Why We Do It

The Business Benefits We Bring

...and why it works

Our approach with any assignment is to focus on the delivery of return on investment in line with the goals agreed at the commencement of the project. We achieve this by taking a contextual / experiential approach to the learning and development process. By this we mean that we create a learning environment that reflects the real challenges that face the delegates in such a way that the can learn, practise and execute against real business situations. The following approach is typical:

  • Establish current level of performance aligned to the training and development programme
  • Coach the individual and/or team in the theory of the new skills and behaviours
  • Practise the new skills and behaviours using real situations so that the specific scenario can be executed post workshop
  • Execute the learning in a live environment under the supervision of a professional coach
  • Monitor the results against the original agreed measure

As an example, with one client we have been able to track the increase in revenue that has been generated as a result of the changes in process, skill and behaviour within their global sales force. The revenue pipeline has increased by more than $1 billion with a significant amount of this already closed

Proper measurement is vital

At TransformSales we always work with our clients to ensure that appropriate return on their investment is achieved. We follow a 3-step process to achieve this.

Step 1:

We focus on the primary factors that will drive success. These are primarily ‘people related’, but are the critical starting point in creating success:

  • a) The reaction to what is delivered in terms of learning (to a great extent this is determined by the quality of what we deliver)
  • b) The motivation of people to do things differently (this will be affected by programme quality/relevance, the lead they take from management and their individual attitudes)
  • c) The ability to do things differently and better (affected by people’s perceptions of how the organisation/management empowers them to do things differently and how it supports individual skill/knowledge development)

We use a range of tools and processes to gather information relating to the primary factors, including online surveys, 360 Degree processes etc.

Step 2:

 We then measure 3 further factors. These are:

  • 1. Learning: Have the participants achieved the learning outcomes we set to gain through the project?
  • 2. Individual performance: what changes should we expect to see in individual performance as a result of the learning being applied on the job?
  • 3. Organisational results: What are the measurable consequences of the change in individual performance for our client’s business?

Step 3:

We then ensure that we have the right blend of hard and soft data. For example, soft data might include measuring staff satisfaction, new ideas etc. Hard data could include specific sales performance improvement, increased market share over a given period etc. We expect to define the measures in collaboration with our clients in order that we can track the achievement of the required goals.

Our Work.

TransformSales has developed its unique Sales Transformation Model which comprises 8 key areas of focus that make a difference to an organisation’s sales performance. Together with our clients we believe that we have achieved some great results and we hope that you find many areas of interest on this site. We look forward to working with your business in the future to raise the effectiveness of your sales initiatives.

Our goal is your success

tsSales Transformation Overview
Transforming their sales performance is a challenge that many clients bring to us. Our tailored solutions range from global programmes that address all aspects of the sales cycle to specific, targeted interventions.

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