Tag: Sales Training

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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?

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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
    Sales Training

    What to Look for in a Professional Sales Training Provider

    Posted on | by Sienna Anderson

    Choosing a professional sales training provider can feel a little overwhelming. There are plenty of options. Plenty of promises. Plenty of polished websites.


    But if you are investing time and money into developing your sales team, you want more than a motivational talk and a slide deck. You want real behaviour change. You want stronger conversations. You want better results.


    So what should you actually look for in a professional sales training provider?

    Sales Training

    They Focus on Behaviour, Not Just Information

    There is a big difference between knowing what to do and actually doing it.
    A quality professional sales training provider understands this. They do not just teach theory. They build practical skills through role plays, real-life scenarios, and structured feedback.
    If the training is all content and no application, your team may walk away feeling inspired, but nothing will change in their day-to-day sales conversations.

    Ask yourself:

    Will this provider customise role plays to our industry?
    Do they create safe environments for practice?
    Is there follow-up to reinforce learning?

    Sales is a performance skill. It needs rehearsal, not just information.

    They Customise to Your Business

    Be cautious of “off-the-shelf” training programs that claim to work for everyone. Your sales team is unique. Your customers are unique. Your challenges are unique. A strong provider will ask questions before they start talking about solutions. They will want to understand:
    • Your sales process
    • Your average deal size
    • Your sales cycle
    • Your common objections
    • The capability of your current team

    If a training company does not take the time to understand your business, how can they tailor the solution to suit your team? Professional sales training should feel relevant from the first session. Your team should be thinking, “This is exactly what we deal with.”

    6 Stages of a Sales Professional

    They Balance Mindset and Skillset

    Sales performance is never just about technique. Confidence, resilience, accountability, and mindset all play a role. A good training provider knows how to address both the tactical side of selling and the psychological side.


    Do they help your team:
    • Stay confident during tough negotiations?
    • Handle rejection without losing momentum?
    • Take ownership of results?
    • Push through when sales conversations get harder?

    If training ignores mindset, performance gains rarely last.

    They Support Sales Leaders, Not Just Salespeople

    One of the biggest mistakes businesses make is training the team but forgetting the manager.
    Your sales manager is the multiplier. If they are not equipped to coach, reinforce, and hold the team accountable, the impact of the training will fade.


    A professional provider should also support your leaders with:
    • Coaching frameworks
    • Accountability structures
    • Performance conversations
    • Practical tools to embed the learning

    When leaders reinforce the training weekly, not just once a year, that is when you see real growth.

    They Have Real-World Sales Experience

    There is a difference between someone who has studied sales and someone who has actually sold.
    Ask about the trainer’s background. Have they carried a target? Have they built or led sales teams? Have they navigated tough markets?


    Real-world experience adds credibility. Your team will engage more when they feel the trainer understands the pressure of a monthly target and the reality of difficult buyers.

    Measure results

    They Measure Results

    Training without measurement is just an event. A strong provider will talk about outcomes. They will help you define what success looks like before the training begins.

    This could include:
    • Improved conversion rates
    • Higher average deal value
    • Shorter sales cycles
    • Increased confidence scores
    • Better pipeline management

    If a provider cannot articulate how success will be measured, that is a red flag. Professional sales training should be an investment, not a cost.

    They Offer Ongoing Support

    One-off workshops can create short bursts of motivation. But sustained growth requires reinforcement.
    Look for providers who offer follow-up sessions, coaching, refresher workshops, manager check-ins and practical tools your team can use daily. The goal is long-term capability, not short-term enthusiasm.

    The right professional sales training provider will not just deliver a session. They will partner with you. They will understand your goals. They will challenge your team. And they will equip your leaders to maintain momentum long after the workshop ends.


    If you are noticing that sales conversations are getting harder, conversion rates are slipping, or your team lacks confidence in closing, it may be time to bring in expert support.


    At KONA Training, we specialise in tailored Sales Training designed around your business, your market, and your sales team. We focus on practical skills, real-world application, and measurable outcomes so your team can sell with confidence and consistency. To learn more about choosing the best sales training program for your team, click here.

    If you are ready to elevate your sales performance and build a stronger, more capable sales team, contact KONA Training today to discuss a customised Sales Training solution that fits your business.
    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
    Losing money

    The Cost of Ignoring Staff Training and Development in Your Sales Team

    Posted on | by Sienna Anderson

    When budgets get tight or schedules get busy, staff training and development is often the first thing to be pushed aside.


