The deliverable from this engagement is publicly viewable.
ENABLEMENT
A shared scoring rubric for the skills and knowledge a seller needs at each level — used for hiring, coaching, and promotion decisions.
Sales managers said reps had “gaps” but couldn’t name them consistently. Two managers would describe the same rep’s weaknesses differently. Without a standard, coaching was personality-driven and uneven.
Mapped the competencies (discovery, technical depth, narrative, negotiation, operational hygiene) and scored each on a four-level rubric with concrete behavioral indicators. Tied the rubric to existing performance reviews so it slotted into existing management cadence rather than creating new overhead.
Coaching conversations got specific — “you’re a 2 on technical depth, here’s what 3 looks like, here’s how to get there.” Promotions had a defensible foundation. Hiring rubrics aligned with what existing reps were actually being measured on.
Made coaching conversations specific instead of vibes-based. Managers used the matrix in 1:1s; reps used it for self-assessment.
The deliverable from this engagement is publicly viewable.
Tell me what you're trying to fix. I'll come back with a scoped proposal.