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Who on your team can actually take the street?
Not every profile is fit for sales. IPV MTG detects the personality traits that separate an average salesperson from a top performer.
It measures general disposition for selling, the balance between empathy and combativeness, and the ability to close deals in competitive settings.
The balance that decides a sale
Neither the most empathetic nor the most aggressive sells more: the one who holds the middle does. Move along the gauge to see the three profiles.
Understands the client and adapts to any situation, but avoids conflict: leaves the decision for the next visit and the sale goes cold.
It is what holds the needle: the emotional discipline to temper combativeness and keep the relationship alive after the close.
The nine dimensions of commercial DNA
Each axis of the gauge is measured with three indicators. These are the nine the report analyzes.
Receptiveness
- 01ComprehensionAptitude for empathy and for reading the client.
- 02AdaptabilityFlexibility to play different roles depending on the situation.
- 09SociabilitySocial intelligence and genuine taste for interpersonal relationships.
Commercial drive
- 05CombativenessThe urge to win and the capacity to fight for the quota.
- 06DominanceNatural authority and will to power in the negotiation.
- 08ActivityLevel of energy, drive and enthusiasm.
Self-control
- 03Self-controlEmotional stability and perseverance in the face of a no.
- 04Frustration toleranceCapacity to bear momentary inferiority and carry on.
- 07Self-assuranceFull confidence in one’s own capabilities.
Where a sales force uses it
It is not a report to file away: it gets used at four concrete moments.
- Before hiringCut turnoverAvoid hiring people who burn out fast against rejection and leave the role empty within the first quarter.
- In the interviewDecide on data, not on impressionA good salesperson knows how to sell themselves in an interview. Psychometrics validates whether that potential exists outside the room.
- When promotingSpot sales leadersFind the profiles with high dominance and self-assurance, the ones who can hold a team lead role.
- When trainingTrain what is missing, not everythingThe report tells you whether the team needs work on listening or on closing. Those are two different trainings.
How it is applied
- 01They get the linkThe candidate opens it on any device. There is nothing to install.
- 02They answer at their paceOnline, unsupervised, with no software to download.
- 03The result arrives on its ownIt lands in the company console the moment they finish.
What you get
A report interpreted by a consultant, not a table of scores. It explains what the result means for the specific role you are filling and what is worth asking in the interview.
Tell us which role you need to fill and we will tell you whether this assessment is the right one.
Talk to a consultant