Evaluating Your Current Sales Force Z/Three can help you evaluate your current salespeople. The assessment results are designed to be read by your employees. The evaluation reveals a detailed analysis of strengths and weaknesses, examples of how they may affect the salesperson's behavior, and specific directions regarding how to overcome weaknesses and erase blind-spots. In order for training to be effective you must provide the right training to the right people. Z/Three evaluations suggest who to train, how much training to provide, the Return on Investment to expect. They will also serve as a guide for selecting the required content and the appropriate expectations for growth.

1. Where are all the
Sales Hunters?
Joe Zente
Z3 Performance Development, Inc

3. Recent Questions from
Successful Business Leaders
If my Salespeople performed well last year,
why aren’t my forecasts looking better today?
Is my Sales Team composed of the Right
People for this Slowing Economy?
How can I create profitable growth and
consistency while protecting my company
from risk?

4. More Common Questions
How do we Identify, Locate and Recruit
Winners? Where are all the HUNTERS?
If I have Good Salespeople, is Sales
Management Really That Important?
Assuming we have some of the right people,
WHAT CAN I DO TO FIX THINGS NOW?

6. The enemy of GREAT is
Good
- Jim Collins

7. The UnCommon Sense ©
Formula for Success
Step One: Diagnostics
Step Two: Processes
• Sales
• Sales Management
• Sales Recruiting

8. Process (pro’ ses) n
A series of actions that bring about
a particular result.

9. Are YOUR Salespeople…
• Consistently Exceeding Revenue Goals?
• Upholding Margins?
• Forecasting Accurately?
• Reporting Effectively and Timely?
• Contributing to the overall TEAM effort?
• Generating enough NEW business?
• Providing you with an excellent ROI?

11. The Statistics Aren’t Pretty
Less than 10% of people seeking jobs as
Salespeople today will be able to provide your
company with an acceptable ROI.
“Sales force turnover rates vary from industry to
industry and firm to firm, but research finds average
industry sales force turnover rates as high as 53%.”
www.bnet.com

12. Are you seeking Order Takers or people
who hunger to Hunt for NEW Business?
24% of candidates will not prospect—AT ALL
8% of candidates score well enough to be
considered Hunters
1% have the complete Hunter Skill Set
data based upon evaluations of 350,000 candidates

13. The Bare (Hunter) Necessities
Hunter Attributes Present
Prospects Consistently
Gets Past Gatekeepers
Gets To Decision Makers
Gets Appointments When Prospecting
Receives Plenty of Introductions
Will Prospect
Has No Need For Approval
Recovers From Rejection
% of Traits 37%

14. Typical Sales
Candidate
possesses only
27-52%
of Hunter Attributes

15. And what about CLOSING?
45% will not close
Less than 1% have the complete set
closing attributes
The typical candidate will possess less
than 23% of closing attributes

16. The GREAT News for You!
Over 80% of private companies rate
their ability to hire and retain effective
salespeople as “poor”

18. Recruiting and Hiring Sales Superstars
TRADITIONAL EFFECTIVE
(Subjective) (Objective-Behavioral)
♦ Resume ♦ Identify
♦ Interview ♦ Search w/PreScreen
♦ “Record of ♦ TEST (Custom)
Accomplishments” ♦ Qualify (dual phone)
♦ Industry Experience ♦ Panel Interview
♦ Past Earnings ♦ Hiring Interview

19. Identify
What is it about your
business that makes
it difficult for a
salesperson to
succeed?

20. Search
Start with a HUGE candidate pool
Be patient (Over-Achievers ONLY)
Killer AD
– Must Have…
– Should Have…
– What is DIFFERENT about it?
– Hunters love a Challenge

21. Search
Postings
- Frequency
- Variety
- Jobsites
- Geographies
- Industry/Classification
- Remove the Fluff
- Don’t make it so easy

22. Qualify
Use Criteria from Identification Step
– Hunter? Farmer? Closer?
– Channel Manager or Direct Sales?
– Phone Sales or Face to Face?
– Sales Cycle

23. Qualify
Keep it BEHAVIORAL
Use a Score Sheet
– Selling Skills
• Experience Meets Criteria
• Technical Background
• Closer
• Handles Putoffs?
– Phone Skills
• Articulate, Warmth, Presence, Rapport

24. Different Ways to Evaluate Salespeople
• Psychological Tests
• Personality Tests
• Behavioral Tests
• Aptitude Tests
• “Will Sell” Test

25. Test
An OBJECTIVE View
of a Salesperson’s:
– Competencies
– Conditions
– Hidden Weaknesses
– Priorities

26. Interviewing

27. The Voices in Your Head…
Need For Approval
Fear of Rejection
Call Anxiety
Perfectionism
Performance Anxiety

28. More Limiting Self-Talk
The Money Weakness
Emotional Involvement
Buy Cycle
Overbearing Ego
Head Trash

29. Who am I REALLY about to hire???

30. Voices Can Cost a Fortune!
Hidden Improvement if
Weakness Overcome
Buy Cycle 50%
Need For Approval 35%
The Money Weakness 40%
Emotional Involvement 40%

31. Benefits of Using a
Sales Recruiting Process
Repeatable Proactive, Not
Measurable Reactive
Scalable Trainable
Manageable Predictive
Improvable Efficient
Effective

32. More About Assessments…
Sales and Sales Manager Diagnostics
Existing Employees or Candidates
The Executive Summary and The
Management Overview---The ROADMAP to
Upgrade Your Sales Team
A HUGE opportunity for you to generate
more profitable revenue

33. On Boarding
• Create a 90 Day Plan
• Demonstrate a Clear Path to Success
• Demand Execution of the Basics
• Communicate CLEARLY
• The Revenue Goal
• Specific Activities
• Reports
• Meetings & Schedules
• Preparations
• Communications

34. Keys to Effective Recruiting
Recruit Regularly
Recruit Often
Recruit Effectively
– Develop a Gigantic Candidate Pool
– Question First, Educate Later
– Use an Objective, EEOC Process
– Make the Process BEHAVIORAL
– Remove Bias--Use an Effective Test
– Use a Proven On-Boarding Process

35. How do I Begin?
Raise Your Expectations and COMMIT to having
the Best Sales Force in Your Industry
Adopt an Effective, Objective Sales Recruiting
Process
Use the UnCommon Sense Formula For
Success to Upgrade Your Sales
No need to re-invent the Wheel, so CHOOSE
TO BE GREAT and START TODAY!!!

36. Lost opportunities cost big money-
GET STARTED TODAY!
“I don’t know anything about music, but in my line you
don’t have to.” Elvis Presley
“Great Organizations demand a high level of
COMMITMENT by the people involved” Bill Gates

37. Continued Success!!!
Z3 Performance Development, Inc.
Austin, Texas
www.zthree.com