sales-coaching

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Sales Coaching & Training

销售辅导与培训

Help the user build coaching programs, onboard new reps, run role-plays, design certification paths, and measure coaching impact. This skill is tool-agnostic and applies to any enablement platform (Seismic Learning, MindTickle, SalesHood, Brainshark), conversation intelligence tool (Gong, Chorus), or manual approach.

帮助用户搭建辅导项目、完成新销售代表入职、开展角色扮演、设计认证路径并衡量辅导效果。本Skill不绑定特定工具，适用于任何赋能平台（Seismic Learning、MindTickle、SalesHood、Brainshark）、对话智能工具（Gong、Chorus）或手动操作方式。

Step 1 — Gather context

步骤1 — 收集上下文

Ask the user:

What do you need?
- A) Build a new rep onboarding program
- B) Create a coaching framework for managers
- C) Design role-play/practice exercises
- D) Build certification or skill assessment paths
- E) Improve ramp time for new hires
- F) Measure coaching effectiveness
- G) Other
Team size and structure?
- A) Small team (<10 reps, player-coach manager)
- B) Mid-size (10-50 reps, dedicated managers)
- C) Large (50-200, enablement team)
- D) Enterprise (200+, enablement org)
Current coaching tools?
- A) Seismic Learning
- B) Gong/Chorus (conversation intelligence)
- C) MindTickle
- D) Brainshark
- E) SalesHood
- F) LMS (generic)
- G) Spreadsheets/manual
- H) Nothing formal
Sales methodology?
- A) MEDDPICC
- B) SPIN
- C) Challenger
- D) Sandler
- E) Value Selling
- F) Custom/none

If the user's request already provides most of this context, skip directly to the relevant step. Lead with your best-effort answer using reasonable assumptions (stated explicitly), then ask only the most critical 1-2 clarifying questions at the end — don't gate your response behind gathering complete context.

询问用户：

您的需求是什么？
- A) 搭建新销售代表入职项目
- B) 为经理创建辅导框架
- C) 设计角色扮演/练习场景
- D) 搭建认证或技能评估路径
- E) 缩短新员工上手时间
- F) 衡量辅导有效性
- G) 其他
团队规模与架构？
- A) 小型团队（<10名销售代表，身兼球员与教练的经理）
- B) 中型团队（10-50名销售代表，专属经理）
- C) 大型团队（50-200名，配备赋能团队）
- D) 企业级团队（200+名，配备赋能部门）
当前使用的辅导工具？
- A) Seismic Learning
- B) Gong/Chorus（对话智能工具）
- C) MindTickle
- D) Brainshark
- E) SalesHood
- F) LMS（通用学习管理系统）
- G) 表格/手动方式
- H) 无正式工具
销售方法论？
- A) MEDDPICC
- B) SPIN
- C) Challenger
- D) Sandler
- E) Value Selling
- F) 自定义/无

如果用户的请求已提供大部分上述信息，可直接跳至对应步骤。先基于合理假设给出初步方案（需明确说明假设），最后仅询问1-2个最关键的澄清问题——无需等收集完所有信息再给出回应。

Step 2 — Coaching strategy

步骤2 — 辅导策略

Onboarding program design

入职项目设计

30-60-90 day framework:

Days 1-30 (Learn):

Company/product knowledge (what we sell, who we sell to, how we win)
Sales process and methodology
Tool training (CRM, sales engagement, enablement platform)
Shadow 5+ calls with top performers
Complete product certification
Milestone: Pass product knowledge assessment (80%+ score)

Days 31-60 (Practice):

Role-play discovery calls, demos, and objection handling
Make first prospecting calls with manager listening
Run first demo (manager shadows)
Complete methodology certification (MEDDPICC, SPIN, etc.)
Milestone: Successfully run a discovery call solo with positive manager feedback

Days 61-90 (Perform):

Own pipeline independently
Close first deal (or advance first opportunity past discovery)
Receive weekly 1:1 coaching from manager
Peer coaching sessions
Milestone: Hit 50%+ of monthly quota

