Today’s modern reps move to new companies and roles every few years (or less). With this ever-shrinking sales talent lifecycle, enablement feels increased pressure to maximize productivity. That means finding better ways to focus and deliver readiness efforts (like training or coaching) when, where and how the sales force works.
Think back to your high school days. Remember taking the SAT? It's nerve-racking and important to your future, which is why many of us worked with an SAT tutor in high school. But how do you hire a good one when they all basically do the same thing?
If you were researching potential tutors, imagine these were your options:
- Tom, SAT Tutor, 2002-2019
- Diane, SAT Tutor, 2010-2019: Do customized in-home tutorials for high school sophomores, juniors, and seniors. Tutored over 80 students.
- Kelly: SAT Tutor: 2005-2019:
- 80% of my students improved over 150 points from the previous test
- 60% of my students rank in the 90th percentile
- On average, 25% of my students tutored get accepted into an Ivy League college
- No student has ever accepted our 100% money-back guarantee
Which one of these tutors would you hire?
Kelly clearly stands out. Her description is results-focused and makes you say, “I want THAT.” It doesn’t just show what she did; it shows how well she does her job. And that’s what matters.
As a sales enablement professional, people don’t want to hire you for the jobs you’ve held. They want to hire you for the results you’ve driven for those companies.
Before sales enablement was “a thing,” trainers put butts in seats and trained them. Their success metrics were number of people trained and (possibly) survey results. But that isn’t good enough anymore.
Literally every day, I speak to CROs who ask me to find them talented sales enablement professionals. And the people who stand out are the ones that highlight their accomplishments.
For example, a good LinkedIn profile might detail how they drove up their win rates from 40% to 73% by instituting persona-based messaging certification; or how they shrunk ramp-up time from 120 days to 65 days by modernizing the onboarding program with a blend of computer-based pre-work and instructor-led training. This is what companies are looking for.
So, in true SAT style, if you’re omitting your results on your LinkedIn profile, are you telling potential employers that:
A. I have not driven results worthy of highlighting
B. I am not revenue and KPI-minded
C. I’m too lazy to update LinkedIn
D. A and B
E. All of the above
You decide which it is for you. But understand that in the modern world of sales enablement, we’re all expected to be revenue-minded and focused on KPIs.
If you’re not grounding every enablement program in baseline metrics and the resulting metrics, start doing that today. And if your LinkedIn profile has job descriptions that look more like Tom and Diane than Kelly’s, break out your No. 2 pencils and get to work.