Boosting sales force effectiveness atITravelCO

Alex BeloshevskySantiago Córdoba

Eduardo Gomez RuizChaitanya Mehrotra

Marko StanojevicKathryn Wellemeyer

RPU Consulting Group

Executive Summary

1• Problem and Causes

2• Project Goal and Deliverables

3• Methodology

4• Work Plan & Organization of Resources

5 • Our Team

Problem

“

”

Observation: Variation of sales performance – as indicated by market share growth slowing down and sales force productivity – not explained by competitive position

The existing corporate structure and procedures do not support the sales force to

adequately respond to the changing market environment

Internal Causes

People• Do you have the right people?• Are they trained properly?• Are incentives aligned to attract and retain top talent?

Processes• Are your sales processes/sales model maximizing selling time?• Do you know your most profitable customers?• Can you measure/compare offices’ performance?

Organizational Structure• Is the current organizational structure serving the corporate

objective?

Market Environment

Project Goal

Increase sales effectiveness to grow market share

“”

Project Deliverables

ProcessesPeople Organization

Best Practices Manual

Standardized Training Program

Competitive Incentive Program

Customer Segmentation Framework

Role Descriptions and Responsibilities

New Organizational Chart

KPIs

Pilot Implementation and Final Implementation Plan

Executive Summary

1• Problem and Causes

2• Project Goal and Deliverables

3• Methodology

4• Work Plan & Organization of Resources

5 • Our Team

Methodology

Diagnosis Design Implementation

Methodology

Diagnosis Select top performing countries and key clients from each region

Large Markets>5M bookings

Medium Markets1-5M bookings

Small Markets<1M bookings

Leader Europe, America Europe, Asia Europe, Africa

Equal Europe, LatAm Africa, America Asia, America

Follower Asia, America Europe, America Asia, America

Request preliminary information

Total: 6 America, 5 Europe, 4 Asia, 2 Africa, 1 LatAm

Methodology

Diagnosis Identify the best practices across the target countries

Methodology

Create standard procedures (training, sales, support, metrics, incentives, etc.)

Define the organizational structure

Define steps to create a global corporate culture which can foster a sense of belonging among the employees beyond their regional affiliations

Design clear communication strategy

Design

Methodology

Host a regional meeting with regional director and GMs

Communicate and monitor the organizational buy-in

Implement the pilot – RPU will lead initial rollout, while training internal managers to complete the final implementation

Host a global meeting with key stakeholders

Collect and analyze feedback to define final implementation plan

Select one region to rollout a pilotImplementation

Executive Summary

1• Problem and Causes

2• Project Goal and Deliverables

3• Methodology

4• Work Plan & Organization of Resources

5 • Our Team

Dia

gnos

is Country selection & gather preliminary informationVisit 18 countries (key offices & clients)Complete data collection

Des

ign Define best practices

Define standard proceduresDesign a new organizational chart

Key deliverables Impl

emen

tatio

n Implement pilot program

Define full implementation plan

3 months 2 months 4 months

Work Plan

Organizational Effort

• 6 consultants (2 weeks)

e

Kick-off Meeting

- 6 Consultants- ITravelCo Task Force

Diagnosis Phase (3 months)

- 6 Consultants- Key Stakeholders:- Regional Director- General Manager- Sales Director- Sales Team- Marketing Director- HR Manager- IT Manager- Customers

Design Phase (2 months)

- 6 Consultants (2 wks)- 2 Consultants (6 wks)- ITravelCo Task Force

Implementation Phase (4 months)

- 2 Consultants- Task Force- VP Sales- Regional Managers- General Managers

Resources Needed

ITravelCO: 37.6 Man MonthsConsultants: 32 Man Months

14 years of consulting experience including

IT and Telecom

30 years of experience in global companies

in industries such as Financial Services, Business Information, Sales and Marketing

POV from both sides: client and consultant

Why RPU Consulting Group?

Alex BeloshevskySantiago Córdoba

Eduardo Gomez RuizChaitanya Mehrotra

Marko StanojevicKathryn Wellemeyer

RPU Consulting Group

Supporting Slides

Talent Management Wheel

Process Metrics

Hiring Average hiring time, turnover rate

Training Training hours / employee, frequency

Sales Process Sales ($/employee), %selling time for sales force

Customer Management Customer segmentation

Incentives Performance evaluation, bonus, benchmark vs industry

Information Management Information flow time, business intelligence

Preliminary Information Requested