Tag: sales management

Pushing vs Closing

The Difference Between Pushing and Closing in Sales

Posted on | by Sienna Anderson

One of the most common challenges in sales is understanding the line between confidently closing a deal and pushing a customer too hard. Many salespeople worry about coming across as pushy, so they hold back. Others, in an attempt to secure the sale, apply pressure that actually causes resistance.


The truth is, closing and pushing are not the same thing. In fact, they sit on opposite ends of the customer experience. One builds trust and clarity, the other creates discomfort and hesitation. Understanding the difference can dramatically improve both your confidence and your results.

Pushing vs. Closing

Closing Is About Guidance

Closing is the natural continuation of a good sales conversation. It happens when you have understood the customer’s needs, clearly explained your solution, and helped them see the value in moving forward.
At this stage, the customer is not being pressured. They are being guided.


A good close feels like a logical next step. For example, “Based on what you have told me, this option will solve the challenges you are facing. Would you like to get started this week or next?” This type of language is clear, respectful, and focused on helping the customer make a decision. Closing is rooted in service. It is about helping the customer move from uncertainty to clarity.

Pushing Is About Pressure

Pushing, on the other hand, is driven by the salesperson’s need for a result rather than the customer’s needs. It often shows up when there is too much focus on urgency, discounts, or repeated attempts to force a decision.


Examples of pushing include phrases like, “You need to decide today,” or “This offer won’t last, so you should act now.” While urgency can sometimes be appropriate, overusing it can damage trust and create resistance.


When customers feel pushed, they tend to pull back. They may delay their decision, look for alternatives, or disengage completely. The key difference is intent. Closing is focused on helping the customer decide. Pushing is focused on getting the sale at any cost.

Confidence

The Role of Confidence

Confidence plays a major role in whether you close or push. When salespeople lack confidence in their product, service, or value, they often compensate by increasing pressure. This is where pushing usually starts.


Confident salespeople do not need to force decisions. They are comfortable asking clear questions and allowing the customer space to respond. They trust the process and understand that a good fit will move forward naturally. Confidence allows you to be direct without being forceful.

Listening vs Persuading

Another key difference lies in how you communicate during the conversation. Closing involves listening carefully and responding to what the customer is actually saying. Pushing often involves trying to persuade the customer regardless of their signals. When you listen well, you can tailor your close to match the customer’s needs. This makes the decision feel easier and more natural for them.


For example, if a customer is concerned about timing, a good close might focus on scheduling flexibility rather than urgency. If their concern is budget, the conversation should focus on value rather than pressure.

Timing matters

Timing Matters

Knowing when to close is just as important as knowing how to close. A strong close comes after the customer has expressed interest, asked questions, or shown buying signals. Pushing often happens when the salesperson moves too early or ignores hesitation.


A simple rule to follow is this. If the customer is still gathering information, keep exploring. If they are asking “how” or “what next,” it may be time to close.


The difference between pushing and closing is not about technique. It is about mindset, timing, and intent. Closing supports the customer in making a decision that benefits them. Pushing creates pressure that can damage trust and stall the sale.


When you focus on understanding your customer, communicating value clearly, and guiding the conversation with confidence, closing becomes a natural and respectful next step. To read more about the importance of effective closing skills in sales, click here.

If your sales team needs support in developing stronger, more confident closing skills without relying on pressure tactics, contact KONA Training. We provide tailored Sales Training programs designed to improve conversion rates, build confidence, and help your team close more effectively while maintaining strong customer relationships.


Call 1300 611 288 or Email info@kona.com.au

Contact Us

Author – Garret Norris – https://www.linkedin.com/in/garretnorris/

Garret Norris -KONA Training
What to expect

What to Expect from High Quality Sales Management Training Programs

Posted on | by Sienna Anderson

If you’ve ever invested in training that felt inspiring in the moment but delivered little lasting impact, you’re not alone. Many sales managers attend workshops full of great ideas, only to return to the day-to-day pressures of targets, team performance, and reporting without a clear path to implementation.


High quality sales management training programs are different. They are designed not just to motivate, but to create measurable, sustainable change in how your sales leaders think, act, and lead. So, what should you actually expect from a program that delivers real results?

What to expect

1. Practical, Real-World Application

The best sales management training programs are grounded in reality. They don’t just teach theory, they show managers exactly how to apply concepts in their day-to-day roles.
Expect practical frameworks, real-life scenarios, and tools that can be used immediately. Whether it’s running more effective one-on-one meetings, coaching underperforming team members, or managing pipeline reviews, high quality training ensures your managers leave with clear actions, not just ideas.

2. A Strong Focus on Leadership, Not Just Sales

Sales managers are often promoted because they were strong individual contributors, not necessarily because they were trained leaders. That’s why top-tier programs focus heavily on leadership development.

This includes:
• How to motivate and engage different personality types
• Building accountability without micromanaging
• Developing emotional intelligence
• Creating a high-performance team culture

Great training helps managers shift from “doing the selling” to “leading the sellers.”

Coaching skills

3. Coaching Skills That Drive Performance

One of the biggest differentiators in high quality sales management training is a strong emphasis on coaching. Rather than simply managing numbers, effective sales managers know how to coach their team to improve performance over time.

Expect training that teaches:
• How to ask better questions
• How to give constructive feedback
• How to identify skill gaps
• How to develop individual salespeople based on their strengths and challenges

    When coaching becomes part of the culture, performance improvements are not just quicker, they are more sustainable.

