1.
WEBINAR: How to Build & Develop a
Highly Productive Results-driven Sales Team
Toll-Free: 877.659.7313 | Dallas: 214.509.6712 | Chicago: 630.688.4732
info@salesintegrity.com | www.salesintegrity.com | www.mycoachsite.com

2.
What You Will Learn Today
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Throughout this webinar you will learn valuable insights specifically
on these topics:
1. 3 Decisions You Must Make Prior to Interviewing Sales Candidates
2. 3 Absolute “Must Do’s” Prior to Hiring Sales Professionals
3. 3 Reasons Why Sales Professionals Struggle to Achieve Their Sales & Income
Goals
4. 6 Core Competencies Top Sales Achievers Apply to Consistently Outperform
Common Sales Professionals
5. How to Determine Aggressive Yet Attainable Sales Metrics Each Sales
Performer Can Realistically Achieve
6. How to Ramp Up New Sales Hires Faster Than You Currently Do
7. How to Apply the #1 Strategy for Consistently Getting More Out of Each
Individual Sales Performer
Pulling It All Together:
How to Build & Develop a Highly Productive Results-driven Sales Team

3.
3 Decisions You Must Make Prior to
Interviewing Sales Candidates
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Before you even begin searching for and interviewing sales candidates to fill your open positions
you must make 3 decisions:
1. Your sales model for your sales operation and overall go-to-market strategy.
Your sales model helps determine your go-to-market strategy. Do you have an inbound lead
strategy that includes marketing, PR, social media that funnels leads to your sales team? Or is
your sales team expected to generate all leads themselves? Do you have a Channel Partner or
Reseller strategy or will you only sell direct? Is there a need for Account Managers or do your
outbound sales reps handle all facets of selling (i.e. lead gen, hunting, farming, etc.)?
2. The profile of the ideal sales professional for each role within that model.
Once your model is set then you will know what roles fit into that model (i.e. Inside Sales, Sales
Support/Engineers, Outside Sales, Account Managers, Sales Managers, Channel Manager, etc.).
This will help you clearly define responsibilities for each role once you know the roles. You can
then match this new “org chart” and role responsibilities against your existing sales team to
determine if your current team members are a fit for the positions they fill or need to possibly be
transitioned to another role (or out of the company). This will also help you understand how
many open positions you need to fill.
3. The realistic compensation plan associated to each role within that model.
After you know your sales model and the roles within that model you can then begin assessing
your current compensation plans against industry standards for each role. It is important to do
this research to create the right compensation plan instead of arbitrarily creating a
compensation plan for each role and then trying to recruit, interview and hire candidates. It can
be an incredible waste of time going through the recruiting process only to lose candidates
within that process once they find out what the comp plan looks like if it doesn’t match up to
what’s available in the market for similar roles at competitors.
“Think ahead. Don’t let day-to-day operations drive out planning.” –Donald Rumsfeld

4.
3 Absolute “Must Do’s”
Prior to Hiring Sales Professionals
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You have begun your search. You have found some candidates you want to hire.
Before you hire them, you absolutely must do this:
1. Connect with them on LinkedIn and review their existing network.
You are looking for both the quality and quantity of their network. Quality is determined by
the types of individuals they are connected to as 1st degree connections. Having a low
quantity doesn’t mean they are not well connected. It does mean their network isn’t as
“actionable” as those with larger networks and that they are not as informed as to the
happenings of those in their network. You can also see who you might have in common.
Ask the candidate how well they know the common connection then reach out to that
common connection to inquire about the candidate. That is better than a reference
provided directly by the candidate. You typically get more truthful feedback.
2. Validate that they are who they say they are during their interview.
Have them provide you with a copy of their W2 for the last 3 years. Candidates can
mislead, misdirect and sell themselves re: perceived income/earnings. W2’s don’t lie.
3. Have them create then present their 90-day “ramp up” plan.
This will help you determine how they would ramp up if you didn’t provide them with a
formal ramp up plan. It also provides you a wonderful look inside their mentality and style
of thinking and communicating. From this you can determine how experienced they really
are – it’s a validation point. You can also determine how organized, driven and self-reliant
the candidate is versus how much hand-holding, guidance and support they might need.
“The man of science has learned to believe in justification, not by faith, but by
verification.” –Thomas Huxley (English biologist from the 1800’s)

