Tips for Continuous Learning in Sales Teams

Some of my hardest lessons as a sales leader came when figuring out how to setup and run training (learn from my mistakes!) Me as a new leader: "Great we have 10 topics we want to cover... let's do 1 a week. 2.5 months later we will have covered SO much ground!" 🙃 Training was more of a "box checking" exercise. Someone shared feedback on what they wanted to learn, and it got added to the list Having one 30 or 60 minute training on any topic is never sufficient, and I did the team a disservice So what was missing? And what did I seek to add later? 👉 Focus Instead of 10 topics, we might go into a quarter with 1-2 priority focus areas. The deeper engagement on a narrower topic is not unlike narrowing your focus on a smaller set of ICP accounts This creates room for practice, follow up sessions, different voices delivering the material, and ultimately makes the content stickier 👉 Engagement from other departments Where applicable, involvement from other departments can add incredible value to your training program. For instance, when you are training on a new product category, it is valuable to: - Hear firsthand from Product how it's built - Align your training timeline with Product Marketing so that materials are ready to go as the training commences - Work with Marketing so that messaging aligns to how you can sell it and everyone has the same talking points from day 1 - Work with Rev Ops to identify a market opportunity to apply your learnings - Have Sales Enablement help prepare uses cases in your sales tech stack 👉 A system to encourage accountability Once the trainings are delivered, how do you know that the sales team was paying attention? That can take many forms: - Group activity like pitch practice - Measuring adoption through tools like Gong - Contest/SPIF to encourage initial matching sales activity - Knowledge tests in your LMS (my least favorite) 👉 Repetition There's a reason Sesame Street used to repeat episodes during the week - once wasn't enough to get the message home! While your sales team isn't full of 3 year olds, similar principles apply Bottom line: instead of thinking about any topic as a single "training", think about creating "training programs" for your team 🎓 Tying it all together for a training on "New Product A" Week 1: Product & Product Marketing introduce the new offering Week 2: Outside expert/marketing/leadership deliver the industry POV Week 3: Team gets together to identify prospects and practice the pitch Week 4: Team provides feedback on material and prospecting plans are built incorporating the training Weeks 5-8: Measuring adoption through Gong. Shouting out strong adoption and privately helping laggards identify gaps in understanding Week 6: Short contest to encourage cross/up-sell opportunity creation Week 12: Revisit/Feedback #SalesEnablement #SalesTraining #LeadershipLessons #CorrCompetencies

🌟 Formula for Sales Training Success: A Blueprint for Effectiveness! 🚀 Hey Small Business Sales Leaders!! Sarah, a savvy small business sales leader, understands that the effectiveness of sales training is not just about ticking boxes but creating a dynamic learning environment. Here's how Sarah implements and ensures the success of her sales training program: 💡 Needs Assessment and Customization: Assessment: Sarah begins by conducting a thorough needs assessment. She identifies the specific skills and knowledge gaps within her team. Customization: Based on the assessment, Sarah tailors the training content to address the unique challenges and goals of her team. One-size-fits-all doesn't cut it; it's all about relevance. 🎇 Blended Learning Approach: Traditional and Online Modules: Recognizing the diverse learning preferences of her team, Sarah adopts a blended learning approach. She combines traditional in-person training sessions with interactive online modules. Flexibility: This approach provides flexibility for team members to learn at their own pace, catering to different learning styles and accommodating varied schedules. 👊 Continuous Learning Culture: Regular Assessments: Sarah integrates regular assessments throughout the training program. This ensures that team members are not only absorbing information but also applying it in real-world scenarios. Feedback Loops: Constructive feedback is a cornerstone of Sarah's training strategy. Open feedback loops encourage dialogue, allowing team members to share insights, ask questions, and collectively learn from experiences. 🥇 Real-World Application: Scenario-Based Training: Sarah incorporates scenario-based training exercises. Team members engage in simulations that mirror actual sales situations, allowing them to apply theoretical knowledge to practical scenarios. Role-Playing: Sarah encourages role-playing to enhance communication and interpersonal skills. This hands-on approach builds confidence and prepares her team for diverse client interactions. 💪 Leadership Involvement and Support: Lead by Example: Sarah actively participates in the training sessions, demonstrating her commitment to continuous learning. Her involvement sets a precedent for the team to prioritize professional development. Providing Resources: Sarah ensures that her team has access to a variety of resources, from industry insights to the latest sales tools. This resource-rich environment fosters a culture of curiosity and self-improvement. 👏 Celebrating Milestones: Creating a Positive Environment: By creating a positive and supportive learning environment, Sarah motivates her team to actively engage in the training process. 🚀 Pro Tip: The success of sales training lies in its adaptability. Ready to Elevate Your Sales Training? Let's Connect! 🌟💼 #SalesTrainingSuccess #ContinuousLearning #SalesLeadership #Leadership #Business🚀✨

