In this episode
When it comes to sales performance, how quickly your team learns matters more than you think. This episode of The Engageli Active Learning Podcast unpacks the direct link between engaged learning and revenue growth, backed by compelling enterprise sales data.
We explore why accelerating your sales team's path to proficiency isn't just about better training - it's about capturing millions in revenue that might be slipping through the cracks. Especially when it comes to your middle performers.
What's discussed
- The revenue impact of accelerating time-to-proficiency
- Why small improvements in learning speed compound into major gains
- How to measure and prove training's impact on the bottom line
- The true cost of maintaining status quo in sales enablement
Learn more
Interested in reading the full article? Read Connecting Engaged Learning, Time to Proficiency, and Growth: A Strategic Guide for Corporate Learning Officers for free on the Engageli blog.
Episode transcript
Host 1: Hey everyone, welcome back. Today we're going to be really diving deep into this whole world of corporate learning and development, specifically zeroing in on sales enablement. We have some fascinating research here, all about how to get sales teams performing at their best. And, you know, how to get in there fast.
Host 2: Absolutely. Speed is key.
Host 1: So, this all kind of boils down to this idea of time to proficiency. And how long does it really take for someone to master those skills they need to really excel?
Host 2: That's the million-dollar question.
Host 1: Right. And are you ready to see how even small, consistent improvements each month can lead to massive wins for a company's bottom line?
Host 2: I mean, who isn't? Let's unpack this. We always see that gap between, you know, those top performers and everyone else. That's a given, right?
Host 1: Right.
Host 2: The real game-changer is how quickly we bridge that gap. How fast can we bring everyone up to speed?
Host 1: And, you know, the source material uses this really solid example. It talks about a software sales team: 500 reps strong, average deal size of $80,000, and those individual quotas are set at $600,000.
Host 2: Okay. Sounds pretty typical.
Host 1: Right. Like a setup we see all the time.
Host 2: Classic scenario, especially in the software world. But here's where things get really interesting. It's not just about hitting those top performance levels. It's about the speed at which you get there. Every single month, week, even day that someone is operating at a lower proficiency level: it translates to potential revenue being left untapped.
Host 1: Untapped potential.
Host 2: Exactly.
Host 1: Yeah. So we're not just talking about some, you know, abstract training metric here. Time and proficiency has a direct link to revenue, to real money.
Host 2: Precisely. And the research digs into the financial implications in a way that I think really grabs your attention. Even marginal gains in proficiency when achieved rapidly can snowball into substantial financial wins.
Host 1: So give me an example.
Host 2: Sure. Let's say the middle 60% of performers on this sales team could bump up their close rate by a small amount, like say 3.1% month over month. In a year's time, they'd hit that same close rate as the top 20%. That makes sense. But if we could accelerate that learning curve and get them improving at a 4% rate each month, they'd be reaching that top tier performance in just under 10 months, 9.5 to be exact.
Host 1: So you're saying like a few months difference might not seem like a huge deal. But, you know, when we're talking about sales figures at this scale, it absolutely is.
Host 2: Absolutely. Let's say the goal is to hit a 28% close rate. Reaching that in just four months generates a 5.4% increase in total bookings versus a 3.1% increase if it takes a full 12 months. Right? So that difference is not insignificant.
Host 1: No, not at all.
Host 2: It all boils down to quicker skill development, closing that proficiency gap at a faster pace.
Host 1: So this brings us to the element of engagement, something that I always find particularly interesting. The source mentions this study that showed a 13x increase in how much learners were actually talking, and a 16x increase in nonverbal engagement, when active learning methods were used.
Host 2: That's significant.
Host 1: That's huge. I mean, think back to your own experiences. When do you feel most engaged in the learning process, when things are really clicking for you? Yeah, I think for me - It's usually when you're actively participating, right?
Host 2: Yes, not just passively listening to a lecture or reading a textbook. You've got to get your hands dirty.
Host 1: Yeah, you've got to be involved.
Host 2: Exactly. Active learning, when done well, it creates that immersive, engaging experience that leads to accelerated skill development.
Host 1: So we've got this link between time to proficiency and revenue. And we've established that engaged learning fuels rapid skill development. But what's the flip side of this? What happens when we ignore these principles? What's the cost of complacency?
Host 2: That's the critical question. The research introduces this idea of status quo being the biggest obstacle to progress.
Host 1: Oh, interesting.
Host 2: Think about it. What if we simply accept a slow rate of improvement? If we settle for a measly 1% gain in proficiency each month, we could be missing out on up to 76% of potential business outcomes. Wow, that's a huge risk.
Host 1: A huge number.
Host 2: Organizations are taking that risk often without even realizing it.
Host 1: Yeah. Makes you wonder, are you or your company leaving that kind of money on the table by not prioritizing faster skill development?
Host 2: It's a good question to ask. It happens more often than you think. And it's important to remember the benefits extend beyond just revenue.
Host 1: Yeah. It's not just about the bottom line.
Host 2: Absolutely. We're also talking about reducing the time it takes for someone to make their first sale. Shrinking the required pipeline and solidifying that connection between learning initiatives and tangible business results.
