It’s one thing to **hit numbers once**.
It’s another to keep a team performing quarter after quarter.
Many teams make early money, then stall. Not because the market disappeared, but because there is no **management system**.
Common signs:
* The team slowly drifts and standards erode
* “Reasons” and excuses replace ownership and results
* Top performers leave because there’s nowhere to grow
* Sales meetings turn into status updates instead of problem-solving
In that environment, the owner or VP ends up stuck as **Head of Sales forever** — pushing, chasing, and personally holding everything together.
Mature **sales management** changes that. It’s where the team starts to run on a system, not on constant pressure from the top.
That requires four things:
1. **Clear, non-negotiable standards**
Activity, quality, and performance expectations that everyone understands and is held to.
2. **Effective meeting cadence**
Weekly and monthly rhythms focused on decisions, coaching, and clearing blockers — not just reading dashboards out loud.
3. **Leadership bench**
Developing team leads and managers so you’re not the only one who can drive performance and culture.
4. **Continuous improvement loop**
Regularly reviewing what’s working, what’s broken, and updating processes so they *improve* instead of decay over time.
If you don’t build managers, you stay the manager.
If you don’t install a management system, the team depends on you indefinitely.
---
📅 **Live Training: Sales Management**
In our upcoming live session on **Sales Management**, we’ll cover:
* How to define and enforce clear standards across the sales org
* How to design a meeting cadence that actually drives action
* How to build and grow a leadership bench inside your team
* How Management ties into the full five-phase framework:
Most sales teams underestimate how expensive **slow ramp** really is.
If you’re seeing this:
* New reps take months to become even modestly productive * Top performers are constantly re-explaining the basics * New hires “wing it” on live calls and burn paid leads * Reps leave before they ever hit quota
…it’s easy to conclude “good salespeople just don’t work here.”
In reality, you probably have an onboarding problem, not a talent problem.
Effective **sales onboarding** is about one thing: Getting new reps to consistent production as fast as possible, without sacrificing quality.
That requires more than a handful of PDFs and a shadowing week. It means:
1. **Centralized training hub** One place where new reps can learn the product, process, messaging, and tools without pulling seniors out of the field.
2. **Structured practice (not just theory)** Script reps, objection handling, and roleplays *before* they touch your best leads.
3. **Coaching based on real data** Call recordings, pipeline metrics, and activity data that show exactly what to coach — not just “work harder.”
4. **Clear ramp plan** Defined expectations for Day 1, Week 1, and Month 1 so everyone knows what “on track” looks like.
Fast ramp = fast revenue. Slow ramp = payroll burn.
If onboarding isn’t built as a system, you’re effectively paying people to practice on your customers.
---
📅 **Live Training: Sales Onboarding**
In our upcoming live session on **Sales Onboarding**, we’ll cover:
* How to design an onboarding journey that gets reps to quota faster * How to build a training hub that runs on autopilot * How to use practice, call reviews, and coaching loops to accelerate skill development * How Onboarding fits into the full five-phase framework:
Most “sales capacity” problems are actually **recruiting** problems.
If you’re seeing any of this:
* You hire whoever is “available,” not who is truly qualified * New reps churn in 30–60 days once they see the reality of the role * Top performers don’t apply — or if they do, they don’t stick * Every time someone leaves, you’re starting from zero
…you don’t have a scalable sales org. You have a revolving door.
A high-performing sales team starts with a **deliberate talent pipeline**, not last-minute job posts.
Strong sales recruiting answers three questions:
1. **How do we attract the right candidates consistently?** Clear profiles, targeted sourcing, and a standing pipeline so you’re not hiring in panic.
2. **How do we assess who will actually perform here?** Structured interviews, scorecards, and role-specific assessments instead of “I liked them” gut calls.
3. **Why would a top performer choose us and stay?** A compelling value proposition, realistic expectations, and a defined growth path so your best people see a future.
“Post a job when we need someone” is not a system. A real recruiting system gives you:
* A steady flow of the right candidates * A clear story for why they should join *your* team * A career path that makes it logical for top reps to stay and grow
No pipeline of talent = no pipeline of sales.
