Sales Team Development

My client fired their entire SDR team on Tuesday By Friday, their pipeline had grown by 60% This sounds impossible It's not After auditing 50 B2B sales organizations over 10 years, I've uncovered the most expensive myth in modern selling: → The belief that MORE activity at the TOP of your funnel will fix conversion problems at the BOTTOM Let me share what actually happened: This mid-market software company was spending $350,000 annually on their 4-person SDR team - 100+ cold calls per rep daily - 17 meetings booked weekly - "Incredible metrics" according to leadership - But their close rate? A devastating 1.2% The VP of Sales was convinced they needed MORE outreach, MORE automation, MORE top-of-funnel I suggested something different: pause all prospecting for 7 days Instead, we had their account executives do something radical - engage with the 215 prospects already in their pipeline who'd gone cold after initial meetings Using a framework we developed: - 65 prospects responded within 24 hours - 41 booked follow-up meetings - 23 re-entered active buying cycles - 6 closed within 14 days (total value: $212K) The shocking revelation? - Their pipeline wasn't empty - It was overflowing with neglected opportunity. This company didn't have a lead generation problem. They had a lead nurturing catastrophe. By reallocating resources from mindless prospecting to strategic engagement, they've now: - Reduced CAC by 60% - Shortened sales cycles by 30% - 2x their close rate The counterintuitive truth: Sometimes the fastest path to growth is to stop chasing new opportunities and start converting the ones you've already earned. What percentage of your marketing and sales budget is focused on prospects who've already shown interest vs those who haven't? That ratio reveals everything about your future growth trajectory P.S. If you need help with your sales, send me a message

The more I spend time building HUMAIN, the more convinced I become that the age of traditional enterprise sales is coming to an end. Relationship selling alone is no longer enough. In the AI era, value realization and solution selling matter far more than simply pushing products, licenses, or features. Most enterprises today are struggling with one fundamental challenge: they know AI is important, but they do not know how to operationalize it or realize measurable business value from it. Many organizations are still trying to apply AI on top of broken workflows, fragmented data, outdated operating models, and heavy bureaucracy. The future sales organization must look very different. The next generation of enterprise sellers must become: - deeply technical, - operationally aware, - capable of workflow redesign, - capable of discovering hidden inefficiencies, - and able to connect AI to real business outcomes. The conversation can no longer start with technology. It must start with: - What business problem are we solving? - What operational friction exists? - What workflow should disappear? - What can become autonomous? - How do we redesign the enterprise around intelligence and AI agents? In many cases, customers themselves may not even fully understand the root cause of their inefficiencies. This is why the future seller is evolving into something entirely different: part technologist, part operator, part strategist, part transformation architect. At HUMAIN, this transformation has honestly been one of the hardest challenges for me personally. Building AI products is difficult. Building AI infrastructure is difficult. But transforming the mindset of enterprise go-to-market teams may be even harder. I spend a surprising amount of time reading messages that come to me on LinkedIn because I am constantly searching for people who think differently: builders, systems thinkers, operators, problem discoverers, AI-native minds, people obsessed with solving hard problems rather than simply closing deals. The future AI field organization will not look like the traditional sales teams of the past. And I believe the companies that figure this out first will define the next decade of enterprise AI.

🛑 Stop Blaming Your Sales Team. (It’s Not Their Fault.) A sales leader recently told me, visibly frustrated, “Most of my salespeople just don’t perform!” If I had a dollar or Euro for every time I heard that, I could retire tomorrow. 😉 The truth is, salespeople aren't failing because they lack skills or motivation. They fail because leadership often hands them the steering wheel but forgets to give them a map, fuel, or driving lessons. The actual performance gap isn’t in the sales seats—it’s in the coaching box. The Unhelpful “Coaching” Checklist 📝 You cannot develop a professional sales team by merely instructing them to do these things: - Attract new customers. - "Pick up the phone and make appointments." - Begin mailing prospects. - "Do something..." That's the sales equivalent of telling a marathon runner, "Just run faster!" It’s management by wishful thinking, not strategy. The Shift: From Manager to Master Coach 🚀 The issue isn't malice; it's a lack of a clear, actionable system. As leaders, our role is to transition from being mere administrators to becoming Strategic Developers who equip others with the tools for consistent success. Here's what your sales team truly needs to transform into a high-performing engine: ✅ The Blueprint: a customised sales playbook and a consistent, measurable sales process. (Without a process, dependable results are unlikely.) ✅ The Edge: Training in successfully prospecting for new business and creating a competitive advantage against major rivals. ✅ The Drill: Well-organised, near-real-life role-play sessions designed to refine skills, improve attitude, and boost confidence under pressure. ✅ The "Why": Grasping and leveraging the genuine motivation of your salespeople to enhance both new business acquisition and customer growth. ✅ The Retention Strategy: Identifying what is essential for your existing customers so your team can keep them long-term and enhance their value. 🔥 The Urgency of Investment Neglecting sales development isn't "saving money." It's the most costly strategy you can choose. Every day you postpone investing in a strong sales structure is a day you leave high-value revenue on the table. Break the cycle of blame and start the cycle of growth. You have talented people. Provide them with a system that enables them to succeed. With 40 years in sales and management, I specialise in transforming vague goals into tangible, high-impact performance systems. If you're ready to stop blaming your team and start building a Killer Sales Engine that provides predictable, sustainable results, let's have a chat. Send me a DM and we'll meet and talk! P.S. What is the most common, unhelpful advice you've heard a sales leader give their team? Share your story below! 👇

