SAMPLE SALES REPORT OMS Report Name: Brooks, Tim OMS Date: 11/10/2004 Position: Sales Representative Status: Applicant Introduction This computer-generated report describes facets of this person's personality for evaluation and general discussion purposes within a business environment only. The description outlines basic behavioral tendencies, dominant motivating needs, and the person's adaptation to the immediate work experience. This report is not specific to a particular job or the strengths and weaknesses that a job-related report might identify. This analysis is general and more positive in tone. Basic Characteristics People have pre-disposed behaviors that are a dominant influence on how they perform their work activities. Most comfortable in roles that allow them to "be themselves", people will also be more satisfied and more productive. These natural behaviors need to be carefully considered when making placement decisions. Self-motivated, responsive to deadlines, quick to react to changes and adjustments to priorities, this is a more active and impatient personality who likes variety and the flexibility to control personal time and work activities. A self-starter who likes to establish and work toward goals, this is a more ambitious person with a personal dissatisfaction for the status quo who seeks to take advantage of opportunities to experiment with new ideas and to try new approaches. Naturally thinking in terms of goals and priorities, this person is comfortable organizing both personal activities as well as those of other people. This is a self-confident, decisive, and self-reliant personality who enjoys difficult assignments and more challenging decisions. This person likes having the freedom to determine how best to achieve goals and will resist supervision or any rules that are perceived to be overly restrictive. More of a generalist in outlook, with a concern for the end results rather than the methods or operational details, this individual has a determined attitude to succeed regardless of obstacles standing in the way, and expects others to make a similar commitment. If placed in a leadership role, this person has the ability to concentrate efforts on a single target and would be reluctant to question beliefs or reverse decisions once they have been made. A poised, friendlier personality, who communicates confidence and self-assurance, this person has no fear of making new contacts. Communicating in a casual but direct manner, this person tends to persist even when resistance is evident. Preferring to communicate conceptually, this person is not inclined to resort to technical explanations or rely upon facts and details in order to convince others. Less concerned with following through on present activities than in starting new things, this person is more effective establishing initial contacts, and less effective in assignments where follow through is an essential requirement. This is an impatient personality who strives to achieve expectations. Working at a fast pace and pursuing self-imposed deadlines, this person likes to manage assignments through a process of planning and organizing, then delegating the more detailed aspects of those plans. This person has sufficient awareness, adaptability, and capacity to cope with changes in the work environment to be able to meet the demands of most job situations. However, there are practical limits to the degree of adaptation this person can make in adjusting to job requirements. So long as the projected job behaviors are not too much at variance with natural behaviors, and the person does not attempt to step out of character for too prolonged a time period, the adaptation should be successful. This person will generally display thoughtful, careful judgment with plans and decisions. Right within the mainstream of the population, the person has the ability to balance emotions and logic so that neither has undue influence upon actions, and even more emotional initial reactions will be held in check by a reasoned consideration of the consequences. In working with goals, the person will have the ability to stay tracked and will behave in a generally consistent manner. In solving problems and in implementing plans, with a more creative and experimenting mind, this person is inclined to question the way things are done and the way they have been done in the past. Looking at problems in a less structured way, this person is not afraid to consider solutions that may be new, untried, and less conventional in nature Motivational Considerations Deeper personal needs, such as Love, Esteem, and Self-actualization, stimulate people to act and to do things. But people also have expectations regarding their work experience, and their attitudes and performance are affected by whether or not these expectations are met. It is important to understand what each person is seeking and what they wish to avoid in their work. What they seek is satisfaction, and the more we respond to these needs, the more they will be motivated to perform. What they wish to avoid generally causes dissatisfaction, and contributes to workplace problems and turnover. As managers our role is to communicate with people about their needs and expectations and to build this understanding into their work experience. For this person the critical motivational and recognition considerations are: Seeks authority to make decisions, control over own activity, a competitive, challenging work environment emphasizing the achievement of goals, and the opportunity to experiment with new ideas. Seeks to avoid being lost within a group, a steady diet of repetitive, non-challenging tasks, decisions that are too routine, and assignments and activities that allow no opportunity for personal leadership or control. Recognition: acknowledge achievements; responds positively to more responsibility and more challenge, the opportunity to learn new things, financial rewards and incentives, advancement, and communication of personal achievements. Seeks interaction with people as a regular work activity, a more stimulating work environment where interpersonal communication is encouraged, the opportunity to influence others and play a role with important decisions, and to participate with groups and teams rather than carrying out personal tasks. Seeks to avoid a slower, quieter, and less changing work environment, jobs that emphasize individual tasks and data analysis, and jobs that offer no opportunity for personal visibility and influence. Recognition: personal as well as group recognition, constant feedback, rewards that imply status and accomplishment, and opportunity to achieve higher visibility. Seeks variety in assignments, expectations, and with other aspects of the work environment, the opportunity to stay active and mobile in carrying out responsibilities, changes and unexpected events, and working to deadlines and more measurable work objectives. Seeks to avoid routines, repetitive tasks, and an environment of low expectations and minimal change, assignments that do not allow for personal initiative and discretion over time, and work responsibilities that require no ongoing learning or measurable