo es introducir la pelota dentro del arco contrario para marcar goles. Se juega en una cancha rectangular de césped con medidas reglamentarias, usando cualquier parte del cuerpo excepto brazos y manos. También menciona algunas lesiones comunes en este deporte.
The alpine tundra biome on Planet Zork has harsh conditions with long cold winters, short summers, low precipitation, and permafrost. Several species have adapted to this environment through physical traits that help them obtain food and survive the extreme temperatures. The producer, primary consumer, secondary consumer, and scavenger form a food chain where energy and nutrients are transferred as the scavenger decomposes remains.
LatAm is currently the world’s fastest growing mobile ad market. It’s uniquely placed to ‘leapfrog’ the US, Asia and Europe in terms of innovation and moving forward in total adspend.
So how come in 2012 the region only accounted for 0.6% of global mobile adspend?
This presentation dispels the myths that surround mobile advertising in LatAm, and uncovers the three predictions that makes it one of the most exciting to markets to operate in for brands, agencies and publishers.
Este documento no contiene información legible. No es posible generar un resumen de 3 oraciones o menos a partir de un documento que no tiene contenido comprensible.
This document provides Denis Villeneuve with the results of his StrengthsFinder assessment. His top 5 themes are Futuristic, Individualization, Achiever, Competition, and Activator. For each theme, he receives a description, personalized strengths insights highlighting his unique talents, and questions to increase self-awareness. The document then provides 10 ideas for taking action to apply each theme along with questions to help commit to action. Overall, the report is intended to help Denis better understand and leverage his strengths.
Employer branding - vem äger varumärket? HR? Marknad? Och hur sker samarbetet...StepStone Sverige
Employer branding - vem äger varumärket? HR? Marknad? Och hur sker samarbetet och borde se ut för att lyckas? Det här seminariet presenterades av jobbsajten StepStone och Telia Sonera på Afternoon Tea i regi av Marknadsföreningen i Stockholm. Här lyftes taktiska och strategiska frågor gällande arbetsgivarvarumärket och hur marknads-och kommunikationsavdelningen borde jobba med HR och personalavdelningen. Dessutom presenterades statistik från en europeisk undersökning hur företag arbetar med employer branding idag och hur de anställda ser på detta.
This document discusses behavior-based safety, which aims to improve workplace safety by focusing on employee behaviors. It outlines several key principles:
- Safety is influenced by the person, environment, and their behavior.
- A behavior-based safety process involves observing behaviors, providing feedback, setting improvement goals, and reinforcing safe behaviors.
- Implementing such a process can result in increased safety, efficiency, productivity, and morale while reducing injuries.
The document discusses the basics of a cathode ray oscilloscope. It describes how an oscilloscope works by using an electron gun to shoot a focused beam of electrons at a fluorescent screen, allowing the shape of an electrical signal to be displayed as the beam is swept back and forth by deflector plates. It also lists the main components of an oscilloscope including the cathode ray tube, vertical and horizontal amplifiers, time base generator, and trigger circuit. Finally, it provides some examples of how oscilloscopes can be used to analyze electrical signals.
Level 3 award in security management unit 1GerardPaton1
The key considerations for developing staff rotas include complying with the Working Time Directive which specifies maximum weekly working hours of 48 hours on average, a minimum 11 hours rest between shifts, one day off per week or two days off every two weeks. Night workers have additional protections around maximum 8 hour shifts on average and health assessments. Overtime must also be factored in and compensatory rest of equal length provided if breaks are missed. The rotas aim to balance these factors along with meeting security requirements.
Northwestern cts training slides sarah henningSteve Suggs
The document discusses a personality assessment called the CTS Sales Profile that evaluates individuals on traits relevant to sales such as deadline motivation, independence, assertiveness, and optimism. It provides an overview of the assessment and explains how it can be used to identify the best candidates for sales roles by giving insights into their attitudes, motivations, personality, and character. The assessment evaluates candidates on nine traits and provides customized coaching recommendations to help individuals improve in areas that do not align well with the needs of a sales role.
Sherrie Bratke completed a Sales Success Profile assessment that evaluated her skills in various areas important for sales success. She scored in the superior range for her ability to approach and involve customers, overcome objections, close sales, handle problems, qualify buyers, prospect, manage time, and stay motivated. Her scores indicate strengths in skills critical for sales such as establishing rapport, overcoming objections, closing abilities, handling customer needs, and maintaining customer interest. The assessment found her sales skills to be well developed overall and that she will be able to successfully engage with customers.
