5 practical shifts that unlock better performance, fast.
“What do you need to learn to succeed?”
It’s a simple but powerful question. And one that more sales leaders should be asking their teams.
Because the best sales teams we see aren’t just the most experienced – they’re the ones that learn faster, together.
But in a fast-paced, high-pressure sales environment, creating a genuine learning culture isn’t easy. Some of the most common blockers we come across include:
- Lack of trust – people don’t feel safe sharing
- Knowledge hoarding – competition gets unhealthy
- No structure – learning moments get lost in the day-to-day
- Being ‘too busy’ – learning drops down the priority list
If any of that sounds familiar, the good news is this: it doesn’t take a huge cultural overhaul to change the dynamic. Small shifts in how you run meetings, structure conversations, and model behaviours can make a big impact.
Here are five practical changes we’ve seen unlock more curiosity, collaboration, and performance in sales teams:
1. Create the space, not just the meeting
Design the experience, not just the agenda.
In most sales team meetings, the agenda is crammed full of updates, one-way broadcasts, and admin. That leaves little space for the kind of conversations that drive real learning.
Instead, try this:
- Change the room or layout – a small shift in space can lead to a big shift in mindset
- Let others help build the agenda
- Include an activity or check-in to ease people out of ‘BAU mode’
- Ask these two questions:
- What are the top 3 things you’d like to learn from others in the room?
- How would you like to learn about them?
2. Set the tone through behaviour, not slides
Be curious. Listen well. Reward what matters.
As the leader, your behaviour sets the cultural tone. The simplest way to model a learning mindset? Ask more questions than you answer.
When someone shares an idea, resist the urge to jump in or debate. Instead, say:
“Thanks for sharing that — can I just check I’ve understood you?”
(Then summarise their idea in your own words.)
This tiny move has a powerful effect. It shows people they’ve been heard — and invites others to do the same. And when you see someone else doing it? Praise them. Publicly. Salespeople often respond especially well to visible recognition.
3. Let the team find the answers
Guide the conversation, but don’t dominate it.
It’s tempting (especially for leaders who’ve been high-performing salespeople themselves) to jump in and offer solutions when someone raises a challenge.
But if you want to build a learning team, hold back.
- Let the team frame the problem
- Use small-group discussions to get more voices in the room
- Facilitate the conversation, don’t lead it
- Only step in at the end to support, clarify, or stretch their thinking
4. Make peer learning part of the job
Create space for sellers to learn from each other.
Some of the best learning happens outside of formal settings. One high-impact tactic? Encourage your salespeople to attend customer meetings in pairs.
It builds trust. It deepens learning. And — let’s be honest — no one wants to look underprepared in front of a peer.
After the meeting, facilitate a quick debrief. Ask:
- What did we learn?
- What surprised you?
- What might we try next time?
When teams regularly do this, performance rises quickly.
5. Be the connector, not just the manager
Spot patterns. Link people. Build momentum.
Sales leaders are often the emotional pulse of the team — the one everyone calls before or after a big meeting. That gives you a unique view of what people are wrestling with.
Use that vantage point to:
- Notice recurring themes and challenges
- Connect people who could learn from each other
- Create informal opportunities to share what’s working
Being the team’s connector might be the most powerful leadership tool you’ve got.
Final thought
If you’re leading a sales team right now, here’s a question to take into your next meeting:
“What do we need to learn to win more often?”
Then pause. And listen.
🔍 Interested in building a modern leadership culture?
If you enjoyed this article, you might be interested in our new Culture Labs – practical, high-impact sessions designed for leaders who want to level up how they lead and how they deliver success with their teams.
Modern leadership demands a different set of skills — and many of the leaders we work with are actively looking for new ways to stretch themselves and support their people.
If that sounds like you, join the Waiting List to get early access when we launch.