30-60-90天框架：

第1-30天（学习阶段）：

公司/产品知识（销售产品、目标客户、制胜逻辑）
销售流程与方法论
工具培训（CRM、销售互动工具、赋能平台）
旁听5场以上顶级销售代表的通话
完成产品认证
里程碑：通过产品知识考核（得分≥80%）

第31-60天（练习阶段）：

角色扮演：发现式通话、产品演示、异议处理
在经理旁听下完成首次开发客户通话
在经理陪同下完成首次产品演示
完成方法论认证（如MEDDPICC、SPIN等）
里程碑：独立完成一场发现式通话并获得经理正面反馈

第61-90天（执行阶段）：

独立负责销售管线
完成首单成交（或推动首个机会通过发现阶段）
每周接受经理1对1辅导
参与同伴辅导会议
里程碑：完成月度配额的50%以上

Manager coaching framework

经理辅导框架

Weekly 1:1 coaching structure (30 min):

Pipeline review (10 min) — review top 3-5 deals, identify risks, plan next actions
Skill coaching (15 min) — review one call/meeting, identify one skill to improve, practice
Goal setting (5 min) — one specific action item for the week

Coaching models:

GROW: Goal → Reality → Options → Will — structured coaching conversation
SBI: Situation → Behavior → Impact — for giving feedback
Ask-Tell-Ask: Ask what they think → Share your observation → Ask how they'll apply it

Monthly coaching cadence:

Activity	Frequency	Duration	Purpose
1:1 coaching	Weekly	30 min	Pipeline + skill development
Call review	Weekly	15 min	Review 1 recorded call together
Role-play	Bi-weekly	20 min	Practice specific scenarios
Skill assessment	Monthly	30 min	Evaluate progress on skill goals
Peer coaching	Monthly	45 min	Small group practice and feedback

每周1对1辅导结构（30分钟）：

管线复盘（10分钟）——复盘Top3-5商机，识别风险，规划下一步行动
技能辅导（15分钟）——复盘1场通话/会议，确定1项需提升的技能并进行练习
目标设定（5分钟）——制定1项本周具体行动项

辅导模型：

GROW模型：目标（Goal）→ 现状（Reality）→ 方案（Options）→ 行动（Will）——结构化辅导对话
SBI模型：场景（Situation）→ 行为（Behavior）→ 影响（Impact）——用于反馈沟通
问-讲-问模型：询问对方想法 → 分享你的观察 → 询问对方应用计划

月度辅导节奏：

活动	频率	时长	目的
1对1辅导	每周	30分钟	管线管理 + 技能提升
通话复盘	每周	15分钟	共同复盘1场录屏通话
角色扮演	每两周	20分钟	练习特定场景
技能评估	每月	30分钟	评估技能目标进展
同伴辅导	每月	45分钟	小组练习与反馈

Role-play design

角色扮演设计

Structure: Scenario brief (2 min) → Role-play (5-10 min) → Self-assessment (2 min) → Coach feedback (5 min)
Scenarios to cover: Cold call, Discovery call, Demo, Objection handling (top 5 objections), Negotiation, Executive conversation
Scoring: Use a rubric (1-5 scale) on specific skills: questioning, listening, positioning, handling objections, next steps
AI role-play: Seismic's Role-Play Agent and similar AI tools can simulate buyer conversations for practice without needing a live partner

结构：场景介绍（2分钟）→ 角色扮演（5-10分钟）→ 自我评估（2分钟）→ 教练反馈（5分钟）
覆盖场景：陌生开发通话、发现式通话、产品演示、异议处理（Top5常见异议）、谈判、高管沟通
评分标准：使用评分表（1-5分制）对特定技能打分：提问、倾听、定位、异议处理、后续行动
AI角色扮演：Seismic的Role-Play Agent及同类AI工具可模拟买家对话，无需真人搭档即可进行练习

Certification paths

认证路径

Product certification: Knowledge assessment on features, use cases, competitive positioning
Methodology certification: Demonstrate methodology application in role-play scenarios
Skill-based certification: Tiered badges (Bronze/Silver/Gold) for specific skills (discovery, negotiation, etc.)
Renewal: Certifications expire annually — re-certify to ensure skills stay current

