New Data Reveals a Finding That Correlates to Sales Success

Posted by Dave Kurlan on Wed, Jan 29, 2020 @ 06:01 AM

sales-success

We had a request for some data from one of our longtime partners.  My knee-jerk reaction to her request was that it would be a big nothing burger.  She asked for data that would show the difference between salespeople who are goal oriented and those who are not.  I did not expect much of a difference except in the area of Motivation but I was wrong.  Very wrong!  Check out some of the profound differences this data mining uncovered!

Objective Management Group (OMG) measures 21 Sales-specific Core Competencies. You can see them all here.  We have data from our evaluations and assessments of 1,940,502 salespeople. Can you guess which of the 21 sales competencies shows the most profound difference between those who are goal-oriented and those who are not?

Hunting.  That's what you guessed, right?  The average score for the Hunting Competency for goal-oriented salespeople is 82% while those who are not goal oriented have an average score of only 68%.  Goal oriented salespeople are 21% stronger at Hunting!  If you think about it, this makes sense because without goals or a plan, the need to prospect for new business is not as obvious or urgent.  "Prospects consistently" and "Maintains full pipeline" are 2 of the10 attributes of the Hunter competency.  Are you looking to hire new salespeople that will grow your business?  Use an accurate and predictive sales candidate assessment to help select ideal salespeople for your selling role.

Motivation.  This one was a no brainer as "Has written personal goals" and "Has a plan to achieve goals" are 2 of the attributes of the Motivation competency.  Those who are goal oriented have an average score of 81 versus the average score of 61 for those who are not.

Revenue.  This isn't a competency but this finding was screaming for my attention.  Those who are goal oriented have average revenue of $3.8 million while those who are not saw averages of only $2.7 million.

Sales Percentile.  This score places salespeople in a range from 0-100.  A Sales Percentile score of 100 would mean that a salesperson is better than 100% of all salespeople while a Sales Percentile score of 0 would mean that 100% of all salespeople are better than this salesperson.  Goal oriented salespeople have an average Sales Percentile of 64 while those who are not goal oriented have an average Sales Percentile of only 45.  Goal oriented salespeople score 42% better!

Responsibility.  Interestingly, goal oriented salespeople are 21% stronger at taking responsibility and as a result, are far less likely to make excuses for their lack of performance.

Sales DNA is the combination of strengths that support the execution of sales process, sales methodology, sales strategy and sales tactics.  However, when Sales DNA is weak, it sabotages rather than supports.  Sales DNA isn't learned.  Sales DNA isn't skills.  So it blew my mind to see the correlation between goal oriented and stronger Sales DNA.  The difference is profound.  Generally speaking, as the difficulty of the selling role increases, the minimum Sales DNA score required for success increases with it.  For example, if you sell 7-figure capital equipment to the C-Suite of Enterprise sized companies against huge competitors where the incumbent is difficult to replace, that level of difficulty requires a minimum Sales DNA of 82.  If you're selling SaaS to small businesses, you can probably succeed with a Sales DNA of 72.  If you're selling commercial batteries to fleet parts managers you can probably succeed with a Sales DNA of 66.  Goal oriented salespeople have Sales DNA that is 6 points higher and when it comes to Sales DNA, that's a huge difference maker!

Selling Competencies.  10 of the 21 Sales Core Competencies that we measure are pure selling competencies, like:

  • Hunting
  • Relationship Building
  • Consultative Selling
  • Value Selling
  • Qualifying
  • Presentation Approach
  • Closing
  • Sales Process
  • CRM Savvy
  • Social Selling Mastery

When we combine the average scores of the 10 selling competencies above, goal oriented salespeople are 20% stronger with an average score of 60, compared to an average score of 50 for those who aren't goal oriented.

Goal oriented salespeople score higher in every single competency.

Here's the biggest takeaway.

83% of elite salespeople (the top 5%) have written personal goals while only 44% of weak salespeople (the bottom 50%) have written personal goals.  That's an 89% difference!