    4. Tailored Content for Your Industry and Team

    Generic training delivers generic results. High quality programs take the time to understand your business, your industry, and your team dynamics.


    This means:

    Examples that reflect your sales environment
    Language and scenarios your team relates to
    Solutions that align with your sales cycle and customer base


    Tailored training ensures relevance, and relevance is what drives engagement and behaviour change.

    Tools

    5. Tools, Systems, and Structure

    Strong sales management isn’t just about mindset, it’s about having the right systems in place.

    A high quality program will provide:
    • Clear sales management frameworks
    • Structured meeting rhythms
    • Performance tracking tools
    • Consistent coaching models

    These systems create clarity and consistency, which are essential
    for scaling performance across a team.

    6. Accountability and Follow-Through

    One of the most overlooked elements of effective training is what happens after the session ends.
    Expect high quality programs to include elements of follow-up and accountability, such as action plans, post-training check-ins, reinforcement sessions and ongoing coaching or support

    Without reinforcement, even the best training can fade quickly. With it, new habits are formed and results compound over time.

    7. Measurable Outcomes

    Ultimately, sales management training should deliver tangible business results.

    While improved confidence and motivation are great, they should translate into:
    • Increased team performance
    • Higher conversion rates
    • Improved retention of sales staff
    • Stronger pipelines
    • More consistent revenue growth

    High quality providers will help you define success upfront and work towards outcomes that matter to your business.

    Mindset shift

    8. A Shift in Mindset and Culture

    Perhaps the most powerful outcome of effective training is a shift in how your sales managers think.
    Instead of reacting to problems, they become proactive leaders. Instead of focusing purely on numbers, they focus on developing people. Over time, this creates a culture of accountability, growth, and high performance across the entire sales team.

      Time to Elevate Your Sales Managers

      If you want your sales managers to do more than just manage and instead become confident, capable leaders who drive real results, it’s time to invest in training that makes a difference. To find out more about the benefits of Sales Management Training for Sales Leaders, click here.

      Contact KONA Training today to learn more about tailored Sales Management Training programs designed specifically for your business, your industry, and your team.
      Let’s build sales leaders who don’t just hit targets, but consistently raise the bar.


      Call 1300 611 288 or Email info@kona.com.au

      Contact Us

      Author – Garret Norris – https://www.linkedin.com/in/garretnorris/

      Garret Norris -KONA Training
      Sales Management

      Professional Development Plans Every Sales Manager Should Implement

      Posted on | by Sienna Anderson

      If you’re leading a sales team, you already know that results don’t just come from targets, pipelines, or incentives. They come from people. And people perform at their best when they are growing. That’s where professional development plans come in.


      Too often, sales managers treat development as a “nice to have” rather than a strategic priority. But the truth is, if you’re not actively developing your team, you’re likely leaving performance, engagement, and revenue on the table.


      Let’s walk through the professional development plans every sales manager should be implementing right now and how they can transform both individual and team success.

      Sales Management

      Start with Individual Development Plans (IDPs)

      Every salesperson is different. Some are natural hunters but struggle with structure. Others are great at relationship building but avoid closing conversations. A one-size-fits-all approach simply doesn’t work. An Individual Development Plan (IDP) helps you tailor growth to each team member. This should include their strengths, areas for improvement, career goals, and specific actions they can take to improve.
      The key here is collaboration. Don’t just hand them a plan. Build it with them. When your team has ownership over their development, they’re far more likely to commit to it.

      Focus on Skill-Based Training

      Sales is not just about personality. It’s a set of learnable, repeatable skills. Your professional development plans should include structured training around core sales competencies like prospecting, questioning, objection handling, negotiation, and closing.


      But don’t stop at theory. The most effective development happens when learning is practical. Think role plays, real scenario coaching, and live feedback. When training is embedded into everyday work, that’s when behaviour actually changes.

      Build Coaching into Your Weekly Rhythm

      One of the biggest mistakes sales managers make is only coaching when there’s a problem. High-performing teams are built on consistent coaching, not reactive conversations. Your development plan should include regular one-on-one coaching sessions. These don’t need to be long or overly formal. What matters is consistency and focus.


      Use these sessions to review calls, discuss deals, and explore challenges. More importantly, use them to ask questions that get your team thinking differently.


      Great coaching isn’t about giving answers. It’s about developing better thinking.

      Clear pathways

      Create Clear Career Pathways

      People stay where they see a future. If your team can’t see what’s next for them, motivation drops. Engagement fades. And eventually, they leave. Professional development plans should clearly outline potential career paths within your organisation.

      Whether that’s moving into senior sales roles, account management, or leadership, your team should know what they’re working towards. Even better, link development activities directly to those pathways. Show them how improving certain skills today can open doors tomorrow.

      Encourage Peer Learning

      Not all development has to come from you. Some of the best learning happens when team members share experiences, strategies, and lessons with each other.
      Build peer learning into your development plan through team debriefs, win/loss reviews, and collaborative problem-solving sessions. This not only builds skills but also strengthens team culture. People feel more connected, supported, and invested in each other’s success.

      Measure and Adjust

      A professional development plan is not something you set and forget. You need to track progress, measure impact, and adjust as needed. Look at both qualitative and quantitative indicators. Are skills improving? Are conversion rates increasing? Is confidence growing? Regularly review development plans with your team and refine them based on what’s working and what’s not.
      The goal is continuous improvement, not perfection.

