Key Responsibilities and Required Skills for Management & Sales Training Program

🎯 Role Definition

The Management & Sales Training Program lead designs, implements, and measures end-to-end learning experiences that accelerate salesperson ramp, improve manager effectiveness, and drive sustainable revenue growth. This role blends sales enablement, leadership development, curriculum design, and learning analytics to build scalable onboarding, certification, and ongoing coaching programs for field sales, account management, and frontline managers. Success is measured by reduced time-to-productivity, increased quota attainment, improved win rates, and stronger leadership bench strength.

📈 Career Progression

Typical Career Path

Entry Point From:

Sales Enablement Specialist or Training Specialist
Learning & Development Coordinator or Instructional Designer
Senior Sales Representative with coaching responsibilities

Advancement To:

Head of Sales Enablement / Director of Sales Training
Director of Learning & Development (L&D) for Commercial Organization
VP of Revenue Operations or Chief Learning Officer (for L&D career path)

Lateral Moves:

Product Enablement Manager
Organizational Development Consultant
Revenue Operations Manager

Core Responsibilities

Primary Functions

Design and own the end-to-end onboarding and ramp program for new sales hires and account managers, including role-based curricula, 30/60/90 day ramp plans, assessment gates, and certification standards to reduce time-to-quota.
Create and maintain a scalable management development program for first-line and mid-level managers that covers coaching for performance, people management, performance reviews, career development, and change leadership.
Develop blended learning solutions (in-person workshops, virtual instructor-led training, e-learning modules, microlearning, and just-in-time resources) that align with sales processes and business goals.
Partner with Sales Leadership, Product, Marketing, HR, and Revenue Operations to align training priorities with go-to-market strategy, territory plans, and product launches; ensure training supports business KPIs like quota attainment and deal velocity.
Build competency frameworks and role profiles for sales and management positions, mapping core behaviors, skills, and measurable outcomes to targeted learning interventions and career ladders.
Create, curate, and update a centralized learning content library—playbooks, call scripts, objection handling guides, case studies, video demos, and manager toolkits—optimized for search and on-demand consumption.
Design and execute train-the-trainer programs to certify internal coaches and enable managers to deliver consistent coaching and skills reinforcement in the field.
Use CRM (Salesforce, HubSpot) and LMS (Cornerstone, Docebo, Lessonly) data to perform skills-gap analyses, identify learning priorities, and measure program impact on business metrics (ramp time, quota attainment, conversion rates).
Build assessments, simulations, role-play scenarios, and certification tests; analyze results to refine learning paths and measure mastery and behavior change.
Develop and iterate sales coaching programs and cadence for managers, including one-on-one coaching frameworks, guided call reviews, and coaching scorecards to increase rep productivity.
Lead the design and execution of sales methodology adoption programs (e.g., MEDDIC, Challenger, SPIN) and integrate best practices into onboarding and ongoing enablement.
Run pilot programs, A/B tests, and phased rollouts to validate effectiveness of new learning interventions and scale successful pilots across regions.
Create performance dashboards and reporting for leadership that transparently link training activities to revenue metrics, retention, and customer satisfaction.
Create multimedia content—video lessons, interactive scenarios, slide decks, job aids—and partner with instructional designers or external vendors to convert subject-matter expertise into learner-centered experiences.
Manage external vendor relationships (content developers, LMS providers, coaching vendors) and negotiate contracts and budgets to maximize ROI and program scalability.
Implement learning reinforcement tactics (spaced repetition, microlearning, quizzes, sales contests) to improve knowledge retention and on-the-job application.
Ensure all sales and management training content complies with legal, regulatory, and security requirements (data privacy, anti-corruption where applicable).
Coordinate global delivery logistics, scheduling, and localization of training programs to support multi-region sales teams and minimize disruption to selling time.
Run regular win/loss reviews, pipeline clinics, and experiential workshops that translate real customer feedback into concrete learning modules and improvements.
Facilitate executive and sales leadership communication campaigns to drive training adoption, culture change, and accountability for development goals.
Maintain and continuously improve the onboarding experience and learning management workflows (enrollment, reminders, certifications, recertification timelines).
Serve as a hands-on facilitator for high-impact workshops and manager coaching sessions when required to model behavior and accelerate adoption.

