Effective Sales Force MGT

SALES FORCE
EFFECTIVENESS MANAGEMENT
Accelerate Sales Force Productivity and Improve Your Sales Results by
Aligning Sales Activities with Company Objectives
Origin Source by David Cichelli
Senior Vice President The Alexander Group, Inc.

Author of Compensating the Sales Force
Visi Pramudia
FUNtastic Enthusiasms to you!

http://visipramudia.wordpress.com
Comprehensive Framework for Sales Growth
Sales Management System

Strategy
Structure
Management
12345678
Sales
Segments
&
Objectives
Coverage
Model
Sales
Process
Job Design
&
Organization
Structure
Resource
Deployment
Sales Talent
&
Supervision
Performance
Metrics
Quotas
&
Sales
Compensation
SALES OPERTIONS AND TECHNOLOGIES
Visi Pramudia

Predictable Pattern of Business Growth

Phase I
Start-Up
High
Grow
Really Fast
Launch New
Products
Control
Pricing
Grow
Grow
Select
Markets
Reduce
Cost
Reposition
Re-Think
Product & Market
Strategy
Low
Objectives Top Line Growth
Sales
Issues Territory Sizing
Quotas
Phase IV
Optimization
Grow; Keep
Customers
Growth
Base
Phase III
ReEvaluation
Phase II
Volume
Growth
Revenue Mgt
Get New
Customers
Keep Customers
New Products
Price Mgt
Protect Base
Price Mgt
Reduce Costs
Segment Gowth
New Value
Proposition
New Markets
Specialization
Visi Pramudia

Success Can Lead to Obsolescence

Phase I
Start-Up
Start-Up
Phase IV
Optimization
Phase III
ReEvaluation
Re-Evaluation
Phase II
Volume
Growth
Volume Growth
Optimization
SBUs
Sales
Strategy
Survive
Big Market
Lower Costs
Insufficient
Insufficient
Customer
Customer
Coverage
Coverage
Many Products/
Markets
Hold Share
Failure
Failuretoto
Support
SupportMultiMultiProduct
Product
Strategy
Strategy
Segment
Management
Optimize for
Returns
Obsolescence
One Product
Certain
Business
Obsolescence
Marketing
Strategy
What
Business?
More Business
Obsolescence
Any Business
Obsolescence
Business
Strategy
Too Many
Visi Pramudia
Dissimilar
Dissimilar
Price Erosion
Too Many
Price Erosion
Products
and
FUNtastic Enthusiasms
to you!
Products
and
Customers
Customers
Dimensions of Excellence by Phase

Phase IV
Optimization
Business
Strategy
Any Business
More Business
What
Business?
Certain
Business
Marketing
Strategy
One Product
Sales
Strategy
Survive
Recruiting
Recruiting
On-boarding
On-boarding
Messaging
Messaging
Executing
Executing
Testing
Testing
Big Market
Lower Costs
Acct
AcctStratification
Stratification
Multiple
MultipleMessages
Messages
Acct
AcctMgt
MgtSkills
Skills
Hunters
Hunters
New
NewProducts
Products
Market
MarketShare
Share
Many Products/
Markets
Hold Share
Transformation
Phase III
Re-Evaluation
Transformation
Phase II
Volume Growth
Transformation
Phase I
Start-Up
Segment
Management
Optimize for
Returns
Customer Segments
Customer Segments
Fewer
FewerSegments
Segments
Multiple Channels
Multiple Channels
Simpler
Channels
Simpler Channels
Sales Specialization
Sales Specialization
Intense
Customer
Intense
CustomerFocus
Focus
Rules
RulesofofEngagement
Engagement
High
Productivity
High Productivity
Margin Maintenance
Margin Maintenance
Low
LowChurn
Churn
Customer De-selection
Customer De-selection
Good
Margin/
Cash
Flow
FUN
tastic
Enthusiasms
to
you!
Good
Margin/
Cash
Flow
Productivity
Productivity
Visi Pramudia
Destination: Sales Excellence - Themes

Phase I
Start-Up
Phase II
Volume Growth
Phase III
Re-Evaluation
Phase IV
Optimization
New
NewMarket
Market
Access
AccessSelling
Selling
Successful
SuccessfulGrowth
Growth
Scaling
Scaling
Core
-Market Selling
Core-Market
Selling
Proficiency
Proficiency
Multi
MultiSegment/
Segment/
Solution
SolutionSelling
Selling
Visi Pramudia

