Sharon Little, VP of Global Sales Enablement, walks us through ideas and tactics on helping evolve sales enablement for 2024 and beyond.

Sharon's LinkedIn Profile

Sharon's Book - SalesCraft: The Sales Enablement Advantage

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Shownotes for the podcast transcript:

1. Introduction to the Rapid Enablement podcast and the guest, Sharon Little, who has extensive experience in sales enablement.

2. Discussion on the progress of sales enablement as an industry over the past 15 years, and the challenges it still faces in becoming a more recognized and strategic function.

3. Importance of having sales enablement leaders positioned close to the executive suite and involved in strategic business discussions to better align enablement efforts with the company's goals.

4. Recommendation for sales enablement leaders to be more proactive, including:

- Developing a business plan for enablement and socializing it regularly

- Conducting quarterly business reviews (QBRs) to showcase enablement's work and get feedback

- Focusing on measuring and reporting on the impact of enablement through metrics like productivity, pipeline, and revenue.

5. Advice on how to elevate the conversation around enablement by tying it to the company's key initiatives and measuring its impact.

6. Overview of Sharon's book "Sales the Enablement Advantage" and the value it provides for both new enablement leaders and executives looking to understand the function better.

7. Information on Sharon's availability for coaching and how listeners can reach out to her, primarily through LinkedIn.

We sit down with Christian Arrigo, Director of Sales Enablement @ Salt Security as we dive into his extensive experience with building and creating a sales enablement organizations from the ground up. You'll get to hear about his journey into sales enablement, as well as a framework he has used to help establish and build an enablement function.

Christian's LinkedIn Profile:

https://www.linkedin.com/in/christianarrigo/

Taylor's LinkedIn Profile:

https://www.linkedin.com/in/taylorscotto/

We sit down with Jill Bruno, Co-Head of Sales Development @AltiSales, as she dives into the art and science of how to onboard SDRs!

Jill Bruno's LinkedIn:

https://www.linkedin.com/in/jill-bruno-47b81855/

Taylor's LinkedIn:

https://www.linkedin.com/in/taylorscotto/

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LinkedIn: ⁠https://www.linkedin.com/company/the-rapid-enablement-podcast/

Rapid Enablement Podcast <> - July 02, 2024
Onboarding SDRs: A Critical First Impression @ 0:00

Jill emphasizes the importance of onboarding SDRs correctly, as it sets the tone for their entire experience with the organization. She stresses the need to manage expectations, make new hires feel valued and supported, and provide a structured yet challenging onboarding process.

⁠Onboarding Approaches: Smaller vs. Larger Companies @ 9:53⁠

Jill discusses the differences in onboarding approaches between smaller and larger companies. Smaller companies may have a more ad-hoc, flexible process, while larger enterprises tend to have a more structured, standardized onboarding program. She highlights the pros and cons of each approach and the need to collaborate with various stakeholders to ensure consistency and relevance.

Key Onboarding Principles: Expectations, Learning Styles, and Patience @ 16:43⁠

Jill outlines several key principles for effective onboarding, including setting clear expectations, accommodating different learning styles, and practicing patience and repetition. She emphasizes the importance of providing a roadmap for new hires and not assuming they know more than they do, even if they have prior experience.

⁠Jill's 30-60-90 Day Onboarding Framework @ 21:00⁠

Jill shares her detailed 30-60-90 day onboarding framework, which covers observing the team, learning the products and services, setting up reporting and KPIs, and gradually implementing and monitoring changes to drive continuous improvement.

⁠Assessing SDR Readiness and Providing Ongoing Support @ 27:47⁠

Jill discusses how to assess when an SDR is ready to start making calls, considering factors like time on the job, confidence, participation in training, and the types of questions they ask. She also emphasizes the importance of providing ongoing one-on-one support and coaching, even after the initial onboarding period.