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Hire to Sell

What's the profile of the most successful salesperson?


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What you will find inside the White Paper

The five sources of income that every company should consider when working on their revenue and sales strategy

The Six Dimensions of the Alder Koten Sales Profile

How the Five Levels in the Revenue Strategy Align With the Six Dimensions of the Alder Koten Sales Profile


The Five Levels In The Revenue Strategy

1

Maintaining revenue from current customers

2

Adding revenue from new customers from current products and markets.

3

Adding revenue from current customers from new products and new markets.

4

Adding revenue from current customers

5

Adding revenue from new customers with new products and new markets.

Five Levels in the Revenue Strategy

These are the the five sources of income that every company should consider when working on their revenue and sales strategy.

Six Dimensions

The Alder Koten model uses six dimensions: Type, style, intensity, community, role, and drive to identify, evaluate, and select sales talent.

The Six Dimensions of the Alder Koten Sales Profile

Type

Hunter vs. farmer

The Type dimension evaluates if the person is a hunter vs. farmer profile. In general terms, the interests and the personality of hunters focus on finding new leads and new customers while farmers focus on nurturing current relationships.

Style

Empirical vs. Methodical

The Style dimension evaluates the person's empirical vs. methodical approach to sales. The empirical side of the style dimension reflects actions and decisions based on instinct and learning acquired by experience, observation, and experimentation. The methodical side of the style dimension reflects actions and decisions based on a planned, systemic, and disciplined approach.

Intensity

Sprinter vs. Marathoner

The Intensity dimension evaluates if the person is a sprinter or a marathoner when it comes to the sales process. The sprinter side of the intensity dimension reflects a focus on imperfect pragmatism and being effective in the short-term. The marathoner side of the intensity dimension demonstrates a focus on a thorough approach and effectiveness in the long-term.

Community

Individual vs. Group

The Community dimension evaluates how the person's individual needs balance against the needs of the group. The individual side of the community dimension reflects a belief in personal freedom and achievement is essential to achieve team results. The group side of the community dimension demonstrates a belief that the group provides a more significant, stable, and dependable structure to achieve team results.

Role

Leader vs. Individual Contributor

The Role dimension evaluates the person's balance between their leadership vs. individual contributor role. The leadership side of the role dimension reflects actions that drive results through others. The collaborator side of the role dimension reflects activities that drive results through individual and direct.

Drive

Closer vs. Promoter

The Drive dimension evaluates the person's closer vs. promoter approach to deals. The closer side of the drive dimension reflects the unique ability to see things to the end. Closers place the deal before the long-term customer relationship. The promoter side of the drive dimension demonstrates the ability to build relationships. Promoters place long-term customer relationships before the deal.
 

About Alder Koten

At Alder Koten we help shape organizations through a combination of talent market analytics, executive search, cultural & leadership assessment, and other talent advisory services.

The firm was founded in 2011. Its headquarters are located in Houston and it has offices in Guadalajara, Monterrey, and Mexico City with partner firms in New York, Boston, Chicago, Australia, Belgium, Brazil, Canada, Chile, China, Denmark, Finland, France, Hong Kong, Italy, Germany, Netherlands, New Zealand, Norway, Poland, Russia, Spain, Sweden, Switzerland, Turkey, and United Kingdom.

www.alderkoten.com