I've coached SDR teams for over two decades now. Here is the most important sales-coaching lesson I've learned over that time: ✅ Always ask. ❌ Rarely tell. I call this 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝘃𝗲 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴. The goal of collaborative coaching is to guide the rep towards solutions by asking intentional questions as opposed to stating directives. This emphasizes self-adaptation and empowerment while reducing the dependency reps have on managers for coaching. Some examples of questions you might ask: ❓What went wrong on that call? ❓What support do you need from me to reach your quota? ❓What skill do you think is most important for you to improve this month? Your team benefits from this #strategy because: 👍 It allows your SDRs to take ownership of their professional development. 👍 It empowers SDRs to develop self-assessment skills that can be applied to their unique first-hand experiences. 👍 It strengthens the relationship between the manager and the SDR by creating a mutual commitment to performance improvement. By guiding SDRs with questions, not directives, you empower your reps to be their own growth catalysts. Once your people start improving, even when you're not in the room, that's when you've unlocked something as a sales leader. #salesdevelopment #SDR

Elevate your company's learning culture by embracing and maximizing the true potential of knowledge acquisition. Transform your approach by scheduling learning sessions during the early hours of Monday or Tuesday, a simple yet powerful strategy that significantly enhances the applicability and impact of acquired insights. Unlike the common practice of relegating learning activities to the latter part of the week, typically during lunch or late afternoon for the sake of convenience, prioritizing learning at the beginning of the week reaps profound benefits. In my experience, having successfully influenced companies to shift their learning sessions to the start of the week, I observed a remarkable increase in instances where newly acquired knowledge was promptly applied – sometimes within mere hours, and in other cases, within a day or two. This not only translates to more direct and meaningful contributions to the company but also ensures that the acquired knowledge is retained and not lost over the weekend. Beyond the immediate impact, there exists a subtle yet significant psychological effect when learning takes place early in the week. Initiating the week with a focus on learning sends a powerful message – we prioritize what we do first. By demonstrating a commitment to learning from the outset, a team communicates that learning is a valued and essential aspect of their work. This shift positively influences the team's mindset, attitude, and approach toward continuous learning.

Sales training programs typically struggle to gain traction. Training programs often fall short of their potential, leaving many organizations wondering where the disconnect lies. Despite the best intentions, the adoption of new skills, strategies, and tactics is low. Sales teams are constantly pressured to meet targets and adapt to rapidly changing market conditions. If there is not a clear and present reason to make a change, the fear is that the change will negatively affect their production, at least in the short term. And because you are only as good as your last month or quarter, there is no time for ramp-up in the eyes of the seller. This pressure, coupled with the following factors, can lead to the underutilization of sales training programs: 1. Relevance: Training content may not align well with the sales team's real-world challenges, leading to a lack of engagement. 2. Complexity: Overly complicated training programs can overwhelm and discourage sales professionals. 3. Time Constraints: Sales teams are often time-challenged, struggling to balance implementing the new learnings with their primary sales responsibilities. To overcome these issues and ensure the adoption of new programs, we developed a formula for training success: Adoption = Perceived Value + Ease of Use + ROI 1. Perceived Value: Demonstrate how the training will solve specific problems or capitalize on specific opportunities that the sales team faces. Tailor the training content to meet the direct needs of your team so they can immediately see the impact it will have on their numbers. 2. Ease of Use: Simplify the training process. Use accessible, user-friendly platforms and formats that integrate seamlessly into the sales team's routine. Minimizing disruption by making implementation convenient will encourage participation. 3. ROI: Clearly articulate the benefits of the training program. Whether through an improved pipeline, prospect engagement, appointments booked, higher close ratios, or enhanced sales skills, showing tangible returns motivates teams and justifies the investment in training. Applying this formula requires a shift in perspective. Begin by engaging with your sales team to understand their challenges and preferences. Tailor training programs to address these needs directly. Leverage technology to make learning accessible and engaging. Most importantly, get feedback from the team, measure outcomes of training initiatives and share the wins to highlight their impact to others on the team. By focusing on perceived value, ease of use, and ROI, organizations can overcome the challenge of sales training adoption. What do you do to ensure that your clients or teams adopt the new skills they learn from training programs? Please share your thoughts in the comments. #salestraining #salesteams #ROI #sslinsights #salessuccess #socialselling #salesenablement

