This document discusses an online sales talent assessment tool that can help companies maximize revenue, profitability, and growth by putting the right salespeople in the right roles. It does this through reliable assessment of an individual's performance capabilities compared to a global high performer for their role. The assessment evaluates behaviors, skills, critical reasoning, motivators, and cultural fit across five performance factors. It provides summaries of talent at the individual, team, manager, and leadership levels to identify development needs and guide talent management strategies. The goal is to build a high-performance sales organization by retaining and developing top performers while transitioning underperformers to better suited roles.

1. Online sales talent assessment
Achieving your business goals
through sales talent management

2. Right person, right skills, right role
‘At its core, talent management
is really all about putting the
right individuals with the right
skills into the right role.’
Source: Aberdeen Group, August 2011

3. Sales talent management – the challenge
In today’s world organizations can’t
afford to waste time or resources on
any activity that won’t help it address
the business needs.

4. So – what’s hard about that?
…….

5. What’s missing?

6. Reliable assessment information drives success
But just as critical, both from a resource perspective and from an employee
engagement perspective is to align these programs with the needs of the
individual.
For a top performer to have the option to “test out” of certain training programs
saves the company the cost of delivery as well as the cost of the individual’s time
out…. And it also keeps the individual focused by not feeling like they are wasting
time.
Similarly, an individual who is a strong performer in many areas but has one
addressable gap in their expertise, the use of targeted development can truly
propel their performance forward.

7. What does a good assessment deliver?
Top performing organizations are using assessments to not only understand the
skills and traits an individual has today, but their capacity to change, grow and
adapt in the future.
Across the board, at every decision point, best in class companies place greater
value on assessment data as part of their decision process.
And it also indicates that these [best in class] organisations acknowledge that gut
instinct alone is not enough to help them make the call on evaluating future
potential.

8. At last, some reliable information!
• Deep insight into sales talent across the organization
combined with accurate, objective assessment process opens
door to 3 key business goals:
• maximize revenue by providing a uniquely dependable route to hire and
develop top sales performers with increased confidence and reduced risk
• maximize the profitability of the sales organization by optimizing talent
and performance
• drive and support strategic sales change initiatives that underpin
long-term, sustainable growth
• by building sales organization around High-Performers

9. A High-Performance sales organization
• McKinsey & Co defines High-Performers as the top 20% within the
sales organization
• McKinsey found that sales High-Performers deliver 67% more annual
revenue than the average
• We go one stage further by defining High-Performers as the top 20%
within a specific sales role globally
• Our clients have reported even greater performance differentials
between sales High-Performers and average performers
Source: McKinsey & Co’s War for Talent 2000 survey

10. The High 5 sales success criteria

11. The High Five performance factors
1. Behavior – an individual’s behavioral preference determines their
comfort in performing a specific sales role
2. Skills – functional skills determine how well an individual can perform
a role
3. Critical reasoning – an individual’s ability to analyze data, evaluate
evidence, question methods and reach meaningful conclusions
determines whether their ‘intellectual horsepower’ is appropriate for
the role
4. Motivators – motivation drives an individual’s desire to perform in a
role; in turn, desire drives results
5. Cultural fit – the extent to which an individual identifies with the style,
values and culture of the employing organization and its customers

12. Right person, right skills, right role -
the key to sale talent management

13. The complete picture

14. The complete package

15. At-a-glance insight across the organization

16. The strategic view
• Taking information from individual assessments,
Sales Performance Dashboard identifies:
– % of High-Performers within the organization
– % of individuals currently unsuited to the role;
– % with skills gaps; and
– % lacking necessary behavioral attributes
• Provides a snapshot of the sales organization in its ‘current
state’ together with a vision of the desired ‘future state’ – built
around High-Performers – along with a high-level roadmap of
how to get there.

17. Implementing the strategy
• Role by role, Sales Performance Dashboard clearly
highlights those talent management issues that need to be
addressed across the sales organization:
– retention of High-Performers;
– redeployment of those unsuited to the role along with hiring of
High-Performer replacements;
– appropriately targeted development for employees with skills gaps; and
– coaching or enhancement to the organizational environment – for
instance, addressing motivational issues – for those lacking key
behavioral attributes

18. At-a-glance insight at team level

19. Sales Team Dashboard...
• Sales Team Dashboard provides managers with the capability
to implement the vision devised at C-suite level using
Sales Performance Dashboard:
– Dashboard delivers an immediate overview of the whole team
– Management information offers further insight by individual across the
team
– Heat maps provide actionable information by individual and by
behavioral competency, skill or motivator
– Can drill down to individual development needs analyses with
Sales Talent Assessment

20. ... at manager and leadership level
• We also offer analysis at manager and leadership levels:
– Sales Manager Dashboard for analysis of sales management capability
across a team/organization
– Sales Leader Dashboard for analysis of sales leadership talent across
an organization

21. At-a-glance insight into individual sales talent
Our core Sales Talent Assessment offering
enables organizations to:
• Benchmark an individual against a global
High-Performer for that role
• Determine maximum performance potential –
‘headroom for growth’
• Identify skills and behavior gaps in individuals
• Determine whether critical reasoning ability will
limit development or facilitate growth
• Identify key motivators for driving performance
and retention

22. What Sales Talent Assessment delivers
• Clear understanding of individuals’ performance capabilities
compared with a global High-Performer in the same role
• Shows precisely who can actually deliver in a specific role today, and
who has potential to deliver, along with a development needs analysis
to get them to that stage
• Delivers a detailed Needs Analysis right ‘out of the box’
• Provides levels of accuracy and detail comparable with those
available from a full-blown assessment center, yet can be completed
online by sales people outside peak selling time, in bite-sized chunks,
typically taking less than three hours in total
• Requires no set-up, no pre-design work, and no consultants to
interpret the results

23. Address the complete
sales talent management cycle
• Widen the sales talent pool
• Hire sales High-Performers
• Identify and understand behavior and skills gaps and how to
address them
• Faster onboarding and ramp-up
• Target development precisely where and when needed
• Retain sales High-Performers
• Re-deploy those unsuited to a specific role

24. Why we are different
• Objective, accurate, reliable and highly predictive
• Role-specific assessment further enhances accuracy of
process – 16 specific sales role definitions available today, with
more to come
• Assessment externally benchmarked, so forward-looking –
focuses on lead (as opposed to lag) indicators
• High-Performers globally benchmarked – widens talent pool
and identifies greatest performance potential
• Measures potential and ‘head-room for growth’

25. Questions?