    “It’s not urgent.”
    “We’ll do it next quarter.”
    “They’re experienced. They’ll be fine.”


    Sound familiar? On the surface, skipping sales training might seem like a smart short term saving. But in reality, ignoring staff training and development in your sales team can cost you far more than you realise. And not just financially. So what is it really costing you?

    Ignoring

    1. Lost Revenue You Can’t See

    One of the biggest costs of ignoring staff training and development is invisible revenue loss.
    When salespeople are not regularly sharpening their skills, they fall back on old habits. They stop asking powerful questions. They present instead of listening. They discount too quickly. They avoid difficult conversations. They fail to follow up consistently.


    None of this shows up as a dramatic collapse in sales. Instead, it shows up as:

    Deals that almost close
    Margins that slowly shrink
    Opportunities that stall
    Prospects that go quiet

    Multiply that across an entire sales team and the financial impact becomes significant.
    Small improvements in objection handling, questioning techniques, or closing confidence can dramatically lift conversion rates. Without staff training and development, those improvements never happen.

    2. Inconsistent Performance Across the Team

    In many sales teams, performance is uneven. You have one or two high achievers carrying the numbers while others sit comfortably in the middle.
    Without structured staff training and development, that gap only widens.
    Top salespeople often self educate. They listen to podcasts. They read. They experiment. The rest? They stick to what feels safe.


    Effective sales training creates a shared standard. It aligns language, process, expectations and accountability. It lifts the middle performers and gives your top performers new tools to go even further.
    Without it, you are relying on individual motivation rather than a clear system. That is not a strategy. That is just hope.

    High stress

    3. Lower Confidence, Higher Stress

    Sales is not easy. Rejection, pressure and targets are part of the job. Without ongoing development, confidence erodes over time.


    When salespeople are not equipped with modern skills and practical strategies, they begin to doubt themselves. That doubt shows up in conversations.
    It shows up in body language. It shows up in hesitation.
    And prospects can feel it.


    Strong staff training and development does more than improve technique.
    It builds belief. It gives your team frameworks they can rely on.
    It gives them clarity about what to do next.
    That reduces stress and increases resilience.
    Confident salespeople sell more. It really is that simple.

    4. Higher Staff Turnover

    Talented salespeople want to grow. They want to feel invested in. They want to see a pathway forward.
    If your sales team feels like they are stuck, unsupported or left to figure it out alone, they will eventually look elsewhere.


    Replacing a salesperson is expensive. Recruitment fees, onboarding time, lost pipeline momentum and cultural disruption all add up.


    Investing in staff training and development sends a powerful message. It says, “We are committed to your growth.” That builds loyalty. It builds engagement. It builds retention.
    Ignoring development, on the other hand, quietly pushes your best people out the door.

    5. A Stagnant Sales Culture

    Sales environments are dynamic. Markets shift. Buyer behaviour evolves. Competitors improve.
    If your team is not learning, they are falling behind.
    Staff training and development keeps your sales culture fresh. It encourages reflection. It challenges complacency. It reinforces standards. It creates energy.
    Without it, teams drift into autopilot. Scripts get tired. Follow up gets lazy. Standards slip.
    The real danger is not sudden failure. It is slow decline. And slow decline is harder to spot until it is too late.

    Losing money

    The Real Question

    The real question is not “Can we afford sales training?”
    It is “Can we afford not to?”
    Every missed opportunity, every unnecessary discount, every lost team member, every underperforming quarter has a cost attached to it.


    The businesses that consistently grow are not the ones with the biggest teams. They are the ones that intentionally invest in staff training and development and treat it as a strategic priority, not an afterthought.


    If you want a sales team that is confident, consistent and commercially sharp, development cannot be optional. It has to be embedded.

    Still not convinced? Find out more about the importance of Sales Training & Development for your Sales Team by clicking here.

    If you are ready to strengthen your sales performance and build a more capable, confident team, now is the time to act.

    Contact KONA Training today to discuss tailored Sales Training for your Sales Team. Let’s design a practical, results focused program that lifts performance, builds confidence and drives measurable growth in your business.


    Call 1300 611 288 or Email info@kona.com.au to get started!

    Contact Us


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

    Garret Norris -KONA Training
    Leadership

    Why Sales Results Improve When Leadership Training Comes First

    Posted on | by Sienna Anderson

    When sales numbers dip, the instinct is almost always the same: “We need better sales training.”

