while nothing trumps a job assessment, or setting a job target, to determine the perfect fit for your sales organization, i am often asked by prospective and current clients which patterns we typically see in different sales positions. one of the greatest differentiators of the predictive index (pi), and perhaps my favorite attribute of our assessments, is the fact that we do not subscribe to “buckets,” or a finite number of different behavioral types. persuaders are confident, competitive, proactive, and work well under pressure. these types connect to others quickly and communicate enthusiastically, so they tend to work best in highly consultative roles. these types work quickly, independently, and are very goal-oriented. being big-picture focused, these types are motivated by opportunities for vertical growth and closing for a commission.
they are very people-focused, connect easily to others, and are flexible to client needs. promoters look to close quickly, and often find ways to do so creatively; they are particularly adept at selling intangibles. they are laser-focused on their quotas, individualistic in style, and work best in fast-paced, inside sales environments. these types are thoughtful in approach, often painstakingly so, and take time to overcome objections. they are friendly, laid-back, and comfortable with repetition. collaborators are relationship-focused, enjoy speaking to an array of people, and are stimulated by connecting to others.
sales is the beating heart of your business, and sales managers play a critical role on the team. sales managers are usually responsible for designing and implementing a sales strategy. look for candidates who can prove they have the skills and understanding to do that. you can ask candidates to take behavioral and cognitive assessments as part of the initial application process. when interviewing a potential sales manager, you’ll want to ask questions that probe for the traits and behaviors most critical to on-the-job success.
success is a huge motivator for them and they have reserves of energy that push them to excel. mavericks understand that failure is part of the job and are highly resilient to day-to-day rejection. persuaders will teach reps how to take the disappointments that come with sales and always come up swinging and ready to take new risks. they move fast and make a quick judgment and they don’t want to read a long novel of a job description. be prepared to sell them on the role and your company. they love risks and the opportunity to make their mark, so tell them the revenue goals you have set for the upcoming quarter or year.
before building an all-star sales team, these pi behavioral patterns will identify who your top-performing salespeople are. while nothing trumps a job. a job target is a profile you build through a quick assessment survey. it isolates the precise after a candidate takes the assessment, we assign them a reference profile. there are 17 major reference profiles., predictive index cheat sheet, predictive index cheat sheet, sales manager predictive index, predictive index leader profile, predictive index best managers.
the best onboarding strategies for the six social profilesbuild the perfect onboarding program building a successful sales team is no easy task. fortunately, talent optimization helps you design, hire, and inspire winning teams. a social reference profile, persuaders are confident and extraverted by nature. persuasive and, predictive index ceo profile, most common predictive index profiles, predictive index captain vs maverick, predictive index for executives, predictive index captain best jobs, best predictive index for leader, predictive index personality types, predictive index chart, predictive index individualist jobs, what is a captain in the predictive index. how do you answer sales predictive index? what is a good predictive index score? what is the most common pi profile? what is the predictive index looking for?
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