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Why LIGER™?

13 Sales Management Programs 16 Management Programs LIGER Exsellerator PAIDA Sales Force Competency Customer Behaviors Professional Sales Coaching Professional Sales Leadership Coaching Licesning Opportunities Personality Assessments Warrior Sales Monk

Because its all about finding and hiring the right TALENT!

What is your greatest consistent competitive advantage?

  • Product?
  • Price?
  • People?

If you believe your people are the single greatest competitive advantage, what specific tools do you have in your candidate selection processes to assure you are hiring the best candidates available?

How satisfied are you with the consistency of the quality of your front-line manager's interviewing skills and processes?

Is your organization relying strictly on the "gut feel" of your managers during the hiring process?

Have you or your management team ever made a bad hire? What kind of exposure did this cost you in a large competitive market? How long did it take to correct that situation?

How do you benchmark these prospective hires to compare them to "the best of the best" in your own sales organization?

Are your managers asking the right questions to make sure that the candidate is the right "fit" for your team?

While skills and knowledge can be easily taught, behavioral talents cannot. What behavioral talents should you be looking for in a candidate?

Is your company using 33 years of sales performance research to screen candidates?

What should the right farmer/hunter DNA mix be for your sales environment? What mix of hunters and farmers does your sales plan require for short-term and long-term success?

How do you know if a candidate is a hunter or farmer?

Research shows that 70% of the reason customers leave their current supplier is due to the lack of emotional competencies. How do you know if a candidate has the emotional competencies you need to grow and sustain market share?

Most research indicates that the biggest reason salespeople leave is due to conflicting styles with their direct manager. Do your managers have a customized mentoring plan in place to develop the dominant personality types of every salesperson in their region/division? Or are they making (or attempting to make) the salesperson alter their own respective style to accommodate their respective manager?