Most enablement leaders leave SKO with clarity on what worked: the ideas that resonated, the behaviors their top reps embraced, the early wins that proved traction. But what happens next is the real challenge.
Because scaling what works isn’t about more content. It’s about getting adoption right, at the manager level, at the rep level, and in the moments that actually move deals forward.
Here are three approaches for scaling post-SKO best practices without overwhelming your team.
1. Isolate the Behaviors that Made the Difference
Every sales org wants to scale success. But most stop at the outcome. They highlight the rep, the logo, the deal size. What’s missing is the pattern.
In the first couple weeks after SKO, your job isn’t to scale yet. It’s to observe and extract. This is your discovery phase. If you notice a few reps applying SKO strategies in early January deals, zoom in.
Sit down with the rep, not just to celebrate, but to dissect. Ask:
- “What changed?”
- “What did you say or do that shifted the customer’s thinking?”
- “Why do you think that landed?”
And always tie it back to what was taught: “Would you have done that before the kickoff?”
If a rep says something high-level like, “I just focused on their business gap,” dig deeper. What question did they ask? What signal did they hear? What assumption did they challenge? This is how you determine whether a behavior was SKO-driven, or just business as usual.
Then package the win, not as a story, but as a pattern:
- Deal context: Who they were selling to, at what stage
- Inflection point: What could have stalled or gone sideways
- Behavior applied: The shift or decision that changed the game
- Outcome: How the customer responded
This is what fuels your post-SKO reinforcement. Create a one-pager or short Loom. Include a coaching prompt at the end: “Where might this behavior matter in your pipeline?” That’s what managers need to drive replication, not another “rep of the month” slide.
2. Connect Desired Behaviors from SKO to Live Coaching Moments
Reinforcement doesn’t fail because reps forget. It fails because managers default to reviewing the forecast instead of developing the rep.
That’s why post-SKO reinforcement is so critical, even for leadership. This is how early wins can either be normalized, or dismissed as one-offs.
The key is to connect key behaviors directly to deal strategy. Not in theory, but in the actual moments managers are already leading.
Map your SKO themes to deal stages. Then build prompts that make the behavior visible:
For example:
- In early conversations: “What business problem are they solving, and what happens if they don’t?”
- When urgency stalls: “Have we helped them see the cost of doing nothing, clearly and emotionally?”
- In late conversations: “Are we linking our value to what the decision-maker is accountable for?”
These prompts become the bridge between what was taught at SKO and how it shows up in real deals. But it only works if managers are enabled to lead that bridge.
Don’t just hand them the SKO deck. Hand them:
- A one-pager mapping behaviors to questions
- Example call snippets that show the behavior in action
- Triggers from CRM notes or call summaries to flag coaching moments
SKO isn’t reinforced through reminders. It’s reinforced when a rep hears the same lens in a 1:1 that they heard from the mainstage. That’s how you move from learning to execution.
3. Leverage Peer Wins to Drive Learning
Peer stories are one of the most underleveraged tools in post-SKO execution. Why? Because most teams treat them like shout-outs, not assets.
Once you see signs that reps are testing new behaviors from SKO, that’s your cue to build a peer learning loop, not just to recognize success, but to scale it.
The key is to curate wins that not just performance, but the behavior driving that performance. You’re looking for deals where a rep applied a SKO skill at a critical moment, and the outcome was clearly tied to that move.
Build a simple process to spotlight and scale what’s working:
- Create a shared intake form (tagged “SKO win”) or designate a manager Slack thread
- Standardize the story: situation, SKO behavior applied, customer shift, impact
- Feature 1 to 2 per week in huddles or digest emails (ideally within 24–48 hours of submission)
- Coach managers to use them: “Where could this move apply in your book?”
Track what happens next. If another rep applies the same move and sees results, capture that too. Now it’s not just a win; it’s a pattern.
This isn’t about flooding the team Slack with applause. It’s about creating a system that reinforces what was taught, because the team sees it working.
Make Winning Behaviors Repeatable with ASLAN+
The real success of your SKO isn’t what happened in the room; it’s what happens next. If you want the energy to stick, you need more than alignment. You need a system: to identify what’s working, embed it into frontline coaching, and give reps opportunities to apply those behaviors in real conversations.
That’s where ASLAN+ comes in: helping you reinforce the right messages with targeted reinforcement, AI-enabled coaching and more. Want to learn how ASLAN+ can enable your sales team? Schedule a complementary consultation today.