This is what you do if you want to offer more sales training to your team but don't know where to start. Training: a practical use case You know your teams need to develop to achieve targets. Your experience tells you, data supports investing in training and all sorts of surveys show people are crying out for it. But prospecting, starting sales conversations, qualifying, negotiating, time management or discovery, so many fundamental skills to choose. If you don't know where to start, here's a simple roadmap ✅ Identify one key skill relevant to your team you want to target ✅ Break that key skill down into three or four main points ✅ Consider how you will transfer information (presentation, game, short video from YouTube or company resources) & reinforce knowledge (role play, practice exercises, group discussions) for each point ✅ Plan a 15 minute session for each point whether in person or virtually ✅ Plan a "homework" where people need to apply this point throughout the week and report back ✅ Conduct the first session about the first point ✅ Use lessons learned to improve & conduct second session the following week ✅ For the second session include 5 minutes of feedback about first topic before covering the second topic ✅ Repeat over the course of a month Congratulations you just rolled out your first training program and focused your team on developing one key skill for 30 days. Simple and easy. Training doesn't need to be complicated, cumbersome or costly. Does your organization (sales or otherwise) regularly develop internal trainings? #NoBoringTraining If you need a bit of help to spice up your sessions see my interesting training foundations kit in my featured section. If you want to chat a bit about a comprehensive learning strategy to support your teams development let me know.

One size doesn't fit all when it comes to learning. Let's dive into personalized learning paths and how they empower our teams. As leaders, we recognize that each employee has unique strengths, preferences, and growth areas. Personalized learning paths allow us to tailor development experiences. Let’s look at 5 strategies for personalized learning: 1. #SkillsAssessment: Start by assessing individual skills. Use tools like competency frameworks or self-assessment surveys. Identify gaps and strengths. Imagine a marketing manager discovering a knack for data analytics during a skills assessment. We can then guide them toward relevant courses or workshops. 2. Customized content: Offer a buffet of learning resources. Some prefer bite-sized videos; others thrive on in-depth articles. Curate content that aligns with diverse learning styles. Imagine a visual learner immersing themselves in infographics about market trends while an analytical thinker dives into case studies. 3. #Microlearning modules: Break down topics into bite-sized chunks. Microlearning fits busy schedules and enhances retention. Imagine short modules on negotiation skills or time management. These snackable lessons can be consumed during coffee breaks or commutes. 4. Assign mentors and learning coaches: They guide employees, provide feedback, and celebrate milestones. A seasoned leader can help a junior manager navigate complex projects. Imagine a mentor sharing insights on stakeholder management or organizational change leadership. 5. Gamified challenges: Set challenges, quizzes, or simulations. Reward progress. Imagine a sales team competing in a product knowledge quiz—learning becomes fun! The top scorer gets a virtual high-five. Remember, agility isn't just about reacting swiftly; it's about learning, adapting, and thriving. #ContinuousLearning #IndividualDevelopment #LearningAndDevelopment

