Before you get to the answers below here are some facts you should know about this exam.
Exam Name – HubSpot Sales Management Training Certification
Total Questions and Time Limit – 45 Questions with 3 hours to complete the exam.
(C) job description
(D) point of view
(A) It helps you identify the products you’re indirectly competing with.
(B) It helps you identify strategic alliances with products in other industries.
(C) It helps you understand why your customers buy from you.
(D) All of the above.
(A) By interviewing individual customers.
(B) By sending out a survey to some of your customers.
(C) By researching similar products online.
(D) By bringing your marketing and sales teams together to brainstorm possible jobs.
(A) It was my anniversary, and I wanted to go someplace nice, so I made reservations at a local bed and breakfast. They offered a packaged deal with a local theater and a restaurant, and it was a good price, so I bought it.
(B) As a founder, when my company has grown beyond my ability to control it, I want to learn the strategies and design the playbooks that will help me guide the growth of my company, so that I can double the size of my company in the next three to five years.
(C) I wanted to understand my customers’ job to be done, so I interviewed several of them, mapped out the timeline of everything that led them to buy my product, and looked for patterns.
(D) I have a long, boring drive to work, and I need something to help me stay engaged and prevent me from getting hungry before 10:00.
(A) Movement through a funnel immediately stops when things stop flowing into the top of the funnel.
(B) The shape of a funnel doesn’t match the actual shape of a conversion chart.
(C) There are many different kinds of funnels, each with its own shape.
(D) When you pour liquid into a funnel, some of the liquid will stick to the sides of the funnel instead of coming out the bottom.
(A) There is a larger volume of liquid in the top of the funnel than in the bottom of the funnel.
(B) After something exits the bottom of a funnel, it no longer has any impact on the things entering the top of the funnel.
(C) The funnel is an outdated piece of technology that has been replaced in modern times by more elegant solutions.
(D) A funnel can’t balance upright without external support.
(A) Because flywheels were only recently invented, but funnels have been around for much longer.
(B) Because funnels are powered by gravity, just as businesses are anchored by revenue.
(C) Because companies that don’t use the inbound methodology are inherently funnel-shaped.
(D) Because many business charts show conversion rates, and those charts are often shaped like a funnel.
(A) Identify, connect, explore, advise
(B) Awareness, consideration, decision
(C) Enable, align, transform
(D) Attract, engage, delight
(A) Your product or service
(B) A problem they have
(C) The principles of an inbound strategy
(D) Changes in the market
(A) Different categories of solutions
(B) Different solution vendors
(C) Whether they want to make a change
(D) How much of a priority their current problem should be
(A) They would be better off not implementing a coaching program than implementing an ineffective program.
(B) Their salespeople’s performance is unlikely to be improved by coaching.
(C) They spend too much time coaching their salespeople.
(D) They don’t coach their salespeople as much as they should.
(A) Goal, Reality, Options, Way forward
(B) Growth, Resilience, Optimism, Wealth
(C) Gradual improvement, Realistic goals, Ongoing support, Willing compliance
(D) Grade, Redirect, Optimize, Watch
(A) Set a goal for your salesperson to achieve.
(B) Ensure the salesperson’s personal goals are aligned with team goals.
(C) Ask the salesperson what goal they would like to set.
(D) Work with the salesperson to set a goal for your coaching sessions.
(A) Help the salesperson judge how realistic the goal is.
(B) Explain to the salesperson the reality of what they need to achieve.
(C) Help the salesperson create a realistic plan for achieving the goal.
(D) Help the salesperson evaluate the reality of where they are right now.
(A) Provide the salesperson with a list of options for achieving their goal.
(B) Help the salesperson explore their options for getting from where they currently are to where they want to be.
(C) Explore what options the salesperson has if they fail to achieve their goal.
(D) Help the salesperson consider whether the goal is optional.
(A) Help the rep decide how they will achieve their goal and how you can support them.
(B) Determine for the rep the best way for them to achieve the goal.
(C) Explain to the rep what they’ll need to do after accomplishing the goal.
(D) Ask the rep how you can improve your coaching efforts in the future.
(A) It places the responsibility for improvement on the person being coached.
(B) It can be implemented without any direct involvement from sales management.
(C) It gives the management team more control over individual salespeople.
(D) It simplifies the way salespeople report their progress.
(A) As your team comes together to discuss their favorite movies and other topics not related to work, they will build trust with one another and be more open to coaching.
(B) As you review recordings of how individual salespeople spend their working hours, you’ll be able to give them specific recommendations on how they can improve.