76% of elite salespeople have a plan for reaching their goals while only 25% of weak salespeople have a plan for reaching their personal goals.  That's a 304% difference!

Together those two findings make up the goal oriented finding and while it alone is not predictive of sales success. However, goal oriented is an attribute of the Motivation Competency and that does correlate perfectly with sales success as you can read in this article.

Those who have written personal goals and a plan are far more likely to be top performers than those who don't. Goal setting is low-hanging fruit so why aren't more companies providing their salespeople with professional goal setting programs?

Image copyright iStock Photos

Topics: sales assessment, Dave Kurlan, sales performance, top salespeople, goal setting

The Science Behind One Company's Top Sales Performers and Why They're So Much Better

Posted by Dave Kurlan on Thu, Jan 16, 2020 @ 08:01 AM

apples-to-oranges

There are comparisons of apples to oranges, red or green, black or white, stop and go, and the most relevant and current of all, liberals to conservatives.

In today's article, I'll share a hot/cold comparison of my own, but this one is about sales candidates.  Back on January 9, my article about why 3 good salespeople failed and 3 so-so candidates succeeded, used the results of a top/bottom analysis to identify the reasons why.  

Those results were unusual because many of  the differentiators came from outside the 21 Sales Core Competencies.  What does it look like when the differentiators come from within the 21 Sales Core Competencies?  Take a look at this top/bottom analysis and you'll quickly see the difference!

The screen shot below shows that we identified 21 major differentiators.

Jan14TailoredFit

Their three tops are far better and stronger salespeople than the tops in the previous analysis.  Even their bottoms are stronger than the tops and bottoms of the previous analysis.  But the differentiations are very clear.  Consider:

  • Desire for Success in Sales (one of the 21 Sales Core Competencies) >87.  The normal cutoff is 60 so even the three bottoms scored well in Desire but the tops had even more Desire.
  • Motivation for Success in Sales (one of the 21 Sales Core Competencies) >74.  The normal cutoff is 50 so as with Desire, even the bottoms had good scores.
  • Sales Percentile is the overall score.  Greater than 79 means that their tops are stronger than 79% of the sales population.  And if that's what it takes to succeed in this particular role at this particular company, then the sales candidates that OMG will recommend to them must be in the top 20%.
  • Figure-it-Out-Factor or FIOF is a roll-up of 10 findings that predict whether or not a salesperson will ramp-up more quickly than a typical candidate.  Those who are succeeding at this company have FIOF scores of greater than 66.
  • The Sales DNA Competencies are the overall score for 6 of the 21 Sales Core Competencies.  These are the combination of strengths that support the execution of sales process, sales strategy, sales tactics and sales methodology.  The tops have tremendous Sales DNA Scores of >81 while the bottoms have Sales DNA more consistent with weak salespeople.
  • Supportive Sales Beliefs (one of the 21 Sales Core Competencies and one of the six that make up Sales DNA) >86. You could say that everything begins with beliefs!  Their top salespeople have scores for beliefs that are only a few points better than their bottoms so a score of 86 or better is an important differentiator.
  • Supportive Buy Cycle (one of the 21 Sales Core Competencies and one of the six that make up Sales DNA) >70.   There is  a huge difference in how the tops score compared with the bottoms for this competency!
  • Comfortable Discussing Money (one of the 21 Sales Core Competencies and one of the six that make up Sales DNA) >82. 
  • Handles Rejection (one of the 21 Sales Core Competencies and one of the six that make up Sales DNA) >77. 
  • Hunting (one of the 21 Sales Core Competencies) >92.  These are really good  scores so it  should come as no surprise that their tops are filling the pipeline!
  • Consultative Seller (one of the 21 Sales Core Competencies) >49.  This is the second lowest cutoff score of all  the  differentiators we identified. The company overall is still selling transactionally and this is an area for improvement.
  • Qualifying (one of the 21 Sales Core Competencies) >59.  This is another significant differentiator between  their  tops and bottoms.
  • Presentation Approach (one of the 21 Sales Core Competencies) >81.
  • Closing (one of the 21 Sales Core Competencies) >33.  Did you see the scores for the bottoms?
  • Sales Process (one of the 21 Sales Core Competencies) >77. Another  huge differentiation.  It's included twice in this analysis to give it twice the weight because it's that important.
  • Compatibility with their Selling  Environment >71
  • Maintains Full Pipeline (part of the Hunter competency)
  • Self-Starter
  • Decision Maker (part of the Buy Cycle Competency)

