After the diagnosis

Invest in your best to grow more sales.

Ask a sales leader whether they coach their team and almost all of them say yes. Ask their reps and the number collapses. SalesHero replaces that ambiguity with one definition, one process, and over a dozen proven attributes.

Talk to Lori about this Is this right for us?
90% vs 62%leaders who believe they coach, versus reps who receive it
12.1average direct reports per manager, up from 10.9
34%improvement in responsibility with daily coaching

SalesHero fits if any of these sound familiar

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Your read

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Work down the list on the left. The more of these you recognise, the more of the picture is already visible to you, and the less an engagement here would be spent establishing what is wrong.

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How it works

Sales Manager Evaluation first, then the rest in order.

STEP 01

Sales Manager Evaluation

We start by assessing the managers themselves, because coaching capability is a competency like any other and most managers have never been measured on it. This establishes who can coach today and who needs building.

STEP 02

One shared definition

The team adopts a single definition of what coaching is, what it is not, and what a good session looks like. Ambiguity is the reason coaching is inconsistent, so it goes first.

STEP 03

Customised to how they learn

The approach is fitted to the team's learning styles and goals rather than delivered as a fixed curriculum, because a manager who needs confidence and a manager who needs structure require different work.

STEP 04

Practice with accountability

Managers learn, practise and sharpen in live conditions, with real-time support and built-in accountability rather than a workshop followed by silence.

What you get

A common language for growth

Reps know exactly how to improve, managers know how to guide them, and leaders can tell whether it is happening.

Managers who coach consultatively

The same consultative skills that work on buyers work on sellers. Most managers have never been taught to apply them internally.

Goal setting that holds

Both attainable and stretch goals, set so the team believes them, which is the difference between a target and a number on a slide.

Ongoing real-time support

Not a workshop. Coaching continues into live deals and live one-to-ones until the habit sticks.

Worth understanding first

The ideas this is built on.

The perception gap

Everyone thinks they coach

Ninety percent of leaders believe they coach at least monthly. Sixty two percent of reps report receiving it. Both groups are being honest, which is what makes the gap so hard to close from the inside.

Structural pressure

Coaching is getting harder

Average span of control moved from 10.9 to 12.1 direct reports. Coaching is usually the first activity sacrificed when a manager runs out of hours.

Why it pays

Frequency changes outcomes

Reps receiving daily coaching show a 34% improvement in responsibility and 19% in motivation. The variable is not whether you coach. It is whether you coach the right gap.

62%

of reps report receiving coaching, against the 90% of sales leaders who believe they deliver it. That 28 point gap is where most sales improvement budgets quietly disappear.

Industry benchmarks on sales coaching frequency

Questions we get

Why start with managers rather than reps?
Because coaching capacity is the binding constraint on nearly every team we evaluate. Training thirty reps whose managers cannot reinforce the training produces a short-lived bump and a wasted budget. Fixing four managers changes what happens in every one-to-one for years.
My managers are my best former sellers. Is that not enough?
It is the most common reason managers struggle. Selling well and developing sellers are different competencies, and promoting on the first while assuming the second is how most companies create a coaching gap without noticing.
How is this different from a sales training course?
A course transfers content. This builds a repeatable practice with a shared definition, a process and accountability, then stays involved while it becomes habit. The failure mode of training is that everyone returns to the old pattern within a month.
Do managers need to be evaluated first?
Yes, and it is the point. Coaching aimed at the wrong gap is worse than no coaching, because it consumes the goodwill you need for the intervention that would have worked.
How long before we see movement?
Manager behaviour changes within weeks because the sessions are structured and observable. Rep performance follows on the natural rhythm of your sales cycle, which is why we measure the leading indicator rather than waiting on the lagging one.

Often paired with

ScoreCard Evaluation

Start here. The full sales team diagnostic.

Read more

SellForward Strategy

The signature program. Strategy, process, methodology.

Read more

TeamUp Advisory

On-demand advisory hours and accountability.

Read more

Start the conversation

Tell us about the team and we will tell you whether this is the right place to start.

You will hear back from Lori directly, usually within one business day. If SalesHero Coaching is not what your situation needs, she will say so and point you at what is.

  • No sales sequence. One reply from a person.
  • If this is not the right call, we will say so.
  • Prefer to see the numbers first? Run the diagnostic.

Typically answered within one business day