Measurement of individual competency is possible, where clear and consistent definitions of each competency area have been defined in behavioural terms. Definitions should describe observable behaviours that can be categorised within four specific categories:
1. Below Expectations - a major development area; often the starting point for skill development or a performance issue with existing staff
2. Meets Expectations - a satisfactory level of performance, yet with significant potential for improvement
3. Exceeds Expectations - high level of personal mastery with excellent results being delivered consistently
4. Eclipses Expectations - exceptional skill development, a star performer and the highest levels of personal mastery attained
We work with our clients to create a competency framework that can be relevantly applied to their business area and generally find that there are at least 12 competencies relating to sales effectiveness. Once competencies are defined every sales person should assess themselves against each competency area and managers should complete clinical evaluations on each of their staff. Next a personal development review should be arranged to explore the findings and an action plan on the main development areas (2 or 3 maximum) should be agreed with each team member.