Like I always say, these are different for every role at every company selling into every market.  No two analyses are the same and these analyses become the second layer of customization for our sales candidate assessments.  That's what makes them so accurate and predictive.

For brand new users, our top/bottom analyses also serve as proof of concept.  We're able to prove that we can clearly differentiate between their tops and bottoms to give them confidence that our award-winning sales candidate assessments will work for them.

Where can you get your hands on our sales candidate assessments?  Click here.

Image copyright iStock Photos

Topics: Dave Kurlan, sales, sales performance, assessment, omg

The Top 15 Sales and Sales Leadership Articles of 2019

Posted by Dave Kurlan on Wed, Dec 04, 2019 @ 13:12 PM

best-of-2019

Just when it seems that I don't have any more articles to write, another year has passed and I've now surpassed 1,800 articles on my Blog.  As with any other year, some are really good and some aren't as good but I try to inject my style of using analogies because everywhere I look I see a correlation to sales and sales leadership.

For example, as I look out the window, Dinger, our Golden Doodle, is trying to find a good place to do his business in the snow.  He picks a spot, rejects it, chooses another, rejects it, and circles around and gets distracted, and asks to come back inside without having done what he went out there to do.

To me, that sounds like a lot of salespeople!  They sit at their desk, open their list of prospects, come up with reasons not to call or follow up, finally choose a prospect they feel good about calling, get distracted by an incoming email, get a cup of coffee, go back to the computer, choose another contact, get distracted again, this time by social media, and leave for lunch without having done what they were supposed to do.

After reviewing the 50 or so 2019 articles, I have chosen the top 10 articles based on views, comments here and comments and likes on LinkedIn and Twitter..  Most of these articles rely on statistics from Objective Management Group and/or correlate to strong analogies.  Enjoy!

10 Most Popular Articles (Views, Comments and Likes)

1. The 14 Lies Preventing Salespeople from Getting Their Prospects into a Buying State of Mind

2. Change in Approach Leads to 304% Increase in Sales Effectiveness

3. The Top 8 Requirements for Becoming a Great Salesperson

4. How Big of a Role Does Age Play in Sales Effectiveness

5. The Best Salespeople are 2733% More Likely to Have This Than the Worst Salespeople

6. How All Those Trucks ion the Road Can Help You Stop Discounting

7. New Data Shows That Top Salespeople are 2800% Better at Disrupting the Flow

8. Sales Process and Why So Many Salespeople Lose Their Way

9. How to Transform Your Sales Pipeline Today

10. The Best Salespeople are 791% Better at This Than Weak Salespeople

The Red Sox are my favorite baseball team but they didn't make the playoffs this year.  It doesn't always work out that my favorite teams are champions!  Similarly, five of my favorite articles from 2019 failed to make it into this year's top 10.  

My Favorites from 2019

1. The New Salesenomics

2. Did You Know That the Beatles Taught us about Selling

3. Your Last Chance to Make a Good First Impression

4. A Tale of Three Squirrels and Their Human Counterparts in Sales

5. New Data Reveals a Powerful New Score for Sales Effectiveness 

Image copyright iStock Photos

Topics: Dave Kurlan, Consultative Selling, sales process, sales pipeline, sales performance, sales effectivnes

What Sales Organizations Must Learn from the Impeachment Hearings

Posted by Dave Kurlan on Fri, Nov 22, 2019 @ 11:11 AM

impeachment

This is not a political article but I will use the impeachment hearings as an example to set the stage for my insights.  Currently in the USA there are 3 major schools of thought relative to the impeachment hearings:

Most Democrats and Liberals: "We hate Trump and we want to see him impeached."

