For sales leaders
Your reps do not need more videos. They need practice.
Discovery, objections, negotiation, and the proposal meeting, rehearsed live with a facilitator who has carried a quota, on the accounts your reps are working this month. Between the calls they already make.
Photograph, not a Thrive session. Sessions run live on Microsoft Teams.
The moment this is for
Every rep has the call they lose.
Discovery
Discovery calls that go nowhere.
The rep asks three questions, hears one problem, and pitches. The prospect goes quiet. Nobody on the team has practiced a discovery call with someone watching since they were hired.
Photograph, not a Thrive session. Sessions run live on Microsoft Teams.
Objections
The objection they always lose to.
"Send me some information." "We are happy with our current vendor." Every rep has the one they fold on, and the fix is rehearsal, not a slide about it.
Photograph, not a Thrive session. Sessions run live on Microsoft Teams.
New hires
Three reps started this quarter.
Three reps started this quarter. They have the product training and the CRM login. What they do not have is a coach in the room when they run their first ten calls.
Photograph, not a Thrive session. Sessions run live on Microsoft Teams.
Why this is hard
A sales trainer is a full-time role at an enterprise. Your reps got a video library.
Selling is learned by rehearsing the call with someone watching who has carried a quota, then doing it for real and coming back. That is a standing job at a large company. At a company of two hundred it falls to the sales leader, between forecast calls, and so it becomes a library nobody finishes.
Selling Essentials shares that trainer across companies: live rehearsal on the accounts your reps are working this month, a facilitator who has held the number, and follow-up between the calls they already make. Three weeks, and the sales leader gets their calendar back.
What gets practiced
Four skills, rehearsed until they hold under pressure.
Negotiation and presentation are also live workshops the whole team can attend, and together the four are the spine of Selling Essentials, the three-week program for reps and new sales hires.
Practice is on real accounts. A rep brings the call they have on Thursday and runs it in the room on Tuesday.
Discovery
Questions that surface the real problem and the person who owns the budget, practiced live on the accounts the rep is actually working.
Objections
The five the team hears most, rehearsed until the response is a reflex, with a facilitator who has carried a quota giving the feedback.
Negotiation
Holding price, trading rather than conceding, and knowing when to walk. Also a live workshop the whole platform can attend.
Presentation
The proposal meeting, the demo, the executive readout. Recorded practice, direct feedback, a second attempt in the same session.
Being early
The client list is short. That is worth something to you.
Thrive is new. The programs are not. The same people have run Fundamentals of Leading People for organizations like John Ball Zoo for three years. What is new is the function built around them, and while the list of companies on it is short, being on it buys four things it will not buy later.
None of them is a promise about your results. Nobody can promise you a better manager in four weeks. These are the things we control, which is why we will put them in writing.
- 01
The price is published, not quoted.
Every band is on the pricing page and the same three numbers are what checkout charges. Nobody is quoted a different figure for arriving early or late, and there is no discount to negotiate for, because there is no list price to discount from.
- 02
You set the build order.
Name a course or a live topic we do not have. The library is one hundred thirty-six courses today and the next ones are chosen from what clients ask for, in the order they ask. What gets built for you goes into the library for every company that comes after.
- 03
The founder is in the room.
Scoping, your first cohort, and the call on what gets built next happen with the person who designed the programs. That holds while the client list is short, which is the whole reason to be on it early.
- 04
What is missing is written down.
Scheduled reminders are not built. Coach Taylor answers when a person asks, and nothing chases them yet. Reminders are on the roadmap. A company that tells you what is missing before you pay is worth believing about the rest.
- What a month and a year actually bill, and what happens if you stop, is written out on the terms page in the same plain language as this.
Who teaches
Held the job. Not studied it.
Content is the easy part to buy. A dozen vendors will sell you a library this afternoon. What none of them sells is the person who has already done the job, live, for two hours, watching your people practice it.
Every Thrive session is led by someone who has done the work they are teaching: run a shift, carried a quota, managed a team through a change, sat across from the person who needed the hard conversation. They bring the real version of the problem into the room, and the practice is done on your people’s actual work, not on a case study.
Sessions are small enough that a facilitator can watch each person practice and coach the delivery. Between sessions, Coach Taylor keeps the thread going.
- Session size
- 25 max
- Length
- 2 hours
- Format
- Live
- Where
- Teams
Coming up
Real dates. Real seats.
Live workshops
Reading the calendar.
Workshop seats are included for every employee at every band, with no per-seat charge. Cohort program seats are priced per participant. Start the platform or .
What it looked like for one company
Three people from the floor became supervisors. Nobody had to be hired from outside.
A fifty-person manufacturer was about to recruit supervisors from outside, at the price of three recruiting fees and the months it takes a stranger to learn the plant. Instead, three experienced operators went through a leadership program built around their actual shifts: feedback conversations they were avoiding, handoffs that kept breaking, a schedule dispute that had gone on for months.
All three are still supervising, and the recruiting never happened. We are not going to put a percentage on what that was worth, because we cannot show you how it was measured. The company is not named here at their request.
Organizations whose people have learned with Thrive
More than a hundred leaders at John Ball Zoo have come through Thrive programs over three years, alongside teams at manufacturers, schools, food producers, and a regional health plan.
Talk to ARIA
Ask what you would ask us.
ARIA works the way a good first call works. She asks who is involved and what should change, recommends the closest starting point, quotes the real price, and hands you to a person when you want one.
Start with one of these
Prefer a person? Say so in the conversation and the team follows up, or use the contact page.
Questions
Questions people ask before they call.
What is the best sales training for a small team?
Live practice on the calls the team is actually running, with a facilitator who has carried a quota giving feedback in the moment. Thrive runs it as live workshops on discovery, objection handling, negotiation, and presentation skills, plus Selling Essentials, a three-week blended program for reps and new sales hires.
How much does sales training cost?
Live workshops are included in the Thrive platform, which is a flat price per organization from $399 a month, so every rep and every manager can attend. Selling Essentials, the blended program, is priced per participant and quoted with the dates.
Do reps have to come off the phones?
Workshops are two hours, live and virtual, once a month per topic. Practice happens on the rep's real pipeline between sessions, and Coach Taylor follows up on the specific call they said they would make.
Who teaches the sales sessions?
Facilitators who have sold and led sales teams. Not trainers who studied selling; people who have been on the other side of the discovery call and the renewal conversation.
Can our sales managers get coaching too?
Yes. Managers attend the same workshops, and Fundamentals of Leading People, the four-week program for new leaders, is where a top rep who just became a manager learns to coach rather than close for their team.