Which of my sellers can be coached, and which cannot?
← 589
Sales Force Evaluation
Know what you have before you spend another dollar on it.
Every seller, manager and leader measured against 21 competencies, mapped to your actual buyer journey.
21CompetenciesPer seller, per manager, per leader.
2–3WeeksStart to findings, without disrupting the quarter.
0CRM integrationsNothing to install, nothing for IT to approve.
75,000Assessed each yearBy Objective Management Group, the data engine underneath.
What it answers
Six questions you cannot answer from a dashboard.
Your CRM tells you what happened. It cannot tell you why, or which of your people can be taught to do it differently.
How much better can this team get, and how long will it take?
Where exactly does the pipeline break, by stage and by person?
Is my sales management layer helping, or getting in the way?
Are we losing deals on price, or on something that happens before price comes up?
If I only change one thing this year, what should it be?
What you get
Findings, then a plan. In that order.
No engagement produces a recommendation before it produces a finding. That is the whole method.
A verdict per seller
Coachable or not, how long the change takes, and what specifically is missing. Named, not scored on a curve.
The first dip
Each seller's competencies laid against your buyer journey to find the earliest point their deals lose momentum, and which missing competency causes it.
A read on the management layer
Whether your managers coach, inspect and hold a line, measured the same way the sellers are.
The ranked change list
What to fix first, second and third, sequenced by what moves the quota soonest rather than by what is easiest.
A findings session
A working conversation, not a slide handoff. You leave with the argument, not just the deck.
The checkpoint
A re-assessment eight to twelve months later showing what moved and what did not. Included in the original engagement, never billed again.
How it runs
Two to three weeks, start to findings.
Scope
One call to define roles, territories and what a good result would look like. The assessment is configured to your selling motion, not a generic template.
Assess
Your people take it online. Under an hour each, on their own time, no travel and no workshop days lost.
Analyse
Competency data mapped against your buyer journey, benchmarked against three decades of sales performance data.
Findings
A working session with the findings and the ranked plan. Then the checkpoint, eight to twelve months on.
What gets measured
Twenty-one competencies, three groups.
These are sales-specific competencies, not a personality test. The question is never what someone is like. It is whether they can be taught to sell differently.
Will to Sell
Desire, commitment, outlook and responsibility. Whether someone actually wants this, and whether they own the outcome or explain it away.
Sales DNA
The hidden weaknesses that stop good intentions becoming behaviour: needing approval, discomfort talking about money, buying into stalls.
Tactical Selling
The executable skills, from hunting and qualifying to consultative selling and closing. The part most training addresses, and the part that will not move while the first two are red.
Why this practitioner
The instrument is licensed. The reading is not.
Other firms sell this same evaluation under the same name. The differentiator was never the tool, it is who reads the output and what they have seen before.
Held personally
The Objective Management Group license sits with 589 directly, not through a chain of resellers. Formerly the top-ranked OMG partner globally out of roughly 125.
589 diagnostics
Plus more than 15,000 sellers evaluated. Every pattern in your data has been seen before, which is what makes a fast read a reliable one.
The same person throughout
Scope, analysis and findings are all run by the practitioner you meet on the first call. No analyst handoff, no junior team learning on your data.
The investment
Priced per person, scoped once.
The cost scales with the size of the sales force, so a twelve-person team and a hundred-person team are not quoted the same way. One call is enough to give you a real number.
Timeline2 to 3 weeks
From scope call to findings session.
Time per personUnder an hour
Online, on their own schedule.
IncludedThe checkpoint
Re-assessment at 8 to 12 months, at no additional cost.
Best fit6 sellers and up
Below that, the patterns are real but a conversation is cheaper.
Questions people actually ask
Before you put your team through anything.
Will my team think this is a performance review in disguise?
They will ask. The honest answer is that it measures what can be developed, not who should be fired, and that framing it as a firing exercise destroys the data because people answer defensively. How you introduce it to the team is part of the scope call.
What if the findings say my best rep is not coachable?
Then you know something valuable. Not coachable does not mean not valuable; it means the return on coaching that person is low and your time is better spent elsewhere. Plenty of strong performers are exactly who they will always be.
Do you need access to our CRM?
No. Nothing to install, nothing for IT to approve, no data pulled from your systems. The evaluation measures people, and your pipeline reality comes from the scope conversation.
What happens if we do nothing with the findings?
Then you have spent money to be better informed and nothing changes, which is a real risk worth naming. The engagement is built to end in a ranked plan for exactly this reason, and the checkpoint exists to make the inaction visible.
Can we just assess the people we are worried about?
You can, but it is the weakest version. Most of the value comes from comparison, and without your strong performers in the data there is no benchmark to compare the struggling ones against.
Start here
Bring the quota you are missing and your theory about why.
Thirty minutes. We will pressure-test that theory against what the data usually says, and you will know whether an evaluation is worth doing before anyone commits to anything.