Most Republicans and Conservatives: "We love Trump and hate what they are trying to do to him."

Most  Independents: "They should follow the facts and make an informed decision."

Suppose that instead of the impeachment hearings we are analyzing a sales opportunity where we substitute "You" (Bob) and "Your Company" (ABC) for Trump, and substitute Your Customer or Prospect for "We".

You'll quickly see how one of the same three scenarios plays out for each  opportunity. 


The Love Scenario: If it's your customer, you had better hope they're saying. "We love Bob and ABC and we would never leave."  Perfect.  But it could just as easily be your competitor's (XYZ) existing customer and they love XYZ and would never leave.  As with the impeachment hearings, whether they love you or your competitor they will dig in their heels to defend their position.

The Hate Scenario: If it's your customer and they hate you and ABC they will be leaving you no matter what you do or say. While there may be nothing you can do to stop their departure, there is plenty you can do to prevent scenarios like that.  If they are XYZ's customer and they hate XYZ then they are leaving XYZ no matter what and this becomes your low hanging fruit.   You can leverage this growth opportunity when you stop talking about your company and products, and instead learn what your prospect doesn't like about XYZ and encourage them spell out all of it.  If you take this consultative approach, you will win this business! 

If they are truly independent then you're operating on a level playing field.  Your consultative approach will help you differentiate from your competition as long as you take your time, don't rush through it, and find their compelling reason to do business with you.

If you work as hard as you can to get your customers to love you and your company they'll dig in their heels to defend you and never leave.  Leverage the low hanging fruit to grow your business.

The other insight from the hearings has to do with the ambassadors and diplomats who disagree with Trump's foreign policy.  We learned that the career diplomats serve at the pleasure of the president and are to carry out the president's foreign policy regardless of whether they agree with it or it's the proper policy.  Agree or disagree as we might, that's how it's supposed to work.

We see the exact same thing in sales organizations where sales managers and salespeople are not executing the sales strategy, sales plan and sales process laid out by the executive team.  There are always goals, targets, metrics, expectations and timelines.  When these fail to be met, it's either because we've chosen the wrong people, haven't properly set expectations, haven't provided the proper coaching, or they don't agree with your "policy."  These can be fairly difficult to decipher, differentiate and fix so a little help from an OMG sales force evaluation can help.

evals

Leave your comments on the LinkedIn discussion for this article

Topics: Dave Kurlan, sales performance, Donald Trump, key to growing revenue, retention

The Top 10 Sales Articles of 2018

Posted by Dave Kurlan on Thu, Dec 13, 2018 @ 07:12 AM

top-10

Many of us love traditions, some of us have rituals or superstitions and most of us find comfort in a routine.  Routines are familiar, we don't have to think about it, and it's predictable.

In December I have two traditions with my Blog.  The first is to repost my Nutcracker article - one of my most popular articles and by far, the most read article each December.  I first wrote the Nutcracker article in 2010 and have reposted it for each of the past 8 years. This year I'm simply providing you with the link to the 2016 version, hoping you read one of my all-time favorites.

My other tradition is to list the top articles of 2018 by popularity (views), engagement (comments), and my personal favorites so here we go:

These were the top 5 articles of 2018 by popularity

Salespeople with this Weakness Score 47% Worse at Reaching Decision Makers

The Biggest Reason Salespeople Don't Close More Sales

Elite Salespeople are 200% Better at These Competencies

Elite Salespeople are 26 Times More Effective at This Competency Than Weak Salespeople

Latest Data Shows Most Salespeople Would be Fired or Arrested if They Worked in Accounting

 

These were the top 5 articles of 2018 by the number of comments about it on LinkedIn.  You'll notice some repeats...

