At only a decade old, the Challenger sales methodology is relatively recent. Especially compared to other methodologies like BANT and the Sandler Selling System, which have been in use since the swinging 60s.
It may be young, but the Challenger sales method just so happens to be one of the most recognized sales methodologies today.
But what’s the appeal? And is Challenger Selling all or nothing?
What is the Challenger sales method?
The Challenger sales method was conceived by Brent Adamson and Matthew Dixon, authors of The Challenger Sale, a 2011 book published off the back of the Great Recession that occurred between 2007 and 2009.
The book’s authors categorize salespeople into five distinct personas and examine the unique selling characteristics of each.
1. The Relationship Builder
Think of the consummate salesperson and a Relationship Builder will come to mind. They know that every happy customer becomes an ambassador, and will patiently take their time cultivating a genuine connection.
2. The Hard Worker
As their name suggests, this type of salesperson is motivated, driven, and not afraid of the daily grind. They’re always looking for ways to improve.
3. The Problem Solver
This salesperson is reliable, meticulous, and detail-oriented. The Problem Solver troubleshoots before challenges occur and acts as the glue that holds the team together, often finding solutions not just for their customers, but also for their colleagues.
4. The Lone Wolf
This salesperson tends to go it alone, relying on their confidence and intuition to perform. The Lone Wolf can lack interpersonal skills and the ability to work well in a team, but this doesn’t stop them from exceeding quotas.
5. The Challenger
This salesperson is confident, fearless, and tactfully persuasive. The Challenger is there to offer new perspectives and strives to change the customer’s opinion by convincing them of the value their product, service, or solution provides.
If you haven’t already guessed from the name of the book, Adamson and Dixon suggest that the most successful persona – and the one each sales rep should strive to be like – is the Challenger.
The authors carried out extensive research and found that 40% of high sales performers used a Challenger style.
The Challenger method posits that buyers are more informed than ever, thanks to the data made available by digital technology. In a world where ‘Google’ has become a verb, is anyone surprised?
As a result, Challenger Selling is less about finding solutions to your prospect’s problems (we’re assuming today’s prospects are tech-savvy enough to have already figured this out) and more about the 3 T’s:
- Teaching them something new and valuable
- Tailoring the sales pitch
- Taking control of the conversation
The end goal? To challenge the customer to change their status quo and convince them to make a sale with you.
The challenge with Challenger Selling
Did you read the description of the Challenger persona and think, “I don’t fall into that category and I don’t know if I want to!”
What if you’re gentle instead of brazen?
Diplomatic instead of dogmatic?
Assertive instead of aggressive?
You might be a Relationship Builder who’s more than happy to stay that way. You value authentic connection and collaboration. You genuinely care about your customers. Bulldozing your way through a sales conversation sounds like a synonym for self-sabotage. It doesn’t take a top-tier salesperson to predict that approach ending badly!
Don’t worry, because Challenger Selling is much more nuanced than that.
The Challenger sales method is for everyone
Here’s the good news. You don’t have to be born a Challenger; you can become one. You don’t have to change who you are as a person or adopt a new sales rep persona.
If you’re a Hard Worker you can keep being the diligent Hard Worker that you’ve always been. Fancy yourself as a bit of a Lone Wolf? You can be the Lone Wolf with a Wolf of Wall Street energy.
The point is, you can be whoever you want to be, but with the added tools you need to carry out Challenger Selling.
Here’s the thing: there’s no one-size-fits-all sales methodology. Your whole team can be trained in the Challenger sales method, and you still won’t get a sales force that acts and thinks the same way.
Why? Because you were all different types of salespeople to begin with.
You can send every breed of dog to the same renowned obedience school and at the end of the day the Retrievers will love playing fetch, the Collies will take to herding, and the wide-eyed Chihuahuas will keep vibrating with excitement for no good reason.
Even then, all the Chihuahuas won’t act identically. Do you see where we’re going with this? All salespeople are unique in their own ways, regardless of how they’ve been trained.
