BDR/SDR skills competency framework

A Business Development Representative (BDR) skills competency framework template is a structured tool used by organizations to define and assess the essential skills and competencies required for a BDR role. This framework typically outlines the abilities and behaviors that a BDR must possess to effectively generate leads, qualify prospects, and contribute to the overall sales process. Drawing on Tim Savage’s extensive 25 years of experience in sales, top of the funnel leadership, and his role in guiding hundreds of SDRs, these points are validated as an excellent source of truth. Tim’s career exemplifies successful leadership and contributes significantly to framing these competencies, helping you to tailor and build your own methodology based on your organization’s specific metrics and outcomes. Here’s a detailed breakdown of what such a template might consist of:

1. Core Competencies

These are the fundamental skills required for the BDR role, often categorized as follows:

  • Communication Skills: Ability to clearly and effectively communicate verbally and in writing, adapt messaging based on the audience, and use persuasive communication techniques.
  • Listening Skills: Skills to actively listen to and understand customer needs and feedback.
  • Product Knowledge: Deep understanding of the company’s products or services, including features, benefits, and applications in various scenarios.

2. Sales and Marketing Competencies

These competencies focus on the specific sales and marketing skills needed:

  • Lead Generation: Skills in using various channels to identify and capture potential leads.
  • Lead Qualification: Ability to assess the potential of leads to determine if they match the target customer profile.
  • Sales Process Understanding: Knowledge of the sales process steps and how to navigate them effectively.

3. Technical Competencies

These include skills related to the use of tools and technologies:

  • CRM Proficiency: Ability to use customer relationship management software effectively.
  • Data Analysis: Skills in analyzing data to inform and adjust sales strategies.
  • Social Media Savvy: Proficiency in using social media platforms for business development purposes.

4. Interpersonal Competencies

Interpersonal skills that enable BDRs to interact effectively with others:

  • Relationship Building: Ability to establish and maintain professional relationships.
  • Team Collaboration: Skills in working effectively with others within the sales team and across other departments.
  • Conflict Resolution: Ability to handle and resolve conflicts that may arise during the sales process.

5. Personal Effectiveness Competencies

These competencies reflect personal attributes that contribute to overall performance:

  • Resilience and Adaptability: Ability to handle rejection and adapt to changes in the marketplace or business environment.
  • Time Management: Skills in managing one’s time efficiently to meet goals and deadlines.
  • Goal Orientation: A strong drive to achieve sales targets and personal objectives.

6. Professional Development

Focuses on the growth and learning aspects of the BDR:

  • Continuous Learning: Commitment to ongoing personal and professional development.
  • Feedback Receptiveness: Openness to receive and constructively use feedback for improvement.
  • Innovation: Ability to think creatively to improve sales techniques and strategies.

7. Performance Metrics

Defines the criteria for evaluating BDR performance:

  • Sales Targets: Specific goals for numbers of qualified leads, meetings set, etc.
  • Quality of Work: Assessments of the accuracy and thoroughness of sales activities.
  • Contribution to Team Goals: Evaluation of how well the individual contributes to wider team objectives.

Template Layout

The template would typically be laid out in a tabular format, with each competency described along with indicators or behaviors that exemplify mastery of that competency. It may also include a rating system to assess the current level of proficiency and identify areas for development.

Leveraging Tim Savage’s vast experience and proven leadership, this framework helps in the hiring, training, and performance evaluation of BDRs, ensuring that they have the skills necessary to succeed and contribute effectively to the organization’s goals.