For Coaching
Most training runs
on faith. This runs on evidence.
The 6-Week Sales Execution Sprint uses the same three-signal system as our hiring diagnostic — measured before the sprint starts, and measured again when it ends. Not attendance. Movement, per lever, per person.
Six weeks is our standard cadence. Actual duration scopes to team size and where the baseline shows the team starting from.
Why baseline first
Training without a baseline
is a story, not a result.
Most sales training reports attendance and a satisfaction score. Neither tells you whether anyone actually got better at selling. A baseline turns “we ran a workshop” into “here's what moved, and by how much.”
What attendance-only training gives you
What the baseline gives you
What you get at the end
The Sprint
Six weeks, structured —
not six weeks, generic.
Weekly live sessions, each paired with a short micro-assessment that unlocks as the session is delivered — so you can see what was actually retained, not just who showed up.
Before the sprint
Baseline diagnostic
The full SBI, REI, and LPI run across the cohort. This is the fixed point every later comparison is measured against.
Weeks 1–6
Live sessions + micro-assessments
A weekly session targeting a specific lever, paired with a short assessment that unlocks once the session is delivered — checking retention in the moment, not weeks later.
After the sprint
Measured delta report
Baseline vs. post-sprint, per lever, per participant — and a cohort-level view of where the team moved together.
Measured Delta
Improvement, shown —
not just claimed.
The same three levers measured at baseline — Judgment, Resilience, Execution — get measured again at the end of the sprint. The report shows exactly where the team moved, where it held steady, and where it didn't change.
This is deliberately not a pass/fail scorecard. A lever that didn't move is still useful information — it tells you where a second sprint, or a different intervention, might be needed.
Baseline → Post-Sprint (Cohort Average)
Illustrative cohort data. Individual participant reports break this down per person.
Two entry points
New joinees or existing team —
same sprint, different starting point.
Hire-and-coach
New joinees
A candidate hired through the SRI already has a baseline on file. The sprint becomes onboarding — not a separate program bolted on months later.
Coach existing staff
Your current team
No prior SRI on file. The sprint opens with the baseline diagnostic, then runs the same six-week structure from there.
How to think about the delta
The measurement is honest about what it can show.
What happens after the sprint depends on your team.
A measured delta tells you what moved during the sprint. It doesn't guarantee that movement holds six months later, or that it converts directly into quota attainment — that depends on coaching reinforcement, management follow-through, and your market conditions. What the delta gives you is something most training programs don't: proof that something changed, and exactly where.
Stop training on faith.
Measure first. Then coach.
Six weeks, structured. A baseline you can point to. A delta you can show leadership.