State farm 1 hour webinar updated march 2015Steve Suggs
This document summarizes an agent's experience using the Recruit the Best Team system to recruit sales team members. The agent struggled without a consistent recruitment process and made decisions without clear criteria. Since using the system for three years, the agent's team has experienced less turnover and higher production levels. The system provides a framework for comparing candidates, follow-up processes, and making offers based on objective results. As a result of the system, the agent's team qualified for multiple awards and recognition in 2013 for insurance sales production levels.
State farm 1 hour webinar updated march 2015Steve Suggs
This document summarizes the recruiting system and process used by Agent Peyton Pettus. Prior to using the Recruit the Best Team system, Pettus struggled without consistency in recruiting, follow up, and making offers. The system provides a framework for making consistent and informed decisions. As a result of using the system for almost 3 years, Pettus' team has experienced less turnover, a more positive and results-driven environment, and higher production levels, qualifying for multiple awards and honors in 2013.
The document provides summaries of several case studies that demonstrate the return on investment from using the EQ-i emotional intelligence assessment tool. The case studies show that the EQ-i can predict characteristics of high performers and is useful for selection, training, development and coaching. Specifically, the EQ-i identifies emotional intelligence skills that differentiate top performers and relates these skills to increased sales, performance, customer satisfaction, and decreased attrition and training costs. The documented organizations that achieved measurable performance improvements include American Express, the US Air Force, New Zealand Telecom, a debt collection agency, and CIBC.
Top salespeople display seven key personality traits:
1) Modesty and humility rather than bravado which helps win over more customers.
2) Conscientiousness - they take their jobs seriously and feel responsible for results.
3) Achievement orientation - they are fixated on goals and constantly measure performance.
4) Curiosity - they have a strong hunger for knowledge and information.
5) Lack of gregariousness - they are less friendly which helps establish dominance.
6) Lack of discouragement - they experience sadness infrequently and bounce back quickly.
7) Lack of self-consciousness - they are not easily embarrassed and
Increasing your win rate could make a huge difference in beating your 2016 sales goals. Join Mike Schultz and Dave Boyce as they share key insights and surprising research about what you can do to achieve higher win rates, as well as which sales technologies enable greater sales goal achievement.
In this webinar you will learn:
-What separates top-performing sales organizations from the competition
-Which four questions you must answer to win the sale
-Which sales technologies can help you increase conversion rates and contract value
Recruit the best team slides for 1 hour webinarSteve Suggs
This document provides information and advice for recruiting and hiring sales team members. It discusses looking for specific traits in candidates like attitudes, motivations, character, personality and sales skills. It emphasizes measuring these qualities using questions that get candidates to provide stories about themselves. High-scoring traits include strong work ethic, honesty, concern for others and personal responsibility. The document also discusses using a sales profile tool called the CTS Sales Profile to further evaluate candidates and provide sales coaching once hired. The goal is to attract and hire the best candidates who are driven to succeed in a sales environment.
This study aimed to identify which characteristics - personality, competencies, or attitude towards sales - best predict sales performance. Researchers assessed 140 insurance salespeople on these dimensions and divided them into successful and unsuccessful groups based on performance data. Discriminant analysis found that 3 personality traits (achievement orientation, optimism, self-confidence), attitude towards sales, and 2 competencies (customer orientation, communication skills) significantly differentiated the groups. Personality traits and attitude towards sales were the strongest predictors of performance, while competencies did not significantly predict on their own. The results suggest using a multidimensional approach including personality, competencies, and attitude to improve salesperson assessment and selection.
The document discusses various topics related to B2B sales management and strategy. It addresses sales representatives profiles, strategic selling approaches, predicting the sales funnel and forecast, segmentation for profits, and shifting to a more consultative sales model. It also includes a case study on the sales process and phases for Groove Networks.
