“The best way to learn is to have the trainees apply concepts to real deals so we have them do teach back concepts. We do a lot of these role plays where the trainees have to present what they’ve learnt to their peers and it’s through that collaboration that the learning really starts happening.”
Renee Capovilla, Director of Sales Enablement at ForeScout, is reflecting back on what has been critical to ramp up their new sales hires quickly. “Our goal is to really pack those first 90 days with a lot of learning and effective training and then get them out into their territory. But it’s about month six to nine that they start hitting their productivity targets.”
Ramping up new sales hires so quickly is no mean feat and Capovilla puts it down to a combination of effective learning and smart use of technology. “You want to know how they are using [their learning] on a sales call and the only way you’re going to know that is if they tell you. So the pitch back is so important for us, to hear what they are going to say when they get to the customer, a great way to reinforce the learning through listening,” she says explaining the importance of online role plays.
When prompted to explain her secret to success she offered humbly, “I think what I might have as an advantage is the fact that I enabled the technology sooner rather than later. Don’t feel intimidated to add technology early on, because it won’t just help with the cycle time.”
Listen now to hear how Capovilla has brought together real life practice with technology to ramp up ForeScout’s new sales hires.
In this 7 minute interview Capovilla outlines:
- How ForeScout’s 30 – 60 – 90 day onboarding program is structured;
- What the pitch back is and how it’s used to keep new hires on track;
- Her advice to new sales enablement directors on how to build an onboarding program from scratch; and
- How ForeScout has leveraged technology in its onboarding.