Sales Potential Report

Mr Sample Sample

11-Apr-2012
 Sales Potential Report Mr Sample Sample

Introduction
This report is based on the response of the candidate to Three Dimensional Sales Profile
(Sales-3D®). It aims to give a feedback to the test administrator about the suitability of the
candidate with regard to different sales jobs. The report is divided into TWO sections:

1. Overall Suitability with Sales Jobs:

In this section, the candidate`s profile is matched with those of high performing sales people in given
kind of sales roles.

2. Overall view of Sales Ability, Personality and Values:

This section provides an overall view of candidate`s abilities (most relevant to different sales jobs)
personality and values by plotting the scores in a table with short descriptors for low and high
scores. It enables the report viewer to have an overall view of the test-taker’s abilities, personality
and values to facilitates easy identification of patterns (Note: pattern interpretation is an advance
level subject in profile interpretation and only trained professionals are able to grasp it). For the
basic users, this table provides a quick overview of candidate`s overall profile with few descriptive
words.

A note for the test administrator:

It is worth noting here that psychological assessments are always approximations, and not precise
indicators. Because of this, you should use your own judgement as you review the results in this
report. This report should give you some useful pointers about candidate`s profile, but the results
must be viewed in the context of other information available about the candidate.

The contents of this report are likely to be a reasonable description of candidate`s abilities, behavior,
values and personality for about 9 to 12 months, depending upon the work role and personal
circumstances.

We strongly recommend that Sales Competency Survey should be administered to get a reliable
picture of candidate`s sales competencies after three months of work in a sales role.

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 Sales Potential Report Mr Sample Sample

Potential

This section provides information about the candidate`s potential and behavioral
characteristics on sales related parameters.

Sales Potential

Here, the candidate`s profile is compared with four distinct sales roles which cover more
than 90% of sales jobs in the world. This comparison gives an index of potentiality which
tells us about candidate`s likely performance in these kind of sales roles if adequate
training and other facilities are provided. The score ranges from 0 to 100% where 0%
indicates that candidate`s overall profile is very different from what is expected from
superior performers in the given sales roles. On the other hand, a score of 100% indicates
very high proximity with what is expected from the high performers in the given role.

Channel Sales Jobs Score: 66

These jobs involve planning, directing, or coordinating the actual distribution or movement
of a product or service to the customer. Coordinating sales distribution by establishing
sales territories, quotas, and goals and establishing training programs for sales
representatives. Analyzing sales statistics gathered by staff to determine sales potential
and inventory requirements and monitoring the preferences of customers.

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 Sales Potential Report Mr Sample Sample

B to B sales Score: 66

Selling business goods or services; these jobs involve identifying, prospecting, negotiating
and closing the deals with companies, institutes and similar customers for the products
and services.

Retail Sales Jobs Score: 66

Involves selling merchandise, such as furniture, motor vehicles, appliances, or apparel to

consumers. Sale is made usually in only one interaction.

Insurance Sales Jobs Score: 66

These jobs involve selling life, property, casualty, health, automotive, or other types of
insurance. The sales person may refer clients to independent brokers, work as an
independent broker, or be employed by an insurance company.

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 Sales Potential Report Mr Sample Sample

Detailed assessment on ability, personality and values

This section presents the Sample’s scores with detailed narrative descriptions about each
factor as assessed by the test and the interpretation of score obtained by Sample on that
factor. This is recommended for test administrators who have no formal training on this
tool, to read the descriptions in detail to understand Sample`s personality in depth.

Sales Related Abilities

Given below is candidate`s scores on four distinct abilities (set of skills and knowledge)
which play a crucial role in performance across different sales jobs. The scores are on a
standard scale (sten) ranging from 1-10 where 1 is the lowest level and 10 is the highest
level as measured by the test. While interpreting these scores, please bear in mind the
given definition of each ability as it might be different from the meaning used in day-to-
day language. An indicative interpretation is given along with each score.
Scores on a scale of 1-10

Sales Acumen 8

Recognizing emotions 4

Reasoning Ability 5

Ease with numbers 5

Sales Acumen
Score 8

DESCRIPTION

Sales Acumen is the ability to quickly and accurately understand and deal with sales
situations or choices. A sales person with high sales acumen will display higher level of
confidence and comfort in performing different sales tasks. In addition to the abilities, it is
the combined knowledge and application of all aspects involved in making sales.