Sales Segment & Objectives

Strategy
Structure
Management
12345678
Sales
Segments
&
Objectives
Coverage
Model
Sales
Process
Job Design
&
Organization
Structure
Resource
Deployment
Sales Talent
&
Supervision
Performance
Metrics
Visi Pramudia

Quotas
&
Sales
Compensation
Sales Segments
Sales must do marketing
Sales Segments
Product
Customer
Channel
to organize selling resources.
Visi Pramudia

Principles of Effective Segmentation and

Targeting
Actionable: determines sales strategy, coverage and
account targeting
Simple: easy to communicate and understand
Customer focused: based on buying process and
buyer needs
Sales potential focused: customers and prospects
grouped on potential and current revenue
Ranked by attractiveness: segments are evaluated
and ranked in term of buying processes revenue
potential, profitability and past success
Visi Pramudia

Segmentation and Targeting Components

How should the market be divided into meaningful, actionable groups and which should be targeted?
Buyer
BuyerProfile
Profile
Identification of significant differences in how buyers make their

purchase decisions
Buyer
BuyerGroup
Group
Attractiveness
Attractiveness
Determination of attractiveness of buyer groups based on current and

potential revenue, profitability, strategic fit, operational fit, loyalty, etc.
Targeted
Targetedand
and
Actionable
ActionableSegments
Segments
Matching segment buying criteria (based on how buyers want to buy)

with the attractiveness of segment to the company
Segments must be identifiable and actionable
Value
Valueproposition
proposition
Alignment of value proposition with buying preferences

Delivery of a unique value proposition
Visi Pramudia
10

Coverage Model
Strategy
Structure
Management
12345678
Sales
Segments
&
Objectives
Coverage
Model
Sales
Process
Job Design
&
Organization
Structure
Resource
Deployment
Sales Talent
&
Supervision
Performance
Metrics
Visi Pramudia

Quotas
&
Sales
Compensation
Channel Strategy Evolves

Business
Growth
Phase
I
Start-Up
II
Volume Growth
III
Re-Evaluation
Customer Size/
Value
Specialization
Vertical Market
and Product
Specialization
IV
Optimization
V
SBUs
Deployment
Model
Geographicbased coverage
Action Plan
12
Channel
Specialization
Channel Bus
Unit
Field Bus Unit
Market Bus Unit
Strategic
Business Unit
Account
Stratification
Account
Segmentation
Buyer
Segmentation
Market
Segmentation
Size
Value
Product
Industry
Channel
New Access
New Market
New Buyer
Access
Visi Pramudia
Access
Illustrative Sales Coverage Model

Coverage Resource
Worldwide Accounts
Top 500 Accounts: Over S10M in Potential
Annual Revenue
Coverage Comments
Team Selling Model
Corporate Accounts
Local Sales Through Central AM
Major Accounts
Channel Management
Inside Sales Accounts

Outbound/ Inbound
Geographic Sales Coverage

Channel Support
Assigned Accounts
Field Teaming
Inbound only
Customer Service
E Commerce
E-Channel
Field Sales Accounts
13
Visi Pramudia

Sales Process
Strategy
Structure
Management
12345678
Sales
Segments
&
Objectives
Coverage
Model
Sales
Process
Job Design
&
Organization
Structure
Resource
Deployment
Sales Talent
&
Supervision
Performance
Metrics
Visi Pramudia

Quotas
&
Sales
Compensation
Types of Selling
Product Focus
Selling
Also Known As
Need satisfaction
selling
Applications
Selling
Design-in selling
Thought
Leadership
Selling
Solution
Selling
Consultative selling
Visionary Selling
Primary Objectives
Obtains approved
supplier status
Maximizes volume
Maximizes volume
and price
Achieves desired
product mix
Maximizes gross
margins
Obtains/ retains
target accounts
Establishes and
grows long-term
relationships
Meets growth goals
in volume and
profitability
Leads customer
toward solutions that
result in attainment
of volume and profit
goals
Salespersons
Activities
Responds to RFPs
Submits bids
Differentiates
products based on
delivery, price
Differentiates on
basis of product
characteristics
Mathes products to
customers needs
Overcomes
objections
Adds value through
product knowledge
Focuses on use of
product in
customers
environment
Engineers product to
fit customers
requirements
Typically repetitive
solutions to
standard, recurring
issues
Focuses on
economics of
customers
operation
Proactively identifies
ways to improve
business results
Sell solutions that
improve market
share, profitability,
customer retention,
etc.
Articulates vision
regarding where
industry and
customer are going
and can go in the
future
Guides customer
toward solutions
with long term
implications
Selling Technique
Price/ performance
comparison
Justifies higher
prices through
superior product
and/or ability to
meet needs
Value added
through application
expertise
Establishes
exclusive
partnership with
customer
Engages in joint
planning with
customer; lead their
thinking
Geographic
Large account list
Deployment
15
Vending
Feature/ Benefit
Selling
Geographic
Narrowly defined
Visi Pramudia
Select accounts

