For Coaching
Training is delivered.
Coaching is practised.
A six-week sprint built on your team's own calls. Every week your reps watch a short video, work through scenarios from your sector, record a response a coach actually listens to, and take the hard call live on camera.
Six weeks is the standard cadence. Actual scope depends on team size and what the discovery calls surface.
Why practice
A workshop ends when
the trainer leaves the room.
Most sales training reports attendance and a satisfaction score. Neither tells you whether anyone handles the next call differently. Reps get better at selling the way they get better at anything — by doing it badly in front of someone who can correct them.
What attendance-only training gives you
What a sprint asks of your reps
What you have at the end
Inside a week
Four things, every week —
and the reps do most of the talking.
01
A short video
Five minutes, one idea, then straight into practice. No two-hour lectures, no library nobody opens.
02
Practice scenarios
Judgment calls drawn from your industry and sub-sector — the stalled parent, the site-visit no-show, the price objection your reps actually hear.
03
A recorded reply
Reps talk their answer out loud and a coach listens to it. There is no auto-grade here — that is the point.
04
A live JAM
The coach runs a working session. Reps role-play the same scenarios on camera and get corrected in the moment.
One full week of the sprint is open. No form, no login.
The end of week 6
Coaching that leaves
a paper trail.
Most training ends with a feedback form. This ends with each rep standing in front of your stakeholders and presenting — and with their manager describing what they now see, against what they described before week 1.
Nothing here is a pass/fail scorecard. A rep who hasn't moved on a lever is useful information too — it tells you where the next intervention belongs.
The final presentation
Each rep presents to your stakeholders — the sprint's own test of whether they can hold a room.
Manager observation, repeated
The same behaviour-description form their manager filled in at week 0, filled in again.
Practice evidence
Every scenario answered and every voice recording, kept on the platform and reviewable.
Readiness score, pre and post
A Sales Readiness Index per rep across judgment, resilience and execution.
Two entry points
New joinees or existing team —
same sprint, different starting point.
Onboarding
New joinees
Run the sprint as onboarding rather than a programme bolted on months later. New reps build the habit of practising before they build the habit of winging it.
Upgrading
Your current team
The sprint opens with a discovery call per rep and their manager's observation, then runs the same six-week structure from wherever the team actually is.
What six weeks can and can't do
We're honest about the timeline.
What happens after the sprint depends on your team.
Six weeks changes how your reps handle the conversation. Whether that holds six months later, or converts into quota attainment, depends on coaching reinforcement, management follow-through and your market — and it shows up over the quarter that follows, not inside the sprint. What you get at the end of week 6 is something most programmes never produce: a clear view of what changed in how your team sells, and where it didn't.
Better Sales.
Beyond Training.
One full week of the sprint is open to walk through. No form, no login, no call first.