Relational Influence -Β Leadership Lab
A structured engagement for sales leaders who want to stop managing performance and start coaching it.
The Problem
Most sales leaders were promoted because they could sell β not because they were trained to develop others.
The result is predictable: leaders default to the behaviors they experienced. Pressure replaces coaching when results stall. Underperformance gets recognized but avoided. Hard conversations get delayed, poorly structured, or never documented. And the rep who's been stuck for six months is still stuck β because no one knows how to diagnose what's actually wrong.
Here's the math that makes this worth solving: average performers close 20β30% of qualified opportunities. Top performers close 50β60%. Your middle 70% β the performers most leaders ignore in favor of chasing the bottom or celebrating the top β represent the largest recoverable revenue opportunity on your team. According to Gartner, teams with consistent sales coaching see an 8% revenue increase. That's not from hiring more people or building a bigger pipeline. That's from moving the people you already have.
The Leadership Lab exists to eliminate the guesswork. It gives leaders a clear role, a repeatable framework, and the confidence to act β whether the goal is coaching a rep to growth, or making a clear and documented decision when coaching isn't working.
20β30%
Close rate of average performers on qualified pipeline
50β60%
Close rate of top performers on the same pipeline
+8%
Revenue increase from consistent coaching (Gartner)
That gap between 25% and 54% close rates isn't just a statistic; it's recoverable revenue sitting in your current pipeline. See what it adds up to on your team.
Run the NumbersThis Program Is For You If
You recognize yourself in at least three of these.
- You have one or two reps you've coached repeatedly without lasting change
- You know when someone is stuck, but you're not always sure why β or what to do about it
- Your team has the skills but the execution is inconsistent
- You avoid certain performance conversations because they haven't worked before
- You're accountable for results you can only influence, not control β and that tension is real
- You want your team to perform because they believe, not because they're being watched
Two Ways to Engage
Same frameworks. Same outcomes. Structured for the size and pace of your organization.
Intensive Track
In-Person Workshop + Implementation LabDesigned for organizations with an existing leadership team of 6 or more. The program opens with a 1.5β2 day on-site workshop that installs the full Relational Influence framework across your entire leadership group at once β creating a shared language and a common starting point. The following 8 weeks are dedicated implementation: weekly lab sessions where leaders bring real reps, real situations, and real performance challenges to the table.
- 1.5β2 day on-site foundational workshop
- 8 weekly Implementation Lab sessions (90 min each)
- Private cohort β your leaders only
- Live coaching on active performance challenges
- Full diagnostic and documentation tools included
- Member site access throughout and beyond
Cohort Track
Virtual Β· 12-Week Open CohortDesigned for leaders at smaller or growing organizations β including those with one or two leaders who need the same development without the overhead of a private engagement. You join a cohort of peers across different companies, working through the same 12-week curriculum together. Each week combines new framework content with live application and peer coaching. You learn from the curriculum and from the room.
- 12 weekly virtual sessions (90 min each)
- Open cohort β peers across organizations
- Learning and application integrated each week
- Peer accountability and shared insight
- Full diagnostic and documentation tools included
- Member site access throughout and beyond
What You'll Work Through
Phase 1 Β· Weeks 1β2
The Leader's Actual Job
Redefine the role β from manager of activity to developer of belief and behavior. Understand why underperformance exists, what the math says about fixing it, and the four paths a leader must be willing to take: improve, reassign, self-exit, or release.
Phase 2 Β· Weeks 3β5
How People Actually Change
Master the Integrated Human Operating System β how thought, emotion, and action interact to create identity-level belief. Understand how belief is formed, why people see the world differently, and why trust is the prerequisite for any coaching to land.
Phase 3 Β· Week 6
The Language of Coaching That Works
Learn to ask questions that generate new possibilities rather than defend existing positions. Develop the ability to tell stories that move people to action β with a clear connection to the emotional feedback that tells you whether the message is landing.
Phase 4 Β· Weeks 7β11
The Traction Stack in Practice
Apply the five-layer diagnostic framework to real reps and real situations. Learn to identify exactly where a rep is stuck β identity, hope, faith, struggle, or action β and deploy the right coaching intervention for each layer.
