Brian Maucere

Here's a proven framework to instantly improve your #SalesTraining programs: __ P.A.F. __ P) Presentation A) Application F) Feedback __ Most critical to get right is the 20:80 ratio: 20% Presentation 80% Application & Feedback __ Let's break it down so you can start designing a delivering impactful training sessions ASAP: --- PRESENTATION --- 1) WIIFM (what's in it for me?) Highlight WHY it is so relevant and critical to learn and develop the skills they're about to be introduced to. 2) Information Transfer (IT) Deliver the information and content. Although the instructor will be delivering, the IT should still INVOLVE the learner so they are actively processing rather than passively receiving. In laymen's terms, don't just talk to them. The need to be ACTIVELY engaged. 3) Test For Understanding (TFU) Before launching the Application component, you should ensure the learners understand the information. You can do this formally or informally, but correcting/confirming understanding is critical. --- APPLICATION --- 4) Application Exercise This is where the majority of the time should be allocated. An important step in the design phase is to clearly define the Output(s) that need produced and what the performers need to DO (and the contexts in which they do it) to produce it. Don't sacrifice effectiveness for engagement. Fun and games are great if you can make them work, but matching work contexts and realistic practice is more important (so long as improving performance is your goal). --- FEEDBACK --- 5) Deliver Objective Feedback Feedback is either formal (impacts performance record: pass/fail) or informal (no impact to performance record). Whichever you use, it's most impactful to ensure it is OBJECTIVE. Best way to ensure it's objective? Share the CONSEQUENCES of their actions, as opposed as HOW they acted. ___ I'll end with a quote: "It has long been recognized that lectures are an inefficient strategy for imparting new knowledge and skills. We know from a body of research that learning happens during the application and feedback components of a training." - The Science of Training and Development: What Matters in Practice 20% Presentation. 80% Application & Feedback. #salesenablement

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The secret weapon of successful med tech sales reps isn’t a generic email or another cold call. There’s too much focus on: • Sales pitches • Targeting • Product demos And not enough on: • Personalized videos • Authentic connections • Delivering value from the start Here’s the truth: A compelling, personalized video cuts through the noise like nothing else. Investing in personalized videos isn’t a gimmick. It’s a way to stand out, build trust, and engage decision-makers on their terms. So ask yourself: How many more prospects would respond if your outreach felt human? Join Virtual Sales Rx and learn the step-by-step insights on using personalized videos to amplify trust, increase engagement, and scale sales. Virtual Sales Rx isn’t about more cold tactics — it’s about strategies that resonate. Bonus: We’ve trained top 2 Billion Dollar Med Tech companies, we can train your sales team, regardless of size. Schedule 15 minutes w/me to discuss at https://lnkd.in/enG5VQB

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IF you want to lose control of your sales team quickly, here are two simple tricks: Screw up payment of their commissions or keep changing their comp plans. I know that no one is "willfully" wanting to alienate the producers that generate the revenue to keep the lights on and fund growth of an entire orgnaization. Well, I think that. However, I often see the opposite happen and I wonder at what point, did the decline in trust and sales performance was calculated as a benefit and management saying with confidence " that makes sense, let's do it". First, the comp plan. Once it is in force, accepted and signed... DO. NOT. TOUCH. IT. It is a contract but also a social contract that the employee signs and has no chance of editing post signature. Nothing gives you the right to modify it unless there are mutually beneficial reasons that are agreed on both sides. If there is no provisions in the comp plan that says it can be modified for special items, guess what, it can not be modified. Two...the commissions payment. It seems so easy. There is a schedule in the comp plan (yes there has to be) that details the quota, the products sold and the percentage by product sold against respective quota. There is also details about "when" that commission will be payed. You start playing with the % or the timing of payments, you likely have one shot at screwing this up. Do it twice, and once they leave they will talk about "never been able to pay me correctly or on time". You don't have to be Salesforce to figure this out. There are solutions out there to help you with the calculation - god forbid - should your payout plan be complex. Of course, the point is not to show your revenue organization that you don't care. But this is such a critical process that if you miss once or twice on this, the trust is gone and no good promise will buy it back. #sales #salescoaching #salesleadership #salescomp

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❗ Attention Sports Sales Reps ❗ Finding it difficult to prioritize your time and outbound effort? Here's my philosophy. 👇 The A, B, C method states the following... A Level Clients = A Level Time B Level Clients = B Level Time C Level Clients = C Level Time This IS NOT a philosophy on the manner in which you treat your customers and clients. Everyone is treated fairly, with great customer service, and responded to in a reasonable amount of time. This method pertains to how you are spending your outbound effort and scheduling meetings. Depending on your team's situation (whether you work inside your arena or if your office is off-site), showing seats can take up 2 hours of your time when you include set up, drive time, the tour, and discussion afterward. How many calls or virtual meetings can you accomplish in that time ⁉ Make sure the amount of time you invest into a prospect yields the appropriate amount in return. #SportsBiz #TicketSales