      Priority

      Make Development a Leadership Priority

      At the end of the day, professional development is not just an HR initiative. It’s a leadership responsibility. As a sales manager, you set the tone. If you prioritise growth, your team will too. If you treat development as optional, they will follow your lead.


      The most successful sales teams are not just well-managed. They are well-developed.
      If you’re ready to take your sales managers to the next level and build a team that consistently performs, it starts with the right development strategy. Find out more about the importance of Sales Management Training for your Sales Managers by clicking here.

      Contact KONA Training today to design tailored Sales Management Training that equips your sales managers with the skills, structure, and confidence to lead high-performing teams.
      Call 1300 611 288 or email info@kona.com.au

      Contact Us

      Author – Garret Norris – https://www.linkedin.com/in/garretnorris/

      Garret Norris -KONA Training
      Lack of training

      Are You Losing Deals Because Your Managers Lack Sales and Management Training?

      Posted on | by Sienna Anderson

      Most businesses spend a lot of time focusing on improving the skills of their salespeople. They look at prospecting strategies, closing techniques, and ways to handle objections more effectively. While all of these are important, there is another factor that often goes overlooked: The capability of your sales managers.


      Sales managers play a critical role in the success of any sales team. They influence how salespeople approach conversations, how deals are progressed, and how challenges are handled throughout the sales process. Yet in many organisations, sales managers are promoted into leadership roles without ever receiving formal sales and management training.


      The result can be a hidden problem that quietly affects revenue. Deals start slipping away, sales cycles become longer, and teams lose confidence in their approach.
      If you have noticed inconsistent sales results or deals falling through at the final stages, it may be worth asking an important question. Are your managers fully equipped to lead and coach the team effectively?


      Here are some common ways that a lack of sales and management training at the leadership level can lead to missed opportunities.

      Lack of training

      Managers Focus on Numbers Instead of Coaching

      In many sales teams, managers spend the majority of their time reviewing numbers. They look at revenue targets, pipeline reports, and activity levels. While these metrics are important, they only tell part of the story.


      Without proper training, managers often struggle to move beyond reporting and into meaningful coaching. Instead of helping salespeople improve their conversations with customers, meetings become focused on explaining results.


      Effective sales managers know how to guide their team through challenges in real time. They ask the right questions about deals in progress, help salespeople think strategically, and offer practical feedback that improves performance.


      When managers develop strong coaching skills, salespeople gain the support they need to move deals forward with confidence.

      Sales Conversations Lack Structure

      Another common issue occurs when sales teams operate without a consistent framework for sales conversations.


      If managers have never been trained in structured sales processes, they may rely on instinct rather than a clear strategy. This approach can lead to inconsistent messaging and missed opportunities to uncover customer needs.


      Sales and management training introduces proven frameworks that help teams guide customers through the buying journey more effectively. Managers then reinforce these frameworks through regular coaching and feedback.


      When everyone follows a clear structure, sales conversations become more focused, and deals are less likely to stall or disappear.

      Avoid difficult conversations

      Difficult Conversations Are Avoided

      Leadership in sales often requires managers to have challenging conversations with their team. This might involve addressing underperformance, discussing lost deals, or helping someone improve their approach.
      Without training, many managers feel uncomfortable having these discussions. They may avoid them entirely or handle them in a way that does not lead to improvement.


      This can create a cycle where poor habits remain unaddressed and performance issues continue.
      Management training helps leaders develop the confidence and communication skills needed to handle these conversations constructively. Instead of feeling confrontational, feedback becomes an opportunity for growth and development.

      Deals Are Not Strategically Managed

      Large or complex sales opportunities often require careful strategy.

      Managers should be helping their team think about questions such as:

      Who are the key decision makers involved?
      What problems is the customer really trying to solve?
      What concerns or objections might appear later in the process?
      How can we clearly demonstrate the value of our solution?

      Without proper training, managers may struggle to guide their team through this level of strategic thinking.


      Sales and management training equips leaders with the tools to review deals more effectively and help their team plan the next steps. This support can make the difference between a deal progressing successfully or being lost to a competitor.

      Team Confidence Begins to Drop

      When salespeople feel unsupported or unsure about their approach, confidence can quickly decline.
      They may start second guessing their sales conversations, become hesitant to ask for the sale, or rely heavily on discounting to close deals.


      Managers who have received training are far better equipped to build and maintain team confidence. Through coaching, encouragement, and clear guidance, they create an environment where salespeople feel capable and supported.


      Confident sales teams tend to perform better, build stronger relationships with customers, and close more opportunities.

      Training Managers Strengthens the Entire Sales Team

      It is easy to focus on improving the skills of individual salespeople. However, when managers develop stronger leadership and coaching abilities, the benefits spread across the entire team.


      Well trained managers can:
      • Guide sales conversations more effectively
      • Coach team members to improve their skills
      • Identify and solve performance challenges early
      • Create consistent sales processes across the business
      • Support salespeople through complex opportunities

      In other words, investing in your managers is one of the most powerful ways to improve overall sales performance.

      Strengthen Sales Leadership Skills

      Strengthen Your Sales Leadership

      If deals are being lost, pipelines are inconsistent, or sales conversations feel harder than they should be, the issue may not be your product or your market.


      It may simply be that your managers have never been given the training they need to lead and coach a high performing sales team.


      With the right sales and management training, managers can develop the skills to guide their teams, strengthen sales conversations, and help more opportunities convert into successful deals.

