Legendary CRO John McMahon posits that while the human element of sales (the art) remains constant, the process (the science) has evolved into a highly structured discipline focused on playbooks, messaging, and ideal customer profiles.
Prioritize hiring generalist "athletes"—people who are intelligent, driven, and coachable—over candidates with deep domain expertise. Core traits like Persistence, Heart, and Desire (a "PhD") cannot be taught, but a smart athlete can always learn the product.
The most vital and unnatural skill for sales reps is listening. The key is a mindset shift: listen with the intent to truly understand the customer's core issue. This forces you to ask deeper, clarifying questions instead of just formulating your next response.
True urgency comes from implicating pain, not just identifying it. By asking the customer "who suffers and what suffers if you do nothing?", you tie the problem to their personal job measures and company revenue, giving you leverage to re-engage them.
Don't fire reps based only on a missed ramp quota. Instead, observe if they make consistent, incremental improvements in skill and knowledge during calls and role-plays. If progress is visible, they're worth keeping, even if it takes over a year to close their first deal.
Ineffective leaders use Quarterly Business Reviews to demonstrate their power by grilling reps. Great leaders use a single deal review as a live coaching session for the entire sales floor, knowing one person's mistake is likely a problem for hundreds of others.
John McMahon's most revealing qualifying question tests the champion. If a rep has been in an account for six months with a supposed champion for a large deal but hasn't met the budget holder, McMahon concludes they don't have a real champion and will lose.
Sales leader John McMahon explains that while perpetual licenses offered years to fix issues, today's consumption-based models can see customers churn in a week if they don't see immediate value. This demands an intense focus on rapid value realization.
CROs are often blamed for missed targets, but the root cause is often a flawed hiring plan from the CEO. Rushing to hire reps without adequate ramp time leads to B-player hires, immense pressure from managers, a toxic "horse whipping" culture, and ultimately, missed numbers.
While remote sales works, it prevents leaders from developing intuition. John McMahon relies on reading a room—body language, handshakes, eye contact—to identify champions and enemies. This "gut feel" is a second processing engine that is nearly impossible to replicate over Zoom, making sales more difficult.
A sales leader's job isn't to ask their team how to sell more; it's to find the answers themselves by joining sales calls. Leaders must directly hear customer objections and see reps' mistakes to understand what's really happening. The burden of finding the solution is on the leader.
Legendary CRO John McMahon reveals his personal career barometer: if he lies in bed after his alarm goes off for four consecutive days, he immediately quits. He views this as an unmistakable sign that his drive is gone and something is deeply wrong with his role, prompting an immediate call to the CEO.