The Center for Sales Strategy Blog

In media sales, top talent is developed, not found.

The 6th Annual Media Sales Report reveals a consistent theme across high-performing teams: intentional learning and development. But while salespeople crave growth, most organizations still struggle to deliver it consistently.

Here’s what the data from the Learning & Development section of the report tells us, and what sales leaders must do to bridge the performance gap.

As B2B sales leaders and managers, your role in guiding your sales teams to success is more critical than ever. With the ever-evolving sales landscape, it's essential to stay ahead by focusing on key areas that can significantly improve your team's performance. Here are some crucial topics to consider, especially as you work through Q1 to set your team up for success early in the year:

The ability to prospect effectively can make or break a team's success. It's the lifeblood of the sales process, the crucial first step that fills the pipeline and drives revenue growth.

But here's the challenge—identifying candidates who excel at prospecting is no easy task. It requires a keen eye, the right assessment tools, and a deep understanding of what makes a great prospector tick.

Think about it—how often have you hired a salesperson with a stellar resume and charismatic interview presence, only to find they struggle to generate new leads?

The cost of a bad hire in sales can be staggering, not just in terms of lost revenue but also wasted time and resources.

As sales leaders, we've all been there - you've invested time and resources into training your team, but the lessons aren't sticking somehow. The skills aren't improving, and the results aren't materializing.

Before you throw in the towel, let's explore five methods to breathe new life into your sales training efforts.

Underperforming sales teams can significantly hinder a company's growth and success. If you're grappling with poor sales performance, now is the time to identify the root causes and implement effective solutions.

I often have conversations with sales managers who lament their teams' lack of accountability, implementation, and follow-through. They talk about struggling to get new initiatives or processes adopted consistently.

In these situations, my typical response is: "Let's talk about your weekly one-on-one meetings and how you use them to drive accountability."

One-on-one meetings between managers and their salespeople are critical for staying aligned, removing blockers, and driving performance. However, many managers fail to run these meetings effectively. Here is a proven guide to great one-on-one meetings that drive real accountability.

Are your sales reps dissatisfied with the quality of your company's sales collateral?

You're not alone—the Media Sales Report found that 46% of salespeople are "not sure" or "dissatisfied" with their collateral materials.

This is a major missed opportunity, as high-quality sales collateral plays a crucial role in driving conversions.

In the fast-paced and competitive business landscape, an effective sales structure is crucial for organizations to achieve revenue targets and drive growth. However, many companies face challenges in designing a sales structure that aligns with their objectives and maximizes their sales potential.

Typically, when it comes to sales structure, common challenges may include inconsistent performance, misaligned roles and responsibilities, or too many people on the team not achieving their overall revenue goals to name a few. First, you have to identify the problem you are trying to solve.

Revenue performance in a sales organization is a crucial metric that measures the financial success and performance of the sales team in terms of the revenue generated from sales activities. It includes metrics such as total revenue, revenue growth, sales targets, quotas, and the percentage of sales goals achieved.

The importance of revenue performance cannot be overstated, as it is the lifeblood of a company. It is the primary source of income for a business, and without strong revenue performance, a company may struggle to meet its financial goals and remain competitive in the marketplace. It also is closely tied to the performance and effectiveness of the sales team.

Selection is defined as the action or fact of carefully choosing someone or something as being the best or most suitable.

It's Monday morning, and a seller has just told you that they are resigning. Maybe that's a good thing, or maybe it isn’t, but either way, you find yourself with the need to fill a position.

But before you do that, you need to know what you are looking for in order to find it. The first step should be to have a job analysis process that clearly defines exactly what you need in your open position. To determine that, you may ask yourself these kinds of questions.