One of the most interesting challenges I face when training and coaching people is when I encounter two kinds of people. The first kind I refer to as a “Yeah But”. Yeah But’s are people who when learning something new are stubborn and resistant and default to a fixed mindset. The Yeah But’s proudly exclaim why these new techniques and methods wouldn’t work as opposed to why they would. You know the glass-half-empty type. The second kind of person is the one who when learning instinctively responds or thie body language indicates “I already knew that”. The interesting question I propose back is, if you already knew it, how come you aren’t doing it, or how come you haven’t developed the habit to execute this strategy consistently?
This brings me to the importance of sales assessments and the critical importance of knowing how to gauge and properly self-assess where you need help and are falling short. The ability to be self-aware is something very few people know how to do, are inclined to do, or fear that they will be exposed. Sales assessments should be used in three ways. First, for hiring purposes. Second, to ascertain where people’s skills or competencies fall short. Third, to understand where salespeople have become complacent or need a refresher to remind them of what made them successful in the first place.
One thing that has always baffled me when assessments are used for hiring purposes, is when you identify the shortcomings of a potential candidate, yet still hire them, why a coaching plan isn’t developed and implemented as early as the onboarding process to address those development areas. If a candidate is worth the hire and has flaws, which they all do, why not capitalize on what you’ve identified and act on it.
When it comes to gauging skill or competency gaps, MindsetGo has developed custom assessments to gauge a salesperson’s verbal and written communication abilities, presentation skills, habit and goal development, and sales emotional intelligence skills related to assertiveness and dealing with rejection.
Have your sales leadership and members of your sales team take the respective assessments below and receive a feedback session and a suggested plan on how to maximize the potential of your team and your investment in them.