Sales Force Performance
Even with an effective recruiting strategy, the process of screening candidates can present quite a challenge for employers. With high unemployment and few openings, it seems all too common for job seekers to provide a dizzying array of information, much of which is handcrafted to leave the most favorable impression on a prospective employer. This is especially true among candidates for sales positions, where the ability to “sell one’s self” may be a key factor. For many employers struggling to navigate through the fog of exaggerated resumes and glowing references, the LDP provides an objective selection tool with the validity and job-relatedness that will keep the employer out of harm’s way.
With a steep learning curve and intense competition in the industry, a professional employer organization (PEO) looked to the LDP’s Position Profile to help them screen candidates for openings within its sales development team. The PEO developed a benchmark of its highest performers based on the LDP’s ten personality dimensions, and then evaluated performance differences between those who matched the LDP profile and those who earned lower scores. The result: on average, sales reps closely matching the LDP profile closed 19% more sales than those who were a lesser match to the profile.
In yet another example, a timeshare company implemented the LDP within an existing selection process for its on-property sales representatives. The employer recognized that the most successful representatives were those who could quickly assess a buyer’s interest and qualification level, and then adapt their sales presentation in order to answer potential objections and close the deal. Not a job for just anyone, and yet the employer was inundated with applications from those claiming to have just what it took to be successful in sales.
The company used the LDP’s four-style grid to identify candidates with the drive and intensity to reach performance targets, the assertiveness to control the sales process, as well as the sociability required to promote positive customer relations. The result: sales representatives who matched the LDP profile earned 59% higher net sales than their lower-scoring peers. Not only did higher LDP matches lead to increased sales, the higher scoring representatives were also more efficient. In fact, higher scoring representatives sold over $2,000 more per prospect – 79% more than their peers.
I have utilized the LDP Position Profiles with various companies in the professional services arena and have found their practical use to be a real help to companies looking for something besides the traditional interview questions to make good hires. By taking one LDP assessment, I’m able to utilize a wealth of reports to give a company a well-rounded view of the prospect and make their hiring decisions more reliable, and in turn more profitable.
– Doug Poll, Leadership Coach & Founder of the Doug Poll Group
about the LDP framework
The LDP describes a person’s work style by measuring two primary sources of drive and motivation (Achievement Drive and Relational Drive) and ten supporting dimensions:
Achievement Drive describes the focus and intensity with which an individual approaches common activities as well as long-term goals. At opposite ends of the Achievement Drive continuum, are two primary behavioral patterns: Methodical and Urgent. The five supporting characteristics, referred to as Achieving Dimensions, include:
- Intensity, the drive to extend effort in meeting or exceeding expectations when performing common tasks.
- Assertiveness, the confidence level in approaching one’s role and in asserting opinions.
- Risk Tolerance, the propensity to accept risk in making decisions or taking actions in uncertain situations.
- Adaptability, the interest in, or comfort level with changing or unplanned circumstances.
- Decision-making, the extent to which one relies on intuition and experience (versus methodical analysis) in making decisions.
Relational Drive describes the extent to which an individual engages relationally in common circumstances. At opposite ends of the Relational Drive continuum, are two primary behavioral patterns: Guarded and Expressive. The five supporting characteristics, referred to as the Relating Dimensions, include:
- Status Motivation, the drive to be personally recognized for efforts and accomplishments.
- Consideration, the awareness of, and propensity to contemplate others’ feelings and needs.
- Openness, the desire to learn and share personal information with others, including strangers.
- Affiliation, the desire to collaborate or affiliate with others in performing common activities.
- Self-protection, the level of trust in the intentions or reliability of others.