SCORE INTERPRETATION

Sample has high level of sales acumen, which means he has greater insight into the sales
process and inclination towards sales tasks than most people.

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 Sales Potential Report Mr Sample Sample

Recognizing emotions
Score 4

DESCRIPTION

The ability to accurately identify emotional response of the customer expressed through
non-verbal cues and through the body language indicates recognizing others
emotions.Emotional recognition is one of the very important competencies for a sales
person as emotions play a great role in decision making and identifying the emotional
state of the other person helps in a long way in making a sale.

SCORE INTERPRETATION

Sample has moderate ability to recognize other’s emotions. He is effective in employing

skills associated with the selling process. He knows how encouraging communication and
not responding with equal emotion to the customer, helps other people consider situations
more objectively.

Reasoning Ability
Score 5

DESCRIPTION

This refers to the ability to compare and contrast between two or more things and derive
conclusions from the information presented in the form of numbers, narratives or abstract
figures.

SCORE INTERPRETATION

Sample has moderate level of reasoning ability, which means he has thorough
understanding of basic logical and technical concepts associated with sales to arrive at
conclusions. He has the ability to grasp situations in a strategic manner.

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 Sales Potential Report Mr Sample Sample

Ease with numbers

Score 5

DESCRIPTION

This refers to the ability to deal with numbers and numerical calculations quickly and
efficiently. Dealing with numbers is part and parcel of a sales person`s daily life and one of
the key differentiating factor in sales performance is the sales person`s ability to do quick
mathematical calculations, identify the logic in numerical data and propose figures in a
way which make the product or service more attractive.

SCORE INTERPRETATION

Sample has moderate level of ease with numbers, which means he has a basic
understanding of numerical data. People who have a moderate understanding may find it
difficult to understand and draw logical conclusions from complex numerical data.

Personality

This section presents candidate`s personality profile on those personality traits which are
most relevant to sales jobs. These traits facilitate or hinder superior performance in sales
jobs depending upon the situation. The definition of each trait is given along with the
scores on a sten scale of 1-10 where numbers indicate strength of traits (1=least strong
trait and 10=strongest traits of the candidate`s personality). Please note that personality
traits must always be interpreted in combination of each other (pattern interpretation)
rather than taking them as standalone feature. An indicative, stand alone interpretation of
these traits is given along with the name, score and definition of the trait.

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 Sales Potential Report Mr Sample Sample

Conscientiousness
Score 5

DESCRIPTION

This refers to the degree of detail-consciousness exercised while planning or executing a

task. People with high scores are governed by the sense of self-discipline. They pay high
attention to details and want everything to be perfect. They feel the compulsive need to
check for every minute detail and feel very much concerned with the way something is
being presented by them. People with low scores focus on broader picture and most times
overlook the minor details. They are expedient in nature and feel a compulsive need to
jump on the next project as soon as possible.

SCORE INTERPRETATION

Sample is moderately conscientious. He is generally reliable, motivated, and hard working.

He has lower rates of absenteeism and counterproductive work behaviour such as
procrastination and disorganization. He is likely to use planners and to-do lists effectively.

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Emotional Resilience
Score 7

DESCRIPTION

This refers to the level of emotional maturity. People with high level on this score behave
in a way which demonstrates emotional maturity. They tend to be patient, composed and
responsive to others. They regulate emotions very easily and are able to hold off the
expression of emotions in unfavourable situations.

SCORE INTERPRETATION

Sample has moderate level of emotional resilience. He likes being self aware and working
within the scope of assigned tasks and perform consistently. He knows how to balance his
emotions. He deals with crises well enough to avoid self defiant behaviour. More than
often, he is positive about outcomes and learns from mistakes.