Latest Data on Sales Coaching is Worse Than Pathetic

Salespeople with this Weakness Score 47% Worse at Reaching Decision Makers

New Data Shows Some Weaknesses Cause Powerful Chain Reactions in Salespeople

Elite Salespeople are 26 Times More Effective at This Competency Than Weak Salespeople

New Data Shows How Relationships and the Need to be Liked Impact Sales Performance

 

And finally, these are my 10 favorite articles from 2018.  Interestingly, only 2 of these 10 can be found on the popularity or engagement lists and the most popular and talked about articles weren't my favorites.  Go figure!

Would Henry Ford be Able to Sell Cars Today?

How I Realized That Selling is Just a Bunch of Crap

Examples of How Salespeople Lose Credibility with Their Prospects

How the Cheesecake Factory Menu Can Make You a Better Closer

Elite Salespeople are 26 Times More Effective at This Competency Than Weak Salespeople

Latest Data Shows Most Salespeople Would be Fired or Arrested if they Worked in Accounting

10 Reasons Why Parents of Toddlers Make Better Sales Coaches Than Sales Managers

Discovered - Data Reveals the Second Biggest Obstacle to Closing More Sales

Persistence Over Polish - What the Top 10% of All Salespeople Do Better

Would You Like to be Selling Guns Right Now?

Predictions for 2018 - The Sales Triad Will Provide Record Sales Growth

Happy Holidays!

Image Copyright iStock Photos

Topics: Dave Kurlan, sales performance, sales excellence, Nutcracker, sales science

Do the Best Sales Managers Have the Best Salespeople?

Posted by Dave Kurlan on Mon, Aug 27, 2018 @ 17:08 PM

sales-team

We all see the effects that strong leaders have when they surround themselves with either strong, mediocre or weak people.  What happens when strong leaders inherit a mixed team?  What happens when they hire a mixed team?  What happens when we ask the same questions about weak leaders?

I dug into a subset of data from Objective Management Group's (OMG) evaluations of the salespeople who report to more than 15,000 sales managers to determine whether the best sales managers actually have the best salespeople.  I was surprised and disappointed by what I found.  Check this out!

In the first table, you'll notice that salespeople reporting to elite sales managers are 14% stronger overall than those who report to weak sales managers.  That's good, but why isn't there a larger gap?  I'll answer that question shortly.

mgrs-to-sp-comparison

The second table clearly shows that strong sales managers have 25% more elite and strong salespeople reporting to them than elite sales managers. How can that be explained? And the relatively small gap from the first table?

mgrs-w-elite-spI have a simple explanation that you may or may not agree with.  Elite sales managers have so much confidence in their abilities, that they refuse to give up on mediocre salespeople.  They believe that given enough time they can coach everyone up.  Along the same line of thinking, elite sales managers also tend to believe that they don't have to hire A players because as long as the salespeople they select have a great personality and industry knowledge, they believe they can train and coach them to become strong performers. Because of that, elite sales managers tend to take shortcuts at hiring time as evidenced by their lower scores for recruiting.  Without a doubt, they should be using an accurate and predictive sales-specific candidate assessment like OMG's award-winning tool.

While the best sales managers do tend to have better salespeople, the contrast is not nearly as sharp as most of us would expect it to be, but explains why leaders don't understand when strong sales manager's teams are not significantly more effective than weak sales manager's teams.

Image Copyright iStock Photos

Topics: Dave Kurlan, Consultative Selling, Sales Coaching, sales performance, hunting, sales effectiveness, objective management group

Latest Data Shows Most Salespeople Would be Fired or Arrested if they Worked in Accounting

Posted by Dave Kurlan on Mon, Jul 02, 2018 @ 06:07 AM

jailed

It's summer so they're digging up streets, repaving roads, and repairing bridges.  That leads to epic traffic jams, long commutes and tremendous amounts of frustration.  And you're late!  I've been doing my best impression of the digging, without the paving and repairing.  Ten of my last fourteen articles have been based on Objective Management Group's (OMG) data from the evaluations of sales professionals and like the road work, we're gonna dig some more today!  

