In most sales organizations accountability is assumed rather than assigned, which is why effort and results drift apart. This map lays out six areas, what each layer of the organization owns in them, and the cadence that keeps each one from quietly lapsing.
What is inside
Primary measures like revenue against plan, gross margin and renewal rates, leading indicators like pipeline coverage and forecast accuracy, and team health measures like attainment spread, turnover and ramp time.
Reps own activity and quality targets. Managers own coaching hours and deal review rigor. Executives own removing blockers, providing tools and aligning comp. Reviewed monthly in 1:1s.
Leaderboards for results and behaviors, a manager scorecard covering forecast accuracy and team attainment, and recognition for consistency as well as stretch.
Win reviews to identify repeatable success factors, plan surplus reviews to redeploy resources, and pipeline surge reviews to find the leading behaviors.
Market shifts, competition, over-reliance and burnout on one side, new territories, upsell plays and automation on the other, checked quarterly.
The language of evolving rather than staying safe, leaders modelling self-review, and recognition for how results were achieved rather than only that they were.
Written for: Sales leaders and executives working out why results do not follow effort.
A Score More Sales framework.
Get your copy
Tell us where to send it and the PDF opens straight away. If you would rather talk it through, Lori reads every submission herself.
Twelve specific changes to how you define, screen, interview, and onboard sales hires, plus why hiring salespeople is different from every other role.
Get It NowThe full OMG framework: 21 competencies across Tactical skills, Sales DNA and Will to Sell, with proficiency rates for each.
Get It NowWhat sales managers of elite teams do differently, drawn from OMG evaluations of more than two million sales professionals.
Get It Now