Working with our best-in-class partners we:
- Pinpoint best improvement opportunities
- Clarify & refine sales strategies
- Optimize selling processes
- Increase pipeline: size, win rates, speed & predictabilty
- Improve sales performance culture
- Support continual improvement
Sales Effectiveness & Improvement Analysis
As a certified partner of Objective Management Group (OMG), we use OMG’s Sales Effectiveness & Improvement Analysis (SEIA) to pinpoint the exact mix of sales activities and effectiveness levels needed in each company's sales role to achieve top-tier performance.
Why the SEIA is so effective:
- Deep, objective dataset. Draws on OMG’s unrivaled measurements of ~400 factors across activities, processes, tech usage, mindsets, and results in ~ 2.5 million sales professionals, 250,000 Sales Managers, 100,000 Sales Leaders and 30,000 sales teams.
- Tailored to your situation. Analyzes these factors and results considering your organization’s specific role requirements, selling environment, and growth objectives.
What You Receive
Deliverables
Strengths vs. Contraints
High-ROI Action Plan
Execution Roadmap
What it Answers
Which activities, processes and mindsets are creating your current results — and which are constraining growth
The precise changes that will deliver the greatest revenue lift, considering supports, costs, and timeframes
A sequenced rollout plan detailing milestones, resource requirements, and accountability checkpoints
Importance of Sales-Role Fit
Salespeople with a strong role-fit, meaning they excel at the critical set of activities that truly drive results in their role, consistently outperform their role peers who are not as strong, across nearly every metric. Below are examples of differences in 1) Quota Attainment, 2) Fist Year Team Rankings and 3) Attrition Rates.
1) Annual Quota Attainment
Benchmark Realities (2023-2024): Industry benchmarks show that only 40 – 50 % of B2B salespeople met their annual quota amounts over the last couple years. OMG's findings from 5,300 salespeople across 100 companies found similar levels of quota attainment, however, it also found a significant differentiating factor in levels of quota attainment: Strength of role fit.
When a sales person has a
Weak Role Fit:
When a sales person has a
Strong Role Fit:
OMG’s analysis also found that role misalignment is common — 57% of salespeople lack a strong fit for their current role, and 64% of sales teams have signficant role misalingments.
Takeaway: Strengthening role–fits provides one of the most underutilized and cost effective levers for raising quota attainment levels and revenues.
2) First-Year Team Rankings
Benchmark Realities: ~ 25–30 % of new sales hires finish their first year in the top half of their team’s leaderboard.
OMG's recent study of first year success of salespeople that were assessed for their sales role fit strength prior to hiring and were later hired shows:
Role Fit Strength
Weak
Strong
Interview Recomendation
No
Yes
Ranking in Top Half of Team after 12 Months
0%
72%
Takeaway: Only selecting candidates to interview that have a strong role fit nearly triples a hiring company’s probability of hiring success and virtually eliminates risks of unsuccessful hires.
3) First-Year Attrition Rates & Hiring Costs
Benchmark Realities: ~ 25-33% of new sales hires leave their job within 12 months. Entry level SDR's leave as much as 50%.
OMG's recent study of first year attrition rates of salespeople that were assessed for their role fit strength prior to hiring and were later hired shows:
Role Fit Strength
Weak
Strong
Interview Recomendation
No
Yes
Attrition Rates Within First 12 Months
33%
9%
Takeaways: Embedding OMG’s role-specific assessment in a company's talent-acquisition process can reduce attrition rates and associated hiring costs by half or more. Considering the average costs to replace a salesperson can range from $100,000 to $200,000+ costs including recruiting, onboarding, training, low productivity, impact on sales team morale, and operational errors, being able to reduce the risk and costs of a bad sales hire can transform sales hiring from a cost center to an investment center.
Business Case for Improving Sales Effectivness
Big pay-off from small changes
Improving in a high-impact sales area can lift several results simultaenosuly such as win-rates, average deal size, and speed.
Compounding growth
A modest 5–10 % improvement in a few select sales areas can create double-digit revenue growth over the year.
Low-risk, low-cost changes
Most recommendations improve how a company’s current sales organization functions, and doesn’t require expensive changes in new technologies or head count. Also by identifying, removing or outsourcing low-value high-cost activities companies can lower their selling costs.
Proven playbook, not guesswork
Each recommendation is data driven and proven to have worked in similar sales situations.
SalesStar's Strategic Selling System
When the biggest gains for a company can come from improvements in sales strategy, process optimizations, pipeline management, or leadership, we recommend use of SalesStar’s services in these areas. Companies that have fully embed SalesStar’s high-performance proceses into their company’s selling system averaged 37 % increase in revenue within 12 months.
Typical Plan
About Us
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Barry Timmins
Sales Effectivness Coach & Owner
Barry brings over 25 years of extensive sales experience, spanning direct selling, proposal management, sales training, and sales leadership working with the below listed companies. His diverse background enables him to effectively understand, connect with, and guide sales professionals across a wide range of roles and industries.
Darlene Armsworthy
Client Services Manager & Owner
Darlene leverages her strong background in corporate administration and coaching to oversee client onboarding and manage all aspects of client services, ensuring smooth transitions and exceptional support throughout client engagements.
Barry has worked with:
