Next Level 3P Scorecard

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Quiz Questions

1.
How confident are you that you consistently attract and hire top-tier talent?
- A.
  We mostly hire out of necessity and hope they work out
- B.
  We have a basic recruiting process, but results are mixed
- C.
  We proactively source, screen, and hire top performers who fit our culture
2.
How effective is your onboarding in getting new hires to full productivity quickly?
- A.
  It takes 9+ months and is inconsistent
- B.
  Some team members ramp in 6–9 months, others much slower
- C.
  Consistently 3–6 months with structured training and support
3.
How would you rate your developmental coaching in terms of driving real behavior change?
- A.
  Mostly employee reviews, little skill development
- B.
  Occasional coaching sessions, mixed impact
- C.
  Regular, structured coaching that measurably improves performance
4.
How clearly is your sales process documented and followed?
- A.
  Everyone does their own thing
- B.
  Some structure exists but not consistently applied
- C.
  Clear, documented, and consistently executed by all team members
5.
How well does your team follow a proven methodology (like Sandler or MEDDPIC) to qualify and close deals?
- A.
  Rarely or inconsistently
- B.
  Some reps follow it, others don’t
- C.
  Strong adoption and measurable impact on win rates
6.
How well do you track leading indicators (calls, meetings, proposals) alongside lagging metrics (closed deals, revenue)?
- A.
  Mostly measure results, not behaviors
- B.
  Track both but don’t always hold people accountable
- C.
  Track both consistently and use them to coach and improve
7.
How qualified are the leads your team works on average?
- A.
  No leads or mostly unqualified or low-fit
- B.
  Mixed — some good, some poor
- C.
  Consistently high-fit leads that match our ideal customer profile
8.
How predictable and balanced is your new business pipeline across all stages?
- A.
  Feast-or-famine cycles, unpredictable
- B.
  Sometimes balanced, often skewed to late-stage deals
- C.
  Consistently balanced with enough early, mid, and late-stage deals
9.
How accurate are your team’s sales forecasts and annual revenue predictions?
- A.
  Rarely match actual results
- B.
  Close some months, far off in others
- C.
  Consistently within a small margin of error
10.
How confident are you that deals in the final stage will close as predicted?
- A.
  We often lose “sure things”
- B.
  About half close as expected
- C.
  Most final-stage deals close on time and as forecasted

Quiz Outcomes

1.
Critical
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Your organization is struggling to gain control over People, Process, and Pipeline. The lack of consistency in hiring, onboarding, process execution, and pipeline management is putting both growth and stability at serious risk. What this means: Without immediate changes, you risk higher turnover, unpredictable revenue, and missed opportunities. This is the time for decisive leadership action — the right structure and coaching can completely change your trajectory. Next Level: Schedule a leadership alignment session with a Next Level coach to stabilize your organization and create a clear path forward.
2.
At Risk
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You’re adding clients, but key weaknesses in People, Process, or Pipeline are capping your growth and putting revenue at risk. Your process may lack clarity, pipeline health could be erratic, or your team might not have the coaching and development needed to excel.What this means: Without intervention, you’ll likely continue to see inconsistent quarters, stalled deals, and missed targets. Your leadership focus should be on building structure, tightening qualification, and creating consistent coaching and accountability habits.Next Level: Book a score review with a Next Level coach to uncover the hidden revenue you’re missing and get a practical plan to fix it.
3.
Growth Ready but Inconsistent
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You have many strengths, but they aren’t firing on all cylinders at the same time. Your people, process, and pipeline each have bright spots — but also gaps that create inconsistent results. Forecasts may swing, onboarding might take longer than ideal, or methodology adoption could be uneven.What this means: You’re well positioned for growth, but you’ll need to shore up weak points to achieve sustainable, predictable performance. Even small adjustments to your hiring, coaching cadence, or process adoption could significantly raise your results.Next Level: Let’s identify your three biggest growth levers and put a short-term plan in place to make them consistent strengths.
4.
High-Performance Organization
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Your organization is operating at an elite level across People, Process, and Pipeline. You consistently hire, onboard, and develop top talent. Your sales process is clear, followed, and reinforced through coaching and accountability. Your pipeline is balanced, healthy, and forecast accuracy is high.What this means: You have the systems, culture, and leadership in place to scale with confidence. Now it’s about refining for efficiency, preparing for growth surges, and keeping your competitive edge sharp.Next Level: Let’s explore how to leverage your high-performance culture to break into new markets, increase average deal size, or shorten your sales cycle even further.