The End of Sales Training As We Know it

Daniel Kuperman on October 15, 2017

Sales training as we know it has changed.

Sales roles are becoming more specialized. In B2B tech this is most prevalent with sales teams divided into Sales Development, Sales Engineering, Account Executives, and Account Managers. Within each of these groups, there is often further segmentation – based on account size, industry, and territory. The larger your sales team, the more specialized your roles are likely to be.

This type of segmentation helps with focus, productivity, and scale. When you dig deeper you find that sales reps are also grouped based on their individual performance – “A” players, “B” players and “C” players form the traditional bell-shaped curve.

While most companies do this and it is commonly accepted, one important element seems to ignore the different segments – sales training. Training is rarely tailored to suit the different needs of each segment of the sales organization.

Routine training sessions tend to be mandatory and pushed out to all reps at the same time. Sales kickoffs, whether annual or quarterly, are notorious for treating all reps the same. Forcing them to sit in a room for hours on end listening to the same sessions. And even sales onboarding programs tend to be structured for the masses. The entire class of new hires have the same training sessions and only break apart for separate sessions that are based on the rep’s main role (e.g. SDR vs AE).

These training sessions also rarely engage reps or require them to demonstrate outcomes. There may be a quick test at the end to make sure they heard everything, but it rarely provides any real information about whether the reps are sales ready for their specific role. We know sales reps thrive on outcomes – they chase revenue because they have targets, they use content because it helps accelerate deals – so why don’t we train them to sell better rather than just rote learning?

New technologies are more convenient for training. They enable on-demand and online training and give reps the ability to consume training content at their own pace. But this approach lacks a basic tenet of adult education – it needs to take into consideration the learner’s experience, background, and preferences (e.g. accessing training and content on mobile devices vs computer).

This means your top-performing reps should be treated differently to your middle performers when it comes to learning. But that’s not all. It’s also important to understand exactly what areas of improvement each person needs and how to improve their performance.

Mapping competencies in sales training and enablement initiatives

When it comes to sales enablement, the most mature companies have created specific models for sales competencies. These have been developed with full buy-in from the company’s leadership. They understand that an ideal sales rep has certain skill sets and follows particular behaviors, and have codified those into different categories. How reps are measured is also clearly communicated to them.

Taking each of these categories into consideration, enablement and training initiatives are then mapped to each category. It’s important to note that ‘training’ and ‘enablement’ are different and the sales team should be evaluated against each of them.

If you map each sales rep against the respective competency list for their specific role you can then identify if there are any gaps and start tailoring their training requirements and deliver specific training to address them. This means each rep will receive very specific training that they require to improve how they sell and excel. Reps that are already at the required competency level won’t have to participate in unnecessary training.

We have also seen companies take this to the next level by tying sales compensation to reps corresponding “sales readiness” levels.

Automating competency mapping

I know this all sounds great, but how do you actually implement something like this without hiring more staff? The answer lies in technology. Traditional LMS focus on solving the perennial HR problem of whether employees have completed their required courses. They tend to focus on compliance rather than building competencies.

Sales reps need to build specific sales competencies and leaders need to see how each directly contributes to revenue. That’s why sales readiness technologies have gained traction. They help companies transform their approach to sales training.  They can do this in several ways including:

  • Identify trends in sales performance: Using outcome-driven analytics your leaders can see how teams are performing against specific sales competencies and identify trends. For example, see what kind of information or training teams have completed (like commercial insights, negotiating techniques or pricing), and determine which of these are translating into more sales.
  • Identifying competency gaps: Using analytical tools that allow you to drill down into regions, territories and even individual sales reps, you can see whether there are any gaps in sales competencies or if perhaps there are other areas that need to be addressed.
  • See the big picture: Put all your training initiatives into one place – including role-plays and coaching initiatives – so you can have a precise picture of their combined impact in achieving the competency levels. This also allows you to identify opportunities to tweak or even create new programs.
  • Share insights and reports with sales leadership: It is easier to demonstrate what leaders need to do when you can show them hard data. By proactively sharing reports on gap analysis along with your suggestions for improvement, you can highlight how sales performance can be improved.
  • Demonstrate how training has improved sales: Overlay the reports on your training and enablement programs with pipeline and sales reports to show just what improvements the initiatives have made to topline revenue, your pipeline, and deals.

Sales readiness technology has the power to help your sales organization refocus your training toward sales competencies. This can dramatically change how your training is delivered, how your reps perceive sales training, and your sales team’s overall performance.

The end of traditional sales training is nigh and successful companies are already riding this new wave of competency-based dynamic training. It’s helping them scale their sales teams and enabling them to beat the competition. Are you ready to jump onboard?

3 Reasons why your CEO Can’t Ignore Sales Readiness any Longer

Shankar Ganapathy on September 25, 2017

3-reasons-CEO_invest-sales-readinessOnly 32.7% of companies

have a sales enablement or sales readiness function. This is the area that is responsible not only for sales training but ensuring reps are coached, receive appropriate reinforcement and have all the tools they need at their disposal. According to research by the ATD, continuous investment in training and reinforcement activities, like coaching, with sales reps results in over 50% higher net sales per employee. This translates into a 40% higher gross profit per employee and 20% higher ratio of market-to-book value.

Now mentally calculate what a difference those achievements would make to your bottom line and your shareholder value. It’s a compelling case for sale readiness, but how do you convince your CEO?