    More scripts. More techniques. More pressure to close. But here’s the truth many businesses learn the hard way: sales results don’t improve sustainably until leadership improves first.

    You can have the best sales framework in the world, but if your sales leaders don’t know how to lead, coach, and motivate their people, results will always be inconsistent. That’s why the most successful organisations invest in leadership training before (or alongside) sales training.

    So let’s discuss why leadership training comes first, and how it directly impacts sales performance.

    Leadership

    Sales Teams Don’t Fail, Leadership Systems Do

    Most salespeople want to succeed. They want clarity, confidence, and support. When results aren’t there, it’s rarely because the team doesn’t care, it’s usually because leadership hasn’t created the conditions for success.


    Without strong leadership, sales teams often experience:
    • Conflicting priorities
    • Inconsistent coaching
    • Low accountability
    • Micromanagement or total hands-off management
    • Confusion around expectations and targets

    Leadership training equips sales leaders to build structure, trust, and consistency, which sales training alone simply can’t do.

    Leadership Sets the Standard for Performance

    Sales leaders set the tone, whether they realise it or not.

    Their behaviour influences:

    • How confident the team feels
    • How challenges are handled
    • Whether mistakes are used as learning opportunities or punished
    • How motivated the team stays under pressure

    When leaders receive leadership training, they learn how to:

    • Lead with clarity instead of urgency
    • Model the behaviours they want to see
    • Create accountability without fear
    • Inspire performance rather than chase it

    The result? Salespeople perform better because the environment supports success.

    Coach vs. Manager

    Coaching Beats Managing Every Time

    One of the biggest shifts leadership training creates is the move from managing to coaching.
    Untrained sales managers often jump in to “fix” deals, take over difficult conversations, focus on numbers instead of behaviour or give reactive feedback only when things go wrong.


    Leadership training helps sales leaders develop real coaching skills:

    • Asking better questions
    • Identifying skill gaps early
    • Giving constructive, confidence-building feedback
    • Helping salespeople think, not just do

    When salespeople are coached and not controlled, they grow faster, perform better, and stay longer.

    Confidence Flows Downhill

    Sales is emotional. Rejection, pressure, and constant targets can wear even strong performers down.
    If leaders lack confidence, clarity, or emotional intelligence, it shows.

    Teams pick up on it immediately.
    Leadership training builds skills including: emotional intelligence, self-awareness, communication skills and decision-making confidence to name a few.


    Confident leaders create confident sales teams and confident sales teams close more deals.

    Leadership Training Creates Consistency

    One of the biggest frustrations in sales organisations is inconsistency. One month is great, the next is flat. One salesperson performs, another struggles.


    Leadership training helps leaders:

    • Apply consistent expectations
    • Hold fair and clear accountability
    • Reinforce behaviours, not just outcomes
    • Align sales activity with business goals

    Consistency in leadership creates consistency in results.

    Staff retention

    Better Leadership = Higher Retention

    High turnover kills sales momentum. Salespeople don’t usually leave companies, they leave leaders.
    When leadership training is prioritised, sales leaders learn how to:

    • Build trust and rapport
    • Recognise effort and improvement
    • Communicate clearly during change
    • Support growth and development

    Stronger leadership means higher engagement, better retention, and a more experienced, stable sales team, all of which directly impact sales performance.

    Sales Training Works Better When Leadership Is Strong

    Here’s the kicker: sales training actually works better after leadership training. Why?
    Because leaders know how to reinforce new skills, coach behaviours post-training, keep momentum going and hold people accountable to what was learned.

    Without trained leaders, sales training often becomes a one-off event. With trained leaders, it becomes a system.

    Leadership Training Isn’t a “Nice to Have”
    Leadership training isn’t soft. It’s strategic.

    When sales leaders are trained to lead effectively, you see:

    • Stronger performance
    • Higher morale
    • Better communication
    • Increased accountability
    • Sustainable sales growth

    Sales results improve when leadership is intentional.

    Strengthen leadership

    Ready to Strengthen Your Sales Leadership?

    If you want better sales results, start where it matters most, your sales leaders. KONA Training delivers tailored Leadership Training for Sales Leaders designed to build confident, capable leaders who know how to coach, motivate, and drive performance.

    To learn more about Leadership Training before taking the next step, click here.

    Contact KONA Training today to discuss leadership training tailored specifically for your sales leaders and your business goals.

