SAT is a functional tool that gives a measure of an individual’s selling competency and proficiency. What is ‘SAT’?

Building blocks of a sales team Experience Some skill sets Search / Hire Enablers : Product/Market specific skills Enhancers: Application skills or competencies Provide Performance

Values / Beliefs Exhibited behavior Competencies Cultural Positional Individual Appreciate Train Develop ……… ….. Enhancers : a perspective

Enhancers can be deployed in all the stages of the selling cycle Convert inclination to decision Identify prospect/ Focus Create inclination to buy Closing / Collection After sales Service

Why assess Sales personnel? Largest, critical and most integral part of the organization. Generic nature of the sales function & personnel. A highly performance- based function. Immediate deployment on field

Identifies exceptional / average / below average performers. Eliminates individual biases and opinions. Gives person-wise training needs. Creates benchmarks for hiring front-line sales personnel and leads to continuous upgradation of quality of new recruits. Why should you use SAT?

Evolution of ‘SAT’ THEORY CONCEPTUAL INPUTS PRACTICAL EMIRICAL INPUTS FRAMEWORKS OF SAI, PSS, SPIN, DARTNELL ETC ANAYSIS OF VIDEO RECORDINGS – OVER 1000 SALES PERSONNEL SALES APTITUDE TEST

What does it measure? Understanding of Role & Responsibilities Handling customers emotionally Identifying, analyzing and understanding Needs, Wants, Desires Presenting persuasively Handling queries, obstacles & objections Closing a call; moving forward Attitude & Pride

What do you get? Average salesperson’s profile High performer’s profile Validation of below average performers Training needs based on identified sales competencies Relationship of sales competencies with personality traits Recruitment guidelines for hiring sales personnel

What do we propose to do? Administer SAT tool-kit. Correlate results with achievement figures & ratings. Approval Report & Presentation

 Discriminating behaviors of high and low performers  Gaps in selling knowledge and skills  Personality trait clusters of high and low performers Why this methodology? A. TO IDENTIFY:

 High performance vis-à-vis high performance behaviors  High performance behaviors vis-à-vis sales competencies  High performance vis-à-vis sales competencies  High sales competencies vis-à-vis personality traits  High performance vis-à-vis personality traits  High performance behaviors vis-à-vis personality traits B. TO CLUSTER & CORRELATE:

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