产品认证：针对功能、使用场景、竞品定位的知识考核
方法论认证：在角色扮演场景中展示方法论的应用能力
技能型认证：针对特定技能（如发现式沟通、谈判等）的分级徽章（青铜/白银/黄金）
续期：认证每年过期——需重新认证以确保技能与时俱进

Step 3 — Platform-specific guidance

步骤3 — 平台专属指导

In Seismic Learning (formerly Lessonly)

Seismic Learning（原Lessonly）

Lessons: Create interactive lessons with text, video, images, and practice exercises. Assign to individuals or teams with due dates.
Practice exercises: Built-in role-play with video/text submission. Manager reviews and scores responses.
Learning Paths: Chain lessons into structured programs (onboarding, certification, skill tracks).
AI Role-Play Agent: Generative AI simulates buyer conversations based on your content in Seismic. Provides instant feedback.
Reporting: Track completion rates, assessment scores, and time-to-completion. Correlate with sales performance.
Integration: Syncs with Salesforce for tying learning completion to rep performance metrics.

课程（Lessons）：创建包含文本、视频、图片和练习的互动课程，可分配给个人或团队并设置截止日期。
练习任务：内置角色扮演功能，支持视频/文本提交，经理可进行复盘打分。
学习路径（Learning Paths）：将课程串联成结构化项目（入职、认证、技能提升轨迹）。
AI角色扮演Agent：生成式AI可基于Seismic中的内容模拟买家对话，并提供即时反馈。
报表：追踪完成率、考核分数、完成时长，可关联销售业绩数据。
集成：与Salesforce同步，将学习完成情况与销售代表业绩指标挂钩。

In Gong / Chorus

Gong / Chorus

Call coaching: Review recorded calls with AI-generated insights (talk ratio, questions asked, topics discussed).
Scorecards: Rate calls against methodology criteria. Track improvement over time.
Deal boards: Coach on deal execution by reviewing conversation patterns across the deal cycle.
Limitations: Great for call coaching but doesn't cover onboarding, certifications, or structured learning paths.

通话辅导：结合AI生成的洞察（对话占比、提问数量、讨论主题）复盘录屏通话。
评分卡：根据方法论标准对通话打分，追踪技能提升情况。
商机看板：通过复盘全周期对话模式，辅导商机执行。
局限性：擅长通话辅导，但不覆盖入职、认证或结构化学习路径.

In MindTickle

MindTickle

Sales readiness: Combines content, training, and coaching in one platform.
Role-play: AI-powered practice with scoring and feedback.
Ideal Rep Profile: Benchmark skills against top performers.
Analytics: Readiness index scores across the team.

销售准备度：集内容、培训、辅导于一体的平台。
角色扮演：AI驱动的练习功能，支持打分与反馈。
理想销售代表画像：对标顶级销售代表的技能基准。
分析：团队层面的准备度指数评分。

In SalesHood

SalesHood

Video coaching: Reps record practice pitches for manager review.
Huddles: Team coaching sessions with structured agendas.
Playbooks: Step-by-step guides with embedded learning.

视频辅导：销售代表录制练习Pitch供经理复盘。
小组会议（Huddles）：结构化议程的团队辅导会议。
Playbooks：嵌入学习内容的分步指南。

Manual / Spreadsheet approach

手动/表格方式

Google Docs: Create onboarding checklists and coaching templates. Works for <10 reps.
Spreadsheet tracker: Track certification completion, role-play scores, coaching session notes.
Limitations: No engagement tracking, no automated assignments, no AI practice. Breaks down fast above 10 reps.

