Training & Adoption

CRM and RevOps training plus change management that sticks past Friday afternoon.

Training in groups of five, on your own pipeline, with two weeks of parallel support after the session. For teams that have just rolled out a tool, or that already have the tool but are not getting out of it what it can deliver. AI agents sit on top of every workflow in 2026, so people learn to work with them rather than around them.

Book a training call Take the Maturity Scan first

What do you get?

01
Adoption plan per team Goals, roles and success criteria for marketing, sales and service separately
02
Role-based training Practical sessions on your own data and HubSpot portal, no generic videos
03
Playbooks & QBR cycle Documentation and quarterly business review to embed behaviour

Teams trained for

The observation

Most training is one plenary hour, and then silence.

We regularly arrive at teams that have just completed a rollout. The tool is live, the licences are running, the kick-off hour has happened. And yet sales is still in Excel, marketing in separate tabs, service in the shared inbox. Not because the team does not want to, but because a one-hour plenary for 40 people fades within two weeks.

We do it differently: groups of five on your own pipeline, split by skill level, with two weeks of parallel support after the session. Adoption sticks because there is a safety net at the moment it gets difficult.

1 hr

Plenary for 40 people

A classic one-hour kick-off for the whole team. After two weeks nothing has stuck, because nobody could ask questions against their own pipeline.

6+ wks

Ramp-up for new colleagues

Without a fixed onboarding path it takes six weeks or more before a new employee is functionally active in your CRM. Half-improvising until it works.

3 mths

Drift back to Excel

Three months after the rollout, sales is back in Excel, marketing in separate tabs and service in the shared inbox. The tool runs, the usage does not.

Management in the training

Zero management team members joining the training. Without an operating cadence from the top, discipline fades as soon as the first deadline bites.

We train on your own pipeline, with your own deals and workflows. No demo account, no sandbox. People learn by solving something in their real work, not by looking at a screenshot.

The two weeks of parallel support after the final session is where the difference lies. A chat channel for questions, a weekly drop-in and someone watching over your shoulder during the first real pipeline review or campaign launch. That is the moment it either sticks or fades.

AI agents are part of every workflow in 2026. We train teams to work on top of them, not around them. Breeze, ChatGPT in the CRM, automation prompts: it becomes part of the curriculum when your team is ready for it.

What you get in a training programme

Intake plus cohort split by skill and role
Sessions in groups of 5 on your own environment
Workbook with screenshots of your own CRM
2 weeks of parallel support after the final session
Adoption dashboard with measurable progress
Onboarding path for new employees

Our services

Six training services, standalone or as a programme

Each training is its own programme, with intake, sessions in groups of five and two weeks of parallel support afterwards. Together they form a continuous adoption programme. Click on a service to read more.

Tool

CRM training

Sessions for admins and end users separately. Admins get the data model, properties, automation and governance. End users get pipeline discipline, workflows and reporting, split by role.

We work in your production environment with real deals and contacts. Workbook with screenshots of your own CRM. Two weeks of parallel support after the final session.

More about CRM training

Leadership

RevOps training

Leadership training: lifecycle, attribution, KPI discipline and operating cadence. For management, sales leads, marketing leads and ops leads who need to understand the system in order to steer it. Lifecycle stages, scoring, attribution, deal-stage discipline and how Marketing, Sales and Service live in the same data.

Not just buttons. Also the mental model a management team member needs to ask the right questions in a forecast meeting, and the operating cadence that keeps discipline in place after the training.

More about RevOps training

Teams

Team training

Role-specific training for Sales, Marketing and Service teams in a programme. Sales reps get pipeline discipline, deal properties and forecasting cadence. Marketers get campaign architecture, UTM discipline and lead source attribution. Service teams get SLA discipline, NPS measurement and customer success rituals.

We split by role, run in parallel or in series, and make sure the three teams land in the same data and the same definitions. Because a sales rep and a marketer need different sessions, but the same MQL definition.

More about team training

New employees

CRM Employee Onboarding

New employees productive on your HubSpot in 5 working days. A fixed onboarding path for the first week: short modules per role (sales, marketing, service), self-study via video, practice cases on your own environment and a buddy from the existing team for practical questions.

Goal: functionally active in CRM within five working days instead of a month of half-improvising. The modules remain available, so going back is always possible. Scales as more new colleagues join.

More about CRM Employee Onboarding

Adoption

Adoption Programme

Ongoing programme: dashboard, champions and course correction. For a rollout that is more than a go-live announcement. We build a rhythm around the tool: monthly adoption reviews, quarterly retros and a champion programme in which power users get a role and recognition.

Including an adoption dashboard that measures login frequency, data completeness and pipeline hygiene, and signals that make drift visible before it becomes regression. Culture work, not tooling work.

