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Roee Zelcer
Roee Zelcer
TikTok Head of Sales, Products & ServicesFebruary 9
This is a very important question and one that not everyone will see eye to eye with me on this. But personally, it has never failed me up until now. There are a few elements that are common to candidates that have been proven to be successful: The first is tenacity. It is that inner hunger to learn new topics or master new skill sets. One who always finds ways to be proactive and push boundaries. When talking to candidates, I always look for a potential team member whom I will need to restrain rather than one I will need to nudge forward. The second is communication skills. A great seller is someone who you talk to and immediately comes off as connectable and relatable. Someone who has a clear understanding of the person in front of them. The third aspect would have to be very strong social and emotional intelligence. This goes hand in hand with having a client first mentality. A great candidate is one who will give the client the true sense that he puts their interest above anything. Earning that trust is key to building a long-term, healthy relationship.
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Eric Martin
Eric Martin
Vanta Head Of SalesNovember 28
It's a great question. I believe that all reps are continuously motivated by earning potential and career growth opportunities, regardless of the stage of the company. To get more nuanced, you'll see earlier hires more motivated by the combination of equity and cash, and you'll also see earlier hires hoping to leverage their early arrival to accelerate their career growth (vs later hires). As an aside, one of the real joys of leading and scaling sales teams is rewarding those deserving early hires with promotions, additional equity grants, etc. We've had the opportunity to do a lot of this at Vanta. More broadly, my advice is to spend a lot of time thinking about the design of your compensation plans (revisiting them at least annually) and also to map out levels and definitions for career growth sooner vs later. Make sure that you're putting your team in a spot where they believe they can hit their goals, and where they understand intimately what career growth means for them, and how to unlock it. Easier said than done. :)
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790 Views
George Cerny
George Cerny
Iterable VP, Growth Sales, B2B2C Sales & LATAMNovember 15
By far the most over-hyped KPI is total pipeline created. This is certainly a key metric to track week over week as a health check, but it provides little insight into what's actually going on. The problem with total pipeline created, is at no point should the conversation end with that KPI. If it's low - why? If it's high - why? Was it one large opp? Was it a bunch of baby opps? Was it quality pipeline? Was it from one AE/Segment/Business Unit - or is everything firing on all cylinders? At best it provides directional guidance to tune into major variances and inspect. At worst it provides false confidence in a pipeline that won't get you to goal. Typically addressing total pipeline creation falls into one of two camps: 1. Mention & move on. These are meetings where the metric is called out, compared to last week and it's either * Good - "great job, let's see if we can stretch this 10% higher next week" * Bad - "we really need to prioritize pipe gen this week. Get on it." 2. Paralysis by analysis. These meetings show the metric, and then dive into 40 slides with individual permutations of how everything performed over the past week; leading to information overload and very little insight into what actually needs to change. This is why instead of just tracking total pipe creation - we want to take a three-pronged approach: 1. How are we tracking towards our pipeline generation goal (which is a leading metric against future bookings)? 2. Identify the factors that are contributing to the current results. 3. Define strategies to optimize the path to goal The standard discussion described above hits the first objective, skips number 2, and the only strategy is often "do more." We could write an entire post on steps 2 and 3, but here are a few variables that can take your basic "total pipeline creation" reporting to the next level * # of opportunities created & average opportunity value. This controls for the one big opp skewing results. You generally want more big deals, but don't want to have to rely on only one big deal to hit the goal. This helps monitor quality & quantity. * Split by region/segment/AE's - this allows you to identify people and parts of the business that are doing well and understand why (do more of it, share learnings, double down). It also ensures that those who aren't doing well don't hide behind overall success of the business and get neglected. We want to identify why they're struggling, and ideally get them unstuck to improve performance. * Pipeline by opportunity source - attribution can lead to some sticky conversations, but tracking where the pipeline is coming from is necessary to improve the overall output. This isn't meant to start a blame game, but you can't optimize something you don't measure. So if AE's, SDR's, Marketing, Partnerships, or PLG is slacking - what can we do about it? If something is working incredibly well - how can we do more? * Pipeline conversion metrics - how is the pipeline that's coming in converting through the funnel to closure? Are disco to demo conversion rates improving, declining or staying the same? What about win rate? Any new trends where we should ride the wave? Anything that's not working which we should stop doing? These metrics will give you a much deeper understanding of the factors that contribute to current results and lay a strong foundation so you can define strategies to help optimize results. With a strong team and partners in marketing, partnerships, SDR and RevOps leadership - you're a brainstorming session away from having your best pipeline generation quarter yet.
