EXPECTATION SETTING GUIDE
Reps are required to fill in Opportunity Manager® for all deals that meet the criteria of…
Internal discussion: What makes the most sense for your organization? Should you be requiring all deals be entered, only deals over a certain size, all deals from the past year, 6mos, etc.?
We will move data from SFDC into Opportunity Manager for deals that meet the criteria of…
Internal discussion: Are you tracking either Command of the Message® or MEDD(P)ICC methodologies in any other areas of SFDC? Would that data be valuable to have in Opportunity Manager instead? How will this movement affect other areas of SFDC?
Reps will have fully adopted the usage of Opportunity Manager by...
Internal discussion: It is unrealistic for all reps to have 100% of their deals entered into OM right away. Think, how many deals does each rep have? Applying the 80/20 rule, what 20% of the deals are strategic priorities for each rep? Pick those and get those in OM first. Then, it may make sense to aim for 20% done in the first week, 50% by EOM, 75% by the last month of the quarter, and 100% by EOQ. Then, all deals moving forward should be entered.
Managers will commit to reviewing assessments submitted by their reps on a … basis. Internal discussion: One of the most impactful ways to drive OM adoption is for managers to commit to reviewing deal assessments on a regular basis. Organizations that commit to regularly reviewing assessments in OM and provide thoughtful feedback on deal strategy within OM are significantly more likely to drive adoption.
“Good” within our organization looks like … number of fields filled in by the … stage of a deal.
Internal discussion: Managers should look for keywords or common phrases relating back to the Value Framework in all deal entries. Reps should never use “N/A” (N/A = Not Acceptable). Blank fields are great opportunities for coaching on the necessary next steps in the sales process. Reps should keep all entries in short, to-the-point sentences or bullet points consistently.
All Opportunity Coaching Sessions will be conducted via Opportunity Manager by ... *Internal discussion: *****We recommend a hard cut-over, but think about what makes sense for your organization. Should you have a ramp-up time? If so, what are the benchmarks?
Consistent use of Opportunity Manager (or lack thereof) will result in the following action … *Internal discussion: *****Consider offering rewards to those who adopt the app and think about how you want to navigate conversations with those who don’t. What are the consequences if a rep doesn’t adopt Opportunity Manager? Make sure your internal expectations are clear from day one of the rollout and have a plan to push adoption.