---
📅 **Live Training: Sales Recruiting**
In our upcoming live session on **Sales Recruiting**, we’ll dig into:
* How to define the profile of your ideal rep for *your* specific sales motion * How to build a proactive recruiting pipeline instead of reacting to vacancies * How to design interviews and scorecards that predict performance * How Recruiting plugs into the full five-phase framework:
If you’re tired of restarting every time someone leaves — or being stuck taking every sales call yourself — this session will help you build a bench instead of a bottleneck.
Most teams don’t suffer from a lack of effort.
They suffer from a lack of **systems**.
Common signs:
* One “hero” rep carries the number
* Every opportunity is handled differently
* You *feel* sales is slow but can’t see where it breaks
* Reps spend more time doing admin than talking to buyers
In that environment, revenue is fragile. If your star rep leaves or your gut is wrong, you don’t have much to fall back on.
A strong **sales system** turns sales from “art” into something you can actually manage:
1. **Documented process**
Clear, step-by-step stages with defined exit criteria, so everyone sells the same way and you know where deals stall.
2. **Right-sized tools**
A tech stack that supports the process (not the other way around) and reduces friction for reps.
3. **Critical metrics and dashboards**
Simple, visible numbers that tell you:
* Where pipeline is leaking
* Whether activity is turning into revenue
* What to coach on this week
4. **Daily/weekly operating rhythm**
So the process runs every day *without* you manually pushing every deal.
If your sales motion only exists in people’s heads, you don’t own it.
Once it lives in a system, you can train it, scale it, and improve it.
---
📅 **Live Training: Sales Systems**
In our upcoming live session on **Sales Systems**, we’ll cover:
* How to map and document your sales process end-to-end
* How to align tools (CRM, dialer, sequences, etc.) with that process
* Which metrics and dashboards actually matter for decision-making
* How Systems connect to the full five-phase framework:
Most “sales problems” don’t start in the pipeline.
They start in the **foundations**.
If any of this sounds familiar:
* You’re selling to “anyone who’s interested”
* Each rep runs their own version of the sales process
* Compensation feels random, and you’re not sure who is actually profitable
…you likely have a foundations problem, not a lead problem.
Strong sales foundations answer three questions with absolute clarity:
1. **Who are we built to sell to?**
A defined ICP with clear fit and non-fit criteria, so deals stick and churn drops.
2. **What does each role own?**
Clear responsibilities and handoffs, so you can see who is driving revenue and where deals stall.
3. **How are people compensated?**
A structure that is fair, motivating, and still protects margin—so top performers stay and underperformance is unsustainably expensive.
When these pieces are missing, you don’t just slow growth—you scale chaos.
When they’re in place, every additional hire, tool, and playbook has leverage.
---
📅 **Live Training: Sales Foundations — November 20**
I’m hosting a live session on November 20 where we’ll walk through:
* How to define your ICP so you stop “selling to anyone with a pulse”
* How to design role clarity and accountability across your sales org
* How to structure compensation that aligns behavior with profit
* How Foundations connect to the full five-phase system:
Sales Recruiting University
Sales Recruiting University
It’s one thing to **hit numbers once**.
It’s another to keep a team performing quarter after quarter.
Many teams make early money, then stall. Not because the market disappeared, but because there is no **management system**.
Common signs:
* The team slowly drifts and standards erode
* “Reasons” and excuses replace ownership and results
* Top performers leave because there’s nowhere to grow
* Sales meetings turn into status updates instead of problem-solving
In that environment, the owner or VP ends up stuck as **Head of Sales forever** — pushing, chasing, and personally holding everything together.
Mature **sales management** changes that. It’s where the team starts to run on a system, not on constant pressure from the top.
That requires four things:
1. **Clear, non-negotiable standards**
Activity, quality, and performance expectations that everyone understands and is held to.
2. **Effective meeting cadence**
Weekly and monthly rhythms focused on decisions, coaching, and clearing blockers — not just reading dashboards out loud.
3. **Leadership bench**
Developing team leads and managers so you’re not the only one who can drive performance and culture.
