The Logical Levels of High Performing Sales Teams

December 6, 2018    Comment off

I am often asked, “What ways can you use NLP to create high performing Sales teams?”

When creating a high performing team or refining an existing team, it is important to go through the logical levels of high performance which was created by Robert Dilts.

Imagine you see your team as this high-performance garden. Green grass, rockery, brilliant colours, trees with deep roots that can withstand any weather, with consistent fruit produced from the tree, and a garden shed with the perfect tools to keep the garden working perfectly.

Now imagine your current garden is full of weeds, rotting bark, long overgrown grass, limited fruit, and is bland and grey in color, with no shed to keep your perfect tools in. I am sure you would agree that this is not the garden you want?

Logical levels allow you to go through the levels of high performance and identify blind spots, increase motivation and refine the skills that enable you to understand what high performance looks like, sounds like and feels like in your team. It enables you to create the exact garden you want to in order for your team to grow and flourish.


Where and when are you most effective as a team? What environment does that look like, sound like and feel like?

Our external environment where we work, and where we live has a direct impact on our external behaviour and motivation.

Consider that it is both ours and the team’s environment that dictates our attitudes, behaviours, and motivation.

Imagine you are a gorilla in the jungle with all the other gorillas, you have trees to climb, fruit to eat and other gorillas on the same mission as you, with the same passion. They are all pushing you to be a better version of yourself. I am sure you can imagine how you and the team would flourish?

Now imagine you are a gorilla on your own in a desert in a dry and hot environment with no one to support you, limited water and limited food. I am sure you can imagine how demotivated you would be?

It is worth considering these questions when crafting or evaluating your sales team environment in order to make sure you all aligned.

What is working in your environment?
What is not working in your environment?
What do you want instead?


What are our standards? Where are we going? What will behaviours will take us there?

Remember, if we are disempowered or empowered it directly affects our physiology, our state and then our outer behaviours and therefore results.

What behaviours are we tolerating as a team? Who do we aspire to become, and what behaviours will enable this?

The interesting thing is that behaviour is linked to our results as individuals, teams and towards our clients or customers.

Every behaviour is perfectly designed to get us a result, whether that’s the one we want or the one we don’t. You can usually tell everything you need to know about a team by looking at their behaviour. Pay attention, not to what people say, but what they do. The behaviour is either useful or not useful for the direction you are going.

When working to get the best out of a sales team, ask the following questions. When you ask these questions it is important to write down the first thing that comes to mind. If I asked for your email address how quickly would that come to you? That’s right, that quickly. All change is unconscious, and those answers and insights create high performance.

What do you do that’s working for you?
What do you do that’s not working for you?
What don’t you do that’s working for you?
What don’t you do that’s not working for you?

Skills and Capabilities

The skills and capabilities of the team are in direct proportion to the results you create.

The interesting thing is that most teams focus on what they are not very good at? Why? Because that is what everyone else does. It’s important to look at your aspirations both as a team and individually. What strengths do you already have? And if you developed your strengths, which ones will accelerate performance? Where are your opportunities for skill and capability development? Skill and capability development must be part of the workflow. Coaching, small workshops, team meetings, and webinars must be consistent to enable your team’s skills to be honed.

What skills and capabilities do you do well?
Where are your aspirations, and what skills will get you there?
What skills and capabilities do you want to develop?
What are your strengths and how do you hone those?

Beliefs and Values

Our individual beliefs are so important and whether you think you can, or you think you can’t, you’re right. Most limiting beliefs are learned and they are designed to keep you safe. This is great if you are wrestling a tiger in a jungle. Not so useful if you are trying to hit a sales target.

When you have a limiting belief it is always worth reframing it. “I can’t” What would happen if you could? “I am not confident” In what ways could you be trusting yourself”. Remember beliefs either empower or disempower. Sales is almost like a pro sport, and what do they do? The warm-up before training and games to get into peak state and go above feelings because that’s where performance is.

What beliefs would empower you daily?
What would be more useful beliefs?

Our personal values and team values provide motivation and drive. If one of your team is not performing there could be a values misalignment. What values do the best salespeople hold? What values does your underperformer hold? What’s the gap?

The reality is that everyone has different values and it is important to respect that. What are the collective team values, and are they in alignment with where you are going? If your team’s values are misaligned with your customers or clients values then this can cause conflict and you will get results that are not useful.

Here are some questions to ask to ensure high motivation and alignment. Elicit these values and build your team around them.

What’s important to you about your customers or clients?
What’s important to them specifically?
What’s important to you as a team?
What’s important to you personally?
What ways can you satisfy your values?

Identity and Purpose

What’s the one north star you are all aiming towards, what’s your highest purpose as a team?

Our purpose has to be so big that it would take a lifetime to get there. This will drive a huge amount of motivation, and who you become in the process would be far greater than who you are now.

Remember that without purpose and direction nothing happens. It’ your purpose that enables you to go the extra mile for each other, for your customer, and clients.

What purpose do you stand for?
Who are you that’s more than your role?
What’s the one mission you are all on?
What the highest intention of your work?

You have just learned Robert Dits logical levels and how to apply this to create a high performing sales teams. It’s important to work on all levels of your team garden, from the roots all the way up to the fruit.

Your perfect garden starts with environment, behaviours, skills, beliefs, values and your purpose. Get your team into a room and place the questions on flip charts and spend 2 hours answering the questions in this article. Then agree on next steps in each area and be accountable for the change, bring this to life.

When you have any questions please get in contact via LinkedIn.


Author: Adrian Hales, Just Eat.