Learn How Formalized Onboarding Helped Chownow Reduce Time to First Deal by 50%

HEADQUARTERS:

CALIFORNIA

INDUSTRY:

TECHNOLOGY

COMPANY SIZE:

5000+

So right now, we're using MindTickle in lot of different ways. We're leveraging it in lot of different ways. Mostly, you know, we're obviously using it as our learning management system. We are doing trainings through it. We are doing assessments through it. We use missions, which is a lot of fun. But we're looking to kind of grow on that too. Like, we've just started going down the readiness index path. We're looking at coaching sessions. We're looking at quests. We're looking at all these different things to try and really make our training more than just, hey, I'm gonna sit down and watch a video and take a quiz. So I I think the whole idea here is is that we wanna try to build an overall curriculum. And when you build an overall curriculum, that doesn't just mean you watch a video and take a quiz. Right? You want to have feedback. You want to see how you're performing against others. You want to learn how I can do better. So I I'm excited about the things that MindTickle is doing because it's ultimately going to set us up to be able to have so much more insight into really, like, what makes our sellers tick. Like, what makes them great sellers or what how can they improve? And then for me, how can I make my trainings better? Right? And I think sales enablement plays a huge role in that. A lot of our trainings are built around trying to emulate those that are top performers. Looking at, like, ideal rep profiles, looking at the type of things that, you know, how can I replicate what a rep is doing very well and bring it over to someone else? And having an ideal rep profile of like, hey, this is the person that's excelling. They're taking the trainings. They're doing great in coaching sessions. They're hitting their their deals. That's awesome. Looking at the ideal rep profile now, I can start to identify, you know, hey. This person's doing really well on these types of trainings. This person is not. Is there a correlation there? But if I can go to a sales manager and say, hey. Your rep is exceeding in all these different areas, and this rep is not, what can we do to change that? If we are able to focus on those little things, can we make it better? Can we get them up to quota? Can we get them to close more deals? Because I I'm I'm a cheerleader in, like, exploiting the positives. Like, let's look at the positives and see what they're doing well, but then let's really work on those negatives and really try to bring them up to speed to create a more well rounded rep in the long run. Thanks. Because well rounded rep, more sales, more money, that's it's it's the never ending cycle. Now we're looking at more of these competency ideas, like these KPIs around training and these KPIs around competency. And readiness index, I'm hoping is gonna be that thing that ultimately brings that to us. I mean, we're all trying to drive revenue. Like, we're all trying to drive more sales. And so if I at the end of the day, if I can show some level of how our training is affecting the overall growth of the company and driving more sales, that ultimately is gonna put me in a better position. There is this idea of if I can clone the great rep and that's, like, winning, and I can replicate that across others, that's gonna drive more sales. Right? By doing a formalized onboarding, we were able to increase the time that a rep got to their first deal significantly. You know, normally, was like six, eight weeks, somewhere in that range, we were able to get to the three to four weeks, and that's including training time. And that's strictly just because we were setting the reps up for success from the get go. Right? There's an entire world of additional learnings and additional resources that are available to you to continue to grow upon that. So, we've actually kind of shrunk some of our onboarding time in some instances just because of simple fact. We have the ability now to, like, refer you back to a specific training or refer you we're doing an eight day onboarding, and now we're down to eight business days, and now we are down to six. So we cut two days. It's an extra two days with not only on the field, but, like, extra two days to meet more people.