Report Section
Mettl B2B Sales Potential (Experienced) - ARABIC-
Test Taker Details
S
Sample
عنوان البريد الإلكتروني: sample_report@mettl.com
Response Style
Response Style Central Tendency
Explanation of Response Style:
Central Tendency
If more than 60% of the questions are answered as ‘neither agree nor disagree’.
Genuine
If questions are answered in a sufficiently varied manner.
Social Desirability
If questions are answered in a socially desirable manner for more than 60% of the questions.
Acquiescence
If questions are answered in a ‘strongly agree’ or ‘agree’ manner for more than 60% of the questions.
EXECUTIVE SUMMARY
Recommendation based on Sales Knowledge
Moderately Recommended
Strengths
Impression Management
High
Areas of Development
Closing
Moderate
Overcoming Objections
Moderate
Pre-Qualifying
Moderate
Recommendation based on Sales Personality
Not Recommended
Strengths
None
Areas of Development
None
SALES KNOWLEDGE:
Values shown in above chart are percentages
1. SALES KNOWLEDGE:
Pre-Qualifying: Moderate
Can sometimes seek out information and look for new sales possibilities. Occasionally may have difficulty in assessing the level of interest of the prospects and in knowing how to approach them accordingly.
Impression Management: High
Likely to be skilled at recognizing the importance of first impressions. Can develop a sense of mutual respect and rapport with clients. Likely to be able to display an attitude of sincerity.
Presentation: Moderate
Has the ability to sometimes identify client needs. Likely to be moderately confident while explaining the features of the product/service to the client, according to their expectations.
Overcoming Objections: Moderate
Likely to be patient and calm when dealing with and answering to clients' objections, but may sometimes get anxious. Can be moderately persistent and optimistic when facing resistance from clients.
Influencing and Convincing: Moderate
Likely to be an average negotiator. Can sometimes be persuasive when interacting with clients. May occasionally be able to convince the clients about the benefits of the product/service.
Closing: Moderate
Is moderately skilled at accurately analyzing the situation and judging when to make an attempt to close the sale. Has the ability to successfully lead the sales process to a mutually beneficial conclusion occasionally.
SALES PERSONALITY
Self-Management:
Values shown in above chart are percentiles
2. Self-Management:
Self-Control: Low
Less often likely to be attuned to one’s emotions and feelings, is less likely to be capable of handling one’s emotions and controlling impulses during tough times. Less often able to remain calm and poised; and gets frustrated when under pressure.
Self-confidence: Low
Less often likely to be capable and efficient, may not have sufficient confidence in one’s own skills and abilities. May not always comes across as an independent and assertive individual. Is rarely able to take initiative and guide others during challenging times. Less often likely to be open and willing to work in situations involving uncertainty and risk.
Stress Tolerance: Low
Less often likely to deal effectively with pressure and gets stressed and worried, may get frustrated even in normal situations and gets discouraged by setbacks, not putting sufficient effort to ensure timely and efficient completion of tasks. Less often likely to be optimistic and may give up if unsuccessful in some tasks. Less likely to actively cope with workplace stress and may become passive when faced with it.
Achievement Orientation: Moderate
Often likely to be comfortable handling tasks that involve risks. Fairly likely to be intrinsically motivated and at times driven to achieve excellence. May sometimes set high standards for self and others in the team. Occasionally tries to work out of his/her comfort zone. Sometimes likely to rely on others to set deadlines and standards while at times, takes his/her own call.
Learning Agility: Low
Less often likely to have the ability to reflect on experience, to learn from one's own and others' successes and failures and to use this learning in future. Is not always willing to seek out challenging experiences and opportunities to develop. Rarely applies new concepts, strategies, behaviors and knowledge to novel problems and instead likely to stick to conventional approaches.
SALES PERSONALITY
Managing the Sales Process:
Values shown in above chart are percentiles
3. Managing the Sales Process:
Result Orientation: Low
Less often likely to have a responsible attitude at the workplace. Does not always actively work to ensure desired results and may at times even compromise on the quality of work. Rarely likely to bring perfection and precision into one's work. Is unable to always utilize available resources in a profitable manner. Less likely to set challenging goals for oneself and others.
Process Planning and Execution: Low
Less often likely to have an ability to distinguish between points and may struggle to put across one's opinions using coherent perspectives. May not be very good at planning processes and strategies. Less often likely to take end to end ownership of team goals. Seldom provides support by hardly removing any obstacles and getting the team to continue with the same zeal and enthusiasm. Less often likely to provide delegation, direction and resources to team for executing the plans. May not always monitor progress against goals and deadlines.
Taking Initiatives: Low
Less often likely to be open to new experiences and opportunities and is not highly capable of taking new initiatives at the workplace. Is not always flexible and self-driven when dealing with novel ideas. Cannot express one's own views or convince and direct others when needed.
Information Seeking: Low
Less often likely to be efficient at methodically gathering and organizing information and facts needed for solving work related problems and making effective decisions. May not always attempt to keep oneself up to date by seeking out opportunities to acquire more knowledge, exploring new ideas and being characteristically self-disciplined and motivated.
Perseverance: Very Low
Rarely likely to be determined to set high personal standards and to achieve results. Seldom likely to maintain balance and calm in the face of adverse conditions, to overcome problems. Does not focus on channeling effort towards achieving goals. Seldom takes personal responsibility for 'owning' challenges, structuring tasks, implementing plans, completing projects to meet customer and business requirements. Is rarely flexible, and does not work hard to achieve the desired outcome in different circumstances.