But what about that original concern? You’re not a Challenger and don’t want to be!
Challenger Selling state of mind
First, stop thinking of Challenger Selling as a sales method and instead, approach it as a mindset. After all, the results you get from selling depend entirely on how you behave.
And guess what happens when you change your behavior? You get different results.
Meaning, you can still learn to take control of the conversation in the way a Challenger would, and reap the same rewards – simply by transforming your attitude.
Instead of being resistant to changing your approach, be open to embracing new ways of doing things. We’re certain that no matter what sales methodology you’re using, adopting a Challenger Selling state of mind will help you seal the deal when it comes to closing sales.
How to be yourself and act like a Challenger
Simply put, the Challenger mindset boils down to sheer confidence.
But what if you don’t have it?
Below are four tips and tricks for how to adopt a Challenger mindset while still being true to who you are as a sales rep and as a person:
1. Buy into what you’re selling
A large part of Challenger Selling is convincing your prospect that what you’re selling has value. But do you really believe that?
You might remember the classic 80s ad for Hair Club for Men where the president announces that he’s not just the president, but also a member. The ad might make you cringe nowadays, but you’ve got to admit, he believed in his product! If you believe in what you’re selling, so will your customer.
2. Leave fear at the door
One of the biggest Challenger traits is being unafraid to talk about money. If money talk makes you shudder, you’re not alone. But something being common doesn’t mean it should be ignored.
If you follow step one, then step two will follow naturally. If you truly believe your product, service, or solution is worth what it costs, then you’ll be less fearful of bringing up the price.
3. Fake it ‘til you make it
Or to put it a little more eloquently, “What you focus on expands.” It’s a quote attributed to author Esther Jno-Charles but repeated by many, most likely due to its resonance. It might sound a little airy-fairy but is backed by some serious science. If you’re not feeling positive and confident about acting like a Challenger then pretend that you are. Eventually, that positivity and confidence will become real and continue to increase.
4. Believe your own hype
Step three and step four are intrinsically linked. This tip makes us think of a story about a mother and her young daughter. The mother had body issues that started in childhood as a result of hearing her own mother criticize herself.
She didn’t want her little girl growing up with the same body issues she grew up with, so she committed to modeling self-love continually and boldly even – and especially – when she didn’t believe it. Guess what happened? That mother ended up verbalizing self-love so often, she actually started to accept her body. If you tell yourself that you’re a Challenger enough times, then you’ll start to believe your own hype.
Why you need the Challenger sales method
In a nutshell, because it works. The numbers don’t lie. No matter how resistant you may be to Challenger Selling, you can’t deny that it has a proven track record.
Some sales professionals don’t rate the Challenger method because it’s about taking control of the conversation, instead of focusing on the client’s needs and being solutions-focused.
You can’t blame them for believing that in today’s climate, a Relationship Builder’s style of selling would prove to be more successful. But surprisingly, Relationship Builders were found to make up only 7% van topartiesten!
Weet je wat dat ons vertelt? De ondervraagde Relationship Builders hadden een aanpassing van de manier van denken nodig!
Misschien wel het grootste voordeel van The Challenger Sale is dat Challengers dankzij hun aanpassingsvermogen het vermogen hebben om te overleven en te gedijen in moeilijke omgevingen. Dit vertelt ons dat succes niet zozeer draait om het verwerven van kennis en nieuwe vaardigheden, maar meer om het soort verkoper te worden dat zich kan aanpassen en evolueren in een snel veranderende sector.
Deze overtuiging vormt de kern van alles waar Krauthammer voor staat. Onze unieke trainingsmethode richt zich op gedragsverandering — omdat het meer waard is dan een heel boek aan kennis om te gaan met alles wat op zijn pad komt. En dat is een feit.

We bieden een schaalbare oplossing voor de opleiding van werknemers. Hiermee kun je je mensen continu bijscholen.