      If you want to empower your sales managers and improve the performance of your entire sales team, it may be time to invest in professional training.

      Contact KONA Training today to learn how tailored Sales Management Training for your Sales Team and Sales Managers can help strengthen leadership, improve sales conversations, and win more deals.


      Call 1300 611 288 or Email info@kona.com.au

      Contact Us

      Author – Garret Norris – https://www.linkedin.com/in/garretnorris/

      Garret Norris -KONA Training
      $$

      Evaluating Sales Training Options and Pricing Without Overpaying

      Posted on | by Sienna Anderson

      When you start researching sales training options and pricing, it can feel a little like stepping into a maze.
      Some providers charge per head. Others charge per day. Some bundle coaching. Others sell online modules with optional workshops. Prices range from low to high.


      So how do you evaluate sales training options and pricing without overpaying… and without underinvesting in something that could genuinely move the needle?

      $$

      Start With the Outcome, Not the Price

      The biggest mistake businesses make is comparing prices before comparing outcomes.

      Before you look at a single proposal, ask:
      • What specifically isn’t working in our sales conversations?
      • Are we struggling to close?
      • Are margins slipping?
      • Are we discounting too quickly?
      • Are new salespeople taking too long to ramp up?
      • Are experienced reps stuck at the same revenue ceiling?

      If your team is struggling to close, the cost of inaction is far greater than the cost of training. A stalled pipeline, lost deals, and eroded confidence are expensive.
      Clear outcomes help you avoid paying for generic content that sounds impressive but doesn’t solve your real issue.

      Understand the Different Sales Training Options

      Not all sales training is structured the same way. Here are the most common options:

      1. One-Off Workshops
      These are typically half-day or full-day sessions delivered onsite or virtually.
      Pros:
      • Lower upfront investment
      • Quick injection of energy and ideas
      • Good for aligning teams around a common framework
      Cons:
      • Limited long-term behaviour change
      • No reinforcement
      • Easy for momentum to fade
      This option works best when you need alignment more than transformation.

      2. Multi-Session Programs
      These are structured over several weeks or months and often include workshops, assignments, and follow-up.
      Pros:
      • Higher retention
      • Stronger accountability
      • More measurable results
      Cons:
      • Larger upfront commitment
      • Requires leadership involvement

      If you want sustainable change in how your team sells, this model is often more cost-effective in the long run, even if the price tag looks higher initially.

      3. Sales Coaching (Individual or Group)
      Coaching focuses on applying learning to real deals and real conversations.
      Pros:
      • Highly personalised
      • Immediate application
      • Great for lifting top performers to the next level
      Cons:
      • Higher per-person cost
      • Time-intensive

      For leadership teams and experienced sales professionals, coaching often delivers strong ROI because it targets actual revenue opportunities.

      4. Online Self-Paced Training
      This includes pre-recorded modules, templates, and downloadable resources.
      Pros:
      • Lowest price point
      • Flexible
      • Easy to scale
      Cons:
      • Low accountability
      • Minimal customisation
      • Limited engagement
      This option is best when budget is tight and internal leadership can drive implementation.

        Stop overpaying

        How to Evaluate Pricing Without Overpaying

        Now that you understand the options, here’s how to avoid overpaying.
        Look Beyond the Day Rate – A lower day rate does not automatically mean better value.

        Ask questions like:
        • Is the content customised to your industry?
        • Is the trainer experienced in real-world selling?
        • Is there pre-work or diagnostics included?
        • Is follow-up support built in?

        A higher fee that includes diagnostics, tailoring, and reinforcement may actually be more cost-effective than a cheaper, generic session.

        Calculate ROI, Not Just Cost

        If your average deal size is $15,000 and training helps each rep close just one additional deal per quarter, what does that equal over a year?

        When evaluating sales training options and pricing, frame it like an investment in revenue, not an expense in overhead.

        Even small improvements in:
        • Close rates
        • Conversion rates
        • Average deal size
        • Sales cycle length
        …can more than cover the training investment.

        Check for Customisation

        If a proposal looks identical to what another business received, it’s likely not tailored.

        Good sales training should reflect:
        • Your sales cycle
        • Your buyer personas
        • Your industry challenges
        • Your competitive landscape

        Generic training often feels inspiring in the moment but rarely shifts long-term behaviour.

        Don’t Underinvest Either

        Trying to save money by choosing the cheapest option can be just as risky as overspending. If your team needs real skill development and behavioural change, a one-hour webinar will not fix it.

        The key question isn’t:
        “What’s the cheapest option?”
        It’s:
        “What level of change do we actually need?”

        Match the depth of the solution to the depth of the problem.

        Checklist

        A Simple Evaluation Checklist

        When comparing sales training options and pricing, consider asking:
        • Does this solve our specific sales challenge?
        • Is it customised?
        • Is there reinforcement or follow-up?
        • What measurable outcomes can we expect?
        • What is the realistic ROI?
        • What happens after the training ends?

        If you can confidently answer those questions, you’re far less likely to overpay.

        In the end, the right sales training should feel like a strategic investment, not a gamble. When you evaluate sales training options and pricing through the lens of outcomes, ROI, and behavioural change, you move away from price-shopping and toward value selection.

        And that shift alone often separates teams that “do training” from teams that genuinely improve performance.

        To discover more about choosing the right sales training program for your team, click here.

