How can you avoid costly hiring mistakes when you grow your sales organization? How can you at the same time ensure that your team consist only of A-players and that you have an unparalleled performance culture, with zero churn in your sales department ?
The education driven sales model is the answer. By building sales training of your team into the DNA of your sales organization you can decrease turn, improve your revenue/cost factor and build a performance culture that is unmatched.
If you want to go a bit deeper into the advantages of the Education driven sales model I have made a quick presentation here:
I think this might be one of the most interesting topics in sales management.
How do you push your team to maximize performance without killing motivation?
I think the key is to set ambitious targets for the value the team has to create and then trust the team to find the best way to reach that target.
And once you have those ambitious targets make sure to NOT set up a commission structure to measure it, unless you are aiming for demotivated sales people.
In a previous post I have talked about why I believe you can destroy the motivation of your sales department by using a commission structure.
But then what to do? The commission structure in sales, has largely been the most predominant motivator in making sales guys run faster and sell more.
In this post I talk about how you can set up your model, to support your business, while still maximizing motivation in your team.
The most important thing to look at when hiring sales people is their resumé. Personally you want to look for these 3 qualities when hiring sales people, and you want to figure out whether or not they get the no quickly as an integrated part of their sales process.
In this post I explain why you should be suspicious if the sales person you are interviewing, has a stellar record from the largest most successful companies, and why you will usually find top talent in the pool of salespeople who has worked at companies that are not successful.