SALES PERSONALITY
Managing the Customer Relationship:
Values shown in above chart are percentiles
4. Managing the Customer Relationship:
Empathy: Moderate
Often able to recognize and understand others' needs and feelings by being fairly attuned to people's emotions. Is somewhat amiable and considerate of others’ feelings when making decisions and can occasionally assess people's motivations and passions accurately.
Networking with People: Low
Less often likely to come across as a warm and friendly person and may not always be interested in socializing and establishing contacts and relationships to develop work opportunities. Is less skilled at building networks and using them appropriately for professional growth, as is seldom confident and accommodating in social situations.
Influencing Others: Very Low
Rarely likely to be able to effectively persuade others to take desired action. Seldom able to identify and utilize the factors that might influence others to take a particular action. Rarely able to convince others or act as a tactful negotiator.
Customer Service Orientation: Moderate
Is fairly able to deal with customer queries, requests and complaints. Somewhat likely to be able to identify potential clients and provide quality service to current clients. May occasionally understand and deliver according to a client's expectations and requirements. May at times be willing and able to modify one's work style and adapt as per the clients.
SALES PERSONALITY
Business Acumen:
Values shown in above chart are percentiles
5. Business Acumen:
Market Awareness: Low
Less often likely to enjoy intellectual pursuits and seldom seeks out opportunities to acquire more knowledge and understanding of the business needs. Less often likely to demonstrate interest in understanding the business processes and environment. May not be highly driven and rarely aspires to achieve significant results by being proactive and deliberate, seldom working towards seeing how the customer’s requirements can be met and which solution fits into their needs. Is not very competent or organized and does not always systematically plan for projects. Less often likely to scan the market conditions, economic environment, competitive landscapes and seldom tries to understand their impact on the organization's overall goals.
Strategic Alignment: Low
Less often likely to develop networks and seldom builds alliances; does not always collaborate across boundaries to build strategic relationships and achieve common goals. Less often likely to implement strategic objectives and does not always develop metrics to assess attainment of work unit goals. Less often likely to develop project teams and rarely staffs plans based on strategic objectives. Less often likely to ensure that the team objectives are consistent with strategic plans. Less often likely to align strategic goals, the business model and processes; and the company's culture with key business purpose and core values.
Brand Building: Low
Less often likely to enhance the brand's equity by seldom communicating positively with customers about the products and services, and by rarely providing timely and efficient assistance to them. Less often likely to maintain the brand's position by failing to exceed customer expectations and not applying understanding of what customers need and value.
SALES PERSONALITY
Leadership Skills:
Values shown in above chart are percentiles
6. Leadership Skills:
Team Management: Low
Less often likely to effectively manage team. May not effectively guide team efforts, track team progress or adequately anticipate roadblocks and change course as needed to achieve team goals. May not always set and communicate clear goals for the team up front. Less likely to understand the individual differences and may not always provide personal coaching, mentoring, training and not use learning and development approaches. May not always motivate and encourage team members to learn. Less likely to be attuned to one's and others' emotions and may be incapable of understanding and listening to other people's problems. Does not always provides meaningful feedback to team members to keep them on track toward common goals.
Negotiation and Persuasion: Low
Less often likely to be good at negotiating with and influencing others. May not always be able to effectively articulate one's position and may not be able to help others understand the underlying issues and concerns. Rarely likely to be creative, may not think 'outside the box' to identify alternative solutions that meet the needs of all stakeholders such as customers and peers. Less often likely to develop and use subtle strategies to persuade others, especially in sensitive or high pressure situations.
Consultative Problem Solving and Decision Making: Low
Less often likely to analyze problems effectively through brainstorming and does not always make appropriate decisions and at times may cause delays in service. Less often likely to develop creative and effective solutions especially during the absence of information and short time-frames. Less often likely to solve problems and seldom takes decisions through consulting other team members. May not always be able to accurately predict the outcomes of alternatives to solve problems. Less often likely to appropriately address the inter-relationships between issues.
Logical Thinking: Low
Less often likely to demonstrate the ability to design, analyze and evaluate information/problems to achieve a desired goal. Less often likely to be a good decision maker, may not always use wide range of information, based on some evidence. Not very likely to adequately analyze and evaluate evidence/statements/problems logically and may not come up with appropriate solutions. Less often likely to have an ability to distinguish between points and struggles to put across one's opinions using coherent perspectives. May not be very good at planning processes and strategies.
Leading by Example: Low
Less often likely to lead by example by not always modeling desired behavior. Less often likely to operate professionally at all times, only occasionally encourages professional standards in others and seldom addresses any breaches. Less often likely to 'walk the talk'. Less often likely to set the right example, seldom demonstrates character and rarely creates a winning culture so that people feel confident about themselves and their work.
Top Career Motivators
1
Money and Incentives
Likely to consider materialistic gains as a motivator to work. Unlikely to shirk from mundane tasks, if attached to monetary benefits.
Probable Disadvantage
How to keep the person motivated?
Top Career Motivators
2
Security and Stability
Needs to feel safe knowing that one can count on one's job for social and financial security. Likely to prefer a permanent and reliable job position.
Probable Disadvantage
How to keep the person motivated?
Test Log
Test Log
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Started the test with Personality Inventory
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Finished Personality Inventory and started Sales Knowledge Test of the test
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Finished Sales Knowledge Test and started Customer Focus Test of the test
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Finished Customer Focus Test and started Motivation Inventory of the test
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Finished Motivation Inventory and started Abstract Reasoning of the test
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Finished the test