Identify Sales Process

Steps of the Sales Process
Generate
Lead
Qualify
Lead
Conduct
Needs
Analysis
Design
Solution
Propose/
Negotiate
Close/
Fulfill
Attrition (hit rates)
10
Effort (hours)
1.5
Total Effort (hours)
15
32
18
24
18
8 = 115
Duration
Avg. Sales Value
3,5 months
$ 90K
Return on sales effort = $90,000/115 = $780/hour
How can we minimize attrition late in the sales process?
How can we increase speed to close?
Visiyield?
Pramudia
How can we improve the close rate and pipeline
How can we increase transaction size?
16
Cross Industry Benchmark
Selling
Time
50-60%
Total
Time
On-Site
Contact
33%
World Class
Other
Selling
22%
Service
10-20%
NonSelling
Time
40-50%
Administration
10-20%
Travel
15-20%
Visi Pramudia
17

Sales Time
Non-Sales Time
Sales Personnel Survey - Benchmark
Travel and Other downtime

People Development
Admin. / Reporting
3%
7%
9%
10%
Customer Service
Implementation Problems
9%
Order Entry and Delivery
9%
15%
Opportunity Pursuit/ Close

Account Development
18%
12%
Account/ Opprtunity Planning

Market Development/ Prospecting
8%
Visi Pramudia
18

Job Design & Organization Structure

Strategy
Structure
Management
12345678
Sales
Segments
&
Objectives
Coverage
Model
Sales
Process
Job Design
&
Organization
Structure
Resource
Deployment
Sales Talent
&
Supervision
Performance
Metrics
Visi Pramudia

Quotas
&
Sales
Compensation
Existing ADC North America Sales Force Structure
VP
VP
Verizon
AT & T
Qwest
SBC
Bellsouth
Wireline
Wireline
Dedicated Resource
Dedicated Resource
Sr.
Sr.AM
AM
AM
AM
AM
AM
National
Accounts
HQ
HQ
OEM
OEM
Wireless
Sr. AM
Sr. AM
AM
AM
AM
AM
Other
Accounts
20
Director
Director
VP
VP
IP Cable
Connectivity
Sprint
Level 3
Cisco
Nortel
Others
Field
FieldSales
Sales
Services
Services
Dedicated Resource
Dedicated Resource
For Each Large Account
Large
Accounts
Connectivity
Connectivity
Dedicated Resource
Dedicated Resource
Entertainment
Entertainment
Sr. AM
Sr. AM
AM
AM
AM
AM
VP Connectivity
VP Connectivity
Sr. AM
Sr. AM
AM
AM
AM
AM
GOV
GOV
Sr. AM
Sr. AM
AM
AM
AM
AM
VP IP Cable
VP IP Cable
Sr. AM
Sr. AM
AM
AM
AM
AM
Sr. AM
Sr. AM
AM
AM
AM
AM
VP Wireless
VP Wireless
Sr. AM
Sr. AM
AM
AM
AM
AM
Visi Pramudia

Resource Deployment
Strategy
Structure
Management
12345678
Sales
Segments
&
Objectives
Coverage
Model
Sales
Process
Job Design
&
Organization
Structure
Resource
Deployment
Sales Talent
&
Supervision
Performance
Metrics
Visi Pramudia

Quotas
&
Sales
Compensation
Resource Development 7 Steps
22
Step I
Determine the optimal territory/ segment size:

Define the average anticipated capacity for each sales role
Step II
Determine territory/ segment definition criteria:

Consistent relationships, geographical deployment, match skills with opprtunity,
coverage of accounts in multiple location, segment issues.
Step III
Develop sales capacity model:

Build model based on productivity benchmarks
Step IV
Develop resource deployment recommendations:

