ATD Coaching, Onboarding & Talent Development 3 — Questions and Answers
Question 1: In sales talent development, what does the 70-20-10 learning model suggest about formal training programs?
- They should constitute 70% of a rep's development plan
- They account for only 10% of meaningful learning and development (Correct answer)
- They are most effective when delivered in classroom settings
- They should replace on-the-job coaching for new hires
Correct answer: They account for only 10% of meaningful learning and development
The 70-20-10 model holds that 10% of development comes from formal training, 20% from social learning, and 70% from on-the-job experience.
Question 2: A new sales rep is struggling to handle price objections despite multiple role-play sessions. What is the most likely root cause?
- Insufficient product knowledge about competitive differentiators
- Lack of confidence in the company's value proposition (Correct answer)
- Failure to practice the objection-handling script enough times
- Poor relationship with their onboarding buddy
Correct answer: Lack of confidence in the company's value proposition
Price objection struggles often stem from a rep's inability to articulate and believe in the product's value, not from scripting gaps.
Question 3: Which element is most essential in a coaching contract established at the start of a coaching engagement?
- A defined list of skills the coach will teach the rep
- Mutual agreement on goals, confidentiality, and expectations (Correct answer)
- The manager's performance improvement targets for the rep
- A schedule of weekly check-in calls and reporting requirements
Correct answer: Mutual agreement on goals, confidentiality, and expectations
A coaching contract must establish mutual agreement on goals, confidentiality norms, and expectations to create psychological safety.
Question 4: What is the key difference between mentoring and coaching in a sales talent development context?
- Mentoring focuses on skills while coaching focuses on career trajectory
- Mentoring shares experience and wisdom while coaching develops self-directed capability (Correct answer)
- Mentoring is informal while coaching always requires a certified coach
- Mentoring is for new hires while coaching is reserved for senior reps
Correct answer: Mentoring shares experience and wisdom while coaching develops self-directed capability
Mentoring transfers the mentor's knowledge and experience, while coaching develops the learner's own problem-solving and self-awareness.
Question 5: During onboarding, a new sales rep receives conflicting messages about the sales process from their manager and their assigned buddy. How should the onboarding program address this?
- Instruct the buddy to defer all process questions to the manager
- Establish a single source of truth through documented sales playbooks (Correct answer)
- Remove peer buddy assignments to eliminate mixed messaging
- Have HR arbitrate disagreements between the manager and buddy
Correct answer: Establish a single source of truth through documented sales playbooks
Documented sales playbooks provide a consistent reference that resolves conflicting guidance and standardizes the onboarding experience.
Question 6: A sales enablement leader is designing a coaching certification program for frontline managers. Which competency should be weighted most heavily?
- Product and competitive knowledge depth
- Active listening and powerful questioning techniques (Correct answer)
- CRM proficiency and pipeline management skills
- Ability to demonstrate top sales rep behaviors
Correct answer: Active listening and powerful questioning techniques
Active listening and powerful questioning are the core skills that differentiate effective coaches from directive managers.
Question 7: What is the most effective way to sustain behavior change after a sales coaching intervention?
- Schedule a follow-up coaching session within 90 days
- Create an action plan with the rep and reinforce through regular check-ins (Correct answer)
- Increase quota targets to motivate the rep to maintain new behaviors
- Send a post-coaching survey to measure the rep's satisfaction
Correct answer: Create an action plan with the rep and reinforce through regular check-ins
Co-created action plans combined with regular reinforcement check-ins are the most effective mechanisms for sustaining post-coaching behavior change.
ATD Coaching, Onboarding & Talent Development 3
In sales talent development, what does the 70-20-10 learning model suggest about formal training programs?