My Secret to Building $100M Sales Teams (Step By Step)

Summary

• When hiring for a sales team, prioritize candidates who respond quickly to communication as it reflects their work ethic.
• Look for intelligence in a potential hire; they will represent your brand.
• Hire salespeople who are good listeners and can balance conversation, indicating social awareness.
• Evaluate coachability by role-playing and providing feedback; improvement after feedback suggests they can adapt and learn.
• Emphasize understanding the customers' problems deeply rather than focusing solely on product knowledge.
• Implement a 14-day onboarding period where new hires listen to successful sales calls to immerse themselves in effective sales techniques.
• Train new salespeople using a script based on a question framework, guiding customers to a natural conclusion.
• Continuously role-play with new hires to help them master the script and refine their sales approach.
• Introduce new salespersons to live calls gradually, with a half schedule, so they can review calls and receive feedback without wasting leads.
• Sales management involves regular training and motivation; clarify KPIs, maintain a competitive environment, and provide incentives.
• Maintain high standards by having a visible leaderboard, clear KPIs with bonuses, and a policy of cutting the bottom performers quarterly.
• Sales managers should exemplify strong work ethic, consistency, and lead by example, reinforcing a culture of excellence.
• Frequent meetings with trainees, transitioning to weekly and bi-weekly meetings as salespeople become more proficient.
• Use testimonials and customer success stories to keep the sales team motivated and remind them of the value they provide to clients.

Video

How To Take Action

I would suggest starting with the recruitment process when scaling your sales team. Look for candidates who are quick to respond to communications because it shows they have a strong work ethic. Always pick someone smart, good at listening, and able to have balanced conversations. These traits are super important.

You want to test if someone is coachable during interviews. Try a role-play. Give them feedback, then see if they can do better the second time around. This will tell you if they can adapt and learn.

When you hire someone, have a 14-day onboarding where they just listen to successful sales calls. This helps them soak in what works. Make sure to have smart scripts for them that ask questions leading to a sale. Practice these scripts through role-plays every day so they get super good at using them.

Start new salespeople with a half schedule for live calls. This way, they can review their calls and improve without wasting leads. Keep training them, and give clear goals or KPIs (Key Performance Indicators). Also, create a competitive environment with a leaderboard and bonuses, and don’t be afraid to let go of the bottom performers every three months.

Sales managers need to be role models. They should work hard and show everybody what good work looks like. Also, meet with new trainees a lot until they learn the ropes, then meet less often as they get better.

Finally, keep your team pumped by sharing success stories from customers. This shows the team the real difference they make for people, which can be super motivating.

Remember, it's about understanding the customer's problems really well. If you can do that, they'll trust you and be more likely to buy from you.

Good luck out there!

Quotes

"you can test work ethic by how quickly they get back to you because you are a lead to them"

– Alex Hormozi

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"if you can explain to somebody exactly the problem that they're going through, they will buy whatever you have"

– Alex Hormozi

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"if you're not cutting, you're communicating with the team that's okay to suck"

– Alex Hormozi

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"motivation comes from culture and the standards that we set for ourselves"

– Alex Hormozi

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"if it's worth doing, it's worth doing well"

– Alex Hormozi