The Secret Sauce to Sales Success

This is what they told us, stack-ranked in order of popularity (or indeed concern).

Founders and business leaders tell us they face these challenges and issues daily:

Let’s step through these individually:

1. Hiring hell: “this is brutal, this is painful, this is slow.”

The whole hiring process is tough, unpredictable and high-risk. Hiring and building a team is fraught with multiple challenges around cost, risk and time. In today’s market, with additional constraints and demands from employees, hiring is an extremely difficult challenge.

So how can you lessen its impact? By using what we (and the market) call Supplementary GTM Services. It’s not that ‘dirty word’ outsourcing, but a tailored set of flexible services to help you build a repeatable business engine, one where you’re in control.

2. “What do I need to run campaigns-weighted pipeline to closure? I’m not an expert.”

Consider all the things you need to think about when executing your Go-to-Market strategy. Targeting a campaign to the right personas, building an effective cadence that supports your company’s values, developing your buyers’ education, engaging them towards a weighted pipeline and encouraging them to commit to you… It’s a team sport!

With a CRO (Chief Revenue Officer) approach, attempting to get all the services to work together is a huge undertaking. Founders have to sit down and think about the different functions that need to come together to form a powerful campaign that leads to a weighted pipeline. This needs to be executable, measurable and repeatable, and a broad set of functions. If you were to go to the market and hire individuals to do this, you would be looking at a team of at least six people.

Here’s a great example of this in practice: let’s say you are thinking of hiring two great Business Development Reps. The value of a strong management layer here is critical but often overlooked. iri the Sales Growth Team offer, all of this is included. We support you to step into resources, technology and methodologies from day one – without having to hire all of the above.

Integration, integration, integration is essential! Having all functions integrated is key when driving successful campaigns to closure. For us, pulling it all together as a team is easy … We have established teams, all working together very successfully. Forbes suggests there are 13 key steps to developing a Go-to-market plan even before execution. We are here to help.

3. Mis-fires & mis-hires: “I’m very concerned!”

Needless to say, the cost of getting it wrong can be astronomically expensive and, for some businesses, it can be fatal.

4. My sales assets: “I don’t really know what I’ve got or how to use them?”

“I don’t realise what I’ve got. How do I make sales and Go-to-Market really work for me? It’s a dark art – how do I ensure I identify all sales assets and make sure they are used in campaigns in the right way at the right time for marketing and sales assets I have, or how to use them in a repeatable and resource-conscious way?”

This is a fascinating issue. We’ve met with start-ups who have a FTSE 100 customer, but they never talk about the business value their customer derives from their use of that Software as a Service (SaaS) application, not even in an academic sense. In addition, we have seen founders get involved in every sales opportunity, at every sales stage. This is not scalable! Our methodology pulls out the value in your organization’s assets and, most critically, applies this to the sales process, making the value repeatable and scalable.

5. “I don’t want to disrupt my culture. I want to be in control.”

“I want to enhance what I’ve already got, make my existing people more effective first.”

A frequent comment is that founders have nurtured a great working environment (pointing to “The Great Resignation” and the importance of quality work experience) and they want to maintain their high quality and culture.

Our services are supplementary in nature and designed to be easy to consume. We help and support your company. Our approach avoids the disruption and friction often associated with bringing in a big personality. And we strive to improve the experience of your existing employees.

6. “How can I leverage other organizations’ investments to help us grow?”

At Sales Growth Team we have heavily invested in our own onboarding, our people, our technology stacks (such as SalesLoft) and our processes and methodology. We are constantly investing in capacity ahead of demand, so you don’t have to!

7. “I have a great offer – now I need scale and horsepower.”

“I want to enhance what I’ve already got, make my existing people more effective and add horsepower scale to our operations.”

We have the ability to get you started within four weeks and manage, plan and underpin resourcing for growth. How much weight would this remove from your shoulders? What could you do, as a leader, with this additional time and headspace?

8. “We must be cost efficient and aligned with our strategy.”

Our market offer includes four elements:

• Analyse
• Build
• Operate
• Transfer

“I ultimately want good people on the books.”

Sales Growth Team is proud to offer this capability. You can also consider our tailored approach that includes a Pay-for-Results (PFR) strategy. This ensures we always have a commercial interest in your successful material outcomes.

So, do you agree with our findings? If you are experiencing any of these issues and would like an open discussion with us about it, please get in touch and I will respond to you personally.

Sources:

“Can Tech Startups Keep Up?” – Stephanie Palmer-Derrien, November 11 2021

“Salary Boom Sets Alarm Bells Ringing” – January 13^th 2022

“Employees Seek Personal Value…” ­– January 13^th 2022

The 7 Biggest Trends Upending Sales Today – McKinsey, January 2022

“13 Steps to Developing A Go-To-Market Strategy” – Forbes, September 2020