The Importance Of Follow-through "One hit wonder" programs without follow-through actually detract from performance: 1) any progress isn't lasting, 2) you've wasted the time and resources invested in the one hit wonder, and 3) your team will see that you or the organization aren’t really committed to training... so why bother? For an ongoing lasting benefit to your productivity, you MUST follow through on each aspect of the program and demonstrate management's commitment to it. If you aren't committed, your sales reps won't be committed. Example: A New Hire Program and Sales Boot Camp Does your company have any formal initial training for new salespeople and hires? For example, a "Sales Boot Camp" ending with certification exercises in how reps conduct initial sales presentations and demos? New hires should be initially ranked by performance for sales executives. Over time, salespeople should annually re-certify on product knowledge and competition, two examples of ever-changing areas. Example: Embedding Training Into Career Paths Use internal promotion paths for additional opportunities to train people. When a salesperson wants a promotion, put them through a mock sales situation depending on their level of experience. For example, the most junior people can go through a "first call customer pitch" presentation (the first in-person presentation to a prospect company) as their promotion interview. This both gives the interviewing sales executives a chance to assess potential, and incents salespeople to invest in developing the skills they need to get to the next sales level (public speaking, objection handling, etc.).