High Performance Sales

I am not a big fan of mediocre
— Marcia Gay Harden

The Formula for High Performance Sales Isn’t Complex

You need the following ingredients:

  1. Clear outcomes and expectations of your sales team
  2. The right sales people to deliver these outcomes
  3. A deep understanding of your market, your solution and your customer’s needs
  4. A ‘go to market’ plan and sales strategy
  5. Measurement, metrics and feedback on performance for the sales team
  6. Tools, training and resources to support the sales team
  7. Remuneration and benefits to engage and retain your sales stars
 
 
 
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Easy, right?

It can be if you put the emphasis in the right areas. In a competitive market place, often the key differentiator for your business over the competition, is the capability of your sales team. We have spoken to many New Zealand startups and have heard time and again of the challenges of hiring the right sales people or getting the sales team to hit the targets. We heard again and again that many people ‘just didn’t work out’ which was time consuming, costly, and can damage the brand. Ouch.

We’re all about driving growth while balancing risk. The biggest cost in most businesses, and it certainly is the biggest cost for the sales function, is the cost of the sales people. Salary, training, on road costs etc all add up, add to this the hiring costs either through recruiters or managed in house, you’re racking up expenses into the thousands very quickly.

 

 

So how do you set yourself up for success? How do you get the best sales people for your business?

The same way you plan and prep for a great overseas holiday, you have to plan and prep for a great sales team.

Effective performance is preceded by painstaking preparation
— Brian Tracy

Know what sales competencies will set you up for success:

Workbook - AROHA Overview
11.00

We have leveraged leading global sales research and experience to give you the hottest tips to get your business a high performance sales team. Starting with deciding what kind of people you need. To do this, you’ll need to bare with us as we talk you through competencies. Check it out and get yo’ self some Aroha!

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Words from the People That Matter

 
The sales competency cards from Bolstur provided me with great clarity in knowing what type of sales people we need at any given stage of growth. They enabled us with the tools needed in creating the right interview questions to identify the right sales people. I now have greater confidence that money we spend on hiring a sales team will generate a lot of growth for our company.
— Jesse Armstrong, CEO, Vaka Interactiv
 
Sales Competency Cards - Full Set
120.00

The essential tool for determining what sales skills you have and those which you want to add to the team. These sales competency cards help reduce risk when building your business and hiring sales people, helping you to focus on finding the right person for your business.

These cards can be used for:

1. Self Assessment of Sales Skills

2. Assessing Co-Founding Team Skills

3. Hiring a Sales Person

4. Interviewing Sales Candidates

5. Performance Management of Sales Teams

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WHAT PROBLEM DO COMPETENCY MODELS SOLVE?

They answer these key questions ….

  • Which employee behaviours are going to drive the strongest results?
  • Are our employees behaviours aligned with our company objectives and values?
  • What is the best hiring process for us?
  • How do we hire the best team to deliver the company strategy?
  • What are we actually looking for? And how will we know when we find her or him?

Sales Competency Model and Competency Cards

Job competency models define what top performers actually do on a job to produce outstanding results.
To be clear, a competency is a “skill, knowledge, motive, attitude, or personal characteristic that causes or predicts outstanding performance.” It's critical to use a job competency model designed for sales performance, that contains the skills and behaviours needed to be successful on the job, and that clearly and objectively identifies only the skills that affect bottom-line results.

WHAT’S THE DIFFERENCE BETWEEN OBJECTIVES OR KPIS AND COMPETENCIES?

Objectives spell out what the organisation wants employees to do, while competencies spell out how management wants the objectives to be accomplished.

WHY HAVE BOTH PERFORMANCE OBJECTIVES (KPI) AND COMPETENCIES?

By having both performance objectives and relevant competencies, companies clarify to their employees exactly what constitutes high performance on the job. Source: Talentquest.com

Be sure to watch the tutorials too on how to use these cards - less than 2 minutes to watch, and it'll show you how to get the most from your cards (you can find these in the product info in the Shop section).