Jon Boyer

I don't have a favorite question but I do prefer open ended questions in discovery. Close ended questions start with helper verbs. Every question beginning with these words(Am, Are, Is, Was, Were) can be answered by a buyer with a yes or a no. Even when folks give you more than a yes or no they will always be giving you less than a response to an open ended question. To get the most information and provoke deep thought from a prospect. I coach my team to leverage open and command open questions. For example questions that start with Who, What, Where, Why, Tell Me, Explain, Describe, Help me understand ETC. When you construct questions that are "open ended" buyers will elaborate and provide answers with a lot of detail.

One of the key attributes I like to test for in interviews is the candidates self awareness and grit. My favorite question to ask here is "What is the most difficult feedback you've received professionally? How did it shape your career?" The quality of the answer demonstrates the candidates ability to internalize feedback and take action.

As a Sales professional we are often under a lot of pressure to close deals and meet our targets. If you're not careful you can quickly burnout especially when quotas reset each month or quarter. Over the years I’ve had to become more intentional in creating boundaries and finding new ways to recharge. Here are some ways that I’ve found success to prevent burnout and recharge: 1. Prioritize self-care: Prioritize self-care activities such as exercise, meditation, and getting enough sleep. Pay yourself first physically and mentally to stay energized and focused. 2. Take breaks: Take regular breaks throughout the day to rest and recharge. This could include going for a walk, having lunch with a friend, or breathwork between meetings. I also plan a trip each quarter to make sure I'm spending quality time with the family. 3. Set Boundaries: Improving my time management skills and creating clear boundaries between working hours and personal/family time. This can help you prioritize tasks and manage your workload more effectively.

A mentor taught me to evaluate opportunities leveraging the VIP framework . The framework incorporates three inputs Vision, Impact and People. Here is a quick breakdown of how I have thought through each of the inputs. 1) Vision: How excited are you about the companies vision and mission? How aligned is the leadership team and company around the vision? Does the company have aspirations of being a generational company solving a large problem set? 2) Impact: Is there an outsized opportunity to drive impact for customers, the company and the people I work with by leveraging my experiences and skillsets? 3) People: Do the folks I'll be working with share similar core values? What is the quality of the leadership team and personnel? What can learn and develop from their experiences?

There are many KPI's and metrics you can evaluate for pay raises. Ultimately this is situational based on your companies revenue targets, values and policies. I believe there are 3 key factors in justifying a pay raise: 1) Craft: Mastery of your craft and demonstrated ability of your roles key competencies. 2) Impact: Have you had an outsized impact on Revenue and your GTM organizations key objectives. Some of the key KPI's that I look at are Revenue Growth, Attainment, New customer acquisition and Deal size. Secondly is any contributions you have made off the dashboard to impact the broader team i.e. Process improvements, enablement and creating assets that can be used by the team. 3) Behavior: Demonstrating the right behaviours in how you conduct yourself. I.E. Grit, resilience, positivity etc.