    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
    Common objections

    Objection Handling Has Changed. Are Your Team Keeping Up?

    Posted on | by Sienna Anderson

    If your sales team are still handling objections the same way they did three or four years ago, chances are they are losing deals they could be winning. Objection handling has changed. Buyers have changed. The entire sales landscape has shifted. Yet many sales teams are still relying on old scripts, outdated closing tricks and generic answers that do nothing to move a modern buyer forward.


    The good news is that once you understand how objections work today, you can coach your team to handle them with more confidence, more intelligence and far better outcomes.

    Common objections

    Buyers Aren’t Saying No. They’re Saying Show Me More

    Objections used to be seen as a roadblock. Salespeople would tense up, jump into pitch mode and try to bulldoze their way through. Today, objections are more like invitations. Buyers have more information than ever and they want to sense check, validate or clarify before committing. Their objections are less about pushback and more about understanding.


    When a buyer says the price is too high, often they are really saying help me see the value. When they say they need more time, they might be saying I am not confident enough yet. And when they say they want to think about it, they might be saying I am not sure you understand what I actually need.
    Modern objection handling requires curiosity. Instead of countering the objection, the salesperson needs to explore it. Instead of defending the offer, the salesperson needs to understand the context behind the concern.

    This shift alone is helping top performing sales teams close more deals with less pressure and far stronger relationships.

    The old playbook

    The Old Playbook Doesn’t Work Anymore

    For years, sales training taught reps to memorise canned responses. You know the ones. If the customer says X, you reply with Y. If they stall, you push. If they hesitate, you assume the close. These tactics feel tone deaf today because they ignore how buyers make decisions.


    Buyers now expect personalised conversations. They want salespeople who listen, ask thoughtful questions and adapt in real time. A one size fits all objection handling script simply doesn’t match how people will buy in 2026.


    What does work is helping your team develop the mindset and skills to diagnose objections on the spot. They need to understand whether the concern is emotional, logical or situational. They need to know how to pause, dig deeper and reframe the conversation. And they especially need the confidence to slow down instead of panic.

    Objections Are Happening Earlier Than Ever

    Thanks to online research, reviews, competitors advertising and social proof, customers walk into conversations with objections already formed. This means your team need to be prepared long before the pitch even starts.


    The best sales teams handle objections proactively. They bring up concerns before the buyer does. They normalise them rather than avoid them. They show that hesitation is expected and that talking through those hesitations is part of making a strong decision. This approach builds massive trust because it signals transparency and confidence.


    If your team are waiting for objections to appear, they are already behind.

    Emotions in sales decision-making

    Emotion Now Plays a Bigger Role Than Logic

    Another major shift is the emotional weight of objections. Buyers are more risk averse. Budgets are tighter. Decision makers are cautious and accountable to more people. Behind every objection is a personal fear like making a mistake, wasting money or choosing the wrong provider.


    If your team only responds with logical facts, they miss the real issue. This is why modern objection handling blends logic and empathy. A simple acknowledgment like I can see why you feel that way takes the tension out of the conversation and lowers the buyers guard. When salespeople learn to meet the emotion before the logic, they advance the deal faster and more naturally.

    Your Team Needs Training That Matches Today’s Buyer

    Most objection handling problems aren’t because your team are inexperienced. They happen because your team haven’t been shown how objections work in the modern sales environment. They are doing the best they can with strategies that simply don’t match how people buy now.


    With the right training, your team can learn how to:
    • Decode the real meaning behind objections
    • Ask better follow up questions
    • Balance empathy with clarity
    • Build confidence in uncertain buyers
    • Move conversations forward without pressure
    When your salespeople get this right, objection handling stops feeling like a battle and starts feeling like a conversation. Deals close faster, relationships strengthen and confidence skyrockets.

    Objection handling has evolved. The question is whether your team has evolved with it. If you want them to feel confident, credible and capable in every sales conversation, it might be time to equip them with the skills that match today’s market. To find out more about effective Sales Strategies you can implement for your Sales Team, click here.

    For tailored Sales Training that strengthens your team’s objection handling skills, contact KONA Training.
    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
    Finish strong

    Don’t Slow Down: Why December is Your Secret Weapon

    Posted on | by Sienna Anderson

    Look, I get it. It’s December. The holiday music is playing, everyone’s talking about their time off, and there’s this weird energy in the air that whispers, “Just coast until January.”


    But here’s the thing, while everyone else is mentally checking out, I have got 7 new business meetings on my calendar and a delivery to execute. And that, my friend, is exactly how you win.