Here are three reasons why your CEO can’t ignore sales readiness any longer.
Give them context: Disruption is the new normal

The C-Suite can no longer just set a strategy and watch it being implemented over the next 6 to 12 months. Every industry is changing rapidly and all hands are required on deck to ensure your business doesn’t fall victim to the next disruptor.

According to Eugene Clerk of Credit Suisse

, the average age of a company listed on the S&P 500 has fallen from 60 years old in the 1950s to less than 20 years old today.

That means the company that is getting ready to disrupt your business may not even exist yet.

With so much change occurring, your frontline teams need to have direct alignment with leadership. Whether your business is just tweaking strategy or pivoting, your sales reps need to be able to deliver the vision as soon as you make a change. Otherwise, thanks to the wonders of the internet, you risk your customers and competitors being more up-to-date than your sales reps.

That’s why your CEO needs a direct line to the frontline teams, so they can change their messaging quickly.

Most companies tweak or change their messaging regularly, to keep up with competitive changes and new product updates. A lot of time and effort goes into each change, especially if it involves a new product rollout. Given that anywhere

between 33% and 80% of new products

fail, and each can cost millions of dollars, it’s worth taking the time to try and get it right. According to Harvard research, the

biggest reason new products fail is lack of preparation.

A lot of resources are devoted to designing the product, but the finer details of the launch are forgotten, like preparing your sales team to sell it.

Add on top of that, the cost and lost sales that you’ll incur by taking your reps out of the field to attend classroom training each time you roll out a new feature, and it builds a compelling case to find a sales readiness solution that works.

Reps belong on-the-field, that’s why sales readiness technology is crucial now. It enables your reps to cope with constant change while they’re on the field.

2. To grow shareholder value you need to measure effectiveness as well as efficiency

In order to maximize your shareholder value, you can’t just deliver some training to your sales reps and cross your fingers. Your business needs to be able to measure what knowledge has been transferred and quantify how much topline revenue it will generate.

Quantifying results has traditionally been easy to do with tools that profess to improve the efficiency of your sales team. Automatic diallers and emails, and a vast array of other selling tools have all helped your sales organization achieve more with the same amount of resources. But when it comes to effectiveness, you need to be able to demonstrate the ROI to your shareholders.

One way that you can measure the revenue impact of efficiency initiatives on your sales organization is by tracking if they are achieving larger deal sizes and increasing their win rates, for example. Sales readiness tools help reps improve these metrics by improving how effective they are at selling.

Research by CSO Insights

looked at how win rates increased after reps received appropriate training on social selling. They found that training that met or exceeded expectations also improved win rates by 38% and improved quota attainment by 51%. Then a

dd on top of that the impact of effective sales coaching, that can see

win rates increase from 25% to 54%

over 18 months.

But for a sales coaching program to be effective, it needs to be systematic. Sales leaders can use sales readiness tools to identify what reps need to be coached on, and leverage tried and tested programs to coach their reps. Overlay individual sales performance before and after coaching, and you can predict what the longer-term impact on your revenue will be.

Of course, if you’re scaling it may also be necessary to hire more reps, to cover broader markets and industries as well. However, hiring 10x more reps is unlikely to translate into 10x revenue. That’s because new reps need time and skills to ramp up and become productive. Depending on your product and market this can take 6 months or more. That means your bottom line will take a hit while your top line remains flat, placing your ambitious expansion plans in jeopardy.

Sales readiness tools are also designed to onboard and ramp up your new hires quickly. They give managers and sales enablement leaders the tools to identify and nip any problems in the bud and work out how to get each individual new hire to productivity as soon as possible. The quicker they’re onboard, the more shareholder value they will generate.

Research by Aberdeen has found that 34%

more new hires achieve quota after receiving reinforcement for their training. When you consider that the average B2B sales rep costs $29,000 to hire and takes 7.3 months to achieve full productivity, anything you can do to bring that down will have an immediate impact on your top (and bottom) line.

Sales management can predict the impact of these initiatives on your bottom line by measuring how much quicker new hires are becoming productive – time to first sale or time to achieving quota, for example. If all your reps achieve their quota a couple of months earlier, that’s two months worth of revenue that goes straight to your top line.
3. Show the long-term value of your investments

The C-Suite rarely gets into the minutiae of sales initiatives. For example, they might see some glossy publications and a rather hefty cost centre, but do they know what the return on these investments really is?

To make decisions on where to allocate resources they need to see the bigger picture. What economic impact will sales readiness initiatives collectively have over the course of the year?

Take collateral for an example.

Research indicates

that between 70% to 80% of collateral is never used. That’s a huge sunk cost, but it doesn’t mean that the content isn’t valuable. Rather than just cutting the budget, show the C-Suite how much more value this investment can create if you enable your reps.

According to SiriusDecisions, one of the reasons 63% of sales reps fail to achieve quota is because they can’t find and use the relevant content. Now if sales readiness tools can enable your reps to use collateral to their advantage, those reps who aren’t making quota can potentially improve their performance. A simple calculation can show you just how much of an impact that can potentially have over the course of an entire year.

Now extrapolate that over the course of every single product launch or new feature that you release. If sales readiness tools can improve how your reps sell each new product and feature, how much more will you sell each year?

It’s a compelling argument that your CEO will find difficult to ignore. Then the question doesn’t become whether you should invest in sales readiness, it’s why haven’t you invested in it yet?

