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  • Types of Sales People

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    Lokesh Jain
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    This document discusses factors that influence sales performance and types of salespeople. Performance is determined by competence/skills and commitment/attitude. There are four types of salespeople: Stars (high quality, high effort), Strivers (high effort, low quality), Coasters (high quality, low effort), and Dead Beats (low quality, low effort). The document provides strategies for managing each type, such as grooming Strivers or delegating Coasters. A skill/will matrix further categorizes salespeople and recommends approaches like training or moving unwilling salespeople. The critical needs and influences on a person change throughout their career and life stages.

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    This document discusses factors that influence sales performance and types of salespeople. Performance is determined by competence/skills and commitment/attitude. There are four types of salespeople: Stars (high quality, high effort), Strivers (high effort, low quality), Coasters (high quality, low effort), and Dead Beats (low quality, low effort). The document provides strategies for managing each type, such as grooming Strivers or delegating Coasters. A skill/will matrix further categorizes salespeople and recommends approaches like training or moving unwilling salespeople. The critical needs and influences on a person change throughout their career and life stages.

    Copyright:

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    Download as PPT, PDF, TXT or read online from Scribd
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    Download as ppt, pdf, or txt
    91 views10 pages

    Types of Sales People

    Uploaded by

    Lokesh Jain
    This document discusses factors that influence sales performance and types of salespeople. Performance is determined by competence/skills and commitment/attitude. There are four types of salespeople: Stars (high quality, high effort), Strivers (high effort, low quality), Coasters (high quality, low effort), and Dead Beats (low quality, low effort). The document provides strategies for managing each type, such as grooming Strivers or delegating Coasters. A skill/will matrix further categorizes salespeople and recommends approaches like training or moving unwilling salespeople. The critical needs and influences on a person change throughout their career and life stages.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as ppt, pdf, or txt
    of 10

    2

    Performance = F ( C S + R A )
    Competence / Skill

    CS

    Commitment Commercial sense Corporate sense & Common sense

    RA

    Right Attitude Company Objectives Customers Seniors Peers & Juniors


    4

    Type of Sales People Effort


    Quality of Effort Quantity of Effort
    5

    TYPE OF SALES PEOPLE


    H

    Quality of Effort

    H Quality L Effort
    Coasters L Quality L Effort

    1 H Quality H Effort

    Star L Quality

    L L

    Dead Beats

    H Effort Strivers
    H
    6

    Strivers (High quantity / low quality)

    Fulfills norms Does not apply head Goes thru motions of life Demotivated People with potential but dont realize / exploit Problem children Negative Trap +ve people Non-performers 100% plus performers
    7

    Coasters (High quality / low quantity)

    Dead Beats (Low quantity / low quality)

    Stars (High quantity / high quality)

    Skill / Will Matrix

    High Will

    Guide Strivers Stars

    Delegate

    Low Will

    Dead Beats

    Coasters

    Direct

    Excite

    KPR

    Low Skill

    High Skill

    1
    Groom, Mature & Accelerate

    Able

    Explore Reasons,

    Change working environment, Provide attitudinal training. If respondent responds, he moves to quadrant 1 If not then to Quadrant 4

    Willing
    Train, invest and rotate And move them to Quadrant 1. If compassion and tolerance do not work then move to quadrant 4 2
    5/11/2012 KPR

    Unwilling

    Deadwood

    ?
    4
    9

    Not worth investing

    Unable

    Transition of Needs / Influences Age / Experience


    20 / NIL 30 /10 45 / 25 Critical Area Needs Finances Career Marriage Influence Friends Peers Relatives Seniors Charged Rep vs. Non performer Needs 60 / 40 Influence

    Children to settle Society

    Needs

    Influence

    Housing Social status

    Health Savings

    Job security Unions Kids Educ. Comrades Recognition Politics Finance Co. culture

    Retirement plans Nest egg

    Model v/s Deadwood


    10

    Ace Performer
    KPR vs. Militant leader

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