Workshops

Tuesday, October 16, 2007 9:45 a.m. – 12:15 p.m.

Sales Coaching: Theory, Tools, and Practical Exercises

Rob Barham, Head of Sales, Imparta

This workshop will outline and demonstrate a number of key tools, processes, and approaches that lead to high impact coaching—with measurable results. Participants will learn the reasons for implementing high-performance coaching and dispel a number of common myths. They will also be given a number of vital tools and techniques required to support and implement a powerful and holistic approach to sales coaching, including competency models, observation sheets, coaching methodologies, and performance tracking tools. This extended workshop format provides participants with a lengthy opportunity to put these tools, theories, and skills into practice by reviewing and critiquing a sample of sales video clips. We will then calibrate everyone’s results and give feedback to the group. Once we have reviewed all results, there will be time to ask more questions, reflect on the content and plan how participants can move forward with any of the ideas and/or tools put into practice during the session.

Individual, Team, or Sales Force-wide Incentives?

Brad Hill, Principal, Tandehill Human Capital
Christine Tande, Principal, Tandehill Human Capital

Incentives can reward performance at the individual, team, or organization level. Which will be most motivational to your sales employees? Which will maximize their overall contribution to the organization? This workshop will review the ten factors that will help you determine which level, or which blend of levels, will have the desired effect on sales performance. Attendees will receive:

an understanding of the key factors that influence whether to use individual, team, or sales force-wide incentives (or an appropriate blend)
market research on individual, team, and organization-wide incentives-which are most prevalent and which are perceived as most effective
a diagnostic to assist in determining which reward/performance level may be appropriate for your organization

Sales Metrics that Influence and Measure Sales Effectiveness

Dennis Chapman, CEO, The Chapman Group

Most leaders and sales professionals evaluate their performance by the sales numbers they post. While sales numbers are important measurements, there are additional sales effectiveness metrics ("predictive sales analytics") that when utilized and analyzed consistently can provide valuable insight into the future probability of achieving sales objectives.

This interactive session will explore the seven critical measurements that when measured on a monthly basis enable any sales leader to know months in advance whether sales targets will be met or exceeded: account loyalty index ; team effectiveness rating; team financial operating ratios; opportunity qualifier and improvement index; relationship penetration and alignment index; top account revenue improvement ratio; high value activity performance index. During this session you will learn how to establish an on-demand read of how effective your sales organization is through the use and evaluation of these critical performance data metrics.

Throughout the session, participants will personally experience these "on-demand tools" that determine the sales effectiveness of their sales team(s) and will leave with actual models and templates to employ immediately within their sales teams. Join Mr. Chapman and learn:

the concept of a metric-based performance dashboard, as well as the metrics to include on the dashboard that will provide optimum value to an organization
how to develop, communicate, and measure any metric within their organization
the potential challenges associated with implementing a metric-based program and learn how to launch metrics (what, how, by whom, and when) within their organization

Creating Ts & Cs that Add Value to the Sales Compensation Plan

Jerome Colletti, Managing Partner, Colletti-Fiss, LLC
Mary Fiss, Partner, Colletti-Fiss, LLC

Too often overlooked, the Terms and Conditions (Ts & Cs) related to a sales compensation plan can spell its success or failure. The purpose of this workshop is to describe how to organize, write and administer an effective Ts & Cs document. The workshop will include two presentations on best practices and two discussion sessions involving “mini-cases” that participants will use as a basis for offering alternative solutions for a plan of action to resolve the issue.

Participants can expect to leave the workshop with an increased understanding of how to help their company develop, communicate, and administer T&C policies and procedures that maximize sales force motivation and productivity through the compensation plan. Specifically, participants will:

hear about best practices in Ts & Cs policies, procedures, and their on-going management
discuss contemporary issues and challenges associated with Ts & Cs and learn from peers about how they addressed and resolved them
leave with an action plan to audit the effectiveness of Ts & Cs for a particular sales compensation plan

Wednesday, October 17, 2007 9:30 a.m. – 12:00 p.m.