(C) As your team reviews a specific call or meeting one of your salespeople ran, other team members can give advice on how that salesperson can improve in the future.
(D) As your salespeople meet with their leads, they can click the filmstrip icon inside HubSpot CRM to indicate the meetings they need help with. Their manager can see a list of these meetings and coach the salesperson through each one.
(A) As you review each salesperson’s pipeline, you can teach them the best approach for each sale they’re pursuing.
(B) As your salespeople review each other’s pipeline, they can hold one another accountable and share best practices.
(C) As your salespeople each review their own pipeline, they can look for places where they need coaching.
(D) As your executive team reviews the sales organization’s pipeline, they can identify the salespeople who are struggling and assign leaders to coach them.
(A) Researching market trends and making sure the team adapts to them
(B) Setting team goals and ensuring every team member contributes toward hitting them
(C) Hiring new salespeople and integrating them into the existing team
(D) Making sure the sales team is following an effective sales process
(A) Unhappy customers
(B) New prospects
(C) Past prospects
(D) Happy customers
(A) Your existing customers’ word-of-mouth
(B) Your company’s marketing collateral
(C) Your sales team’s ability to answer questions and respond to objections
(D) The quality of your sales hires
(A) The actions taken by your marketing team before your salespeople get involved
(B) Steps to ensure closed customers received the value your team promised them
(C) Contingency plans for what your team should do when a prospect doesn’t progress as quickly as expected
(D) Word-for-word scripts for your salespeople to follow in every meeting
(A) Provide them with a framework that helps them match specific pieces of content to the specific needs of their prospects.
(B) Provide them with as much content as possible to ensure that they have a relevant piece of content for every conversation they might have.
(C) Empower them to create custom content for each prospect they work with.
(D) Provide them with content templates so they can easily create personalized content in the moment they need it.
(A) A physically printed format
(B) An interactive digital format
(D) In-person training
(A) Designing and delivering the training to the sales team
(B) Ensuring all team members are present and actively engaged while the training is taking place
(C) Ensuring the selected topics are presented in a way that will drive improvements to the way the sales team executes the sales process
(D) Leading by example in attending and participating in the training
(A) Ensuring the salespeople who attended the training understood what was taught
(B) Establishing consequences for salespeople who didn’t attend the training
(C) Communicating the key outcomes of the training to the executive team and other departments inside the company
(D) Setting team goals based on what was covered in the training
(A) Applying the training to their own role as sales manager
(B) Planning the next sales training session as a follow-up to what was learned
(C) Providing salespeople with a safe place to practice their new skills
(D) Increasing team members’ quotas to encourage them to apply their new skills
(A) Ensuring what was covered in training is kept top of mind for the members of the sales team
(B) Assessing team members on how well they can apply what they’ve learned
(C) Coaching individual team members to help them reach mastery
(D) Holding team members accountable to integrating the training into their actual workflow
(A) Training teaches salespeople what they need to do, and coaching helps them improve how they do it.
(B) Training happens in group settings, and coaching happens in one-on-one conversations.
(C) Salespeople can train each other, but only a sales leader can coach.
(D) Training is better for salespeople who are at the beginning of their career, and coaching is better for more experienced salespeople.
(A) Limit the number of places you publish job postings.
(B) Focus on hiring people referred by team members.
(C) Hire experienced salespeople.
(D) Develop a robust hiring process.
(A) Use the same questions for all candidates for all sales roles.
(B) Create a different set of questions for each sales role, but use the same questions for all candidates for a particular role.
(C) Create a different set of questions for each candidate, tailoring the questions to their experience and the role they’re applying for.
(D) It doesn’t matter what questions you ask in a given interview as long as you use the same grading rubric for each candidate.
(A) Building relationships with top sales talent at other companies
(B) Building relationships with high-performing business development reps at other companies
(C) Attending networking events
(D) Looking for employees in other departments of your company who can be moved to the sales team
(A) Your company’s goals and initiative
(B) The products or services you sell
(C) Your team’s culture and values
(D) Your sales process and playbook
(A) Cover everything they might ever need to know and then provide review sessions later on to reinforce what they learned.
(B) Have them start selling immediately and then coach them on the mistakes they make.
(C) Cover the things they need to get started and train them on the rest later on when they need it.
(D) Get input from every department at your company to ensure your onboarding program is truly comprehensive.
Q.46 – What are exit criteria?
