Most sales training teaches concepts. This program builds systems. Every session is designed around the actual work VIZIO sellers and managers do every week — and every artifact built during training is ready to use the Monday after class ends.

A shared curriculum built around the daily sales cadence. Every seller walks away with the same core system — a personal AI selling engine adapted to their own accounts, their own pipeline, and their own weekly rhythm.

Most sellers use AI like a search engine — and get search-engine-quality results. In this session, sellers learn to use it like a research partner. The R-C-T-F framework (Role, Context, Task, Format) is the foundation for every prompt they'll write — and once they have it, everything else gets faster.

Knowing how to prompt is one thing. Using it on real accounts is another. In week two, sellers take the framework from week one and apply it directly to their live pipeline — building account briefs, gathering competitive intel, and pressure-testing proposals before the client does.

One-off prompts are useful. Repeatable workflows are transformative. In week three, sellers chain AI tools together into three sequences they'll actually run every week — so the advantage compounds over time, not just on the days they remember to use AI.

The final session is about putting it all together. Sellers don't just leave with ideas — they leave with a working system built around their actual accounts, their sales cycle, and their weekly rhythm. This is the session that separates reps who dabble in AI from reps who run on it.

A smaller-cohort, customized curriculum for VIZIO's sales leaders. Where the IC track delivers a shared playbook every rep runs in parallel, the manager track is shaped around each cohort's specific needs — informed by a pre-training survey completed before session one ever begins.

People managers face a fundamentally different set of daily pressures than individual contributors. Training them alongside their direct reports creates friction — for both groups. This track removes that dynamic entirely and gives leaders the space to be candid about where they're stuck.

Before session one, every manager completes a short intake survey. The answers shape the entire program — so the curriculum reflects what the cohort actually needs, not a canned agenda built for a generic sales leadership audience.

Managers learn the core prompting framework from week one — but with a different lens than the IC track. The work they're automating is different. The stakeholders are different. The constraints are different. So the prompts look different too.

One-off prompts save minutes. Workflows save hours — and keep saving hours every week after that. Week three moves managers from using AI transactionally to building systems that run on their behalf, so the advantage compounds over time rather than requiring constant effort to maintain.

The final session focuses on the part of the job only managers can do: setting the tone for how their teams adopt AI. A manager who uses AI well but doesn't coach their team to do the same leaves half the value on the table. This session closes that gap.

This isn't a workshop you attend and forget. Every element of the program is designed to create lasting behavior change — through repetition, accountability, real artifacts, and ongoing access that doesn't have an expiration date.