Practical guidance on assessment, hiring and development, with clear actions for the people responsible for the process.
Phoenix51 · Updated 15 September 2026
Assess sales candidates against the work the role requires. Combine a structured interview with a realistic task, agree the scoring criteria in advance and record what each candidate demonstrates.
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Phoenix51 · Updated 15 September 2026
The cost of an unsuccessful hire depends on your role and business. Build an estimate from actual recruitment, employment, training and management costs, then show uncertain commercial effects separately.
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Phoenix51 · Updated 15 September 2026
Define the behaviour you want training to change, assess it before the programme and review it afterwards in a comparable task or workplace situation. Treat sales results as one part of the evidence.
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Phoenix51 · Updated 15 September 2026
Useful performance coaching connects a specific goal with observed behaviour and an agreed next action. It gives the individual space to reflect while making progress concrete enough to review.
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Phoenix51 · Updated 15 September 2026
A strategy becomes actionable when priorities have owners, decisions, resources and review points. Connect the plan with the capabilities and behaviours people need to deliver it.
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Phoenix51 · Updated 15 September 2026
A useful strategy day begins with decisions to make and ends with owners, actions and review dates. Preparation and follow-through matter as much as the discussion in the room.
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