Striking a Balance between Proactive and In the Field Sales Coaching

Shankar Ganapathy on September 25, 2017

proactive-in-the-field-sales-coachingMarathon runners don’t go out on the field and keep running until they get an injury. They work with their coach to put in place a plan that makes them strong and keeps their muscles supple. All those hours in the gym and time spent with trainers is helping them to increase their chance of winning and reduce their chance of injury. This ensures they’re not worrying about it when they’re racing towards the finish line. But when they’re in the race they still need refreshments to keep them going and performing their best.

They need both proactive coaching and refreshments in the field.

It’s no different for sales reps. They need proactive sales coaching to help build and improve their sales skills for long-term benefit. But they also need on-the-field coaching so they’re refreshed and ready for their next customer meeting.

The benefits of sales coaching are well established, but coaching is often misunderstood.

While coaching on the pipeline and tactical sales activities is important, reps need more to be successful. They need a proactive approach that reinforces behaviors. And they need a cadence to this, it’s not enough to rely on coaching sessions at QBRs or sales kickoffs. That’s why managers and sales enablement teams need to find the right balance between the two.

Too little proactive coaching and your reps will be unprepared for the field. Not enough in-the-field coaching and they might find themselves struggling to close deals.

Proactive sales coaching is about prevention

Proactive coaching is about honing your rep’s skills, building their knowledge and ensuring they understand and can articulate the messaging. It focuses on product knowledge, competitive insights, and industry information.

Now I can hear sales managers starting to gasp. After all, you’ve got a lot on your plate – helping out with demos and objection handling – but your role as a sales manager is much bigger than that.

That’s why best practice sales organizations have a structured coaching program. It provides a framework to coach consistently and ensures reps are up to date and trained in the areas they need the most regularly. By leveraging technology, your reps can handle part of the process themselves. They can practice a demo and allow you to give them feedback without having to be in the same room.

If you are in a hyper-growth industry this type of coaching may occur quarterly, or even more frequently.

In-the-field coaching is about reinforcement

Traditionally, most managers have focused on in-the-field coaching. You sit through a meeting with a sales rep and, in the car ride back to the office, give them feedback and coach them on how they could improve their performance. This is trigger based coaching – you saw something that needed to be coached and reacted.

While this kind of tactical coaching has its place, it isn’t strategic. For in-the-field coaching to be strategic it requires managers to have the ability to step back and look at the bigger picture. What are your reps doing well and where do they need to improve?

For example, if a rep is struggling in three stages – demo, competitive objections and closing – how do you approach all three? This requires a structured approach – show, observe and remediate. You need to show them how to do their demo. This must be coupled with regular, on-field observation so you can monitor how they are performing. Then finally it requires remediation at each specific stage, not just a broad brush approach.

Their coaching strategy also needs to be aligned with the broader business objectives and identify what ongoing issues their individual team members need to have reinforced. This then sets the foundations of what to coach on.

To achieve this, the proactive coaching must be specific and well-structured.

Data holds the key to coaching

Traditionally, managers have had access to lagging indicators to help them identify what to coach on. But by the time you can see your win rates declining, it’s already too late to stop the losses from happening.

To stay ahead of the game, managers need to leverage data to identify what their reps need to be coached on and identify their gaps. This is important for both proactive coaching and structuring in-the-field coaching. That’s where data analytics comes in.

Thanks to the advent of sales readiness and enablement technology you now have access to a wide range of data that can help you identify where your reps might be struggling or where their knowledge or skill gaps are.

Structured coaching on baseline knowledge, new product updates and message articulation can be performed when it is convenient for reps using sales readiness technology like Mindtickle. Coaching is accessible anywhere and reps can complete role plays when it suits them. Feedback can be provided instantly, or reviewed by the rep when they have time.

Certifications and quizzes give managers information about who is up to speed and what areas your individual reps may require additional training or coaching on. When integrated with your SalesForce CRM you can also conduct analysis based on role, region, cohort, whatever way you want.

This data can also be used for in-the-field training. Analyze how your best reps use their sales readiness technology before meeting a prospect. This information can then be used to identify how to coach your B and C players before their next big meeting. Leverage quizzes to identify areas where your reps need to have their knowledge reinforced. When combined with structured activities, like specific objection handling exercises, managers can provide valuable in-the-field coaching based on what reps actually need, rather than their own intuition or observation.

With the power of data at your fingertips, you can make a fundamental shift in how you coach your reps, build their sales skills and resolving immediate issues. Rather than solving a problem once it’s come to your attention, you can proactively nip issues in the bud.

So rather than waiting to find out where your reps weak spots are, leverage tools that help you prevent issues becoming injuries that leave your sales reps sitting on the bench.

In Conversation with Christopher Fulmer

Shrimithran R on September 25, 2017

Conversation-Christopher-Fulmer_sales_enablement_symantecThis post is based on a webinar where Christopher Fulmer, formerly of Blue Coat and now Director of Global Sales Enablement and Product Evaluations at Symantec, explained the importance of data-driven sales enablement to maximize sales effectiveness. You can listen to the entire webinar here.
“Our team in enablement is held responsible for making sure the sales teams have what they need to be successful. It’s their responsibility, and their manager’s responsibility, to make sure they’re continually taking those steps to stay educated. Sales enablement is not just training. My team partners with key teams within our company such as product management, engineering, product marketing, sales leadership, operations, finance, and HR to drive forward the end goal of making us all successful. I’ve found a lot of success when we form those strategic partnerships. When sales win, we win. That’s where we find our success.”
Initially Blue Coat, before being acquired by Symantec, introduced Mindtickle to their sales team. “We took a sales kickoff, which could have been perceived as a challenging time to roll out the technology, and chose that as the time to roll out Mindtickle. This environment, where sales were coming together, helped us roll out Mindtickle as it was an essential tool at that sales kickoff. Because Mindtickle has the flexibility to create separate audiences, it allowed us to push out personal agendas, quick references, surveys, and feedback,” he explained.
“When we left that sales kickoff, every sales rep had been on Mindtickle, was using the tool, knew how to navigate it, and was comfortable with it. When they got back in their sales roles, and I needed to get product information out, I knew that I was pushing it to a team that could quickly absorb it,” he continued.

