All posts in Productivity

What MBTI insights mean for sales management

What MBTI insights mean for sales management? Contemporary psychologists show little patience with the Myers-Briggs Type Indicator® (MBTI®). They continue to criticize its weaknesses. These include low “test-retest reliability” because there is a 50/50 chance that a retest will place you in a different personality category.

Another criticism finds the MBTI® scoring personalities into mutually exclusive categories when most people are a mix. And, perhaps because there is no positive correlation between personality types and success in any specific occupation, even The Myers-Briggs Foundation warns against using it to weed out candidates for a job. But, given the indicator’s heavy use, we want to consider just what MBTI insights mean for sales management.

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What Myers-Briggs insights mean to your sales success

It takes quite a leap to move from the Carl Jung legacy to contemporary sales management. Jung’s thinking wasn’t meant to analyze or predict sales success. Taking those early psychological theories literally and applying them to 21st-century business relationships is a stretch. However, Jung’s theories grew into outcomes that can be very useful.

So, would like to continue our examination of the heritage that has led to the correlation between psychology, technology, and sales management. For example, to understand what tools like Insights® Discovery, Benziger Brain Types, Marston’s DISC® Model, and other psychometrics might bring to your sales department, we have to consider what Myers-Briggs insights mean to your sales success.

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What early insights mean to your sales success

Current and future success in sales depends on a fuller understanding of the behavior of sales reps and customers. Much has been learned about the carrot and sticks that marketing can exploit to stir up interest in products and services. You might call these the macro strategies.

We have more to learn about human behavioral relationships at the micro level – between sales managers and sales reps and between sales rep and prospect. Before we can connect sales performance with the technology to enhance that performance, we must return to the origin of understanding motivation, to the appreciation of what early insights mean to your sales success.

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Sales Recruiting 101: effective use of game persona roles

When applying gamification and effective use of game persona roles to real world business situations, we have to avoid swallowing game theory lock, stock, and barrel.

When recruiting candidates for B2B sales, we have to be careful not to fall down the rabbit hole into the gamers’ middle-earth. In B2B sales, we are not playing in dungeons, and we do not build business on dragon relationships. To make effective use of game persona roles, we must remember we are dealing with metaphors. Still, lacking other strategies, game personas can provide helpful profiles for filling open sales positions.

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Individual vs team incentives: 12 pros and cons of rewarding the team win

When sports teams win, they exchange chest bumps, high-fives, and pats on the back. They strut before the crowds and pour the champagne. Wins are greeted with less fanfare in the sales office, but sales team members relish some of the same victory dance. Focusing your sales incentive plans on teamwork has advantages and disadvantages worth considering.

Read our analysis about individual vs team incentives, 12 pros and cons:

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5 Steps to increase sales with ideal customer profile

In the B2B world, an ideal customer profile is a description of the best sort of companies to which you sell.

Using the word “profiling” scares me. It always sounds so negative. I don’t know how to use it without suggesting the downside of stereotyping. And, stereotyping always suggests labeling a group based on one.

An ideal customer profile is the prospect description you would put in front of new hires. The profile represents the sort of company you want to list and mine as prospects.

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Sales compensation plans: sales contests are just one piece

A well-structured sales compensation plans forms one metric of your sales performance management ability. If a sales contest is part of that sales compensation plan, you must know how to do it right.

The promise of recognition for outstanding work will drive sales performance. It can be: a certificate or plaque acknowledging mastery of a task; some outstanding performance that sets performers apart; or awards that further the sales person’s individual purpose and plan. But, your sales performance management achievement lies in how you structure the sales compensation plan.

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Employee recognition: the ROI on employee engagement

True performance success comes from and through employee recognition. Visualize a management structure, and it will run vertically. Managers push people from the top down, and people push back. Gravity makes things happen when it presses against human inertia. If that’s the way you see things, you will see no motivation or likelihood of success.

In early management time studies, efficiency became the key performance indicator (KPI). It took almost 100 years to change that KPI to quality. Unfortunately, that shift from performance efficiency has made little difference in the motivation of sales reps. The need to reassess sales rep motivation is overdue, and the reassessment starts with understanding the nature and value of employee recognition.

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7 sales contests key performance indicators

Any effective sales contest requires strategic planning, real and perceived transparency, and clear metrics for the competing sales reps. Sales contest metrics must be achievable, tangible, and felt. Any performance management system, employee incentive program, or change management process requires a Key Performance Indicators (Sales KPI), such as those described in this article

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Employee engagement and motivation – which came first ?

Which came – first the chicken or the egg? Which came first – employee engagement or employee motivation ? Sales Leaders need to know the difference and the connection between employee engagement and motivation.

There is a whole industry out there preoccupied with defining the difference, but understanding the difference is not that hard.

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