2. The Tool Box
Glue (Team building, sales culture)
Hammer (training, coaching and mentoring)
Saw (removing underperforming members)
Screwdriver (specialized pocket recruitment
to fill special gaps, working with TM)
Vanish/Wood Wax (rewards and recognition
of sells stars).
Wrench (create a proper pipeline for future
TLP, backwards planning).
3. Group Problems
Your current sales force is underperforming and you
have received some complains from your current
partners about company servicing.
Your star selling team is currently considering leaving
AIESEC after their position is over.
You have recruited 10 new sales members but after two
months working, they are feeling demotivated and half
of them leave the organization.
Your current team has two people who are
underperforming and they don’t have team spirit. This is
affecting your top sellers and new members.
Your team is demotivated because they feel that they
are not going t be able to achieve the portfolio goals
since they are so few.
4. The Wrench
create a proper pipeline for future TLP
Ensure the sustainability of your LC and Sales by
developing and retaining your Sales Talent
Backwards Planning
Understand the necessary capacity to deliver your
goals
5. Creating A Pipeline
It is all about the mind set!
GCP – Yes
Understanding own Reality – even better!
7. Link sales goal with HR plan:
-- If we plan to raise 20 TN takers in 6 weeks, if the level of
intensity you want is 1 member 10 calls a week.
--1 member in 6 weeks=60 sales calls.
--1785 sales calls=30 sales members
Backwards Planning
8. Backwards Planning
Goal
• How many TNs do you want to raise?
# of
Meeting
• How many meetings do you usually have to schedule to raise one TN
# of calls
• How many calls do you usually have to make in order to schedule on
meeting
• How many other activities can lead to meetings?
# of
Members
• How many members do you need to achieve your overall goal?
10. The Screwdriver
Specialized pocket recruitment to fill special gaps
iGIP members have specific skills that can help to boost Sales in iGIP
e.g. IT and Engineering
Recruitment of members with specific soft skills and competencies
Interview and Group Discussion can filter out talents during the
recruitment process
13. Recruitment
What are we looking for?
GIP ICX Member’s Profile:
Resilient
Modest and Humble
Goal – Oriented
Reliable and responsible
Curious
Risk – Taker
14. Specific Recruitment
Target students with specific skills that
can enhance Sales in GIP Sub
Products
For Example: Engineering and IT
More confidence in Selling
Better Understanding of JDs
Higher efficiency in Matching
15. Glue
Organisational Culture
Members join an atmosphere that promotes activities and
performance
Ensure Sales Members will stay in the organisation due to it
unique culture
19. Training
Focus on experiential learning
Sales simulation/
Best learning is to observe sales call/meetings
Focus on feedback practice
Only train most needed and relevant topic that
they can practice after
22. Reward & Recognition
Really spend resources on this
Make the incentives super COOL
Free international XP
Paid international sales CEED experience
Conference subsidization
Public Recognistion
Individual Awards
23. National recognition and exposure
(Sales summit attendance, Newsletter, Social media recognition…)
Simple and Daily recognition
(I raise a TN badge, Free Beer, Food first…)
Simple but can really bring benefits
(Free national conference attendance…)
Your innovation!
Reward & Recognition
24. Come up with a Reward and
Recognition cycle for half a year,
considering the development of new
members
Reward & Recognition
