we build salesforces with our clients sales force fundamentals

We build SalesForces with our clients

Sales ForceFundamentals


Less than 30% of companies make the changes necessary to profitably increase sales

The Case for SalesForce Re- Engineering

We Build SalesForces

with our Clients


The Case for Re-Engineering SalesForces

• In a strong market, increased revenue often is driven by:– Overall growth in the market– New product success– Success of your customers

• The weaknesses of the sales force are masked

• In a slow market, SalesForce issues really show and matter

• Training programs, process re-design and installation of CRM tools alone do not address structural issues within the organization

• Without Re-Engineering, the root causes of SalesForce ineffectiveness won’t be uncovered–efforts to increase sales will continue to fail

Cura works with you to assess, design and implement a DEEP Re-Engineering of your SalesForce to achieve real growth


• 20% of sales-persons deliver 80% of new business; 80% of sales-persons are order takers

• Many Sales-Managers are not qualified to lead, manage and sell– Companies need effective, proven processes to identify, select and hire high

performance, driven salespersons and management with the right competencies

• Territories are most often geographically designed without regard for balancing opportunities and targeting and existing business

• Sales incentives do not reward for real growth and are not tied to targets and key performance objectives

• Sales people do not have the information in the field to service customers and reduce sales cycles.

– Lack of integration between sales, customer service, operations and technical areas results in poor communication, low productivity and delayed receivables

– CRM and Sales automation tools are often too complex, not truly mobile and not utilized by the Sales Force

25 years experience with 1500+ clients confirms:


Why Sales Don’t GrowEspecially in Slow Economies

• Lack of clearly defined sales growth targets and Key Performance Objectives

• Improperly designed organizations, sales territories, positions, and/or incentive compensation

• Wrong talent, or lack of, in sales and sales management

• Lack of coordination between sales, customer service, operations and technical areas

• Lack of good mobile CRM tools to allow sales, salespersons and management to focus and attain the real opportunities

Cura works with you to effectively Re-Engineer your sales and service organizations to achieve real growth


• We know and understand SalesForces– 25+ years experience Re-Engineering and building Sales Forces

– 1500 Clients - Manufacturers, Distributors and Service organizations with over 95% Cura client satisfaction

– Assessed, recruited and hired over 1000 sales and sales management professionals

– Installed Mobile CRM in 100 companies = 4000 users– Microsoft Dynamics 2011 and SalesForce.com = 3 million users

• We use flexible, disciplined and repeatable processes that leverage best practices from all engagements

• We insure your technology remains up to date and supportable by:– Maintaining an in-house staff of highly experienced CRM experts to develop and customizing proprietary sales

automation applications – Partnerships with Microsoft, SaleForce.com, Apple and Goggle plus other key technology providers

Why Select Cura?

We Build SalesForces with our Clients


The Cura Approach

Disciplined Repeatable Processes


The Cura Approach

Working Together with our ClientsFundamentals for Growth Cura Process

Clear goals and objectives BrainStorming and Planning

Sales Staff core competencies match job requirements

SalesForce Assessment – Interviews, testing, analysis

Organization is designed to deliver company objectives

Opportunity Mapping, organization and job design

Sales incentives are aligned with growth targets and KPO’s

ProFormax – Incentive pay based on achieving growth targets, KPO’s, competitive W-2 compensation

Insure that the right people are in the right jobs

Pro Select – Competency based assessment and recruiting process

CRM is simple, used, mobile and promotes communication across organization

MobileCRM for Desktops, Laptops, Smart Phones, Tablets

Focus in place to sell deeper and wider within existing accounts and acquire new accounts

Account Acquisition Processes – Provides sustainable prospecting to grow business with existing and new accounts


The Cura Approach

1. Brainstorming & Planning

• Develop pathway forward to assess and Re-Engineer SalesForce

• Define next steps and responsibilities

• Group meeting with key business and sales executive

• Candid discussions to review strengths and opportunities and to explore issues

• Scope and priorities set


• Review detailed sales history-by region & for each sales-person

• Establish DISC benchmarks for sales & sales management positions

• DISC testing of sales and sales management personnel

• Face to face interviews of sales personnel (including ride-alongs) • Face to face interviews of sales and business management

• Review of incentive compensation, processes and CRM tools

• Analysis of data, summarization, recommendations, presentation • Definition of next steps