This document discusses 3D technology and 3D television. It begins with an acknowledgement and introduction. It then covers the history of 3D, how humans see 3D, and how to create 3D images using two cameras. Common 3D display techniques are described, including viewing through glasses like anaglyph, polarization, and active glasses. Auto-stereoscopic displays without glasses using lenticular lenses or parallax barriers are also discussed. The document concludes with sections on the architecture and transmission of 3D TV, applications, and advantages and disadvantages.
practica de informatica I EMSaD 21 J. A. CASTROErsaid Hinojosa
El documento habla sobre el fútbol. Explica que es un deporte jugado entre dos equipos de 11 jugadores cada uno, cuyo objetivo es introducir la pelota dentro del arco contrario para marcar goles. Se juega en una cancha rectangular de césped con medidas reglamentarias, usando cualquier parte del cuerpo excepto brazos y manos. También menciona algunas lesiones comunes en este deporte.
The alpine tundra biome on Planet Zork has harsh conditions with long cold winters, short summers, low precipitation, and permafrost. Several species have adapted to this environment through physical traits that help them obtain food and survive the extreme temperatures. The producer, primary consumer, secondary consumer, and scavenger form a food chain where energy and nutrients are transferred as the scavenger decomposes remains.
LatAm is currently the world’s fastest growing mobile ad market. It’s uniquely placed to ‘leapfrog’ the US, Asia and Europe in terms of innovation and moving forward in total adspend.
So how come in 2012 the region only accounted for 0.6% of global mobile adspend?
This presentation dispels the myths that surround mobile advertising in LatAm, and uncovers the three predictions that makes it one of the most exciting to markets to operate in for brands, agencies and publishers.
Este documento no contiene información legible. No es posible generar un resumen de 3 oraciones o menos a partir de un documento que no tiene contenido comprensible.
This document provides Denis Villeneuve with the results of his StrengthsFinder assessment. His top 5 themes are Futuristic, Individualization, Achiever, Competition, and Activator. For each theme, he receives a description, personalized strengths insights highlighting his unique talents, and questions to increase self-awareness. The document then provides 10 ideas for taking action to apply each theme along with questions to help commit to action. Overall, the report is intended to help Denis better understand and leverage his strengths.
Employer branding - vem äger varumärket? HR? Marknad? Och hur sker samarbetet...StepStone Sverige
Employer branding - vem äger varumärket? HR? Marknad? Och hur sker samarbetet och borde se ut för att lyckas? Det här seminariet presenterades av jobbsajten StepStone och Telia Sonera på Afternoon Tea i regi av Marknadsföreningen i Stockholm. Här lyftes taktiska och strategiska frågor gällande arbetsgivarvarumärket och hur marknads-och kommunikationsavdelningen borde jobba med HR och personalavdelningen. Dessutom presenterades statistik från en europeisk undersökning hur företag arbetar med employer branding idag och hur de anställda ser på detta.
This document discusses behavior-based safety, which aims to improve workplace safety by focusing on employee behaviors. It outlines several key principles:
- Safety is influenced by the person, environment, and their behavior.
- A behavior-based safety process involves observing behaviors, providing feedback, setting improvement goals, and reinforcing safe behaviors.
- Implementing such a process can result in increased safety, efficiency, productivity, and morale while reducing injuries.
The document discusses the basics of a cathode ray oscilloscope. It describes how an oscilloscope works by using an electron gun to shoot a focused beam of electrons at a fluorescent screen, allowing the shape of an electrical signal to be displayed as the beam is swept back and forth by deflector plates. It also lists the main components of an oscilloscope including the cathode ray tube, vertical and horizontal amplifiers, time base generator, and trigger circuit. Finally, it provides some examples of how oscilloscopes can be used to analyze electrical signals.
Level 3 award in security management unit 1GerardPaton1
The key considerations for developing staff rotas include complying with the Working Time Directive which specifies maximum weekly working hours of 48 hours on average, a minimum 11 hours rest between shifts, one day off per week or two days off every two weeks. Night workers have additional protections around maximum 8 hour shifts on average and health assessments. Overtime must also be factored in and compensatory rest of equal length provided if breaks are missed. The rotas aim to balance these factors along with meeting security requirements.
Northwestern cts training slides sarah henningSteve Suggs
The document discusses a personality assessment called the CTS Sales Profile that evaluates individuals on traits relevant to sales such as deadline motivation, independence, assertiveness, and optimism. It provides an overview of the assessment and explains how it can be used to identify the best candidates for sales roles by giving insights into their attitudes, motivations, personality, and character. The assessment evaluates candidates on nine traits and provides customized coaching recommendations to help individuals improve in areas that do not align well with the needs of a sales role.