Review for reality check with test market.
Step V
Refine sales capacity model:

Based on market test
Step VI
Build territories/ segment of equitable size:

Run the sales capacity model for all territories/ segments
Step VII
Assign accounts to account managers:

Industry/ account knowledge, skills experience
Visi Pramudia

Sales Talent & Supervision

Strategy
Structure
Management
12345678
Sales
Segments
&
Objectives
Coverage
Model
Sales
Process
Job Design
&
Organization
Structure
Resource
Deployment
Sales Talent
&
Supervision
Performance
Metrics
Visi Pramudia

Quotas
&
Sales
Compensation
Sales Talent & Supervision

Competency Model
Assessment Tools
Skill Assessments
(Implementation)
Training Curriculum
Ongoing Development
Plan
24
Visi Pramudia

Performance Metric
Strategy
Structure
Management
12345678
Sales
Segments
&
Objectives
Coverage
Model
Sales
Process
Job Design
&
Organization
Structure
Resource
Deployment
Sales Talent
&
Supervision
Performance
Metrics
Visi Pramudia

Quotas
&
Sales
Compensation
Return on Sales Effort

Steps of the Sales Process
Generate
Lead
Qualify
Lead
Conduct
Needs
Analysis
Design
Solution
Propose/
Negotiate
Close/
Fulfill
Attrition (hit rates)
10
Effort (hours)
1.5
Total Effort (hours)
15
32
18
24
18
8 = 115
Duration
Avg. Sales Value
3,5 months
$ 90K
Return on sales effort = $90,000/115 = $780/hour
Visi Pramudia
26

Sales Compensation
Strategy
Structure
Management
12345678
Sales
Segments
&
Objectives
Coverage
Model
Sales
Process
Job Design
&
Organization
Structure
Resource
Deployment
Sales Talent
&
Supervision
Performance
Metrics
Visi Pramudia

Quotas
&
Sales
Compensation
Why Sales Compensation is Different

Powerful and effective but noisy and difficult to manage
Derivative design process matches unique job content
Multi-parties must be involved sales, marketing, finance, HR
and IT
Best solution is a consensus
It produces positive results and sometimes unexpected negative
outcomes
Most litigated compensation program
Requires constant attention communication, administration,
interpretation
Not an HR compensation program
Visi Pramudia
28

Management: What Drives Sales?
29
Factor
Description
Methods
I. Leadership
Corporate Vision
Communication
II. Accountability
Measurement
Engagement Management
Appraisal Process
Program Execution
Reporting
III. Self-Accomplishment
Individual Goals and

Needs
Personal Achievement
Programs
Affiliation/ Team
Career Progression
Recognition Programs
Training
IV. Remuneration
Cash
Security Programs
Incentives
Base Pay
Benefits Stock
Incentive Compensation
Speeches
Learning
Orientation
Leadership Conferences
Visi Pramudia

Types of Variable Compensation Plans
Gainsharing
AddAdd-On
2x Capped
Straight
Commission
3x Uncapped
Target
Total
Compensation
Types of Variable Compensation Plans
30
Visi Pramudia

Two Categories of Sales Jobs
Value Created by
Account Owner
Basis of Pay
Examples
31
Income
Producers
Sales
Representatives
Seller
(Relationship)
Company
(Product/Services)
Sales
Person
Company
Percent of Revenue
(Unlimited)
Manage to Target Pay
Real Estate
Traders
Independent Agents
Multi Tier Marketing
Territory Rep
Account Manager
Chanel Manager
Product Specialist
Visi Pramudia

Market Pay Volume Versus Earnings

High
Sales Representatives
W-2 Earnings
Income Producers
Low
Low
High
Sales Territory Volume
32
Visi Pramudia

Managing Pay Sales Representatives

High
Global Account Manager
W-2 Earnings
Senior Account Manager

Account Executives
Senior Sales Representative
Territory Representative
Low
Low
High
Sales Territory Volume

33
Visi Pramudia

Job Categories and Pay Plans
Income Producers
Sales Support
Own the accounts Portable

Relationship Selling
Straight Commission
Target Rate - Unlimited
Company Accounts
Promote Solution/ Value
Bonus Plus Incentive

