AGL uses globally benchmarked behavioral analytics, delivered by former sales executives, to build a complete picture of your commercial talent. Whether you are optimizing your current team, evaluating new sales candidates, or both, every individual is assessed against a globally benchmarked Sales Criteria for Success that defines what high performance actually looks like in each commercial role.
When a commercial team underperforms, the default response is training. Rarely does training solve the actual problem, because the actual problem is usually not skill. It is fit. The wrong people are in the wrong roles. Strengths that would excel in one position are being asked to do something they are not wired to do well.
Getting to the behavioral root of the problem requires data, not gut feel, and perspective from people who have run commercial teams, not just coached leaders in other functions.
Sales competencies are not uniform. The behaviors that drive success in a hunter role are different from those that drive success in account management, business development, or commercial leadership. Assigning talent without behavioral data produces predictable underperformance from people who could excel somewhere else on the team.
Most commercial leaders rely on quota performance and manager perception to assess their team. These measure outcomes, not the behavioral drivers behind them. Without behavioral data, there is no way to distinguish between a capability gap, a role fit problem, a motivation issue, or a team dynamic that is suppressing performance.
Resumes and interviews do not predict quota attainment, territory development, or client retention. The behavioral competencies that drive commercial performance are measurable, but most organizations have no tool to surface them in the hiring process. They bring on sales talent based on confidence and presence in the room, not on behavioral fit with the role. The pattern repeats: a strong first impression, a slow start, then months spent coaching a problem that was visible in the data before the offer was made.
Even when individuals are strong, team composition and role design can create friction, blind spots, and gaps in coverage. A team with duplicated strengths and unaddressed weaknesses will underperform regardless of individual talent. Getting the organizational design right is as important as developing the people in it.
AGL's Sales Alignment and Effectiveness engagement combines individual behavioral assessments, team-level organizational analytics, and a facilitated leadership workshop to produce a complete picture of your commercial team. Individual assessments show how each person is behaviorally wired for sales, where their strengths align with the demands of their current role, and where there is a better fit available on the team. Team-level analytics aggregate that data into a view of the commercial organization as a whole, identifying consolidated strengths, behavioral gaps, and opportunities to optimize role design and team structure.
The analysis is benchmarked against globally validated sales competencies covering the full commercial spectrum: business development, client engagement, collaboration, and leadership effectiveness. It is not generic leadership data applied to a sales context. It is a framework built specifically for commercial roles and interpreted by coaches who have held them.
The engagement closes with a facilitated workshop with the commercial leadership team. Data is translated into decisions: which roles are well-matched, where development investment will have the greatest impact, how to structure the team for the next stage of growth, and what the succession picture looks like within the commercial organization.
The same assessment process also applies to new commercial hires. Before an offer is made, candidates complete the same behavioral assessment and are scored against the Sales Criteria for Success for the specific role. AGL produces a comparative report showing which candidates are behaviorally built for the position, which carry risk, and what customized interview questions will surface what the panel did not. It is the same process as AGL's Pre-Hire Selection service, applied specifically to sales roles with the advantage of a benchmarked sales profile already built in.
Sales Criteria for Success
Every AGL Sales Acceleration engagement is anchored to a globally benchmarked Sales Criteria for Success specific to each commercial role type: business development, account management, commercial leadership, and others. This profile defines the exact behavioral competencies that predict high performance in each function, built from validated data across thousands of sales professionals worldwide. Current team members are mapped against it. New candidates are evaluated against it. The standard is not internal opinion about what good looks like. It is evidence, globally benchmarked and role-specific.
The Sales Acceleration engagement runs from individual assessment through team analytics to a facilitated leadership workshop. The pre-hire evaluation add-on applies the same process to new candidates before an offer is made.
Each member of the commercial team completes a behavioral assessment that takes approximately 20 minutes. The assessment measures behavioral tendencies, motivations, and work preferences across dimensions tied directly to sales effectiveness: drive, influence, resilience, collaboration, client focus, and leadership. It identifies not just what the behavior is, but the underlying reasons behind it, which is where actionable insight lives.
Each participant receives a 90-minute individual debrief with an AGL coach, reviewing their results, understanding what they mean for their current role, and building a set of personal action items. AGL coaches hold the highest level of certification in the assessment platform.
Individual assessment data aggregates into a team-level view that no individual report can show. AGL produces a consolidated Sales Alignment and Effectiveness Analytics report for the commercial leadership team, covering team strengths, behavioral blind spots, gaps in role coverage, and how the team is positioned relative to globally benchmarked sales competencies.
This report is reviewed in a structured session with the CCO or commercial leader, with specific recommendations for role alignment, organizational design, and where development investment will drive the greatest performance return. Direct access to the analytics platform is provided for ongoing review and future use.
The engagement closes with a facilitated workshop with the commercial leadership team. The workshop brings the analytics into a working session focused on team effectiveness, organizational design, strategic alignment, and succession within the commercial function. Leaders review the data together, work through the implications for how the team is structured and deployed, and leave with a concrete action plan for the next stage of commercial performance.
For organizations with multi-level commercial structures, AGL can extend the engagement to the N-2 team with a separate analytics pass and workshop focused on their team's data and succession planning for the commercial pipeline.
Before committing to a new commercial hire, apply the same assessment process to your candidates. Each finalist completes the behavioral assessment and is scored against the Sales Criteria for Success profile for the specific role. AGL produces a comparative candidate report showing behavioral fit, role alignment, motivational drivers, and risk areas, along with a set of customized interview questions drawn directly from each candidate's behavioral gaps. The questions tell you exactly what to probe and why it matters.
For organizations using AGL's team analytics, this step becomes especially powerful: new candidates are evaluated against the same benchmark used to assess the existing team. You can see not just whether a candidate fits the role, but how they fit with the people already in it.
Sales Acceleration is built for organizations that are serious about understanding the behavioral foundation of their commercial performance.
When results are consistently below expectations and another round of training has not moved the needle, behavioral data is usually what's missing. AGL gives commercial leaders the picture they need to stop guessing and start making structural decisions grounded in evidence.
Growth creates hiring pressure and forces organizational design decisions that are hard to reverse. AGL's analytics inform both: who to hire, what roles to build, how to structure the team for the next stage, and how to evaluate new commercial talent against what the team actually needs.
A new CCO or VP of Sales inherits a team they did not build. AGL accelerates their understanding of who is on that team, what they are built for, where the real strengths are, and where the design needs to change. The analytics give them a credible, data-driven foundation in the first 90 days.
Sales acceleration coaching targets the leadership and behavioral skills that drive revenue performance. AGL works with sales leaders and individual contributors to sharpen consultative selling skills, executive presence with buyers, and the coaching skills sales managers need to develop their teams.
Sales training teaches tactics. Sales acceleration coaching changes behavior. AGL's process uses structured coaching methodology to help leaders internalize and sustain what high performance requires, not just for one quarter, but durably.
The program is designed for VP Sales, Sales Directors, Regional Managers, and individual contributors in complex, enterprise, or relationship-based sales environments where buyer trust and consultative approach drive outcomes.
Engagement length is scoped to the development objectives. Most clients structure engagements over six months to allow behavioral change to take root and produce measurable revenue impact.
Yes. AGL does not replace your sales methodology. Coaching is delivered within the framework your team already uses, reinforcing its application rather than introducing a competing approach.
Tell us about your team and what is driving the conversation. We will respond within one business day. AGL serves commercial teams in Houston, across North America, and in 25+ countries worldwide.