{"id":11539,"date":"2017-09-14T21:10:42","date_gmt":"2017-09-14T21:10:42","guid":{"rendered":"https:\/\/sandler.dsstaging2.com\/case-study\/improve-performance-evaluation\/"},"modified":"2022-10-18T15:59:09","modified_gmt":"2022-10-18T15:59:09","slug":"improve-performance-evaluation","status":"publish","type":"post","link":"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/","title":{"rendered":"9 Ways to Improve Your Next Performance Evaluation"},"content":{"rendered":"\n<p>Traditionally performance evaluations (or reviews) are a \u201ccheck the box\u201d exercise designed to appease HR. These evaluations typically come down to a \u201cgood kid\u201d (you made your number \/ performed to expectations) or \u201cbad kid\u201d (you didn\u2019t make your number) comment from a manager. This comment prompts an emotional reaction, positive or negative depending on the evaluation, which triggers conflict and leaves neither party feeling good mentally or emotionally about the meeting.<\/p>\n\n\n\n<p>To break the \u201cgood kid \/ bad kid\u201d cycle use these nine suggestions, viewed through the lens of David Sandler\u2019s \u201cSuccess Triangles,\u201d to give structure to your performance evaluations to turn them into a development opportunity instead of a source of conflict.<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_79_2 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/#Attitude\" >Attitude<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/#Behavior\" >Behavior<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/#Technique\" >Technique<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Attitude\"><\/span>Attitude<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<ol class=\"wp-block-list\"><li><strong>Performance evaluations are a process, not an<\/strong>\u00a0<strong>event.\u00a0<\/strong>In fact, if you\u2019re following the accountability structure described in\u00a0<a href=\"https:\/\/www.sandler.com\/shop\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">Accountability the Sandler Way<\/a>\u00a0you\u2019re doing a performance evaluation every week. If your evaluation is only once a year, it puts too much pressure on everyone involved.<\/li><li><strong>Performance evaluations are a development opportunity, not a \u201cgotcha\u201d opportunity.<\/strong>\u00a0As Bill Bartlett described in\u00a0<a rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\" href=\"https:\/\/www.sandler.com\/shop\" target=\"_blank\">The Sales Coaches Playbook<\/a><em>,<\/em>\u00a0your people will fail because they\u2019re human so give them permission to fail and the protection that when they do fail you use it as a learning opportunity instead of a chance to beat on your employee. If you want employees to push the limits of their abilities and grow beyond their current skills, they will need permission to fail.<\/li><li><strong>Performance evaluations are not a place to get your emotional needs met as the manager.<\/strong>\u00a0A play on David Sandler\u2019s rule, \u201cSales isn\u2019t a place to get your emotional needs met.\u201d An effective performance evaluation leaves both you and your direct report feeling good about your interaction because they feel supported and you have their commitment to specific performance expectations and mutual agreement on the consequences of not performing. You should not be making yourself look good or transferring blame to your employee during the evaluation.<\/li><\/ol>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Behavior\"><\/span>Behavior<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<ol class=\"wp-block-list\"><li><strong>Schedule your performance evaluations.<\/strong>&nbsp;The best time is at the end of a coaching session, before you and your direct report end that meeting. If you don\u2019t schedule a performance review as the next step from your coaching session all you had was a nice, polite conversation that probably won\u2019t result in any behavioral change on the part of your direct report. Put these on the calendar and show up for the appointments.<\/li><li><strong>Gather performance data.<\/strong>&nbsp;As David Sandler\u2019s rule goes, \u201cPeople don\u2019t argue with their own data.\u201d This data will be important for another tip under \u201ctechnique.\u201d But for now, be prepared with verifiable proof and questions to help your employee discover their performance level.<\/li><li><strong>Plan your performance evaluation.&nbsp;<\/strong>Just like pre-call planning is critical for your salespeople, planning your performance evaluation is critical because performance evaluations, where you are discussing good performance or not, are fraught with emotion. By planning your outcomes, the questions you will ask, and the questions (or excuses) you expect your direct report to give, you\u2019ll be better able to stay focused on evaluating your direct report\u2019s performance instead of getting caught up in their emotions.