Throughout my career, I’ve been fortunate to work with leaders who shaped my leadership philosophy. One leader, in particular, who taught me the most about team development, introduced me to the “People, Process, Performance” (PPP) framework. Because I saw how it worked in real life, I’ve continued to apply it to this day. This isn’t just theory; it’s a practical, actionable framework that can drive real results for any team. Whether you’re in sales or another area, this framework applies.
In this article, I will break down how the PPP framework works, focusing on the people, process, and performance pillars, and show you how to drive the inputs (behaviors) that naturally lead to the desired outputs (results). Whether you lead a small or large team, this framework will help you build alignment, engage your team, and most importantly, achieve sustainable results.
The Power of People, Process, and Performance in Driving Results
The PPP framework emphasizes three pillars for success:
- People: Building and developing the right talent and cultivating a culture of engagement and accountability.
- Process: Establishing effective sales and operational processes that ensure clarity, efficiency, and scalability.
- Performance: Measuring and tracking success with clear metrics, focusing on both outcomes and the behaviors that drive them.
In my experience, focusing on people alone is not enough, nor is solely chasing performance numbers. Process and behavioral coaching are what turn theoretical frameworks into real-life execution. The key to driving results lies in focusing on the behaviors that lead to results. Whether you’re leading a sales team or any other group, those behaviors will drive success.
PEOPLE: Cultivating a Culture of Engagement and Accountability
People are at the heart of any successful sales organization. This pillar goes beyond hiring the right talent; it’s about creating a culture where employees are engaged, accountable, and motivated to perform at their best.
The foundation of this culture starts with leadership and coaching. When you drive the behaviors that encourage growth, collaboration, and accountability, you create an environment where results naturally follow. Early in my career, I saw how building a people-first culture could elevate a team. But it wasn’t just about making people feel good. It was about making them accountable for the success of the team and the organization.
The power of engagement is significant. According to Korn Ferry’s 2024 survey, sales organizations with a high-performance culture see 19% higher quota attainment and 22% higher win rates than their peers. When people are engaged and aligned with the organization’s mission, they’re more likely to contribute meaningfully and stay longer. The key is ensuring that the right behaviors are being consistently modeled and supported across all levels.
I’ve found that a key driver of this engagement is servant leadership. As a servant leader, my role is to remove obstacles, coach my team, and empower them to succeed. This approach fosters a sense of ownership in every team member and allows them to feel supported while also holding them accountable. Engagement isn’t just about happiness; it’s about building a team where each person understands their role, feels valued, and is invested in the company’s success.
PROCESS: Creating Scalable Systems and Sales Disciplines
The process pillar is the backbone of high-performing teams. A strong process creates clarity and efficiency, and it ensures everyone is on the same page. But process doesn’t just apply to sales processes; it includes all operational processes that support the sales effort.
A clearly defined sales process ensures that everyone follows the same steps, from prospecting to closing. But a process isn’t just a rigid set of steps. It’s about creating a repeatable, scalable approach that your team can follow, while still allowing for adaptability based on individual or market needs. If you don’t have a sales process in place, you’re leaving success to chance. When I’ve managed teams, we’ve built sales playbooks that define every stage of the sales cycle, from qualification to closing. This consistency allows sales reps to focus on building relationships rather than guessing what to do next.
Equally important are operational processes. These processes support your sales effort but often go unnoticed. Things like using CRM systems to track leads, ensuring your team is following up at the right times, and setting up cross-functional alignment with marketing and customer success teams. Having these operational processes in place allows the sales team to focus on selling, while everyone else supports them behind the scenes. Without these systems, even the best people and the best sales strategies can fall short.
I’ve seen how powerful sales enablement tools (like battle cards or reporting dashboards) can be in reinforcing the sales process. These tools provide reps with quick access to key information and help them stay on track. But processes are not just about tools; they’re about setting clear expectations for every step. By establishing these processes, leaders help ensure that the right behaviors are being followed and that teams can scale their efforts effectively.
PERFORMANCE: Behaviors That Drive Results
The performance pillar is where outcomes are measured. However, measuring performance should be about more than just sales numbers; it’s about measuring the behaviors that lead to those results.
In my experience, outcome metrics like conversion rates, sales growth, and customer acquisition are essential, but they only tell part of the story. What’s more important is understanding the behaviors that drive these results. Are your reps following the sales process? Are they engaging with customers in meaningful ways? These are the leading indicators that give you insight into what’s working and where there are opportunities for improvement.
For example, I’ve seen teams where high performance is tied to a specific behavior, whether it’s effective questioning during discovery calls or personalized follow-ups after a pitch. These behaviors, if practiced consistently, will drive results. Instead of just focusing on what the team accomplishes, I make it a priority to coach the “how;” the behaviors that will lead to success.
When managing performance, the key is real-time feedback and ongoing coaching. By continuously tracking leading indicators (behaviors), I’m able to guide my team in real time. For example, if a rep isn’t hitting their numbers but is consistently following the sales process and engaging customers well, the issue may not be the individual; it might be something we need to adjust in the process or training. Performance management should be about creating feedback loops that allow for continuous improvement.
Finally, accountability is a crucial part of performance. But I’ve learned that accountability doesn’t mean punitive actions. True accountability is about making sure each person feels responsible for both their own performance and the success of the team. This leads to a collective responsibility that drives consistent results.
Aligning Your Team for Long-Term Success
The real magic of the PPP framework lies in how the three pillars work together to create alignment, engagement, and sustained performance. As I’ve applied this framework throughout my career, I’ve seen firsthand how focusing on people, process, and performance leads to better results and stronger team dynamics.
By focusing on driving behaviors (inputs) that lead to desired results (outputs), you create a sales culture that’s not just about hitting targets, but about building sustainable success. And that success happens when your team is engaged, aligned, and accountable. When you develop your people, refine your processes, and measure the right things, performance will naturally follow.
This isn’t just theory. It’s a framework I’ve used successfully with teams of all sizes, and it’s proven to work time and time again. From creating a people-first culture to implementing scalable systems and holding people accountable for the right behaviors, the PPP framework creates a winning environment for everyone.
This framework is about more than just performance metrics; it’s about fostering a culture of accountability and engagement that leads to real results. Drive the behaviors that will lead to your desired outcomes, and you’ll have a team that delivers both in the short term and for the long haul.
In the end, the key takeaway is simple: focus on the behaviors that drive results. By continuously coaching, supporting, and empowering your team, you set the stage for consistent growth and achievement. This is how you create a sales team that doesn’t just meet its targets but exceeds them, year after year.
Hi, I’m ERIC. I empower sales teams to WIN big and achieve extraordinary RESULTS.
I’m Eric Boettner, a results-driven sales leader with 20+ years of experience building high-performance teams and driving growth across multiple industries. Whether leading NASCAR sponsorships, scaling telecom sales, or optimizing sales strategies for startups, I’ve consistently delivered impactful results through a blend of strategy, execution, and people-focused leadership. I’ve led teams of 450+ employees across six states, delivering a 62% YoY growth in mobile sales and transforming team culture to achieve unprecedented employee engagement and retention.
My approach is simple yet powerful: I believe in coaching the right behaviors, empowering teams with structure, and aligning processes that drive sustainable performance. From designing scalable enablement programs to implementing data-driven sales systems, I focus on turning complex strategies into actionable results that move the needle. Passionate about people and performance, I thrive at the intersection of leadership, data, and real-world execution, helping organizations bridge the gap between vision and success.
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Because when we prioritize people, process, and performance, the results follow.
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