| PREDICTOR OF POTENTIAL POP7.0™ | Selection Considerations |
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Enterprising Potential (E.P.): In competitive business environments, their strength on the E.P. Scale would indicate a strong potential for basic survival. This individual should have a very strong natural inclination towards being a self-manager. Given formal training in planning and time management skills, this individual should be able to make a routine of the daily effort required to maintain the basic contact activities essential for survival in demanding business opportunities.
Achievement Potential (A.P.): The A.P. Scale result is of great importance, second only to the results obtained by the candidate on the E.P. Scale. This is a very strong result and shows that this individual needs and thrives on challenge and this individual will be so anxious to get into the work situation that this individual may not pay enough attention to learning how to do things the right way. This individual will probably respond best if their training is as intensive and of as reasonably short duration as possible.
Independence Potential (I.P.): It appears that the I.P. Scale scale has its greatest usefulness in selection in distinguishing between the Above Average and the Superior potential individuals. With this extremely high level result on the I.P. Scale score, this person will inevitably rebel against any tightly controlled work situation. If you can give them lots of freedom of action once this individual demonstrates that this individual has earned it through performance, then this individual might stay with you. Control them too much or for too long and this individual will leave.
People Orientation (P.O.): This is a very strong result on the P.O. Score. This person will find a position with lots of interaction with new people to be a real plus. Keep in mind as well, that people who are extremely people-oriented can also be sensitive to rejection if the interaction feels wrong.
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 is very comfortable managing call reluctance and this individual would not require much support to deal with call reluctance from an attitudinal perspective.
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 enjoy and be quite comfortable in dealing with prospects in their natural market providing this individual has a suitable commitment to the product or service that this individual is presenting. Prospecting in cold markets would provide a positive challenge with appropriate training and joint field work with a mentor or manager.
Commitment to a Sales Career: This individual has a very positive image about salespeople and a sales career. From a motivational perspective, a manager can facilitate very high performance levels by reinforcing this concept during early training and throughout the developmental process. Their self-esteem levels, which will dictate their expectation levels, will be based to a great extent on their career and will not easily be impacted by rejection. |
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