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Underrated strategy for those running on EOS®: Acquiring an SMB for growth. Why you’re the best buyer (by the numbers): 1. You excel in the EOS® 6 Components. 2. Your leadership team of 3-7 gets it, wants it, and has the capacity. 3. Your 10-15 core processes are documented and followed by all. 4. You track 10-15 key leading and lagging indicators weekly. 5. You’ve been in business 3+ years with a history of revenue and profit. It might be time to consider a Growth Through Acquisition Strategy. You believe in 10x thinking rather than 2x. Interested in exploring further? Send a DM to get a customized Org Analysis + Target Filter to aid you in your acquisition search.

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71% of sales reps say they don't have enough knowledge to move deals forward... Think about that for a second. That's 7 out of 10 of your reps showing up in front of customers every single day without the tools they need to succeed. Imagine a pro sports team that only watched game tape once a week. No game plan. No practice. No coaching. Sounds ridiculous, right? Yet this is exactly how most sales teams operate. Just like in sports...when coaching becomes culture, success becomes inevitable.

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SELL A MUST HAVE - FEDERALLY MANDATED PRODUCT! AE & SDR REMOTE I am open to talking to ANYONE with a #saas sales background who has the BEST number$$ and wants to be apart of a #gtm team (less than 5 sellers) Ideal candidate has sold #saas #insurance and worked at an earlier stage startup #seedstage #healthcare #healthaccesability 29M+funding as seed stage, they are very exec and tech tool lean. They hire from within (your boss was the first sales hire, taking the co $100k to $5m, and the head of marketing, was a founder at a company in a VERY similar space) Seed stage start ups take work! Helping to refine & increase average deal size, build predictable revenue. Fight for funding. build a book, reduce customer churn total forecasted headcount in the next 60 days 4 headcount: Account Executives (w/csm and am work) no renewal quota 2 headcount: Sales Development Representatives 1 to 1 AE to SDR ratio Deal size: $25k-$60k Sales Cycle: 2 weeks - 1 month Tools: HubSpot Apollo.io Orum verticals: #homehealth #nonprofits  MUST be willing to be getting your #insurancelicense this solution is a MUST have product, solves real problems based on #federalmandate with this direct to primary care, mental health saas tool, requires high volume #physical exams they can be done here AE salary $75k base - $150k OTE $85k base- $170k OTE $95k base- $190k OTE monthly quota = your salary (for example closing $75k/month) SDR: $55-$60k base - $120k OTE (75-$125/attended + 3% of closed won) Quota: 25-30 qualified, attended meetings offering $200++ attended w/ hr & c suite SDR growth: head of sdr AE growth: head of csm/am/enablement/rev ops Decision makers: HR C suite, CEO/SVP ops 75-100 dials per day AEs work closely with small CSM team to help onboard, keep clients to their success measurements, and reduce churn (no expansion, retention quota) they really appreciate reps with top of funnel and post sale exp hired in 2-3 interviews (after meeting me!) 1) meet with your boss, VP of sales - 30 min via zoom 2) FOUNDER or meet with the head of marketing/head of engineering, who has built sales programs internally/ been at earlier stage orgs (series b) or potentially panel - 45 3) exercise: cold calling with your direct boss (first call) for #sdrs and #discovery call #accountexecutives- 30 very phone heavy, leaders like to solve problems via email with colors, emojis and visuals - they have sequences that work, after you set meetings at scale, you can start bringing ideas to be creative since this solution is sold to #hr teams and companies 20-500 employees, they are open to someone coming from #hr solution like #adp or any earlier stage startup TONS OF TRAINING!!! SaaS company + insurance brokerage that that helps cos stay in compliance with a federal mandate startup experience is NOT req and this is a great chance to grow your skill set and be apart of a "no brainer" solution training done by Nick Cegelski 30 Minutes to President's Club

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🛑 Checking In Sellers this is just lazy. The Subject Line needs to grab folks' attention or peak curiosity if it's going to get opened. Where's the 😍 with a little #SMYKM ?! #samsales I have a lead for you. 😅 Quality over quantity. Take the time to make the subject line meaningful to the recipient to care enough to open vs hit the 🗑️ button. Sellers, we can do better. This is embarrassing to our profession. What's the laziest subject line you've received this week? #sales #saleslessons

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Make AEs your first sales hires, not SDRs. I’m often asked what the 1st sales team should look like. Do you hire founding SDRs or founding AEs? I recently asked Ben Miller what he thinks. Here is what he shared: You should hire x2 AEs as your founding sales team. You need people who can do everything. And you need AEs who can build their own pipeline. Hiring the 2 at once ensures you still have momentum if 1 doesn’t work out. But you need to hire the right kind of AE. You need to find the balance between someone that can execute very complex sales processes and deliver revenue, with someone that has the flexibility and dynamism you need in a startup environment. So if you are looking to transition from founder-led sales make sure you nail that 1st AE hire!

