Profiles Sales Indicator ™
CONFIDENTIAL
MANAGEMENT REPORT

Sunday, April 17, 2011

Building and Retaining
         the
  High-Performance
                  Company

Thomas Sample
Generic SalesPerson
Synergistic Outcomes
3 Moore Palms
323 Moore Road, Glenwood
Durban, kzn  4001
27 31 201 7917
Pattern Date: 8/26/2010 4:35:32 AM

GUIDE TO THE MANAGEMENT REPORT

The Profiles Sales Indicator Management Report presents the following information you will find helpful for managing Thomas Sample:

•	Sales Indicator Summary – This chart provides a snapshot of the Sales Success Qualities Thomas Sample brings to the job.  It shows the overall match to the job and individual scores.  You will also see how the scores match the target pattern.
•	Sales Success Qualities – This section of the report has a more complete description of the Sales Success Qualities you can expect from Thomas Sample.
•	Critical Sales Behaviors – This section describes Thomas Sample with regard to seven Critical Sales Behaviors considered important for success in selling.

Please consult the User’s Guide for additional information on using these results in working with Thomas.

	

Sales Indicator Summary
Job Match Pattern: Generic SalesPerson
Job Match Percent											89%	

•	Reserved
•	Non-confrontational
•	Cooperative

Low

High

•	Persuasive
•	Confident
•	Assertive

Competitiveness
					X					

•	Independent
•	Individualistic

•	Welcomes support
•	Appreciates the need for procedures

High

Low

Self-Reliance
					X					

•	Flexible
•	Good sensitivity
•	Limited follow-through

High

Low

•	Persevering
•	Unwavering
•	Emotionally tough

Persistence
						X				

•	Systematic
•	Steady paced
•	Patient

•	High endurance
•	Spontaneous
•	Fast paced

High

Low

Energy
			X							

•	Success oriented
•	Outcome focused
•	Internally driven

•	Relaxed
•	Unassuming
•	Process focused

High

Low

Sales Drive
					X					

The shaded areas represent the range of characteristics provided by your organization for this job pattern.
The “X’s” indicate this individual’s scores.

The Distortion Scale deals with how candid and frank the respondent was while taking this assessment.
The range for this scale is 1 to 9, with higher scores suggesting greater candor.  
The Distortion Scale score on this assessment is 9

Sales Success Qualities
This section further details the results for Mr. Sample.  For each quality, you will see the Job Match Pattern and the score obtained.  Following this, the bulleted statements from the individual’s report are shown, along with comments directed toward his supervisor.  Should the score fall outside of the Job Match Pattern, additional comments are provided.
Competitiveness
					X					

High

Low

	When competition arises, he is typically prepared for the challenge. You should rarely be required to motivate him to seek opportunities on his own.
	He does not usually find it challenging to communicate his ideas or defend his opinions to others, but he can also be more diplomatic than other more forceful individuals. He will only rarely require your support to negotiate with others.
	He usually takes pleasure in the prospect of being prominent in a group. Unless a high level of dominance is required, he will lead others in a fair and authoritative manner.
	He is sometimes one of the first to accept a leadership role, yet rarely finds following others irritating. Only in rare occasions will he need your coaching to effectively work with an authoritative individual.
Self-Reliance
					X					

High

Low

	He is capable of performing well when he is allowed to determine the process toward a goal in a self-reliant fashion. Encourage as much of this as possible, noting for him what elements of this behavior work best in your organization.
	His above-average autonomy and individualism may often lead to innovative goal setting and accomplishment. You may have to occasionally define what works creatively in your sales environment and what is too improbable.
	He is usually self-assured in his ability to deal with situations with only occasional assistance from others. Try to look for cues that suggest he is in need of your assistance as needed, but try to foster as much self-reliance as is appropriate for your group.
	He is willing to turn to another salesperson for advice when he encounters a unique problem at work, but tends to favor a reasonable level of self-sufficiency. Try to ascertain his present or ongoing need for independence and make yourself available when needed.
Persistence
						X				

High

Low

	If undertaking a group project is creating tension among associates, he usually persists with minimal hesitation. His emotional toughness keeps him going under stress, but you may have to mediate between he and the team if his above average persistence causes a lack of empathy for the feelings of others.
	When atypical burdens are placed upon him, he is likely to move forward with at least moderate resolve. He may need room to breath in most extreme situations, but should bounce back rather quickly.
	He is capable of taking pleasure in exceeding the expectations of his supervisors, but is also aware of the additional hours required and what effect that has on his long-term motivation. Encourage his continued discipline, but maintain awareness of his limits.
	He is ready to accept a challenge, but if failure is a potential result, he is also willing to consider the need to rethink such a risky objective. His balanced level of perseverance requires only occasional support.
Energy
			X							

