Here's how you can build a successful sales team by considering key factors.

Building a successful sales team involves a combination of strategic planning, effective management, and fostering a positive and motivating environment. You need to consider the following points 1. Hire the right talent with diversified skills 2. Provide ongoing training to keep the team updated with industry trends, sales techniques, and product knowledge. 3.SMART Goals- Specific, Measurable, Achievable, Relevant, and Time-bound sales targets. 4. Implement recognition programs and reward top performers with bonuses, promotions, or other incentives. 5. Customer-Centric Approach - inculcate DEEP LISTENING culture within the team. 6. Support the team in developing resilience to handle rejections and setbacks positively.

En un lugar de trabajo puedes tener dos realidades, que el equipo ya esté contratado, o bien formar tu propio equipo. Más que contratar de forma inteligente a las personas, soy una convencida que hay que ser INTELIGENTE en el trato y empoderamiento con las personas, porque como mencioné anteriormente no siempre podrás formar de cero a tu equipo. Todos los seres humanos tenemos: un corazón, talentos! algunos los muestran y es fácil leer ese talento; otros que los esconden un poco más por su tipo de personalidad, el arte del Líder es saber descubrir qué talento tiene cada integrante del equipo y ponerlo a disposición del resto del TEAM!!! uniendo y conectando corazones es cómo en mi experiencia he podido formar equipos de alto desempe?o.

Careful hiring is the most crucial aspect: placing the right person in the right position. Clearly defining goals when assembling the team is essential. One should ask oneself: Do all team members need the same level of experience, or is a mix of experienced individuals and those eager to learn necessary? Each member must have a precise job description, defining their role and specific responsibilities within the team. It's important to foster creativity and avoid constant blame for mistakes, allowing room for learning instead. Continuous training is necessary to keep the team updated on market trends and to effectively use available technology. Motivation strategies should be tailored to each individual's response.

- Define clear goals and objectives - Hire the right talent with relevant skills and experience - Provide comprehensive training and ongoing development - Foster a positive and collaborative team culture - Implement effective sales processes and methodologies - Equip the team with the right tools and technologies - Establish transparent communication channels - Set up a system for tracking and measuring performance - Offer incentives and rewards to motivate the team - Encourage continuous feedback and improvement - Lead by example and offer strong leadership support - Align sales strategies with overall business goals - Regularly review and adjust strategies as needed

Look for: 1. Cultural Fit: Ensure candidates align with your company’s values and culture. 2. Experience: Prioritize those with a proven track record in sales, particularly in your industry. 3. Adaptability: Seek individuals who can quickly adapt to changing market conditions and customer needs. 4. Communication Skills: Effective communicators who can clearly articulate value propositions are essential. 5. Resilience: Sales is challenging, so resilience and a positive attitude toward rejection are crucial. 6. Team Collaboration: Look for candidates who can work well in a team and contribute to a collaborative environment. 7. Learning Agility: Hire those who are eager to learn and grow, showing a commitment to continuous improvement.

El entrenamiento tiene que ser continuo. Es como aprender un nuevo idioma o ir al gimnasio. No vas a ganar mucho con dos días intensos de entrenamiento. La clave está en la repetición, el role-play, el coaching. Todo esto lleva al desarrollo de nuevos hábitos de ventas. Ahí es donde se ve la rentabilidad. No esperes duplicar tus ventas con unas horas de entrenamiento.

In my experiences, one thing really helped is creating an inquisitiveness, I do not believe in classroom trainings - I ask my team members to spend quality time researching on the problems and defining a clear - actionable problem statement - then I discuss with them how the product/Service solves that problem and creates value.

He visto todo tipo de entrenamientos! teóricos, largas clases de sesiones de 4 horas seguidas donde la atención de la persona que está escuchando ya se perdió a los minutos. Soy una convencida que el mejor entrenamiento es una mezcla, de teoría (1/4), contenido audiovisual (1/4), y participación (2/4); con ésta última me refiero a realizar preguntas relacionadas con lo el tema a trabajar, si la capacitación es el lanzamiento de algún producto, es por ejemplo que todos ocupen el producto, interactúen, traten de venderlo, conocer qué dolor o necesidad soluciona, pero de una manera empírica.. El ser humano aprende haciendo, realizando, experimentando. Los invito a desafiarse en cuestionarse en el CóMO estamos realizando capacitaciones.

Sin duda establecer metas, alcanzables, medibles y realizables es parte fundamental para formar equipos de alto rendimiento, tener un KPI, es tener un objetivo, es saber claramente lo que la compa?ía espera de ti en ese rol para ese mes, Q, a?o, etc. Creo que la frase "cuentas claras conservan la amistad" es válida también en el trabajo, si uno tiene clara la hoja de ruta es más fácil lograr los objetivos. El desafío que tiene cualquier líder es cómo estas metas hacemos que sean una motivación propia de cada persona, y aquí lo que me ha ayudado mucho liderando equipos, es saber sus sue?os, qué quieren para este a?o? cuál es tu sue?o familiar? y al saberlo nos comprometemos ambos por alcanzarlo, y cómo? logrando las metas de la compa?ía.

Of course, there are set goals such as hitting ramp quota, quarterly quota, and annual quota. But the best coaches create mini goals to drive success. Set a goal for a number of meetings per week. Aim to gain certain information on discovery calls (metrics, pain, decision criteria, etc.). Set targets for conversion rates from stage 1 to stage 2. These mini goals should be achievable, easily digestible, and simple to coach on, with a clear impact on the overarching goal of hitting the number. These smaller, focused goals help reps stay motivated and on track toward larger objectives.

Your team must have the right technology in place to succeed. Beyond standard tools like CRMs and call recording systems, consider technologies like Sales Navigator for prospecting, Outreach for outbounding, and Clari for forecasting. The tools your company uses make a big difference in your team’s success. Ensure every tool is thoroughly trained on during onboarding to maximize their effectiveness. This comprehensive tech stack, combined with proper training, empowers your sales team to operate efficiently and achieve their goals.

Viendo el vaso medio lleno; La Pandemia es que nos ense?ó a transformarnos digitalmente, digitalizar ciertos procesos, el poder ser más eficiente ocupando herramientas que nos ayudan en ese sentido, para dedicar más tiempo temas que generan valor interna o externamente en la organización; a ser más eficientes ocupando ciertas herramientas en las jornadas laborales, nos ense?ó que a través de la tecnología se acaban las fronteras, y podemos tener un compa?ero desarrollando en la India. Los invito a cuestionar sus procesos internos, ver que tareas se podrían digitalizar y descomprimir a las personas de esas tareas para que puedan dedicarse a aquellas que si generen valor, y seguir avanzando en la Transformación Digital! Digital Team!

When coaching it’s good to mix it up. Direct coaching is when you provide specific feedback on what they should (and should not) do. Indirect coaching utilizes a questioning approach to help your rep get those lightbulb moments and figure things out on their own. It’s all about striking that sweet balance to keep your team sharp and owning their growth. Here's an example of an indirect coaching question, “What do you think you could’ve done differently in that sales call to get a better outcome?” It’s all about nudging them to think critically and come up with their own game plan.

Schedule regular 1:1s to discuss ongoing deals, focusing on areas like discovery, negotiation, and closing techniques. Use call recordings to provide specific feedback and highlight best practices. Implement role-playing sessions to practice handling objections and refining pitches. Encourage peer-to-peer coaching by pairing seasoned reps with newer ones. Utilize data from your CRM to identify patterns and areas for improvement. Always ask for feedback to refine your coaching approach and ensure it meets the team’s evolving needs.