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Select, Align and Develop Your Sales Team

July 15, 2013
To learn about hiring in sales, watch the video below that discusses Measuring Sales Fit:

Recently, I presented at Sales 2.0 Conference in Boston and discussed how selecting sales people that will thrive in your sales environment, aligning your sales team to the proper roles to ensure success and developing sales professionals and managers are critical to achieving your business goals. 

What does a successful sales person look like for your organization?  What style, competencies and drivers are necessary for success?  Identifying these important factors will allow you to not only select high performing sales personnel, but will also enable you to transform your sales team by understanding which areas need development. describe the image

Through the use of sales assessments, organizations can identify what styles, drivers and competencies are important for success in both management and sales roles within their culture.  It’s important to note that there is not one single factor or one single profile that will predict success across all sales positions. The combination of Competencies, Sales Styles and Drivers provides us with a basis upon which to establish success profiles to accurately identify who is likely to be successful and who is not.

Clearly, predicting success in sales is not easy. Making a sale depends on so many factors, some of which salespeople have control over and some of which they don’t. Nonetheless, it is also clear that some people are consistently more successful in sales than others.  By setting a profile of success that takes into account competencies, styles and drivers to match the needs of the job, it’s possible to achieve outstanding results in predicting sales success, regardless of the position or industry.

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Paul Glatzhofer Paul Glatzhofer is the VP of Talent Solutions based in the Pittsburgh office of PSI Services LLC. He works primarily with organizations that are implementing global assessment and development systems at the leadership level. Paul’s work includes leadership development, leadership skills training, coaching, leadership and executive selection, turnover and ROI analysis, and ongoing feedback development.