Sales Manager
Znane również jako: Head of Sales · Regional Sales Manager
Leads a sales team, divides territories and targets, coaches selling behaviour, and is accountable for the team's revenue forecast.
The sales manager leads account managers and sometimes the internal sales desk, reporting to a commercial or sales director. Unlike an account manager, the result is not earned personally but through the conversations held with team members about their deals. Selection usually promotes the best seller, while coaching on conversation technique and daring to correct an over optimistic forecast call for different qualities.
Kompetencje, które należy oceniać
Oto konstrukty behawioralne i kompetencyjne zawarte w tym profilu. Przy każdym z nich podano, który kwestionariusz hrmforce służy do jego pomiaru.
| Kompetencje, które należy oceniać | Poziom docelowy | hrmforce narzędzie | Metoda oceny | Kotwica behawioralna na poziomie docelowym |
|---|---|---|---|---|
| Persuasiveness Kompetencje (50-ramowe): Persuasiveness Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Wins board and external parties over to a far reaching change of course and sustains that support when resistance increases. |
| Client focus Kompetencje (50-ramowe): Customer Focus Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | 360-degree feedback | Translates client signals into changes in services and policy and holds the organisation accountable for the promised client experience. |
| Directing and steering people Kompetencje (50-ramowe): Management Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Designs the management line for the whole organisation, addresses managers on their style and defines what good steering means here. |
| Result orientation Kompetencje (50-ramowe): Results-Orientation | N5 | Big Fifty, Competency Check, 360 Feedback | Personality questionnaire | Sets the result agreements and performance measures for the organisation and upholds them when interests in play are conflicting. |
| Commercial capability Kompetencje (50-ramowe): Commercial acumen Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Sets the commercial course for the organisation, chooses which markets are served and accounts for those choices to the board. |
| Listening and probing Kompetencje (50-ramowe): Listen | N5 | Big Fifty, 360 Feedback | 360-degree feedback | Picks up sensitive signals in conversations with directors and supervisors and uses them to adjust organisational policy in good time. |
| Perseverance Kompetencje (50-ramowe): Perseverance | N5 | Big Fifty, 15PF, Mental Resilience (4C) | Personality questionnaire | Keeps multi year programmes on course despite sustained opposition and holds the organisation to the chosen direction after setbacks. |
| Market orientation Kompetencje (50-ramowe): Market Orientation | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Translates market developments into the strategic agenda of the organisation and repositions the offering for the longer term. |
| Recovery after setbacks Kompetencje (50-ramowe): Stress resilience | N4 | Big Fifty, Mental Resilience (4C), 360 Feedback | Personality questionnaire | Analyses after a failed effort what went wrong, discusses it with those involved and starts a revised approach within a week. |
Krótki profil
Dziesięć najważniejszych umiejętności w tym profilu. Pełny profil zawierający wszystkie umiejętności, punkty odniesienia behawioralne i metody oceny znajduje się w pliku do pobrania.
| T | Umiejętności | Poziom docelowy | Waga | Knockout | Metoda oceny |
|---|---|---|---|---|---|
| G | Persuasiveness | N5 | 5 | tak | Assessment centre |
| G | Client focus | N5 | 5 | tak | 360-degree feedback |
| G | Directing and steering people | N5 | 5 | tak | Assessment centre |
| V | Coaching | N5 | 5 | nie | Simulation |
| G | Result orientation | N5 | 5 | nie | Personality questionnaire |
| G | Commercial capability | N5 | 5 | tak | Assessment centre |
| V | Consultative selling | N5 | 5 | tak | Assessment centre |
| V | Account management | N5 | 5 | tak | Structured interview |
| V | Sales forecasting and pipeline management | N4 | 5 | nie | Work sample test |
| V | Conversation management | N5 | 4 | nie | Assessment centre |
Zobacz wszystkie 28 umiejętności w pełnym profilu
Narzędzia oceny dla tego stanowiska
Competency Check
Behavioral-Level Competency Assessment
360 Feedback
Multiple assessments based on behavioral anchors
Big Fifty
Personality questionnaire, 150 items, 25 factors
Work sample test
Representative work sample under standardized conditions
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Development Review
Structured development interview
Mental Resilience (4C)
Mental Resilience According to the 4C Model
Communication Styles
Preferred communication style
Conflict Styles
Preferred style in conflict situations
15PF
Personality Profile, a shorter alternative to the Big Fifty
Portfolio
Evaluation of prior work against fixed criteria
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