subject: The Sales Management Leadership Quiz [print this page] The Sales Management Leadership Quiz The Sales Management Leadership Quiz
Finding the proper person to fill the sales management role is a common quandary in most businesses. It will be particularly difficult when a decision relies strictly on sales territory performance without regard for the particular skill sets needed to guide a sales force. Choosing the proper sales person to push to sales manager can become a troublesome and risky decision..
It is an proven fact that completely different skill sets are required to become a successful sales manager as compared to being a successful sales person. Selling is a profession that requires professionals. Managing a group of pros with the type of personalities required to achieve sales isn't any simple task. Nonetheless, in my humble opinion, it is in all probability the most necessary management position you can hold during a company. Sales management holds the key to meeting company objectives. Effective sales management builds the platform for success. Sales folks don't seem to be the easiest cluster in the company to manage. If they were they wouldn't be sales people. Selling is not easy. It takes a special talent, self motivation, self discipline, a passion to succeed and the flexibility to accept rejection. The reality of the situation is simple. The bulk of sales folks are not managed well.
Have your internal sales manager candidates take the "Sales Manager Quiz" to help you in the choice creating process
Sales Management Leadership Quiz
The candidate ought to answer yes, no or generally to the following questions. Calculate the score and then share the results for discussion with your interview team.
Yes Perpetually = a pair of points No = zero points Generally = 1 purpose
Yes No S/T
__ __ __ I continually communicate with clarity and folks understand me.
__ __ __ I continuously get things done on time and live up to commitments.
__ __ __ Understand how my responsibilities relate to the large picture.
__ __ __ Listen expertly to others, each subordinates and management.
__ __ __ Connect developments and spot patterns in floor and phone traffic.
__ __ __ Settle for risk and tackle difficult assignments.
__ __ __ Inspire excellence and commitment in the Designers.
__ __ __ Deep interest in individuals and exhibit sturdy social and interpersonal skills
__ __ __ I look for out coaching and mentoring opportunities with all my subordinates.
__ __ __ Specialise in results, growth & profitability.
__ __ __ Hold myself and alternative people accountable.
If the candidate scored 20 or higher ---- sales management potential is high.
If the candidate scored 15 - nineteen ----- sales management potential is medium to high however can use some development.
If the candidate scored twelve - 14 ---- the candidate wants personalized coaching, coaching and mentoring.
If the candidate scored but twelve ----- keep them focused on selling success and not on management.
If you don't have an internal candidate that scores at least 15 or higher you would like to recruit from outside the comapny.
Consider the subsequent common mistakes and professional sales manager characteristics when interviewing your candidates.
5 Common Mistakes of Sales Management
1. Lack of Structure ---- Policies, procedures and also the culture that determines the behavior and success of the sales force. As well as:
o How accounts and territories are assigned
o Systems and procedure on walk in traffic
o Compensation & SPIFF design
o Confusing communication channel
2. Lack of Strategy ---- Effective documented sales growth strategy aligned with corporate initiatives.
o Lack of growth initiatives that include penetration, new account and new product development
o Acceptance of standing quo without accountability
o Excessive compassion and complacency
3. Lack of Sales Effectiveness Process ---- Process is the tendons and also the muscles that link structure and strategy together. Method includes:
o Targeting, goal setting and action coming up with
o Monthly territory performance discussions
o Sales scorecards
o Coaching & Mentoring
o Effective sales conferences
4. Lack of Formalized Coaching & Development System
o Standards and benchmarks for performance for each inside and outside sales
o Training Matrix with required support
5. Wrong Folks ---- In step with statistics but twenty five% of top performing sales personnel promoted to Sales Manager are successful. fifty five% of individuals earning a living in sales should be doing one thing else. 25% of people with the ability to sell are selling the incorrect things. (Herb Greenberg - How To Rent & Develop Top Performers)