        If you’d like help evaluating the right sales training structure for your team, or you want a tailored solution designed around your real sales conversations, reach out to KONA Training today.
        Call 1300 611 288 or Email info@kona.com.au

        Contact Us

        Author – Garret Norris – https://www.linkedin.com/in/garretnorris/

        Garret Norris -KONA Training
        Manager

        How Sales and Management Training Transforms Leadership Styles

        Posted on | by Sienna Anderson

        Leadership today looks very different to what it did even five years ago. The days of “do as I say” management are well and truly over. Modern teams expect leaders who can coach, communicate, motivate and adapt, especially in sales-driven environments where pressure, targets and people skills all collide.


        This is where sales and management training becomes a game changer. Not just for results, but for how leaders show up every day. The right training doesn’t just teach techniques. It reshapes leadership styles, improves confidence, and helps managers lead people, not just numbers.

        Manager

        From Manager to Leader: The Shift That Matters

        Many sales managers are promoted because they were great salespeople. While that makes sense on paper, selling and leading are two very different skill sets. Without proper training, new managers often fall into one of two traps:


        They either micromanage because they know how they would do the job, or
        They avoid difficult conversations altogether, hoping performance issues will resolve themselves.

        Sales and management training helps leaders make the critical shift from “top performer” to “effective leader.” They learn how to delegate, coach, set expectations and hold people accountable without damaging trust or morale. This shift alone can dramatically improve team engagement and results.

        Developing Adaptive Leadership Styles

        No two team members are the same. Some thrive on competition, others value structure, and some need reassurance before they act. One-size-fits-all leadership simply does not work.
        Quality sales management training equips leaders with the tools to adapt their leadership style to different personalities, experience levels and motivators.

        Instead of reacting emotionally or defaulting to old habits, managers learn how to:

        Adjust their communication style
        Motivate different types of salespeople
        Provide feedback that actually lands
        Build confidence without lowering standards

        This flexibility creates stronger relationships and higher performance because people feel understood, supported and challenged in the right way.

        Better Conversations, Better Results

        One of the biggest transformations leaders experience through training is how they communicate. Sales managers have conversations every day that directly impact performance, from pipeline reviews and coaching sessions to performance management and goal setting.

        Without training, these conversations can feel awkward, rushed or confrontational. With training, leaders learn how to:
        • Ask better questions instead of giving lectures
        • Coach rather than criticise
        • Handle underperformance with confidence
        • Celebrate success in a meaningful way

        When leaders communicate clearly and consistently, expectations are understood, problems are addressed earlier, and trust grows. Over time, this creates a culture where feedback is normal and improvement is continuous.

        Decision making

        Confidence in Decision-Making

        Sales environments move fast. Leaders are expected to make decisions quickly, often with incomplete information. Sales and management training helps leaders develop confidence in their judgment and decision-making process.


        Rather than second-guessing themselves or avoiding decisions, trained leaders learn how to:
        • Assess situations objectively
        • Balance short-term targets with long-term strategy
        • Manage risk without freezing
        • Take ownership of outcomes
        This confidence is contagious. Teams feel more secure when their leader is decisive and consistent, which leads to better focus and execution.

        Moving From Firefighting to Coaching

        Untrained managers often spend their days firefighting. Chasing deals, fixing mistakes, stepping in to close sales and solving problems that shouldn’t land on their desk in the first place.
        Sales management training helps leaders step back and build capability within their team. Instead of being the hero, they become the coach. They focus on developing skills, improving processes and empowering people to think for themselves.


        The result? Less burnout for leaders, stronger salespeople, and a more scalable, sustainable sales operation.

        Creating a Stronger Sales Culture

        Leadership style sets the tone for the entire sales culture. When leaders are reactive, unclear or inconsistent, it shows up in morale, performance and retention. When leaders are confident, supportive and accountable, teams rise to the standard set for them.


        Sales and management training aligns leaders around shared values, language and expectations. This consistency strengthens culture, improves collaboration and creates an environment where people want to perform, not just have to.

        The Long-Term Impact

        The true value of sales and management training is not just seen in short-term sales figures.

        It shows up in:

        Lower staff turnover
        Stronger internal promotions
        More resilient teams
        Improved customer relationships
        Sustainable revenue growth

        Leadership is not about personality. It is about skill. And skills can be learned, practised and refined with the right training.

        Managers nurture their team

        If you want better sales results, start with better leaders. Sales and management training transforms leadership styles by giving managers the confidence, tools and mindset they need to lead people effectively in a high-pressure environment.


        When leaders grow, teams grow. And when teams grow, so does the business. To find out more about KONA’s Sales Management Training and why it’s so important for Sales Managers, click here.

        Want to develop confident, adaptable leaders who know how to coach, motivate and drive performance? Talk to KONA Training.

        Contact KONA today to learn how our tailored Sales Management Training can transform your leaders and elevate your sales results.

        Call 1300 611 288 or Email info@kona.com.au

        Contact Us

        Author – Garret Norris – https://www.linkedin.com/in/garretnorris/

        Garret Norris -KONA Training
        Sales Workshop

        How to Choose the Right Sales Training Program for Your Business in 2026

        Posted on | by Sienna Anderson

        Sales training has come a long way. What worked well in the past isn’t always enough to keep sales teams competitive, confident, and consistent. As we move into 2026, buyers are more informed, sales cycles are more complex, and salespeople are expected to add value at every interaction. This means choosing the right sales training program for your business has never been more important.


