Moe Revenue » Staffing Process

CRO Leadership Matrix

Carl Moe — Thu, 26 Jan 2012 17:33:00 +0000

The CRO role – like all executive roles – is a combination of coaching, accountability, motivation and staffing. All too often CRO’s get busy with prospects, customers, and new market opportunities such that the consistency and effectiveness in their leadership role gets set aside. To avoid that mistake, we use a leadership activity matrix in our coaching programs to keep CRO’s on track. This matrix is now available in the Downloads section of our website for those who want to track their own leadership performance.

Revenue Robots

Carl Moe — Mon, 31 Oct 2011 21:48:00 +0000

Part of our Differentiating Value is to help companies identify and hire the right talent for their staffing plan. One consistent leadership error involves hiring a business development “hunter” and not providing an effective on-boarding program. Yes, these candidates are typically very independent in their sales efforts but they are not revenue robots. They still need CRO leadership to guide their successful launch in your business.

Effective CRO’s typically invest 10-20% of their time with new hire talent – more at the front end dealing with performance metrics like new contacts per week, new qualified opportunities per the 4 Aces, etc. It is not a situation where new hunters can’t figure out management’s expectations – they will just launch faster with focused CRO leadership.

Core of Most Business Challenges

Carl Moe — Mon, 29 Aug 2011 12:33:00 +0000

One of our clients sent over a quote by Red Adair, a global expert (and Texas legend) in extinguishing oil well fires:

“If you think it is expensive to hire a professional to do the job wait until you hire an amateur.”

That about sums up what goes on in many companies today when it comes to staffing decisions. It doesn’t mean you have to pay the most but it does mean you have to know the template of skills, talents, motivations and behaviors that are critical for success in each position so you can separate amateurs from professionals before you make a hiring decision. If your team doesn’t have the time to do the template and the separation process, give us a call. Without the right people, success if just a virtual concept.

Why can’t the best sales rep become a good CRO?

Carl Moe — Tue, 13 Jul 2010 22:10:00 +0000

This remains a frequently asked question so let’s resolve the issue. First, the best sales reps in most companies typically have a ‘hunter’ profile. This profile can have many variations but the common ‘threads’ are they take total accountability for their performance (no excuses) and they follow an intuitive, qualifying-to-close process that best fits their profile.

As such, under our SRS 2.0 model, they have uniquely developed one of the 4 core processes of a complete Revenue System, albeit one that is totally optimized to their profile and may not be readily transferable to others.

The complete revenue system requires competence in 4 processes – not just one. That makes the CRO role requirements much different than those of an individual contributor. The CRO has to deliver coaching (5M’s Sales Process), accountability (Bankable Forecast Process), motivation (Incentive Process) and talent selection (Staffing Process).

The step up from individual contributor to CRO is a quantum leap in leadership and responsibility. Most of the time, these leadership responsibilities are not tasks that fit the true hunter profile.

I wish I had known

Carl Moe — Wed, 02 Jun 2010 18:58:00 +0000

Our economy appears to be recovering in several sectors such that companies are once again looking at sales hiring. One of the most frequent CRO comments we have heard when assessing their existing sales team during the recession was, “I wish I had known that before we hired him (or her).” That comment is usually followed by – “he/she interviewed so well and seemed to know so many companies in our industry.”

The web-based assessment tools available today take less than an hour to complete and give you more upfront profile information about the applicant than most managers can learn in a year about their new hires. The web-based assessment tools can objectively sort talent from wannabe’s so you don’t have to revisit those “I wish I had know that before….” discoveries after they are on your payroll and not performing. Thanks to these tools you don’t have to keep making those same repetitive mistakes today.