“When decisions are made based on instinct and what leaders think will happen, they aren’t based in fact” – we measure against 50 critical benchmarks in 6 proven dimensions of the Sales Performance System and display your firm’s current state against your competition using a Maturity Modeling process that is unique to Oak Island Associates. Our goal is to help you prioritize to identify what matters most, for quick wins and longer term ROI of your investment in the Sales Organization.
The partnership between Sales and Marketing in the context of Creating and Managing Opportunities, and the ongoing Management of Client Relationships, cannot be underestimated, especially now. From mapping of client buying processes to delivery of value messaging as part of a fully integrated selling process, the stakes have never been as high to “get it right” as now. And whether Channel or Direct, as we know almost 70% of revenue comes from existing accounts, nurturing Client Relationships is a critical element of the success of any company.
First line management of a sales force are any company’s true force multipliers. KPIs must become a key part of sales management’s daily language and can only be so if managers and reps see them as relevant to the strategic planning to close new business. Coaching is the number one function of these force multipliers and leads to sales force development, solid forecasting and longer term success.
More than ever before, the technology stack that enables good selling is more than a CRM system and may include performance support systems, Business Intelligence and first line management and coaching technologies. Many times the crush of adoption of all of these technologies leads to paralysis of the sales organization – the exact opposite of what they are designed to do. Nothing beats a well-integrated plan, designed with the end-user in mind – one that truly enables designed and desired outcomes.
The War for Talent continues, despite record unemployment across the globe. The fight for top talent remains competitive, at a time when the cost of a poor hire could exceed $1M when all costs are calculated properly. The need to create current and relevant success profiles is paramount as the profile of a successful top performer today may be different than as little as 6 months ago. Paired with the need to keep the entire talent lifecycle relevant to today’s demands, talent management continues to be top of mind for any CRO.