Fatal Mistake 4: Talent Fumbles (Hiring, Training, Incenting) Predictable Revenue requires you have repeatable people processes. For example, “sink or swim training” in which new hires have to fend for themselves after a few hours or couple of days of training is not repeatable. Executives make all kinds of other mistakes here, including: Hiring Poorly: Especially in sales leadership (i.e., taking the resume at face value). Remember, salespeople are talented at SELLING,including themselves! Insufficient Training: Back to training… new hires should spend time in any services area that works with live customers before starting their “real” job, to learn what it’s like to be in the customer’s shoes. See the graphic below for an example of the “ladder training” approach. Train New Employees in Support / Services Very important: train salespeople in non-sales roles Misguided Ramp Time Expectations Think 1-3 months for inside Account Executives, and up to 6-18 (yes 18!) months for field or enterprise Account Executives. What is the best way to help them ramp faster? Help them with lead generation, rather than counting on them to develop 100% of their own deals.