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We specialise in Sales and Business Development…
Case Study: Sales Talent Development
Background: The National Sales Manager made an approach with a problem that he could foresee which was we had got quite a lot of recognised talent within the business; there were quite a few people who wanted to progress and had actually been applying for leadership/sales leadership positions and were not quite getting there, so there was quite a lot of frustration from that.
We saw that there was something that we could work on and we also needed to create a pipeline of future sales leaders with some organisational changes that we were going to implement a bit further down the line. This was not just about training but also making sure that the guys were feeling developed and supported rather than just being left to one side. So there were many different elements to it.
Results
We started with 9 people, of which 8 finished the Project: one person dropped off quite early on.
The interesting thing was that out of the 9 that started six of them got promoted soon after we finished the process and one person got promoted twice. Five of the six promotions were into sales leadership positions which was pretty impressive.
It was very, very successful in terms of those guys now: the roles that they are in at the moment actually shape a significant part of the Trade element of our business.
They are now looking after people and Key Accounts within the business: hugely important roles. The individual who was promoted twice is now going to be a Zone Controller, looking after business in excess of £20m and close to 100 people
Objectives
- Develop talent from within
- Provide them with the requisite tools
- Create a pipeline of future sales leaders, particularly in Trade Direct arena
- Look to the future with some things we were doing on Trade Direct in the organisation
The Project:
- There were two elements: we needed to cover any skills gap that we had, concentrating on sales leadership, making sure that the guys had got the requisite skills to present themselves well, getting some insight as to what was their style and the style of other people so they could communicate better.
- To put together a plan with sessions spread out over the 12 month period during which time they were working on a Business Improvement Project which would then be presented back to the senior leaders within the business, particularly to the Business Unit Director UK & Ireland, in terms of changes that we could make to progress the company forward.
- There was a raft of topics covered during the process including Project Management, Leadership, Team Work and Presentation Skills.
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