Sherrie Bratke completed a Sales Success Profile assessment that evaluated her skills in various areas important for sales success. She scored in the superior range for her ability to approach and involve customers, overcome objections, close sales, handle problems, qualify buyers, prospect, manage time, and stay motivated. Her scores indicate strengths in skills critical for sales such as establishing rapport, overcoming objections, closing abilities, handling customer needs, and maintaining customer interest. The assessment found her sales skills to be well developed overall and that she will be able to successfully engage with customers.
State farm 1 hour webinar updated march 2015Steve Suggs
This document summarizes an agent's experience using the Recruit the Best Team system to recruit sales team members. The agent struggled without a consistent recruitment process and made decisions without clear criteria. Since using the system for three years, the agent's team has experienced less turnover and higher production levels. The system provides a framework for comparing candidates, follow-up processes, and making offers based on objective results. As a result of the system, the agent's team qualified for multiple awards and recognition in 2013 for insurance sales production levels.
State farm 1 hour webinar updated march 2015Steve Suggs
This document summarizes the recruiting system and process used by Agent Peyton Pettus. Prior to using the Recruit the Best Team system, Pettus struggled without consistency in recruiting, follow up, and making offers. The system provides a framework for making consistent and informed decisions. As a result of using the system for almost 3 years, Pettus' team has experienced less turnover, a more positive and results-driven environment, and higher production levels, qualifying for multiple awards and honors in 2013.
The document provides summaries of several case studies that demonstrate the return on investment from using the EQ-i emotional intelligence assessment tool. The case studies show that the EQ-i can predict characteristics of high performers and is useful for selection, training, development and coaching. Specifically, the EQ-i identifies emotional intelligence skills that differentiate top performers and relates these skills to increased sales, performance, customer satisfaction, and decreased attrition and training costs. The documented organizations that achieved measurable performance improvements include American Express, the US Air Force, New Zealand Telecom, a debt collection agency, and CIBC.
Top salespeople display seven key personality traits:
1) Modesty and humility rather than bravado which helps win over more customers.
2) Conscientiousness - they take their jobs seriously and feel responsible for results.
3) Achievement orientation - they are fixated on goals and constantly measure performance.
4) Curiosity - they have a strong hunger for knowledge and information.
5) Lack of gregariousness - they are less friendly which helps establish dominance.
6) Lack of discouragement - they experience sadness infrequently and bounce back quickly.
7) Lack of self-consciousness - they are not easily embarrassed and
Increasing your win rate could make a huge difference in beating your 2016 sales goals. Join Mike Schultz and Dave Boyce as they share key insights and surprising research about what you can do to achieve higher win rates, as well as which sales technologies enable greater sales goal achievement.
In this webinar you will learn:
-What separates top-performing sales organizations from the competition
-Which four questions you must answer to win the sale
-Which sales technologies can help you increase conversion rates and contract value
Recruit the best team slides for 1 hour webinarSteve Suggs
This document provides information and advice for recruiting and hiring sales team members. It discusses looking for specific traits in candidates like attitudes, motivations, character, personality and sales skills. It emphasizes measuring these qualities using questions that get candidates to provide stories about themselves. High-scoring traits include strong work ethic, honesty, concern for others and personal responsibility. The document also discusses using a sales profile tool called the CTS Sales Profile to further evaluate candidates and provide sales coaching once hired. The goal is to attract and hire the best candidates who are driven to succeed in a sales environment.
This study aimed to identify which characteristics - personality, competencies, or attitude towards sales - best predict sales performance. Researchers assessed 140 insurance salespeople on these dimensions and divided them into successful and unsuccessful groups based on performance data. Discriminant analysis found that 3 personality traits (achievement orientation, optimism, self-confidence), attitude towards sales, and 2 competencies (customer orientation, communication skills) significantly differentiated the groups. Personality traits and attitude towards sales were the strongest predictors of performance, while competencies did not significantly predict on their own. The results suggest using a multidimensional approach including personality, competencies, and attitude to improve salesperson assessment and selection.
The document discusses various topics related to B2B sales management and strategy. It addresses sales representatives profiles, strategic selling approaches, predicting the sales funnel and forecast, segmentation for profits, and shifting to a more consultative sales model. It also includes a case study on the sales process and phases for Groove Networks.
