Halter Leadership & Management

How do your managers coach and support sales team members to reach their goals?

At Halter, coaching and support are foundational to how we build high-performing sales teams. The first three months for every new sales rep are intentionally focused on learning, not selling. During this time, reps have no sales targets and are fully supported through hands-on training, one-on-one coaching and time in the field alongside experienced team members. This immersion helps them deeply understand our product, our customers and the real-world challenges farmers face.

By the time reps enter their fourth month, they’re equipped with the skills, confidence and tools needed to succeed. Importantly, support doesn’t stop after onboarding. We invest in ongoing development through weekly team sessions and regular one-on-one coaching, including support from a dedicated sales coach we’ve partnered with long-term. This continuous coaching ensures our sales team is always growing and refining skills and is set up to consistently achieve their goals as Halter continues to scale.

What practices or programs empower your salespeople to take ownership of their growth?

At Halter, we empower our salespeople to take ownership of their growth by creating clarity, visibility and strong feedback loops. Our reps have a clear understanding of what success looks like at every stage of their role, supported by well-defined targets, structured growth plans and regular conversations with their managers about progression and next steps.

Internal development and career progression are highly valued and deeply motivating for our team. We’re transparent about the performance standards, cultural values and capabilities required to advance, so reps always know what they’re working toward. Consistent, concise feedback ensures there’s no ambiguity around expectations or development areas. As a result, our salespeople feel confident taking accountability for their growth, making intentional improvements and building long-term careers with Halter.

How do you balance accountability with autonomy across your sales organization?

At Halter, we see accountability and autonomy as complementary, not competing. Our sales team operates in the field every day, and our territory managers have deep, local knowledge of their regions, from customer needs and culture to the most effective messaging. We intentionally give our reps a high level of ownership because they’re best placed to understand what success looks like in their territory.

That autonomy is balanced with clear expectations and strong accountability. We focus heavily on input-based metrics and hold regular weekly reviews to ensure reps are set up for success. While we’re aligned on what needs to be achieved, we trust our salespeople to determine how they deliver those outcomes. This combination of clarity, trust and ownership creates a sales culture where reps feel empowered to perform at a high level while remaining accountable for shared goals.