For my first 16 years in tech sales, I averaged 240K/year W2 income. In my last 4 years, I averaged 720K/year. In order to triple my income, I had to change my sales approach entirely. Here's what I changed: I started using a new approach that I now call Yo-yo selling: 🪀 Yo-yo selling emphasizes starting at the executive level, conducting thorough discovery within the organization, and then returning to the executive with a tailored business case. Like holding a yo-yo, you are constantly in communication with the Executive Sponsor and updating them as you collect information and conduct deep discovery lower down in their organization. You are literally going up and down the organization, but always taking everything back to the Executive Sponsor to surface your findings along the way. Here's a breakdown of the framework: 🎯 𝐈𝐚𝐧 𝐊𝐨𝐧𝐢𝐚𝐤’𝐬 “𝐘𝐨-𝐘𝐨 𝐒𝐞𝐥𝐥𝐢𝐧𝐠” 𝐅𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤 This strategy involves a three-step process: 1. Start at the Top (Executive Engagement) Initiate contact with a senior executive to understand their most pressing challenges, the reasons behind the need for change, and the consequences of inaction. If your solution aligns with their needs, secure their sponsorship for further discovery within their organization. To secure the Executive Meetings, it's essential to create a tailored POV (point of view) on where you think you may be able to help them based on your initial research of their highest level goals and priorities. Chat GPT has made this research a LOT faster now. 2. Conduct In-Depth Discovery (Middle Management) Engage with department heads and key stakeholders to uncover the day-to-day challenges they face. Focus on understanding their processes, pain points, and the implications of current inefficiencies. Gather direct quotes and insights to build a comprehensive view of the organization's needs. 3. Return to the Executive (Present Findings) Compile the insights gathered into an executive summary and business case. Present this to the executive sponsor, highlighting how your solution addresses the identified challenges. Tailor your demonstration to focus solely on relevant aspects that solve their specific problems. 🚀 Why It Works 1. Accelerates Sales Cycles: Engaging executives early ensures alignment and expedites decision-making. 2. Builds Credibility: Demonstrates a deep understanding of the organization's challenges and showcases a tailored solution. 3. Facilitates Internal Buy-In: By involving various stakeholders, you ensure that the solution meets the needs of all parties, increasing the likelihood of adoption. I'm pleased to share that that Yo-yo selling was recently awarded as a Top 15 Sales Tactic of All Time by 30 Minutes to President's Club, and I received a cool plaque for entering the 30MPC Hall of Fame. Since I have no chance of entering the Hall of Fame for my baseball or golf game, this is a nice consolation prize 😁

Sales isn’t magic. It’s math. But if your revenue isn’t growing, chance are... It’s not your product. It’s your system. Let me explain. The fastest-growing companies don’t have “better closers.” They have better processes. Here’s what top 1% sales teams do differently: 1. They multiply, not guess. Revenue = Leads × Conversion Rate × Deal Size × Retention Change one variable → growth. Change all four → rocket fuel. That’s not a hack. That’s math. 2. They stop pitching and start listening. The best reps talk 30% of the time. The rest? They listen for gold. People don’t buy when they understand. They buy when they feel understood. 3. They don’t chase. They qualify fast. 🚫 Endless demos 🚫 Chasing low-fit leads ✅ Score prospects early ✅ Cut the dead weight ✅ Focus on buyers who are ready now Time is your most expensive resource. Guard it. 4. They don’t sell the product. They sell the cost of inaction. A great pitch isn’t about what you do. It’s about what your buyer loses by doing nothing. Paint the pain. Then make your offer the obvious solution. 5. They follow up with purpose. 80% of deals close after follow-up #5. But most reps quit after #2. Win the deal by staying in the game. And bring value every time you follow up. If you want sales that scale without burning out your team: • Stop relying on heroics. • Start building systems. • Track the right KPIs. • Make it easy for buyers to say yes. Revenue isn’t a mystery. It’s a repeatable machine. If you build it right. Want your team to sell smarter, faster, and at scale? Let’s make that happen. I'm hosting a free training for founders & CEOs. "How to Accelerate Sales Growth For Your Business" Thu June 26th, 12 noon Eastern / 5pm UK time Join me: https://lnkd.in/dnjfFDuF ♻️ Repost to help a founder in your network. Follow Eric Partaker for more sales growth strategies. P.S. Want a PDF of my Sales Growth Cheat Sheet? Get it free: https://lnkd.in/dcgvWeMv 📌 Our next cohort of The CEO Accelerator starts July 23rd. 20+ Founders & CEOs have already enrolled. Learn more and apply: https://lnkd.in/dRwv7nJF

