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SalesDaily Elite - Power Up Sales Team

If you lead a sales team, run training sessions, or coach reps - this is for you.

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✔️ Ready-to-use for team onboarding, workshops

✔️ Built for high-impact sales teams enablement

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Smarter framework in high-performing teams

Marcus Chan explains the reason why sales leaders hire the wrong people: they confuse potential for capability. The best performing reps are learners, builders, problem solvers:

1️⃣ Learning agility beats experience

Past success doesn’t guarantee success in yours.

What matters is adaptability to certain situations.

❖ Great sign: Ask questions on buyer, competitive landscape, recent sales process

❖ Weak sign: Sellers are relying on previous guides not applicable for the situation

2️⃣ Orientation beats natural ability

The so-called “born to be salesperson” often wings everything.

High-quality reps can’t often duplicate their own performance.

➤ Strong reps: Document everything: from outreach, discovery, closing process

➤ Weak reps: Mention things like “I just go with my gut” when doing something

3️⃣ Curiosity always beat confidence

Confidence might hide stubbornness.

Curious reps always keep on learning.

✱ Good: Test outreach styles, look peers for advice, analyze progress

✱ Bad: Dismiss feedback or repeat same pitch even when ineffective

4️⃣ Problem solving top client building

Relationships are valuable, but not your whole strategy.

➔ High performers: Look into business problems and connect solutions

➔ Pretenders: Say “I’m a relationship seller” but avoid tough discussions

Training sales reps for betterment:

✔ Real scenarios → Give them actual customer problems:

↳ Do they ask for more clarifying question?

↳ Are they focused on business outcomes?

✔ Research test → Ask sellers to research wanted accounts:

↳ Can they identify problems, and suggest entry ways?

✔ Objection simulation → Practice with directed objections:

↳ Do they get defensive or get curious instead?

✔ Coachability check → Give personal, constructive feedback:

↳ Do they argue, or adapt with situations quickly?

Strong hires are curious learners following process that move revenue.

Quality beats volume when prospecting

Samantha McKenna outlines why the “show me you know me” process is the difference between average managers and great leaders. Learn what’s needed for consistent growth:

SMYKM process method

This applies with customers, your sales team, and relationships.

✔ For clients: Know their positions, and vertical accounts before questions.

✔ For teams: Learn what drives them personally. Quotas are second priority.

✔ For leadership: Connect motivation to what matters, not just on finances.

Small personal consistent wins build momentum.

Mastery beats potentials

↳ Active listening matters more than sales leaders realize.

➤ Don’t settle for the generic “My weekend was good.”

↳ Ask follow-ups like: “Do you usually go to that park?” 

➤ Personal questions exhibit you actually care.

➤ Humor used naturally builds connection.

➤ Admit mistakes, then share failure openly.

Leadership vs. generic advice

⇒ Reps don’t want to “go do more discovery.”

They want exact changes:

➔ Switch first discovery question to uncover buyer’s problems.

➔ Adjust email spacing, message length to improve reply rates.

➔ Test one small change before rolling out a huge new process.

⇒ Leaders need to bring outside help when needed.

⇒ Humility to admit you don’t know builds credibility.

Redefine sales performances

Using the wrong performance metrics kills culture.

✱ Replace volume with quality. Fewer, better emails convert higher.

✱ Don’t just target directors. Go higher by multi-threading instantly.

✱ Add more channels for outreach. Calls alone don’t cut it anymore.

Become a magnet for talent and leader people want to follow.

The greatest leaders make you uncomfortable

Kevin Dorsey reminds us that great leaders who push hardest are the ones who really care most about you: because they see potential you don’t even recognize first hand:

Comfortable vs caring leadership

Managers usually avoid discomfort.

Leaders say things like:

➤ “That was alright.”

➤ “You’ll get it next time.”

➤ “Don’t worry about it.”

This feel supportive, yet leaves reps stuck at current level.

Caring leaders go further:

• “You rushed through discovery. Let’s run it again.”

• “What are you doing differently now? Show me.”

• “This pattern holds you back. Let’s address now.”

Great leaders refuse to let someone coast at “good enough.”

Tough conversations matter

Leader’s aren’t concerned on tearing reps down.

They’re refusing to just let potential die unused.

❖ No conflict = no personal growth

❖ No discomfort = no development

❖ No challenge = no breakthrough

The hardest 1:1s or call reviews were turning points.

What caring leaders really do

✔ Push when reps are coasting

✔ Challenge excuses available

✔ Practice high standards always

✔ Believe in people’s capabilities

Years later, reps often come back saying:

✱ “I hated those call reviews… but they made me who I am today.”

✱ “I dreaded our 1:1s… but I’m making 3x what I made before.”

✱ “I didn’t understand things always before… but now I do more.”

The best leaders want your potentials maximized always.

TO-GO

Richard Smith: How vulnerability can drive team performance

Todd Busler: Dependable outreach beats performance metric

Carla Macciocu: Onboarding consistently makes quota-hitters

Stef Geraldes: How to move beyond disorganized sales training