clone your top sales performers

Three steps to duplicating the best practices from your high-performing employee to build a successful team

Your best high-performing employee can deliver 400% more productivity than the average performers. Imagine all your teams could hit their targets like the best rep in your company.  

  • Effective sales coaching can improve win rates by as much as 29%. [Vantage Point Performance].
  • Staggering that more than 50% of all salespeople rely on their peers for improvement. [HubSpot Research].
  • High-performing sales organizations are 2X more likely to provide ongoing sales training as low-performing ones.

The good news is you now have the power to duplicate the best practices from your top performers and nudge the rest of the team to apply them on the job.

So let’s get started.


Article Overview

Step 1: Empower your high-performing employee to share actionable knowledge through sales training courses.

a. Codify your top performers’ best practices, narratives, strategies, and tools so that they can organize them into sales training.

b. Team your high-performing employee up with pedagogical coaches and mentors to create state of the art sales training.

c. Train your team to leverage the collaborative and authoring features of your learning suite.

Step 2: Encourage your high-performing employee to excel at Coaching

a. Allocate time in your high-performing employee’s agendas for training, feedbacking, mentoring.

b. Create a constant feedback loop within the team to continuously improve courses.

c. Train your team to leverage the collaborative and authoring features of your learning suite.

Step 3: Reward high-performing employees for their contribution to your organization’s success.

a. Designate them as go-to experts.

b. Create a “coach” role in your organization and valorize it as much as “manager” roles.

c. Share your top-performers-turned-coaches success stories.


Step 1: Empower your high-performing employee to share actionable knowledge through sales training courses.

a. Codify your high-performing employee’ best practices, narratives, strategies, and tools so that they can organize them into sales training.

A closer look at your high-performing employee will help untangle the different threads of the perfect set of sales skills so you can get a more accurate picture of what makes a great salesperson in your company. Find out what makes your A-players really effective so you can nudge others into those practices. 

59% of salespeople say when they know what works, they don’t keep it. (Hubspot Sales Survey, 2017). Take some time with them and pick their brains.

4 VITAL questions to ask a high-performing employee: 

  • What are the key assets in their sales toolkit and why?
  • What are the most important skills to do their job well? 
  • What is the most important skill they had before joining the company that helps them in their current role?
  • What skills have they developed since joining the company?

b. Team your high-performing employee up with pedagogical coaches and mentors to create state of the art sales training.

Your best Reps know how to close, not how to teach. Spice up sales training programs by using your L&D teams. 

Transforming a good salesperson into a great one will mean you can schedule work sessions with your top performers and instructional designers to create effective programs.

4 questions to ask to ensure success in this process: 

  • How much time will sales reps dedicate to training every day, every week, every month?
  • Should you go face-to-face, digital or blended?
  • What are the best formats to pass on the knowledge?
  • When is the best time to schedule quizzes?

c. Train your team to leverage the collaborative and authoring features of your learning suite.

Top performers lack the time and the willingness to share their knowledge with others. Sharing knowledge and creating courses for other team members must be intuitive with and easy-authoring tool and embedded feedback loop features. Our platform is here to support your Sales Enablement becomes an intuitive learning experience for the entire team.

  • Create fast-track onboarding to walk them through the authoring tool. Easy-authoring avoids bottlenecks. Look for a simple drag-and-drop interface feature that allows them to give life to their programs within minutes. No coding should be required.

  • A quick session with a dedicated onboarder like your Sales Enablement Manager should have them rolling in less than two hours. Additional support must always be available in case questions arise on the way.

  • You also want to empower your top performers into creating the best possible content. Why not create a community via a private group so they iterate on your course quality guidelines for creating top-notch content faster?

Read more: The 4 Sales Skills Shared by Top Performers

Read more: What is Sales Enablement?

Step 2: Encourage your high-performing employee to excel at Coaching

Now you have a training program, not a magic wand. It’s time for your top performers to roll up their sleeves, hit the “Publish” button and start training their peers.

a. Allocate time in your high-performing employee’s agendas for training, feedbacking, mentoring.

Always make time for what’s important. If onboarding, ramping-up and training sales reps are strategic to your company, then allocate resources to this cause. 

Your top performers need to feel confident their work as coaches is valued just as much as their sales skills. 

At Safran, subject-matter experts are allowed to take time off their regular job to create training programs and answer questions in the Social Hub. They don’t even need to get their managers’ green-light for that.

b. Create a constant feedback loop within the team to continuously improve courses.

How did your A-reps become so hot? They tested, tested, and tested! It’s all about trial and error. Your learning solution should simplify the feedback and improvement process. With 360Learning, several features will enable a smooth feedback ride:

  • Social Hubs allow team members to ask questions directly into the courses. Peers can upvote the most relevant interrogations so that trainers can focus their attention on where it matters the most.
  • Reactions create engaging and useful social-media-like interactions.
  • Sales reps should be rewarded for simply hitting a button, whether it’s “I like it”, “I disagree” or “I don’t understand”. Meanwhile, Sales performers can monitor the relevancy of the course and update it on-the-spot.
  • A Video pitch feature will enable your team to scale face-to-face training via tailored coaching programs. Sales reps can record themselves on their phone and trainers can give tips to help them improve. If this is not individual training at scale, then what is?

Read more: 9 Tips for a Truly Effective Peer Feedback Loop

c. Connect the dots between courses and your team’s performance.

Don’t you love having hard evidence of your impact on your company’s business? 

So do your top performers! A 360Learning/Salesforce integration will let your trainers know who has followed the courses, who successfully passed the test and who’ve been crushing their numbers since then. 

Measuring the impact of coaching on metrics like quota attainment, win rates for forecast deals, revenue attainment, conversion rate or customer satisfaction will motivate your trainers to achieve more.

Step 3: Reward high-performing employees for their contribution to your organization’s success.

a. Designate them as go-to experts.

Keeping Champions engaged is the secret sauce for a high number of high-quality courses. 360Learning Suite will ignite top performers’ love for non-cash rewards and personal recognition. Badges reward every step of your rep’s journey as a coach as well as  Gamification and recognition.

A monthly recap email features Champions with the most impact. The communication is sent to your entire learning community, including other teams and other business units. Your best Reps will be known for Sales Leadership throughout your organisation!

b. Create a “coach” role in your organization and valorize it as much as “manager” roles.

Not every A-player is born to become a manager. Many of your top performers thrive by training others more than they would have by leading teams. Managing and training roles should come with the same perks and rewards. 

Align with HR to create a “Coach” career path where your teams are encouraged to share their expertise and advance the organization’s global knowledge. 

c. Share your top-performers-turned-coaches success stories.

Breeding tomorrow’s Sales Champions starts today. Share the inspiring success stories from Top Performers turned Thought Leaders to ignite the next generation of mentors and coaches.

Three ways to establish your Sales Champions as thought leaders of the Sales community:

  • Share your Sales Champions’ experience on your internal communication tools like your company’s newsletter or your internal social network. 
  • Invite your Sales Champions to give talks at events your company participates in.
  • Pitch interviews of your Sales Champions to top sales enablement and sales blogs, websites, and print media.

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