When an assessment can help
An assessment can help before a training investment, when planning recruitment or when a new leader needs to understand the team. Differences in performance need to be considered alongside territory, account allocation and experience.
What can be assessed
- Prospecting and qualification.
- Discovery and understanding client needs.
- Opportunity progression and follow-up.
- Proposals, value and fee conversations.
- CRM records and forecasting.
- Sales management and coaching.
The scope determines which areas matter and how they will be assessed. CRM data, work samples and conversations each provide a different perspective.
Team and individual findings
A team review can identify shared development needs. Individual feedback can help a person and their manager choose specific priorities. Agree who receives each finding and how it will be used before the assessment begins.
Using findings in recruitment
Findings can inform a role description and relevant interview exercises. Historical results need context; they should not be treated as a formula for predicting a candidate's performance.
What you receive
Agree the output in the proposal. It may include team development priorities, individual feedback and recommendations for coaching or recruitment.
Fees and timing
Fees are quoted after a discovery call. The proposal sets out the work, the people involved, the timing and the fee. Any ongoing support is agreed separately.
Questions about assessment
Can we assess one team?
Yes. Discuss the group and the decisions the assessment needs to support.
Do we need a CRM?
Reliable opportunity records help. Where information is incomplete, the review needs to use other evidence and make its limits clear.
Will staff receive feedback?
Agree the feedback arrangements with the sponsor and participants as part of the scope.
Discuss an assessment
Email Christopher with a short description of your business and what you need help with. Arrange a conversation.