Improving Sales Strategies and Providing Sales Performance Evaluation Tools

We use the Total Company Impact model as an effective guideline for designing and implementing strategies to affect real organizational change resulting in year-to-year revenue gains. The Total Company Impact model is a performance improvement matrix that we use as the starting point to assess the capability of sales teams and personnel, and to design a new standard sale process for migrating traditional sales organizations into world-class performers.

Sales Performance Evaluation is the Starting Point to Unlocking Your Full Sales Potential

The first area in the performance improvement matrix addresses the organization its processes:

1. Infrastructure (Alignment of Processes) refers to the alignment of cross-functional processes, such as those in Sale Process, Product Development, Finance, and Operations, with the overlying business strategy. At a micro-level, Infrastructure addresses professionals that are externally motivated and require a supporting environment in order to fully embrace change.
2. Education refers to context, general information, and skill development regarding change and the new way things will be done. It involves setting expectations and providing the tools needed to meet those requirements. At the individual level, “Education” particularly addresses professionals who are internally motivated and exhibit low resistance to change, generally requiring only context and tools to be successful in their roles. Most other professionals benefit from “Education” as well.
3. Coaching refers to the fact that executive and line managers set the tone and direction for the organization moving forward. Effective “Coaching” requires a concentrated effort by management to re-enforce processes and behaviors required by the new environment. At a micro-level, “Coaching” especially aids those professionals who are internally motivated, and exhibit difficulty in dealing with change.
4. Executive Decisions refers to the need for senior management to provide a performance evaluation of the organization’s overall investment scenario, including the allocation of time, money, personnel and other resources. At an individual level, “Executive Decisions” addresses those professionals who are externally motivated and exhibit resistance to change. Executives must determine whether to invest in, re-deploy, or divest of these resources.

Too often though, successful companies create their own impediments to quicker revenue growth and successful organizational change. They fail to ensure that their corporate and business processes, organizational culture, and talent management systems fully support the corporate strategy and direction. Our approach helps identify issues in the three areas for resolving people challenges: Selection (prevention), Education (enhancing skills), and Coaching (changing behavior).