        But with so many options available, from online courses to one-off workshops and everything in between, how do you actually choose a sales training program that delivers real results rather than just short-term motivation?

        Sales Workshop

        Start with Your Business Goals, Not the Training Content

        One of the biggest mistakes businesses make when choosing sales training is starting with the content rather than the outcome. Before you look at programs, providers, or methodologies, take a step back and ask what you actually want to improve in 2026.


        Are you looking to:

        • Increase close rates?
        • Shorten sales cycles?
        • Improve prospecting confidence?
        • Lift average deal size?
        • Develop stronger sales conversations?
        • Or build more accountability across the team?

        The right sales training program should clearly link to your business goals. If a provider cannot explain how their training supports revenue growth, pipeline quality, or sales execution, it is a red flag.
        Training should never be generic. It should be aligned to where your business is now and where you want it to go.

        Behaviour change

        Look for Behaviour Change, Not Just Inspiration

        Motivational sales training can feel great in the moment. People leave energised, optimistic, and ready to conquer the world. The problem is that motivation fades quickly if it is not backed by practical tools and consistent reinforcement.


        In 2026, effective sales training programs focus on behaviour change. That means helping salespeople do things differently on a daily basis.

        • How they prepare for calls
        • How they ask questions
        • How they handle objections
        • How they manage their pipeline
        • How they follow up.


        When assessing a program, ask how it helps salespeople apply what they learn in real sales conversations. Look for role plays, practical frameworks, real-world examples, and post-training reinforcement.
        If the training does not translate into new habits, it will not translate into better results.

        Make Sure It Fits Your Sales Team, Not the Other Way Around

        Every sales team is different. Industry, sales cycle length, customer type, experience level, and sales style all matter. A strong sales training program should adapt to your team rather than forcing your team to adapt to it.


        In 2026, flexibility is key. Your sales team may include a mix of experienced performers, newer recruits, remote sellers, and sales managers who are also expected to coach. The right program should cater to these differences.


        Ask whether the training can be customised. Can it incorporate your language, your sales process, and your real challenges? Does it support different communication styles and strengths within the team?

        At KONA Training, everything we do is tailored to our clients. Our sales training techniques include proven sales coaching methods and common sense strategies that define training success.

        KONA interactive workshop exercise
        An interactive exercise during a KONA Training Workshop

        Don’t Ignore the Role of Sales Managers

        Sales training often fails because managers are not equipped to reinforce it. If managers are not confident coaching the behaviours being taught, the training will slowly disappear under the pressure of targets and deadlines.


        When choosing a sales training program in 2026, look for one that includes sales leaders and managers. Managers need tools to coach, observe, and hold their teams accountable in a supportive way.
        Training that involves managers creates consistency and ensures the learning sticks long after the workshop ends.

        Think Long-Term, Not One-Off

        Sales training should be viewed as an investment, not an event. One-off workshops can be useful, but they rarely create sustained performance improvement on their own.

        The best sales training programs in 2026 are structured, ongoing, and supported over time. This might include:
        • Follow-up sessions
        • Coaching
        • Refresher workshops, or
        • Practical tools that keep the learning alive

        Ask what happens after the training. How is progress measured? How are skills reinforced? How does the program evolve as your team grows? Sustainable sales performance comes from continuous development, not quick fixes.

        Choosing a partner, not just a provider

        Choose a Partner, Not Just a Provider

        Finally, choose a sales training partner who understands your business and genuinely cares about your outcomes.

        A good partner will challenge your thinking, ask the right questions, and work with you to design training that
        delivers measurable impact.

        They should be just as focused on your success as you are.

        Ready to Choose the Best Sales Training Program for 2026?

        If you want sales training that is practical, tailored, and focused on real-world sales performance, KONA Training can help. We work with businesses to design and deliver customised sales training programs that build confident sales teams, improve execution, and drive sustainable results.

        To learn more about choosing the right Sales Training Program for your team, click here.

        Contact KONA Training today to discuss tailored sales training for your sales team in 2026 and beyond.


        Call 1300 611 288 or Email info@kona.com.au to find out more!

        Contact Us

        Author – Garret Norris – https://www.linkedin.com/in/garretnorris/

        Garret Norris -KONA Training
        2026

        7 Sales Habits to Reset in January for a Strong Year Ahead

        Posted on | by Sienna Anderson

        January has a certain energy about it. Fresh notebooks, clean calendars, big targets and even bigger intentions. For sales teams, it is the perfect moment to pause, reset and be honest about what is working and what quietly slipped into bad habits last year.


        Sales success is rarely about radical reinvention. More often, it is about fixing the small, repeated behaviours that shape results over time. If you want this year to be stronger, more consistent and less stressful, January is the time to reset these seven common sales habits.

        2026

        1. Stop Carrying Last Year’s Baggage into This Year

        Many salespeople start the new year already frustrated. They are still thinking about missed targets, lost deals or tough clients from last year. That mindset quietly leaks into conversations, follow ups and confidence.

        A reset starts with a clean slate. Last year’s results are data, not a verdict on your ability. Review what worked, learn from what didn’t, then consciously let it go. Every new conversation deserves your full energy, not the emotional hangover of last year.

        Strong sales performance begins with mental clarity.

        New year

        2. Reset Your Relationship with Your CRM

        For many sales teams, the CRM becomes a dumping ground rather than a decision making tool. Notes are incomplete, follow ups are vague and pipeline stages are more hope than fact.