Secondary Functions

Support ad-hoc data requests and exploratory data analysis to answer business questions about ramp, attainment, and training utilization.
Contribute to the organization's data strategy and roadmap by recommending learning analytics and measurement improvements.
Collaborate with business units to translate data needs into engineering or reporting requirements for revenue operations and analytics teams.
Participate in sprint planning and agile ceremonies within the learning and enablement teams to prioritize content development and iterative releases.
Act as a subject matter expert for cross-functional initiatives such as sales process changes, compensation plan rollouts, and CRM migrations that impact training needs.
Provide occasional frontline coverage for high-visibility training sessions during peak hiring or product launch periods.

Required Skills & Competencies

Hard Skills (Technical)

Instructional design and curriculum development for adult learners, including ADDIE or SAM methodologies and experience with blended learning.
Learning Management System (LMS) administration and reporting (e.g., Cornerstone, Docebo, Lessonly, TalentLMS) and familiar with content import/export, SCORM/xAPI.
Sales enablement tooling and CRM proficiency (Salesforce, HubSpot) to pull learning-related reports and correlate training to pipeline metrics.
E-learning authoring tools (Articulate Storyline, Rise, Adobe Captivate, Camtasia) and video production basics for creating on-demand modules.
Measurement and analytics: building KPIs, dashboards, and ROI models using Excel, Google Sheets, Looker, Tableau, Power BI, or similar analytics tools.
Facilitation and classroom delivery skills for virtual instructor-led training (VILT), webinars, and in-person workshops with 30+ participants.
Assessment design and mastery testing, including rubrics, simulation scoring, and competency-based evaluation.
Project management and program governance: creating timelines, managing cross-functional stakeholders, and controlling program budgets.
Familiarity with modern sales methodologies (MEDDIC, Challenger, SPIN, Sandler) and ability to translate them into teachable behaviors and scripts.
Content localization and adaptation experience for multi-region deployments, including translation workflows and cultural adaptation.
Vendor management and procurement experience for training vendors, executive coaches, and content partners.
Basic change management skills and frameworks (ADKAR, Kotter) to drive adoption and sustain behavioral change.

Soft Skills

Exceptional written and verbal communication; able to craft persuasive training narratives, executive summaries, and stakeholder updates.
Coaching and mentoring mindset with demonstrated ability to develop managers and frontline sellers.
Stakeholder management and influencing skills; build credibility with sales leaders, HR, product, and ops.
Strong facilitation and presence — comfortable running large workshops and leading role-play and feedback sessions.
Analytical problem-solver with curiosity to diagnose root causes and propose data-informed interventions.
Project orientation with high attention to detail, timeline discipline, and the ability to prioritize competing initiatives.
Empathy and learner-centric design thinking; understands adult learning motivations and barriers to change.
Adaptability and resilience in fast-paced, revenue-driven environments with shifting priorities.
Collaboration and cross-functional teamwork mindset; builds partnerships across global teams.
Strategic mindset with an eye for continuous improvement and scaling repeatable processes.

Education & Experience

Educational Background

Minimum Education:

Bachelor's degree in Business, Education, Human Resources, Organizational Psychology, Communications, Marketing, or related field.

Preferred Education:

Master's degree (MA, MS, MBA) in Organizational Development, Learning & Development, Business Administration, or related discipline.
Certifications such as ATD CPLP, SHRM-CP, or reputable sales methodology certifications (e.g., MEDDIC, Challenger) are a plus.

Relevant Fields of Study:

Learning & Development / Instructional Design
Organizational Psychology / Human Resources
Business Administration / Sales / Marketing
Communications / Adult Education

Experience Requirements

Typical Experience Range: 3–8 years of progressive experience in sales enablement, learning & development, or training roles with demonstrated impact on revenue metrics.

Preferred: 5+ years leading high-impact sales onboarding and manager development programs at scale, with experience integrating LMS/CRM analytics, managing vendor relationships, and delivering blended learning solutions in a multi-region commercial organization.