Coach sales reps with call reviews, skill development plans, and role-play practice. Use this skill whenever a manager wants to coach a rep, a rep wants to improve their skills, someone asks for feedback on a sales conversation, needs help with a skill development plan, says "coach me on [skill]", "review my call", "how can I improve my close rate", "what should I work on", or when building a training curriculum. Also trigger when someone mentions sales training, rep development, ramp plans, or skill gaps.
Coaches sales teams through call reviews, skill assessments, and practice scenarios to improve performance.
/plugin marketplace add https://www.claudepluginhub.com/api/plugins/jbalbu01-sales-enablement-2/marketplace.json/plugin install jbalbu01-sales-enablement-2@cpd-jbalbu01-sales-enablement-2This skill inherits all available tools. When active, it can use any tool Claude has access to.
Help managers coach their reps and help reps develop their own skills. Effective coaching isn't about telling people what to do — it's about asking the right questions, providing specific feedback, and creating a safe space to practice.
Great sales coaching:
┌─────────────────────────────────────────────────────────────────┐
│ SALES COACHING │
├─────────────────────────────────────────────────────────────────┤
│ MODES │
│ 1. Call Review — Analyze a specific call or meeting │
│ 2. Skill Assessment — Evaluate rep across core competencies │
│ 3. Development Plan — Create a personalized improvement plan │
│ 4. Role-Play — Practice specific scenarios with feedback │
│ 5. Coaching Template — Give managers a structured coaching guide │
├─────────────────────────────────────────────────────────────────┤
│ COMPETENCY AREAS │
│ • Discovery & questioning │
│ • Objection handling │
│ • Presentation & demo skills │
│ • Negotiation & closing │
│ • Pipeline management & qualification │
│ • Business acumen & executive presence │
│ • Time management & productivity │
├─────────────────────────────────────────────────────────────────┤
│ SUPERCHARGED (when you connect your tools) │
│ + ~~conversation intelligence (Gong): Pull transcripts directly │
│ + ~~conversation intelligence (Gong): Talk-listen ratios, topics│
│ + ~~conversation intelligence (Gong): Aggregate call patterns │
│ + ~~CRM: Rep deal data — win rates, cycle length, patterns │
│ + ~~CRM: Performance vs. team averages │
│ + ~~chat: Internal feedback and coaching discussions │
└─────────────────────────────────────────────────────────────────┘
CRITICAL: Before asking for a transcript or manual context, check what MCP tools are available. Coaching grounded in data is more impactful than coaching from gut feel.
Check if you have access to Gong tools (look for tools prefixed with gong_).
If Gong tools ARE available:
For Call Review mode:
gong_search_calls with from_date/to_date to locate the call.gong_get_transcript with the call_id — this replaces the need to paste transcripts.gong_get_call_details to get:
For Skill Assessment / Development Plan mode:
gong_search_calls_by_participant with the rep's email.gong_get_call_stats for the rep's recent period:
gong_get_call_details on 3-5 recent calls to find:
Check if you have access to CRM tools (look for tools containing search_crm_objects, get_crm_objects, or similar).
If CRM tools ARE available:
Pull rep's deal performance. Search deals filtered by hubspot_owner_id matching the rep.
dealname, amount, dealstage, closedate, createdate, hs_deal_stage_probabilityCompare to team. Pull all deals to compute team averages for the same metrics.
Identify stage-specific issues. Look at where the rep's deals die:
Map rep name. Use search_owners to get the owner record.
If chat tools are available (slack_search_public, slack_search_public_and_private):
"I pulled [N] calls from Gong for [Rep Name] over the last [N] days. Their average talk-to-listen ratio is [X:Y] (team avg: [A:B]) and they ask an average of [N] questions per call (team avg: [N]). Per CRM, their win rate is [X]% vs team average of [Y]%, and they tend to lose deals at the [Stage] stage. Running the coaching analysis now..."
After the auto-pull, ask ONLY for what the tools couldn't provide:
Use ALL evidence — Gong call data, CRM performance data, Slack observations, and user input. Cite sources: "Per Gong (call 1/15):", "Per CRM (last 90 days):", "Per Slack:", "User reported:"
memory/team.md with coaching findings and updated skill scores for the repmemory/deal-patterns.md if coaching reveals rep-specific patternsWhen Gong is connected: I'll pull the transcript and analytics automatically. Just tell me which call (company name, date, or rep name).
