| PREDICTOR OF POTENTIAL POP7.0™ | Selection Considerations |
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Enterprising Potential (E.P.): To some extent this relative weakness on the E.P. Scale can be compensated for by creating, at least temporarily, the semblance of a highly structured work situation for them. This individual MAY be able to develop a systematic approach to activities with management help, but the help may have to be kept in place for a very long time - perhaps indefinitely. Are you able and prepared to make that kind of commitment?
Achievement Potential (A.P.): This A.P. Scale result is below average and warrants a caution no matter what the results are on other measures. This low a score on the A.P. Scale indicates an extremely high probability that this person will not be able to become involved wholeheartedly in and committed to any job which has the earning of a high income as one of its prime purposes. This individual could have some quick successes in a 'honeymoon' period but the likelihood of their remaining effective over a longer time is very low unless this individual can develop an unusually powerful emotional as well as intellectual commitment to the product and service.
Independence Potential (I.P.): This is a very low I.P. Scale score. The individual will have a strong tendency towards developing dependency relationships. This individual wants, needs and will expect ongoing, detailed and involved supervision, essentially on a permanent basis. If this person can identify strongly with the company's objectives and with the particular purpose for their job, this individual could become a loyal, trustworthy and dedicated employee. Typically however, strong company loyalty is found more in service oriented persons than in those persons employed in really competitive positions.
People Orientation (P.O.): As this measure at this moderate level of strength deals mostly with the style of doing business, it has little impact on selection recommendations.
Analytical Orientation (A.O.): The A.O. Score is very low. If yours is a business which demands a lot of initial or ongoing technical learning, this individual will have difficulty finding satisfaction or perhaps even coping acceptably with this aspect of the job. Indeed, for some people, learning requirements and a requirement for attention to detail are extremely negative in a job.
| Call Reluctance | This person's responses to questions relating to managing call reluctance indicate that this individual may not be attitudinally suited for a sales career. Their answers make them seem likely to have a great deal of reluctance to make calls and prospect in their regular network or natural market because of either the possibility of rejection, discomfort with selling to strangers or a general dislike of sales as a career.
Managing Rejection: Their above average score on the managing rejection scale indicates that this individual would respond to internal cues rather than focus primarily on how the client was responding during the sales process. This individual would possibly be aware of a client's feelings but does not appear to have an overly strong need to be liked by everyone or a fear of not being liked by everyone. Therefore, this individual is unlikely to confuse a client's feelings about the product with feelings toward them personally.
Prospecting Orientation: This person would tend to prefer a clear separation between their personal activities and business related activities. This individual would potentially have a great deal of reluctance to approach specific contacts in their regular network or natural market. This individual would likely avoid business networking at both formal and informal social gatherings. An extremely strong commitment to the product or service and a well developed marketing approach or sales track would be absolutely necessary for this person to generate any consistent sales activity and high level performance.
Commitment to a Sales Career: Their low score on commitment to a sales career creates a very difficult situation for on-going training and coaching. This individual would not only tend to be somewhat reluctant to prospect but also uncomfortable in talking about their sales position. If this individual gains a great deal of their self-esteem from their career choice, management might be challenged constantly to develop their self-confidence levels. This individual might never consider a sales position as a professional occupation. |
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