<\/li><\/ol>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Technique\"><\/span>Technique<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<ol class=\"wp-block-list\"><li><strong>Set a strong Up-Front Contract at the beginning&nbsp;<em>and&nbsp;<\/em>the end,<\/strong>&nbsp;One of Sandler\u2019s most universally applicable techniques, a strong Up-Front Contract at the beginning of your performance evaluation means that you and your direct report both agree to the purpose, time, agenda and outcomes of your meeting at the beginning. When you get to the end, you\u2019ll set a new Up-Front Contract for your next performance evaluation that will include consequences for not performing to mutually agreed expectations.<\/li><li><strong>Focus on&nbsp;<em>role performance,&nbsp;<\/em>not their identity.<\/strong>&nbsp;This is where the data you gathered before your meeting comes into play. By using objective data as the focal point for your performance evaluation, the potential for conflict is reduced because you\u2019re not attacking your direct report as a&nbsp;<em>person&nbsp;<\/em>you are seeking to understand their performance in their role. If they aren\u2019t performing and continue to underperform, they may fall into the \u201cgood person, bad fit\u201d category of employee who should go be more successful elsewhere. However, make sure your feedback is direct at their fit and behavior, not at their self-worth or identity characteristics.<\/li><li><strong>Control your meeting using<\/strong>&nbsp;<strong>questions.<\/strong>&nbsp;In any human interaction, the person who is asking the most questions (and by extension listening the most) is in control. When asking questions remember David Sandler\u2019s \u201cRule of Three Plus,\u201d which means that it typically takes three or more questions to get to the truth. There are no magic bullet questions in performance evaluations, just as there aren\u2019t any magic bullet questions in sales. To illustrate, a favorite question for our management clients in a performance evaluation is \u201cHow would you evaluate your performance on a scale of 1-10, one being terrible and ten being excellent?\u201d Followed up with \u201cWhat prompted you to give yourself that score?\u201d and \u201cWhat would you need to do to raise your score at our next meeting?\u201d Note that the last question is \u201craise your score\u201d not \u201cget a ten,\u201d because performance improvement is a process. Also, the series of questions is what leads to the best information, not the first number they pick.<\/li><\/ol>\n\n\n\n<p>Go back through the list and score yourself 1-10 based on how often you implement each of those suggestions. One is \u201cjust heard about it, \u201d and ten is \u201cdo it all the time.\u201d You\u2019ll probably have a few tens and few areas you can work on. Then pick the&nbsp;<em>one&nbsp;<\/em>attitude, behavior, or technique you believe will provide the most benefit to you and your team in their performance evaluations and commit to it until you would score yourself a ten. Then pick another and another until you would score yourself a ten on all nine suggestions.<\/p>\n\n\n\n<p>Instead of being a source of stress make your performance evaluations a source of support for your team, and all of you will come to appreciate them more.<\/p>\n\n\n\n<p><strong><a href=\"https:\/\/reports.sandler.com\/sandler-rules-best-practices-sales-leaders\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">Click here to download our top\u00a0<\/a><em><a href=\"https:\/\/reports.sandler.com\/sandler-rules-best-practices-sales-leaders\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">Four Best Practices for Sales Leaders Who Are Pressed for Time<\/a><\/em><a href=\"https:\/\/reports.sandler.com\/sandler-rules-best-practices-sales-leaders\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">.<\/a><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Traditionally performance evaluations (or reviews) are a \u201ccheck the box\u201d exercise designed to appease HR. These evaluations typically come down to a \u201cgood kid\u201d (you made your number \/ performed to expectations) or \u201cbad kid\u201d (you didn\u2019t make your number) comment from a manager. This comment prompts an emotional reaction, positive or negative depending on&#8230;<\/p>\n","protected":false},"author":22,"featured_media":11540,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"footnotes":""},"categories":[1120],"tags":[1362,1057,1214],"class_list":["post-11539","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-performance-evaluation","tag-professional-development","tag-sales-behavior"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>9 Ways to Improve Your Next Performance Evaluation | Sandler Training<\/title>\n<meta name=\"description\" content=\"Traditionally performance evaluations (or reviews) are a \u201ccheck the box\u201d exercise designed to appease HR. These evaluations typically come down to a \u201cgood kid\u201d (you made your number \/ performed to expectations) or \u201cbad kid\u201d (you didn\u2019t make your number) comment from a manager. This comment prompts an emotional reaction, positive or negative depending on the evaluation, which\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"9 Ways to Improve Your Next Performance Evaluation | Sandler Training\" \/>\n<meta property=\"og:description\" content=\"Traditionally performance evaluations (or reviews) are a \u201ccheck the box\u201d exercise designed to appease HR. These evaluations typically come down to a \u201cgood kid\u201d (you made your number \/ performed to expectations) or \u201cbad kid\u201d (you didn\u2019t make your number) comment from a manager. This comment prompts an emotional reaction, positive or negative depending on the evaluation, which\" \/>\n<meta property=\"og:url\" content=\"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/\" \/>\n<meta property=\"og:site_name\" content=\"Sandler\" \/>\n<meta property=\"article:published_time\" content=\"2017-09-14T21:10:42+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-10-18T15:59:09+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/sandler.com\/wp-content\/uploads\/2022\/10\/AdobeStock_82278534-Converted.