In this article, we will look to determine whether there is a correlation between sales percentile, sales pipeline and sales performance.  And as has been the case with the last ten articles like this, the data is sure to surprise.

OMG includes a pipeline analysis as part of every Sales Force evaluation it conducts. We ask each salesperson 19 questions about four late-stage, proposal-ready/closable opportunities currently in their pipeline.  In the table below, the percentage of salespeople who actually had 4 late-stage opportunities on which they could report are sorted by Sales Percentile.

Percentile-PipelineAlmost half of the elite and strong groups, representing the top 15% or so percent of all salespeople, had 4 late-stage opportunities while only a third or so of the serviceable salespeople and just 21% of the weak salespeople (half the population) had 4 late-stage opportunities in the pipeline.  It should come as no surprise at all that stronger salespeople have more quality opportunities in their pipelines.

The table below shows correlation between sales percentile, sales process and sales performance.  

Percentile-Process-PerformanceThere is a strong correlation between sales percentile and sales process. 86% of the elite salespeople (5% of the sales population) and 70% of strong salespeople (11% of the sales population) have the Sales Process Competency as a strength.  It drops off quickly and significantly for serviceable salespeople (34% of the sales population) and dramatically for weak (50% of the sales population) salespeople.  Is it any wonder that only 20% of weak salespeople have Sales Process as a strength?

The most interesting finding was in the area of performance.

While the percentages do correlate to Sales Percentile, the way companies report sales performance is insightful. In the table above, read the column on performance backwards. Companies report that 36% of elite salespeople aren't performing.  In other words, they believe that they "should do better!"  The finding is even worse for strong salespeople where companies say that 43% should do better.  Companies say that 53% of the serviceable salespeople are performing and 40% of the weak salespeople are performing.  This is crazy and it's all about expectations.  Expectations of the best salespeople are incredibly high, while expectations of the crappy salespeople are incredibly low.  For example, take a look at this screen shot of one small company's revenue by salesperson, and whether or not the company believes the salespeople are performing.

performance

As you can see, the company says that their top 2 salespeople, generating approximately $20 million between them, are not performing, while they say that their worst salespeople, generating a little more then $6 million combined from 3 of them, are performing.  Crazy, right?

Quotas continue to go up for the salespeople who perform until they can no longer hit the numbers. Meanwhile, in a race to the bottom, quotas are adjusted downward for crappy salespeople until they hit a mutual area of pathetic.  Some of us intuitively knew that this insanity was occurring, and now we can show proof of this with the data.

We can do so much better than this.  Why do so many executives protect their worst salespeople?  We hear things like, "Their customers love them."  "They serve a purpose."  "They have legacy knowledge."  "They're family."  "I recruited him here from another company we both worked for."  "They're not really costing us anything."

If these crappy salespeople and their protective bosses worked in accounting they would have been fired or jailed for this kind of performance!

What will it take for companies to demand the same performance from all salespeople that they get from their best salespeople?  Better recruiting and selection, better training, better coaching and better accountability.  And what will it take for those things to happen?  Don't hold your breath.

Image Copyright iStock Photos

Topics: Dave Kurlan, sales process, sales pipeline, sales performance, sales data

Persistence Over Polish - What the Top 10% of All Salespeople Do Better

Posted by Dave Kurlan on Mon, Mar 12, 2018 @ 06:03 AM

athlete.jpg

The best athletes in the world know exactly how they do the things they do that make them so great.  In addition to their God-given talent, they outworked everyone else to master the mechanics and nuances of their sport, the mindset required for greatness, and competed at a high level from a very young age.  When they falter they can easily make the adjustments necessary to get back on track.

Interestingly, most top salespeople don't know what it is that they do that makes them so successful! That's surprise #1.  If you look through the data on the 1,978,629 salespeople that Objective Management Group (OMG) has assessed, you will see that the top 10% of all salespeople have better average scores than their colleagues in each of the 21 Sales Core Competencies.  Their average scores are listed below for 5 Sales Core Competencies in which they have the best scores.  They are:

Rejection Proof with an average score of 92. Top salespeople continue asking questions long after other salespeople have given up, allowing them to close opportunities that others have walked away from.