Strategy Mapping: Learn to Universally Define Your Sales Compensation Strategy

Venkat Narayanan, Manager-Incentive Compensation Excellence Program, Cisco Systems Inc.
William Malek, Strategy Execution Officer, Strategy2Reality LLC

Do you need a new way to define your sales compensation strategy so that everyone, from the top down, has the same understanding? This workshop gives an introduction to some cutting edge techniques to define and articulate business strategy. Developed by Dr. Sayan Chatterjee of Case Western Reserve University and taught at Stanford University’s Center for Professional Development courses, a Strategy Map is a simple but powerful analytical tool. Learn how to align departmental strategies with organization strategies using a hands on and interactive approach. Attendees will get a chance to build a simple Strategy Map to get a feel for the process, while enhancing their learning by sharing assumptions and thought process with the other participants. Attendees at this session will:

learn the various elements that make up a strategy map and how to define these elements in order to completely articulate the ’strategy’ of an organization
understand how the elements are linked to each other to develop a complete, cohesive and consistent strategy
understand how to convert the strategy into a plan that can be executed and how to identify the capabilities and resources needed to execute the strategy

Sales Compensation: The Unbreakable Rules

Donya Rose, Managing Partner, The Cygnal Group

What are the fundamental unchanging principles on which good sales compensation plans are built? There are basic rules based on human nature, behavioral science, and sound financial management which apply across industries, sales roles, and market conditions. If there’s something about your plans that isn’t working the way it needs to, chances are that you’re hitting up against one of "the rules." In this workshop, we’ll discuss the rules, the natural consequences of ignoring them, and the best way to keep your plans in alignment with them. We will discuss case studies to illustrate the key concepts, and will be happy to explore your particular challenges as well. Attendees will learn:

the best and highest use of sales compensation to create value for the company
fundamentals in creating the right risk/reward relationship between the sales person and the company
the most frequently used formulas and payout mechanics, and when to apply each one

Conducting an Annual Physical on Your Sales Compensation Plans

Paul Reiman, Senior Consultant, Buck Consultants
Kathy Ledford, Principal, Sales Compensation Leader, Buck Consultants

What is the shelf life of your sales compensation program? Do you change the plan every year based on sales rep complaints? Do you leave the plan in place until the documents turn yellow with age? Or, do you add value to your business by turning data into information to support good decision-making on sales compensation design. Experience real case examples and learn from other colleagues on how they have assessed the performance of their compensation programs—what to look for, what you will need to do, and who needs to get involved. This hands-on session will:

articulate the need for an annual review of your sales compensation program
demonstrate a proven process for reviewing your sales compensation program from multiple vantage points
examine real examples of audit process results and the design and process changes they suggest

An “Outside-In” Look at Pharmaceutical Sales: How Sales Management “Best” Practices Across Industries Work (or Don’t Work) in Pharmaceutical Sales Organizations

Stephen Crook, Vice President-Sales Effectiveness Practice, Sibson Consulting, A Division of Segal
Joseph DiMisa, Senior Vice President & Sales Effectiveness Practice Leader, Sibson Consulting, A Division of Segal
Dennis Spahr, Vice President-Sales Effectiveness Practice, Sibson Consulting, A Division of Segal

Participants in this pharma-focused workshop will learn how leading companies are driving greater sales force productivity using sales management best practices and how these best practices can be applied to the rapidly changing pharmaceutical industry. Topics to be covered include: hiring the right sales people; segmenting physicians with precision; increasing selling time and detail impact; arming sales representatives with the tools they need to know their physicians well and what to sell them; and turning your sales managers into sellers, coaches, and leaders. In addition, the latest incentive compensation and quota setting concepts will also be shared. Attendees will learn:

additional tips for giving sales representatives the opportunity to succeed and making sure you measure what matters
how to motivate more sales representatives to meet or exceed quota
the latest sales force structuring and sizing strategies, such as having a right-sized sales force. A simple back of the envelope sizing formula will be introduced to calculate whether your sales force is undersized, oversized, or just right