Sales Questionnaire | Sales Management Questionnaire

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CEO Sales Management Assessment

Business Owners, Presidents and CEO's: To recieve your Complimentary CEO Assessment, which will point out the actual root cause of sales and sales management deficiencies, please complete and submit the form below. There is a direct correlation between how effective you are with regards to Hiring, Managing, Motivating and Advising your sales people and your current level of productivity.

This Complimentary CEO Diagnostic is being provided to you, the CEO, President, Business Owner or Sales Manager who must maintain a profitable bottom line regardless of economic or market conditions.This Confidential Sales Management Analysis will allow you to immediately determine gaps in your Sales/Sales Management effectiveness. This diagnostic begins the process and will allow you to review solutions that directly rectify these deficiencies.

"Their unique and compelling strategies and insights drastically improved our throughput by leaps and bounds. Their relentless style and unwillingness to "settle" for "average" performance instilled the exact resolution our organization needed to take the next several steps in evolving into an extremely productive company of performers! I most strongly recommend hiring Peak Performance to improve any organization's performance and throughput. They are incredibly thorough AND effective." -J Halupchuk

CEO/Sales Management Diagnostic Questionnaire

1. Prospecting: On a scale of 1-10, how would you rate your sales team's overall effectiveness with regard to Prospecting? Prospecting for new business refers to proactive activity, consistency and effectiveness with regards to identifying and penetrating new business opportunities. How you rank your group should be based on results not activity, meaning a sufficient number of qualified new business meetings are consistently set.

2. Sales Effectiveness Rating: On a scale of 1-10, how would you rate your sales team's overall effectiveness with regard to qualifying, uncovering decision-makers, holding prices, differentiating unique features, diplomatically dealing with objections, and shortening the selling cycle? A clear indication of sales ineffectiveness is over-bloated pipelines that fail to convert into paying clients.

3.a. Closing : On a scale of 1-10, how would you rate your sales team's overall effectiveness with regard to New Business Development? This question is solely geared towards their ability to identify new business opportunities and close business.

3.b. Where do you believe they should rank with regard to closing?

3.c. What would be the difference in sales revenue if you could close this gap?

4. Time Spent Selling: How much time (on a percentage basis) does your sales team spend engaging in actual sales activity? Time spent selling is not time spent checking e-mail, chasing procrastinators, or writing proposals with little or no criteria. Time spent selling is eye-to-eye, one-on-one selling with new prospects.

5. Attitudinal Rating: On a scale of 1-10, how would you rate your sales team's overall attitude? This rating is lower if you're dealing with a sales team that suffers from the following: Making excuses, placing external blame for their poor performance, complacency, being subservient to the prospect, lack of proactive activity, negatively influencing other sales people, poor day to day sales activities. Are they looking to move a mountain or simply meet quota?

Attitude: The side effects of a bad attitude include: Turnover, management frustration, additional time spent motivating people, going over the same thing with the same people, time spent hiring to deal with turnover, bad attitudes dragging down other members of the sales team.

6. Rate your Sales Team's IMPACT: On a scale of 1-10, how would you rate your sales team's overall ability to influence and clearly differentiate (opposed to commoditize) your services? Are they simply offering a service by presenting features and benefits, or do they actually have a strong impact while engaging?

If you could close the gap between your current performance and optimal performance, what would that mean to your company?

	Increase in Revenue		Reduction in management frustration
	Reduction in Turnover		Reduction in Advertising/Marketing Expense
	Increase in control over corporate direction		Enhanced Corporate Image

CEO/Sales Management Questionnaire

1. Hiring Process and Criteria: On a scale of 1-10, how would you rate yourself with regard to hiring? (How effective have you been at identifying, attracting and retaining real producers?) Please take into consideration how many recent hires (past two years) have been terminated, quit and left, or quit but stuck around.

2. On a scale of 1-10, how would you rate yourself with regard to your ability to motivate and change mind sets, routines and results? Have you uncovered their incentive to change or do you find yourself constantly going over the same thing with the same people?

3. How often are you going over the same thing with the same people?

Occasionally Often Frequently Constantly

4. ROI: You are providing a 100% investment in your sales team in the form of salaries, draws, benefits, expense allowances, advertising/marketing and other sales support. However what percentage are you getting back from your sales team with respect to effort, energy and sales results?

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