5.
3 Reasons Why Sales Professionals Struggle
to Achieve Their Sales & Income Goals
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Sales Integrity was founded in 2004. In 2009 we completed a 5-year study across all of the
sales forces we managed and coached to determine the answer to two questions:
1. What holds the “common” sales professional back from consistently achieving their sales and income goals?
2. What makes the “best of the best” sales professionals consistently outperform their peers by such a large margin?
What we found was both astoundingly simple for why common sales professionals struggle
yet more complex for what makes the best sales professionals outperform their peers:
A) There are typically three reasons why sales professionals do not achieve their sales and
income goals:
1. Not Prepared – not positioning themselves for success prior to entering key selling scenarios (i.e. fly by the seat of their pants)
2. Not Organized – not employing a systematic approach to the way they operate (i.e. typically “wing it” on a daily/weekly basis)
3. Not Productive – feeling overwhelmed through lack of preparation and lack of organization (i.e. they mismanage their time)
B) There are 6 core competencies the best sales professionals (Sales Achievers) learn,
develop and apply consistently to outperform their peers and achieve/exceed their goals:
1. Preparation – They are supremely confident through careful planning to ensure they will achieve their sales and income goals.
2. Organization – Because they are prepared they are more organized in the way they manage time and operate on a daily basis.
3. Productivity – They consistently apply the 6 “T’s” of Sales Achievement to productively refine and improve their plan.

6.
6 Core Competencies Top Sales Achievers Apply
to Consistently Outperform Common Sales Professionals
Quarterly
Sales Plan
[Who?]
Target
Market
[Where?]
Territory
Management
[Why?]
Tangible
Benefits
[What?]
Talk
Tracks
[How?]
Tactical
Planning
[When?]
Tempo
Management
6

7.
Sales Metrics & Ramping Up New Hires
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How to Determine Aggressive Yet Attainable Sales
Metrics Each Sales Performer Can Realistically Achieve
&
How to Ramp Up New Sales Hires Faster Than You
Currently Do

8.
8
Sales Performance Matrix
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KEY ELEMENTS DESCRIPTION KEY TOPICS TEMPLATES & TOOLS FREQUENCY
ORIENTATION Getting new sales hires
out of the gates fast with
a formal orientation
training program.
 Company Orientation
 Products/Services Training
 Sales Process Training
 HR Materials
 Training Presentations
 All Applicable Sales Tools
 Sales Orientation Manual
 Day 1 and Week 1 of
New Hire Start Dates
ONBOARDING Getting new sales hires
to ramp up faster than
they normally would on
their own through an
onboarding program.
 30-60-90 Day Ramp Up
 Formal Checkpoints
 Role Playing / Shadowing
 Expected Metrics vs.
Activity & Results
 Sales Ramp Up Plan
 90 Day Schedule
 Checkpoint Meeting
Agendas
 First 90 Days of
Employment for
New Hires
METRICS Identifying and
communicating key
performance metrics.
 Sales Performance
Indicators
 Key Performance Metrics
 Quarterly Sales Plan
 Sales Quotas & Targets
 Sales Performance Reports
 Annual Review
 Quarterly Updates
 Weekly Monitoring
MONITORING Monitoring sales team
performance on a
consistent basis.
 Measuring Weekly
Progress vs. Results
 1:1 & Team Meetings
 Weekly 1:1 Meeting Agenda
 Team Meeting Agendas
 Quarterly & Annual Reviews
 Annual Review
 Quarterly Updates
 Weekly Monitoring
TRAINING Incorporating ongoing
training programs to
instill a learning culture.
 Product/Services Training
 Skills Development
 Team Building
 Menu of Training Topics
 Training Programs
 Team Building Exercises
 Quarterly Review
 Quarterly Updates
 Monthly Monitoring
COACHING Implementing a
corporate sales coaching
program to increase
sales faster and reinforce
best practices execution.
 Personal Development
 Overcoming Challenges
 Goals Attainment
 Training Reinforcement
 Sales Coaching
Framework™
 Sales Achievement
Framework™
 Personal Coaching Sessions
 Monthly Review
 Weekly Updates
 Weekly Monitoring

9.
How to Apply the #1 Strategy for Consistently
Getting More Out of Each Individual Sales Performer
9
Gartner Research

10.
Sales Coaching Data
10
See Attached Data Sheet Titled:
HANDOUT #1:
“The Benefits & Value of Coaching”

11.
11
Pulling it All Together: How to Build & Develop
a Highly Productive Results-driven Sales Team
11
Sales Talent Sales Performance Sales Management
Recruiting Ramping Performing Producing Measuring Monitoring
Sourcing
Interviewing
Hiring
Orientation
Onboarding
Evaluating
Preparation
Organization
Productivity
Prospecting
Pipeline
Closing
SPI’s
KPM’s
Forecasting
CRM System
Sales Portal
Dashboards
Sales
Recruiting Sales Coaching Coaching
Enablement