Often times not. Many of these same executives, when it comes time to assess their employees, become hypocritical. The reason to evaluate a group like this is to learn who it would be fair to ask to participate in more aggressive business development. It's nice to want more of a sales culture but it's a morale-killer to ask people unsuitable or disinterested in the task to participate. Another reason to evaluate is to determine what realistic expectations should be for their group. And of course training. What kind of help will the group need? What kind of weaknesses do they have and what kinds of issues will they have difficulty overcoming?
Some managers begin to get protective (threatened) at this point. Can you soften the language? Those questions don't apply. Do they want to create more of a sales culture or not? Post evaluation they'll learn that some employees are totally wrong for participating in business development and they'll ask to make exceptions. They'll ask for training and then ruin it by saying that a particular approach won't work in their business (as if they would know!).
Here are the rules for developing more of a sales culture:
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