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RAIN Group Sales Blog

Your source for sales advice, tips, research, and insights to unleash sales potential.

TL;DR? Download the complimentary guide and take it to read later. In today's competitive sales landscape, having a well-structured sales playbook can be the difference between good and great performance. Research underscores the critical importance of effective sales enablement including sales training, and, by extension, sales playbooks, in setting the stage for transforming your sales organization.

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Ask your sellers if they enjoy attending sales team meetings and you may hear things like, “They’re a waste of time,” “The meetings are monotonous,” “I’m sick of being talked at,” and “I don’t understand why I have to attend.” Most sales team meetings miss the mark.

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Sales enablement isn't just a nice-to-have—it's a strategic imperative for driving sales success in today's dynamic business environment. Yet, many organizations struggle to implement and sustain effective sales enablement initiatives. This article explores how leveraging change management principles can transform your sales enablement strategy, leading to lasting improvements in sales performance. We'll discuss:

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When it comes to sales performance, getting the most out of your team starts with strong onboarding. Organizations with effective onboarding are 6.3x more likely to prepare their new sales hires to succeed.

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Recruiting and hiring strong sales talent isn't for the faint of heart. It is, in fact, the top challenge facing sales and enablement leaders (cited as “very challenging” by 52%). It's not only challenging, but also takes a significant investment of resources to find, hire, and retain talent.

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In the competitive landscape of B2B sales, organizations are constantly seeking ways to improve their sales training to drive better results. One highly effective approach we’re seeing gain traction among our clients is the establishment of field advisory boards.

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TL;DR? Download a PDF of these questions to use in your sales interviews. As a sales leader or sales enablement executive, you know just how important it is to hire the right sales reps for your team. The key to raising your hiring success rate, as we’ve written elsewhere, is to follow a process built on strategy, sourcing, screening, scoring, and selling. But how do you conduct engaging recruiting interviews that help you assess candidates’ skills, personality, and fit for your company culture? What questions should you ask? How can you gauge candidates’ actual abilities?

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Assume you’re a sales manager for a mid-sized enterprise. You’ve just received a call from your chief revenue officer who wants to know how much revenue you expect your team to produce between now and the end of the year. You pull up your spreadsheet and start reviewing the numbers, but the forecast just doesn’t look right. Sales have been consistent, but there are so many variables at play and it’s hard to predict what the future holds. Market conditions are volatile, sales cycles are getting longer, and your team is experiencing turnover. To make matters worse, the data you’re working with is incomplete and outdated. You're feeling the pressure to get it right but you’re not confident you can.

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More than ever, sales teams are struggling with unqualified leads, missed sales goals, and lost opportunities. Increasingly, company and sales leaders are turning to coaching as a solution. And why not? Executive and personal-effectiveness coaching have historically yielded great results. According to the International Coaching Federation, the average company can expect a return of 7 times the initial investment in coaching.1 Shouldn’t the same be expected from sales coaching?

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If you’re a sales or enablement leader charged with training sales managers, you’ve likely been asked, or asked yourself, “What are the core skills and competencies our sales managers need to effectively coach and develop our sellers?” As you dig into this question, developing effective sales managers can seem like a daunting challenge.

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