More about the Adoption Programme

AI training

Training commercial teams on HubSpot Breeze agents and an agentic mindset. When to let the agent co-write, when to override it, how to write prompts for workflow automation, and how to deploy an agent without compromising the customer experience.

For sales: conversation summaries, next-best-action suggestions and automatic property filling. For marketing: content prompts, segmentation assistants and attribution co-pilots. For service: ticket triage and sentiment detection. People learn to work with AI rather than around it.

More about AI training

Case, Mid-market B2B · Visma Raet

Van losse tools naar een pipeline die de directie vertrouwt

From one plenary hour to groups of five on their own pipeline.

A B2B organisation with 80 commercial employees had received a classic one-hour kick-off after their HubSpot rollout. Three months later the sales team was still half in Excel, marketing in separate tabs and service in the shared inbox. Management watched licence costs run and adoption stand still.

We started again, differently this time. An intake week to map skill levels and pain points, then six cohorts of five split by role and level. Two sessions per cohort, on their own pipeline with real deals. Then two weeks of parallel support: a chat channel, a weekly drop-in and Kim watching over the first pipeline reviews and campaign launches.

Result: after six weeks the team was working in HubSpot without needing the manual for the basics. Pipeline hygiene at 92%, forecast variance back from 25% to 8%, and no measurable drift back to Excel after three months.

Read the full story

B2B, HubSpot onboarding · Client contact

6 cohorts

of 5, split by skill level

25 > 8%

forecast variance per quarter

92%

pipeline hygiene after 6 wks

The training team

Who stands in front of the groups of five.

For training you work with Yoni and Kim. Yoni does the intake and designs the cohort split, Kim stands in front of the groups and runs the parallel support for the two weeks that follow.

Yoni Lammens

Strategist & training architect

Yoni does the intake, splits the group into cohorts of five by skill level and role, and links the training to a measurable adoption objective. He also sits at the table in management sessions for the culture work around a rollout.
Kim Loonen

Consultant & trainer

Kim stands in front of the groups of five, runs the hands-on sessions on your own pipeline and provides the two weeks of parallel support afterwards: chat channel, weekly drop-in and watching over the first real pipeline review or campaign launch.

Frequently asked questions

Frequently asked questions about Training.

Questions we regularly receive from management, HR and RevOps leaders who are doing a rollout or want to get more out of an existing one.

Why groups of 5 and not plenary?

A one-hour plenary for 40 people is forgotten within two weeks. In groups of 5, everyone can ask questions, work in their own pipeline and power users are separated from newcomers. For a team of 30 reps we run 6 cohorts, split by skill level or role. Two sessions per cohort, then 2 weeks of parallel support.

What exactly is the 2 weeks of parallel support?

From the final session, Kim sits alongside your team for two weeks. A Slack or Teams channel for questions, a weekly 30-minute drop-in and Kim watching over the first real pipeline review or campaign launch. That is the moment it sticks, or the moment it fades.

Our tool has been live for a year, does training still make sense?

Yes, and that is one of the most common questions. A tool that has been running for a while often benefits more from training than a fresh rollout, because you know exactly where the friction is: which workflows nobody uses, which reports nobody opens, which fields stay empty. We start with a diagnosis, then sessions on the spots that matter.

Does the management team need to join?

Preferably yes. Not to click along, but to know the operating cadence and know which questions to ask in a pipeline review. A management team that does not participate undermines the training. We often run a separate 90-minute management session, separate from the groups.

Do you also train on AI agents in the CRM?

Yes. In 2026 AI is in every CRM: HubSpot Breeze, Salesforce Einstein and what comes next. We train teams to work on top of it, not around it. When to let the AI co-write, when to override it, how to write prompts for workflow automation. It becomes part of the curriculum when your team is ready.

Do you only train on HubSpot?

HubSpot is our preference as we are a Diamond Partner, but we also train teams on Salesforce, Pipedrive, Attio and Zoho. The approach (intake, groups of 5, own pipeline, parallel support) stays the same.

How do you measure whether it has stuck?

With concrete numbers: login frequency, data completeness per field, pipeline hygiene (deal ageing, stage discipline), workflow participation. An adoption dashboard makes drift visible before it becomes regression. A short review once a month, a retro once a quarter.

What does a training programme cost?

One-off kick-off plus 4-week coaching: 4,500 to 12,000 depending on team size and number of roles. Ongoing adoption programme per quarter: 2,500 to 7,500 per month. Book a call and we will put together a proposal for your situation.

Ready to start?

Ready for training that still sticks two months from now?

Book a no-obligation 30-minute call. We look at the team, the system and where the friction is right now. Not a sales call, just a conversation about what would work in your situation.

Want to do a baseline assessment yourself first? Take the Maturity Scan, then we use the outcome as the starting point for the conversation.