For example: sales managers need to have their territory planning and quota-management tools integrated with the Human Resource and Compensation applications in order to better drive behavior and achieve sales goals.
At this point, the emphasis on independence has resulted in a spate of spin-offs of the executive compensation consulting businesses from the large integrated firms.
For sales and marketing to become aligned, and stay aligned, several things need to happen, namely companies need to develop the right perspectives, compensation drivers, cooperative work methods, and integrated processes.
In the wake of heightened concern about independence and conflict of interest, three of the top five executive compensation consulting firms to the top 1000 companies are still the integrated firms, which offer a variety of services primarily to management.