    Garret Norris of the KONA Group

    The December Fallacy

    I remember my third year in sales. December rolled around and my manager pulled me aside. “Garret,” he said, “most reps treat December like a victory lap. But the ones who become legends? They treat it like the opening sprint of the next race.”


    I didn’t fully get it then. I do now.


    Here’s what nobody tells you about December: everyone else slows down, but business doesn’t stop. Companies still have budgets to spend. Decision-makers are still at their desks. Problems still need solving. The only difference is that half your competition has already mentally moved on to eggnog and New Year’s resolutions.

    That’s your advantage. When Others Zig, You Zag

    I once closed a six-figure deal on December 23rd. Everyone thought I was crazy for even trying. “Nobody buys right before Christmas,” they said.

    But the client had a problem that wasn’t taking a holiday. They had budget that expired on December 31st. And while my competitors were out of office, I was the only one who showed up, proposal in hand, ready to solve their problem. Guess who got the deal?

    I have got 7 meetings lined up. That’s not luck. That’s hustle. That’s me understanding that while the calendar says December, opportunity doesn’t know what month it is.

    The Delivery Mindset

    And I am not just prospecting. I have got a delivery in motion. That’s the complete package right there. We are acquiring AND we are executing. That’s the kind of momentum that compounds.
    Here’s something I learned the hard way: delivery isn’t just about fulfilling a contract. It’s your best prospecting tool. When you deliver in December while everyone else is checked out, you become the vendor who “doesn’t disappear during the holidays.” That reputation is worth its weight in gold.
    I had a client once tell me, “Garret, the reason I keep working with you is because that time we had an issue on December 27th, you picked up the phone. Your competitor didn’t answer until January 4th.”
    Seven days. That’s all it took to cement a relationship that’s lasted years.

    The January Advantage

    Let me paint you a picture of January 2nd. Everyone comes back to the office, shakes off the holiday fog, and starts their “New Year, New Me” sales push.

    They’re making prospecting lists.
    They’re crafting emails.
    They’re trying to remember what they were working on three weeks ago.

    Meanwhile, you’re not starting, you’re continuing.

    Those 7 meetings I am running in the 1st week of December? Some will close in December. Others will close in January. But all of them will be further along than anything my competitors are working on when they stagger back to their desks with a coffee in hand and a to-do list that starts at zero.
    I will be closing deals while they’re still scheduling discovery calls.

    That’s not working harder. That’s working smarter.

    The Mental Game

    I won’t lie to you, it’s tough to stay locked in when the world around you is winding down. You’ll see the out-of-office replies. You’ll hear colleagues talking about their holiday plans. There’s this gravitational pull toward doing less.

    Fight it.

    Not because you’re a workaholic or because you can’t enjoy the holidays. Fight it because you know something they don’t: this is when the real separation happens.
    Champions aren’t made in the easy months when everyone’s hustling. They’re made in the months when most people quit. December is one of those months.

    Your Week Ahead

    So I have got 7 meetings and a delivery. Here’s how I’d think about this week:

    • Own those meetings. Show up with more energy than your prospects expect in December. Be the bright spot in their day. Solve their problems before they even fully articulate them. When everyone else is phoning it in, you be the one who shows up fully present.
    • Execute that delivery flawlessly. Don’t let the holiday timeline be an excuse for anything less than excellent. My client will remember how I showed up when it mattered.
    • Document everything. Take notes on what I am learning in these conversations. I am gathering intelligence while my competition is offline. That knowledge gap is real, and it’s valuable.

    The Real Win

    What is the real win by getting a head start on your competition?

    You’re not just setting yourself up for a strong January. You’re building a reputation as someone who doesn’t make excuses. Someone who delivers regardless of the calendar. Someone who’s there when it counts.


    That reputation? It follows you. It compounds. It becomes your brand.
    Years from now, when clients think of you, they won’t remember that you took December off. They’ll remember that you were there when they needed you. That you didn’t slow down when everyone else did.

    Finish strong

    So keep that energy high. Run meetings like they’re the most important conversations of the year, because for all you know, they are. Nail that delivery. And when January 2nd rolls around and everyone else is just getting started, you’ll already be miles ahead. To learn more about the importance of having a strong close to the year strong, click here.

    December doesn’t mean downshift. It means separate yourself from the pack.
    Now go get it.
    – Garret

    Contact 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
    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