Whitepapers
Challenging the Challenger Selling Model
Challenging Sales Executive Council’s Challenger Selling Model:
It’s not wrong … it’s just not new, complete, or transformational.
Defining sales role requirements is not as simple as comparing apples to oranges!
How to Select a Sales Force that Sells
This document provides an overview, based on the World Class Sales benchmarking study findings, as they apply to what customers want from sellers and critical salesperson skills needed to satisfy those customers. It identifies the 14 different types of professional sales profiles and gives tips on how to recruit, interview and select sales representatives that will be successful in those roles.
Moneyball
Leveraging the Techniques of
Moneyball to Put a World Class
Sales Force on the Field.
Donut Deliveries vs. Sales Professionals
What does your sales team look like?
Sales Transformation Roadmap
The goal of Sales Talent Management for any organization is to identify the right talent early, screen out the mismatches before they are hired, retain the high potential talent you want to keep, and identify and develop talent for future opportunities within the organization.
Keys to Predicting Sales Success
Don't focus on people's traits, focus on their potential to execute the specific role-related behaviors that are most critical to success.
How Exceptional Leaders Develop
The search for managerial excellence is not new; it is a hunt that began with the inception of the first modern business. Yet in our fast-paced, high-tech world, this pursuit for outstanding leadership has reached nearly quest-like heights, spurring countless publications and studies, all attempting to identify and measure the magical components of excellence within the corporate arena.
Identifying and Selecting Exceptional Managers
This 32-page booklet is a comprehensive overview of research and development on management effectiveness. It identifies the skills that are true distinguishers or predictors of effective performance and 11 most common mistakes made when selecting or promoting managers.
Total Quality Management (TQM) Now Applies to Managing Talent
TQM requires a system of precise measures – objective and accurate enough for statistical analysis. By contrast, the measurement of human work performance typically involves subjective and overly-general data that proves to be too fallible to support the level of accuracy that TQM requires. This document identifies a measurable and quantifiable six sigma-like process to help address error-prone, human aspects of talent management.
9 Hiring Mistakes
The Most Common Hiring Mistakes and How to Prevent Them
Science isn't always helpful to the typical businessperson. But in the area of researching and evaluating the effectiveness of different methods of hiring employees, the researchers have a lot to offer. Their ability to track and measure the accuracy, cost effectiveness and competitive value of various techniques has produced a compelling review of the nine most common mistakes in hiring or promoting employees.
Sales Selection System
The Scientific “Big Data” Approach to Assessments for Sales Selection and Development. Making effective decisions about selecting sales talent is nearly impossible when relying on methods that are subjective, inconsistent, not tailored to specific job skills, or because the results are not meaningful enough to support objective and accurate decision making. However, an assessment that creates truly predictive data is a priceless decision-making tool. That difference is exactly what makes Chally’s selection system a key model for every organization.
Where to Use Assessments in the Hiring Process
One of the most commonly asked questions is where to use assessments in the hiring process. The purpose of this white paper is to help you better understand the most frequent methodologies that the best companies use, as well as the pros and cons of each. Assessments can be a tremendous value-add tool to your selection process if used properly, but in many cases a company’s internal processes limit the effectiveness of the assessment results. The following will help you identity how you can better use assessments to make the best fit hires for you organization moving forward.
Trouble With Personality Tests
Personality tests are a popular component of many organizations’ hiring processes. As these tests contend to measure traits and characteristics that remain stable over time, it is intuitive to believe information regarding candidates’ individual differences in these areas would be helpful when making selection decisions.
