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Elay Cohen is the CEO and co-founder of SalesHood and the author of the books Enablement Mastery and SalesHood. He is recognized as a Top Innovative "Mover and Shaker" in sales leadership by Entrepreneur magazine and by LinkedIn as one of the world’s top sales experts. While in the role of Senior Vice President of Sales Productivity at Salesforce, he was recognized as Salesforce's “2011 Executive of the Year” by Marc Benioff. Elay is on a mission to improve and modernize how companies enable their people, working closely with the world’s most innovative companies and most forward thinking educational institutions. Together, they're changing the future of work.

Elay Cohen

To accelerate your sales enablement impact, here are six proven ways to introduce structured and repeatable peer-to-peer processes to your revenue teams.

To Supercharge Performance, Introduce Peer-to-Peer Into Your Sales Enablement

Here are the components of a winning framework for revenue enablement.

A Proven Framework for Revenue Enablement

Now that it’s the midpoint of the year, leaders must reflect, review, and rethink their sales enablement and go-to-market strategies for the back half of 2022 and begin to plan for 2023. As a part of this process, you must address key questions including these:

What does good sales enablement look like
How do we know our programs are working?

This session will provide you with the tools and skills you need to assess and improve the health of your enablement investments and shine light on some of the top issues sales enablement practitioners and sales leaders are tackling right now.
You will gain insight into how you can:

Prove the impact of your sales enablement programs.
Align your sales and marketing on your top go-to-market priorities.
Activate your teams with buyer-centric content.
Scale peer accelerated learning, coaching and collaboration.
Evaluate how your tech stack compares to industry-leading companies. 


Assessing the Health of Your Sales Enablement Program

Games people play

Is content really king? According to Steve Cohen, the answer is no. Delivery and expertise also play a key role in evaluating learning effectiveness.

Is Content Really King?

At Colorado State University (CSU), research isn’t just an academic pursuit—it’s a driving force for innovation and real-world impact. A standout example of CSU’s commitment to innovation is the Center for the Analytics of Learning and Teaching (C-ALT). Situated within the College of Health and Human Sciences and the School of Education, C-ALT isn’t just another research center; it’s a dynamic hub where groundbreaking research is seamlessly integrated into practical applications in the classroom.The science of learning is very clear—practice behaviors play a crucial role in improving performance because they directly influence how effectively knowledge is acquired, retained, and applied. In our classroom-based research, we found that most students fail to engage in these science-backed practice behaviors. Given this fact, C-ALT faculty set out to build a method for behavior change.Behavior change, however, is notoriously difficult. Ingrained habits and routines can be hard to break without external guidance and support. Just as many people struggle to start and maintain a workout routine, they often turn to tools like a Fitbit exercise tracking device that provides the feedback needed to stay on track. Similarly, changing how one learns, such as incorporating regular self-testing or spaced practice, requires consistent effort and feedback to develop and reinforce these new habits. This is where U-BehaviorTM (see nduralearn.com for more information on U-BehaviorTM) comes in—it acts as a “Fitbit for learning behaviors,” tracking students’ practice activities and providing real-time visual feedback. By highlighting patterns in their learning behaviors, U-BehaviorTM helps students recognize and adjust their study habits, ultimately leading to more effective learning and better performance.Research at C-ALT has provided compelling evidence that U-BehaviorTM is revolutionizing how students approach their studies. By encouraging students to shift away from “cramming” and instead adopt strategies such as spaced practice and interleaving, U-BehaviorTM facilitates rapid and meaningful changes in learning behavior. The impact is striking, with 75–85 percent of students in these courses altering their study habits, yielding an effect size of 1.2 (Cohen’s d). These changes are not just statistically significant—they translate into tangible performance gains, often improving final course grades by more than one letter grade.What makes U-BehaviorTM particularly unique is its integration into the Organizational Learning Performance and Change (OLPC) master’s program at CSU. Students enrolled in the OLPC program are deeply invested in driving performance improvement through innovative training and development solutions. These students aren’t just passive recipients of knowledge about learning behavior; they are actively engaged in the research activities at C-ALT. By experiencing U-BehaviorTM firsthand in their coursework, they not only observe how the intervention affects their own behaviors, but they learn how these changes enhance the durability of their learning.This immersive approach offers OLPC students a rare opportunity to see the real-world impact of research-based methods. By participating in this process, they acquire the insights necessary to design and implement similar solutions in their own professional settings. The ability to translate research into actionable strategies is a hallmark of the OLPC program and a testament to the synergy between research and teaching at CSU.For graduate students in the field of training and development, the OLPC program at CSU offers a unique, research-based pathway to mastering the skills of innovation in the learning space. The program not only prepares students to affect performance through evidence-based interventions but also equips them with the tools to lead in the ever-evolving landscape of education and training. As one OLPC graduate put it, “It earned me a seat at the table. They’re now seeing me as a thinker, not just a doer, because of what the program provided me. That ability to think critically and help plan things out and direct the course of the company has been extremely valuable.”In the end, C-ALT and the OLPC program exemplify how research at CSU is driving innovation in learning and teaching, helping students and professionals alike make meaningful, lasting changes in their practice behaviors—changes that lead to greater success both in the classroom and beyond.

