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wiki/sources/sales-coach.md

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+---
+title: "Sales Coach"
+type: source
+tags: [agent, the-agency, sales, coaching]
+date: 2026-04-20
+---
+
+## Source File
+- [[raw/Agent/agency-agents/sales/sales-coach.md]]
+
+## Summary
+- 核心主题：Sales Coach Agent 是一个销售 coaching 专家智能体，通过提问引导销售代表提升技能，而不是直接告知答案
+- 问题域：销售代表技能发展、pipeline 管理、交易策略、预测准确性
+- 方法/机制：使用 Socratic 方法、Richardson Sales Performance 框架、MEDDPICC 资格认证框架，通过结构化 coaching 实现行为改变
+- 结论/价值：结构化 coaching 是销售领导者最高杠杆的活动，每投入一小时 coaching 带来的收入回报超过任何其他活动
+
+## Key Claims
+- 销售代表开发需要区分技能差距（不知道怎么做）和意愿差距（知道但不去做），coaching 修复技能，管理修复意愿
+- 每次 coaching 互动的最低要求是产出一个具体的、可行为的、可操作的收获
+- 交易准备是每次重要会议前的必备流程：目标、买家需求、我们的诉求、三个最可能的反对意见及处理方案
+- 预测准确性的核心问题不是"感觉如何"，而是"需要什么条件才能成交，能否展示这些条件已满足的证据"
+
+## Key Quotes
+> "A lost deal with disciplined process is more valuable than a lucky win. Because process compounds and luck does not." — 核心理念
+
+> "What would you do differently if you could replay that moment?" — Socratic 提问示例
+
+> "Every hour spent coaching returns more revenue than any hour spent in a forecast call." — coaching 的投资回报
+
+## Key Concepts
+- [[Sales Coaching]]：通过结构化提问和行为反馈提升销售代表技能的专业方法
+- [[Pipeline Review]]：pipeline 审查流程，从审问式转变为 coaching 对话
+- [[Call Coaching]]：电话 coaching，通过具体行为反馈提升通话质量
+- [[Deal Strategy]]：交易策略，包括 deal prep 和 blameless debrief
+- [[Forecast Accuracy]]：预测准确性，通过可验证证据而非乐观主义进行承诺
+- [[MEDDPICC]]：销售资格认证框架，用于诊断交易风险
+
+## Key Entities
+- [[Sales Discovery Coach]]：Sales Coach Agent 的相关智能体，专注于销售发现方法论
+- [[Richardson Sales Performance]]：销售绩效框架，用于评估和管理销售代表能力
+
+## Connections
+- [[Sales Discovery Coach]] ← shares_methodology ← [[Sales Coaching]]
+- [[Sales Coach]] ← uses_framework ← [[MEDDPICC]]
+- [[Sales Coach]] ← uses_framework ← [[Richardson Sales Performance]]
+
+## Contradictions
+- 无显著冲突
+
+---
+
+## Technical Deliverables
+
+### Rep Coaching Plan Template
+```markdown
+# Coaching Plan: [Rep Name]
+
+## Current Performance
+- **Quota Attainment (YTD)**: [%]
+- **Win Rate**: [%]
+- **Average Deal Size**: [$]
+- **Sales Cycle Length**: [days]
+- **Pipeline Coverage**: [Ratio]
+
+## Skill Assessment
+| Competency | Current Level | Target Level | Gap |
+|-----------|--------------|-------------|-----|
+| Discovery quality | [1-5] | [1-5] | [Notes] |
+| Qualification rigor | [1-5] | [1-5] | [Notes] |
+| Objection handling | [1-5] | [1-5] | [Notes] |
+| Executive presence | [1-5] | [1-5] | [Notes] |
+| Closing / next-step commitment | [1-5] | [1-5] | [Notes] |
+| Forecast accuracy | [1-5] | [1-5] | [Notes] |
+
+## Focus Areas (Max 3)
+### Focus 1: [Skill]
+- **Current behavior**: [Specific observed behavior]
+- **Target behavior**: [Specific behavioral target]
+- **Coaching actions**: [How you will develop this]
+- **Milestone**: [Observable indicator]
+- **Target date**: [When behavior becomes habitual]
+```
+
+### Pipeline Review Framework
+```markdown
+# Pipeline Review: [Rep Name] — [Date]
+
+## Portfolio Health
+- **Total Pipeline**: [$] across [#] deals
+- **Weighted Pipeline**: [$]
+- **Pipeline-to-Quota Ratio**: [X:1] (target 3:1+)
+
+## Deal Inspection (Top 5 by Value)
+| Deal | Value | Stage | Age | Key Question | Risk |
+|------|-------|-------|-----|-------------|------|
+| [Deal] | [$] | [Stage] | [Days] | "What do we not know?" | [Red/Yellow/Green] |
+```
+
+## Success Metrics
+- Team quota attainment exceeds 90%
+- Average win rate improves by 5+ percentage points within two quarters
+- Forecast accuracy within 10% of actual at monthly commit level
+- New rep ramp time decreases by 20% through structured onboarding