4. **Continuous improvement loop**
Regularly reviewing what’s working, what’s broken, and updating processes so they *improve* instead of decay over time.
If you don’t build managers, you stay the manager.
If you don’t install a management system, the team depends on you indefinitely.
---
📅 **Live Training: Sales Management**
In our upcoming live session on **Sales Management**, we’ll cover:
* How to define and enforce clear standards across the sales org
* How to design a meeting cadence that actually drives action
* How to build and grow a leadership bench inside your team
* How Management ties into the full five-phase framework:
**Foundations, Systems, Recruiting, Onboarding, Management**
If you want a sales team that performs consistently without you being in every deal and every conversation, this session is for you.
👉 Register for the live training here: links.s20crm.ai/widget/bookings/sales-recruiting-s…
Replay will be available if you can’t attend live.
1 month ago | [YT] | 0
View 0 replies
Sales Recruiting University
Most sales teams underestimate how expensive **slow ramp** really is.
If you’re seeing this:
* New reps take months to become even modestly productive
* Top performers are constantly re-explaining the basics
* New hires “wing it” on live calls and burn paid leads
* Reps leave before they ever hit quota
…it’s easy to conclude “good salespeople just don’t work here.”
In reality, you probably have an onboarding problem, not a talent problem.
Effective **sales onboarding** is about one thing:
Getting new reps to consistent production as fast as possible, without sacrificing quality.
That requires more than a handful of PDFs and a shadowing week. It means:
1. **Centralized training hub**
One place where new reps can learn the product, process, messaging, and tools without pulling seniors out of the field.
2. **Structured practice (not just theory)**
Script reps, objection handling, and roleplays *before* they touch your best leads.
3. **Coaching based on real data**
Call recordings, pipeline metrics, and activity data that show exactly what to coach — not just “work harder.”
4. **Clear ramp plan**
Defined expectations for Day 1, Week 1, and Month 1 so everyone knows what “on track” looks like.
Fast ramp = fast revenue.
Slow ramp = payroll burn.
If onboarding isn’t built as a system, you’re effectively paying people to practice on your customers.
---
📅 **Live Training: Sales Onboarding**
In our upcoming live session on **Sales Onboarding**, we’ll cover:
* How to design an onboarding journey that gets reps to quota faster
* How to build a training hub that runs on autopilot
* How to use practice, call reviews, and coaching loops to accelerate skill development
* How Onboarding fits into the full five-phase framework:
**Foundations, Systems, Recruiting, Onboarding, Management**
If you want new hires to contribute revenue in weeks instead of quarters — and free your top reps from constant re-training — this session is for you.
👉 **Register for the live training here:** links.s20crm.ai/widget/bookings/sales-recruiting-s…
Replay will be available if you can’t attend live.
1 month ago | [YT] | 0
View 0 replies
Sales Recruiting University
Most “sales capacity” problems are actually **recruiting** problems.
If you’re seeing any of this:
* You hire whoever is “available,” not who is truly qualified
* New reps churn in 30–60 days once they see the reality of the role
* Top performers don’t apply — or if they do, they don’t stick
* Every time someone leaves, you’re starting from zero
…you don’t have a scalable sales org. You have a revolving door.
A high-performing sales team starts with a **deliberate talent pipeline**, not last-minute job posts.
Strong sales recruiting answers three questions:
1. **How do we attract the right candidates consistently?**
Clear profiles, targeted sourcing, and a standing pipeline so you’re not hiring in panic.
2. **How do we assess who will actually perform here?**
Structured interviews, scorecards, and role-specific assessments instead of “I liked them” gut calls.
3. **Why would a top performer choose us and stay?**
A compelling value proposition, realistic expectations, and a defined growth path so your best people see a future.
“Post a job when we need someone” is not a system.
A real recruiting system gives you:
* A steady flow of the right candidates
* A clear story for why they should join *your* team
* A career path that makes it logical for top reps to stay and grow
No pipeline of talent = no pipeline of sales.
