The Sales Acceleration Formula: Using Data, Technology, and Inbound Selling to go from $0 to $100 Million
von Mark Roberge
There were five traits that correlated most significantly with sales success. Coachability Curiosity Prior success Intelligence Work ethic I realized that every salesperson has her unique strengths. Some are great consultative sellers. Some crush their sales activity goals. Some deliver exceptional presentations. Some are amazing networkers. Some just know how to make their customers feel like family. Similarly,
There were five traits that correlated most significantly with sales success. Coachability Curiosity Prior success Intelligence Work ethic
I realized that every salesperson has her unique strengths. Some are great consultative sellers. Some crush their sales activity goals. Some deliver exceptional presentations. Some are amazing networkers. Some just know how to make their customers feel like family. Similarly,
I realized that the characteristics of a top-performing salesperson would be unique to our business. I needed to figure out what kind of salesperson would be ideal for our company. I needed to engineer the ideal sales hiring formula. Fortunately, this engineering process is applicable to any company.
“Statistics suggest salespeople who are intelligent and helpful, rather than aggressive and high-pressure, are most successful with today's empowered buyer.”
A candidate with a high degree of coachability is able to reflect, self-diagnose, and propose improvements to her weak areas. At this point, I would provide the candidate with the opportunity to demonstrate these abilities.
"There were five traits that correlated most significantly with sales success. Coachability Curiosity Prior success Intelligence Work ethic"
"I realized that every salesperson has her unique strengths. Some are great consultative sellers. Some crush their sales activity goals. Some deliver exceptional presentations. Some are amazing networkers. Some just know how to make their customers feel like family. Similarly,"
"I realized that the characteristics of a top-performing salesperson would be unique to our business. I needed to figure out what kind of salesperson would be ideal for our company. I needed to engineer the ideal sales hiring formula. Fortunately, this engineering process is applicable to any company."
"“Statistics suggest salespeople who are intelligent and helpful, rather than aggressive and high-pressure, are most successful with today's empowered buyer.”"
"A candidate with a high degree of coachability is able to reflect, self-diagnose, and propose improvements to her weak areas. At this point, I would provide the candidate with the opportunity to demonstrate these abilities."
"Great salespeople educate potential customers through the questions they ask. Their questions are thought-provoking and elicit introspection. “You know, nobody has ever asked me that before. Now that I think about it.…” Great"
"Every buyer context should have a unique sales hiring formula. For HubSpot's buyer context, there were five criteria that correlated most strongly with sales success. These criteria are probably components of your ideal hiring formula, especially if you are operating in a rapidly evolving market. The five criteria are: Coachability: The ability to absorb and apply coaching. Curiosity: The ability to understand a potential customer's context through effective questioning and listening. Prior success: A history of top performance or remarkable achievement. Intelligence: The ability to learn complex concepts quickly and communicate those concepts in an easy-to-understand manner. Work ethic: Proactively pursuing the company mission with a high degree of energy and daily activity."
- →Don't hire a recruiting agency. Don't build a corporate recruiting team. Build a recruiting agency within your corporation.
- →The best sales managers, just like the second coach in my golf story, can identify the one skill that will have the biggest impact on a salesperson's performance, and then customize a coaching plan around developing that skill. If they're really good, sales managers will use metrics to properly diagnose which skill should be prioritized.
- →Salespeople will always look for the path of least resistance to hit their goal. If you do not give a salesperson any inbound leads and tell them they need to hit quota through cold calling, they'll find a way to make it happen.
- →At that point, I had an important revelation about hiring salespeople. Great salespeople never have to apply for a job. Great salespeople never need to pull together a resume. Truly great salespeople have multiple job offers at all times, even if they are not in the job market.
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