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1659 Views
Charles Gryor Derupe
Charles Gryor Derupe
accessiBe Director of EnablementFebruary 7
I'll be honest, I've been in the Sales Enablement industry for a while and this is something that takes so much time to master and has so much nuance depending on your organization's structure. Here are some tactics I use that have helped me get 80+ people in my last annual strategy review. It boils down to these three things: 1. What you did: I LOVE quarterly business reviews. Now let's be honest, I HATE writing them, but they are very effective in getting engagement. The two questions you want to ask here are: 1) Who's the audience(s) I'm trying to activate? 2) What information are they looking for that would gauge proof of investment return and guidance? For me, I typically stick to a common format: * Divide the document by program * In each program, share objectives that you've set at the beginning of the quarter/year, what major projects were activated to address these, achievements, key insights and feedback, and next steps (how you're building on it, how you're pivoting away from it, and what you need help with by cross-functional department) * Tag specific people you know that would be interested in areas that pertain to them * Create a read-through event and ask folks to add comments and tag others who would be interested * Leave room for discussion of key themes at the end 2. What you're going to do: In addition to the quarterly business review, I do an annual review that considers any strategic plans for our key audiences, mostly this will be Sales Leadership's north stars. If you don't have these plans, go off of the business goals and vision for the year (team restructuring, market expansion, change in target audiences, etc). Here's my typical format: * Goals and objectives from the previous year and share loosely what your team achieved * Key insights that are going to guide you in the new year - changes in team habits, cross-functional partnerships, industry changes * Identifying those business objectives and the strategies (the direction, not the roads) you'll be taking to get address them - focus on why you are doing this from an enablement professional perspective * Divide the following sections by quarter, refer back to the objectives and strategies and key initiatives. Make sure to call out dependencies, financial/cross-functional resources needed, priority levels. This is a great place to be clear about who you need these from and ask for DRI's from their teams through comments * Give gratitude to your partners for making this happen and look forward to the collaboration needed to make this happen 3. How it's doing: These are weekly or monthly updates on those objectives and key initiatives. Share your current state in achieving those objectives and the deliverable progress for key initiatives. I also include some key themes and insights that we see in the data and feedback we hear from reps. This is also a great place to share what you're hearing from the industry/enablement world and how you plan to integrate them. All of these have really jumpstarted interest in our programs by being clear on guidance for why and how your partners can help will get it going. Make sure that you secure clear partners, project owners, and recurring times set to meet with them. Hope these help!
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1466 Views
Shahid Nizami
Shahid Nizami
Braze APAC Vice President of SalesJanuary 10
In today's world it is relatively quite easy to make a very well informed decision when assessing a new role in a different company. These are some of the things I look at and advise my mentees to do too : * If it's a public listed company, look at their financials to figure out their year on year growth. * Check out websites like RepVue which give you a very good understanding about how sales reps in that company are doing * On LinkedIn, check out the trend on their headcount,especially in sales, is it increasing consistently or not. * Check out analyst reports and websites like g2.com to see how the product is rated by their customers. * Check websites like Glassdoor to understand about the culture of the company you are considering * If possible speak with a few customers and partners of the company as well. 
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Alicia Lewis
Alicia Lewis
Culture Amp Senior Sales DirectorApril 24
The biggest mistakes that we see from candidates are related to not being prepared for the interview. Failing to research the company, role, or industry before an interview can signal a lack of genuine interest and initiative. Thoroughly research the company, its products or services, industry trends, and competitors, and come prepared with thoughtful questions to demonstrate engagement and enthusiasm. We expect candidates to do their homework on the role, the interviewer and the company, just like we expect of our Account Executives prior to a prospect meeting. Asking questions when the answers could have been easily found online and not showcasing knowledge when they should have studied up on the company is a clear sign of not being prepared.
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596 Views
Tim Britt
Tim Britt
Freshworks Senior Director of Channels EuropeApril 11
As the new sales manager for a B2B SaaS company that is starting to scale with 40 people, your first month and first quarter are critical for laying the groundwork for future success. Here's what you should aim to do in each timeframe: First Month: 1. Understand the Business: * Gain a deep understanding of the company's products, services, target market, value proposition, and competitive landscape. 2. Assess Current Sales Processes: * Evaluate existing sales processes, tools, and workflows to identify strengths, weaknesses, and areas for improvement. * Review sales metrics, performance data, and historical trends to identify patterns and insights. 3. Build Relationships: * Get to know your sales team members individually, understand their strengths, weaknesses, and motivations. * Develop rapport with cross-functional teams, including marketing, product, customer success, and operations. 4. Set Expectations: * Clearly communicate your vision, goals, and expectations for the sales team. * Align sales objectives with broader company goals and priorities. 5. Identify Quick Wins: * Identify low-hanging fruit and quick-win opportunities to boost morale and generate early momentum. * Focus on addressing any immediate challenges or bottlenecks that may be hindering sales performance. First Quarter: 6. Develop a Sales Strategy: * Develop a comprehensive sales strategy that aligns with the company's growth objectives and market opportunities. * Define target customer segments, ideal customer profiles, and go-to-market strategies. 7. Optimize Sales Processes: * Streamline and optimize sales processes to improve efficiency, effectiveness, and scalability. * Implement standardized workflows, sales cadences, and best practices. 8. Provide Training and Development: * Implement a structured onboarding program for new hires and provide ongoing training and development opportunities for the sales team. * Focus on building sales skills, product knowledge, objection handling, and negotiation techniques. 9. Implement Sales Technology: * Evaluate and implement sales technology tools and platforms to support sales operations, enablement, and analytics. * Implement a CRM system to track leads, opportunities, and customer interactions. 10. Set Performance Metrics: * Define key performance indicators (KPIs) and metrics to track sales performance, such as conversion rates, pipeline velocity, and quota attainment. * Implement regular performance reviews and coaching sessions to provide feedback and support to the sales team. 11. Foster a Culture of Accountability: * Foster a culture of accountability, collaboration, and continuous improvement within the sales team. * Celebrate successes, recognize top performers, and address underperformance proactively. 12. Align with Leadership: * Maintain open communication and alignment with executive leadership, providing regular updates on sales performance, initiatives, and challenges. * Seek input and guidance from leadership to ensure alignment with company goals and priorities. By focusing on these key initiatives in your first month and first quarter as a sales manager, you can establish a strong foundation for sales success, drive growth, and position the company for long-term scalability and profitability. ChatGPT can make mistakes. Consider checking important information.
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Grant Glaser
Grant Glaser
Salesforce Director, Sales Leader Excellence CoachJanuary 10
There needs to be a problem to solve. Begin by finding out what problem exists. Then, * Create a clear problem statement * Define the current vs. desired future state * Outline KPIs/metrics you want the program to impact * Build an MVP to shop around with sellers & sales leaders * Ensure you have sponsorship & buy-in from your sales leaders & teams * Deliver the program * Capture feedback * Iterate & repeat
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1630 Views
Sarah Mercedes (Osborne)
Sarah Mercedes (Osborne)
HubSpot Head of Corporate Sales, West CoastSeptember 3
I think finding ways to give yourself an edge is always in your best interest. You want to avoid creating too much work for yourself, but there are needle-moving ways to get this edge that don't require a massive lift. If you're in a role play interview, treat it like a real sales process. Send a pre-call email with the agenda and goal of the call outlined and send a follow up email in the format you typically would in an active deal. Prepare thoughtful and custom questions to ask each of your interviewers that show how you think, what you care about, and your business acumen and/or natural curiosity.
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402 Views
Michael A. Rosenberg
Michael A. Rosenberg
RocketReach VP, SalesMay 24
I avoid burnout in 3 ways: 1. Make your job easier by always having pipeline ready to go. Burnout is most common when a rep feels they need to start over, and then think that maybe they should just start over somewhere else. Always have good prospects to call, pipeline to win, or customers to contact and sell to. 2. Try new sales tactics, but don't stray too far from what has made you successful. Testing and trying new things is fun and spices things up, but do not overhaul your entire approach. Ask that one question you never do and see what happens. 3. Take time off. Salespeople can have major FOMO. I'm going to miss an inbound opportunity if I take off, I know it! If you follow #1 above, vacations, even small ones, will be your best friend. My first 10 years of working, 3 and 4 day weekends were my best ways to recharge!
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