Devine 33 Behaviors

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Transcript of Devine 33 Behaviors

  • 33 Behaviors Page 1 of 33

    Affiliation Supporting the organizations goals and directives

    The behavior of Affiliation reflects ones commitment to the organization.

    When examining a persons alignment to the organizational culture, this behavior becomes important. Often times someone can be disengaged with his or her role because they are not culturally aligned. Their Affiliation score determines whether or not they push through that misalignment and perform consistently in spite of it.

    High Score (6-8)

    This individual is loyal, through and through. If he is not aligned with the companys goals and directives, he will serve regardless.

    Sales - High scores will indicate that the person would follow rules and procedures, even the prospects.

    Sales Manager - High affiliation will reinforce company procedures and policies, without considering personal impact on themselves or the sales team.

    Low Score (0-2)

    This individual is loyal, only if culturally aligned with the organization. If he is not, it may show up in attitude and/or performance.

    Sales Low scores will be evident by a more maverick-style behavior, and tendency to rebel against policies and guidelines. This person is willing to push back on the prospect, especially if their rules and procedures slow down the sales process.

    Sales Manager Low affiliation shows more of an entrepreneurial style. Policies and procedures are viewed as guidelines, rather than hard and fast rules to be followed.

  • 33 Behaviors Page 2 of 33

    Assertiveness Being assertive and taking charge

    The behavior of Assertiveness gives an indication of someones comfort level with being in charge. Assertiveness can be confused with Influence. Assertiveness is more grounded in attitude, while influence is more easily observed by technique. How can you see assertiveness? Dealing with ongoing work initiatives can be managed respectfully and collaboratively, or it can be controlled by an individual, allowing minimal external involvement. The Assertiveness score will show you where in this spectrum someone lies.

    High Score (6-8)

    This person may dominate through action or words, and be perceived as aggressive.

    Sales High scores in assertiveness will be evident by a strong comfort level in moving a prospect through the selling process, even when dealing with resistance. If the score is extremely high, the prospect may feel rushed or bullied.

    Sales Manager High assertiveness may come across as inflexible. This isnt necessarily reflected in taking over someones work, but may come across in dominating meetings with clients or taking freedom of thought away from the salesperson.

    Low Score (0-2)

    This person prefers to be in the background. May be comfortable asserting what they are familiar with, but not when encountering resistance.

    Sales A salesperson with low assertiveness tends to be very diplomatic and not forceful. This may work when managing existing business or working with referrals. When faced with bringing in new business, this person is less comfortable with strong suggestive selling, or enforcing the selling process.

    Sales Manager Sales Managers who are low in assertiveness will be more approachable. Their team will feel empowered to provide input; conversely they may also feel like theres no one providing strong direction.

  • 33 Behaviors Page 3 of 33

    Authority Relationships Demonstrating cooperation and respect for leaders

    Authority Relationships shows how someone feels about being managed. It can also reflect their attitude about authority. Are they intimidated by the prospects position in the company, or do they see themselves as being equal in the selling process, regardless? This is a behavior where, depending on the role, a high score may limit the success of the individual.

    High Score (6-8)

    This individual desires interaction with, and guidance from, their supervisor. Providing clarity in defining the individuals role is important. They prefer to know exactly what is expected of them.

    Sales High Authority Relationships will cause a dependence on management. It may just be in the form of a frequent contact to update their boss on whats going on. It could also be for reassurance that theyre doing the right thing. These individuals typically are less comfortable calling on C-level executives, because they may be intimidated by authority. This tends to limit their success in prospecting and selling to the top.

    Sales Manager High Authority Relationships indicates this person will defer to upper management in decision making situations. They typically will not go to bat for their sales team, and the tendency to make concessions toward upper management is high. This is a source of frustration for the sales team.

    Low Score (0-2)

    This individual is self-directed. In fact, minimal interaction with the supervisor is preferred. Meeting with someone at a high level of authority does not affect their emotional objectivity.

    Sales Low Authority Relationships is typically desired for a hunter-type of sales position. This is a person who resists micro-management, and may often be labeled the maverick. The benefit is nobody intimidates this person. They also work well remotely in satellite offices. The challenge is they tend to be difficult to manage. When they need help, they dont ask for it.

    Sales Manager Low scores will demonstrate a maverick style within the organization. This person may be perceived by upper management as difficult to work with, however, the sales team will likely feel as though their interests are well represented by him/her.

  • 33 Behaviors Page 4 of 33

    Closure Agreeing upon and completing courses of action with others

    Closure is another way of saying follow-through. This behavior does not indicate whether someone has closing skills. When reviewing this behavior in a sales organization, consider the ability to move something forward to completion. What becomes especially relevant is when it involves the cooperation or participation of others (prospects, direct reports).

    High Score (6-8)

    This individual prefers to expedite the process, or clean their plate. Lengthy discussion about issues can frustrate this person. Extremely high score indicates impatience.

    Sales High Closure is viewed as an asset when moving a prospect through the sales process. The red flag is where the score is extremely high (8-9). This salesperson may rush through the sales process, not attentive enough to the prospects needs.

    Sales Manager High Closure becomes important when monitoring the sales team activity. This attitude toward closure will foster more interaction between the manager and direct reports, and keep the team focused on their goals.

    Low Score (0-2)

    Lacks the ability to organize resources and move things forward. Drags their feet, especially on things they dislike doing.

    Sales Low scores demonstrate the inability to stay on task and keep up with status or progress. In a short sales cycle, this person will struggle with timely responsiveness to prospects requests. In a long sales cycle, this person will appreciate the pace, and endure the many moving parts more easily.

    Sales Manager Things may take longer to complete, due to the sense of urgency being absent. This is someone who will need to be reminded about deadlines or outstanding issues.

  • 33 Behaviors Page 5 of 33

    Communication Giving and receiving information

    Communication does not measure whether or not someone communicates, but the style in which they do so. Viewing this behavior from the perspective of a selling situation, this score will indicate whether someone is brief and to the point, or approachable and expansive.

    High Score (6-8)

    This person is easy to talk with. Most likely, they will have a very friendly demeanor, putting people at ease.

    Sales High Communication scores will be an asset during bonding and rapport, but may not be as effective during questioning and qualifying. When someone is strong in communication, the subject can easily be changed to keep conversation flowing. This makes it difficult to stay focused on pain.

    Sales Manager High Communication scores increase the effectiveness of the manager as a coach. The instruction or coaching given by this individual will flow as conversation rather than rigid direction.

    Low Score (0-2)

    This person comes across as extremely professional, and may appear to have no time for small talk.

    Sales Low Communication scores will make prospecting calls less comfortable. The tone of voice will be professional, lacking warmth or ease. On the other hand, during a meeting, the salesperson will more easily keep the conversation on track.

    Sales Manager Low Communication scores indicate a more cut to the chase attitude. T