In recent blogs I wrote about how sales people react to conflict, difficulty and not getting what they want, and divided the groups into three triads,
http://trinityperformancegroup.blogspot.com/2011/04/blog-post.html. We also reviewed how sales people meet their social and primary needs and again separated the groups into three triads, http://trinityperformancegroup.blogspot.com/2011/06/sales-leadership-how-we-approach-others.html.
http://trinityperformancegroup.blogspot.com/2011/04/blog-post.html. We also reviewed how sales people meet their social and primary needs and again separated the groups into three triads, http://trinityperformancegroup.blogspot.com/2011/06/sales-leadership-how-we-approach-others.html.
Today I would like you to examine how these tendencies aid and potentially create blind spots in the sales process. Take a moment and review the two links above. Which one of the triads describes best how you meet your social and primary needs? Which one describes best how you react under conflict or difficulty? After you determine your choices, review the chart below and see how your strengths are aligned to the sales process. Is it easy to see where your strengths fall? How about your potential areas of improvement (blind spots or areas to work on)?
A / ER | A / PO | A / C | EYW / C | EYW / PO | EYW / ER | W / PO | W / ER | W / C | |
Sales Process | |||||||||
Prospect | S | S | S | B | S | S | B | B | B |
Qualify | B | B | B | S | B | S | S | S | S |
Needs Analysis | B | B | B | S | B | S | S | S | S |
Propose | S | S | S | B | B | S | B | S | B |
Negotiate | S | S | S | S | B | B | S | B | S |
Close | S | S | S | B | B | B | B | B | B |
Service | B | B | B | S | S | S | B | B | B |
Social & Primary Needs: A = Assertive, EYW = Earn Your Way, W= Withdrawn
Conflict, Difficulty: ER = Emotional Reaction, C = Competent, PO = Positive Outlook
S = Strength, B = Blind Spot or Area to Work On
Notice the common areas between triads? Today let’s examine just the Assertive Triad and see where they share strengths in our sales model: Prospect, Propose, Negotiate, and Close. Ironically, they also share the same three areas in our sales model for development: Qualify, Needs Analysis and Service.
If we use the SHL OPQ 32 (http://www.previsor.com/) we see the assertive triad share common talents (or competencies) highlighted in green.
SHL OPQ 32 (Assess Critical Work Behaviors)
Relationships with People | Thinking Style | Feelings and Emotions |
Persuasive | Data Rational | Relaxed |
Controlling | Evaluative | Worrying |
Outspoken | Behavioral | Tough Minded |
Independent Minded | Conventional | Optimistic |
Outgoing | Conceptual | Trusting |
Affiliative | Innovative | Emotionally Controlled |
Socially Confident | Variety Seeking | Vigorous |
Modest | Adaptable | Competitive |
Democratic | Forward Thinking | Achieving |
Caring | Detail Conscious | Decisive |
Conscientious | ||
Rule Following |
We know that the three types of sales people in our Assertive Triad also share the following traits based on their Enneagram type.
- Push Forward, demand or insist that they get what they want
- Strive to make things happen
- Task Oriented: Think and Do “energy”
- Feel everything important is in relationship to them
- High Energy
So what company would not want a persuasive, outgoing, socially confident, innovative, tough minded, optimistic, competitive, achieving, decisive, energetic, strive to make things happen and willing to push forward sales person? Not too many, in my experience. The trick is to not only identify what talents and strengths you’re looking for, but also how well the sales person manages these along with the potential shadow side or blind spots in the sales process.
I often see the following development plans associated with sales people / sales manager in the Assertive Triad when I provide executive coaching.
· Moves too quickly | · Does not listen well | · Pushes too hard |
· Attention to detail needs to improve | · Trouble connecting with others (multi-tasking) | · Does not follow the rules |
· Does not consult others prior to decisions | · Moves too quickly to the next “deal” vs. following up on commitments | · Advocates own agenda vs. asking and listening |
While I believe it’s important for any sales person to play to their “strengths” I believe it’s just as important to identify with the shadow side of your strength and how this shows up in the sales process. For the Assertive Triad, it’s about slowing down (when needed), pausing, listening and probing, prior to moving into action. It’s identifying when they feel themselves “pushing” to make the sale versus inviting someone to purchase their products and services or letting the process unfold naturally. It’s about staying focused and “present” with their client, creating a deeper connection and managing their tendency to “Think and Do.” These are just a few areas we end up working on in the executive coaching process. The results foster a sales representative or leader who has a deeper level of awareness, a broader perspective that calls upon what is most appropriate in the moment, and the ability to manage themselves through the ENTIRE sales process.
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| John Brambert is the President of Trinity Performance Group, a team of seasoned Executive Coaches trained in the leading worldwide coaching programs. Trinity Performance Group’s goal is to provide a wide range of executive coaching, leadership and team development, and related services to our clients. See More in John> |
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