Can we run this for our whole leadership team?

Yes. The in-company version installs one shared operating rhythm across managers, which is usually where the biggest gain sits.

I still carry personal quota. Is that a problem?

No — most participants do. Part of the work is deciding what you keep, what you delegate and what you stop.

How is this different from sales training for my team?

Training changes what sellers do. This changes what you do, so the change survives after the training ends.

Do you help with hiring decisions during the programme?

Yes. Bring live roles and we will work on scorecards, interview structure and decision evidence.

What happens after the twelve weeks?

Alumni clinics continue monthly, and most leaders move into an ongoing coaching or consulting engagement only if they need it.

Accelerator programme

Stop being the best seller. Start building sellers.

For sales managers and heads of sales who were promoted for closing and now have to grow a team, run a forecast and build a rhythm the business can rely on.

Apply for the next cohort Take the Revenue Multiplier Assessment

Sales managers & heads of sales
12 weeks, part-time
Peer group + 1:1 coaching

A quick introduction

The shift from top seller to sales leader

The Sales Leadership Accelerator is a 12-week programme for first-time and stretched sales leaders who were promoted for closing and now own a team, a forecast and a number they cannot personally carry.

You build the operating rhythm — coaching conversations, deal reviews, pipeline inspection, hiring and onboarding — and test it with a peer group of leaders plus 1:1 coaching between sessions.

Focus: Coaching, forecasting and team rhythm
Format: Peer leadership group plus 1:1 coaching
You leave with: A written operating cadence for your team

The problem

You were promoted for selling, not for leading

You still close the biggest deals yourself, because it is faster.
Reviews collect updates instead of improving deals.
Your forecast is a feeling, and it slips every quarter.
Coaching happens when there is time — so it never happens.
New hires take two quarters to produce, if they produce at all.
Your top two people carry the team, and you know the risk.

Who it's for

For leaders carrying a team and a number

First-time managers

Promoted in the last 18 months and learning on the job.

Player-coaches

Still carrying personal quota alongside a team.

Heads of sales

Owning the number across regions or product lines.

Founder-led sales

Founders handing sales over to a team for the first time.

Leaders inheriting a team

New to the team, the market or both.

Scaling teams

Adding headcount and needing onboarding that works.

Outcomes

What changes in your team

A weekly and monthly operating rhythm the team relies on
Deal reviews that change deal outcomes
Coaching conversations built on evidence, not opinion
A forecast you can defend to the board
Clear qualification and stage-exit criteria
Development plans for every mid-performer
Faster ramp for new hires through structured onboarding
Less dependence on your own personal closing

Programme modules

Twelve weeks of leadership mechanics

From seller to leader

What to stop doing, and what only you can do now.

Coaching conversations

Coach behaviour and evidence instead of outcomes and opinions.

Deal reviews that work

A review format that improves the deal in the room.

Pipeline and forecast discipline

Stage definitions, coverage maths and honest calls.

Performance management

Diagnose skill versus will, and act early and fairly.

Hiring sales talent

Scorecards, structured interviews and evidence-based decisions.

Onboarding and ramp

A 30-60-90 plan that shortens time to first win.

Operating rhythm

The weekly, monthly and quarterly cadence you run permanently.

Learning methodology

Practise leadership, not leadership theory

01
Diagnose
Review your team's pipeline, cadence and coaching baseline.
02
Rehearse
Run real coaching and review conversations in the room.
03
Implement
Install the rhythm with your own team between sessions.
04
Coach the coach
1:1 coaching on the conversations you actually had.

Why Simpli5Sales

Built from the sales systems we install for clients

Systems, not slogans

The same operating rhythm we install in consulting engagements.

Practitioner faculty

Facilitators who have run and rebuilt sales teams.

Peer group of leaders

A room of people carrying the same weight you are.

Evidence-based coaching

We review your real reviews, not role-play scripts.

Hiring built in

Recruitment expertise applied to how you select talent.

Sustained after the cohort

Alumni clinics keep the rhythm from decaying.

Proof

What participants say

“My reviews used to be status calls. Now they change deals — and I stopped closing everything myself.”

Vikram D.Sales Manager, BFSI

“The forecast conversation with my CEO changed completely. I bring evidence now, not optimism.”

Meera J.Head of Sales, SaaS

“Our last two hires ramped in six weeks instead of two quarters because onboarding finally had a structure.”

Arun P.Regional Head, Industrial products

Programme details

Editable from the CMS — cohort dates, fees and format are kept current here.

Duration: 12 weeks, part-time
Commitment: Fortnightly live sessions plus monthly 1:1 leadership coaching
Format: Live virtual cohort, in-company option for full leadership teams
Cohort size: Capped at 12 leaders
Eligibility: Currently leading at least two sellers, or about to
Certification: Simpli5Sales Sales Leadership Accelerator certificate

FAQ

Questions we get asked

Next step

Build a team that does not depend on you closing.

Tell us about your team, your number and where the rhythm breaks. We will confirm fit, share dates and fees, and recommend the right starting point.