Target Pay Managed
Significant Risk
Support Companys Sellers

Extend Solution/ Value
Base Plus Incentive

Target Pay Managed
Moderate Risk
Visi Pramudia
34

Target Pay Target Cash Compensation
Target
TargetTotal
TotalCash
CashCompensation
Compensationisisthe
thepreferred
preferredannual
annualpay
payfor
forachieving
achieving
goal:
lower
pay
for
less
than
goal;
higher
pay
for
exceeding
goal.
goal: lower pay for less than goal; higher pay for exceeding goal.
Consistent with your companys:
Labor Market Rates

Job Scope
Budget Dollars
Internal Equity
Visi Pramudia
35

Manage All Compensation

Recognition
Intrinsic Rewards
Special Compensation
Contests
Focused Efforts
Overtarget
Incentive
Pay
Outstanding Pay
Target
Incentive
Pay
At Risk Pay
Salary
Retention/
Non-Sales Pay
Performance- Based
Compensation
Sales Compensation
Fixed Compensation
Benefits
Security Needs
Sales
Expenses
Reimbursement
Visi Pramudia
36

Upside Earnings
Target Compensation
Target
200
160
120
100%
10
90
30
70
50
50
0%
Low
Influence of
Salesperson
High
Extent of Upside Potential
Visi Pramudia
37

Performance Measures
Required
Avoid
Accountable
Accountable
Assigned
AssignedtotoaaSalesperson
Salesperson
Observable
Observable
Measurable
Measurable
Accurate
Accurate
Reportable
Reportable
Bad
BadMeasures
Measures
Corporate
CorporateGalactic
GalacticMeasures
Measures
Compliance
ComplianceMeasures
Measures
Input
Measures
Input Measures
Cant
CantMeasure
MeasureMeasures
Measures
Visi Pramudia
38

Types of Performance Measures

Volume Production
Sales
SalesRevenue:
Revenue:purchase,
purchase,continuing,
continuing,estimated
estimated
Profit:
gross
margin,
contribution
margin
Profit: gross margin, contribution margin
Items:
Items:units,
units,contracts,
contracts,design
designwins
wins
Sales Effectiveness
Products:
Products:balance,
balance,mix,
mix,launch,
launch,cross-sell,
cross-sell,packages
packages
Accounts:
new,
retention,
penetration,
growth
Accounts: new, retention, penetration, growth
Orders:
Orders:close
closerate,
rate,size,
size,length,
length,receivable
receivable
Price
PriceManagement:
Management:discount,
discount,rebates,
rebates,realization,
realization,percent
percent
Customer Impact
Sales
SalesSatisfaction:
Satisfaction:surveys,
surveys,complaints
complaints
Loyalty:
persistency,
share
Loyalty: persistency, share
Resource Use
Productivity:
Productivity:cost
costper
perorder
orderdollar,
dollar,sales
salesloading
loading
Channels:
partner
success,
outlet
performance
Channels: partner success, outlet performance
Personnel:
Personnel
Personnel:balance
balanceperformance,
performance,turnover,
turnover,ramp
ramprate
rate
Visi Pramudia
39

Quota Difficulty
60% to 70%
of Sellers
# of Salesperson
30% to 40%
of Sellers
Bottom 10%
of Sellers
Top 10%
of Sellers
Minimum
Target
100%
Quota Performance
40
Excellence
Visi Pramudia

Formula Types for Sales Reps

Target Incentive
Commission Formula
TITI- -CF
CF
Target Incentive
Bonus Formula
TITI- -BF
BF
Target
TargetEarning
Earningare
arePre-Established
Pre-Established
Expected
ExpectedVolume
VolumeisisKnown
KnownSame
Samefor
forAll
AllTerritories
Territories
Commission
Formula
Rate
Pay
Percent
of
Production
Commission Formula Rate Pay Percent of Production
totoAchieve
Achieveand
andExceed
ExceedTarget
TargetEarnings
Earnings
Target
TargetEarning
Earningare
arePre-Established
Pre-Established
Expected
Volume
is
Expected Volume isKnown
KnownDiffers
Differsby
byTerritories
Territories
Bonus
Formula
Rate
Pay
Percent
of
Target
Bonus Formula Rate Pay Percent of TargetPay
Payfor
for
Percent
of
Goal
Achievement
to
Achieve
and
Percent of Goal Achievement to Achieve and
Exceed
ExceedTarget
TargetEarnings
Earnings
Visi Pramudia
41

Flat Commission
Features
Pay Mix: 0/100

Payment for each sale: sales dollars, gross margin, units
Commission Graph
Illustration
Flat Commission
Rate on Revenue
3%
Commission
Dollars
3%
Sales Volume
Comments
42
Simple, easy to understand

