The Sales Development Playbook: Build Repeatable Pipeline and Accelerate Growth with Inside Sales
Trish Bertuzziamazon.com
The Sales Development Playbook: Build Repeatable Pipeline and Accelerate Growth with Inside Sales
it answers why work here before addressing what you’ll be doing here day to day
The key is gathering information from each and every interaction and analyzing it to make the organization as a whole smarter. As your reps ramp, they should be building prospect profiles, adding information about status quo solutions, testing messaging, and collecting a dozen other data points.
promote only those you would hire.
It follows that a rep’s job is twofold. One, schedule the meeting. And two, make sure the meeting is held.
The CFO asks the CEO, “What happens if we invest in developing our people and they leave us?” The CEO responds, “What happens if we don’t, and they stay?”
For groups generating qualified opportunities, developing an incentive plan that motivates the right behavior and pays on both quantity and quality is easier said than done. I recommend the 50/40/10 approach. This plan works best with sales cycles under ninety days
If you increase lead conversion rates, but you aren’t closing more business, what’s the point? Similarly, if your account executives are having twice as many introductory meetings, but you aren’t gaining more new customers, you’re just spinning your wheels.
You should deploy an introductory meeting model when the market for your product is immature and/or when your account executives need more at-bats.
illness. You need to dig for the implications of not acting
Also, be sure to communicate that this isn’t a one-and-done process. You might find that excellent AEs come from SDRs who took two or three attempts to demonstrate their readiness.