The Cura Approach

2. SalesForce Assessment


DISC Tool Utilized to Establish Benchmark Profile

Sample DISC For Field Sales

DISC OverviewStyle vs. Benchmark

0

50

100

Individual 92 55 12 29

Benchmark 84 66 22 29

Benchmark

D I S C

D Dominance Challenge (how respond to problems)I Influence Contacts (how influence others)S Steadiness Consistency (how deal with activity levels/change)C Conformance Constraints (how respond to rules)

Individual Style: Persuading Conductor (11)


Sample Results of DISC Analysis of Sales-Persons

100 700

1000

1000

100

10 0

100100

0

Mgt. Benchmark

ANALYZERAnalysis of facts and data; accuracy; safety and security; clean, tidy workstation; procedures to follow; high quality standards.

COORDINATORDiplomacy and cooperation; facts and data to analyze; guidelines to follow; routine work; adherence to standards; task orientation

SUPPORTERLogical thinking; systematic routine; closure; relaxed pace; team participation; security

RELATERTeamwork; coaching and counseling; service to others; harmonious work environment; security; assistance to customers.

IMPLEMENTORFact—based solutions; effective time management; efficient methodology; studying and solving problems; logical decisions; creative and original thinking.

CONDUCTORResults-oriented; firm, quick decision making; authority to carry out responsibilities; expedites action; challenging assignments; bold, aggressive actions.

PERSUADERCompetition with others; testing of new ideas; results through people; persuasive communicator; enthusiasm; change agent.

PROMOTERPeople Contact; solutions to “people problems”; optimistic outlook; verbalizes thoughts and ideas; varied activities; mobility.

Less than 20% match Benchmark Profile


The Cura Approach

3. Opportunity Mapping

• Analyze existing accounts by industry type (SIC- NAICS)

• Select target industries & company sizes

• Construct segmentable data base - customers and prospects

• Map to balance by revenue and opportunities

• Redesign territories – regions

• Create target data bases


The Cura Approach4. Organization and Position Re-Design

• Define tasks required to achieve established goals

• Identify core competencies and key traits to meet requirements

• Combine tasks and competencies to design jobs

• Design organization based on jobs to be managed

• Adjust span of control at all levels

• Evaluate existing personnel and fit for new organization & jobs• Identify people to be replaced• Identify open positions

• Define recruitment priorities and strategy


4 Key Focuses

1. Set challenging but achievable goals2. Align individual sales objectives to achieve goals

3. Consistent performance measurement4. Timely recognition, reward and corrective action

• Competitive total W-2• Keep at least 1/3 total comp at risk • Solicit inputs – to maximize ownership• Keep it simple – tied to line of sight

deliverables

The Cura Approach5. ProFormax

Incentive Based Compensation System


• 100+ candidates identified

• 40-50 screened and tested – DISC

• 8-10 qualified and interviewed face to face

• Preliminary background and reference checks

• 6+ back to back interviews with client

• Select 2-3 finalists – 2nd client interview

• Final selection and negotiation

• Fee Cost on effort 20-25% 1st year targeted W-2 comp. Reimbursables at cost.

• Multiple hires possible – no separate fees

The Cura Approach6. ProSelect Competency Based Recruiting

Target Competencies• Driven and Competitive• Influencing• Tenacious and Resilient• Results-oriented • Solution sellers• Promotable


• Lives within Outlook

• Connect through the Cloud

• Contacts, Activities, Opportunities, Sales & Company Data, Quotes, Orders, Inventory, Cases, Reports, Dashboards

• Desktops, Laptops, Browser, Smart Phones, Tablets

• Built on SQL- (connectors for all ERP systems and Data Bases) – Cloud Hosted or On Premise

• Full Financing

• Simple and Effective• Custom Configured to your

Process’s• Delivers all functionality

through the Cloud• Provides Sales-Force and

management with critical data when needed and seamless connectivity

The Cura Approach7. Mobile CRM

powered by Microsoft, SalesForce.com, Goggle


ReEngineering your existing sales force, changing/updating sales

processes

Cura can help you identify (and make) the tough decisions to resolve root causes of SalesForce ineffectiveness

Cura will help you create Driven SalesForces and Service Organizations to retain and grow market share,

including in a slow economy

Contact us to set up an appointment and discuss issues and opportunities

DEEP SalesForce Re-Engineering


Offices: Mt. Laurel, NJ and Atlanta, Ga

Phone 856.439.1113 Fax 856.439.1115

www.cura.com

we build salesforces with our clients sales force fundamentals

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