Let’s cut straight to it: Talent is something you’re born with.
You can’t create, mold, or magically inject it into someone. You either have it or you don’t. As much as we love a good rags-to-riches story, the truth is, talent can’t be trained into someone—it’s hardwired. And if you’re trying to force a square peg into a round hole by “developing talent” in someone who simply doesn’t have it, you're setting yourself up for disappointment.
Here’s the reality: Skills can be taught. That’s the easy part.
But talent? Not so much. You can put someone through all the sales training programs in the world, but if they don’t have the innate ability to connect or persuade, they’ll never be a top performer. They’ll be the salesperson who almost hits quota. And we all know how frustrating that can be.
Think about it—those communicators who can sell ice to an Eskimo? That’s talent. You don’t coach that; you hire it.
It’s not a guessing game. The only way to know if someone is truly talented is through assessment. That’s why we've spent decades honing our talent assessments at the Center for Sales Strategy (CSS). They help you determine who has the natural ability to be a top performer.
And even if you don’t use our assessments, you must be using a scientifically validated tool. Hiring based on "gut feelings" is great…if you want to risk millions on guesswork. To put the right people in the right seats, talent assessments are non-negotiable.
So, you’ve hired a talented, driven salesperson who’s still green. That raw talent needs direction to translate into success.
Here’s how to coach your talented rookies to reach their full potential.
Talented new salespeople may be great at winging it, but they’ll burn out without a solid sales process foundation.
Make sure they understand the “why” behind each step, from identifying to closing. It’s not enough to show them how to close a deal—they must master the full sales process. With a clear roadmap, their talent becomes a powerful force rather than random bursts of brilliance.
New, talented salespeople don’t need to be babysat, but they do need structured guidance. Provide clear, practical training that focuses on real-world scenarios they’ll face in the field.
Role-play exercises and shadowing more experienced reps can help them get up to speed quickly. Your training should be actionable so they can navigate real challenges effectively. Talented reps catch on fast—but they need the tools, structure, and timeline.
New salespeople, no matter how talented, often struggle with confidence. They might know how to make a great pitch, but they’re still figuring out if they can consistently succeed. Your job is to build their confidence by celebrating wins, even the small ones.
Help them connect the dots between their actions and their results. Until they have personal confidence, you can instill organizational confidence in your team, process, and results. The more they see success, the more confident they’ll be in their talent.
Stop wasting time trying to train people to be talented—it doesn’t work.
You can teach a fish to swim better, but it’ll never be a climber. Hire the best talent you can find, and then train them to be even better.
With a scientifically validated talent assessment, you can make smart hiring decisions that set your team up for long-term success.
*Editor's Note: This blog has been updated since its original post date.