# Call Review: [Company] — [Date]
**Rep:** [Name]
**Call Type:** [Discovery / Demo / Negotiation / Follow-up]
**Duration:** [If known]
**Overall Rating:** [1-5 stars]
---
## What Went Well
1. **[Specific moment]** — [Why it was effective]
> "[Quote from the call if available]"
2. **[Specific moment]** — [Why it was effective]
---
## Areas for Improvement
1. **[Specific moment]** — [What happened and why it matters]
> "[Quote or description]"
**Better Approach:** [Specific alternative with example language]
2. **[Specific moment]** — [What happened]
**Better Approach:** [Alternative]
---
## Key Metrics
| Metric | This Call | Target |
|--------|----------|--------|
| Talk-to-listen ratio | [X:Y] | 40:60 or better |
| Discovery questions asked | [N] | 8-12 |
| Implication questions | [N] | 3-5 |
| Next steps confirmed | [Yes/No] | Always |
| Objections addressed | [N of N] | All |
---
## Coaching Questions
Ask the rep these questions in your 1:1 (don't just tell them):
1. "What do you think went well on that call?"
2. "[Specific coaching question about an improvement area]"
3. "If you could redo [moment], what would you do differently?"
4. "What do you need from me to [improve area]?"
---
## Priority Focus Area
**This week, focus on:** [One specific skill]
**Practice exercise:** [Concrete exercise the rep can do]
**Success looks like:** [Observable behavior change]
Rate the rep on each competency (1-5 scale):
# Skill Assessment: [Rep Name]
**Date:** [Date]
**Assessed by:** [Manager name or self-assessment]
| Competency | Rating | Evidence | Priority |
|-----------|--------|----------|----------|
| Discovery & questioning | [1-5] | [Specific evidence] | [High/Med/Low] |
| Objection handling | [1-5] | [Evidence] | [Priority] |
| Demo / presentation | [1-5] | [Evidence] | [Priority] |
| Negotiation & closing | [1-5] | [Evidence] | [Priority] |
| Qualification discipline | [1-5] | [Evidence] | [Priority] |
| Business acumen | [1-5] | [Evidence] | [Priority] |
| Pipeline management | [1-5] | [Evidence] | [Priority] |
| Communication (written) | [1-5] | [Evidence] | [Priority] |
| Communication (verbal) | [1-5] | [Evidence] | [Priority] |
| Coachability | [1-5] | [Evidence] | [Priority] |
**Overall:** [X/50]
## Strengths to Leverage
[Top 2-3 competencies and how to use them as differentiators]
## Development Priorities
[Top 2 competencies to focus on and why — don't try to fix everything at once]
# Development Plan: [Rep Name]
**Period:** [30/60/90 days]
**Focus Areas:** [Top 2 skills]
**Manager:** [Name]
---
## Skill 1: [Competency]
**Current Level:** [Description of where they are]
**Target Level:** [Description of where they need to be]
### Week 1-2: Foundation
- [ ] [Learning activity — read, watch, study]
- [ ] [Practice activity — role-play, mock calls]
- [ ] [Manager action — observe, provide example]
### Week 3-4: Application
- [ ] [Apply on real calls with observation]
- [ ] [Self-assess after each call]
- [ ] [Manager debrief and feedback]
### Week 5-8: Reinforcement
- [ ] [Independent application with spot-checks]
- [ ] [Peer coaching — teach someone else]
- [ ] [Measure improvement with specific metrics]
**Success Metric:** [How you'll know they've improved]
---
## Skill 2: [Competency]
[Same structure]
---
## Check-in Schedule
| Date | Focus | Deliverable |
|------|-------|-------------|
| [Date] | Baseline assessment | Call recording review |
| [Date] | Progress check | Role-play demonstration |
| [Date] | Mid-point review | Metrics review |
| [Date] | Final assessment | Updated skill scores |
I'll play the prospect and give you real-time feedback:
I calibrate difficulty. If you're new, I'll start with straightforward scenarios. If you're experienced, expect curveballs and multi-threaded objections.
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