Factor 8

There is some much sales training out there that won't tell you what you're actually doing wrong. Generic programs. No real feedback. Reps leave the same as they came in. Sound familiar? One of our customers described their experience differently. "Knowledgeable, dynamic training with constructive feedback." That's the gap. Training that's honest enough to actually change behavior. Read more reviews on G2 here: https://lnkd.in/gNXJWdeG

The top two frustrations in sales training aren't budget or content. They're adoption and buy-in. Which creates an interesting disconnect, because 79% of reps say they want more coaching and development. Reps don't need to be convinced that learning matters. They need managers who reinforce it, coach to it, and make it part of the job. That's how training becomes behavior change instead of just another event. Download the full report: https://lnkd.in/gWSXN8kP

Most stalled deals aren't dead, they're just poorly closed. If a deal goes quiet after a great call, the problem usually happened before the prospect ever stopped responding. No next step locked in, no commitment made and that gives no real reason to stay engaged. Before you hang up, you need a specific date and time on the calendar, not a "let's reconnect soon". Ask the prospect to bring something to the next meeting. When they've agreed to pull numbers, share feedback, or loop in their team, they have a reason to show up. People don't ghost commitments they've made out loud. When a deal does stall, look for buying signals before you assume it's over. Mix up how you reach out. A personalized video or a simple "did I drop the ball somewhere?" can open a door that another follow-up email never will. Deals don't move on their own. The reps who close every call and secure real commitments are the ones who rarely have to chase.

Growth puts pressure on every crack in your sales system. As teams grow, managers change, territories shift, account ownership evolves, and compensation plans get updated. None of that has to derail performance. The challenge starts when every manager has a different definition of what "good" looks like. Lauren shares a story about asking a rep what their day should look like. The answer was, "It doesn't matter. I'll probably have a new manager next week." That isn't just a management problem, it's a consistency problem. High-growth teams need clear standards for hiring, coaching, performance expectations, pipeline management, and rep engagement. When every manager reinforces the same message, change becomes much easier to navigate and performance becomes much more predictable. Watch the full clip to hear LB's take - https://lnkd.in/edZb_dC7

Sales managers are busy every single day and some days it feels like you're just spinning your wheels. That's not a work ethic problem, that's a structure problem. When your day is built around reacting (Slack pings, rep questions, customer fires), you're in what we call "jello days." You're working hard, but nothing sticks. The fix is a cadence. Not more meetings, a smarter system of them. Monthly 1:1s, small-group call coaching, quick weekly huddles, pipeline reviews run as group sessions. Each one has a purpose and nothing overlaps. When your team knows when they'll get your attention, the constant interruptions stop. Your team will always take the path of least resistance. Make sure to build the cadence, protect the calendar, and redirect the drive-bys into the right conversation. The managers who consistently hit results aren't the ones working the most hours. They're the ones who protect their proactive time.

Your reps aren't resisting training because they're lazy. They're resisting because it doesn't look like their world. Wrong industry. Wrong examples. Wrong buyers. That's all the excuse a brain needs to check out. We call it the application gap. It's the space between what gets taught and what gets used. And customization is what closes it. When reps see their calls, their buyers, and their challenges in the training, the excuses disappear. Our founder Lauren Bailey broke down exactly how to close that gap in our latest webinar: https://lnkd.in/eq-HGAGs

We so excited to launch our NEW Emerging Leader Certification cohort next week! If you're a senior revenue leader, we'd love to have you join this cohort as a mentor! If you're a director or VP in revenue, you'll be paired with a frontline sales manager who's learning how to become a stronger coach, think more strategically, and lead with confidence. Sign up to be a mentor to a frontline manager: https://lnkd.in/eTxASk96 The commitment is about two hours a month. The opportunity to change someone's leadership journey is much bigger. Think back to your first management role. What do you wish someone had helped you figure out sooner? If you're ready to give back, we'd love to have you. Learn more about the program here: https://lnkd.in/ePDH9xQ2

Your prospect decides in the first few seconds whether to keep listening. Most reps blow it right there. Not on purpose. They open with their name, their company, and why they are calling. The prospect hears it's a sales call, their guard goes up and the conversation is over. The problem is not your pitch. It's your intro. One small shift can change everything. Watch the full video for more tips: https://lnkd.in/eR3C_9m5

There’s a major disconnect happening between what leaders expect from managers… and what managers actually need to succeed. Leaders want managers to coach reps more often, hold teams accountable, and drive more consistent execution. Managers want that too, but they're also saying they need clearer sales processes, coaching frameworks, and ongoing skills training to actually make it happen. Here’s the reality: many frontline managers were promoted from rep roles and expected to “figure out” leadership while buried in meetings, emails, firefighting, and day-to-day deal support. Then everyone wonders why coaching becomes inconsistent and training doesn’t stick. You can’t expect managers to reinforce skills they were never properly equipped or supported to lead themselves. We dug into this (and a lot more) in our Sales Training, Coaching, and Development Research Report. Download it here: https://lnkd.in/gWSXN8kP

Want to help shape the next generation of sales leaders? We're looking for mentors! In two weeks, we’re launching our first Factor 8 Emerging Leader Certification cohort, a 201-level leadership program for current frontline managers who are ready to become stronger coaches, lead more strategically, and prepare for what’s next in their careers. One of the most important parts of the program is mentorship. We’re looking for revenue directors and VPs who can help managers make the shift from managing the day-to-day to leading at the next level. The commitment is about 2 hours per month. The impact is SO much bigger. You’ll be paired with a current manager who is working to build better coaching habits, stronger accountability systems, more strategic thinking, and the confidence to grow into their next leadership chapter. If you’re in a revenue leadership role and you remember what it felt like to figure out management the hard way, this is a chance to make that path a little clearer for someone else. Learn more and sign up to mentor here: https://lnkd.in/e-UwNf73 (You can also sign up to mentor our next #GirlsClub cohort on the form above! We kick off Gen 9 in January 2027!) If you want to enroll your managers to join the program, check it out here: https://lnkd.in/eJuh9AYk