Over half of Sales Leaders say Talent Attraction/Recruitment (60%) and Skills and Training Gaps (52%) could be the biggest obstacles in hitting Sales Org Priorities for 2024.  What do you think needs to be done to overcome this?

1. Set up alignment between core business strategy and talent attraction.
2. Nurture relationships before they become employees
3. Focus on revenue enablement to close the skill gaps

Indeed, skills and training are critical in sales, especially as the landscape evolves. To overcome these obstacles, a two-pronged approach is essential.

Firstly, for talent attraction, you must position your sales organizations as centers of excellence and learning. This means showcasing opportunities for growth, development, and engagement with innovative sales methodologies and technologies. By doing so, we attract professionals who are eager to evolve and contribute.

Secondly, regarding training, it’s not just about traditional sales techniques. The focus should be on empowering salespeople to understand and empathize deeply with the challenges their prospects face. This involves integrating training with real-world problem-solving and value creation, not just selling a product but providing solutions. Additionally, keeping abreast of technological advancements and integrating them into sales strategies is crucial. This approach ensures that our sales teams are not just motivated but are also equipped with the tools and skills needed to navigate the dynamic sales environment effectively.

In summary, by fostering a culture of continuous learning and adapting to changing sales dynamics, you can address the challenges of talent attraction and skill gaps head-on.

I think it starts by understanding exactly what skills and behaviors are needed for success in the role.  In addition, identify those "traits" or attributes that can't be taught, yet are important for success.  Skills and behaviors can be taught.  Traits are innate and while they may be influenced, typically they are not changed.   Traits include things like resilience, curiosity, tenacity, emotional intelligence, quick study - and love to learn.  Once we understand what is required for success, we can design interviews and assessments to validate if the candidate meets our standards.