If You Have Effectively
Designed, Implemented & Supported 

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The Previous
10 Components Of Your
Outbound B2B Telephone Sales
& Customer Growth
Strategy

The Top 10%

You Now Have
Recruited, Hired And Trained
The Top 10%
Of The Qualified Sales Candidates
In Your Job Market

A Signed Contract
That Details The Specific
Performance Goals & Objectives
Each Sales Representative Has
“Agreed” To Achieve

Qualified Leads
Provided Each Sales Representative
With A Book Of Qualified Leads
Complete With:

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• Detailed Company Profiles
• Confirmed Contacts
• Valid Business Reasons To Call

High Performance Expectations
Reinforced The Expectation
Of Achieving & Maintaining
High Levels Of
Performance & Profitability

Provided Regular Call Coaching Sessions
Ensuring All Sales Representatives

• Improve Their Tactical Selling Skills
• Understand Strategic Selling Concepts

Developed & Implemented
Account Development Tools That …

1) Improved the Sales Organization's Ability
To Increase The Profitable Sales Growth
Of Their Active Buying Accounts

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2) Established Sales Development Initiatives
For Each Account Manager Based On Their Performance & Individual Development Needs

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3) Provided A Follow-Up System To Ensure That
Increasingly Higher Levels Of Account Management &
Account Development Skills Are Being Achieved and Maintained.

With Those Elements Now In Place
It Is Time To Design & Implement
Your Performance Development Strategy

There Are Two Components
To An Effective
Performance Development Strategy

1) Ongoing Development
Daily Guidance & Leadership
For Sales Representatives
Meeting Agreed Upon
Performance Commitments

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2) Situational Development
Performance Program Tailored
For Sales Representatives
Unwilling / Unable To Meet Agreed Upon Performance Standards

Keys To Developing Effective
Performance Development Strategies

Obtain Agreement On Goals

In The Interview Process
Productivity & Performance Goals
Are Reviewed With Each Outbound
Sales Representative

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In The Hiring Process
Each Sales Representative
Is Required To Sign An Agreement
To Achieve Specific Performance Goals

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So The Foundation Stone
For Each Performance Development Session
Should Be The Review Of The
Performance Agreement

Praise Over Performance

After Reviewing The
Performance Agreement

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Congratulate
Each Sales Representative

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For Areas In Which
Their Performance   

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Exceeds
Agreed Upon
Performance Goals

Discuss Underperformance

Review Performance Areas
In Which Results Are Not Meeting

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Agreed Upon Performance Goals

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And Discuss Ideas
for
Improving Performance
In These Underperforming Areas

Obtain Agreement
To Improve Performance

The Sales Representative Must See
A Clear Benefit In Attaining
Each Stated Goal

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So Obtain Agreement
That Each Goal Is Important
&
There Is Mutual Agreement
To Work Together
To Achieve Each Goal

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No Agreement = No Improvement

Develop An Effective
Action Plan

The Level Of Success
Of Any
Performance Development Plan

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Lies In The Effective
Development & Execution
Of The Action Plan

An Effective Action Plan Will Include

• Initial Agreed Upon Goals
• Actual Performance To Goals
• Giving & Receiving Feedback
• Action Steps For Achieving Goals
• Clear Expectations Of Expected Results
  To Be Achieved  
• How Success Will Be Measured
• Timelines & Resources Required
• Commitments Of Development Mgr.
• Commitments Of Sales Representative
• Scheduled Follow-Up Meeting

Keep The Focus
On
“The Future”

Discussions That Focus
On Past Problems & Behaviors

Result In The Person Being Coached
Becoming Tense And Defensive

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Leaving The Focus Of Their Feedback
On Justifying Their Behaviors And Actions

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Rather Than On Positive Ideas
They Have For Improving
Their Performance.

Developing Improved Performance
“Execution & Follow-Up”

Talking About Developing
Improved Performance Is Easy
Because Talking Requires

• No Commitment 
• No Discipline
• No Leadership Skills

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But Talking
About Improving Performance
Without An Effectively
Written Action Plan
&
An Effective
Follow-Up System

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Is The
Least Effective Method
For Achieving
Improved Performance.

It’s Also The Most Common

97% Of The Time
Sales Managers Work
On Developing Performance

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The Method They Use Is:

• Verbal 
• On The Spot
• No Written Action Plan
• No Formal Follow-Up

Benefits Of An Effective
Follow-Up System

1. Ensures Action Steps Are Understood
2. Ensures Actions Steps Are Executed
3. Ensures Desired Results Are Achieved
4. Allows For Modification Of Action Steps
5. Provides Opportunity For Recognition
6. Reinforces Commitment To Success

When Performance Coaching
No Longer Works

Sometimes
No Matter How Bad You Want
A Sales Representative
To Achieve Success

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Or How Hard
You Try In Working
With A Sales Representative
To Improve Their Performance

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You Are Left
With No Other Valid Option
Than To Terminate Their Employment

Why Salespeople Fail
Even When You Try Your Hardest
To Save Them

They Lack Personal Development
In One Or More
Of The Following Areas:

• Desire
• Courage
• Wisdom
• Focus
• Effort
• Discipline
• Skills
• Patience

Key Reasons Salespeople Fail

They Have No Written Goals
Or A Defined Plan
For Achieving Their Goals

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Their Ego Overrides Their Desire
To Listen And Learn From Others

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They Become Selfish And
Care Only About What’s In It For Them

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Fear / Uncertainty / Doubt – Leads Them
To Blame Others Or Simply Give Up

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They Refuse To Cope With Change
And Try New And Better Ways

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They Lack An Understanding Of The Value
Of A Proven Sales System

Protecting Your Investment
In Terminated
Sales Representatives

For Those Times
When You Are Forced To Terminate
A Sales Representative

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The 12th and Final Step
Of Our
Profitable Sales Growth Solution

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Account Transition Strategy

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Will Protect Your Investment
In The
Terminated Sales Representatives