Luyện thi IELTS hiệu quả với smotion.netSmotion.net
The document discusses various topics related to B2B sales management and strategy. It addresses sales representatives profiles, strategic selling approaches, predicting the sales funnel and forecast, segmentation for profits, and shifting to a more consultative sales model. It also includes a case study on the sales process and phases for Groove Networks.
Presentation I have done in a Sloan software class on sales, sales management, and sales strategy. Particularly applicable to companies doing b2b selling.
The document provides information about a career development program and assessment offered by the Sales Education Foundation and Chally Group Worldwide. The assessment evaluates individuals' skills and motivation to help identify sales roles that would be a good fit. It measures over 140 skills through questionnaires that take 60-90 minutes to complete. The results are provided along with coaching tips and information on the candidate's motivational characteristics to help maximize their sales success and growth.
TAS Smart Playbook helps you increase sales velocity for your sales team by applying repeatable winning sales playbooks based on intelligent industry templates and smart sales tools. And for sales managers it helps to increase visibility into team performance and manage sales forecast and pipeline risk.
The assessment measures a candidate's skills and tendencies for a new business development role through a personality assessment. It provides percentile scores for 140 skills compared to other salespeople. Scores above 70% are considered strong, with the ideal candidate having multiple skills above 70% and none below 40%. Weak areas are highlighted along with coaching tips. The assessment also evaluates motivational characteristics to help maximize motivating the candidate. The job involves selling to new customers through face-to-face meetings with the goal of expanding business. Hunters excel at continuously finding new opportunities and promoting benefits to prospects.
The document provides information about a career development program and assessment offered by the Sales Education Foundation and Chally Group Worldwide. The assessment is designed to help salespeople identify what type of sales role would be most suitable for them. It describes what the assessment measures, how it is scored, how long it takes to complete, and how the results are used. The assessment aims to match salespeople with major sales forces based on the skills and qualities that are the best predictive fit for success in a given role.
This document discusses key aspects of sales management including:
1. Sales is the only business function that generates revenue.
2. It discusses the importance of revenue generation, delegation, continuation, detection, collection, and retention for a sales organization.
3. Effective sales management requires planning, directing, and controlling the personal selling process which includes recruiting, selecting, training, supervising, compensating, and motivating the sales force.
This document discusses key aspects of sales management including:
1. Sales is the only business function that generates revenue.
2. A sales organization structure should be established to define roles and responsibilities to maximize cooperation and minimize wasted efforts.
3. Sales targets should be specific, measurable, achievable, realistic and time-bound in order to motivate the sales force and direct their efforts.
4. Recruiting, training, motivating and retaining top sales performers is critical to the success of the sales organization.
1. Report prepared for: Denis Villeneuve 24-October-2012
Sales Achievement Predictor
Sander I. Marcus, Ph.D.
Jotham G. Friedland, Ph.D.
Harvey P. Mandel, Ph.D.
Sales Achievement Predictor - (C) 1995 by Western Psychological Services, Los Angeles, California, USA. Distributed by CareerId.com.
2. SalesAP Report for Denis Villeneuve Page 2
24-October-2012
HIGHLY RECOMMENDED FOR SALES. This person's basic sales strengths include a strong sales disposition, the
ability to make cold calls and close sales, and persistence in completing tasks. This individual is motivated to be
competitive. More detailed information is provided in the body of this report.
Adj. 0 5 20 35 50 65 80 95 100
Sales Success %ile %ile
Sales Disposition (SAL) 99 99
Initiative-Cold Calling (CC) 97 96
Sales Closing (CLS) 98 98
Very Low Average High Very
Low High
Validity: The Sales AP scores have been adjusted for either an unusually positive or unusually negative style of
self-presentation (see the body of this report for more detailed information). Though the report is based on the adjusted
scores, it should still be read with this person's response style in mind.
Adj. 0 5 20 35 50 65 80 95 100
Motivation, Achievement %ile %ile
Achievement (ACH) 91 91
Motivation (MOT) 94 89
Competitiveness (CMP) 99 99
Goal Orientation (GO) 81 81
Work Strengths
Planning (PLN) 91 87
Initiative-General (INI) 99 99
Team Player (TMP) 72 72
Managerial (MGT) 98 97
Interpersonal Strengths
Assertiveness (AST) 94 89
Personal Diplomacy (PDL) 89 87
Extraversion (EXT) 93 91
Cooperativeness (COP) 46 42
Inner Resources
Relaxed Style (RLX) 72 72
Patience (PAT) 89 81
Self-Confidence (SCN) 83 81
Very Low Average High Very
Low High
Users of this report should be familiar with the material presented in the SalesAP Manual. No personnel or other decision
should be made based on this report alone without confirming information from independent sources.
