Businesses rely on sales teams to work at the ‘coalface of growth’. If they struggle, no amount of vision, innovative product development or strategy is going to get a business to where it wants to be. In order to survive, grow and generate profit, businesses need to:
- Understand the interplay between growth, profit, engagement, development, competency and business risk.
- Pinpoint where and how sales teams struggle and be able to observe, assess, act and remedy problems quickly.
- Benchmark organisational competency, development processes, risk of underperformance and take responsibility for remedying these things.
- Use competencies to flush out robust skills and attitudes in the recruitment process, in induction, training, coaching, appraisals, performance management and indicators of engagement.
- Develop leaders who excel in understanding, developing, training, coaching, motivating and managing performance and people.
To do these successfully requires businesses to take an ‘honest’ look at their goals, aspirations, organisational culture and development processes and to make sure they ‘marry up’.
Building Organisational Competency tackles engagement and the sales growth conundrum. It takes business profit and growth aspirations and compares these to current skill levels, competencies, recruitment systems, and, existing training and development programmes in order to identify gaps and where improvements need to be made.
Each piece of consultancy is custom-built to reflect the needs of the organisation and could include any, or all of the following:
- Learning why and how sales competencies drive business growth.
- How to design and build Sales Competency Frameworks that match the requirements of the business.
- Ways to utilise and apply competencies in the 7 core functions; 1) recruitment, 2) induction, 3) on-going training, 4) coaching, 5) appraisals, 6) on-going performance management and 7) engagement.
- Getting the right people on the bus by using Sales Competencies to run behaviour based interviews.
- Benchmarking both skill and attitude in new recruitments, along with a desire for continuous improvement and learning.
- Understanding training pedagogy and how to train and coach more effectively.
- Understanding differences in learning styles, motivation and personality and how we have to account for them all in training and development.
- How to incorporate a range of activities to make training more interesting and meaningful.
- Benchmarking the development of skills against growth and profit outcomes.
Keen for a coffee?
At Volitama, we like to start out with a complimentary assessment and identification of development needs.
Once we have done that with you, only then will we recommend a course of action or training programme.
We then follow up by supporting you through each step of rolling out training.
Let’s grab a coffee to see whether our development process could be a fit for you.