For sales leaders there's no one-size-fits-all formula for success. Certain patterns emerge from conversations with top sales leaders. Here are key insights from their collective wisdom: 🏅 Purposeful Onboarding and Training: Across various discussions with accomplished sales leaders, a common trait emerges—they prioritize intentional onboarding and training for their teams, whether conducted internally or externally. 🎯 Goal-Oriented Processes: Successful sales leaders not only set goals for their teams but also establish clear processes to achieve them. They understand that defining objectives is crucial, but it's the systematic approach and attention to inputs that drive results. 🙌 Leadership with Empathy: Exceptional sales leaders provide more than just directives; they offer mentorship, appreciation, and empathy. They forge personal connections with their team members, recognizing that leadership extends beyond professional guidance. 🔄 Continuous Learning and Adaptation: A key characteristic shared by top sales leaders is their commitment to ongoing learning. They actively seek insights from other leaders, adapting and contextualizing these learnings to fir their specific business contexts. 🏁 Agile Decision-Making: Successful sales leaders possess a keen awareness of what's effective and what's not. They exhibit agility in recognizing when to pivot strategies, demonstrating a willingness to let go of approaches that no longer yield results and embrace new opportunities. Join us as we unlock the keys to sales excellence! #coaching #leadership #mentoring #salesleadership #salesleaders

You've probably heard this advice: "pressure makes diamonds." Well, the opposite is true for your sales culture. This is a massively flawed belief in sales. And it leads to toxic company cultures. Even elite athletes like Patrick Mahomes, with three Super Bowl victories in his first six years, can buckle under pressure. In football, defensive coordinators pressure opposing quarterbacks to cause — interceptions and fumbles. This strategy is clear -> pressure leads to mistakes. But in sales, pressure can backfire in similar ways. Strategies for a Winning Sales Team: 1. Create a Supportive Environment: Protection: Like a quarterback is protected by their offensive line, salespeople need shielding from excessive pressure to focus on their strategies. Stability: A stable environment reduces panic and rushed decisions, akin to a quarterback with enough time in the pocket to make the right decision and throw accurate passes. 2. Provide Quality Training: Skill Building: As quarterbacks need to practice throws and reads, salespeople need continuous training to successfully navigate customer interactions. Adaptability: Training should include handling pressure situations without making mistakes, much like quarterbacks train to evade sacks. 3. Focus on Deal Coaching: Guidance: Coaches help quarterbacks adjust tactics mid-game; deal coaching helps salespeople refine their approach for better customer engagement. Strategy Refinement: Continuous feedback on deal strategies improves performance like quarterbacks learn and improve by watching game film. 4. Celebrate Quality At-Bats: Effort Recognition: Just as football teams celebrate all types of stats for offense and defense, sales efforts—successful or not—should be acknowledged to motivate and build confidence. Morale Building: Celebrating small wins and efforts enhances team spirit like a football team high-fives each other after a good play. -- If pressure can derail an elite athlete... What effect do you think it has on your salespeople? Instead of pressuring your sales team, consider yourself the supportive offensive line coach to better set up your team for success. Give your sales team the tools, training, and support they need to execute their game plan confidently. A calm, focused quarterback—free from the threat of massive pressure and facing an imminent sack is more likely to lead their team to victory. The same is true in sales. -- 👋 Follow Steve Heroux ★ for more sales content. ♻️ Repost to share with your network.

Take charge this week! How are you going to hit your meeting quota this month? I've observed a recurring pattern in the sales development strategies of most companies I consult. It typically involves writing numerous sales scripts and email templates, an initial demo for salespeople, hiring en masse, and then firing those who don't measure up. The issue? An alarming lack of adequate training. Sure, we often hear, "A-players should take care of their own training." But consider this: what if the US Army also said, "Yeah, we expect our soldiers to train themselves?" Sounds ludicrous, right? There's a distinct difference between the average and the best. Successful sales teams: ⮑ Initiate regular role plays *daily* to keep SDRs sharp ⮑ Foster agility by encouraging improvisational games multiple times a day ⮑ Stay ahead by continuously refreshing pitches, talk tracks, and rebuttals ⮑ Place importance on hiring the right people and committing to their training This month, how are you ensuring that you and your team not only meet but exceed your quotas? Now is the time to act!