Inside sales training: it’s the first step to sales success.
The quality of training an SDR receives will have a huge impact on their effectiveness and satisfaction. It influences everything from lead generation to velocity through the sales funnel, and even average deal size.
Effective training is the difference between cream of the crop SDRs and reps that might struggle to rise above the noise. But what should inside sales training look like and what can aspiring SDRs expect when first learning the ropes?
First, there is no one size fits all. Anyone telling you that is trying to sell you something. Right now, we’ll cover the basics of the InsideOut sales training program, an agnostic approach which can be applied to most organizations. With some modification, of course.
Introductions & Getting Started
The first day is all about building rapport amongst the new trainees. We give them a feel for InsideOut through a broad introduction to the company. Who we are, what we do, and what we value.
We set the expectations for growth and growth opportunity by introducing the current sales managers, “Here is Anthony, our Director of Lab Operations, he started as an SDR here, just like you.” The main focus for the first part of the day is to set expectations for what the company will provide to each human, and how we take their goals seriously.
Day one also introduces the trainees to InsideOut’s tech stack. Technology is at the heart of everything we do – from CRMs to cadence managers to data sources, and communication channels like Slack and email etiquette internally.
Day three focuses on the best practices for qualifying new leads and the importance of disqualifying once we have engaged the prospective buyer.
We begin by exploring how SDRs can determine fit, using the Spin Selling methodology. This is a technique designed to close complex deals through a defined question-category flow system. Think: Situation, Problem, Implication, and Need-Payoff Questions.
Through this, we delve into the nitty-gritty of what makes a qualified lead vs a non-qualified lead, but on a sophisticated level rather than a typical, one-size-fits-all basis.
This tends to involve role-playing between sales trainers and the SDR trainees to offer an authentic, simulated experience. We draw on the first-hand insight from the people that know best.
Next up, we continue with lead qualifying and segue into objection handling. We dive deeper into the psychological reasons prospective buyers say no, how to identify a true objection vs a brush-off, and how to turn an objection into a buying reason.
The fourth day of our inside sales training focuses on social selling – one of the key components in modern sales. We’ll explore optimizing LinkedIn profiles to appeal to decision-makers, practice the art of using posts and articles to generate credibility, lend authenticity to a conversation, and engage with industry leaders.
This also includes research into sparking conversation on other people’s posts and sending direct messages to decision-makers as part of the prospect outreach process.
We also practice intel gathering through Sales Navigator and LinkedIn on our own leaders, asking them to critique each reps’ emails.
This is followed by an in-depth conversation around the practice and theory of personalized messaging and how this may be leveraged to increase engagement in any written form, LinkedIn, email, or whatever else comes next.
We find a practical approach to be the most effective here. The trainee SDRs experiment with drafting highly personalized emails and direct messages. This builds confidence, understanding, and familiarity with this approach to customer engagement.
Amber has been in sales since the early ’80s, but her first gig was door to door as a seven year old. Her passions include sales, psychology, sales psychology, music, adrenaline, and her loved ones. Taking photos of clouds has become a habit and waxing poetic about others’ accomplishments is a life mission. Now, her professional role is all about people: talent acquisition and development.