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How Aligned hit 90%+ quota across the team

Gal Aga shares how Meredith Chandler built a team that executes.

Every AE hit at least 90% of quota last quarter. One rep doubled it.

1.) Hire for coachability, not polish

Mock calls > interviews. Feedback is given on the spot. Resistance is a red flag.

➤ Coachability is the best predictor of future performance.

2.) Onboard in the field

Reps are on calls by day 7. No long classroom phase.

➤ Early exposure builds confidence and speed.

3.) Coach with intent

Daily syncs early on, weekly 1:1s focused on skills, not status. Meredith does deal prep offline.

➤ Every coaching minute sharpens execution.

4.) Use team meetings to fix, not report

AEs present their plan to hit quota. The team helps break through roadblocks.

➤ Peer pressure + collaboration drives results.

5.) Run war rooms for strategic deals

Weekly deep dives with exec sponsors. Each deal leaves with a clear next step.

➤ High-stakes deals get structured team focus.

6.) Standardize what works, break it when needed

Templates and playbooks provide structure, but reps are encouraged to adapt.

➤ Process is a base, not a cage.

7.) Recognize leading indicators

Effort alone isn’t celebrated. They reward behaviors that create pipeline and revenue.

➤ It shapes culture toward what actually moves the needle.

Recognize negativity as early warning signals

Albert Shakhnazarov breaks down how to become a top closer earning six-figures.

Confront the reality, diagnose root causes, and stimulate focus within just 60 days.

What to do first

Make the gap clear between where the rep is and where the standard is.

➔ State current metrics, expected standards, and consequences

➔ Move at the first alarm. Do not wait for the problem to spread.

Example: Show their conversion rate (2%) versus the standard (10%).

🔑 Early confrontation forces a decision and prevents slow team decay.

Diagnose the root

Underperformance comes from skill, will, or discipline.

➔ Skill: They do not know what to say or do.

➔ Will: They lack hunger, drive, or belief.

➔ Discipline: They don’t move consistently.

Example: Missed discovery = skill issue. Saying “I hate cold calling” = will issue.

Activity done but no follow-through = discipline issue.

🔑 Diagnose the root problem first to not waste time and energy.

Spot warning signs

Keep an eye out for repeat behaviors that signal deeper issues.

➔ They repeat the same mistake after being corrected.

➔ Their energy drains the room and brings negativity.

➔ They make excuses, hit minimums but miss results.

➔ Other agents start copying bad habits due to norms.

Example: Weak closes after coaching = repeat mistake.

Complaining in meetings = energy drain.

🔑 Catch warning signs early - tolerance normalizes poor standards.

Coaching playbook

Prescribe one short, targeted plan based on the root cause.

➔ Skill fixes: Shadow top agents, and provide feedback on call recordings.

➔ Will fixes: Reanchor their why, confront entitlement, and set daily goals.

➔ Discipline fixes: Enforce check-ins, non-negotiable routines, and results.

Example: 

Skill: three role-plays a week.

Will: seven-day micro goal challenge.

Discipline: nightly text with results.

🔑 Focused interventions, when visibly executed, beats unfocused solutions.

Daily accountability

Make check-ins specific and coaching-focused.

➔ What’s something that you learned today?

➔ What could you have improved upon?

➔ What is your game plan for tomorrow?

➔ Which tasks did you finish and not complete?

Example: “What objection recurred? What’s tomorrow’s plan?”

🔑 Questions bring out attitude - check-ins produce no change.

Timeline and pressure

Turnaround must be fast, visible, and tracked.

➔ Run focused coaching and measure progress daily.

➔ Limit the process to 60 days - run it twice at most.

Example: Change mindset in weeks 1–2, routines in weeks 3–4. Decide by day 60.

🔑 A firm timeline creates urgency and reveals ability to change.

Attack mixed problems

The fastest path starts with the person, not technique.

➔ Mindset: Reset limiting beliefs and expose the lie they carry.