3. SalesAP Report for Denis Villeneuve Page 3
24-October-2012
Validity and Response Style
The Validity and Response Style scales represent the individual's level of attention to the meaning of SalesAP statements
(Inconsistent Responding) and tendency toward positive (Self-Enhancing) or negative (Self-Critical) self-presentation.
The Inconsistent Responding (INC) score of 0 indicates that this person paid appropriate attention to the meaning of
SalesAP statements when giving responses, and is not likely to have responded carelessly or in a completely random
fashion.
This person obtained a Self-Enhancing score (ENH) at the 83rd percentile. This indicates a style of self-presentation that is
as positive as that of most people. Others are likely to describe this person's self-regard as positive.
In addition, the Self-Critical (CRT) at the 2nd percentile suggests that this individual may be less likely than most to make
statements that are highly self-critical or reflect weaknesses.
The two scores in combination are characteristic of people who may not openly criticize themselves or may actually
perceive few weaknesses in themselves.
These scores and the Self-Confidence score at the 81st percentile suggest a person who will confidently give the best
possible self-presentation and leave others with a favorable impression.
Sales Related Characteristics
Sales Disposition
The Sales Disposition score (SAL) indicates the degree to which an individual's SalesAP results are similar to those
observed for people who are successful in sales careers.
This SAL score at the 99th percentile suggests that this individual's SalesAP responses are very similar to those of strong
sales performers.
The obtained Relaxed Style score at the 72nd percentile suggests that this person is likely to be especially effective in
handling stress in sales situations.
The Self-Confidence score in the 81st percentile is typical of a person who will project self-confidence in a sales situation.
Cold Calling
The Initiative-Cold Calling (CC) score summarizes an individual's responses to statements from the Initiative-General
scale that reflect characteristics necessary for success in cold calling activities. The obtained CC score at the 96th
percentile for this person suggests that he or she has the characteristics required to be consistently effective in making cold
calls.
With a Self-Confidence score at the 81st percentile, this person is likely to feel self-confident and self-assured when
making cold calls.
Sales Closing
The Sales Closing (CLS) score indicates the degree to which an individual's SalesAP results are similar to those observed
for people who are successful in closing sales. The CLS score at the 98th percentile for this person suggests that he or she
is likely to effectively and consistently close sales.
The SCN score at the 81st percentile suggests that this person's confidence and self-assurance will help him or her to be
effective in this aspect of sales.
4. SalesAP Report for Denis Villeneuve Page 4
24-October-2012
Customer Service/Inside Sales
Individuals with this profile will be more diplomatic than most people, which can be a real asset in a customer service or
inside sales role.
He or she is likely to be more patient than most people, which can be of great value in such settings.
He or she is likely to be relaxed in most customer service and inside sales situations.
Additional consideration of the Sales Success characteristics reflected by this person's SalesAP responses is provided in
the following detailed interpretation of the general SalesAP scale scores.
Motivation and Achievement Characteristics
The Motivation and Achievement scales describe a person's orientation toward achievement and inner drive to achieve.
The Achievement (ACH) scale score reflects an individual's ability to follow through and complete tasks and to achieve
specific goals. It is also related to the amount of interest that a person has in intellectual or conceptual work. The ACH
score at the 91st percentile for this person indicates he or she consistently achieves and follows through. This person is
likely to perform at an above average level at work or in a career, and has an above average level of attention or energy
available for intellectual reasoning or conceptual work.
His or her strong ability to follow through and complete tasks is likely to be seen in all areas, including sales.
This person is likely to be successful in academic activities.
The ability to perform and follow through is likely to be apparent at work or in this individual's career history.
The Motivation (MOT) scale score is intended to represent a person's inner drive, commitment to achieve, and the strength
of inner emotions, needs, and values. This MOT score at the 89th percentile indicates a person whose motivation or inner
drive is relatively high for certain personally important goals and not for others.
