Wouldn’t it be great if you understood your employees so well that with a few small role changes you’d have the perfect team? Or that you never made a wrong hiring decision again?

 

You’re not alone, in a survey by DDI Sales Talent, over half of all Sales VPs reported that 40% of their sales executives can’t cut it. In today’s global economic climate, even a 20% reduction in an employee’s effectiveness can have a significant impact on a business’ bottom line.

 

We’ve all seen the symptoms, a lack of motivation, an inability to drive the sales process, forecasts that seem to slip as the weeks go by, the hotshot sales guy you’ve hired that can’t close a sale. You’ve probably tried everything from training to daily threats, even incentives, to no avail. The problem is until you understand the underlying cause, you can’t fix the situation.

 

SABA helps you break this unproductive cycle by providing you with tools to comprehensively assess team members or recruitment candidates’ ability against the skills required for their position. With SABA you can eliminate the guess work and have a full assessment not just of their current skills and capabilities, but also their future ability.

 

SABA provides you with the tools required to transform a lacklustre sales team into high performing and effective revenue generators. Through comprehensive assessment of recruitment candidates and individual team members you will be able to recognise the talent they already possess, what skills are required to reach their full potential and exactly how much potential or headroom is available within individuals to develop.

 

To find out more how you can develop the talent your business already has call SABA today on 01483 275072.

 

Identifying talent

 

To develop a highly effective and high performing sales team you need talent, but how do you identify it? A leading human resources academic, Dave Ulrich defines talent as:

 
Talent = Competence + Commitment + Contribution

 

Competence means that individuals have the knowledge, skills and core values required for current and future jobs. Committed employees work hard and carry out the tasks required of them. Contribution occurs when employees feel that their personal needs are being met through their participation within the organisation.

 

When assessing sales, we break these definitions down even further and look for the competencies, commitment and contribution required for each job role. For instance, in a strategic selling position, an individual requires skills more associated with business analyst than traditional sales. They need to be able to educate the customer on current market conditions, help the customer identify potential business problems and develop a solution to solve them.

 

As you can see this role would require considerably different skills from that of a transactional sales person, which normally involves a more technical level of expertise to sell a stand alone component. Both roles require talent, but the details of the competences, commitment and contribution required is completely different, which is why it is so important to assess sales individuals to understand their individual competencies and align them to the right role.