        January is the perfect time to clean it up. Reset your habit from “I’ll update it later” to “If it’s not in the CRM, it doesn’t exist.” Accurate data leads to better forecasting, better coaching and fewer nasty surprises at the end of the quarter.


        Your CRM should work for you, not against you.

        3. Break the Busy Equals Productive Habit

        Last year probably felt busy.

        • Meetings
        • Emails
        • Proposals
        • Internal updates

        Yet busy does not always mean effective.

        Reset your focus to high value sales activities. This means quality prospecting, meaningful discovery conversations and intentional follow up. It also means being ruthless about time wasters that look productive but deliver little return.


        In January, encourage your team to ask a simple question daily. Is this activity moving a deal forward or just filling my calendar?

        4. Stop Avoiding Tough Conversations

        Many salespeople avoid uncomfortable conversations. Pricing discussions, objections, decision timelines and budget reality often get danced around instead of addressed directly.


        This habit creates long sales cycles and false hope in the pipeline. Reset it by committing to honest, respectful and confident conversations early. Buyers appreciate clarity far more than vague optimism.
        Strong sales professionals do not push. They guide. And guidance requires courage.

        Difficult conversations

        5. Reset Your Follow Up Discipline

        Follow up is one of the most common breakdowns in sales. Not because people do not know they should do it, but because it slips down the priority list.


        January is the time to reset follow up as a non negotiable habit. Consistent, value based follow up builds trust and keeps momentum alive. It is not about pestering. It is about being reliable and helpful.
        The best salespeople are not always the most charismatic. They are often the most consistent.

        6. Stop Selling the Same Way to Every Buyer

        Buyers have changed, but many sales habits have not. Too often, salespeople default to their preferred style rather than adapting to the person in front of them.


        Reset this habit by focusing on the buyer’s communication style, pace and decision making process. Some want detail. Others want outcomes. Some move quickly. Others need reassurance. Flexibility is not weakness. It is a competitive advantage.

        7. Reset the Coaching Conversation, Not Just the Targets

        For sales leaders, January often becomes all about numbers. Targets are set, dashboards are updated and pressure builds quickly.


        But performance improves fastest when habits are coached, not just results reviewed. Reset your leadership habit by focusing on behaviours, conversations and skill development. Regular coaching check ins beat end of month pressure every time.


        When salespeople feel supported and developed, results follow naturally.

        Good sales habits

        A Strong Year Starts with Better Habits

        January is not about working harder. It is about working smarter and more intentionally. Resetting these seven sales habits sets the foundation for a year of stronger conversations, healthier pipelines and more predictable results.


        The best time to reset is not when things fall apart. It is when you still have the momentum of a new beginning.


        If you want to help your sales team reset their habits, sharpen their skills and build sustainable performance for the year ahead, now is the time to invest in the right support.

        Contact KONA to discuss tailored Sales Training for your Sales Team in 2026 and set your team up for a strong, confident and successful year.


        Call 1300 611 288 or Email info@kona.com.au

        Contact Us

        Author – Garret Norris – https://www.linkedin.com/in/garretnorris/

        Garret Norris -KONA Training
        Manager's dilemma

        The Sales Manager’s Dilemma: When to Coach, When to Push, and When to Get Out of the Way

        Posted on | by Sienna Anderson

        Sales Management is a balancing act. Some days you’re a cheerleader. Other days you’re a drill sergeant. And occasionally you’re just trying not to get in the way of your own team.

        The real challenge is knowing which hat to wear and when. That’s the sales manager’s dilemma. Coach, push or step back. Get the timing right and you elevate performance. Get it wrong and you stall momentum, frustrate a good salesperson or accidentally kill a deal that could have been saved.


        Let’s break down how to figure out which approach your team needs in the moment.

        Manager's dilemma

        1. When to Coach

        Coaching is your most powerful long term lever. Great coaching turns average salespeople into consistent performers and strong performers into stars. But coaching is not correcting every tiny mistake or telling people what to do. Coaching is about developing their thinking so they can diagnose and solve problems on their own.

        You should lean into coaching when:

        • A salesperson is motivated but lacking clarity.
        • The issue is skill based rather than attitude based.
        • You want long term improvement rather than a quick fix.

          In these moments, slow down. Ask questions. What were they trying to achieve in the call or meeting? Where did it go off track? What options do they see for approaching it differently next time?

          Your job is not to provide all the answers. Your job is to help them uncover their own.
          When coaching is done well, your reps walk away with more confidence and more capability. They feel supported instead of judged. Over time, they become more self reliant which frees you up to focus on the bigger strategic picture.

        2. When to Push

        Sometimes people need a nudge. Or more accurately, a shove. Not every performance issue can be solved with gentle reflection and open-ended questions. There are moments when a salesperson is off track, and you can see it clearly even when they can’t. That’s when it’s time to push.

        Push when:

        A rep knows what to do but isn’t doing it.
        Activity levels have slipped.
        A deal is at risk because the rep is avoiding a tough conversation.
        The behaviour problem is affecting the rest of the team.

        Pushing doesn’t mean yelling or micromanaging. It means being direct, setting clear expectations and holding them accountable. It’s reminding them of their goals and why the work matters. It’s giving them a sense of urgency that they may have lost.

        The trick is to push with purpose and professionalism. You’re not punishing them. You’re helping them rise to their potential. Many salespeople actually respond well to a clear directive, especially when they know you’ve got their back.

        Which management path should you take?