The Competitiveness (CMP) score is closely related to all aspects of sales performance. It reflects the need to win, to
perform better than others, or to surpass standards of achievement or performance. This individual's CMP score at the 99th
percentile suggests that he or she values competition.
This individual is likely to be motivated by competitiveness in most sales situations.
The Goal Orientation (GO) scale describes the extent to which an individual sees himself or herself as having clear goals
and objectives. This person's GO score at the 81st percentile indicates that he or she consistently has clear goals and
objectives. This individual is likely to focus attention on goals and objectives in all areas, including sales, to a greater
degree than do most people.
Work Strengths
The Work Strengths scales describe actual work habits and attitudes towards working alone and with others.
The Planning (PLN) scale score reflects a person's tendency to use time-management, scheduling, and organizing and
planning strategies to achieve goals. The PLN score at the 87th percentile suggests that this individual will plan, organize,
and apply effective work habits in areas of high interest. He or she may attend to details and plans enough to succeed in
projects or tasks of high interest, but may not apply this same level of concentration to tasks that are uninteresting, boring,
or unrelated to major goals. This may affect this person's performance in general.
The Initiative-General (INI) scale indicates a person's level of comfort in taking independent action. The INI score at the
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99th percentile suggests that this individual is likely to display a high level of initiative and is willing to be a self-starter in
sales as well as other areas.
The Team Player (TMP) scale score relates to a person's level of comfort in working together as part of a team or
interdependent work group. This TMP score at the 72nd percentile suggests this person is likely to be equally comfortable
in an independent sales role or working as part of a sales team or work group.
The Managerial (MGT) score represents the degree to which a person's work strengths combine with possessive
achievement, motivation, interpersonal strengths, and inner resources in a pattern similar to that of individuals in
managerial and supervisory roles. This individual's MGT score at the 97th percentile suggests that his or her general
characteristics are highly similar to those for individuals in sales management or supervisory roles. This person is likely to
be very good at delegating authority and consistently inspiring and motivating others. He or she is likely to be seen as
having excellent overall management potential.
Interpersonal Strengths
The Interpersonal Strengths scales describe ways in which a person is likely to engage in interactions with others in the
work environment.
The Assertiveness (AST) scale score provides a gauge of an individual's directness in expressing himself or herself and in
dealing with others. This person's AST score at the 89th percentile indicates an individual who is likely to be consistently
more assertive than most other people.
The Personal Diplomacy (PDL) scale score reflects a person's tendency to use tact and diplomacy in dealing with others
and to display sensitivity to the feelings and ideas of others. For this person, the PDL score at the 87th percentile suggests
that he or she is generally very diplomatic, tactful, and highly aware of the reactions of others.
The Extroversion (EXT) scale score indicates the degree to which a person sees himself or herself as socially outgoing.
For this individual, the EXT score at the 91st percentile indicates a person who is likely to see himself or herself as
extroverted.
He or she is likely to be seen as more outgoing than most in business, sales, or social situations.
The Cooperativeness (COP) score indicates a person's level of comfort in working closely with others and in taking the
lead from others. A low COP score does not necessarily indicate uncooperativeness, but may indicate independence or
aggressiveness in dealing with others. This may be an asset in some sales situations. This COP score at the 42nd percentile
suggests that this person is likely to be cooperative for the most part, but may sometimes be independent or aggressive.
This person is likely to use an optimal level of aggressiveness when working with others.
Inner Resources
The Inner Resources scales describe the kind of work-related inner resources that a person brings to the work environment.
The Relaxed Style (RLX) scale score describes the ability to remain free of tension and unworried in the face of stress.
This RLX score at the 72nd percentile describes a person who is generally relaxed.
The Patience (PAT) scale indicates a person's ability to effectively cope with frustration encountered in completing tasks
or in conflict-laden situations. This individual's PAT score at the 81st percentile suggests that he or she is more patient
than most. This strength will help him or her to pursue difficult or time-consuming sales opportunities.
The Self-Confidence (SCN) score is an indicator of the level of confidence and self-assurance an individual brings to his
or her work. The SCN score at the 81st percentile suggests this person is, in general, self-confident and self-assured.
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Additional Profile Characteristics
In addition to the interpretation of single scores on the SalesAP scales, some specific combinations of Sales Success
Characteristics, Motivation and Achievement Characteristics, Work Strengths, Interpersonal Strengths, and Inner
Resources are associated with particular approaches to the work environment.
