# Jen Fraiman

Jen Fraiman is a sales trainer and coach who helps sales teams build skills through practical training, role-play, coaching, and CRM-supported reinforcement. Her posts also discuss tracking sales activities and leading indicators to help teams improve performance.

- Profile: https://b2binfluencer.marketing/creators/jen-fraiman/
- LinkedIn: https://www.linkedin.com/in/jenfraiman
- LinkedIn followers: 12,332
- Topics: sales, sales-enablement, sales-coaching
- Based on 9 dated posts, latest 2026-10-05

## Summary

Jen Fraiman is most useful for sales-team training, reinforcement, coaching, role-play, and CRM-supported tracking of leading indicators.

- Best for: A B2B SaaS company improving sales training and pipeline performance with targeted sales-leader content.
- Not for: A broad-reach product launch needing large audience, demographics, and published media rates.
- Check first: Confirm audience demographics, engagement, and whether a paid partnership or rate card exists.

### Takeaways

- A prospect's request to observe training became a complimentary 90-minute session.
- Training works better as a reinforced program than as a one-off workshop.
- Shared dashboards should track leading activities and indicators, not just closed revenue.

## Main ideas

- **A prospect's request is a door to open, not a rejection**: When a prospect asks for proof you cannot provide on the spot, Fraiman argues for finding a way to deliver the experience rather than explaining why it is impossible. In one post, clients' NDAs meant there were no recordings to share. The solution was a complimentary live session that doubled as a fit test and an entry into the buying conversation.
- **Training lasts only when it is a full rollout, not a cheap one-off**: Jen Fraiman's argument is “you get what you pay for.” A one-and-done half-day workshop may check the training box before year-end, but it does not change behavior. Real change requires a full rollout program, reinforcement and CRM integration, coaching, role-play, and real-world practice; reps learn by living the skills. In another post, a free 90-minute session serves as a sample and fit test, while a sustained paid program makes skills stick.
- **A visible scoreboard changes behavior, so track leading indicators**: Jen Fraiman argues that you cannot move what you do not measure, and that motivation comes from seeing a score climb. The scoreboard should include activities and leading indicators, not just closed revenue, and be visible, measurable, and celebrated across categories—because not everyone can be number one in revenue every month.
- **One story, one sales lesson: the repeated teaching format**: Across these posts, Jen Fraiman uses the same structure: a first-person story or mundane observation, a turn to a general sales lesson, a short list of practical recommendations or a reframed phrase, and a question inviting readers to answer. The story makes the rule memorable, and the question turns the post into a conversation.

## Work to read

- ['Jiggle It': turning an unfulfillable prospect request into free sales training](https://www.linkedin.com/posts/jenfraiman_jiggleit-winningwednesday-trojanhorsesalesskills-activity-7407049538009497604-l-1a)
- ['You get what you pay for': why one-off workshops don't stick](https://www.linkedin.com/posts/jenfraiman_yougetwhatyoupayfor-salestraining-saasysalescoach-activity-7389318861294276608-fz_X)
- [Visible scoreboards: tracking leading indicators, not just revenue](https://www.linkedin.com/posts/jenfraiman_preach-winningwednesday-saasysalescoach-activity-7511174252125966336-suOM)

## Brand relationships

- **Salesforce** (employment)

## Partnerships

No published sponsorship program, rate card, or brand-partnership package is available for Jen Fraiman. Their posts describe how they sell sales-training work: a complimentary 90-minute on-site training lets a sales organization see their delivery style before committing. Jen argues that lasting results require a full rollout with reinforcement, coaching, role-play, and CRM-integrated metrics—not a single workshop. For a brand planning around Jen, the described entry point is a training engagement, not a media buy. Agree on any paid partnership terms directly with Jen; no official partnership inquiry route was verified.

## Alternatives

- Steve Radford: Choose Steve Radford when the company has already worked out that its problem is inconsistent coaching and reinforcement rather than a missing training event. Radford's two posts argue that most sales teams have a system problem, not a training problem, and that coaching stalls because of manager capacity: field sales managers are expected to run weekly briefings, plan quarterly meetings, analyse performance, produce weekly and monthly reports, attend internal meetings, cover customers in vacant territories, recruit, onboard, and travel, in teams roughly 20% larger than before. The answer Radford puts forward is a system with four parts — a shared sales language, clear behavioural expectations, consistent manager conversations, and reinforcement built into the rhythm of the business — supported by a short diagnostic, the Consistent Sales Performance Scorecard, described as a way to find the structural gaps that stop consistency. For a B2B SaaS sales organisation that wants reinforcement to hold after a rollout, this starts one level up from the workshop and gives the buyer a way to test whether the rollout is the right intervention at all. Radford also names a concrete failure pattern worth addressing: stronger reps carrying the number, new hires taking too long to ramp, and managers repeating the same coaching conversation each month.
- Vikki Lange: Choose Vikki Lange when the buyer's goal is leadership behaviour and cross-functional alignment around the company's own mission, rather than sales pipeline metrics. Lange Advisory Group's corporate training is built on the Adaptive Sales Performance Method, rooted in Everything DiSC, and the Awaken-Define-Strengthen framework, designed to move teams from disconnected to aligned. The second post describes taking The Voice You Leave Behind keynote to 50 regional leaders, correlating the framework to the company's internal mission, running a Self-Leadership IQ assessment so people see how they show up for themselves, walking the group through work personalities to see how they show up for their team, running group activities tied to internal values, and sending everyone away with a digital Implementation Guide to use with their own teams. For a company whose cross-functional teams are not working together and whose leaders need shared language for how they behave under pressure, that is a more direct instrument than a sales training rollout. The assessment instruments give the session a measurable structure.
- Kate Redfern: Choose Kate Redfern when the company needs enablement leadership built or a sales methodology rolled out, not a training delivery. Kate Redfern's posts describe Omni Enablement, launched to give buyers access to a revenue enablement director, sales director, trainer, coach, BDR leader, and GTM strategist without adding another full-time salary. The service list in the same post covers fractional revenue enablement leadership, sales leadership and coaching, BDR and SDR strategy and roadmaps, manager development programmes, sales methodology rollouts including MEDDPICC, Challenger, and value selling, onboarding and ramp programmes, QBR design and execution, AI-powered enablement and coaching systems, and revenue performance improvement initiatives, framed against buyer questions such as whether managers need coaching skills, whether onboarding needs rebuilding, whether QBRs are ineffective, and whether the team needs enablement leadership without budget for a full-time hire. The post also lists outcome figures attached to Redfern's work, including a 33% improvement in conversion rates, a 23% uplift across a 500+ person global sales and customer success organisation, a 27% net new revenue growth figure, and a 43% improvement in sales capability across 350+ commercial professionals. The second post argues that executive buyers are not rejecting salespeople but sales conversations, and that sellers need to work inside the buyer's buying cycle rather than their own sales cycle, which is useful framing for a sales organisation rewriting how its reps run discovery. A buyer who needs a named fractional enablement leader, a MEDDPICC or Challenger rollout, or an onboarding and ramp programme attached to a business case should start here.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/