To begin development, I first performed an analysis of the new job descriptions, roles and responsibilities, and existing competency framework against seller industry benchmarks. I identified the critical competencies and knowledge areas needed and organized them into a structured framework of overarching categories and sub-competencies with clear definitions and objectives for each. In consultation with project stakeholders, I led the process to determine where there were gaps and what updates were still needed.

Collaborating with reps and sales leaders, we differentiated the proficiency levels expected for each role (Beginner, Immediate, and Advanced) and defined specific observable behaviors for each proficiency level to ensure clarity and consistency. Executive stakeholders vetted and approved each project phase before moving on to the next.

Once the competency matrix and behavior framework were finalized, I mapped coursework already available through the company's online learning library to each role level and sub-competency.

Through the company’s LMS, Cornerstone, I built out curriculum paths for each of the employee groups, and these tailored learning plans were added to the seller’s personal course transcripts. To connect sellers to their career and development goals, reps received certification upon completion of their learning plans.