(A) The things a salesperson needs to achieve before being promoted to manager
(B) The actions that have to be taken before a sales can move out of a particular stage of your sales process
(C) The circumstances that justify removing a salesperson from the sales team, either by firing them or by moving them to another department
(D) The qualifications for a prospect to become a customer
(A) Your pipeline meetings
(B) Your business intelligence dashboard
(C) Your CRM
(D) The assigned salesperson
(A) A buyer action, a monetary outcome
(B) Internal actions, external actions
(C) External actions, internal documentation
(D) A rep-focused action, a buyer-focused outcome
(A) “If the process is robust enough to support the needs of your sales team, it doesn’t matter how long or short it is.”
(B) “Shorter processes are easier for salespeople to remember and execute, so having such a short process is ideal.”
(C) “Don’t forget to include steps for places where a sale runs into trouble. Have you considered adding steps for following up, rescheduling meetings, and finding a new point of contact?”
(D) “Four steps might actually be too long. The ideal sales process has three steps: prospect, demo, close.”
(A) The sales team has a film review to listen to a sales call a team member ran, and the manager assigns another team member to give critical feedback.
(B) During a pipeline review, the sales manager allows the salespeople to ask each other inspection questions instead of the sales manager asking the questions.
(C) A salesperson is struggling to write a follow-up email, so the sales manager steps in and writes it for them.
(D) During a one-on-one meeting, the sales manager asks the salesperson to choose what skill they want to work on.
(A) Innate sales skills
(B) Selling experience
(C) Proven rapport with your target persona or industry
(D) The ability to execute your sales process
Q.53 – Fill in the blanks: When building a recruiting strategy, building relationships with top sales talent at other companies is _____, while building relationships with high-performing business development reps at other companies is _____.
(A) a short-term strategy, a long-term strategy
(B) a long-term strategy, a short-term strategy
(C) an ideal strategy, usually a mistake
(D) a good primary tactic, a good secondary tactic
(A) An underperforming salesperson who is dedicated to improving
(B) A top performer who wants to get even better
(C) A top performer who doesn’t like following the sales process
(D) An underperforming salesperson who doesn’t engage in group trainings
(A) Fire them.
(B) Help them find a different role within your company.
(C) Continue coaching them.
(D) Leave them on the team but focus your coaching efforts elsewhere.
(A) Specific, measurable, attainable, relevant, and timely
(B) Required, factual, inspectable, and buyer-centric
(C) Urgent, important, qualified, and profitable
(D) Clear, concise, complete, and correct
(A) How well the methodology matches the personalities of your salespeople
(B) How long the methodology will take to implement
(C) How likely your sales team will be to fully adopt the methodology in all of their sales conversations
(D) How well the methodology will work with your process and your target persona
(A) Increasing team members’ quotas to encourage them to apply their new skills
(B) Communicating the key outcomes of the training to the executive team and other departments inside the company
(C) Coaching individual team members to help them reach mastery
(D) Removing any team members who don’t apply the skills
(A) During the decision stage, when they are deciding on a specific product or service
(B) Before they even begin their buyer’s journey so that you can lead them through it
(C) Before the decision stage, when they are still defining their path forward
(D) After the buyer’s journey is over and they have decided to buy from you
What is HubSpot Sales Management Training Certification Exam?
Contents of Article
It is a Free educational program developed by HubSpot that teach you sales management skills that will help you become a Sales Manager. You also learn how to define your target market, you’ll get trained, coached on sales training programs that will help your sales team and help you become an expert sales manager.
The course contains 7 lessons. Once you finish the course you need to complete an exam. If you pass the exam then you get the Certificate.
The exam consists of 45 questions and you need to answer 34 questions correctly to pass the exam and get the certificate. If you fail in the exam then you can retake the exam after 12 hours. The time limit for the exam is 3 hours.
Here are the requirements for the course:
(1) A computer or a Smartphone with an Active Internet Connection.
(2) A free HubSpot account.
Here are the different Modules in the course.
(1) Sales Management Certification Intro Video
(2) Using Jobs to be done in Sales
(3) How to Map a Sales process
(4) Sales training techniques and ideas
(5) Sales coaching training for Managers
(6) How to hire Sales Reps
(7) Secrets of Sales Onboarding Success
Features of this Certification Course and Exam
The key features of this course and exam are:
(1) It is designed by HubSpot who are the industry leaders in Inbound marketing.
(2) The video tutorials are short and very easy to understand.
(3) Regular quizzes after a module helps to retain the knowledge.
(4) You get an industry recognized Certificate which can be used to strengthen your CV.
(5) The course and exam are absolutely Free.
If you have any questions or something to say then feel free to comment down below. You can also check out our answers to the HubSpot Inbound Certification quiz questions in our HubSpot Sales Management Training Certification Quiz Answers page.