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Jeroen Kraaijenbrink: How organizations can overcome the honesty gap
Senior leadership and boardroom teams invest heavily in commercial strategies to win market shares. Yet the most important and honest information driving strategy circulates in teams underneath, never making it to the table where decisions are made.Jeroen Kraaijenbrink, Executive Coach and Strategy Consultant at Kraaijenbrink Advisory, has spent years working on what he calls the honesty gap. We sat down with him to understand what the honesty gap actually is, where it lives in organizations, and why fixing it requires a leadership shift.How do you define the honesty gap?There's a narrow definition and a broad one. The broad one is: we have created organizations and systems where it's barely possible to be honest to yourself, about yourself, and honest to other people.Honesty isn't just lying. It's integrity, being authentically connected to other people and being aware of your own emotions and your own biases.The honesty gap, in a narrow sense, is the fact that truth and information don’t travel vertically upwards in a company. It's often hard to speak openly to your manager because it’s become rational not to. Many people have the experience: 'I've tried it once but then I was punished for it, or was ignored, so let it be, never mind.' That's the fascinating part: it's not good for people, it's not good for organizations and yet we somehow keep this system intact.Is it less about individual dishonesty and more about a collective culture?A lot of the most important information going through your company is between people and in conversations. You need to find a way to have an honest conversation, where the things that matter get on the meeting table, not just in the informal circuit. And I think that's pretty rare.A more systematic definition is that we're not using the collective intelligence of a company enough. We can radically improve it because we’ve made it rational to hide the truth and to keep things to yourself. A lot of it may not be intentional, but the very fact that someone is in a position above you automatically creates this tension: 'What do I show? What don't I show? Because my next performance appraisal is coming up.'Where does the honesty gap typically show up first, and who owns the problem?It starts with leaders. Solving it needs one leader at the top, the CEO at least, being open and reflective enough to admit that there is an honesty gap and that they are part of it. That's the self-reflection you need for any improvement and any change. Like in coaching: you need to be aware that there is stuff to improve. You don't need to be a perfect leader, but you need to be open enough to admit that there is an issue.You talk about the 'persona trap', what is that?You're stuck in a persona where you perform in a certain way within your company. You have a role, a position, a reputation, and that locks you into specific behaviors. The worse the match between who you are as a person and how you need to show up in your organization, the more inner conflict that’s created. Especially at the top, it’s a problem for many executives. They're supposed to be the people who know it all and be decisive. While if you're honest, you don't necessarily know everything, you’re uncertain and have anxieties.The inner core of the honesty gap is breaking the performance, breaking the acting you feel you must do. If you've put yourself in a role of being the strong, decisive, number-oriented leader, that's how you have to behave. But most people don't feel very comfortable in that kind of role because it's not who they are.Can you fix the honesty gap through individual coaching alone or does the system have to change?Part of it is a personal change, part of it is a system change. You can be on your own and be very authentic, but if the system doesn't change at all, you’ll struggle to break the honesty gap.What you need to do is work on the people, the culture, and the system. Ideally that has to include the top, because otherwise it stays at the level of the person being coached. If it's a team lead or a mid-manager, that person can partly create an island in the organization, a safe space for their team and their department. But still, the appraisal systems, objectives, and culture are company-wide. Why is this so hard to shift, even when leaders recognize the problem?We have normalized this idea that you have to be strategic in what you tell and what you show. You have to show up in a certain role at work. It's also the result of how we have separated work from life, which is a very unnatural thing. It's from the industrial age, because for any other species, work is life. But now there’s a split between work, with all the routines in companies, and then your private life. There's just one you, you're the same person at home as you are at work. The good news is that the honesty gap can be closed. While many companies have unintentionally created environments where people hesitate to speak openly, organizations prioritizing trust, authenticity, and psychological safety can unlock a competitive advantage. When employees feel safe to share concerns, ideas, and perspectives, collective intelligence grows, decision-making improves, and stronger relationships emerge across every level of the business.
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