Learn what being a member does for you
The Seller Styles
Learn the styles and take your free assessment
See a summary of all our programs and certifications
Certified Professional Sales Person(CPSP®)
Develop your potential as a certified sales professional
Certified Professional Sales Leader(CPSL®)
Grow your impact as a certified sales leader
Certified Master Sales Professional (CMSP®)
Join the elite group of sales professionals and leaders
Advanced Sales Influence (ASI)
Take your influence and leadership to the next level.
Learn foundational sales behaviors, strategies, and skills
Power of Contact Marketing
Learn from marketing expert and author Stu Heinecke
Join the top 1% of sales professionals in the world.
Next Level Virtual Coaching
Join our ongoing dynamic virtual coaching community
Explore job postings from some of the best companies in the country looking for sales professionals
Daily Dose of Influence!
Enjoy our video series of influence tips and strategies
Leads To Growth
Dig into our podcast featuring industry leaders and experts
Learn from our high-level sales coaching video series
Women of Sales & Influence – Facebook Live Series
Be inspired by our Facebook Live series spotlighting top women influencers
Women of Sales & Influence – Video Blog
Enjoy valuable, high-level sales strategies to empower your sales goals
The Growth Quotient
You’ve heard about IQ, but what is your GQ?
Our Commitment to You
We are here to help your approach to sales, how you interact with others, and how you perform and execute
NASP Sales Blog
Learn from our member-submitted articles for sales professionals
Write For Us
Share your sales expertise and insights with our community
About Our CEO
Standards of Conduct
Common Questions and Answers
The only time your sales or development training maximizes its potential is when it’s fully integrated into the culture of the organization. Therefore, the influence must include follow-up support that lasts long enough for new habits to develop.
The problem is leaders rarely allow training to last long enough for integration to occur.
And, here’s the part no one ever thinks about. For the training to be fully integrated into the culture, the leader must be trained as well. There are two reasons why this is so. First, the leader is the one who ultimately must recognize, reward, and reinforce the new behavior and mindsets. And second, people must see their leader model the new behavior; otherwise they’ll revert back to old habits and belief systems.
In the outline below, you will learn about a powerful model that we call the Cycle of Performance, which will support your people to step up their level of performance:
These are the four phases that everyone goes through whenever they learn something new.
The beginning of change, a project, or a goal when you’re excited and feel that nothing can stop you. At this stage, you’re “unconsciously incompetent,” but your confidence and commitment are high.
The phase when you’ve lost your enthusiasm and you start saying things like, “I don’t think I can do this.” This is where people normally quit. In this stage, you are “consciously incompetent” and your confidence and commitment are low.
This is the transitional phase of performance. You either go backwards to deception or you move forward to identity. If you keep moving forward you progress toward becoming “consciously competent.” You’re starting to do the right things. If you persevere you get to…
This is the phase where you “own” it. You don’t have to think about it anymore, you just do it. You are “unconsciously competent,” and your confidence and commitment are high.
The Cycle of Performance gives you and your people a road map to understand what everyone on this planet goes through in order to grow. Once your people understand this model, they will have a much higher probability of success. Why? Because they’ll know how to avoid getting caught up in Deception. They’ll understand that all growth is accompanied by some pain. So instead of letting it interrupt their growth, they’ll realize that deception is part of the process–a necessary part of growth. They’ll start to look forward to the other phases, knowing that all they have to do is keep moving forward to get there. We use the Cycle of Performance to teach how a person’s identity is ingrained.
There are six types of identities we can assume that are actually resistant to change and growth. When we have these identities, we can get permanently caught in Deception.
The Six Categories of Deception shows you what behaviors and patterns you can expect from individuals on your team as they hit Deception. Once you recognize the identity each person is assuming (i.e., victim, fear seeker, etc.), you can use the model to show you exactly what to say and do to help him or her move into Transformation, and ultimately into a new Identity.
About the author