10 movies that will teach you more about sales than any course you can buy (1 hour training): 1. True Grit 2. The Gentlemen 3. 12 Angry Men 4. The Godfather 5. Lincoln 6. Dog Day Afternoon 7. Heat 8. Inside Man 9. Glengarry Glen Ross 10. Djano Unchained

After being responsible for over $1.6B in sales... I’m giving away the FULL 30-day tracking system I set up for a client's sales team. (you'll know exactly why your leads don't book, don't show and don't buy) Right now you know how many calls got set this month, and how many closed. You don't know WHY the rest didn’t. Your setters push shaky leads onto your closer's calendars. Some of them never show. Some show up and tell your closer they're "just gathering information." So you go back and listen to the set calls one at a time, trying to figure out which setter is gunking up the calendar. Or you stop checking and buy more leads. The reasons are stuck in your setter's and closer's heads, because nobody ever writes them down. About a month ago I set up one shared sheet for a client's sales team, and the setters and closers write the reason down every time a lead drops out. Now the whole team can see WHERE the funnel is leaking. So I put the whole thing into one 30-day sales sprint Inside: 1. The 3-tab tracking sheet, with every column header ready to paste into Google Sheets or Excel 2. The 4 columns for Tab 1 (sets not booked) that show you which leads marketing sends that your setters can't get onto a closer's calendar 3. A no-show policy for Tab 2, the reminder schedule (24, 3, 2 and 1 hour before the call) and the three-way group text that gets people to show up 4. The "reason for not buying" log for Tab 3 that tells you if a lost deal was a payment, finance, qualification or training issue 5. The skill, will or focus check that tells you what each closer needs next 6. An AI prompt that reads your no-show notes and shows you which setters underset and which ones overset 7. The 30-day read that tells you where to intervene first: setters, show mechanics or closer skill (sometimes it's all of them) No new software. A Google Sheet or an Excel file works fine. It depends on your call volume, but for most of you a month is enough data. PS - The kit also shows you how to trace a lost deal back to the set call, so you know what your setter needs to tie down next time.

After 12 years in sales, these are the BEST people to study: S TIER: • Jeremy Miner. Peak. • Og Mandino. The TRUE OG of sales. A TIER: • Cole Gordon. Solid process and SOPs, not as nuanced as Jeremy. B+ TIER: • Grant Cardone. A better marketer than a salesperson, but his OG skills still work well. C TIER: • Shelby Sapp. Solid D2D career, but mostly recycling tactics from 2018.

This is the dream for every owner stuck babysitting a sales team... One team we work with closed $355,690 in 1 month. Their close rate went up +531%. Most owners chase a month like that by listening to calls and coaching reps themselves. We do that listening for them. Most agencies and sales trainers just won’t do it because it’s too manually intensive. At Cadence, we: • go through the team's most recent sales calls ourselves. • pull out what the won calls do • pull out what the lost calls do Then: 1. we build what we found into an always-on sales coach on every live call 2. it listens without joining the call and nudges reps in real time. This is how reps get coached while the deal can still be won….rather than in an after-action review that happens after the deal is dead, dead, dead. This is where the world of sales is going, and a lot of teams are going to get left behind.