Host 1: So it's like a holistic view. It's not just one narrow focus. These are all powerful outcomes that make a real difference for everyone involved, for sure. So how do we start to bring this to life? What's that first step in actually applying this knowledge and making a real difference?
Host 2: Well, I think it all starts with recognizing that time to proficiency isn't some magic metric that just happens on its own. It needs a strategic approach, you know? A deliberate effort. Organizations need to invest in the right programs, build a culture where engagement thrives. Constantly track progress to pinpoint areas for improvement.
Host 1: And this is where we get into the nitty gritty. The effect of training. Things like incorporating those active learning techniques, creating personalized learning paths, and providing ongoing coaching and support. These are the tools that can truly accelerate that journey towards mastery.
Host 2: A hundred percent agree.
Host 1: Right. So let's dive a bit deeper into active learning because I feel like this is something that's often misunderstood.
Host 2: Yeah. It gets a bad rap sometimes.
Host 1: Yeah. It's not just about throwing in a few games or group activities. It's about designing learning experiences that force participants to actively process information, apply concepts, receive targeted feedback. Think about simulations, role-playing exercises, even peer-to-peer coaching. These methods get people out of their comfort zones and push them to learn by doing it.
Host 1: So it's like getting them to really apply what they're learning.
Host 2: Exactly. It's not just sitting there passively absorbing information. You have to get in there, try things out.
Host 1: And that doing aspect is crucial. We can't just passively absorb information and expect to become masters of our craft. We need to practice, make mistakes, learn from them. So it's about creating a safe space.
Host 2: Right. A space where it's okay to fail.
Host 1: For experimentation and feedback.
Host 2: Yes. And that's where personalized learning paths come into play.
Host 1: Okay. Tell me more about that.
Host 2: Imagine a program that adapts to each individual's pace and learning style, providing them with the specific content and support they need.
Host 1: Yeah. Tailored to them.
Host 2: Exactly. When they need it.
Host 1: So it's like, you know, recognizing that everyone learns a little differently and meeting them where they are. And then there's the power of coaching and mentorship. You know, having someone who can provide guidance, feedback, encouragement along the way.
Host 2: Oh, it can make a world of difference.
Host 1: I think this goes back to that point about, you know, building a culture of engagement. It's not just about the tools and programs. It's about fostering an environment where people feel supported, encouraged to take risks, empowered to grow. And when you have that culture in place, it creates a ripple effect throughout the organization.
Host 2: Absolutely. Impacts everything.
Host 1: You know, this is where I think it gets especially interesting for our listeners who are really passionate about learning and development. This isn't just about pushing people to sell more faster.
Host 2: No, it's bigger than that.
Host 1: It's about creating a culture of continuous learning and improvement where they feel empowered to develop their skills and reach new heights.
Host 2: Exactly. It's about fostering a growth mindset where people are constantly striving to learn and improve.
Host 1: And when that happens, you see a boost in morale, engagement, even retention. People want to be part of an organization that invests in their growth.
Host 2: Oh, 100 percent.
Host 1: So after all of this, what's the big takeaway? What should our listeners be walking away with from this deep dive?
Host 2: Time to proficiency is a metric that deserves serious attention, both from individual learners and from organizations as a whole. It's a powerful predictor of future success and a key driver of growth.
Host 1: But achieving a rapid time to proficiency doesn't just happen by accident.
Host 2: No. It takes work. It takes a plan.
Host 1: So what are some actionable steps that listeners can take to start making a difference?
Host 2: You know, it doesn't have to be a massive overhaul. Start small. If you're an individual learner, commit to trying out one new active learning technique in your next training session to see how it feels. If you're in a leadership role, consider advocating for a more data-driven approach to measuring and tracking proficiency within your team. Or, it could be as simple as starting a conversation with your team about the importance of continuous learning.
Host 1: Open that dialogue.
Host 2: Right. Identify some areas where you can collectively improve.
Host 1: Exactly. It's a team effort. Every journey begins with a single step, and the insights we've explored today can help you take that step with more confidence and purpose. And remember, this isn't a one-time fix. It's an ongoing process - it's a journey, not a destination.
Host 2: A mindset.
Host 1: Exactly.
Host 2: We've covered a lot of ground in this deep dive, from the financial impact of time to proficiency to the importance of engagement and the dangers of complacency.
Host 1: But I think the most crucial question for each listener is this. What's one small change you can make, either in your own learning or within your team to accelerate that journey toward mastery? I think it can be as simple as seeking out feedback more proactively, or maybe committing to a specific amount of time each week dedicated to skill development. Block out that time. Make it non-negotiable. Even just shifting your mindset to embrace those challenges as opportunities for growth. It's about taking ownership of your own development and recognizing that learning is a continuous process. It's not a one-time event.
Host 2: And don't underestimate the power of sharing your insights and experiences with others. We can all learn from each other's successes and challenges. If you come across any research, case studies, even personal anecdotes that resonate with you on this topic of time to proficiency, we'd love to hear about them.
Host 1: Yeah. Send them our way. We're always eager to learn more.
Host 2: The more we share and collaborate, the better equipped we'll be to tackle these challenges and drive meaningful progress.
Host 1: Thanks for joining us on this deep dive. Until next time, keep learning, keep growing.
Host 2: And keep pushing those boundaries.