This course contains the use of artificial intelligence.

Your best rep knows something your other eleven do not. Right now that knowledge is stored in one skull and is entirely free to walk out of the building.

Training that changes nothing

You booked the workshop. Everyone said it was useful. Three weeks later the calls sound identical to how they sounded before, because nothing was designed backwards from a result and nothing was reinforced afterwards. Meanwhile your new hire is in month seven and still below quota, and nobody can say whether that is normal, because ramp time was never measured. The playbook exists — it is a slide deck in a shared folder that four people have opened. And when your top performer resigned last year, the method left with them and had to be reinvented from scratch.

What this course covers

Forty-two lessons that build the function rather than the workshop. The subject first, because you cannot enable what you cannot describe: the stages of a sale, AIDA and SPIN, features against benefits, the value proposition canvas, acquisition channels and buyer personas, cold outreach and BANT, the five-touch method, the ladder of persuasion, objections through LAER and Feel-Felt-Found, closing techniques, the selling day organised with Pomodoro and the Eisenhower matrix, CRM discipline, and the numbers — customer acquisition cost, lifetime value, conversion, funnel analysis and plan-do-check-act. Then knowledge capture: explicit against tacit, extraction interviews, wikis and knowledge bases, Notion and Confluence, the barriers to sharing, communities of practice, putting knowledge inside the workflow, retrospectives on lost deals, and the metrics that show whether any of it is used. Then training itself: Dale's Cone, programme design, the four-stage learning cycle, group dynamics and the resistant participant, facilitation against moderation, the trainer's toolkit, and running it online. Then ramp: the SHRM model, auditing what you have, ten days of preboarding, the first day, the first thirty days with a mentor and structured check-ins, and closing probation at ninety. Then the function: audit, strategy and budget, hiring and paying trainers, justifying the spend, instructional design and results-based learning, transfer into practice, development programmes, talent pools and the nine-box, competency models, external providers and platforms. Finally performance: the performance agreement, OKRs and cascading, check-ins and dropped motivation, automation and AI in reviews, four ways of evaluating results, 180 and 360-degree assessment, running the review meeting, and turning its outcome into a decision.

Five blocks recorded for a wider audience

The knowledge, training, onboarding, learning-function and performance blocks were recorded for corporate learning generally, so their examples talk about employees rather than reps. That is deliberate rather than accidental. Sales enablement is a learning function aimed at the team that produces revenue, and the methods — extracting expertise, designing a programme, ramping a new hire, measuring performance — do not change with the department. The commercial layer comes from the sales technique block, and the whole course is sequenced for a revenue team.

Who is teaching this

I am Mike Pritula. I built the people system at Preply as it became a unicorn, and I have worked at Wargaming, iDeals and Alfa-Bank. More than 1.6 million students have enrolled in my courses across 185 countries, and over 150,000 specialists have gone through my programmes. I hold PHRi and SHRM-CP certifications and represent HRCI in more than ten countries.

What is included

• Lifetime access to all 42 lessons

• Active instructor support in the Q&A section

• A Udemy Certificate of Completion

• Working material: the value proposition canvas, BANT, LAER, funnel metrics, knowledge capture methods, Dale's Cone, the four-stage training cycle, the preboarding and 30-60-90 structure, results-based instructional design, the nine-box, OKR cascading, and the review questionnaire

• The full function, not a training-delivery course with sales examples added

Where to start

Find out how long your last three hires took to reach quota. If nobody knows the number, that is where this course begins. Enrol now and start today.