---
📅 **Live Training: Sales Recruiting**
In our upcoming live session on **Sales Recruiting**, we’ll dig into:
* How to define the profile of your ideal rep for *your* specific sales motion
* How to build a proactive recruiting pipeline instead of reacting to vacancies
* How to design interviews and scorecards that predict performance
* How Recruiting plugs into the full five-phase framework:
**Foundations, Systems, Recruiting, Onboarding, Management**
If you’re tired of restarting every time someone leaves — or being stuck taking every sales call yourself — this session will help you build a bench instead of a bottleneck.
👉 **Register for the live training here:** links.s20crm.ai/widget/bookings/sales-recruiting-s…
Replay will be available if you can’t attend live.
1 month ago | [YT] | 0
View 0 replies
Sales Recruiting University
Most teams don’t suffer from a lack of effort.
They suffer from a lack of **systems**.
Common signs:
* One “hero” rep carries the number
* Every opportunity is handled differently
* You *feel* sales is slow but can’t see where it breaks
* Reps spend more time doing admin than talking to buyers
In that environment, revenue is fragile. If your star rep leaves or your gut is wrong, you don’t have much to fall back on.
A strong **sales system** turns sales from “art” into something you can actually manage:
1. **Documented process**
Clear, step-by-step stages with defined exit criteria, so everyone sells the same way and you know where deals stall.
2. **Right-sized tools**
A tech stack that supports the process (not the other way around) and reduces friction for reps.
3. **Critical metrics and dashboards**
Simple, visible numbers that tell you:
* Where pipeline is leaking
* Whether activity is turning into revenue
* What to coach on this week
4. **Daily/weekly operating rhythm**
So the process runs every day *without* you manually pushing every deal.
If your sales motion only exists in people’s heads, you don’t own it.
Once it lives in a system, you can train it, scale it, and improve it.
---
📅 **Live Training: Sales Systems**
In our upcoming live session on **Sales Systems**, we’ll cover:
* How to map and document your sales process end-to-end
* How to align tools (CRM, dialer, sequences, etc.) with that process
* Which metrics and dashboards actually matter for decision-making
* How Systems connect to the full five-phase framework:
**Foundations, Systems, Recruiting, Onboarding, Management**
If you want a sales org that’s repeatable, coachable, and scalable (not just dependent on a few rockstar reps), this session is for you.
👉 **Register for the live training here:** links.s20crm.ai/widget/bookings/sales-recruiting-s…
Replay will be available if you can’t attend live.
1 month ago | [YT] | 0
View 1 reply
Sales Recruiting University
Most “sales problems” don’t start in the pipeline.
They start in the **foundations**.
If any of this sounds familiar:
* You’re selling to “anyone who’s interested”
* Each rep runs their own version of the sales process
* Compensation feels random, and you’re not sure who is actually profitable
…you likely have a foundations problem, not a lead problem.
Strong sales foundations answer three questions with absolute clarity:
1. **Who are we built to sell to?**
A defined ICP with clear fit and non-fit criteria, so deals stick and churn drops.
2. **What does each role own?**
Clear responsibilities and handoffs, so you can see who is driving revenue and where deals stall.
3. **How are people compensated?**
A structure that is fair, motivating, and still protects margin—so top performers stay and underperformance is unsustainably expensive.
When these pieces are missing, you don’t just slow growth—you scale chaos.
When they’re in place, every additional hire, tool, and playbook has leverage.
---
📅 **Live Training: Sales Foundations — November 20**
I’m hosting a live session on November 20 where we’ll walk through:
* How to define your ICP so you stop “selling to anyone with a pulse”
* How to design role clarity and accountability across your sales org
* How to structure compensation that aligns behavior with profit
* How Foundations connect to the full five-phase system:
**Foundations, Systems, Recruiting, Onboarding, Management**
You’ll also see how this fits into a broader framework for scaling a sales team without blowing up payroll or burning out leadership.
👉 **Register for the live training here:** links.s20crm.ai/.../sales-recruiting-s20-webinar
Replay will be available for those who can’t attend live.
1 month ago (edited) | [YT] | 0
View 1 reply