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Sales Leaders: Are You Ready to Take Your Team’s Performance and Your Career to the Next Level?

Join our new World-Class Academy and Brian Souza will coach you step-by-step through our Success Path Blueprint to make it happen! 

Is your sales team struggling with any of these issues?

  • Inconsistent Frontline Sales Execution with Sub-par Participation Rates
  • ​​Lack of Consistent Pipeline Generation & Pipeline Progression -> Lack of Quantity / Quality Pipe Coverage
  • ​Low Average Sales Price (ASP), Win Rates, New Logo Acquisition
  • ​Lack of Operational Excellence / Not Running Business Like a GM 
  • ​Deals Slipping or Pushing -> Long Sales Cycles
  • ​Lack of Focus / Efficiency / Priority Management
  • ​Lack of Discretionary Effort / Work Motivation
  • ​Lack of Accountability / Follow Through
  • High Turnover / Attrition 
  • ​Lack of Alignment
Despite spending billions of dollars each year and countless hours on traditional Individual Contributor (IC) skills training and an ever-expanding sales tech stack, why have these same problems persisted year-after-year for decades? 

The truth is, what the traditional training industry has been telling us for years is wrong. The focus should NOT be on ICs or frontline employees themselves because there’s no leverage. 

The focus should be on the high-leverage point: Frontline Managers (FLMs). In short, what gets measured, doesn’t get done. What gets consistently reinforced, gets done.

The ONLY way to simultaneously resolve ALL of these issues and ensure that your frontline sales team is consistently executing at a high level is if FLMs are consistently coaching and reinforcing the right behaviors or inputs—like Pipeline Generation and Pipeline Progression—that drive the desired outputs or results, (i.e. 3-4X pipe coverage and quota attainment.) 

Does this sound familiar?

The Vicious Cycle

Frontline sales teams might have one or two A-Players who consistently make their number. Meanwhile, the rest of the team struggles to keep up—delivering only sub-par, inconsistent results. 

Some newer reps get frustrated by how long it takes to ramp and build a pipeline. As a result, they fail to get on the scoreboard early, get frustrated, stop believing, start doubting, lose confidence, and either quit or get managed out of the business.

This puts FLMs in a vicious downward pressure cycle where they’re constantly struggling to balance recruiting, ramping new hires, all of the internal distractions and demands of their time—all the while chasing deals and scrambling to make the number each quarter. 

With minimal bandwidth, it leaves little time to connect with their team on a human-to-human (EQ) level, which leads to a lack of employee engagement and attrition. 

The situation is exacerbated by the fact that reps are constantly trying to conceal deficiencies in deals and their pipelines making the business difficult to scale and impossible to accurately forecast—leaving them, the business, and senior leadership massively exposed. 

On a personal level, this never-ending, vicious cycle inflicts a lot of pain and anxiety on these sales managers / leaders’ lives causing them to feel exhausted, overworked, overwhelmed, frustrated, burned out, and stressed out wondering… when-will-it-ever-end?!

If this sounds familiar, I want you to understand something very important: IT IS NOT YOUR FAULT. 

Because the way the industry has conditioned us to see the problem—is the problem!

In other words, despite what the industry has been telling us for decades, when it comes to frontline execution the fundamental problem is less of an IC skillset issue, technology issue, data issue, or even a GTM Strategy issue. . . 

And more of a MANAGEMENT APPROACH and SYSTEMS ISSUE. 

As the father of the Total Quality Management Movement W. Edwards Deming put it: “Any time the majority of people behave in a certain way, the problem is not the people. The problem is the system and the leader needs to own that.” 

NOW LET ME EXPLAIN...

The Two Sides to Management 

THE PEOPLE SIDE:

Forty-four percent (44%) of employees report consistently performing at less than fifty-percent (50%) of their potential. Takeaway: Employees are telling us they have more to give and the fundamental question is what do you (and/or your managers) have to do to get it out of them? 

The main reason most managers are not able to get more out of their people—more effort, more productivity, MORE RESULTS—is that, when it comes to the people-side to management, most managers have never been taught the right “approach.” 

Through our research we discovered that there are really four different types of managers and each type of manager has a very distinctive style—or approach—which impacts the level of rapport they have with their team members and how productive they are: 

The Nice-Guy Manager, the Do-It-All Manager, the Micromanager, and this elite, world-class leader of high-performance teams we call “the Coach.” 