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"697\" \/>\n\t<meta property=\"og:image:height\" content=\"523\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Karl Graf\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Karl Graf\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/\",\"url\":\"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/\",\"name\":\"9 Ways to Improve Your Next Performance Evaluation | Sandler Training\",\"isPartOf\":{\"@id\":\"https:\/\/sandler.com\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/sandler.com\/wp-content\/uploads\/2022\/10\/AdobeStock_82278534-Converted.jpg\",\"datePublished\":\"2017-09-14T21:10:42+00:00\",\"dateModified\":\"2022-10-18T15:59:09+00:00\",\"author\":{\"@id\":\"https:\/\/sandler.com\/#\/schema\/person\/5d46a7f560c7790a71456ae5dbe3aa1a\"},\"description\":\"Traditionally performance evaluations (or reviews) are a \u201ccheck the box\u201d exercise designed to appease HR. These evaluations typically come down to a \u201cgood kid\u201d (you made your number \/ performed to expectations) or \u201cbad kid\u201d (you didn\u2019t make your number) comment from a manager. This comment prompts an emotional reaction, positive or negative depending on the evaluation, which\",\"breadcrumb\":{\"@id\":\"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/#primaryimage\",\"url\":\"https:\/\/sandler.com\/wp-content\/uploads\/2022\/10\/AdobeStock_82278534-Converted.jpg\",\"contentUrl\":\"https:\/\/sandler.com\/wp-content\/uploads\/2022\/10\/AdobeStock_82278534-Converted.jpg\",\"width\":697,\"height\":523,\"caption\":\"9 Ways to Improve Your Next Performance Evaluation\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/sandler.com\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"9 Ways to Improve Your Next Performance Evaluation\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/sandler.com\/#website\",\"url\":\"https:\/\/sandler.com\/\",\"name\":\"Sandler\",\"description\":\"Sales and leadership training and coaching solutions for salespeople, sales managers, and executives\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/sandler.com\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Person\",\"@id\":\"https:\/\/sandler.com\/#\/schema\/person\/5d46a7f560c7790a71456ae5dbe3aa1a\",\"name\":\"Karl Graf\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/sandler.com\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/60349c228c2644150c4781d8c99154b91fc6c2d6a85058c3fccd27b6b83aaa99?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/60349c228c2644150c4781d8c99154b91fc6c2d6a85058c3fccd27b6b83aaa99?s=96&d=mm&r=g\",\"caption\":\"Karl Graf\"},\"description\":\"Karl Graf is the President of TrustPoint Management Group\u2013TX, LLC, an authorized Sandler Training\u00ae center located in Texas. Karl is recognized nationally as a business development expert, specializing in executive sales consulting and sales productivity training. He is an authentic, enthusiastic speaker who can inform as well as entertain and motivate Presidents, CEO's, other Senior Managers and Sales Professionals. Karl helps industry leaders formulate successful management and sales and prospecting strategies daily. Top executives have benefited from Karl's expertise and experience, especially in the areas of new account acquisition and recruiting an effective sales winner. By focusing on buyer's and seller's attitudes and behaviors, not just techniques, Karl's clients are able to achieve \\\"superior selling\\\" results.\",\"sameAs\":[\"https:\/\/www.trustpointtx.sandlersysdev.wpengine.com\"]}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"9 Ways to Improve Your Next Performance Evaluation | Sandler Training","description":"Traditionally performance evaluations (or reviews) are a \u201ccheck the box\u201d exercise designed to appease HR. These evaluations typically come down to a \u201cgood kid\u201d (you made your number \/ performed to expectations) or \u201cbad kid\u201d (you didn\u2019t make your number) comment from a manager. This comment prompts an emotional reaction, positive or negative depending on the evaluation, which","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/","og_locale":"en_US","og_type":"article","og_title":"9 Ways to Improve Your Next Performance Evaluation | Sandler Training","og_description":"Traditionally performance evaluations (or reviews) are a \u201ccheck the box\u201d exercise designed to appease HR. These evaluations typically come down to a \u201cgood kid\u201d (you made your number \/ performed to expectations) or \u201cbad kid\u201d (you didn\u2019t make your number) comment from a manager. This comment prompts an emotional reaction, positive or negative depending on the evaluation, which","og_url":"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/","og_site_name":"Sandler","article_published_time":"2017-09-14T21:10:42+00:00","article_modified_time":"2022-10-18T15:59:09+00:00","og_image":[{"width":697,"height":523,"url":"https:\/\/sandler.com\/wp-content\/uploads\/2022\/10\/AdobeStock_82278534-Converted.jpg","type":"image\/jpeg"}],"author":"Karl Graf","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Karl Graf","Est. reading time":"5 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/","url":"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/","name":"9 Ways to Improve Your Next Performance Evaluation | Sandler Training","isPartOf":{"@id":"https:\/\/sandler.com\/#website"},"primaryImageOfPage":{"@id":"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/#primaryimage"},"image":{"@id":"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/#primaryimage"},"thumbnailUrl":"https:\/\/sandler.com\/wp-content\/uploads\/2022\/10\/AdobeStock_82278534-Converted.jpg","datePublished":"2017-09-14T21:10:42+00:00","dateModified":"2022-10-18T15:59:09+00:00","author":{"@id":"https:\/\/sandler.com\/#\/schema\/person\/5d46a7f560c7790a71456ae5dbe3aa1a"},"description":"Traditionally performance evaluations (or reviews) are a \u201ccheck the box\u201d exercise designed to appease HR. These evaluations typically come down to a \u201cgood kid\u201d (you made your number \/ performed to expectations) or \u201cbad kid\u201d (you didn\u2019t make your number) comment from a manager. This comment prompts an emotional reaction, positive or negative depending on the evaluation, which","breadcrumb":{"@id":"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/sandler.com\/blog\/improve-performance-evaluation\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/#primaryimage","url":"https:\/\/sandler.com\/wp-content\/uploads\/2022\/10\/AdobeStock_82278534-Converted.jpg","contentUrl":"https:\/\/sandler.com\/wp-content\/uploads\/2022\/10\/AdobeStock_82278534-Converted.jpg","width":697,"height":523,"caption":"9 Ways to Improve Your Next Performance Evaluation"},{"@type":"BreadcrumbList","@id":"https:\/\/sandler.com\/blog\/improve-performance-evaluation\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/sandler.com\/"},{"@type":"ListItem","position":2,"name":"9 Ways to Improve Your Next Performance Evaluation"}]},{"@type":"WebSite","@id":"https:\/\/sandler.com\/#website","url":"https:\/\/sandler.com\/","name":"Sandler","description":"Sales and leadership training and coaching solutions for salespeople, sales managers, and executives","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/sandler.com\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Person","@id":"https:\/\/sandler.com\/#\/schema\/person\/5d46a7f560c7790a71456ae5dbe3aa1a","name":"Karl Graf","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/sandler.com\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/60349c228c2644150c4781d8c99154b91fc6c2d6a85058c3fccd27b6b83aaa99?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/60349c228c2644150c4781d8c99154b91fc6c2d6a85058c3fccd27b6b83aaa99?s=96&d=mm&r=g","caption":"Karl Graf"},"description":"Karl Graf is the President of TrustPoint Management Group\u2013TX, LLC, an authorized Sandler Training\u00ae center located in Texas. Karl is recognized nationally as a business development expert, specializing in executive sales consulting and sales productivity training. He is an authentic, enthusiastic speaker who can inform as well as entertain and motivate Presidents, CEO's, other Senior Managers and Sales Professionals. Karl helps industry leaders formulate successful management and sales and prospecting strategies daily. Top executives have benefited from Karl's expertise and experience, especially in the areas of new account acquisition and recruiting an effective sales winner. By focusing on buyer's and seller's attitudes and behaviors, not just techniques, Karl's clients are able to achieve \"superior selling\" results.","sameAs":["https:\/\/www.trustpointtx.sandlersysdev.wpengine.com"]}]}},"_links":{"self":[{"href":"https:\/\/sandler.com\/wp-json\/wp\/v2\/posts\/11539","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/sandler.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sandler.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sandler.com\/wp-json\/wp\/v2\/users\/22"}],"replies":[{"embeddable":true,"href":"https:\/\/sandler.com\/wp-json\/wp\/v2\/comments?post=11539"}],"version-history":[{"count":0,"href":"https:\/\/sandler.com\/wp-json\/wp\/v2\/posts\/11539\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/sandler.com\/wp-json\/wp\/v2\/media\/11540"}],"wp:attachment":[{"href":"https:\/\/sandler.com\/wp-json\/wp\/v2\/media?parent=11539"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sandler.com\/wp-json\/wp\/v2\/categories?post=11539"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sandler.com\/wp-json\/wp\/v2\/tags?post=11539"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}