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The other day, while out with a colleague, our conversation naturally drifted into industry matters. Someone had reached out to him on LinkedIn, trying to recruit him for an entry-level sales job. He found it amusing, not just because he had long moved on to greener pastures, but because, like many in the industry, he remembered how little support there is for those starting out.
In my over a decade in sales, I’ve noticed a reluctance to take entry-level sales jobs, and it’s no wonder. Many employers create a sink-or-swim environment, offering little support. They expect results without investing in training. The misconception is that sales is an innate talent, but I’m proof that sales can be taught. With the right approach, rookies can not only become successful sales agents but also grow into effective leaders. I’ve been on both sides of this, as a rookie myself and later as a sales manager, developing rookies into top performers and team leaders.
But I’ve learned through experience that sales is a skill like any other—it can be taught. Here’s how I do it.
When hiring rookies, the focus should be on potential, attitude, and coachability rather than just experience. A perfect example is a young man I hired fresh out of high school with no prior sales experience. Initially, he had a slow start, but he showed a strong willingness to learn and adapt. I took him under my wing, letting him shadow me during my sales calls. As he observed and learned, he witnessed firsthand how deals were closed and gradually started applying these techniques. His growth was remarkable—he not only became a top performer but eventually started his own sales company that directly competed with my former one. I discovered his success years later during a lunch meeting, and it was a testament to the power of investing in raw talent.
Once you’ve identified potential, structured onboarding and training are crucial. Daily standup pitch practice is a key component of this training. By practicing pitches daily, rookies refine their approach, build confidence, and adapt their techniques in real-time. This practice helps them internalize the sales process and become comfortable with delivering their pitches. It’s not just about perfecting a script but about learning to respond to various customer scenarios and objections effectively. This daily routine accelerates their learning curve and embeds best practices early on.
Mentorship doesn’t end after the initial training. Ongoing support is vital for continuous improvement. Regular check-ins, feedback sessions, and performance reviews ensure that rookies stay on track and feel supported. Additionally, training or mentorship delegation is an effective strategy. Assigning rookies to shadow more experienced agents provides them with practical insights and a role model to emulate. This method not only helps rookies learn from real-life examples but also integrates them into the team culture.
I’ve found that assigning rookies to experienced agents for shadowing creates a mutually beneficial environment. While rookies gain valuable knowledge, experienced agents reinforce their own skills by teaching and mentoring others. This approach fosters a culture of collaboration and continuous learning.
Leadership development starts from day one. By involving rookies in shadowing experienced agents early on, they begin to understand the responsibilities and skills needed to lead a team. This early exposure to leadership concepts helps prepare them for future roles. As rookies grow and start to show their potential, I provide them with additional leadership training, focusing on skills like communication, conflict resolution, and team management.
The benefit of integrating leadership development from the start is that rookies quickly learn the importance of these skills and how they can impact team success. This approach ensures that when they are ready to step into leadership roles, they are well-prepared and confident.
Scaling a sales team involves more than just adding numbers. It requires creating a system where leaders are developed and motivated to drive growth. One effective method is to set clear, achievable goals and provide incentives for achieving them. Recognizing and rewarding top performers not only motivates them but also encourages others to aspire to similar success.
Another key aspect is providing continuous opportunities for growth. By offering advanced training, leadership development programs, and career advancement paths, you keep your team engaged and committed to their roles. As leaders take on more responsibility, they help drive the team’s success, which in turn creates recurring revenue and allows you to focus on the big picture.
An often-overlooked aspect of building a successful sales team is empathy. Connecting with your team on a personal level and understanding their challenges helps build trust and rapport. Leading by example is equally important—demonstrating the work ethic, attitude, and skills you expect from your team sets the standard for others to follow.
By investing in your team’s development and showing genuine care for their growth, you create a positive, motivated work environment. Over time, this approach leads to recurring revenue from your team’s success and allows you to focus on strategic goals while they handle day-to-day operations.
Building a sales team from the ground up requires dedication and a strategic approach. By recruiting for potential, providing structured onboarding, offering ongoing mentorship, developing leadership skills from the start, and implementing effective scaling strategies, you create a team capable of driving long-term success. Empathy and leading by example further enhance team cohesion and motivation. With these practices, you can transform rookies into high-performing agents and future leaders, ultimately achieving scalable growth and sustained revenue.