Sales Advancement

Perpetual Development Inc. is in the business of advancing organizational performance and helping our clients increase their sales. We focus on performance improvement and human capital alignment, culminating in systemic and cultural change throughout the organization. This process is supported by a portfolio of customized solutions that leads to the development or evolution of a performance driven culture and provides our clients with a distinct sales advantage within their industry and leads to specific improvements in top-li

ne sales and bottom-line profitability.

Perpetual Development has a proven track record in aligning people, development and performance to the successful implementation and execution of transformational strategies and competencies. We use a sales process and behavioral methodology approach to leverage a distinct sales advantage for companies and individuals alike.

Our approach is to focus on competency and transforming knowledge into results through superior process and execution. How is competency achieved? Perpetual Development defines competency when the combination of sales behaviors, attitudes, motivators, values, skill sets, learned application and intuitive intelligence are aligned and applied by highly effective salespeople, sales teams and companies to deliver significant top line and bottom line growth without the addition of unnecessary overhead to compensate for inabilities and deficiencies.

We don't begin with the solution in mind which is of

ten the traditional problem solving model. Every individual salesperson and company is unique. Instead, we utilize a process called “People, Product, Process and Performance Development,"  which emphasizes identifying and developing the specific benchmark competencies required for success and performance achievement.

The Perpetual Development Methodology is a four stage process, as follows:

Step 1: Define the Sales Job: What does the position require, in terms of sales-specific competencies?

Step 2: Measure the Salesperson: What does the salesperson require, in terms of sales-specific competencies, “benchmarked" against the sales requirements? Where does the salesperson's current knowledge and competency place them on the Evidence of Development/Competency Scale? Can they really sell?

Step 3: Develop Solutions for the “Gaps": What learning and development solutions are required, related to sales-specific and salesperson-specific competency requirements? What is the difference in the salesperson's current level of development and their expected level of competency?

Step 4: Align the Salesperson: The specific learning and development solutions applied in systematized method that allows for measured performance and results both individually and organizationally. Definable performance accomplishment, based on the potential of the salesperson and the organization, aligned to an expected level of competency scale.