Blue Coat continued to leverage Mindtickle as their sales team grew

“We found ourselves growing at a hyper rate,” Christopher explained. “We were a fast-moving company in a constantly changing environment. We were leveraging Mindtickle for two main things during that time – our incoming new hires and our existing salesforce.”
“In the cybersecurity area, your entire industry can take a left turn overnight. With just one outbreak or vulnerability, things can dramatically change. How quickly you get information to your sales team and they understand, absorb and go forward with that information can be a driving force as to whether you have a successful outcome. That’s one of the areas that we found success with Mindtickle,” he continued.
According to Christopher, sales onboarding was another way Blue Coat successfully leveraged Mindtickle. “We were onboarding 25 to 35 new sales reps per month, at a minimum, and there were months where we were just wearing out our team running onboarding sessions every week or two. We were able to use Mindtickle to experience faster ramp-up times with our incoming sales reps,” he explained.

Sales enablement was crucial when Symantec acquired Blue Coat

“An acquisition is a great opportunity for sales enablement to be engaged. During Symantec’s acquisition of BlueCoat, our main challenge was how to enable two separate sales teams concurrently. We also had a couple of back-office systems like SFDC. We were able to work with them by working with the Mindtickle team,” Fulmer explained.
“We had a big desire to communicate to the field, and everybody within the company had something they wanted to communicate to them – our integration team, our executive leadership team, and the sales teams. Mindtickle gave us the ability to push out corporate communications, a corporate pitch, and executive communications to the teams very quickly. Through the technology, we were able to target specific teams and simplify messaging. It was a huge benefit to us as we went through that acquisition.”

Symantec now uses Mindtickle to enable their sales teams

Fulmar identified four ways that Symantec still uses Mindtickle to enable their sales teams:
1. Onboarding
“An Olympic rowing team is all in sync. Everyone’s got their hand on an oar and they’re driving that boat forward as fast as they can. That’s like a highly effective sales team in action. Everyone with a single focus, driving the boat forward, in sync, working together. A new hire, until that person is ramped up and effective, is in a big pool float dragging behind the boat. They’re not helping, they’re slowing things down. My job is to get that person out of the water, in the boat, put an oar in their hand, and get them working with the team,” explains Fulmar.
Mindtickle is used by Symantec for their onboarding program as Fulmar explains, “I can use it for pre-work to level the playing field so when they do arrive at an onsite training everyone is on the same page. I really need that time, onsite, to be high value, high return. Technology allows us to do that. The ability to track the pre-work and verify that they’ve done it with quizzes and certifications adds the ability to see where there may be gaps or where you need to spend a bit more time with an individual before, so they’re on the right page when they come in. The strengths of the analytics give us the ability to do that.”
“Having them jump on that technology as part of the onboarding process sets the new hires up for success as they continue in their life as a sale team member. I teach them, from day one, how to use that tool and where to find value in it. They’re much more likely to use it when they get in the field than if I wait and expose them to that tool after they’ve been at their onboarding session as a new hire,” Fulmar continues.
2. Quick updates
“This is a big area where we leverage Mindtickle. When I say quick updates, I want to be realistic on what quick is. If it’s something that’s going to take an hour or multiples hours to read and absorb, that’s not my target for a quick update. I use it for something that they can quickly access and absorb. A product update, something around a product release, executive communications, or sales communications are things that I push out in that quick format,” Fulmar explains.
3. Coaching
“The landscape has changed in the sales enablement world over the years,” according to Christopher. “For example, when we used to work on a corporate pitch, we wanted to “certify” the sales reps on it. So we would come up with a plan where someone from my team and someone from the sales management team would get in a room together. We would then ask the sales rep to take time away from the field and come and give that corporate pitch to us so we could certify them. As you can imagine, it was very costly and took time.”
“Now we use Mindtickle. If I want to know whether everyone knows how to articulate our corporate message I can give them an example of me giving that corporate message and then ask each of them, using Mindtickle, to record themselves. They then send that to me on Mindtickle and I can give them feedback and send it back to them. If there needs to be a correction, I can do the correction and send it back to them. They can then redo it and send it back to me.”
“Basically, I can certify that they understand that message without ever having to get on a flight or asking them to take time out of the field. Coaching with Mindtickle is an area that we’re just scratching the surface on now and have found success with,” outlines Fulmar.
4. Surveys and feedback
“I use this when we do a meeting, such as a sales kickoff, to get feedback on the speakers and identify any hot topics the team may want to hear before the meeting.  We then push information out to the reps afterward and understand whether that information has been absorbed, they understand it, and if we need to spend more time on it,” explains Fulmar.