improvement. Recognition: acknowledgement for managing variety and change in the workplace, and for meeting deadlines and targets; reacts positively to monetary and career incentives and to visible, personal feedback. Seeks work situations offering the freedom to interpret standards and methods, encouraging personal discretion over scheduling and key activities, providing the opportunity to exercise personal judgment with little or only occasional need to compromise, and presenting work of a more general nature and with only a minor requirement to handle tasks that are detailed. Seeks to avoid work that is too structured and which allows little freedom to make decisions, supervision that is controlling, tasks that necessitate concentration on details as a regular part of the work, and a work environment where policies and rules constrain independent judgment. Recognition: acknowledgement for accomplishing goals in the face of resistance and for overcoming tough obstacles, and for successfully coping with uncertain and ambiguous situations; reacts positively to rewards that include enhanced and broader responsibilities, the opportunity to exercise greater authority, and higher rewards for higher risks. Job Adaptation For each person, perception is reality. This personal perception governs how a person attempts to behave in the work environment. The job adaptations people make most often reflect how they interpret job activities, supervision, the clarity of objectives and/or expectations, the strength and focus of the organization's purpose, etc. But adaptation is difficult, and the greater the adaptation, the greater the difficulty and the amount of stress accompanying it. As managers, we have to guide the type and degree of change that people make. For this, careful observation and coaching are the best tools at our disposal. This part of the profile describes how the person perceives a need to behave. Compare it to their Basic Characteristics and to the potential or current job behavioral requirements. This will help you and others in management determine what your coaching should emphasize. A more self-confident personality by nature, this person is trying to demonstrate even more assertiveness and decisiveness, and to be more of a self-starter with work responsibilities. This type of change could result from a perception that individual performance and achievement matter most important in the work environment, and that there is more emphasis on individual activity and results than upon group cooperation. Naturally a more friendly and expressive communicator who is comfortable working with others individually and in groups, this person feels that the present work situation requires those abilities, and perceives no need to modify them in any significant way. To adapt to the work expectations the person feels that a natural impatience should be dampened, perhaps to cope with more repetitive tasks or to activities involving little variety and change. The work environment would seem to be emphasizing the accomplishment of goals within the context of some rather challenging obstacles or problems, because this individual is attempting to exhibit a more self-reliant, more determined outlook along with a more casual and flexible manner of coping with both obstacles and people. OMS Report Name: Brooks, Tim OMS Date: 11/10/2004 Position: Sales Representative Status: Applicant Automobile Sales THE FOLLOWING REPORT compares the person's traits and likely job behaviors with the requirements necessary for successful performance in selling automobiles. Although many different factors contribute to overall performance, including intelligence, experience, and training, of all the criteria, personality should be weighted most heavily, since it is probably the most influential factor for this particular position. JOB RELATED BEHAVIOR AND RATING (COMPATIBILITY SCALE: 1 & 2 = LOW; 3 & 4 = COMPATIBLE; 5 & 6 = HIGH) 1. PROSPECT DEVELOPMENT Shows initiative in approaching people and in developing new contacts away from the job. RATING = 4 Actively follows up with customers and prospects. RATING = 4 Actively seeks referrals and seeks other ways of developing new sales prospects. RATING = 4 2. INTERPERSONAL & COMMUNICATION STYLE Speaks in a persuasive, stimulating manner, and seeks to develop buyer enthusiasm. RATING = 4 Appears positive, confident, and decisive in sales interactions. RATING = 4 Initiates questions about buyer needs, and encourages buyers to talk candidly about themselves and their needs. RATING = 4 Concentrates on listening to gain a fuller understanding of buyer needs. RATING = 3 Does not interrupt or dominate customers. RATING = 3 Convincingly presents automotive products in terms of relevant buyer needs and benefits. RATING = 4 3. RELATIONSHIP BUILDING Enjoys constant interaction with people, and establishes personal, informal relationships easily. RATING = 4 Seeks to develop relationships through ongoing follow up. RATING = 4 Demonstrates flexibility and an open-minded, positive attitude when dealing with disagreement. RATING = 4 Actively supports buyer's interests in the event of after-sale or service problems. RATING = 4 4. ACHIEVEMENT MOTIVATION Is a self-starter with sufficient ego-drive to set ambitious goals, and strive for new sales. RATING = 4 Works quickly, eagerly, and enthusiastically to meet sales targets. RATING = 4 Exhibits the drive to respond aggressively to individual incentives and rewards. RATING = 4 Is inquisitive about market conditions, competitor activities and customer behaviors. RATING = 4 5. MANAGING THE SELLING PROCESS & CLOSING Reacts to buyer concerns and objections with genuine interest and a constructive attitude. RATING = 4 Persists with challenging customers, without becoming overly discouraged by obstacles and resistance. RATING = 4 Is creative in developing solutions to sales problems. RATING = 4 Demonstrates leadership throughout the selling process, and attempts to close sales with conviction and decisiveness. RATING = 4 6. RESPONSE TO MANAGEMENT Displays an open attitude toward change and new ways of doing things. RATING = 4 Works independently without requiring constant management encouragement and direction. RATING = 4 Is cooperative in accepting advice and guidance, and will conscientiously follow the sales system and procedures management advocates. RATING = 4 7. LINKS TO INTERVIEW This person appears to be a very solid sales candidate, so during your interview and reference checks seek to confirm the higher degree of self-motivation, the enthusiasm, the interpersonal and communication skills, and the ability to close, which are all evident in the test. 8. EFFECTS OF SALES SKILL DEVELOPMENT Possessing a natural sales style and the necessary self-motivation to succeed in automotive sales, this candidate is well worth a training investment. 9. PERFORMANCE POTENTIAL Based upon an analysis of job behavioral compatibility, this candidate's performance potential is Very High. 10. LIKELIHOOD OF ACHIEVING An average level of sales: 70% A sustained above average level of sales: 60% © P.P.I. Performance Potential Indicator - Designed & Hosted by Capitol Technologies