        3. When to Get Out of the Way

        This may be the hardest part of sales management. Sometimes the best thing you can do is step aside entirely. High performing salespeople often hit their stride when they have room to run. They thrive on autonomy, trust and ownership.

        Step back when:

        The rep has proven they can deliver consistently
        They have more expertise in the account or industry than you do.
        Your involvement will slow down the deal rather than add value.
        They’re showing leadership qualities and need the space to grow into them.

        Getting out of the way doesn’t mean you disappear. It means you shift into a support role. You’re available but not hovering. You’re aware but not interfering. You’re trusting them to do what you hired them to do.

        And here’s the secret. Stepping back is also a powerful motivator. It signals respect. It shows you believe in their ability. That alone can elevate performance more than any pep talk ever could.

        4. The Real Skill Is Reading the Moment

        There’s no magic formula for deciding when to coach, push or step back. It comes down to reading the moment, understanding the individual and trusting your leadership instincts.

        Ask yourself:

        • What does this person need right now.
        • Are they stuck because of skill, mindset or circumstances.
        • Will my involvement improve the outcome or make things worse.
        • What approach will help them grow for the long term.

          Great sales managers adapt. They stay curious. They stay connected. And they always remember that their job is to bring out the best in their people, not simply control their outcomes.
        Successful sales manager

        Sales management is not easy. It demands emotional intelligence, sharp judgment and the willingness to switch gears quickly. But when you master the balance, you create a team that is confident, capable and consistently closing.

        If you want support in strengthening your leadership skills and learning how to coach, push and step back with confidence, contact KONA Training for tailored Sales Management Training designed to help you lead with clarity and impact.


        Call KONA on 1300 611 288 or send us an email to info@kona.com.au

        Contact Us

        Author – Garret Norris – https://www.linkedin.com/in/garretnorris/

        Garret Norris -KONA Training
        Procrastination

        Procrastination in Sales and How It Destroys Your Time Management

        Posted on | by Sienna Anderson

        As a Salesperson, you’ve probably been there. You have a list of calls to make, emails to send, or proposals to follow up on, but somehow scrolling through social media or reorganising your desk suddenly seems way more important. That, my friend, is procrastination at work. And while it may feel harmless in the moment, it can wreak havoc on your time management and, ultimately, your sales results.

        Procrastination is more than just putting things off. It’s a mindset that convinces you that urgent but less important tasks are more important than the ones that actually move the needle in your sales performance. You tell yourself you’ll do that follow-up call after one more coffee or one more email. The next thing you know, the day has slipped away, and the most critical actions for hitting your targets remain undone. This is where effective time management becomes the make-or-break factor of your week.

        Procrastination

        Don’t think of time management as being about rigid schedules or micromanaging every minute of your day. It’s about prioritising activities that have the highest impact on your sales goals and taking consistent action on them.

        Procrastination destroys time management because it replaces deliberate action with avoidance. Each minute spent avoiding important tasks is a minute lost that you can never get back.


        Salespeople who struggle with procrastination often notice a few patterns. First, there’s the tendency to underestimate how long tasks will take. You think a follow-up email will only take five minutes, but then you spend twenty minutes crafting it perfectly. Next, there’s decision fatigue. When your brain is overloaded with choices, it’s easier to put off decisions entirely. Finally, there’s the fear factor. Sometimes procrastination is a sign of underlying fears like rejection, failure, or not meeting your targets.

        The good news is that procrastination isn’t inevitable. With the right strategies, you can reclaim your time management and get back to being productive and results-driven. One of the most effective approaches is structured planning. Start your day by identifying the top three tasks that will drive your sales forward and commit to tackling them first. This approach, often called “eating the frog,” ensures that your most important work gets done before distractions creep in.

        Procrastination cycle

        Break larger tasks into smaller, actionable steps

        Instead of thinking “I need to reach out to all my leads,” break it down into “call five leads” or “send three personalised emails.” Smaller tasks feel more manageable and reduce the mental barrier that often leads to procrastination.

        Accountability

        Accountability also plays a huge role. Sharing your goals and deadlines with a colleague, mentor, or sales coach can dramatically improve your follow-through. KONA Training works with sales teams to implement these kinds of accountability systems, helping salespeople stay on track, manage their time effectively, and achieve consistent results.

        Procrastination leads to Distractions

        Limit time spent on non-essential activities and create an environment that supports focus. This could mean scheduling specific times for emails and social media, turning off notifications, or setting clear boundaries around your workday. With deliberate effort and the right support, procrastination can be replaced with productive habits that strengthen your time management and boost your sales performance.

        Distractions


        At KONA Training, we help sales professionals identify the root causes of procrastination and develop practical, real-world strategies to overcome it. From personalised coaching to team workshops, our focus is on helping you take control of your time, prioritise high-impact activities, and turn good intentions into tangible sales results.


        Procrastination may be tempting, but every moment you delay is a moment your competitors could seize. By addressing it head-on and adopting strong time management strategies, you can transform how you work and what you achieve.

        Take the first step today and see how focused action and smart planning can change your sales game. KONA Training is ready to help you make procrastination a thing of the past and your time management a strength that drives your success.

        Contact KONA Training today to discuss our tailored Sales Training Progams and the value they can bring to your Sales Team.

        Call 1300 611 288 or Email info@kona.com.au

        Contact Us

        Author – Garret Norris – https://www.linkedin.com/in/garretnorris/

        Garret Norris -KONA Training