Data-driven sales enablement is crucial to maximizing sales effectiveness

“Data is what allows you to show that something you’re doing is working. Without the data, it’s your opinion. I want to be able to show management with something that can be measured and show a result,” according to Fulmar.
“Just a quick example, NFL players go in on day one of offseason and do measurements like strength, speed, agility. They have a measurable starting point. Then towards the end of the offseason training program, they go back and remeasure. They can show where there has been growth and where they didn’t get the growth they expected. Until they have those measurable results, a general manager can say we had a great offseason. Unless you have measurable results, how do you back that up? That’s why I feel like data-driven sales enablement is important for maximizing the sales effectiveness,” he explains.
“Whether we’re running a report on our entire sales force or our managers are running a detailed manager dashboard, Mindtickle gives us the analytics to maximize our sales effectiveness.” Fulmar identified three areas in particular:

  1. It gives the ability to take data and continually learn and refine how they enable their sales team;
  2. It highlights what the sales team is using—what content are they taking advantage of and what are they not; and
  3. If they’re not using content it allows sales enablement to question why. Perhaps the format didn’t work well or the information wasn’t right.

“If I’m looking at the numbers, I can see that kind of information and make adjustments to move forward. I can also show value to our leadership team. If I can show that people within our top 20% of sales are also those people that are our top users on Mindtickle, then I can show a direct correlation that our top people are taking advantage of the technology. Being able to show that kind of value to our senior leadership team, to our board, that’s priceless!”

How Does a Sales Readiness Solution Differ from an LMS?

Shankar Ganapathy on August 15, 2017

sales readiness versus LMS 1Just the mention of the phrase “sales training” usually elicits a groan from sales reps and managers alike. That’s because it’s traditionally been expensive, time-consuming and may offer little visible benefit. While technology has automated and improved almost every business area, from Finance to Marketing, sales training seems to have been left behind.

While good old learning management systems (LMS) have had an important role to play, in a dynamic and agile world they now seem a bit outdated. Content creation and delivery are still important, but the emphasis is now on how we deliver content and the outcomes they produce.

For forward-looking sales enablement leaders, the traditional LMS just doesn’t help them make the impact on the sales organization that they need. And without the desired impact or outcome, they’re left struggling to elevate the role of sales enablement within their business.

That’s why many are now turning to sales readiness technology. Sales readiness shifts the focus of sales training away from imparting knowledge to delivering real outcomes.

While traditional LMS enabled sales training, sales readiness technology enables sales effectiveness. Sales readiness platforms also enable sales training, but they also actually help your sales reps become better at selling by focusing in on improving their skills and execution.

Sales readiness is an outcome-oriented approach that identifies the capabilities your reps need to win more deals and enables them to develop these. It provides tools that enable your reps with the right knowledge and helps them develop their selling skills so they can use that knowledge in real life scenarios. It also helps sales managers and subject matter experts build a regular cadence to coach sales reps, and gives them the analytics they need to monitor how their reps are improving.

LMS only focuses in on one aspect: providing knowledge through training. An LMS focuses on learning management, while the objective of sales readiness solutions is to achieve learning outcomes. They do this by honing in knowledge, skill development, execution discipline, and analytics.

How-Sales-Readiness-Platforms-Achieve-Learning-Outcomes_3

Sales readiness solutions are a natural evolution from LMS. In an agile world, outcomes become even more critical, and sales are all about outcomes. So anything that can help your reps improve their sales performance is business critical.

Sales readiness tools help your reps improve their capabilities whenever they need to. It’s like when you’re preparing for a marathon. All those weeks and months in the gym help flex your muscles and prepare them. But your barbells aren’t going to help you on the day of the big race. That’s when you need all the little things that make you agiler and keep you performing at your best – great shoes, plenty of fluids and little bursts of energy.

While LMS have traditionally helped do the hard yards in the gym they don’t have the same agility and just-in-time capabilities that sales readiness solutions have. In this day and age, having the right information and tools just when you need it can make all the difference between closing a deal or losing to a better-equipped competitor. Which outcome would you prefer your reps achieve?

Why Sales Enablement needs to work with Sales Ops

Shankar Ganapathy on August 8, 2017

Why-Sales-Enablement-needs-Sales-OpsThere are many functions powering modern sales teams, Sales Enablement, and Sales Operations are two examples. As a company grows each function evolves and roles are more clearly defined, it will become easier to identify the organizational structure. But organizational charts don’t always reflect the dependencies that different roles have on each other.
While Sales Enablement and Sales Operations may solve different problems in your organization, they need each other a lot more than you may realize.
Sales Enablement is focused on ensuring reps are prepared and effective at selling. They are often responsible for a broad range of deliverables from sales training, coaching and onboarding to communication, sales process and even performance analysis.
Sales Operations is the data engine room that is constantly looking for ways to improve the sales execution, optimize processes and report to sales leadership on any gaps that need to be plugged. Their role may include managing the CRM, process design, and management, territory planning, deal routing, contract management, optimizing and overseeing sales incentive plans, forecasting and performance analysis.