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A rep I coach just qualified for his 3rd consecutive President’s Club. His company offered him a promotion from Mid-Market to Enterprise with a $50k OTE bump, and he turned it down. Here’s why I think it was the right choice. For the past 3 years, he’s been grinding. He’s consistently exceeded his KPIs, worked weekends, sacrificed sleep, and even found himself waking up in the middle of the night, thinking about deals. It’s a strategy that’s driven impressive results, but it’s not sustainable. While his W-2 looked great, he was burnt out. His relationship was suffering, and moments of genuine joy were few and far between. So, when the Enterprise offer came his way, all he could see was “more”. More of what had led to his success, but also more of what had drained him. After a long conversation, he made a bold decision: he’s staying in Mid-Market for one more year. Why? Because he wants to find a different path to success. He knows he can hit quota by “working his ass off,” but now he’s curious if there’s another way. He wants to see if he can work smarter, not harder - freeing up time to rediscover joy outside of work, whether it’s through pickleball, reading fantasy novels, or creating meaningful time with his girlfriend. It was an inspiring conversation, and I couldn’t be prouder of him for choosing a path that’s aligned with his well-being. “Success” isn’t just about crushing your numbers. It’s about building a holistic lifestyle where you can experience fulfillment and joy in the present. Have you ever made a tough decision where you chose joy over achievement? Ps - if you're wanting to learn how to crush quota while not burning yourself out, join 250+ sellers and leaders who have joined our community - alluviance.co/arise

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Be honest with why you need experience for your SDR/BDR role? You could be saving yourself huge amounts of money for the same results by going with an entry level hire. Legit reasons for needing experience - Complex sell with a tough buyer profile (CISO, CTO, CRO etc) - You don't have an outbound process or manager who can train. Non legit reasons - You're too lazy to train - You think hiring with experience improves your retention (it's the opposite) Analyse your SDR culture, could you be going with no experience?? #sdrjobs #sdrteam #salesjobs

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I’ve had a number of younger PEO sales reps reach out to me recently and asking for advice on building more value on their sales process. They say their managers just have them focusing on feature selling and saving money, and when you do that, it’s just a numbers game. I talk to them about building the ROI case and COI case to move up the client’s timeline and show the value of our industry and then discuss with them how to ask questions to discover the COI for the client. We all know to make it an emotional sell but if you don’t back up the emotional with the logic and only feature sell, then you’re not going to close a very high percentage of deals. If you are a young rep, ask you manager on help with this aspect and watch your numbers soar!!!! 📈 **ROI (Return on Investment)** - ROI quantifies the direct benefits clients receive from investing in PEO services. This includes cost savings from reduced HR overhead, compliance, payroll management, and improved employee benefits offerings. Expressing ROI in clear numbers helps clients see the tangible value a PEO provides, enhancing their confidence in the decision to invest. 🚫 **COI (Cost of Inaction)** - COI, on the other hand, highlights the potential losses and risks a client faces by not using a PEO. This could be in the form of higher operational costs, compliance penalties, or missed opportunities for strategic HR management and growth. COI paints a picture of the risks and hidden costs that come with maintaining the status quo. In the PEO sales process, integrating both ROI and COI into your discussions can lead to more informed, strategic decision-making by clients. While ROI pushes the advantages, COI pulls attention to the repercussions of not acting, creating a compelling case for why PEO services are not just beneficial but essential. Make sure your sales pitch addresses both sides to help clients see the full spectrum of impacts on their business. This dual-focused approach can significantly sway decision-making processes and foster stronger client relationships. 🌟 #PEO #BusinessGrowth #ROI #COI #SalesStrategy #HRManagement #ClientDecisionMaking

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Are there any sales AI tools in the market that don't just help with writing. But, could more or less, intake my own writings and content and then produce the best parts over time? (might be a dumb question) Appreciate the help in advance! #sales #salestools #prospecting #coldoutreach #posts #emails #outboundsales #AI

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Sales Psychology 101: Asking questions builds rapport and steers the conversation. In sales, it positions you as the trusted advisor, not just a seller Join us! At Y-Factor Academy we take sellers from good to G.O.A.T 🐐=🏆+💰 andyb.to/subscribe