No one is doing the version of sales coaching I think actually works. So either I'm early, or I'm wrong. After 12 years in sales and $1.6B+ products sold, there are 5 things I’ve noticed: 1. 1:1 coaching is too slow 2. Group coaching is too slow 3. Call reviews are too slow and backwards-looking 4. Learning speed is everything 5. Skill acquisition is TOO SLOW for the pace of business in 2026 So what can we do to increase learning speed? And having built multiple 7 and 8 figure sales teams, I’ve learned that what we have to do is use a million golden BBs, not a single silver bullet. Here are just a few of my golden BBs: 1. Reps need to practice in hard scenarios under stress and most coaches and managers can’t produce this. Hearing a 🔥line or objection rebuttal is next to useless, because the rep’s ability to reproduce it under pressure on their next call is next to 0%. 2. Consolidation happens in sleep, not in practice. Your reps need to sleep better, full stop. This means you cannot collapse a learning timeline by adding more practice on the same day. You can only collapse it by adding more high-quality, error-rich reps spaced across more sleep cycles. 3. Reps need golden BBs of feedback in the moment they made the error, not 48 hours later in a coaching session. This is where 2026 AI changes the game in a way that wasn’t possible in 2023. AI can provide cues or nudges on live calls, shrinking the feedback cycle from 48 hours to 4 seconds. So when I’m brought into a new struggling sales team, here’s how I put all this together, or how you can do it if you don’t want to hire me: 1. Layer 1: Atomized skill taxonomy. This is the prerequisite nobody does. The skills need to be decomposed to the most efficient possible size to teach and practice. 2. Layer 2: Spaced retrieval, not spaced exposure. The more error rich, the better the practice is, and retrieval demands need to be real and intense. 3. Layer 3: Interleaved roleplay. Most roleplay is trash; most teams don’t roleplay enough, properly, or with the right focus on the specific atomic skills. 4. Layer 4: Real-time intervention on live calls Beyond battle cards and we need gross nudges, not verbatims. – Every team I’ve seen does one of these layers, maybe two. But nobody runs all 4. Like I said... either I’m early, or I’m wrong. My money’s on early.

29 things that bad closers do: (after listening to 15,000+ sales calls) 1. Money never gets said, or gets given away: • Price never named • Price buried • Ignoring a budget ceiling that was visible early • ROI quoted without the seller's own fee • A do-nothing probe that gets deflected and isn't pressed • An ROI model never checked against the buyer's own bar • An ROI projection that hits the goal, never said out loud 2. No goal, so nothing to tie back to: • No goal number • Loose goals accepted as goals • Discovery questions crowding out the goal question • No final tie-down • A pitch that isn't anchored to the buyer's need 3. All presenting and no selling: • Long monologues with no check-ins • Checking in on the wrong thing (reaction and comprehension checks, when you need objection isolation) • Consulting the prospect ("What I'd do if I were you is...") • Cheerleading the prospect ("You're on a great path") • Overrunning the meeting length, where a hard stop kills the deal 4. Nothing happens at the end: • Zero closing discipline • No next call on the calendar, or homework with no date • Brush-offs accepted • Decisive numbers handed over and never used • Answering a different objection, or arguing • No outcome-based premium justification • Expectation gaps shipped into the deal • Solving before digging • The right question asked after the deal is already lost • A ready buyer turned into a stall by the seller • Walking away mid-negotiation • Concessions with nothing asked in return (BIG ONE)

In my first sales job, I sold 30% more painting jobs than I could deliver. This got me demoted. I was selling exterior house painting door to door. Every job I signed was priced too low to pay for the work, and the schedule was full of jobs I couldn't get to. The more I sold, the worse it got. Lesson: you need to charge what you're worth. Out of the 15,000+ sales calls I’ve reviewed, I still hear the same pricing mistakes: • The price never gets named, or it gets buried. • The owner quotes the ROI without their own fee in it. • Nobody ties the price to the outcome the buyer is actually paying for. • The rep never got a goal number in discovery, so there's nothing to tie the price back to. Then the buyer pushes back once, and the rep hands over a concession without asking for a single thing in return. (Of all the ways reps give the money away, that one is the BIG one.) Another mistake that’s just as fatal: When a rep promises more than the team can deliver, and the buyer signs expecting things that were never going to happen. If you're an owner who discounts to close — OR lets your reps do this — you're making a grave mistake. You win the job at a price that physically can't pay for the work. The more of those deals you close, the deeper the hole gets. TL;DR: Charge more.

