Upon completion of this course, participants will be able to:

• Conduct comprehensive **Sales Skills Needs Assessments** at the team and individual level.
• Master advanced, situation-specific **Sales Coaching Models** (e.g., situational leadership, performance diagnosis).
• Design and implement individualized **Sales Development Plans (IDPs)** for high-potential and underperforming staff.
• Lead effective **Joint Sales Calls** and field visits to provide real-time, constructive feedback.
• Utilize technology (CRM, learning platforms) to support continuous learning and skill reinforcement.
• Develop and lead engaging, focused sales training modules and meetings that drive behavioral change.
• Implement a **Mentoring and Shadowing Program** to accelerate the development of junior sales professionals.
• Foster a team culture that values continuous learning, constructive criticism, and internal knowledge sharing.

• Sales Managers and Team Leaders
• Sales Trainers and Enablement Specialists
• HR/L&D Professionals supporting the sales function
• Sales Directors responsible for talent pipeline
• Senior Sales Reps mentoring junior staff

• Role-Playing: Field Coaching Scenarios and Post-Call Debriefs
• Group Workshop: Designing a Sales Skills Competency Model and Needs Assessment Tool
• Individual Exercise: Developing a 90-Day Individualized Development Plan (IDP) for a Sales Rep
• Case Studies on Successful Sales Development Programs and Coaching Cultures
• Discussions on Motivating Different Generations of Sales Professionals

Unit 1: Assessing Sales Development Needs

• Developing a competency framework for the sales force (knowledge, skills, attitude).
• Conducting a **Sales Skills Needs Assessment** using observation, metrics, and surveys.
• Diagnosing the root cause of performance gaps (skill deficiency vs. motivation vs. process).
• Utilizing CRM data and call recordings for objective performance analysis.
• Creating performance profiles for different roles within the sales team.

Unit 2: Advanced Sales Coaching Methodologies

Techniques and Feedback
• Mastering the **Situational Sales Coaching** model (adapting style to the rep's readiness).
• Applying the **OSCAR Model** (Outcome, Situation, Choices, Action, Review) for structured sessions.
• Techniques for providing behavioral, non-judgmental, and actionable feedback.
• Leading effective **Post-Call Debriefs** and field coaching sessions.
• Strategies for turning mistakes and losses into high-impact learning opportunities.

Unit 3: Individualized Development Plans (IDPs)

Customization and Growth
• Designing comprehensive and measurable **Individualized Development Plans (IDPs)**.
• Integrating IDPs with the organization's succession planning and career paths.
• Selecting appropriate development resources (courses, books, projects) for specific skill gaps.
• Setting accountability milestones and tracking progress in the IDP.
• Strategies for managing the development of both high-potential and core performers.

Unit 4: Training and Continuous Learning

Curriculum and Delivery
• Designing engaging and impactful short-format sales training modules for team meetings.
• Utilizing role-playing, simulations, and scenarios for active skill practice.
• Leveraging **Sales Enablement Technology** (LMS, content hubs) for just-in-time learning.
• Implementing a successful peer-to-peer mentoring and shadowing program.
• Measuring the effectiveness and impact of training programs on key sales metrics.

Unit 5: Cultural Leadership and Motivation

Environment and Retention
• Building a **Coaching Culture** where feedback is valued and sought after.
• Strategies for maintaining high motivation during challenging sales periods and market changes.
• Recognizing and rewarding development progress, not just end results.
• Managing development and career path expectations of top performers.
• The role of the sales manager in employee retention and engagement.