➔ Willingness: Test with an uneasy assignment to see if they act.

➔ Discipline: Lock in routines, check-ins, and pressure moments.

➔ Skill: Pour in scripts, tonality, and strategy once repetition exists.

Example: Low belief = mindset change. Uncomfortable assignment = test willingness. Then enforce routines before adding scripts.

🔑 Change the person’s nature first, technique always follows readiness.

Handle result plateaus

Public standards plus private development force continuous growth.

➔ Put scoreboards up in meetings so no one can hide.

➔ Privately say: evolve with us or we’ll evolve without you.

Example: Weekly scoreboard in team meetings, private one-on-one for veterans.

🔑 Outcome visibility stops their comfort from turning into complacency.

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Where CRM revenue leaks due to processes ignored

Marcus Chan uncovers how CRM data exposes hidden leaks costing them millions.

Everything fails if reps don’t follow the process - or if leaders measure the wrong things.

Revenue leak #1: Unorganized ICP

📌 Export your last 20 closed deals, and identify clear ICP patterns.

Example: Sales chase deals across manufacturing and finance with different ACVs and close rates. Win rates plummet because reps can’t build expertise in one type of customer.

💡 Sorting your top 10 wins based on patterns often reveals your ICP.

Revenue leak #2: Demos killing deals

📌 Generic demos overwhelm with features instead of solving actual problems.

Example: A prospect asks about integrations, but the rep spends 30 minutes on every product module. The buyer leaves unclear about how the product solves their exact need.

💡 Features kill deals, and solutions close them. Tailor-fit your demos to pain.

Revenue leak #3: Proposals ghosted

📌 Look at average days in “proposal sent” or “negotiation” when selling to buyers.

Example: A proposal sits untouched for two months. The champion liked the demo but had no business case to present to finance. The deal dies quietly.

💡 Arm champions with quantified ROI and business cases they can use internally.

6 ways to book more demos by supporting teams

Mike Gallardo reveals that the fastest way to increase your demos is by elevating SDRs.

Always empower your SDRs with coaching, recognition, and personal support.

1. Jump to email threads

✅ Get looped into emails when there’s interest and questions.

💬 Example: Prospect replies, “How does your integration work with Salesforce?”

SDR loops you in ➔ You respond with authority and suggest a quick demo.

Timely expert responses make the difference between booked and failed demos.

2. Re-engage warm leads

✅ Follow up directly with another LinkedIn message to capitalize on momentum.

💬 Example: SDR talks to a prospect who says, “Send me more details.”

You follow up the next day: “Happy to walk you through live - what’s a good time?”

Never waste a warm lead - transform “maybe later” into “let’s book now.”

3. Build cold call energy

✅ Schedule call blocks together, and make working together fun.

💬 Example: 1-hour “power hour” where both of you call side by side on Zoom, then celebrate small wins like conversations or call-backs.

Shared energy makes outreach less draining and drives more demos.

4. Teach SDRs how to act

✅ Coach SDRs beyond scripts by showing how deals are managed.

💬 Example: Run a mock discovery where you role-play as the prospect and give feedback on questions asked.

The more SDRs think like AEs, the more naturally they book meetings that convert.

5. Recognize your SDR’s win

✅ A celebratory shoutout in Slack or during team meetings goes a long way.

💬 Example: “Shoutout to Ann for securing 3 C-level connects this week - amazing work!”

Recognition fuels motivation, and motivated SDRs usually book more demos.

6. Build personal connection

✅ Invest time in understanding your SDRs - their goals, and life outside work.

💬 Example: Learn about their career goals and align coaching to help them get there.

Strong connection makes your SDRs want to win for you, everyone, and themselves.

TO-GO

Carla Macciocu: 6 hidden cracks that quietly break your sales teams

Scott Leese: Why the best sales leaders coach reps, and close second

Todd Busler: Great leaders fixate over qualified pipeline, not just leads

Richard Smith: How weekly team reviews defeat 1:1 feedback sessions