Your reps get a partner every week. You get the truth about what's happening. Your reps aren't short on talent — they're short on someone asking the right question every week. That's my job. I'm in it with them.
The best sales reps follow up. Most don't.
And you don't have the time to make sure they are. That's where I come in.
Before the call. A form from your rep: did they hit last week's goal — yes or no.
On the call. They lead with this week's goal. I follow up to make sure they're tracking toward it.
The topic. Topics come from your reps, shaped by what you and their manager want them working on. The group votes, and the ones with the most votes drive the sessions.
What you keep. Every topic becomes a written reference document your team keeps and uses.
The room. Five to six reps, and never more than two from the same company. Small by design — I want interaction, not an audience, and I want the room to stay genuinely mixed.
One hundred percent about them. Where they stand against their bigger goals, and the single problem they most want to solve one-on-one. This is where the real obstacles surface.
A short form to you and their direct manager. Is your rep progressing? Is the company getting exactly what it needs out of this? What insight can you give me, and what should we shift our focus to next quarter?
Two full weeks tracking how their days are actually structured — not how they think they are. Almost nobody has looked at this honestly. It's the most uncomfortable and most useful exercise of the six months.
Never more than two reps from one company, so the room stays genuinely mixed. Different industries, same obstacles — and it helps to hear someone else name the thing you've been stuck on.
Five to six reps, max two per company, means every person answers for their goal out loud, every week, in front of people whose opinion they care about.
Additional time bills at $150/hour ($100 off hourly rate) and is always approved by the company first.
Maine-based businesses only. Members of the Maine Workforce Development Compact can access up to $1,200 per frontline employee, per year for professional development.
Whether this program qualifies is decided case by case. Your company submits the request and the State of Maine makes the call — I don't approve it and I won't promise it. What I will do is hand you the scope, the documentation, and the invoice detail the application asks for, so you're not guessing at the paperwork.
Maine employer? Ask about fundingAdministered by the Harold Alfond Center for the Advancement of Maine's Workforce through Maine's community colleges. Your company applies. Amounts, eligibility, and what counts as qualifying training are set by the program and can change.
Tell me how many you have and what you want them working on. I'm starting with one call a week — the owners who come in now help build it.