Arrows’ Post

ATTENTION SALES LEADERS: We think that the traditional process of onboarding deserves a fresh approach, starting with the 1:1 meetings. It’s time to reimagine these personal connections to drive success! How can you start to reimagine this critical activity? Think about how you can use this time to: 1. Build trust, foster open and honest communication, and promote personal growth 2. Share insights into business goals, culture, and expectations 3. Mentor and pinpoint areas for development tailored to individual strengths With the right frequency, length, and content, you can positively impact the onboarding experience, enhance sales performance, and create a solid, cohesive team environment. Let's commit to making 1:1 meetings count. If you're a sales leader or a key part of the onboarding process, we invite you to read more: https://hubs.li/Q02ry7zt0 #SalesOnboarding #EmployeeEngagement #LeadershipDevelopment #ProfessionalGrowth #SalesSuccess

🏆Mindtickle are the leaders when it comes to Sales Training and Onboarding 🏆 Find out why below ⬇️ P.S. If you’re looking to increase your revenue per rep, reduce time to ramp and identify the key competencies of your top performers so that you can replicate those winning behaviours across the rest of your sales team - then let’s have a chat 😊 #sales #revenue #enablement

I have been coaching a good amount of revenue leaders as of late. Heads of sales, vp's of sales, chief revenue officers and founders who are wearing the sales hat because they are pre-seed or seed. I ask them all this question early on in our journey together. "Can you tell me the details behind your last 5 deals closed?" They typically know the answers. But, it is all in their head or their reps head. I then ask them this question. "Does everyone in the organization know the details behind the last 5 deals closed? I'm talking, marketing / product / legal / finance / IT / HR. Everyone!” They typically say, no. People know we won deals but not the details. This is wear I push them to implement my "win story" framework as it pertains to onboarding. OMG, a sales leader working with HR & People Ops..... Yep! Step 1: Actually get to know your people team and not just when issues come up. Step 2: Walk through some recent win stories with them. Step 3: Tie ROI to why you want to have an onboarding session with everyone hired that talks about "win stories." If you need help here. Use this. "Sarah! All employees are "customer facing" these days, especially in the world of social media. It is important for them to know why we exist other than our mission, vision and values. They need to know WHY the last 400K deal signed with us, like the deep reasons. Example, ABC org partnered with us because of a succession action plan. They had a lot of processes in place and were tying performance to pathing but coaching was missing, that is where we came into play. To take that critical talent and prepare them for future V - C Suite opportunities!" Something like that. Step 4: Be organized. Have all of your "win stories" in one location so you can point new hires to a specific area to read and study. Step 5: Make the meeting very short. Typically a Q&A due to their study and then share one recent win and go into everything from deal size to lead source to revenue to mutual action plans to expansion hopes. Step 6: Be sure you work with whoever owns your slack or teams environment and loop in your rev ops person to ensure that any time a "closed won" deal happens, an update goes to each person on the team! Can have a channel just titled "win stories." Here is what will happen when you implement this, seen it time and time again! Revenue will go up. Why? Because you will have the entire team thinking about the WHY behind the organization and how you are making your customers and future customers life easier. And if you want to get real real crazy? Have every other leader in the org implement something similar about their day to day wins and actions, CTO / CMO / CHRO / CPO / and everyone else! PS-In a remote world, we have sort of lost touch with this type of stuff. We no longer hear Jamal or Ashton running down the hall talking about a deal they just closed or Sam or Larissa talking about their new feature release while talking to the SE team.

"Wow, thanks for the warm welcome!" "You guys are toooo funny!" "This is great, we can't wait to get started!" Every time we onboard a new member, we send out a Welcome email to our POCs (and new BFFs) - formal onboarding comes later. The above are some of the replies from the past few weeks. We want to let them know how grateful we are that they decided to partner with us. We welcome them. And we include our whole leadership team on the email so we can exchange pleasantries + give them access right out of the gate to us. We also sometimes poke fun at each other, or (gasp) even our new client if we have that type of relationship with them. It's fun 😎 The Sales Assembly relationship goes far beyond their salesperson and their future CSM - it's with ALL of us. Plus, it's also is a true partnership, based off of relationships and connection - not a business transaction. We make sure to instill these feelings on day 1 Honestly, there is no reason why more companies can't do this. Drop some of the formalities, and stop acting as if your leadership team's inboxes are too sacred for customer welcome emails. Lets all be a little more human at work!