Achievement Drive
Score 6

DESCRIPTION

This refers to the level of ambition and aiming high. Achievement draws determination and
persistence in accomplishing tasks. It measures whether a person is likely to be
competitive. Achievement drive is the ability to organize, monitor and achieve a standard
of excellence in a given situation.

SCORE INTERPRETATION

Sample is moderately achievement driven. He has a result oriented approach towards

tasks. He likes to be fully aware of decisions and consequences of attaining established
goals.

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 Sales Potential Report Mr Sample Sample

Competitiveness
Score 7

DESCRIPTION

Competitiveness is the tendency to compare oneself with others and derive a sense of
satisfaction from doing something better than others. It acts as the drive to take action
and manifests itself as a desire to achieve. Competitive sales people have conviction
about their goals.

SCORE INTERPRETATION

Sample has moderate level of competitiveness which means he is very likely to enjoy
being competitive. He may become obsessed with work and in some cases display stress
when he is unable to finish tasks within stipulated time.

Assertiveness
Score 8

DESCRIPTION

Assertiveness refers to the degree of control a person accepts from the outside world.
People who are assertive do not refrain from speaking their mind out loud. They display
confidence in their interactions and are more likely to attain desired results in tasks that
involve selling, communication and socializing.

SCORE INTERPRETATION

Sample is highly assertive. He is ready to stand up for himself and does not allow others to
take charge of his life or make his decisions. He is very clear and particular about his
rights as well as the rights of others. People who score as high as Sample, respect freedom
of speech and act as per their will.

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 Sales Potential Report Mr Sample Sample

Inquisitiveness
Score 7

DESCRIPTION

Inquisitiveness is the tendency to want to know things, even if they are not immediately or
obviously useful at the moment. It is being curious and eager to acquire new knowledge
and to learn the explanations for things even when the application of that new learning is
not immediately apparent.

SCORE INTERPRETATION

Sample is moderately inquisitive. He frequently has the urge to explore. He is adaptable

and open to new ideas and experiences.

Optimism
Score 8

DESCRIPTION

Optimism refers to the fundamental disposition of looking at the brighter side of events
and people. Optimists are less likely to feel overwhelmed by failures and transform
problems into opportunities. Optimism and persistence generally go together.

SCORE INTERPRETATION

Sample is highly optimistic. He displays high positive expectations in uncertain situations

and tends to look for positive things even when everything around him is undesirable. He
has a high level of hope and expectations from future and fundamentally believes that
things are going to be better in future. At times, this can make him oblivious to reality.

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Self-Confidence
Score 8

DESCRIPTION

This refers to the degree of trust and confidence in one's own ability to deal with
situations. Confidence helps a person to approach a goal with conviction, assuredness and
clarity. It enables a person to take initiative.

SCORE INTERPRETATION

Sample has high level of self confidence which tends to make him conduct himself in a
manner characterised by high level of self-assuredness. He is sure of his choices and
demonstrates a high level of belief in his own abilities to deal with any kind of situation.

Persuasion
Score 5

DESCRIPTION

Persuasion is the ability to convince others to undertake a course of action or embrace a

point of view by means of argument, reasoning, or entreaty. Persuasion is one of the
principal characteristic of successful sales people.

SCORE INTERPRETATION

Sample is moderately persuasive. Usually he is capable of getting someone to take a

particular action or to change a particular belief.

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Perseverance
Score 6

DESCRIPTION

Perseverance is a person's ability to cope with setbacks disappointments, failures, and

rejection. Some individuals in the face of adversity strive hard and eventually excel. Yet,
others faced with even small amounts of adversity languish, get depressed, and
withdrawal from people and activities.

SCORE INTERPRETATION

Sample has a moderate level of perseverance which drives him to complete even difficult
tasks as long as they interest him. He is not likely to give up without trying several times.

Sociability
Score 6

DESCRIPTION

This refers to the tendency to be genuinely interested in others and connecting to them at
an emotional level. Sociable people have the ability to interact well with others.