Comfortable Talking About Money with an average score of 90. This strength allows top salespeople to have the conversation other salespeople don't have after a prospect says that they either don't have a budget or don't have enough money in the budget.  Top salespeople excel at helping their prospects find the money.

Great at Hunting with an average score of 89. Top salespeople have pipelines with opportunities that are both high in quantity and quality.  With so much being written about the relatively new BDR and SDR roles that allow good salespeople to focus on meetings while lower paid and lesser skilled reps make the first calls, this would suggest that the best salespeople do well because they are scheduling their own calls and meetings.

Thinking Positive Thoughts with an average score for Supportive Beliefs of 87. Their beliefs support ideal sales outcomes while other salespeople struggle with beliefs that sabotage their efforts.  Beliefs affect behavior and behavior drives results.

Doesn't Need to be Liked scoring an average of 86. This strength helps top salespeople listen and ask questions, challenge when appropriate and push back when necessary, all of the key components of an effective consultative seller.  This component of Sales DNA is also a requirement for selling value.

Surprise #2 is that 4 of the top 5 scores are elements of Sales DNA which represent 6 of the 21 Sales Core Competencies.  Will to Sell has 5, there are 7 Tactical Selling Competencies, including Hunting, above, and 3 Sales Core Competencies can be found in Systems and Processes.  So what does it mean when only 1 top score is a tactical competency and 4 are from Sales DNA?

Surprise #3 is that having strong Sales DNA trumps having strong selling skills.  After processing millions of sales evaluations and assessments, I've seen numerous salespeople who knew what to do, who to do it to, and when to do it; but they couldn't execute what they knew because of their weak Sales DNA.  And I've seen numerous salespeople who lacked a sales process and the tactical selling skills but found a way to get deals done because of their strong Sales DNA.  Sometimes, the top salespeople simply differentiate with persistence over polish.

25 years ago, we developed a product called SalesmindTM that used affirmations and self-hypnosis to help salespeople overcome their non supportive Sales DNA. Watch this 2-minute video on LinkedIn.  Today, SalesmindTM is part of an online, self-directed program called the Sales DNA Modifier and it's more powerful than ever before.  You can read more about that here and subscribe here

Image copyright iStock Photos

Topics: Dave Kurlan, sales performance, sales core competencies, sales excellence

What We Can Learn from the Latest Data on Sales Motivation

Posted by Dave Kurlan on Tue, Jul 25, 2017 @ 16:07 PM

motivated.jpg
Image Copyright iStock

We've been very busy implementing some new findings in our Sales Evaluations and Sales Candidate Assessments.  Sales Motivation is just one of the 21 Sales Core Competencies that we measure, but as with all of the competencies, we go very deep.

Back in the good old days, we measured Money Motivated because most of the salespeople employed back in the 90's were chasing commissions.  By 2011, we had decided to go wider and deeper and broke down Motivation based on whether a salesperson was extrinsically motivated or intrinsically motivated.  In 2014 we added 7 sales specific motivational styles to help sales leaders better understand the best ways to work with their salespeople.  And now, in 2017, we have deepened our measurement of Sales Motivation even further by adding a third possibility - Altruistic Motivation

I was anxious to see what the data would look like but had to wait a few days until we had around 1,000 new assessments to review.  Sales Motivation now breaks down in the following way:

  • 47% of salespeople are intrinsically motivated (satisfaction, love of what they do, mastery, being part of something bigger than themselves)
  • 25% are extrinsically motivated (commissions, money, rewards and materialistic things)
  • 13% are altruistic (being of service to others)
  • The remaining 15% are somewhat balanced between 2 or 3 of the styles.

