I see this frequently as sales coaching happens to be something most people just starting out can't even afford, so most of the time, it's the seasoned people who want it. They know that what got them here can't take them there. The main thing I like to teach them is how much times have changes as far as how long things too in the past; you don't need to wine and dine for 7 years before someone signs up. There are faster ways around it!

You have to challenge experienced sales executives to rethink their approach without disrupting what's already working.. They are already successful, but likely want to go to the next level, so you ask them thought provoking questions to help them discover the real value of tailoring insights that disrupt client thinking, not just addressing client needs. Focus on teaching them to lead client discussions with unique perspectives that emphasize their "unique value prop" and control the sales conversation, positioning themselves as experts. After all, most high performing sales people are "Challengers" .. So, encourage them to challenge customers' assumptions (creating constructive tension) and help them understand a new paradigm.

Start by assessing their existing strengths and knowledge gaps. This will help you tailor your coaching approach to their specific needs and experiences. Instead of a complete overhaul, introduce new sales methodologies in stages. For example, start with one new technique and demonstrate its relevance and benefits before moving on to others.

When coaching seasoned sales executives, the key is not to reinvent the wheel but to enhance it. Recognize their wealth of experience and layer new methodologies as “advanced upgrades” rather than complete overhauls. Create a narrative around the benefits of new techniques by aligning them with their deep-rooted skills. I recall a session where we pivoted to a data-driven sales approach by showing its alignment with their strong relationship-building foundation—turning analytics into an ally rather than a threat. Utilize peer-led workshops where these veterans can share insights and see the new methods in action, ensuring the change feels collaborative rather than top-down.

Il faudrait commencer par reconna?tre leur expertise et les impliquer activement dans le processus d'apprentissage en valorisant leurs connaissances. Ensuite, introduisez les nouvelles méthodologies de manière progressive, en utilisant des exemples concrets et des données pour démontrer leur efficacité. Encouragez des sessions de partage d’expériences pour qu’ils puissent intégrer ces nouvelles compétences tout en renfor?ant leurs acquis.