SCORE INTERPRETATION

Sample is moderately sociable. He has the ability to build good interpersonal relations. He
has a good understanding of himself and social situations. He is forthcoming in social
settings which makes him seem approachable and friendly.

Values

Values are the driving force behind the behaviour. People set their general priorities in life
on the basis of their value system; for example, a person placing highest value on
expertise will think, feel and act in a way that leads to gain maximum expertise on a
subject and therefore will demonstrate a high level of learning orientation. All high
performing sales people share some common values and different set of sales jobs
required different set of values. Given below is the candidate`s assessment on 6 values.
Knowledge of value system of a person helps in predicting the level of involvement and
satisfaction derived from a particular job. Top three values are especially relevant when it
comes to predicting long term association of a person with a job or with an organization.

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 Sales Potential Report Mr Sample Sample

Expertise
Score 5

DESCRIPTION

Expertise refers to the disposition to derive satisfaction from and feel motivated by
learning things, demonstrating expertise, being known as problem solver, achieving bigger
things and continually improving skills. People who value expertise aim at acquiring
extensive knowledge that affects what they notice and how they organize, represent, and
interpret information in their environment. This, in turn, affects their abilities to remember,
reason, and solve problems. Experts have varying levels of flexibility in their approach to
new situations.

SCORE INTERPRETATION

Sample has moderate value for expertise. He gives importance to acquiring a great deal of
content knowledge that is organized in ways that reflect a deep understanding of subject
matter. He finds it easy to retrieve important aspects with less effort. Despite knowing his
discipline thoroughly, he may not be effective at teaching others.

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 Sales Potential Report Mr Sample Sample

Control
Score 5

DESCRIPTION

Control refers to the disposition to derive satisfaction from and feel motivated by the
opportunity to control things and people, exercise authority, plan & organize work for
others and exercise influence. Control in most cases holds with it heavy responsibility and
involvement.

SCORE INTERPRETATION

Sample has moderate value for control. Sample believes in doing what he deems effective
as long as it contributes to performance. He places high value on autonomy and makes
conscious choices about actions and their consequences.

Independence
Score 6

DESCRIPTION

Independence is the disposition to derive satisfaction from and feel motivated by the
opportunity to work independently and make one`s own decision. People who are
independent are self motivated and usually aware of their own strengths and have no
doubts about their own abilities.

SCORE INTERPRETATION

Sample has moderate value for independence. He mostly relies on his own decisions. At
times he may draw motivation from other sources. He may find it difficult to follow
routines.

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 Sales Potential Report Mr Sample Sample

Affiliation
Score 5

DESCRIPTION

Affiliation is the disposition to derive satisfaction from and feel motivated by the
opportunity to provide service to others and work with co-workers in a friendly non-
competitive environment. A service oriented person needs to have the desire to help or
meet the needs of others. It is the ability to respond to the changing needs of the client
while maintaining a high standard of quality.

SCORE INTERPRETATION

Sample has moderate value for affiliation. He needs to feel accepted by others. His need
for harmonious relationships with other people makes him conform to the norms of the
work group he belongs to. He likes to engage in activities which benefit and help others.

Security
Score 5

DESCRIPTION

Security refers to the disposition to derive satisfaction from and feel motivated by the
sense of security and stability in the job. People who value job security seek permanence
of a job. Successful sales people are rarely out of work. Job security is one of the most
effective factors on job motivation. Security eliminates anxiety towards the future, keeping
focus on the present needs.

SCORE INTERPRETATION

Sample places moderate value on security. He usually worries about his future
employment, which shifts his focus away from the current job can make him seek
opportunities elsewhere.

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 Sales Potential Report Mr Sample Sample

Monetary rewards
Score 5

DESCRIPTION

This value refers to the disposition to derive satisfaction from and feel motivated by
monetary rewards, material growth and luxury.

SCORE INTERPRETATION

Sample places moderate value on monetary rewards. He is usually willing to work hard for
monetary benefits.

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