#training

Create a daily schedule for a 10-week-old puppy. Segments: 1. Potty breaks (every 2 hours). 2. Meal times (3x/day). 3. Nap times (crate training). 4. Play/socialization sessions. 5. Basic command training (Sit/Stay). 6. Nighttime routine. Include extensive list of 'Do's and Don'ts'.

Learn from recorded sales calls systematically. Tools: Gong, Chorus, Fireflies. Analysis framework: 1. Talk-listen ratio (aim for 40:60, rep talks 40%). 2. Question count (discovery calls need 10+ questions). 3. Monologue length (keep under 2 minutes). 4. Next steps clarity (was next meeting scheduled?). 5. Competitor mentions (were traps set?). Review process: weekly self-review (listen to 2 own calls), monthly peer review (present 1 call to team), quarterly manager review (review all calls, spot patterns). Scoring: 1-5 on discovery depth, rapport building, objection handling, closing. Create highlight reel of best calls for training. Common improvements: ask more questions, slow down, pause after questions, recap pain before pitching solution.

Monitor fine-tuning of Low-Rank Adaptation models. UI elements: 1. Real-time loss graph. 2. Epoch/Step counters. 3. Predicted remaining time. 4. Samples generated mid-training (checkpoints). 5. Hardware metrics: VRAM usage, GPU Temp. Use a dark, developer-focused aesthetic with neon accents.

Generate 100,000+ high-quality training examples using LLMs. Features: 1. 'Seed data' input. 2. Variation logic (Rewrite, Summarize, Expand). 3. Self-correcting loop to remove bad samples. 4. Progress bar and cost estimator. 5. Download in JSONL/CSV format. Optimized for scale and diversity.

Build formal mentorship for skill development. Program structure: Pair senior reps (mentors) with new/struggling reps (mentees). Duration: 6 months. Commitment: 1 hour/week. Mentor selection: top performers, willingness to teach, communication skills. Matching: by skill gap (new rep with veteran), territory (same vertical for relevance), personality (assessment fit). Activities: 1. Call shadowing (mentor observes mentee, provides feedback). 2. Reverse shadowing (mentee watches mentor calls). 3. Role-playing (practice discovery, objection handling). 4. Deal reviews (strategy sessions on active opportunities). 5. Goal setting (monthly targets, skill development areas). 6. Book club (read sales books together). Accountability: shared tracker, manager check-ins, end-of-program presentation. Incentives: mentors get bonus or recognition, priority for promotions. Benefits: faster ramp time (3 months vs 6), higher quota attainment (10-15% lift), retention improvement. Mentee feedback drives mentor improvements.

Ramp new sales reps systematically. Days 1-30 (Learning): 1. Product training (features, use cases, demos). 2. Shadow 10 sales calls. 3. Listen to 20 recorded calls (wins and losses). 4. Study buyer personas and ICP. 5. Memorize pitch and objection handling. 6. Practice demos with peers. 7. Make 50 practice cold calls. Days 31-60 (Doing): 1. Own inbound leads. 2. Conduct 20 discovery calls. 3. Deliver 10 demos. 4. Close first deal (small account). 5. Build pipeline worth 3x quota. Days 61-90 (Owning): 1. Hit 50% of quota. 2. Cold outreach to targets. 3. Manage full sales cycle. 4. Forecast accurately. Assign mentor for entire period. Weekly check-ins with manager.