High

Low

While Mr. Sample achieved an Energy Level score comparable with most people, it is below the profile for this Job Match Pattern. This suggests that his capacity to keep up a fast pace of work is moderately less than the position typically requires. Discussion questions should explore the possibility that for Mr. Sample, the position may be too challenging and could lead to frustration and a reduction in his level of performance.
	A reliable schedule may be more desired by him than one that disrupts his focus often, but he possesses more reserves than some. Rewarding his tendency to respond in a timely fashion may help to develop this pattern in his work.
	Individuals who are in a persistent rush can create hassles for him if they insist he follow their lead at all times. Encourage his patient tendencies so that he can move forward at the group’s pace as much as possible.
	When his situation offers only occasional interruptions, he is at his most effective. Creating a work environment that offers few distractions may help to maintain his effectiveness.
	He probably appreciates an occasional break, in order to regain his strength in the middle of a tough workday. In most common situations, you should be able to rely upon him to respond with the appropriate level of energy.
Sales Drive
					X					

High

Low

	He enjoys being influential in his relationships, but this could occasionally cut short the sharing of information by others. Try to mediate any of his dominant tendencies when appropriate, while fostering his ability to influence clients in a method pleasing to others.
	He is sometimes impatient with the belief that tried and true methods are always the best ones. If his innovative style is proven to be effective, he should do quite well in this area.
	It rarely takes an outside motivation to get him going.  Rather, he usually finds enthusiasm from within. There may be times in which his self-motivated style can effectively enhance the incentive of others, as well.
	He has a tendency to juggle many tasks at one time with minimal distress. This is clearly an advantage in a fast paced environment, but can be cause for frustration if he is not adequately challenged.
Critical Sales Behaviors
This section presents seven sales behaviors that were developed from a combination of Sales Success Qualities.  They are typically considered important for success in most selling situations.  The statements provided should be considered when working with Mr. Sample.
PROSPECTING
Mr. Sample will usually pursue prospects until he has them appropriately qualified. Thomas understands the need for prospecting and is willing to invest some of his energy in doing so. Trusting his own ability to develop an approach, he will tend to display innovation in developing a list of prospects and qualifying them for a sales call.
CLOSING THE SALE
Mr. Sample can be competitive while maintaining the understanding that the prospect’s perspective may have merit. He has the relatively high level of drive to be motivated by the process of making a sale. Also, Thomas is willing to adapt his closing approach to fit the situation, demonstrating good perseverance in the need to make the sale.
CALL RELUCTANCE
Mr. Sample has a good potential to overcome the call reluctance that he may experience from time to time. His moderate level of energy will feed his sales drive and allow him to do what needs to be done with some effort. He may enjoy the opportunity to establish and meet goals and to compete for rewards. Part of his motivation to overcome call reluctance originates in his level of drive.
SELF-STARTING
When the workplace offers only the occasional distraction, Mr. Sample will be most productive. His pace is measured and deliberate, performing in a one-step-at-a-time fashion as needed. Mr. Sample will usually work out the details of how he completes tasks on his own. His autonomy and individualism are higher than average, which may lead to unique goal setting and accomplishment. This drive and independence should become apparent when he uses resources to maximize his initiative. Mr. Sample derives motivation from within, occasionally taking the lead as a source of encouragement to others. It may be necessary to monitor his level of energy, however, as he appears to have limits that may require occasional replenishing.
WORKING WITH A TEAM
It usually comes easy for Mr. Sample to lead others and direct the course of action, yet he can also be more diplomatic than others. When competition takes form, he should be ready for the challenge and is probably interested in directing others toward competitive goals. His autonomy and individualism are moderately high and this may occasionally overshadow his willingness to coordinate the team and encourage cooperative efforts. He may occasionally prefer to set his own direction and establish personal methods rather than doing so as part of a consensus. Mr. Sample derives motivation from within, occasionally taking the lead as a source of encouragement to others. Only occasionally does it take an outside motivation, like the inspiration of his managers, to get him going.
BUILDING AND MAINTAINING RELATIONSHIPS
Possessing a good level of self-reliance, Mr. Sample should have the initiative required to create a variety of client relationships within the limits of his moderate energy level. There is plenty of persistence available to him but he occasionally needs help getting his energy replenished. His pace is somewhat measured and deliberate, establishing and maintaining relationships in a one-step-at-a-time fashion when necessary. However, time pressures or minor setbacks rarely break down his resolve. This tenacity can be an effective tool in maintaining relations with clients. His resilience has limits of course; he will require some opportunities to revitalize and recuperate.

NOTE:  This job match pattern should reflect your expectations and/or how your top performers responded to the Profiles Sales Indicator. The report indicates how this individual’s results compared with the job match pattern. A continuing review of the impact and effectiveness of this job match pattern is important to ensure that it reflects your company's needs and culture.
When using this report for decision-making, its contents should not be used as the basis for more than one-third of any decision. Profiles International, Inc. is only responsible for the contents of this report and is not liable for any unauthorized disclosure or misuse of the information contained herein.

COMPENSATION PREFERENCE
When competition takes form, he will usually be ready for the challenge. Mr. Sample can be motivated by winning and the chase that concludes with a successful sale. He has a strong level of drive for sales and a focus on getting results. He has a self-reliance that is strong and will further add to his motivation and compensation needs. Mr. Sample derives motivation from within, occasionally taking the lead as a source of encouragement to others. Although the service he provides to customers and clients is essential, the winning aspects of successful sales are an influential reward for him.