Assessment Result: SALES LEADER
Summary:
Sales Leaders are highly driven individuals and will always strive to be the best. Commission-based pay plans work best and they enjoy being rewarded for their efforts. They can be inspiring and motivating to others. By adding this person to an existing sales team they will likely emerge as a leader. Their coaching, communication skills, optimism, and independent nature will set them apart. Their ability to change tactics quickly will also be good when prospecting.
Do not put a Sales Leader in a position that requires a lot of routine tasks. They will quickly become bored. The combination of too many processes while sticking to a schedule will be viewed as “micromanagement,” which will result in you looking for a new hire. Allow them to excel in building relationships and prospecting for new business. However, they will require strong leadership to keep them in check. They may come across as arrogant, impatient, and inattentive at times.
Sales Leaders are assertive and lively. More lively than a Closer and Persistent; more assertive than a Sales Person.
Strengths:
Highly Driven
Wants rewards/recognition
Inspiring
Ability to train, coach, mentor
Independent
Good communicator
Optimistic
Adaptable to change
Areas That Need Support:
Sales Leaders may come across as arrogant.
They want prestige and recognition.
They bore easily with routine or mundane tasks.
If there are too many processes to follow they feel “micromanaged.”
They struggle with keeping to a strict schedule.
They need reminding to use active listening.
They can be impatient.
Strong leadership is needed. They may push the limits so you will need to provide expectations and goals.
Role in Office:
Would a Sales Leader be good at cold calling?
Sales Leaders have the confidence and "gift of gab" needed to cold call. They may become frustrated if results are not produced. Advise them on how to stay motivated and bounce back easily.
Would a Sales Leader make a good customer service representative?
Sales Leaders are capable of building rapport with clients. Yet, they can easily be impatient and bored if their responsibilities include routine tasks and organization.
What role is best for a Sales Leader?
Potential roles for a Sales Leader include Sales Representative, Account Executive, Sales Development Representative, Business Development Representative, Recruiter / Talent Acquisition, Sales Manager, and Telemarketer. Telemarketing should be a stepping stone into a sales position.
Tell me about a time you lost a deal due to talking too much. What happened? What did you learn?
What steps do you take to ensure you are success at achieving your goals each month?
Tell me about a time you had a miscommunication with a customer over price. How did you resolve it?
Tell me about a time when you saw an issue and decided to handle it instead of waiting for someone else to fix it.
Tell me about a time you disagreed with your manager. How did you handle it? Do you wish you had done anything differently?
Describe a time when you bounced back after a failure.
Tell me about a time you missed your goals. What happened? What did that experience teach you?
Example Interview Questions:
Click here to find additional Sample Interview Questions based on personality type.
Managing a Sales Leader:
Sales Leaders require strong leadership from the very beginning to set expectations, goals, and rules.
Keep them motivated and engaged by training and encouraging a competitive environment, including a competitive compensation plan.
Provide resources to assist in time management and administrative tasks.
Remind them to use patience with others.
Benefits to the Team:
Motivates and inspires others.
Competitive.
Has long-term vision.
Takes charge and has many leadership qualities.
Fears:
Being viewed by others as weak.
Losing control of the conversation.
Being used, rejected, or forgotten by others.
Not being heard by others.
Suggestions on how to Communicate:
Be direct and to the point.
Focus on the key facts; do not get too detailed.
Impromptu meetings are preferred.
Do not extend meetings w/o reason
**Disclaimer** - Candidates should not be hired or rejected for a position based on their Personality Assessment Results alone. Make sure you are using the assessments as a piece of your process, giving equal consideration to the assessment, resume/experience, and interview.
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