How to use Wonderway analytics to identify sales skill gaps in your team

If you manage a sales team and you’re tired of guessing why some reps crush quota while others stall out, this guide’s for you. You’ve got targets on your back and not enough hours in the day. What you want is the truth: where your team’s skills actually break down, so you can fix what matters and skip what doesn’t. Here’s how to use Wonderway analytics to get those answers—no fluff, no endless dashboards, just practical steps.

Why Skill Gaps Actually Matter (And Why Most People Miss Them)

Let’s be honest: most sales “analytics” are about as useful as a horoscope. You get call counts, activity logs, and enough charts to paper your office, but none of it tells you why deals are lost.

Skill gaps are the real problem. You can’t train everyone the same and expect results. Some reps can handle objections but freeze up during discovery. Others run great demos but don’t close. If you can pinpoint these gaps—at the individual and team level—you can actually move the needle.

That’s the promise of Wonderway. But you have to use it right.

Step 1: Get Your Data House in Order

Before you start poking around in analytics, make sure your data isn’t garbage. No tool can fix sloppy inputs.

  • Sync up your CRM. Make sure Wonderway is pulling clean, up-to-date data from Salesforce, HubSpot, or wherever you track deals. Outdated or incomplete CRM data = misleading analytics.
  • Standardize activity tracking. If reps log calls and meetings differently, your skill insights will be all over the place. Set clear rules for logging activities, and check compliance.
  • Map your sales process. Wonderway works best when it knows your key sales stages (discovery, pitch, demo, negotiation, close). If your pipeline stages are a mess, fix them now.

Pro tip: Before blaming analytics for bad insights, double-check your CRM hygiene. It’s boring, but crucial.

Step 2: Understand What Wonderway Analytics Is (And Isn’t)

Wonderway’s analytics focus on surfacing skills gaps by looking at how reps perform in real sales situations—not just how busy they are. Here’s what it actually does well:

  • Analyzes recorded calls and meetings. Uses AI to flag skills like questioning, objection handling, or closing—based on what’s actually said.
  • Benchmarks reps against team averages and top performers. Not just “did they make 50 calls,” but “how well did they handle discovery compared to the best?”
  • Connects skill gaps to real outcomes. For example, low closing skills = low win rates.

Here’s what it doesn’t do (and you shouldn’t expect):

  • It won’t magically “fix” reps—there’s still work to coach and train.
  • It can’t read minds. If your calls aren’t being recorded or tagged correctly, it won’t see skills that aren’t there.
  • It’s not a replacement for ride-alongs or human feedback. Use it to spot patterns, not as gospel.

Step 3: Dig Into the Skills Dashboard

Once you’re set up, head to the skills analytics dashboard. This is where the real work starts.

What to look for:

  1. Team-level skill breakdown

    • See which skills are strong or weak across your whole sales org.
    • Example: Maybe your whole team is great at pitching, but falls flat on discovery.

  2. Individual rep snapshots

    • Identify who’s lagging on specific skills.
    • Wonderway will usually show a heatmap or scorecard for each rep, mapped to skills like “qualifying,” “objection handling,” etc.

  3. Correlation with sales outcomes

    • Don’t just look at skill scores in a vacuum. See which gaps actually line up with lost deals or long sales cycles.

How to avoid wasting time: - Ignore “vanity” metrics like talk time or email volume unless they clearly tie to performance. Focus on skills that impact deals. - Don’t chase every red flag. Prioritize skills that, when improved, will actually move the needle (like closing or discovery).

Step 4: Identify the True Skill Gaps

It’s tempting to make a list of every “below average” skill and start a training blitz. That’s a fast way to waste time. Instead:

  • Look for patterns, not one-offs.

    • If two reps struggle with objection handling, but the rest excel, you’ve got a coaching issue—not a team-wide gap.
    • If 80% of reps are weak at discovery, that’s a systemic problem.

  • Check for outcome impact.

    • Filter for skills that have a clear link to important outcomes (like win rate, deal size, or sales cycle).
    • Wonderway’s analytics usually let you cross-reference skills with outcomes—use this to cut through the noise.

  • Ask “So what?”

    • For each flagged skill, ask: “If we fix this, will we actually close more deals?” If not, move on.

Pro tip: Don’t get distracted by skills that sound impressive but don’t matter in your sales context (e.g., “storytelling” if your deals are transactional).

Step 5: Turn Insights Into Action (Without Burning Everyone Out)

Once you’ve found the real gaps, it’s time to do something about them. But don’t roll out training just for the sake of it.

  • Targeted coaching for individuals.
    • For reps with specific gaps, set up 1:1 coaching focused on those skills.
    • Use Wonderway call recordings and analytics as objective feedback—not ammunition.
  • Small group training for team-wide challenges.
    • If a skill is missing across the board, run a focused workshop or bring in outside help. No need for “all hands” if only a few need support.
  • Set clear, measurable goals.
    • Don’t just say “get better at discovery.” Define what “better” means (e.g., more qualified opportunities, higher conversion from discovery to demo).
  • Track progress—and adjust.
    • Use Wonderway to see if coaching actually improves the target skill and if outcomes change. If not, try something else.

What to skip: - Don’t force everyone to redo basic training if only a few are struggling. - Avoid long, generic training sessions. Adults learn best when the problem is real and the fix is practical.

Step 6: Keep it Simple, Rinse, Repeat

Sales teams change fast—new hires, new products, shifting markets. Don’t treat skill gap analysis as a one-and-done project.

  • Set a regular review cadence. Monthly or quarterly is enough for most teams.
  • Celebrate improvement. When someone closes their skill gap and it leads to better outcomes, make it public.
  • Iterate. If a fix didn’t work, try another. The best teams aren’t perfect; they just keep tuning.

Honest Take: What Works, What Doesn’t, What to Ignore

What Works

  • Using Wonderway to spot specific, real-world skill gaps tied to sales outcomes.
  • Tightly focused coaching—no “spray and pray” training.
  • Regular, bite-sized check-ins rather than big, annual reviews.

What Doesn’t

  • Treating analytics as gospel without gut-checking.
  • Generic, one-size-fits-all training for everyone.
  • Ignoring the quality of your underlying data.

What to Ignore

  • Vanity metrics that don’t move the needle.
  • Hype about “AI-powered everything” if it doesn’t show real, actionable insights.
  • Over-complicating things with too many dashboards or over-analysis.

Wrap Up: Start Small, Stay Real

You don’t need a PhD in data science or a team of consultants to spot and close skill gaps. Clean up your data, use Wonderway to find what really matters, and focus on small, practical fixes. Don’t let dashboards distract you from the basics. The best teams keep it simple and adapt as they go.

Go find those gaps—and close them. Your quota will thank you.