Sales leaders: After working with 5,000 revenue orgs, I've seen 5 patterns in every great sales team. From InsideSales, to Gong, to pclub.io – my career has been in the walls of revenue teams. 5 things the best do: 1. They know where they win. They don’t chase the market. They chase the segment where they have unfair advantage. They define a surgical ICP and stop wasting cycles on deals that never close. They’re obsessed with: • Where they win • Where they lose • Where win-rate is too low Then they operationalize it. They don’t just "know" where they win. They run the business around it. One CRO I talked to said this: “If you want higher close rates, stop chasing bad deals.” 2. They’re obsessed with narrative. Once they know the territory, they design the narrative that unlocks it. They refine messaging until buyers think: “They understand my world better than I do.” Narrative isn’t a marketing exercise. It’s fuel that drives revenue. When you nail it, everything is easier. Whether it’s the CMO, CRO, or even CEO, someone holds this job: “Chief Narrative Officer.” 3. They build a performance culture. The best sales teams take a page from Netflix: “We’re not a family. We’re a pro sports team.” • Camaraderie? Yes. • Psychological safety? Yes. But also: We’re here to perform. If someone isn’t pulling their weight, the culture addresses it. Elite teams balance two forces: A) High standards B) High safety The paradox: The more transparent you are about: • Performance expectations • PIP criteria …the less fear exists. Performance expectations create short-term fear. But ambiguity creates permanent fear. Open expectations remove "wondering." Reps know where they stand. That frees them. 4. They build rock-solid stages & exit criteria. Great teams don’t use vague stages like Discovery → Demo → Proposal. They design a sales process that exposes the reality of a deal. • Clear stage definition • Binary exit criteria • Aging discipline This clarity drives predictability: • Reps stop guessing • Managers coach w/precision • Forecasts stop lying Process definition is the compass. But here’s the trap: Having a clean process still isn't enough for consistency. Sales stages and exit criteria only define what to do. They do not equip reps with how to do it. 5. They treat skills like a performance system. Strong leaders don’t just tell reps what to do. They build the skill capacity to do it. Once you define a great process, a hard truth emerges: Many reps don’t have enough skill capacity to do it. Great teams systematize skill excellence. They treat skill capacity like a monetizeable asset. These teams don’t view skills as “our people should already have these.” They design skill profiles, measure them, train them. Process without skill is academically strong, commercially weak. Skill without process is chaos. Do both? You unlock revenue excellence. Which of these 5 stood out most?

What sets High-Performing Sales Engineers apart in today’s environment?   As part of the Mastering Technical Sales – Future Sales Engineers research, we asked SE leaders worldwide what separates good from great, and the best SEs from the rest. It wasn’t the smartest engineer in the room; it was the one who stayed curious, thought commercially, and led through influence. The top traits included:   Curiosity & Problem Solving – The best SEs explore before they explain and are continuously curious about the available tools they have on hand to solve customers' problems.   Business Outcome Focus – They translate features into measurable outcomes.   They Own The Room – They make complex ideas simple and inspire belief in the room.   Lead Through Influence – They align Sales, Product, Customer Success, and Customer teams around shared success.   Ownership & Commercial Drive – They don’t just support deals; they drive them forward.   Of note, leading through influence is emerging as a decisive differentiator for the modern SE. As organisations and solutions become more complex, the SE’s ability to align the customer, internal teams, and partners around shared outcomes (without the leadership title) is becoming a true mark of a Trusted Advisor. This is especially true in the new age of AI assistance.   Are there any other traits that should be added to the list?   #SalesEngineering #Presales #TrustedAdvisor #FutureofSalesEngineering Up 2 Speed (This is Part 2 of our Summary. Part 3 will be published next week along with the full report)