THE PROCESS SIDE:

Managing by results, like looking at data and conceptually yelling at the scoreboard (i.e. “I need more Pipeline Generation!”) does not work because it focuses on trying to improve the outputs (results) without changing the inputs (behavior). 

The ONLY way to ensure your frontline sales team is consistently executing at a high-level is if FLMs move upstream to consistently coach and reinforce the right behaviors that drive the LIs/KPIs that produce the results. 

You cannot expect consistent results from an inconsistent process. In order to drive consistent performance, managers must have a consistent level of engagement and consistent operating rhythm or cadence.

Just as salespeople need a consistent sales process to manage the deals, FLMs need a consistent management process—or system—to consistently reinforce the right IC behaviors. 

WE’RE NOT THE ONLY ONES WHO RECOGNIZE THIS NEW “COACH APPROACH” MOVEMENT

TAKE A LOOK AT THE RESEARCH

GALLUP RESEARCH REPORT:

'"MANAGERS SHOULD BECOME COACHES"

  • “If leaders were to prioritize one action, Gallup recommends that they start equipping their managers to become coaches.” 
  • “The only viable management style will be ongoing coaching conversations that establish a rhythm of collaboration and create shared accountability for performance and development.” 
  • “Workers are asking for something different. They want a coach, not a boss. They want clear expectations, accountability, a rich purpose, and especially ongoing feedback and coaching.” 
  • ​"Moving from performance management to performance development requires managers think of themselves in a new way; as a coach, not a boss.” 
  • “Gallup recommends employees experience some type of coaching at least once per week.” 
  • "​3 in 10 employees strongly agree that there is someone at work who encourages their development. When this figure increases to 6 in 10 employees, profitability increases by 11%, employee retention by 28% and customer satisfaction by 6%.”
  • ​“4 in 10 employees strongly agree that they have had opportunities at work to learn and grow. When this number jumps to 8 in 10 employees, productivity increases by 16%, employee retention increases by 44%.”

PwC Research

"Employees Want a Coach, NOT A MANAGER"

  • “In an ideal world, they would like to see their boss as a coach who supports them in their personal development…”
  • “One of the strongest millennial traits is that they welcome and expect detailed, regular feedback and praise for a job well done…”
  • “The companies that are most successful at managing Millennials are those that understand the importance of setting clear targets and providing regular and structured feedback.”
  • ​“Millennials feel constrained by what they see as outdated traditional workplace practices. 65% said they felt that outdated management styles (or approaches) failed to get the most out of younger workers.”

GOOGLE’S PROJECT OXYGEN:

"THE BEST MANAGERS ARE Great COACHES "

Over a decade ago Google, examined one question with the objective to disrupt the status quo of people management. The question? What does it take to be a great manager? 
  • “THE NUMBER ONE CHARACTERISTIC BY FAR IS THAT THE BEST MANAGERS ARE GREAT COACHES" 

THINK YOU’RE ALREADY A COACH? THINK AGAIN. . . 

Watch this short video clip and you’ll understand why, oftentimes there’s a big disconnect between how we perceive our management approach and how our team members perceive. 

STILL NOT CONVINCED? TAKE A LOOK AT SOME OF THE DATA FROM OUR RESEARCH. . .

In partnership with Ipsos, one of the world’s leading research firms, we asked 2,000 managers about the quantity of coaching they were giving their team members, and then we asked their team members about how frequently they were receiving coaching from their manager, and look at the disconnect. . . 
On one extreme, 44% of employees—nearly half of all employees—report never receiving ANY coaching from their manager, yet only 1% of managers admit to never coaching their team. 

On the other extreme, 54% of managers say they are coaching their team on a weekly basis, but only 9% of employees report receiving coaching on a weekly basis. 

This can only mean one-of-two things:

Either managers are lying, which we don’t think is the case. 

Or managers are frequently having conversations with their team, but in their team members’ eyes they’re not all that constructive or development. In other words, they are not “coaching conversations.” 

WHY IS COACHING SO CRITICAL TO PERFORMANCE?

Through our research we discovered that the vast majority of salespeople are not consistently executing at a high-level because > 90% of FLMs stop at Stage 1 and are either. . .

Looking at data and yelling at the scoreboard (i.e. “I need more Pipeline Generation!” or “You’re single-threaded in this account. I need you to get higher and wider!”—without showing them how. 

Or they are abdicating their responsibility by saying, “You’re in charge of your territory and the CEO of your business. I shouldn’t have to tell you how to do your job. Go figure it out.” 

Or they’re just reporting the news up the chain of command without any rigor to helping to diagnose the gaps or provide any value-add. 