Sales Ops bookends Sales Enablement

As Sales Ops is responsible for much of the data analysis that supports the sales function, they are often the first port of call when management is searching for insights. For example, Ops may identify that certain reps get stuck at a particular point in the sales process, like just after they’ve given a demo. While they may be the first to alert sales leadership that there is a problem, further investigation will be required to determine what the problem is and how to fix. That’s where Sales Enablement steps in.
Sales Enablement can take these insights and investigate to identify the core problem and determine the best way to fix them. By working out what’s causing the sales cycle to stall at that particular point, Sales Enablement can determine what their reps need to speed up the process and get them closer to closing the sale or moving onto a new prospect. The quicker this problem is resolved, the more revenue your sales engine can potentially generate. By relying on Ops to help detect issues at the start of the enablement process, Sales Enablement can identify business issues and fix them. This gives them the ability to be outcome-oriented and create a measurable impact on business results.
At the other end of the enablement process, Sales Ops also plays a crucial role in measuring the impact of enablement initiatives. With all that data at their fingertips, Ops have the ability to identify the right indicators to determine if enablement initiatives are having the desired effect or if reps are still stuck at the same point. They can also track these metrics so that Sales Enablement can demonstrate that their enablement initiatives are working.

Together Ops and Enablement are stronger

Sales Enablement and Sales Ops have the potential for a perfect partnership. Their roles complement each other and they have the same overriding objective – for the sales organization to be more effective and efficient.
There is another key benefit for Enablement to collaborate with Ops, by combining forces the two functions can have a much greater impact and a stronger voice. While Sales Enablement may rack up some spectacular wins, it can be challenging to ensure they get the management attention they deserve. That’s where partnering with Ops can help.
As Tamara Schenk points out, collaboration is key to a productive relationship with Sales Ops. To facilitate this collaboration the business will require a defined interface that ensures their process, messaging and communication is consistent and connected. To achieve this collaboration, an alignment framework is helpful.Why-Sales-Enablement-needs-Sales-Ops
Sales Ops is typically involved in the front and back-end processes that create the strategic framework, forecasting, and analysis. They are also responsible for managing sales automation processes that often improve the efficiency of the sales organization. Sales Enablement’s role is focused on the reps and their capabilities. Building knowledge, sales skills, execution discipline, and effectiveness.
While the two roles do not overlap, they rely on each other to play integral roles in improving the sales organization. Sales Ops on its own can improve the efficiency of the sales machine, but it’s Sales Enablement that ensures it is effective.
By backing up Sales Enablement wins with metrics from Ops, together you can demonstrate how much more effective the sales organization is operating. Enablement and Ops share common goals, which means they can leverage each other’s strengths to achieve even more.


In Conversation with Jordy Brazier

Shrimithran R on August 6, 2017

 

Conversation-With-Jordy-Brazier_500x500This post is based on a podcast with Jordy Brazier, VP of Sales Operations for Qubole. You can listen to the entire podcast

here

.

Qubole is the largest cloud and diagnostic big data service, providing businesses with a self-service data platform to help them make data-driven decisions. Their vision is to create an autonomous data platform that is capable of optimizing its performance so data teams can focus on the more strategic and value-added work. Jordy Brazier is responsible for their Sales Operations and enablement, an area he is passionate about.

As a business, Qubole sells primarily to IT decision makers in data-driven enterprise companies. Their customers understand the value of big data and want to leverage it in a more cost-efficient way to improve their performance.  In an industry that’s rapidly evolving, sales enablement is key to driving competitive advantage.

“For us, sales enablement is about how we can use content and develop training that increases sales productivity. By sales productivity, we mean the productivity of our reps. Do we look at things like how can we increase their deal size? How can we increase how fast they onboard? We use several programs to execute this, onboarding boot camps, QBR’s, kickoffs and ongoing training as well,”

outlines Brazier.

For each sales enablement initiative, Brazier focuses in on a core metric.

“For example, the primary metric for the onboarding program is time to first deal. We now have a 90-day onboarding program, and we measure how we’re improving by looking at everyone who goes through that program. Are they faster to close? Do they get to their first deal quicker? If we look at other parts of the sales cycle we’re going to use different metrics, but it’s very important to measure a specific metric that’s most directly related to what you’re trying to achieve,”

he explains.

As the company has been scaling rapidly, onboarding has been an area of focus for sales enablement.

“Our sales onboarding is a 90-day program. Once a field rep starts they attend boot camp within the first 30 days,”

Brazier explains.

While Qubole would previously send Wiki and other information to new hires they had no way of knowing who had looked at it before boot camp. But using Mindtickle now gives them the ability to make this process interactive. New hires go through role play certification and now management can measure who’s actually confident and absorbed the information.

“

Everyone is on the same page when we start. It’s not just a 30-minute class and then a test. The questions follow the learning. It’s not a testing platform it’s a learning platform. So we know exactly what they already know and we can take it from there.”

This has allowed Qubole to refocus its boot camp.

“The boot camp is now more of a tool versus being a class. They’ve already trained in the app or in a bite-sized way with quizzes, so when they come to boot camp they’ve already reviewed all the training. And when we put them in front of our executives at boot camp the reps can actually ask much more meaningful questions,”

he continues.

“After getting feedback and looking at the metrics, we’ve focused the boot camp to be all about understanding the value of the company, why is the company’s solution the best. To achieve this we do simulations throughout the boot camp. Reps have to present twice during the boot camp, at the beginning and at the end of the week. They pitch to the rest of the class and get feedback from management, the class, and an existing rep,”

Brazier explains.

It may be intense but it gives Qubole’s new reps the confidence to pitch the product. And they need it because once boot camp is over there is a real customer waiting for them. Working with marketing and the management team, new reps attend a field marketing event within 30 to 45 days of starting, just after boot camp.

“They can pitch live, face to face with good prospects and start to build a pipeline. That really moved the needle for us and shortened the time to the first deal,”

he says. “

We then do a 60 day check in to see if they need help with anything and again at 90 days.”