Most companies don't need more content. They need better, more strategic, value-driven content. 🚀 👉 Copying your competitors? It only adds to the noise — it doesn’t differentiate you, and it definitely doesn’t drive pipeline. Here’s what to do instead if you're serious about scaling content the smart way: → Audit your existing content — identify what's driving outcomes (not just traffic). → Align your strategy with your Sales, Product, Success, and Support teams — integrate real customer feedback into your content plan. → Map your content to the full buyer journey — awareness → consideration → decision → expansion. → Focus on intent over volume — not every high-volume keyword matters to your funnel. → Identify opportunity gaps where you can genuinely add value, not just "rank." → Build content clusters around your core solutions to strengthen topical authority. → Refresh and optimize existing content regularly to keep it aligned with evolving customer needs. → Treat SEO as a distribution channel, not a content strategy. → Prioritize formats that match intent — blogs, webinars, guides, comparison pages, customer stories. → Measure what matters: influenced pipeline, sales velocity impact, time-to-value reduction — not vanity metrics. Content marketing isn’t about churning out more. It’s about building a real growth engine — one piece of strategic content at a time. Need help turning your content into a revenue-generating machine? Drop me a DM and let's get talking! 👋 #contentmarketing #b2bsaas #b2bmarketing #saasmarketing #seostrategy #b2bcontent

You join the company excited to create content that helps sales close faster, better proof points, cleaner positioning, the kind of messaging that makes a rep’s job easier. But the very first people you need to partner with…have been doing this long before you got here. They’ve closed deals without your decks. They’ve written half the pitch in their heads. And they’ve built trust with prospects in real time, not by waiting for enablement assets to show up in a Notion doc. So when you show up with “help”, even if it’s good, even if it’s asked for, it’s easy for it to land like a correction. A quiet implication that they were doing it wrong. That’s the part no one tells you. Enablement is not a one-way street. And if your work looks even a little too top-down, like instruction instead of support, you will lose trust before you even start. What I’ve learned (and am still learning) is this: building healthy relationships with sales isn’t about proving your value fast. It’s about creating shared momentum, without stepping on the people who’ve already figured out how to win. Here’s how I try to do that: 1. Act like an investigator, not a fixer. In your first 30–60 days, don’t start with “What’s broken?” Start with “What’s already working that we can double down on?” Ask what moments in a deal feel frictionless. What content or stories they always go back to. Map the habits before you map the gaps. 2. Bring ideas, not deliverables. Too often, we show up with an asset in hand — a one-pager, a case study, a pitch update — and ask for feedback. Instead, bring the seed: “I’m seeing X come up in deals. What’s your take on how we should address it?” When a rep contributes to the idea, they’re more likely to adopt the output. 3. Remember your role: scale, not overwrite. The best enablement isn’t a new playbook. It’s a way to scale the instincts and stories your top reps already use. Don’t say, “Here’s what to send.” Say, “This might help reinforce what you just said.” Subtle shift, big difference. This takes longer than building a content repository and calling it done. But the payoff is way better: real trust, faster feedback loops, and enablement that actually gets used. Because the goal isn’t to impress your sales team. The goal is to build with them, so your work feels like a shortcut, not a sidestep.

Building a sales team can be tough, especially if you're new to leading others. Many salespeople crush it when they’re out there closing deals, but when they step into a management role, things don’t always go as smoothly as expected. Why? Because selling and managing are two very different skills. When you’re on the ground, your focus is on persuasion, negotiation, and hitting targets. But when you’re building a team, it’s about developing people, setting processes, and creating an environment where others can thrive. Here’s the thing: too many sales leaders try to wing it. They assume that because they were great at selling, they’ll automatically be great at leading a team. But the truth is, leadership takes work. It requires learning new skills, being patient with your team, and sometimes stepping back so others can step up. So how do you avoid failing when building your sales team? Here’s what I’ve learned over the years: 1. Hire for Potential, Not Just Experience   You don’t need people who can already do the job perfectly. What you need are people who are hungry to learn and grow. Teachable, coachable talent will always outperform someone who thinks they already know it all. 2. Train, Train, Train   Don’t assume your team knows what you know. Create a clear onboarding process, set up regular training sessions, and give them the tools they need to succeed. Consistent coaching is key. 3. Lead by Example   Show your team what it means to be a pro. Share your strategies, walk them through your thought process, and let them see how you handle challenges. People mimic what they see, so make sure you’re setting the right example. 4. Focus on Culture   Your team’s culture will make or break you. Create an environment where people feel supported, where failure is seen as a learning opportunity, and where collaboration is encouraged. A toxic culture will drive away your best talent fast. 5. Know When to Let Go   Not everyone will work out, and that’s okay. Holding onto underperformers can drag down the whole team. Have tough conversations early, and don’t be afraid to make changes when necessary. Building a sales team isn’t just about hiring bodies—it’s about creating a machine that works even when you’re not there. It takes time, effort, and a willingness to learn. But if you put in the work, the payoff is worth it. If you’re struggling to build your team, take a step back and ask yourself: Am I leading, or am I just trying to sell through others? The answer will make all the difference.