Again, the only way to get the frontline team consistently executing at a high-level is if FLMs are following the WCC Development Cycle and consistently coaching and reinforcing the right behaviors (or inputs) that drive the desired outputs (or results.) 

THE KEY IS CONSISTENCY

Think of it this way. . . 

To have consistent results, you must have consistent Individual Contributor (IC) behavior. 

To have consistent IC behavior, you must have consistent FLM reinforcement.

To have consistent FLM reinforcement, you must have a consistent management approach and operating rhythm/cadence—anchored by the most important meeting of the week: the Weekly (1:1) Coaching Conversation.

Remember: What gets measured, doesn’t get done. What gets consistently reinforced, gets done.

Hi, I'm Brian Souza

CEO - Productivity Drivers & author of The New York Times Bestseller, The Weekly Coaching Conversation

I’m excited to say that having worked with over 10,000 sales managers/leaders from some of the industries top companies including ServiceNow, Google, SAS Institute, Boeing, Medallia, Nutanix, AbbVie, AstraZeneca, and Wells Fargo just to name a few… 
And after well over a decade of research and a lot of trial-and-error, we have finally managed to crack the code on the quickest way to transform virtually any manager into a world-class coach and systematize sales excellence.

In addition to working with large companies and organizations like I’ve done for years, I really wanted to start helping more people and make an even bigger impact by allowing individual managers / leaders and small teams to participate as well. 

After years of research and development, we have created a completely new (WCC 2.0) program, member experience, and elite community designed to help managers / leaders short-cut the process and fast-track the journey of becoming a world-class coach. I’m thrilled to announce our brand new World-Class Coach Academy!” 

For a limited time, I’m giving friends / colleagues in my network the opportunity to join as a founding member for a special, VIP discounted rate!
“We hired Brian to provide a framework for all our first line managers early at ServiceNow. As a leader, I needed to get the max from every person on the team. His training reinforced my vision and gave our people the tools they needed to execute. Brian helped build a company now worth $100 Billion! His training helped bring our managers and our employees to a higher level!”

 —David Schneider, President Emeritus at ServiceNow

INTRODUCING OUR BRAND NEW

Beliefs control behavior. Lasting behavior change is driven by identity change. Thus in this stage we unpack the Management Approach Matrix and take participants on an introspective journey that will fundamentally change the way they think about their role, their team members, and what they must do to consistently get the most out of them. 
  • The ONE thing that separates world-class leaders of high-performance teams from most managers 
  • The real reason your team is holding back from giving you their best
  • One simple change you can make to your management approach that will have a massive impact on your team’s performance— that doesn’t require any extra time
  • ​Two critical beliefs you change to transform your team’s performance and fast-track your journey towards becoming a coach
  • ​Learn from world-class coach case studies and examples
  • ​Introspective activities designed to help participants understand and assess how their current management approach might be impacting the relationship dynamics with their team members and their performance. 
  • Watch 4 instructional videos and break down the Nice-Guy Manager, the Do-It-All Manager (a.k.a. “super rep”), the Micromanager, and this elite, world-class leader of high-performance team’s we call the Coach.
In Stage 2 we help clarify where you and your team members want to go—your destination—why you want to go there, and the quickest way to help you close the gap. 
  • How to leverage Leading Indicators (LIs) to drive consistent Pipeline Generation, Pipeline Progression, and data-driven development of your people 
  • How to uncover your team members’ WHY and leverage it to get bottom’s up buy-in and commitment vs. mere compliance
  • How to bring clarity and focus to the critical few behaviors/activities that will move the needle the most (20% that will drive 80% of results)
  • ​How to become consciously competent at the vital few areas so that you can effectively coach your team
  • How world-class coaches seamlessly integrate leading Indicators (LIs) a sales process and a consistent cadence to run their business like a GM
Consistently executing at a high-level is all about learning (and ultimately mastering) the fundamentals. At this stage you will learn the core WCC Fundamentals.
  • How world-class coaches leverage the WCC Development Cycle to drive consistent execution and continuous improvement
  • The 5 WCC Fundamentals (or skills) which include: Proactive Observation, Socratic Questioning, Intent Listening, Performance Feedback, Goal-Setting, and Performance Management 
  • The power of weekly goal-setting and how to create a Weekly MAP (which we will leverage as part of your weekly coaching conversations)
  • ​How to leverage scientifically proven strategies of behavioral science and habit formation to reinforce the right habits that drive consistent execution and continuous improvement
Leaders create culture. Culture creates behavior. Behavior drives performance. At this stage participants will learn how to create a high-performance environment or culture that is conducive to consistent execution and continuous improvement. 
  • One secret strategy that will unlock your team’s discretionary effort, drive massive engagement, prevent attrition, and increase team member loyalty 
  • How to create the type of high-performance environment where you’re team will be fired up to come into work and give you their very best each and every day
  • How to create psychological safety and build trust so that your team will be open, transparent, and honest with you about the gaps in their pipeline, deals, and their own skill set 
  • How to facilitate a “Level Set Conversation” which will instantly hit the reset button on the relationship dynamics with your team as clear the air before getting into the WCC cycle
  • ​3 critical ingredients you must bake into the relationship dynamics with your team if you want to consistently get the most out of them
This is the most important stage in the journey. This is where you will learn all about your new high-performance management operating system we call “the WCC System”—which helps systematically ensure that frontline teams are consistently executing at a high-level—and continuously learning, growing, and improving. 
  • How to transform your one-on-ones from an interrogation of the pipeline into a constructive coaching conversation that moves the needle
  • ​How to systematically coach consistent pipeline generation and pipeline progression
  • ​Discover the high-leverage point that will significantly move the needle on your teams performance with the least amount of time, effort (and zero resistance)
  • ​How to help your team minimize distractions and maximize focus on the right short-term, revenue-generating priorities
  • ​How to systematically condition your team members to start holding themselves accountable for following through and doing what they said they were going to do and/or doing what you asked them to do
  • ​Watch a two-part instructional coaching video series where Coach Rob shows you how to facilitate a Weekly Coaching Conversation. 