Qubole also runs several other initiatives including a kickoff twice a year.

“At the kickoff, we look at overall positioning and messaging. We’re in a fast moving market so at each kickoff we revamp the company deck for the entire team,”

he explains.

Before the kickoff, new materials and presentations are made available to reps on Mindtickle. The reps record their pitches and these are reviewed at the kickoff as a learning experience.

The best ones are presented to everyone at the kickoff, leveraging the competitive spirit of their salespeople.

Ongoing learning is also important to Qubole.

“Every week we release a new course or update on what products we have or how to compete on specific products. In Mindtickle we can see who is learning and who needs improvement. We actually give a $100 gift card to the top learner each week. It’s helpful to drive adoption and it makes it fun. It’s one way that we make sure that we are prepared, are true trusted advisors to our customers and are able to deliver true value. That’s super important and that’s why we take enablement very seriously. We really invest in those programs and technology that makes our team the best and puts the firepower behind it,”

explains Brazier.

Interestingly, Qubole also found a correlation between learning scores and the performance of their reps. Their consistently low performers were also struggling to pass the tests on Mindtickle. It was a good indicator that something was just not working.

“It’s all about raising the average. The top-performing reps will probably still be the top performing reps even without training, but if you can bring the majority of middle reps up then you can make a significant difference in the overall productivity,”

he says.

Qubole has certainly gone through a considerable learning curve while implementing its enablement initiatives and Brazier is happy to share his top three tips.

“First, if you don’t have a learning platform, bring one in ASAP. I think that really moved the needle for us. Also, narrow the focus of your boot camp. Don’t incorporate everything under the sun, just focus on the value. And understand that you will only be successful if there is very strong cross-functional collaboration. You need to get the best out of product management and the best out of marketing, so include them early on. Asking them for their inputs and get their buy-in.”

This approach has certainly worked for Qubole, who continues to go from strength to strength.

[Podcast] Nancy Nardin on how to Choose the Right Sales Enablement Platform (Episode 22)

Shrimithran R on August 2, 2017

In this 21

minute podcast, Nardin outlines:

  • How sales enablement has evolved
  • The role technology plays in enabling sales organizations
  • How to approach evaluating sales enablement platforms
  • The steps involved in rolling out an enablement solution

To download or subscribe to the Sales Excellence podcast login to

Soundcloud

,

Stitcher

,

iTunes

or find it

here

.

“There are 400 sales enablement technologies, including CRM. And there are about 45 different categories of products that we’ve segmented into six different super categories,”

explains Nancy Nardin, Founder of

Smart Selling Tools.

It’s no wonder that it can be overwhelming for people to decide what their business needs. While the task of choosing the right sales enablement platform for your business isn’t easy, it’s certainly worthwhile according to Nardin.

“There’s a real opportunity for making a big impact on the organization and revenue. No matter how easy technology is, there are no shortcuts. You really have to have a commitment to making sure everybody is lined up in terms of what’s required to keep it going, what’s required to get salespeople to adopt it,”

she continues.

That’s why going through a thorough process even before you start looking at platforms is important.

“

A lot of companies don’t have a cohesive plan. There’s a lot of parameters to consider before you even start looking at the technology. Get in a war room for a day with some of your constituents and just map it out. Where are you today? Where do you want to head? Then, start your technology journey.”

[Podcast] How Qubole Leverages Sales Readiness Technology to Deliver True Value to its Customers (Episode 21)

Shankar Ganapathy on July 24, 2017


In this 20 minute podcast, Brazier outlines:

  • How Qubole uses sales enablement drive productivity per sales rep
  • Why technology is crucial to accelerate sales readiness and bring true value to your business
  • How to leverage sales kickoffs to ensure your reps’ positioning cutting edge
  • His best advice to anyone creating sales enablement initiatives

To download or subscribe to the Sales Excellence podcast login to Soundcloud, Stitcher, iTunes or find it here.
Jordy Brazier is Vice President of Sales Operations for Qubole and has been in Sales Operations for over 10 years. Qubole is the largest cloud and diagnostic big data service, providing businesses with a self-service data platform to help them make data driven decisions.
Selling to IT decision makers, they operate in a tough market, releasing new product updates regularly to stay ahead of the curve. This means their sales reps also need to make sure they have a cutting edge positioning.
“Every week we release a new course or an updated version of a course about what products we have? And, how to compete with specific products,” explains Brazier.  “To drive adoption and see who is going through those trainings is, Mindtickle lets us see who are the learners and who needs improvement. It’s great to have this ability. We want to make sure that we have the best prepared reps when we go into the field. So they can be true trusted advisors to our customers and are able to deliver true value. That’s super important and that’s why we take enablement very seriously and really invest in those programs, into technologies that make them the best and put fire power behind them.”
Qubole has also raised the effectiveness of their reps through its comprehensive onboarding program and certifications.
“It’s had a great impact for us as well. We use best practices to take control of the consumer process, bring true value and accelerating productivity,” Brazier continues.