I'm giving away EVERY sales training resource I've ever put out. These are the exact systems behind my sales teams that’ve closed $1,600,000,000+ in sales. (every hiring test and closing system I teach into one folder) Here's what's inside: • the 3-step sales hiring system (the 3 tests that split a smooth talker from an A-player) • the sales team scaling playbook (how i split leads, set quotas and kept the culture competitive AND collaborative) • the 6-week sales mastery plan (how we cut new-rep ramp time from 8 weeks → 2) • 12 years of sales in 14 minutes (the 3 mistakes owners make + the 3 sellers make) • the pre-call close system (the 24-48 hours before a call that raise show rate and close rate) • the 4 prospect types map (wounded, hostile, neutral, drifter) • the 70-to-30 minute call fix (7 fixes that take back control of the call) • the stall role play (stop the stall before you ever say the price) • the one-call close breakdown (how my closer did $18M in 19 months at a 92.3% one-call close rate) • the full 2-hour sales training (my entire system, start to finish) It's all in one folder. go through it and you'll have the exact hiring, call and closing systems i used to take sales teams from $50k → $6M+ a month. Want it? Details below:

True. But a CRO who can ONLY close deals isn't a sales leader either. The best sales leaders ARE pace-setters. They're willing and able to jump on a call and close a deal at any moment. They also need: 1. empathy 2. coaching skills. 3. the ability to listen 4. a keen understanding of people and interpersonal dynamics 5. a wide range of motivational skills that unlock OTHER people's greatness. 6. the ability to sell their own team on changes, adjustments and new methods. In my experience, finding all of that in one person is super difficult. Number 6 is the sale I'm most proud of from early in my career. It was the first sales team I ever built. I was managing 12 coaches in higher education. Our job was getting first-generation college students to re-enroll in school and stay. New leadership came in and demanded 4 hours of talk time per day instead of the 2 we were averaging. We had to become a true production environment to justify our cost and keep our funding. The whole company was re-organizing around KPIs, and it lost ~50% of its staff to layoffs and attrition. Everyone else in the building was panicking. I took my team to a different floor of the building and ordered them two pizzas. Then I told them: "This is going to make everyone else's job worse, but for us, it's going to make our jobs BETTER. We are going to have twice as much talk time, but THIS TEAM is going to do it with half the effort. Now, how are we going to do this?" I asked them for the **how** instead of handing down a directive. All 12 of them did more and did better. They were happier doing it, and morale went up.

8 months into selling solar, I got put on a PIP. So I quit and started my own business with $3k in my bank account. Now: • I've built multiple 8-figure sales teams • I've helped coach individual salespeople to collect up to $1.2M per month and sustain that performance • I've coached 500+ salespeople • Over two dozen salespeople I've trained close at 40%+ consistently and make over $30,000 a month in commissions For context: It started a few months earlier, when I moved to the San Francisco Bay Area with basically $0 in my pocket. I had no job, and I didn't know a single person there. It took 2 weeks of hustle just to get hired in solar sales. At first, I crushed it. Looking back, it was beginner's luck. Then I started doing so badly that I got put on a PIP. So, I quit rather than get fired. I started my own business right after. With $3k in the bank, I HAD to make it work. If I didn't sell, I didn't buy groceries. "Eating only what you kill" was the best sales training in the world. Having to sell or not buy groceries was a powerful motivator, and apparently I needed it. If you’re getting a “sign” to go all in on that “thing” you’ve been thinking about... I promise you won’t regret it.

I fire a closer I like only when both of these are true: • They can't hit KPI despite repeated, intensive coaching and a PIP • I can't find a single other seat in the organization where they'd thrive It’s why the phrase: "Hire fast, fire faster" is the wrong way to build a sales team. (In fact, it’s a recipe for certain burnout.) Firing fast keeps you hiring, onboarding and training the same seat over and over, burning your best leads and ad spend. So before you let a failing closer go, ask if they're a great teammate. If yes, audition them for Account Manager or Customer Service roles. Often the skill translation is brilliant, and it's a HUGE value add for the company. Great teammates who make the culture better are rare. There are never enough of them to go around.

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Keeping money is a different skill from making money. Both are critical. A lot of people spend decades building assets without thinking about what actually happens to them if they die. Having recently had a death in the family, this hits home. Poor estate planning can create unnecessary taxes, probate, delays, and endless headaches.