Northwind halbierte die Einarbeitungszeit im Vertrieb, ohne einen einzigen Trainer einzustellen

The problem

Northwind's sales team doubled in eighteen months. The playbook did not. New account executives learned by shadowing whoever was available, which meant two reps hired the same week could end up with completely different pitches — and completely different results.

Ramp-up was measured in quarters, not weeks. Worse, the only place to practise objection handling was a live prospect call.

What changed

The enablement team rebuilt onboarding around ten Feutre scenarios, one per stage of the funnel. Each scenario has a persona with a hidden agenda: the CFO who already signed with a competitor, the champion who lost their budget, the procurement lead who only cares about the exit clause.

New hires now have to reach a passing score on discovery and objection handling before they are allowed on a real call. Managers no longer decide who is ready based on a gut feeling; they look at the scorecard.

The results

Ramp-up dropped from 94 days to 51. The win rate on renewals went up nine points, and — the part the team did not expect — the pitch finally sounds the same across the three offices.

The scorecard ended an argument we'd been having for two years: what "good discovery" actually means. Now it's written down, weighted, and everybody sees their own number.