Phase 5 Β· Week 12
Building a Coaching Culture That Stays
The C4 growth engine becomes C6: add consistency and ongoing clarity to prevent regression. Establish the meeting rhythms, one-on-one structures, and operating systems that sustain performance after the lab ends.
Every Session
Application + Coaching
Each week pairs framework content with live application. Leaders bring real performance challenges β actual reps, actual conversations β and work through them using the tools being built. Nothing stays theoretical.
Week 1
The Leader's Real Role
Shift from managing metrics to developing people. Understand the five levels of influence β and what it actually means to lead at the level that changes behavior, not just behavior that's being watched.
Week 2
Why Underperformance Exists β and What to Do About It
The math behind coaching investment. The emotional journey of change, the gap of resistance, and the four paths a leader must be equipped to take: improve, reassign, self-exit, or release.
Week 3
The Integrated Human Operating System
How thought, emotion, and action work together to create the identity-level beliefs that drive habitual behavior. All consistent performance follows belief β and this is where you learn to work at that level.
Week 4
The Makeup of Belief
Why people see the world differently β and how identity and perspective are formed through environment, endowment, education, and experience. Introduction to the Traction Stack as the diagnostic framework for working with belief.
Week 5
Trust: The Administrative Password
Trust isn't optional β it's the prerequisite for every coaching conversation that actually changes something. Build it across four pillars: character, connection, competency, and consistency.
Week 6
The Language of Coaching That Works
Ask questions that generate thought and new possibilities. Tell stories that move people to action. Learn to read emotional feedback in real time β so you know when you're reaching someone and when you're not.
Week 7
Traction Stack β Identity & Belief
The deepest layer: value, values, virtues, and self-worth. Recognize self-deception as the barrier that keeps reps from seeing new possibilities. Apply DISC behavioral data and Working Genius to coach what each person actually needs.
Week 8
Traction Stack β Hope & Vision
Use questions to surface where the rep is now, what's possible, and what a different future looks like. Set goals connected to belief β not just numbers. Build the leading indicators that will hold the vision in place when resistance arrives.
Week 9
The C4 Growth Engine
The emotional journey of change becomes real the moment someone starts moving. Apply Content, Coaching, Community, and Challenge to sustain forward momentum across the gap of resistance β especially when the discomfort of change peaks.
Week 10
Traction Stack β Faith & Courageous Action
Faith is the intentional step forward when you can't yet see the destination. Structure 1-on-1 rep meetings to reinforce micro-commitments, document progress, and build the consistency that turns faith into evidence.
Week 11
Traction Stack β The Role of Struggle
No performance breakthrough happens without resistance. Learn to coach reps through obstacles rather than around them β and why the struggle itself, handled well, is what builds identity-level confidence and lasting behavior change.
Week 12
C4 to C6 β Sustaining What You've Built
Coaching doesn't end when performance improves. Add Clarity and Consistency to the growth engine to prevent regression, establish ongoing meeting rhythms, and build a team culture that keeps producing results without you holding it together by hand.
What Changes
Leaders who come out the other side
Identify exactly where a rep is stuck β belief, identity, vision, trust, or execution β and address the right layer rather than the visible symptom.
Have real conversations that move people forward, with a framework that reduces the guesswork and personal discomfort of underperformance discussions.
Know when to coach up, when to reassign, when to help someone self-select out, and when to release β and have the documentation to back every decision.
Install meeting rhythms and operating systems that sustain performance after the lab ends β so results don't depend on constant reinforcement from above.
What's Included in Both Tracks
- β Pre-engagement diagnostic conversation
- β Full Relational Influence Leadership framework and curriculum
- β Traction Stack diagnostic tools for coaching underperforming reps
- β 1-on-1 structure templates and documentation frameworks
- β Member site access with all frameworks, worksheets, and reference tools
- β Quarterly progress review against baseline (Intensive Track)
Let's Start With a Conversation
Tell me about your team β size, what's not working, how long it's been going on. I'll tell you which track fits and whether this is the right engagement for where you are.
Schedule a Diagnostic Call