Google Docs：创建入职清单和辅导模板，适用于10人以下团队。
表格追踪器：追踪认证完成情况、角色扮演得分、辅导会议记录。
局限性：无法追踪参与度、无自动分配功能、无AI练习工具。团队规模超过10人后难以维持。

Step 4 — Measuring coaching impact

步骤4 — 衡量辅导效果

Metric	What it measures	Target
Ramp time	Days from start to first quota attainment	Reduce by 20%+
Time to first deal	Days from start to first closed-won	<90 days for new AEs
Quota attainment by cohort	% of quota hit by onboarding cohort	70%+ by month 6
Coaching session completion	% of scheduled 1:1s actually held	90%+
Certification pass rate	% passing on first attempt	80%+
Skill improvement score	Change in role-play/assessment scores over time	Positive trend
Rep retention	Turnover rate for coached vs uncoached reps	Lower for coached

指标	衡量内容	目标
上手时间	从入职到首次达成配额的天数	缩短20%以上
首单时间	从入职到首次成交的天数	新客户经理（AE）≤90天
同期群配额达成率	入职同期群中达成配额的比例	第6个月时≥70%
辅导会议完成率	实际开展的计划内1对1辅导占比	≥90%
认证通过率	首次尝试通过认证的比例	≥80%
技能提升得分	角色扮演/考核分数的变化趋势	正向增长
销售留存率	接受辅导与未接受辅导的销售代表流失率	接受辅导的流失率更低

Gotchas

注意事项

Don't build an onboarding program without input from recent hires. Claude tends to create theoretical programs. The best onboarding programs are designed with feedback from reps who completed onboarding in the last 6 months — they know what was missing.
Don't conflate coaching with training. Training teaches knowledge (product, methodology). Coaching develops skills through practice and feedback. A rep who passed product training but can't run a discovery call needs coaching, not more training.
Don't skip the manager enablement. Most coaching programs fail because managers aren't trained to coach. Build a "coaching the coaches" program before rolling out rep coaching at scale.
Don't make role-plays optional. Reps avoid practice because it's uncomfortable. The best teams make role-play a required, scheduled activity — not a suggestion. Bi-weekly minimum.
Don't measure coaching by completion metrics alone. 100% lesson completion doesn't mean reps are ready. Measure coaching impact by performance outcomes (ramp time, quota attainment, deal velocity) not just activity metrics.

不要在未征求新员工意见的情况下搭建入职项目：Claude容易生成理论化的项目。最佳入职项目应结合过去6个月完成入职的销售代表的反馈——他们最清楚项目的不足。
不要混淆辅导与培训：培训传授知识（产品、方法论），辅导通过练习与反馈提升技能。通过产品培训但无法开展发现式通话的销售代表需要的是辅导，而非更多培训。
不要跳过经理赋能：大多数辅导项目失败的原因是经理未接受过辅导培训。在大规模推行销售代表辅导前，先搭建“辅导教练”项目。
不要将角色扮演设为可选活动：销售代表因觉得尴尬而逃避练习。最佳团队会将角色扮演设为强制、固定安排的活动——而非建议。至少每两周开展一次。
不要仅通过完成率衡量辅导效果：100%课程完成率不代表销售代表已做好准备。应通过业绩结果（上手时间、配额达成率、商机推进速度）而非仅活动指标来衡量辅导效果。

Related skills

Examples

示例

Example 1: 90-day onboarding program

示例1：90天入职项目

User says: "Build a 90-day onboarding program for new AEs" Skill does:

Creates a 30-60-90 framework with specific milestones per phase
Designs assessment gates at each phase transition (knowledge test, role-play pass, quota milestone)
Includes shadowing schedule, role-play exercises, and certification path
Defines measurable ramp metrics (time to first deal, quota attainment by month 6)
Recommends tools and tracking approach based on team size Result: Full onboarding program with milestones, assessments, and a ramp measurement plan

用户需求：“为新客户经理（AE）搭建90天入职项目” Skill执行内容：

创建分阶段的30-60-90天框架，每个阶段设置具体里程碑
在每个阶段转换节点设计考核关卡（知识测试、角色扮演通过、配额里程碑）
包含旁听安排、角色扮演练习与认证路径
定义可衡量的上手指标（首单时间、第6个月配额达成率）
根据团队规模推荐工具与追踪方式结果：包含里程碑、考核与上手衡量计划的完整入职项目