Too many sellers disrespect enablement. Here's a few not-so-nice things I've heard about Sales Enablement recently: 1. “Sales enablement is where great sellers go that lost their mojo” 2. “She went to sales enablement because she lost the fire” 3. “You know, if you can’t do, teach” 4. "Enablement isn't really sales" I’ve heard some version of this nonsense since I started in tech 12+ years ago.   However, I am FINALLY starting to see a big change in that sentiment at the highest levels of sales leadership.   I know of multiple well-respected CROs with new jobs who are recruiting their top VPs, regional leaders, and segment heads to come into their new org and run enablement. Why?   Because they understand how valuable the combination of a great leader and great process thinker can have on a broader sales team. And how critical it is for an enablement leader to quickly earn the respect of the field.   A few days ago, I talked to one of these VPs turned enablement leaders. He was originally *very* nervous that a stint in enablement would take him off the CRO fast track. After 15 months in seat, his mind has completely shifted:   “I am now more process oriented, better at cross-functional collaboration, more deeply understand exec priorities, and am forced to properly size and scope my bets much like a great product leader. As a leader, I could really only impact my specific team. Now I can have a slightly smaller impact on a way larger part of the organization which yields significantly bigger outcomes” Enablement is a natural stop on the journey to becoming a top sales leader. In fact, I bet you the next great wave of CROs have at least 1-2 year stints in sales enablement at high growth companies. It's about time enablement gets the respect it deserves.

SALES LEADERS! Did you know that one of the most effective strategies for a successful onboarding process is the one-on-one meeting? These personal interactions accelerate success and set the stage for growth, engagement, trust, and loyalty within your team. Check out our latest blog 👉The Power of 1:1 Meetings in Sales Onboarding: A Guide to Success: https://hubs.li/Q02f_sRD0 #SalesOnboarding #EmployeeEngagement #LeadershipDevelopment #SalesTraining #ProfessionalDevelopment

The first few weeks have a major impact on the success of new starters

Is your onboarding effective? How do you know? Sales leaders we work with so frequently mention onboarding gaps/struggles, and this is understandable, because struggles here are EXPENSIVE! If many of these best practices are foreign, it could be time to make some changes ⬇ #sales #salestips #salesadvice #salesonboarding #salesenablement #salessuccess #salesprocess #salestraining #salestrainer #salescoach #salescoaching #salesleadership #salesperformance https://lnkd.in/gM3GKsbX

We've live TODAY at 1 pm ET for another Sales Shot exclusively for sales and enablement leaders! 🔥 Join 25-year training veteran, Lauren Bailey, for a fast-paced, uber-informative session on "Sales Enablement Secrets: Actionable Sales Training Tips, Trends, and Advice." Register here: https://lnkd.in/dG7CdX7 In 45 minutes, LB will share: 🔸 The fastest way to reduce new rep ramp time 🔸 Tiny skills that make a BIG difference (we get 2-3x results of past new hire classes) 🔸 How to engage managers to support training 🔸 Why videos don’t work (and how to teach sales leaders this) 🔸 Where AI can (and can’t) help 🔸 What we have to do now for remote sellers 🔸 Implementation guides that ensure new skills get used 🔸 Skills every seller and sales manager needs in 2024   Who should join? 🔹 Veteran trainers/training leaders that want to better partner with sales 🔹 Sales leaders who onboard their own teams 🔹 New sales enablement/trainers that want trends and best practices 🔹 Sales managers keen to build learning cultures If you can't join live, register anyway and we'll send you the recording tomorrow. #sales #salesenablement #salestraining #insidesales #virtualsales

I didn't even know I was in an enablement role at the time. I was wearing so many hats. I was a 2nd line manager with a team of 16 reps but still had an IC quota. We were a full-cycle team that also owned account mgmt. (*I had NO idea how absurd that was at the time) I was a Hiring Manager responsible for everything from creating and posting job ads to interviewing and onboarding. 📌 I'm not even sure if the term #SalesEnablement existed in 2011. What I did know is that our onboarding needed to be better. I spent 40, maybe 50 hours over holiday shutdown updating the training decks, building continuous learning prompts, and planning more time for questions and practice. The results were immediate. Almost a 50% increase in quota attainment for reps in year 1 after they were fully onboarded. The company took notice. 📌 I got sent to incredible places like Mexico City, Sydney, Malaysia, and London to lead training sessions with our global teams. 📌 I gave my first Keynote at an internal training of 40 top-performing sellers who were flown in from 15+ global offices and didn't even realize it was a Keynote. 📌 I owned onboarding and weekly training for 50+ reps. Frankly, I gave myself a sales enablement job without realizing it (or getting paid for it, but that's a different post). I knew it helped. I saw the positive results. I knew I was a gifted #SalesTrainer. I knew it was a MASSIVE amount of extra work on top of carrying my own bag and making time for weekly coaching with my reps & managers. I'd like to hear your take: 💡 At what stage should a company hire a dedicated enablement person to complement the training and coaching Sales Leadership is doing? 💡 How much dedicated enablement time should a Sales Leader provide their team annually (not coaching, not pipeline review - dedicated enablement training)? -- Enjoyed this post? Click here 👉lnkd.in/emVkCrf3 to hit follow & ring my 🔔 for more