WHEN YOU JOIN THE WCC ACADEMY NOW YOU WILL GET ACCESS TO 5 FREE BONUSES

FREE BONUS #1

5 Weeks of Group Coaching Calls

($4,997 VALUE)

  • 5 Group Coaching/Q&A calls with Brian Souza where he will coach you through the process and, as your coach, hold you accountable for executing 
  • Learn new cutting-edge tactics strategies not covered in the core program
  • Opportunity to learn best practices from peers and other world-class coaches
  • ​Access to archived group coaching calls

FREE BONUS #2

Quick Coaching Conversation Mini-class

($497 VALUE)

Virtually any encounter with a team member is an opportunity to have a quick in-the-moment, two-minute coaching conversation that will move the needle on performance. In the aggregate, these seemingly small, incremental 1% gains will add up to a massive improvement in the team’s overall performance. 
  • Learn how to leverage Quick Coaching Conversation (QCC) Framework 
  • Learn the skills required to facilitate a quick, in-the-moment constructive coaching conversation
  • Watch a two-part instructional coaching video series to see how a world-class Coach leverages the QCC Framework 

FREE BONUS #3

Critical Coaching Conversation Mini-class

($997 VALUE)

Leveraging the Critical Coaching Conversation Framework in conjunction with the core WCC System allows you to move upstream to proactively diagnose—and resolve—performance issues before they become a serious problem. 
  • How to leverage our new Critical Coaching Conversation (CCC) framework to proactively diagnose the root cause of performance issues far in advance of putting in place a formal Performance Improvement Plan (PIP)
  • How to leverage leading Indicators (LIs) to identify performance gaps weeks or months before they would otherwise appear
  • Examples of how to coach through Pipeline Generation (PG) issues—without getting any resistance or pushback
  • ​Break down a three-part instructional coaching video series to observe how world-class coaches leverage the CCC Framework

FREE BONUS #4

Building Champions

($497 VALUE)

How to double win rates, increase deal size, shorten sales cycles, and save time by IDENTIFYING, DEVELOPING, LEVERAGING, and TESTING CHAMPIONS
  • What differentiates a “champion” from a “coach”
  • ​Understanding the three whys
  • ​Two critical criteria of a champion
  • ​How to identify, build, test, and leverage champions to get to the Economic Buyer (EB) and close big deals, fast

FREE BONUS #5

World-class Coach Swag Box

($247 VALUE)

As cool as the contents of our new WCC swag box are, they actually serve a practical purpose as a visual reinforcer reminding our members to develop the habits of acting like a coach. 

become a FOUNDING MEMBER OF OUR BRAND NEW WORLD-CLASS COACH ACADEMY

HERE’S A RECAP OF EVERYTHING YOU’LL GET when you join today

  • Core WCC Program ($2,997 value)
  • FREE BONUS #1: 5 Group Coaching Calls ($4,997 value)
  • FREE BONUS #2: Quick Coaching Conversation Mini-class… ($497 value)
  • FREE BONUS #3: Critical Coaching Conversation Mini-class… ($997 value)
  • FREE BONUS #4: Building Champions Mini-class… ($497 value)
  • FREE BONUS #5: World-Class Coach Swag Box ($247 value)

Total Value: $10,232

You get EVERYTHING for just

One Payment of $997

Limit: 5 Licenses per Company at this Heavily Discounted Rate.