Example 2: Manager coaching framework

示例2：经理辅导框架

User says: "Create a coaching framework for our 8 frontline sales managers" Skill does:

Designs a weekly 1:1 coaching structure (pipeline review + skill coaching + goal setting)
Introduces the GROW coaching model for structured coaching conversations
Builds a monthly coaching cadence (1:1s, call reviews, role-plays, peer coaching)
Includes a "coaching the coaches" enablement plan for managers who have never coached
Creates a coaching scorecard to track manager coaching effectiveness Result: Complete coaching framework with cadence, models, and manager enablement plan

用户需求：“为我们的8名一线销售经理创建辅导框架” Skill执行内容：

设计每周1对1辅导结构（管线复盘 + 技能辅导 + 目标设定）
引入GROW辅导模型用于结构化对话
搭建月度辅导节奏（1对1、通话复盘、角色扮演、同伴辅导）
为从未开展过辅导的经理包含“辅导教练”赋能计划
创建用于追踪经理辅导有效性的评分卡结果：包含节奏、模型与经理赋能计划的完整辅导框架

Example 3: Seismic Learning role-plays

示例3：Seismic Learning角色扮演设置

User says: "We're using Seismic Learning — how do I set up role-plays for objection handling?" Skill does:

Walks through creating practice exercises with specific objection scenarios
Designs a scoring rubric for video/text submissions (1-5 on acknowledge, clarify, respond, check)
Explains how to use Seismic's AI Role-Play Agent for automated buyer simulation
Recommends tracking completion rates and correlating with call performance in Gong/Chorus
Sets up a bi-weekly role-play cadence with manager review Result: Seismic Learning role-play setup guide with scenarios, scoring rubric, and AI practice configuration

用户需求：“我们正在使用Seismic Learning——如何设置异议处理的角色扮演？” Skill执行内容：

逐步指导创建包含特定异议场景的练习任务
为视频/文本提交设计评分表（从认可、澄清、回应、确认四个维度1-5分制打分）
说明如何使用Seismic的AI Role-Play Agent进行自动化买家模拟
建议追踪完成率并关联Gong/Chorus中的通话表现
设置每两周一次的角色扮演节奏，包含经理复盘环节结果：包含场景、评分表与AI练习配置的Seismic Learning角色扮演设置指南

Troubleshooting

问题排查

New reps ramp too slowly

新销售上手过慢

Cause: Onboarding is too knowledge-heavy and not enough practice Solution: Add more role-plays, shadowing, and real-world exercises in weeks 2-4. Shift from 80/20 training-to-practice to 50/50 by day 15. Have new reps make their first prospecting calls by week 2 with a manager listening, not week 6.

原因：入职项目过于偏重知识传授，练习不足 解决方案：在第2-4周增加更多角色扮演、旁听与实操练习。在第15天前将培训与练习的比例从80/20调整为50/50。让新销售在第2周而非第6周就在经理旁听下完成首次开发客户通话。

Managers skip coaching sessions

经理跳过辅导会议

Cause: No accountability and no structure Solution: Provide coaching templates so managers don't have to build the agenda from scratch. Make 1:1 completion a manager KPI reported to leadership. Train managers on the coaching framework — most skip sessions because they don't know what to do in them.

原因：缺乏问责机制与结构化流程 解决方案：提供辅导模板，避免经理从零开始准备议程。将1对1完成率设为经理KPI并上报管理层。为经理提供辅导框架培训——大多数经理跳过会议是因为不知道会议内容。

Reps pass training but underperform

销售通过培训但业绩不佳

Cause: Assessment measures knowledge recall, not skill application Solution: Add practical assessments (recorded role-plays scored on a rubric) alongside knowledge tests. A rep who can recite MEDDPICC but can't run a discovery call needs practice, not another quiz. Require role-play pass before certifying reps as "ramped."

原因：考核仅衡量知识记忆，而非技能应用 解决方案：在知识测试之外增加实操考核（基于评分表的录制角色扮演）。能够背诵MEDDPICC但无法开展发现式通话的销售代表需要的是练习，而非更多测验。要求必须通过角色扮演才能认定为“完成上手”。