Personal Development Plan
The Fit-4 Team Report delivers clear and easy to use skills and competency needs analyses as well as offering a clear view of what motivates each individual. This enables you to see each individual’s development needs at a glance and design team wide, or personal, development plans as appropriate. These needs analyses are based on detailed and accurate data taken from the individual Fit-4 reports, enabling you to focus L&D spend exactly where it is needed, ensuring you only invest in the development that will give you the biggest return.
Additionally, using the motivator analysis, you can also design or re-design compensation and motivation plans for each individual sales person, driving up their desire to perform, or change, whilst also enabling you to see precisely what areas of motivation to focus on to retain top talent.
If you would like to talk to an assessment expert or to discuss this area in more depth, then simply email us or call us on +44 (0)207 078 8818 outside US, or in US please call us on (888)991-9891.
Here are examples of the ‘actionable’ charts extracted from the Fit-4 Team Report that have been designed to offer ‘at a glance’ needs analyses from which Personal Development Plans can be developed.
Role Specific Behavioral Needs Analysis
Horizontals represent competency areas; verticals represent individual sales people; the stronger the colour, the stronger the competency. As you can see, there are several areas of Team development required. You can also see that there are some people who are quite good, but missing just a couple of areas, which can be trained with the team, if appropriate, or developed individually if they apply just to them.
Role Specific Functional (Job) Skills Needs Analysis
Here again, horizontal represents overall Team needs and vertical represents each sales person individually; again, the stronger the colour, the stronger the skill. The interesting thing here is that this needs analysis is clearly stronger overall than the Behavioral analysis, indicating that the Team as a whole is quite well trained. There are still Team themes visible on the horizontal and a couple of people who need further development across the whole range of skills. This is an interesting comparison with the Behavioral map, which clearly shows the Team as a whole to be uncomfortable performing the role. In this case the requirement is very much on Behavioral change, rather than needing more training. As you can see, this already has provided a clear focus on where to spend development budget and has shown clearly that more sales skills training is not the answer.
The Motivator Analysis
Unlike the other two charts which looked at intrinsic factors, this chart is looking at the extrinsic factors, i.e. what can you do ‘environmentally’ to increase a sales person’s desire to perform, or their desire to change or learn new skills. It also shows you what ‘buttons’ you need to press if you want to retain specific sales talent.
Here you can see clearly that the sales people have widely different requirements to motivate them and retain them. The stronger the colour the more that factor will serve to motivate or retain that individual. This team is particularly complex as some are motivated by money; some by competition; others by achievement etc, but there is no common theme. This means that the classic money and recognition approach to motivating sales teams will completely fail to motivate at least seven members of the sales team, and will actually de-motivate some!
So, given these three charts, not only can you clearly see the Personal Development Needs of each person and the Team as a whole, but you can also determine if you are applying correct Motivators to ensure they have the Desire to perform.
