Engage, Retain & Maximize Sales team performance

1. Engage, Retain & Maximize Sales team performance HOW WHY WHEN WHOM WHO WHAT & WHAT NOT ??????????

2. WHO IS THE BEST SALES MANAGER ? THE LEADER WHO ENGAGE THE TEAM BETTER THE LEADER WHO RETAIN THE TEAM BETTER THE LEADER WHO MAXIMIZE SALES BETTER

3. KEY ACCOUNT BREAK IN IT’S A STATE ACCOUNT GDP CONTRIBUTION IS 06.43% 4TH POPULOUS ACCOUNT IN THE COUNTRY HELD BY COMPETITION FOR LONG 34 YEARS CUSTOMER COULD NOT EVEN DREAM ABOUT CHANGE

4. KEY ACCOUNT BREAK IN FORMATION OF TEAM SET THE COMMON OBJECTIVE DETAILED PLANNING CONSISTENT PREPARATION DYNAMIC COACHING HIGHER LEVEL OF ENGAGEMENTS COMMUNICATION & DEMONSTRATION CONSTANT TRUST BUILDING EXERCISES FOCUSSED ON SMALL WINNINGS & INSPIRED TEAM FOR THE BIG

5. KEY ACCOUNT BREAK IN RESULT - 13TH MAY 2011 SHE BROKE IN THE ACCOUNT THE ACCOUNT – WEST BENGAL

6. KEY ACCOUNT BREAK IN FORMATION OF TEAM SET THE COMMON OBJECTIVE SET THE COMMON OBJECTIVE DYNAMIC COACHING DYNAMIC COACHING DETAILED PLANNING CONSISTENT PREPARATION HIGHER LEVEL OF ENGAGEMENTS HIGHER LEVEL OF ENGAGEMENTS COMMUNICATION & DEMONSTRATION CONSTANT TRUST BUILDING EXERCISES TRUST BUILDING FOCUSSED ON SMALL WINNINGS & INSPIRED TEAM FOR THE BIG

7. ALIGNING TO COMMON OBJECTIVES,VALUES & ASPIRATIONS HIGHER LEVEL OF ENGAGEMENTS

8. HIGHER LEVEL OF ENGAGEMENTS FULL ENGAGEMENT Occurs at the alignment of maximum Job satisfaction & maximum contribution

9. ENGAGEMENT LEVEL HIGH LEVEL CONTRIBUTION HIGH LEVEL SATISFACTION ENGAGED 34% HIGH LEVEL CONTRIBUTION MED LEVEL SATISFACTION CRASH &BURNERS 11% HONEY MOONERS 13% ALMOST ENGAGED 29% LOW LEVEL CONTRIBUTION MED LEVEL SATISFACTION MEDLEVEL CONTRIBUTION LOW LEVEL SATISFACTION DISENGAGED 13% LOW LEVEL CONTRIBUTION LOW LEVEL SATISFACTION Blessing White,Inc survey

11. ENGAGEMENT LEVEL ME & MY MANAGER TRUST FACTOR

12. ENGAGEMENT LEVEL ME & MY MANAGER EMPOWERMENT

13. ENGAGEMENT LEVEL ME & MY MANAGER COACHING OBSERVE LISTEN PROBE FEEDBACK

14. ENGAGEMENT LEVEL ME & MY MANAGER REWARDS & RECOGNITION

15. ENGAGEMENT LEVEL ME & MY MANAGER COMMON OBJECTIVE

16. ENGAGING THE TEAM COMMON OBJECTIVE TRUST FACTOR EMPOWERMENT ALIGN…ALIGN…ALIGN… COACHING REWARDS & RECOGNITION RESOURCES

18. INTEND TO STAY BY ENGAGEMENT LEVEL ENGAGED CRASH &BURNERS HONEY MOONERS ALMOST ENGAGED 70% YES 40% YES 60% YES DISENGAGED 27% YES Blessing White,Inc survey

19. RETENTION HIGHER LEVEL OF ENGAGEMENTS SMART GOALS WORK CULTURE CAREER GRAPH COMPENSATION CONSTANT COACHING

20. CANON INDIA KICK OFF MEET ORG GOAL TO DIV GOAL TO DEPT GOAL PMS REVIEW/SET SMART GOAL/MUTUAL AGREEMENT KNOWLEDGE/SKILLS/WISDOM STRATEGY /GOAL SETTING LEADERSHIP SKILLS MANAGERIAL CHARECTERISTICS SOCIAL RESPONSIBILITES

21. Concentration Continuous Learning career growth Consistency Clarity Co-operation Creativity Constraints

22. Canon MAXIMIZING SALES

23. Canon MAXIMIZING SALES imagination instigation innovation inspiration LEADERSHIP investments

24. Canon’s Growth Phase 1257Cr 840 cr 665 cr 510 Cr 378 cr 2010

26. SUMMING UP…… ALIGNING TO COMMON OBJECTIVES COACHING IS THE KEY FACTOR TRUST & CULTURE FOR RETENTION LEADERSHIP

27. THANK YOU