I always believed that Motivation is Motivation.  In other words, as long as the motivation is strong, it doesn't matter whether salespeople are extrinsically or intrinsically motivated.  However, it is very important for sales managers to understand the difference between the two so that they can provide the proper type of external motivation.  And now, with the introduction of Altruistic Motivation we have thrown a monkey wrench into the mix.  Altruistically motivated people should not really be in sales.  Their most effective role would be in customer service where it would be important for them to not have their own agenda but instead, serve the customer without exception.  Think Hospital, Doctor's office, upscale Restaurant, Concierge, Front Desk at a high-end hotel, etc.

I don't have the data yet but I expect salespeople who are altruistically motivated to have low scores for Commitment to Sales Success and Desire for Sales Success.  I'll update you when the data is available.

Topics: Dave Kurlan, sales motivation, sales performance, sales excellence, altruistic motivation

How Your Salespeople Measure Up in the 21 Most Crucial Sales Competencies for Modern Selling

Posted by Dave Kurlan on Tue, Apr 04, 2017 @ 15:04 PM

measure-up.jpg
Image Copyright BrianAJackson

Over the years I've debunked a number of articles that cited nothing but junk science. The authors often relied on observation, anecdotal evidence and personal opinion while proclaiming traits, competencies, skills and differentiators between top salespeople and everyone else. Today those articles would qualify as fake news.  My rebuttals to those articles, many of which can be found here, are always based on science.

Speaking of the difference between fake news and real sales science, the next topic downright amazes me and should amaze you too. 

On April 4, 2017, Nearly 22,000 people had viewed the 5 traits of the best salespeople - traits that are purely anecdotal on the author's part - while only around 6,000 had viewed the scientific rebuttal. 25,000 people had viewed the 21 Sales Core Competencies that were updated in 2014, but only 10,000 had viewed the 2017 revision of the 21 Sales Core Competencies.  Just to be clear, I'm not whining about popularity, traffic or page views.  

This is really about sales professionals who place more faith in the traits that are consistent with their beliefs, fearing that their actual capabilities won't match up with the science.  People want to see themselves in the most popular, positive way.  They don't want to discover that they might be lacking in 10 of the 21 Sales Core Competencies or have gaps in all 21.

Speaking of the 21 Sales Core Competencies, OMG has a brand new tool that I promise you're gonna love.  

We built a very cool website that you can use to see the average scores for each of the 21 Sales Core Competencies, the average scores for your industry and even how your own company compares.  You must check it out - keep reading!

Here's how it works:  

  1. Go to the site and select your industry.  
  2. For each of the 21 Sales Core Competencies, average scores for all salespeople, plus the top 10%, the bottom 10% as well as salespeople from your industry, will be displayed in side-by-side comparisons. If you need further explanations there are videos that provide more detail on each competency.
  3. At any point, during your tour through the 21 Sales Core Competencies, you can request that your own company be included in the comparison - free of charge!  No catch. No conditions.  Simply click on the "learn how your salespeople are doing" button displayed beneath the competencies.  
  4. Fill in the very limited contact information (we don't sell it and we won't call you unless you ask us to) and we'll email a link for your salespeople to be assessed.  
  5. When your salespeople have completed the assessment process, the "Your Company" column in each graph will be populated with the data for your company.  Awesome and easy!  We'll keep you posted about their progress.
  6. Options to gain access to additional detailed data and information will be made available.

The early feedback on this site has been amazing - people love being able to access this data and compare it to their own and I'm sure you'll find it fascinating too!  Enjoy.

Topics: sales assessment, Dave Kurlan, sales performance, sales core competencies, difference between good and bad salespeople, OMG Assessment, how my salespeople compare, data on salespeople

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About Dave

Best-Selling Author, Keynote Speaker and Sales Thought Leader.  Dave Kurlan's Understanding the Sales Force Blog has earned medals for the Top Sales & Marketing Blog award for eight consecutive years. This article earned a Bronze Medal for Top Sales Blog post in 2016, this one earned a Silver medal for 2017, and this article earned Silver for 2018. Read more about Dave.

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