As the head of sales for my company, I’m always looking for ways to improve our talent enablement strategy. I recently came across a post that addressed 15 key questions every sales leader should ask themselves to assess and develop their strategies.

These questions resonated with me, as they helped me identify areas where we could make improvements. For example, one question asked how we identify top sales talent. This made me realize that we need to identify high-potential employees better and allow them to grow within our organization.

If you’re looking to improve your company’s sales talent enablement strategy, I highly recommend looking at this talent enablement guide. It provides valuable insights to help you build a stronger team of top performers.

Talent Enablement Strategy

Talent enablement is all about making it easier for talented individuals to do their jobs and reach their potential.

This can be done through various means, such as providing access to training and development opportunities, creating an environment conducive to innovation and creativity, and offering competitive compensation and benefits packages.

By investing in talent enablement, organizations can ensure that they have a pipeline of top-performing employees who can contribute to the company’s long-term success.

What types of training or coaching do managers need to coach their sales teams effectively?

Salespeople need to engage in authentic, authentic, and meaningful customer conversations that will drive them to close deals.

If sales reps can’t reach decision-makers, then managers will have trouble predicting sales, affecting their ability to close deals.

Sales talent enablement is a process that ensures sales team skills are aligned with customer requirements and the sales strategy. This process improves forecasting and closing rates by giving salespeople the tools they need to succeed.

A sales training strategy is much more than just building and delivering courses.

As a sales enablement orchestrator, use conversations you have with your sales reps as focal points for your talent strategy.

To create an effective talent enablement strategy, it is important to understand the sales conversations that salespeople are having. By empathizing and adopting a clarifying approach, sales managers and teams can provide customers with the information to make informed decisions.

A focused approach to your sales conversation can help your salespeople accelerate the growth of your business.

This approach helps define the priorities of the sales training experience required of sales reps – without actually having to practice on real clients.

A good sales talent enablement strategy should encourage sales reps to practice their techniques, receive feedback, and improve their communication skills in a space set up for them to do so. This will enable them to succeed in their sales conversations and grow into their roles.

What are the benefits of an enablement platform?

Sales tools that provide repositories for marketing content and materials for all stages of your sales process are the most effective.

When used correctly, a sales enablement platform can provide team members with insights on content analytics and how it affects deals and sales performance. This information can help the team members optimize their strategies and improve their overall performance.

The best Sales Enablement Platform can…

Improve sales and marketing alignment with real-time data and insights that show the effectiveness of content and programs. An enablement platform can help create greater marketing efficiency, boost sales productivity, help in risk management, and improve sales and marketing alignment.

The Most Important Questions Sales Talent Enablement Must Address:

  1. What is the portfolio of the sales team to be considered in the sales talent enablement strategy? Not all sales teams are alike.
  2. What is our vision and philosophy for sales talent enablement?
  3. Sales training will be focused on communicating the value proposition of new products or solutions.
  4. How can your company present a vision of the possibilities? What are sales skills necessary?
  5. Is it important for us to learn buyer knowledge and how our customers buy?
  6. What do people leaders need and want in relation to their competitors?
  7. How can salespeople be measured? What are the best ways to measure sales talent enablement strategic success?
  8. How well does our company train its salespeople? This is who gets to decide.
  9. What will sales enablement team members train to help sellers access buyers?
  10. What will sales enablement teams train to help sellers reach an agreement with their buying committees?
  11. How will we encourage sellers to engage with other groups within our organization (and when)?
  12. What quarterly, annual, and monthly sales training objectives should be included in the talent enablement strategy?
  13. What actions are the most important to increase sales talent and implement the sales strategy? Who is responsible for what?
  14. How does the sales enablement group decide what sales training content to include? Who has the right to veto?
  15. What long-term investments will the company make in sales talent enablement? Who is our executive sponsor, and how much?
  16. What are the core values and culture we want to reinforce through the talent enablement strategy for sales?

Why do we need a new and improved approach to managing our talent?

The definition of “talent” is broadening to include everyone, not just those identified as “high potential.”

The need for fast, flexible, and easily accessible training is high.

Employees want more flexible, individualized career trajectories.

Diversity, equity, and inclusion in the technology industry are becoming increasingly necessary.

Most employees want to take control of their learning.

Insufficient understanding of the talent pool

The demand for a more adaptable and flexible workforce is growing.

The pressure on people leaders is ever increasing.

Current competency models are out of date and need to be updated.

The talent management process is too rigid for an agile HR.

What does talent enablement mean?

Talent enablement is the process of providing employees with the resources and support they need to be successful in their roles. This includes everything from onboarding and training to performance management and career development. By investing in talent enablement, organizations can ensure that their workforce has the skills and knowledge necessary to contribute to business success.

What does employee enablement mean?

Employee enablement is a term used to describe the process of empowering employees to be able to do their jobs effectively. This can include providing them with the necessary tools and training, as well as giving them the autonomy to make decisions and take action.

What does HR enablement mean?

HR enablement is the process of providing HR resources and support to employees so they can effectively perform their job duties. This may include training on new HR policies and procedures, access to online self-service tools, and guidance on how to use HR systems.


This blog post is a must-read if you’re looking to improve your company’s sales talent enablement strategy. It addresses 16 key questions to help you identify and assess top sales talent and develop programs to support their success. By taking the time to answer these important questions, you’ll be well on your way to building a strong team of high-performing salespeople.

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Go through a variety of filters to zero in on the leads you want to reach. This is crazy specific, but you could find all the people that match the following: 

  • A company in the Financial Services or Banking industry
  • Who have more than 10 employees
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  • Who currently have job openings for marketing help
  • With the role of HR Manager
  • That has only been in this role for less than 1 year
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Editors Note:

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Justin McGill
About Author: Justin McGill
This post was generated for LeadFuze and attributed to Justin McGill, the Founder of LeadFuze.