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KARE profiling is a powerful strategy component in territory management that tags each of your prospects and clients with one of four designations. "K" for current clients you want to KEEP "A" for accounts you don't have but wish you could ATTAIN "R" for customers you used to have and now would like to RECAPTURE "E" for current accounts where you wish your "wallet share" could EXPAND There are two principles to follow here: Every "live" opportunity with whom you actually want to work has to go somewhere on this KARE model No opportunity can occupy two slots of the KARE quadrant. You have to pick one. These designations allow you and your team to segment and prioritize your targets. They also provide a base of understanding and clarity in team-selling environments. The KARE process also provides an invaluable sales management tool. Once you've identified the accounts that fit in each quadrant, you can identify the strategies you will implement in each of the quadrants. Create strategies that match your target. sales #salestraining #salesmanagement #growth

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A bad sales comp plan will kill your sales team productivity. A good sales comp plan motivates your team to hustle through the end of each month. As we scaled the Levelset sales team to 60+ front-line sales reps, we learned a TON about how to build great comp plans. Here are my principles for good sales compensation: 1. Salespeople don’t do sales and other things well. Let the salespeople sell, don’t saddle them with additional responsibility. For example: Sales and Customer Success are separate functions. 2. The compensation structure should be so simple that you can do the math on the back of a napkin. 3. No commission-only roles. Sales reps should get base salary + variable compensation. 4. At least 40% of sales reps On-Target Earnings should be in the form of variable compensation. 5. No “draw on commission” for ramping reps. New reps should have some mix of guaranteed variable compensation during their ramp period. 6. Sales reps should be paid “straight-line” up to 100% of quota. There should be compensation accelerators above 100%. There will be no compensation hurdles or decelerators for producing below 100%. 7. Annual quota for Account Executives should be 5x On-Target Earnings. For example: $500k annual quota, $100k OTE. This keeps your cost of sales to between 20 - 25% of gross revenue. ‍ 8. Did I mention accelerators? You need to include accelerators for over-performance. This isn’t a comprehensive list of principles. But if you follow these principles, your comp plan will motivate the team to hit their number. Read the full list of principles here: https://lnkd.in/gmwXkRE9

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Want to boost your sales performance? I have 3 surefire strategies to share: 1. Keep Learning: I love to follow guys like Alex Hormozi, Jeb Blount, and Jeremy Miner to see what they are teaching. 2. Build Relationships: Sales is beyond closing deals. It’s about building trust and establishing long-term relationships. A satisfied customer might bring more referral business. 3. Persistence: Every 'no' is one step closer to a 'yes.' A good salesperson measures their activity and results and makes sure they are always improving. I incorporate these strategies daily into my recruiting business and it always pays off. Are you using any of these tactics in your sales strategy? #SalesTips #SalesStrategy

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Starting out with BD... How many calls should you make in the week? ZERO. Here's how to make a better start... 💫MONDAY: WHO (AM) Map target companies: Get specific! West Coast, SaaS vendors with 100-1000 employees isn’t a niche (PM) Identify target contacts: Create a list of people, not companies - 3 people per firm. If you can’t find three people to sell to in every business leave it. 💫 TUESDAY: HOW (AM) Map your process Emails, calls, voicemails, video’s, voice notes, texts. Schedule when and how you’ll reach out. Then set up the system. (PM) Set an objective: Watch playbacks of your colleagues meetings. Decide what works. Focus on booking quality meetings and why. 💫 WEDNESDAY: WHAT (AM) Create your content: A 7 step email sequence takes me hours to write and I know what I’m doing. A rookie will take a day easily. (PM) Map your cold call script: Yes, script. If it's your first time flying a plane, at least read the instructions. 💫THURSDAY: WHY (AM) Create awesome questions for meetings. Map how you'll get a client from their problem to your solution. (PM) List out the likely objections Practice handling them over and over and over. Aim for muscle memory. 💫 FRIDAY: WHEN (AM) Practice Practice on a colleague. Practice on your own. Practice. Practice. Practice. (PM) Review the plan THATS IT. YOUR ACTION PLAN FOR WEEK ONE. 99% of recruiters don't have a sales process. They struggle to win high-maintenance, low-paying clients with hard to fill roles. Join the 1% Check out the featured resources in my profile. —————— The video shows the Resonant OS. A playbook consisting of 12 Chapters on everything you need to consistently and confidently win new business. Starting with your sales Culture.

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Your prospect just DGAF. Ever talked to that person that just drones on and on... Including all the unnecessary details? Land the plane. It's the same thing in sales. YES, your product has so many benefits. YES, you are excited about all the features. Your prospect DGAF. Figure out what matters to them. -Understand their biggest need. Keep it concise. -Keep it to the top 3 benefits. Make it memorable. -Get crazy and use a mnemonic device. When you give too many unnecessary details, you just become noise. Land the plane. What is your method of making yourself memorable? Do you tend to overshare unnecessary details? Have you been to the aviation museum in CLT?

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