Sales training and coaching · Training programme design
Fix one hour a week for learning and put certification progress on a board.
Protected learning time is a weekly hour when the whole sales team studies and does not take calls. A certification leaderboard shows who has finished which course or module. The page covers the calendar, the course list, the ninety-day certifications for new joiners and the board itself.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
Protected learning time is a weekly hour when the whole sales team studies and does not take calls. A certification leaderboard shows who has finished which course or module. The page covers the calendar, the course list, the ninety-day certifications for new joiners and the board itself.
A garment exporter in Tiruppur tells its merchandisers to "keep learning". Nobody has time, because every day brings a buyer in a different time zone, and the training videos the owner bought sit unwatched. Six months later the owner asks who finished the course and finds that two people did, both of whom already knew the content.
The fix is dull. Put a fixed hour in the diary, say Friday 8 to 9 am, and tell the team it is working time with phones on silent. Set a short list of courses: your product training, your sales process, how you log deals in the CRM, GST invoicing basics, and any free courses your sales head thinks are worth it.
New joiners get a certification list to finish inside ninety days. A leaderboard, on a whiteboard or a shared sheet, shows who has completed what. Review it once a quarter and change the list.
The owner protects the hour, the sales manager keeps the list and the board. This sits after the training plan page, which handles one behaviour in depth, and next to the onboarding ramp, which sets the new hire's pace.
Where this sits
Topic 8 of 8 in sales training and coaching: training programme design. Designing training that changes behaviour. Distinct from the sales-management training pages: these are team-level designs.
- The topic before
- Hiring and onboarding sellers
If you want this done for you
My salespeople do not follow up, do not handle objections and do not close.
The work
What this is actually like.
“The hour disappears the first busy week”
The first time a buyer calls at 8.30 on Friday, someone answers and the hour is gone. The owner must be the person who says no to that call, once, publicly. A rule that the owner breaks first will be broken by everyone after.
“A leaderboard can shame as easily as motivate”
Show completions, not test scores, and show the whole team's progress as well as each name. If one person is always last, speak to them privately. The aim is that learning looks normal, not that someone feels watched.
“Free courses are not free of cost”
A free online course still takes paid hours. Pick two or three that relate to what your reps do on Monday, and skip the rest. A short list that gets finished beats a long one that gets bookmarked.
“Local modules earn a place on the list”
A rep who cannot read a GST invoice or explain e-way bill timing to a buyer loses credibility. Add a short internal module on invoicing and your own documents, led by your accounts person. Rules change, so have your CA check it each year.
What we do
What you end up with.
The documents this topic produces, what each one is for, and how you know it is finished.
The learning calendar
A recurring weekly slot with the topic for each of the next twelve weeks and the person leading. Share it as a calendar invite so it shows as busy.
Result: Finished when the next four sessions are in everyone's calendar.
The course list
Six to ten items: what it is, who it is for, how long it takes, and the person who signs it off. Mark which are for all reps and which are for new joiners.
Result: Finished when a new rep can see exactly what to finish first.
The ninety-day certification list
The modules a new hire must finish before day ninety, with a due date each. Combine with the onboarding ramp so the order matches the milestones.
Result: Finished when each new hire has a dated list on day one.
The leaderboard
Names down the side, modules across, a tick and a date. Update after each Friday session.
Result: Finished when a rep can read the board and know their next module.
The quarterly review
Which modules were completed, which were skipped and why, and what to add or remove. One page and fifteen minutes.
Result: Finished when at least one module has been dropped or added.
Why us
Why owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
The person on the first call does the work
No account managers in between. You are never handed to someone you have not met.
A baseline before anything starts
Your numbers are written down on day one, so every later report compares against something honest.
The fee in writing, split three ways
Our time, your media spend and production on separate lines. You always see what goes to us.
No guarantees we cannot keep
The term is agreed in writing and never a default twelve months. We never promise a ranking or a lead count, because nobody controls those.
One office, and we say so
Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.
#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.
Your brief
Tell us what you need, and we will read it before we call.
Eight short steps about your business, what you want and who decides. Most questions are a tap, and you can skip any you would rather answer on the call.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
What if clients need us during the learning hour?
Is it necessary to pay for courses?
What if people complete modules but do not change?
Should this apply to the owner too?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Where to go next
The work that carries this topic further.
The rest of training programme design
Or read all of sales training and coaching.
Your next practical step
Tell us what you are trying to grow, and we will read it before we call.
Eight short steps, mostly taps. Skip anything you would rather answer on the call.