PHASE 9: ORGANIZATIONAL DESIGN & TALENT

Determine the right roles, number of headcount, and organizational chart required to make your number.

Quantitatively determine the right amount of headcount to hit your revenue target for the year. Within that headcount, design your roles to meet your revenue and cost targets. Ensure role clarity exists to maximize production.

  1. You have selected one of the seven B2B sales organizational models that best supports your buyers (stratification, hunter/farmer, product specialist, industry specialist, role specialist, geographic, hybrid).
  2. The type of roles & responsibilities you need on your organizational chart have been clearly defined.
  3. The ideal headcount needed by role has been clearly defined.
  4. You have correctly deployed your sales capacity against the market opportunity.
  5. Each role is free of “corruption” and time is spent on the right selling activities.
  6. Sales leadership routinely conducts time studies to understand how reps allocate their time toward selling and other activities.
  7. Whenever organizational changes are needed, there is a change management plan that is followed which minimizes disruption in the field.
  8. You use job profiles that reflect industry best practices when hiring for sales positions.
  9. You actively track costs associated with each role to accurately calculate Customer Acquisition Cost (CAC).
  10. You know the actual (and forecasted) production generated by each role in the sales organization.

  1. Organizational Chart
  2. Roles & Responsibilities (RACI)
  3. Headcount Model
  4. Job Profiles
  5. Pro Forma Cost Model
  6. Change Management Plan
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