WANT TO TRANSFORM THE PERFORMANCE OF YOUR BROADER TEAM OR ORGANIZATION? Click the button below to apply for a VIP Pilot

“The Weekly Coaching Conversation Training is an approach and methodology to coaching that is simple, effective, and comprehensive. It is an approach people feel they can easily adopt. For years we have asked managers to coach their employees; the WCC shows them how to coach at SAS Institute.” 

—JASON HUCKABEE, VICE PRESIDENT ORGANIZATIONAL EFFECTIVENESS AND DEVELOPMENT

OUR RISK FREE GUARANTEE

30 DAY FREE LOOK POLICY

If you aren’t satisfied for any reason, just drop us a note within 30 days of your purchase and you’ll get back 100% on your investment. Given this added insurance policy, there no reason you shouldn’t sign up now and give it a try. 

THE BESTSELLING BOOK THAT SPARKED A MOVEMENT

"Coaching is not merely something that you, as a manager, must do. A Coach is someone that you, as a leader, must become.” - Brian Souza

ABOUT YOUR COACH

BRIAN SOUZA

Brian Souza is the CEO and founder of ProductivityDrivers—an innovative sales performance management company specializing in building world-class, high-performance sales leaders, teams, and organizations.

Through his groundbreaking original research, Souza has discovered how to systematize sales excellence by systematically ensuring that frontline sales teams are consistently executing at a high level—and continuously learning, growing, and improving.

As a respected thought leader, Souza is highly sought after as a keynote speaker, trainer, and consultant by top companies and organizations world-wide. Clients include ServiceNow, Google, SAS Institute, Boeing, Medallia, Nutanix, Samsara, AbbVie, AstraZeneca, and Wells Fargo just to name a few.

Brian is also the author of The New York Times Bestseller, The Weekly Coaching Conversation and Become Who You Were Born to Be (Random House, 2007) which has been published in multiple languages world-wide. He lives in San Diego with his wife, two daughters, and their dog, Gunnar.

HOW WE ARE DIFFERENT

WHAT MAKES THIS PROGRAM, SO DIFFERENT, SO SPECIAL, SO UNIQUE?

In short, it works. 

We have invested well over a decade of research and trial-and-error codifying what it really takes to become a World-Class Coach and distilled it down into a simple to understand, easy to apply Success Path Blueprint which has been proven to short-cut the process and fast-track this transformation. 

Unlike most one-and-done training programs, our new World-Class Coach Academy provides members with group coaching, ongoing support and learning, and an opportunity to network and learn from an elite group of like-minded leaders and coaches. 

From an instructional design standpoint, instead of being merely programmatic like most traditional coaching / training programs, our new WCC System (the core framework of this program) was intentionally designed to be systematic. In other words, we have figured out how to seamlessly integrate consistent execution and continuous improvement into the operational rhythm, cadence, workflow, and DNA of the sales team or organization. 

For organization-wide implementation (a.k.a. “rollout”) of the complete WCC System which includes our WCC Team Program, we have have developed a new flipped training model built around our new Rings of Reinforcement Strategy which creates multiple levels of reinforcement, alignment, and leverage designed to ensure that the desired behavior change sticks. 

WANT TO TRANSFORM THE PERFORMANCE OF YOUR BROADER TEAM OR ORGANIZATION? Click the button below to apply for a VIP Pilot

 WHO IS THIS PROGRAM FOR?

While certain aspects of the core content of this program have been customized for Sales Leaders / Sales Managers, the strategies, tactics, and frameworks used are universally applicable for any functional area. 
This program is for:
  • GTM Leaders/CROs
  • ​VPs of Sales
  • ​Enablement Leaders / Rev Ops Leaders
  • ​First Line Managers, Second Line Managers, Third Line Sales Managers
  • ​Cross-functional people managers / non-direct sales managers 
“In all cases, weekly coaching vastly improved employee productivity.” 

—TIMOTHY KENINGHAM, PHD. GLOBAL CHIEF STRATEGY OFFICER AND EVP, IPSOS 

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