Seller owns customers
Earnings will vary substantially
Visi Pramudia

Ramped Commission
Features
Pay Mix: 0/100

Payment for each sale: sales dollars, gross margin, units
Commission Graph
4%
Illustration
Commission
Volume
Rate
To $3M
2%
$3M & Over 4%
Commission
Dollars
2%
Sales Volume
Comments
43
Simple, easy to understand

Seller owns customers
Premium paid for high sellers
Visi Pramudia

Bonus - Steps
Features
Pay Mix: 80/20

Territories: dissimilar size
Earnings: equalized
I. Base Salary
Illustration
Comments
44
II. Bonus Schedule
Bonus Schedule
(% of Base Salary)
% to
% of
Quota
Base
<85%
0%
85%
5%
90%
15%
100%
25%
105%
40%
110%
55%
>115%
75%
Basis Choices: base salary, midpoint, target incentive

Weakness: steps
Visi Pramudia

Bonus Dollar Schedule

Features
Pay Mix: 75/25

Territories: dissimilar size
Earnings: equalized
Dollar Payouts
I. Base Salary
Illustration
Comments
45
II. Dollar Schedule
% to
Quota
<96%
98%
100%
102%
104%
106%
>108%
Dollar
Amt
$1,500
$3,000
$5,000
$7,500
$10,000
$12,500
$15,000
Basis Choices: base salary, midpoint, target incentive

Weakness: steps
Visi Pramudia

Bonus Supervisor Matrix

Features
Pay Mix: 75/25; base plus bonus matrix

Measures: volume and number of reps achieving goal
Linked: both measures must be excellent payout
Bonus Matrix (% of Target Incentive)
I. Base Salary
Illustration
Comments
II. Bonus Matrix
Excellence
Volume
75 100 125 150 200 250 300

58
83 108 133 172 211 250
42
67
92 117 144 172 200
Target
25
50
75 100 117 133 150
17
36
56
75
92 108 125
8
22
36
50
67
83 100
Treshold
0
8
17
25
42
58
75
Treshold
Target
Excellence
# of Reps Reaching Goal
Effective: strong visual impact of results and pay-out

Application: channel manager, product overlay specialist
Weakness: double threshold and cap
Visi Pramudia
46

Thank You
Visi Pramudia


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SALES FORCE

Senior Vice President The Alexander Group, Inc.

FUNtastic Enthusiasms to you!

Comprehensive Framework for Sales Growth

Sales Management System

SALES OPERTIONS AND TECHNOLOGIES

FUNtastic Enthusiasms to you!

Predictable Pattern of Business Growth

FUNtastic Enthusiasms to you!

Success Can Lead to Obsolescence

Dimensions of Excellence by Phase

Destination: Sales Excellence - Themes

FUNtastic Enthusiasms to you!

Sales Segment & Objectives

SALES OPERTIONS AND TECHNOLOGIES

FUNtastic Enthusiasms to you!

to organize selling resources.

FUNtastic Enthusiasms to you!

Principles of Effective Segmentation and

FUNtastic Enthusiasms to you!

Segmentation and Targeting Components

Identification of significant differences in how buyers make their

Determination of attractiveness of buyer groups based on current and

Matching segment buying criteria (based on how buyers want to buy)

Alignment of value proposition with buying preferences

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SALES OPERTIONS AND TECHNOLOGIES

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Channel Strategy Evolves

Illustrative Sales Coverage Model

Local Sales Through Central AM

Inside Sales Accounts

Geographic Sales Coverage

Field Sales Accounts

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SALES OPERTIONS AND TECHNOLOGIES

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Large account list

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Identify Sales Process

Attrition (hit rates)

Total Effort (hours)

Cross Industry Benchmark

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Sales Personnel Survey - Benchmark

Travel and Other downtime

Order Entry and Delivery

Opportunity Pursuit/ Close

Account/ Opprtunity Planning

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Job Design & Organization Structure

SALES OPERTIONS AND TECHNOLOGIES

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Existing ADC North America Sales Force Structure

For Each Large Account

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SALES OPERTIONS AND TECHNOLOGIES

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Resource Development 7 Steps

Determine the optimal territory/ segment size:

Determine territory/ segment definition criteria:

Develop sales capacity model:

Develop resource deployment recommendations: