(cofounder of Ambition here, thanks for the comment Mr Yoda) We believe there is major difference in intrinsically and extrinsically motivating sales performance (and changing behavior).

While commission checks are a great carrot, many companies unfortunately find an atmosphere where the top 10% of the sales floor is excelling and celebrated, and the middle 70% is ignored or has reached a plateau.

One of the major benefits in Ambition is that by competing in teams, now top sales people are empowered to be leaders for their peers and incentivized to coach and share best practices.

Which provides dramatic improvements in metrics and ultimately revenue. (and also importantly, builds camaraderie and culture).

Ambition co-founder here.

You're definitely right that sales teams are motivated by commission. What we've come to find out, both working in these teams and managing them, is that the most powerful drivers still are intrinsic. Recognition, camaraderie, purpose, being a part of something bigger than oneself...

I think sales teams get a bad reputation because of the lone-wolves, most people working these types of jobs might be more "alpha" than others but still want to feel like they are making an actual impact in something, even if it's just getting their team a "W" for the week.

Commissions do not really motivate after a while. I was a straight commission outside salesperson for 10 years. The money was not the motivator for me, it was the contests. The desire to WIN was much stronger than the desire for a bigger paycheck. Fortunately winning the contest also resulted in a big paycheck.

Winning was much more satisfying than money. This system works better for a company if the sales team is evenly matched. In our 7 person group there was only two guys I really competed with - one left to start his own company (and I later worked for him) and the other guy became my manager. Having a manager that you have bested in every sales contest is not good. I was RIF'd on Feb 14th 2000.