Revolutionizing Learning at CSU: How C-ALT and U-Behavior Are Transforming Study Habits and Driving Student Success 

What are the major dynamics of the talent development industry, and how are they likely to play out in the next several years? In other words, what do you need to know or learn to be a viable competitor in this field?

Winning Talent Development Firms Understand Industry Dynamics

In the business world, the impact of exceptional leadership is undeniable. Great leaders inspire innovation, foster collaboration, and drive organizations toward success. But what separates good leaders from truly great ones? The answer lies in a commitment to continuous learning.Great leadership is not static. It’s an evolving process that thrives on curiosity, adaptability, and growth. By embracing lifelong learning, leaders sharpen their skills, inspire their teams, and set a powerful example for the organization. Let’s explore how continuous learning shapes remarkable leaders and creates an environment where leadership can thrive.The Core Traits of a Great LeaderLeadership begins with the right mindset. While different industries may emphasize unique skills, certain traits universally define great leaders and are often enhanced by continuous learning:Vision: Leaders with a clear, compelling vision motivate teams to work toward a shared goal. They provide a roadmap that aligns organizational efforts, and continuous learning allows leaders to refine this vision as industries and markets evolve.Empathy: Understanding and addressing the needs of team members fosters trust and strengthens relationships. Learning fosters empathy by exposing leaders to diverse perspectives and experiences.Decisiveness: The ability to make informed, timely decisions often comes from staying well-informed through ongoing education.Integrity: Ethical behavior and trustworthiness are the cornerstones of great leadership. Continuous learning in ethics and accountability ensures leaders maintain high standards.Adaptability: In a world of constant change, the willingness to learn and pivot is essential.When leaders exemplify these traits, they inspire confidence and loyalty among their teams, setting the stage for sustained success.How Does Continuous Learning Empower Leadership?Great leaders never stop learning. They understand that staying informed and adaptable is vital in an ever-evolving business landscape. Organizations can promote continuous learning by:Providing access to leadership training and development programsEncouraging upskilling to foster further growth in employees’ careersPersonalizing training programs to meet the specific needs of each employeeThis might sound like a lot to keep track of, but with tools like AI-driven skills development, L&D, HR, sales, IT, support, product teams—any team—can easily manage their entire organization’s learning program on just one platform.Other Strategies for Driving Innovation in Your TeamEncourage leaders to take risks.Risk-taking is often a hallmark of groundbreaking leadership, but in many organizations, the fear of failure can limit a team’s success. It’s important to urge leaders to use calculated risk-taking and experimentation when innovating new solutions. If leaders feel comfortable exploring new ideas without fearing failure, they allow their creativity to shine. Innovative leaders drive industries forward by learning from their mistakes and envisioning possibilities others might overlook. Businesses that encourage this mindset often stay ahead of the curve.Inspire collaboration among leadership teams.Even the most talented leaders cannot achieve greatness alone. Open communication and shared goals are key. By encouraging each executive to bring their unique perspective to the table, leaders can learn from each other’s diverse strengths and viewpoints to enhance decision making. A collaborative leadership team amplifies the strengths of individual leaders, creating a cohesive unit that can tackle almost any challenge effectively.Promote diversity in leadership.Equally important is fostering diversity within leadership teams. A variety of backgrounds, experiences, and perspectives offer limitless learning possibilities that lead to a broader understanding of different customer needs. Diverse leadership teams are fundamental to innovation, particularly in the tech sector, which has historically been hampered by cultural blind spots. If you want a solution to work around the world for all sorts of people, you need all sorts of diverse people to be its co-architects.Leadership That Inspires SuccessGreat leadership begins with an open mind and an unrelenting desire to grow. By embracing continuous learning, leaders not only refine their skills but also inspire their teams to follow suit. Organizations that foster a culture of curiosity and growth unlock the potential of their leaders—driving innovation, resilience, and success.In the end, the best leaders are lifelong learners. They inspire by example, adapt to change, and cultivate environments where learning is celebrated. By investing in continuous learning, companies lay the foundation for leadership that empowers and endures.

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