Our Philosophy...

• Your business is built around your customers, your prospects, and their needs.
  
  
• Your primary interface with customers and prospects is through your sales people.
  
  
• Sales professionals do what they are paid to do.
  
  
• Nothing tells a sales person what to do more clearly than their compensation plan.
  
  
• The best sales people will know how to make the most money within 30 minutes of getting a new compensation plan.
  
  
• Our job is to align your sales compensation program with your business objectives so that when your sales people win, the company wins.
  
  
• If sales professionals are making money – and the company isn’t – it’s not always a sales issue, but rather one of sales compensation design.
  
  
• To understand sales compensation, you have to understand sales psychology.

 

 

Our Process...

Step 1 – Quantitative Analysis and Qualitative Assessment

We start by understanding your business strategy and objectives, and then work toward an understanding of how well your sales compensation program supports them. We’ll do a quantitative analysis of your sales compensation plans, including plan dynamics and pay/performance ratios, and we’ll conduct a qualitative assessment through interviews with key stakeholders and successful sales people.

Step 2 – Build the Design Team

Since a company’s sales compensation program typically touches many different parts of the company, we take a collaborative approach to designing compensation plans. Working with top management, we’ll build a team that is tailored for your company and reflects your unique organizational structure. We typically include the people who administer the plans to ensure a successful implementation.

Step 3 – Design and Development

After a comprehensive analysis of your current program, we’ll present alternative solutions supported by “what if” modeling scenarios and associated cost projections, and we’ll provide practical recommendations that are aligned with industry best practices and support your culture and values.

Step 4 – Implementation, Documentation, and Communication

Since the primary function of your sales compensation plans is telling your sales people what to do, the messaging and communication of the plans are critical to a successful implementation. We’ll build an implementation plan and a communication plan that supports your objectives and clearly communicates them to your sales people. We’ll publish your compensation plan documents, including relevant policies, and produce all of the collateral roll-out materials.

Step 5 – Post-Implementation Evaluation

After the plans are published and the roll-outs are complete, we can conduct a post-implementation analysis that includes an assessment of how well your sales people understand the new changes, and how the plans are performing against our projections

Who we are...

Richard Lenahan launched Praxis Sales Compensation Consulting LLC after a 26-year career in the telecommunications industry. He began his career in sales and sales management, and then gained experience in all aspects of sales compensation strategy, design, and implementation. For most of his career, he was the global sales compensation leader designing and managing the sales compensation program for one of the largest companies in the telecommunications industry.

As the industry evolved – through mergers, acquisitions, and bankruptcies – Richard developed a comprehensive approach for evaluating, consolidating, and communicating changes to the sales compensation program. Through his experience, working in Sales, Marketing, Finance, and Human Resources, he came to understand how deeply embedded sales compensation is within a corporate culture, and how important it is to respect culture in developing successful programs.

He has extensive international experience with global sales forces, and has implemented sales compensation plans for teams in the United States, Canada, Europe, Asia Pacific and South America.

Richard lives in Atlanta, Georgia with his wife and two children.