This profile is typical of a person who is, in general, goal oriented and will see tasks through to completion.
Generally, these scores characterize an individual who is likely to achieve, to plan well, and to work consistently in sales
as well as other areas.
Careful consideration of this person's scores in combination will shed additional light on his or her particular work
strengths.
Career Interest Areas
Some clusters of SalesAP items are often observed to be associated with the traditional Realistic, Investigative, Artistic,
Social, Entrepreneurial, and Conventional occupational interest areas. Below is an indication of how interested you are in
each of these areas as well as a short explanation of occupational interests involved with each area.
Realistic Moderate: Activity-oriented occupational areas such as skilled trades, engineering, armed services, police, and
firefighting, or similar technical and service occupations.
Investigative Moderate: Investigative or academic, scientific, and technical occupational areas such as medicine,
education, computers, science, and similar areas.
Artistic Moderate: Artistic or aesthetic areas such as graphic arts, writing, advertising, music, fine arts, or similar areas
having a strong aesthetic or craft component.
Social High: Social or educational and social service areas such as teaching, social work, social service direction and
recreation, or counseling.
Entrepreneurial Very High: Entrepreneurial or legal, political, and business endeavors such as marketing, management,
or merchandising.
Conventional High: Conventional business areas such as accounting, banking, office work, and office management.
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Sales Achievement Recommendations
These recommendations, based on the SalesAP test profile, are for the purpose of enhancing specified sales skills and
attitudes. The recommendations can be used for self-improvement by salespersons either on their own, or together with
their supervisors, sales managers, or colleagues.
Sales Disposition
Your high level of interest in sales is similar to that of successful sales people. This is a strength that will help you perform
well in meeting the challenges and demands of a productive sales career. When you encounter obstacles to your sales
achievement, you can fuel your efforts by recalling the things that you like about sales and remembering that the
enjoyment itself will be a prominent feature of your success.
There are no further sales-related recommendations for you in this area based on your SalesAP responses.
Initiative-Cold Calling
You are likely to be successful at making cold calls. This is a key area for success in sales, and a very difficult one for
most people. Therefore it is a strength that you should continue to cultivate. However, you may discover a tendency to
escape into this activity when there are other things that need your attention. Stick to appropriate cold-calling goals and
once you have met them be sure to move on to the other essential activities such as closing and securing sales.
There are no further sales-related recommendations for you in this area based on your SalesAP responses.
Sales Closing
You are likely to be successful in closing sales. This sales strength will help you make the most of all of your other sales
activities in a way that benefits you, your company and your customers. In fact, you may be tempted to neglect other
important sales activities because you are so good at this one. Don't forget that without the time and effort spent in the
sometimes tedious task of finding and cultivating qualified prospective clients, there will be no sales to close.
There are no further sales-related recommendations for you in this area based on your SalesAP responses.
Motivation and Achievement
Link your strong follow-through ability to bottom-line sales goals and objectives. Make sure that your ability to be
persistent is not applied simply for the purpose of being active, but will directly serve your ultimate goal of making sales.
Do not let your enthusiasm flag. Use self-motivational techniques on a regular basis. Consider a wide range of sales
objectives, not only those that currently appear to have the highest priority. Generate and focus on a feeling of excitement
in thinking about these goals. You will benefit by associating with successful sales persons who have high levels of
enthusiasm, energy, and confidence.
There are no further sales-related recommendations for you in this area based on your SalesAP responses.
Work Strengths
Procrastination may be a problem for you in important areas. Try breaking up large tasks into smaller, more manageable
tasks that can be done in small units of time. You should make an extra effort to schedule and set priorities carefully and to
decide what is the most productive goal to accomplish at a given time.
Your sales performance will benefit if you make priority lists of important sales goals. Use to-do lists, reminders, and
other planning and scheduling methods on a regular basis.
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There are no further sales-related recommendations for you in this area based on your SalesAP responses.
Interpersonal Strengths
There are no further sales-related recommendations for you in this area based on your SalesAP responses.
Inner Resources
There are no further sales-related recommendations for you in this area based on your SalesAP responses.
Goal Orientation
Remember to keep your sales priorities and objectives in mind in ALL situations, not just formal sales situations.
There are no further sales-related recommendations for you in this area based on your SalesAP responses.
END OF SALES ACHIEVEMENT RECOMMENDATIONS