CPQ Scales Description

(Sd) Social Drive - This scale measures the Individual’s social (as opposed to physical) drive or need for public recognition. High Scorers are socially impulsive and driven by their need for status/prestige recognition to collect casual relationships. They are motivated to higher productivity by public recognition and peer competition. Low Scorers are socially controlled, quite selective in making new relationships and rarely motivated by public recognition. Low scorers are susceptible to ‘prospecting burn-out’ if they don’t have a strong work ethic and self-discipline.

(Sc) Social Confidence - This scale measures the individual’s social confidence to take the social initiative (to make sales calls, for example). High scorers are typically able to communicate confidently with complete strangers and find it easy to be assertive when dealing with aggressive or difficult people. Even in stressful situations, they seldom show fear or anxiety. Low Scorers can be shy and less assertive unless they are in safe and familiar situations.

(Go) Goal Orientation - This scale measures the individual’s physical, goal-oriented drive. Managers describe High Scorers (60% or above) as ‘Hares’ who have a fire in the belly, a sense of urgency, hunger, passion, or goal-orientation. High Scorers are relatively restless and would rather spend time pursuing short-term goals than following well-defined systems. Low Scorers (39% or below) are described as ‘Tortoises’ who are easy-going, laid-back, consistent, and even-paced. Low Scorers would rather spend time following a well-defined and predictable process than pursuing short-term challenges that demand creative solutions.

(Nc) Need for Control - This scale measures the respondent's need for control and independence. High Scorers report that freedom and independence are more important than peace and harmony. They are typically ‘strong-willed’ and would rather fight for what they believe in than submit or conform. Low Scorers report that peace and harmony are more important than control and independence. They are normally the ‘peacemakers’ in situations where there is conflict or dissension.

(Do) Detail Orientation - This scale determines if the salesperson will focus on the prospect’s needs and the benefits he/she will enjoy or on facts and figures to make a sale. High Scorers often suffer from ‘analysis paralysis’ and spend too much time writing proposals and completing reports and paperwork rather then getting in front of prospects and customers. Not only do they spend too much time in preparation and reporting but can also lack insight into the buyer’s needs and hidden objections. Low Scorers tend to concentrate only on the basic concepts of the product or service that are relevant to the buyer’s needs. As a consequence they can have a problem attending to the detail required for compliance in a regulated sales environment.

(Sk) Scepticism - This scale measures the individual’s trust and belief in ‘most people’. High Scorers are more judgmental of both prospects and their own line managers and are typically more formal and rigid when interacting with strangers. They can be ‘too selective’ when qualifying prospective buyers. Low Scorers do not pre-judge nor pre-qualify prospective buyers nor are they sceptical of the intentions of their manager. They treat everyone as a prospect and find it easy to use referral-based prospecting.

(Gi) Good Impression - This scale measures the individual's motivation to leave a good impression by exaggerating strengths and downplaying weaknesses. High Scorers have strong ego-defences that protect them from criticism. However, these same ego-defences can cause the individual to make excuses, blame others, or deny fears, faults or failures. Low Scorers are more open and vulnerable to self-reflection, self-correction, rejection and criticism. They are typically more open to coaching by management.

(Nn) Need to Nurture - This scale measures the salesperson’s sensitivity to rejection as it is related to the need to nurture and take care of others. High Scorers are often sensitive to the needs of others and are motivated to be of service, no matter the sacrifice in time and energy. Because they are so vulnerable and open with their emotions, rejection of any form is painful. Low Scorers are better at time management, less vulnerable to rejection, more business-like in their demeanour and less nurturing to clients.