In Conversation with Nancy Maluso

Shankar Ganapathy on July 24, 2017

This post is based on a webinar with Nancy Maluso, Research Director for SiriusDecisions. You can listen to the entire webinar here.
SiriusDecisions empowers marketing, sales, and product professionals to make better decisions, execute with precision and accelerate growth. Nancy Maluso has built and managed successful teams in the technology industry and now brings her passion for improving sales productivity to her research at SiriusDecision.
“Coaching is something that I love. It’s something that actually moves the needle and helps people perform better,” exclaims Maluso. “According to Wikipedia, the know it all of all things Internet, coaching is a form of development in which a person called the coach supports a learner or client in achieving a specific personal or professional goal by providing training, advice, and guidance.”
Coaching has been proven to work and sales reps find it valuable. “When we asked high performers where they see value in coaching they said, for example, that on deal collaboration and navigating internal resources coaching was extremely important to their job performance,” says Maluso. “Yet, overall, 22% of reps don’t receive any coaching and only 36% of sales reps actually made quota. The average turnover of B2B sales professionals is about 32% annually, meaning 3 out of 10 territories are left uncovered. And when we surveyed top sales leaders we found that 7 out of the 10 inhibitors to growth have to do with sales skills.”
There is clearly a disconnect. If sales coaching is so valuable to reps’ performance, why aren’t more reps being coached? According to Maluso, for a coaching program to be successful, it must include four critical factors. “First, coaching is an individual game. It’s based on the needs of the individual. We have to have some way of knowing what someone needs in terms of coaching.
The second is a competency map. What skills, knowledge, process, expertise, and tools does an individual sales rep have to have to be good at their job? Thirdly, we need insight, both data, and observations, that allow us to know what the individual needs to be coached on. Effective coaching programs are prescriptive, proactive and persistent. We found that if we don’t provide sales managers and sales leaders with a process and a program combined with some tools to help augment the coaching effort, it typically doesn’t happen.
Finally, there need to be actions that the individual is going to take to make a difference.” When all of these factors are in place sales coaching will be most effective. But successful coaching requires more than just a process.
“From a cultural perspective, we want the program to be constructive, not punitive. Part of that is asking reps to identify and self-correct wherever possible. To have the coach support their sales effort persistently through every stage. It’s not just at the end of a win/loss review for example. It’s before they go to have a conversation with the client; it’s not punitive, it’s supportive,” explains Maluso.
Coaching is also a continuous process, it has no defined endpoint. “If a rep has mastered what they need to do with their job, coaching should continue to help develop them for the thing they want to achieve next. Whether it’s leadership roles or specialization, coaching should continue to support that rep,” suggests Maluso.
Persistence is another important quality in an effective sales coaching program according to Maluso.
“We’ve had clients say to us, “Well I do coaching every quarter. I do it at the quarterly business review.” That’s not coaching. it’s persistent and it’s proactive, and it’s always on,” she explains. To create a program that is persistent and proactive you have to have insights. That’s where the competency map comes in.
“It defines what reps need to be able to do. Then it’s looking at metrics that say, “Are they doing that?” Hopefully, your tools track activities that reps undertake so you can see if they are they making the right number of calls. Are they having the right number of customer engagements? Doing the right number of demos?” she suggests.
Useful information can be gleaned from lagging indicators like your sales funnel or win/loss ratios.
“For example, if the funnel is fat in the middle, but narrow at the top and narrow at the bottom, it might indicate a few things,” she says. “Metrics don’t tell you precisely what’s wrong, they give you indicators. Just like if you hit a golf shot and it goes to the right, a good golf coach will have a sense of why that might be. But until they inspect your actual swing, they’re not going to know specifically what’s wrong with your particular mechanics. The same is true with the sales rep. The dashboard gives indicators, things to probe on. If the funnel’s fat, we might look at, well, are they having trouble with solution design? Maybe they’re not engaging their sales engineer properly. Perhaps they don’t know how to use the CPQ tool. Only by observing them in their work will you know or sure.”
To really understand what’s going on insights have to meet with reality. Data provides one view, but it’s not until you observe what a rep is doing on a regular basis that you can identify how to effectively make a difference. “Managers aren’t observing reps to be Big Brother. It’s about understanding what the rep needs,” she explains.
Observing reps so that you can coach them and make a real difference to their performance requires cadence. That’s where the right tools are so crucial. “Processes and tools can help us make coaching a regular part of weekly one-on-one calls, a regular part of prep before customer calls. Coaching can also be done in groups, talking about individual needs so others can learn. It can be done in a lot of different ways, and processes and tools help us automate some of that process. Bring forward the insights and link them to potential tools that can help us support the rep,” suggests Maluso.
“In my example of the fat funnel, let’s say on observation the manager realizes that they don’t really do enough qualifying questions up front so they’re not able to design a solution effectively, and so things get stuck in the middle. Well by observing that the coaching tool can provide a discovery list of questions that can help in solution design, or a video of a rep who’s showing and demonstrating how to do this well or a role play that they can practice to help them get better. Those are the kinds of tools you can provide to managers so that they can coach more effectively,” she continues.
Good coaching programs are also prescriptive and link actions to outcomes.“They are very specific about what needs to be done. What the rep needs to do is understand what actions they need to take that are different. They need to practice those actions and establish a pattern where the action results in impact. Linking what they’re doing or practicing with the outcome you’re looking for is absolutely critical. You want to record in your tool or within your process exactly what coaching is going on and what we’ve asked of the reps or we’ve asked of ourselves as coaches to help them,” she explains.
One final tip from Maluso is to look at data holistically.“Look for patterns. We might see that all reps are having trouble with discovery; not just yours. We can then go back to product marketing and work with them to develop the right tools and maybe a training webinar on how to do effective discovery,” she suggests. By creating a coaching program that is prescriptive, proactive and persistent you can create a culture of support. This puts the development of your reps front and center, where it should be.

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