The Real Impact of Mindset on Sales

Mindset drives performance. Ever hear the phrase, “past performance is no guarantee of future results?” Its more than a legal disclaimer, it’s a reality that should be stamped on every resume you read and training program you buy. Especially, if you’re building a world class sales team.

Mindset means more to a salesperson’s success than being ambitious, driven and committed. It means more than being money-motivated, goal-oriented and organized. It means more than being well groomed and well spoken. And it means more than cultivating a professional public image and knowing how to properly hold a fork when you eat.

Mindset even means more than all the skills one can accumulate throughout their career. Having skills does not mean an employee will use those skills at the right time. When used, you can’t be sure those skills will be applied with the proper consistency, precision and quality. And, if not aligned with the critical success factors of the role, those skills may ultimately have a negative impact on performance.

Skills and the timing, consistency, precision, quality and alignment of their use depends exclusively upon one’s performance mindset (aka natural work style) and fit to role.

As we consider the impact of mindset on a sales organization, we can see how nearly every people-based variable a sales leader manages will be subject to the performance mindset of their team members. From hiring, training and coaching to motivation, accountability and time management, your player’s mindset controls them all.

Unfortunately, the vast majority of sales leaders don’t have the resources to gain an advantage in understanding and leveraging mindset. Neither do their team members. When there is a lack of fit between an employee’s performance mindset and role, both employee and employer suffer the consequences.

Recognizing this truth, we set out to find a scientifically validated tool that could determine the performance mindset and natural work style of an employee or job candidate and then certify their fit to a unique sales role. What we found is called the Position Success Indicator (PSI) by Hire Direction.

The PSI uses 8 multiple choice questions to create 150 datapoints that define each team member’s performance mindset or natural work style. We then use that data to do three things: 1) Establish each individual’s alignment to the team’s structure and goal, 2) Certify each team member’s fit to quantifiable role, manager and top performer profiles, and 3) develop objective continuous improvement plans to improve player fit and performance. As a sales leader, how do you significantly reduce the risks and costs of your hiring and training initiatives? Build a system that allows you to ‘make better people decisions’ today and over time, so you can win more than you lose and win bigger and lose smaller over time.

We can help you get there. Check out the recruiting and training resources on your new website, as well as our new tools. And, as always, you can grab time on my calendar.


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