The Sales Engagement Podcast
The Sales Engagement Podcast

Episode · 2 months ago

Growth Mindset Tactics to Build Your Team

ABOUT THIS EPISODE

It’s one thing to embrace change personally, but it’s another thing altogether to bring people along with you in your growth mindset. Want to learn how?

In this episode, I interview Talia Esskandanian , Director, Inside Sales at Voltus, Inc ., about leadership, growth, culture, and change. 

Join us as we discuss:

Talia’s newfound passion for the energy industry

Hiring for core values and strategic interview questions

Overcommunication and other coaching tips

Building a growth mindset into your team

For more engaging sales conversations, subscribe to The Sales Engagement Podcast on Apple Podcasts , on Spotify , or on our website .

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Welcome to the sales engagement, apodcast, this podcast is brought you by outreach, the leading sales engagementplatform and they just launched out reach on our reach the place to learnhow outreach well does not reach learn how the team follows up with every leadin record time after virtual events and turns them into revenue. You can alsosee how out retuns account based plays, manages reps and so much more usingtheir own sales engagement platform. Everything is backed by data pulledfrom out reach processes and customer base when you're done you'll be able todo it as good as they do, and to reach on io on out reach to see what theyhave going on. Now, let's get into today's episode, hello, everyone and welcome back toanother episode of the sales engagement podcast. My name is brick Bacheta andI'm one of your hosts here at the SEP when I'm not hosting this podcast. Ileave XDR enable man at out reach that I o I'm super thrilled to be here todayand joined by Talia escandon director of inside sales from Boltis today allbe talking about building teams and growing your culture with a growthmindset. Italia. Thank you for joining us. How are you today I'm doing greatthanks for having me. I'm super excited huge fan of the podcast too so nice togiss ye. So tell us tell us about yourselfand then you kin knew is job just started coming up on a year. Socongratulations for those! You may not be familiar. What is bolts do andwhat's your role there now? Yes, I help lead the inside salty my Bolto, sovoltus primary mission is to unlock the value of distributed energy resources.We are involved in demander spose, so demand response or programs designed tohelp balance the supply and demand of the grid. So we have our customers getpaid to curtail their energy usage during grid emergencies, so mitigatingby Oh yeah. It's we very amlas yeah very line save lie. It's I mean so,especially with all the recent weather events. Now it really shines a light onhow dire it is that we NTEYA you know. Global Energy challenges are are met, ahundred percent and the inside sales steam like who are they calling on?Usually commercial and industrial customers, so really large energy users,so cold storage, health care facilities, wastewater treatment plants, things ofthat nature? Interesting, and did you have a background and energy before yougot into this role? No, I had literally o knowledge of any energy. You knowverbage, I am in Texas, and so when we had the crazy, we called it snowapocalypse in Februus that Er yeah, very scary, and that was the first timeI had heard about her cot and demand response, and that was actually whenthey reached out to me- and I was like HMM. This is curious, Ly, yeah and I'myou know a big advocate of sustainability and- and I found thatthe mission was just aligned with something that I wanted to do,something that I'm innately interested in. So it's been a great fit so far,it's actually only been about three months, so Nooh Gosh. I way off it'sokay. It's okay feels a year, Huh Yeah I've lost track of time in the Pan. I Idon't know what day it is. No, where I am ter. Oh, that's really cool so like so whenthey reached out to you. Was there a specific initiative that you werebrought on to accomplish yeah yeah, so I came on board after our series Bfunding, with the expectation that myself and the other sales leaderswould help scale the teams and were Commitin more repeatable sales processreally across the entire organization. So we have super, have to goals anyother company right like no matter how...

...flushed out your plan is, if you don'thave the right people in place, it's you know you might as well pack up andgo home. So I'm here to build, build, build cool. It's like the dream job forevery sales leader right. You go build something from the ground up and do itexactly the way you want to it's pretty awesome yeah. It was great definitelysomething that I was seeking in my job search anyways, so yeah supercomfortable in that space love it thrive on it also yeah and in order tobuild any team scale, the process and people ye have to hire a lot of greatpeople and with hiring. I find that a lot of times like the topic of culturecomes up. So not only are they qualified, but do they pass the culturetest? We all know that culture test does not mean the beer test or like anyou, get. You know, hang out with them a happy hour. Well, that's a nice perk.We got to make sure that they fit in with the company and your vally so like.Could you tell me about like what's the culture revolt is like when you'relooking for folks, Yeah Yeah? It's definitely one that I've never seen inmy lifetime. Is it one of the driving factors that got me to leave videosecurity and surveillance? I told us to everybody when they ask like why holdTis, but I was interviewing actually with a couple different companies and Iwanted to stay kind of in the text base and- and that was where I, where Ithought my passion was- was driven towards and every hiring manager Italked to and sales later. You could just feel the burn out right and youcan't blame a obviously. I was in the same boat part of the catalyst of why I waslooking right and as soon as I started, meeting with Voltus leaders, you couldjust feel the difference. They started speaking about it and the energy andlove within the team, which is something they really had and talkthrough, was palpable. Everyone was really fostering this environment ofinclusit and empowerment. One of their pillars is speaking truth to power, andso we talked a lot about that or coming on board and just making sure thatpeople feel heard and not necessarily dismissed, which is it's harder to find.You know when you're in larger companies, because you might have greatideas or concerns, and maybe it falls on De Years. Maybe not yeah that Voltusit very much is like a collective discussion. Every every really cool,yeah yeah. Tell me more about that, like how do you do you just seek outfolks who are like? Is that part of what you're looking for like? Are theycomfortable having difficult conversations or is it we bring peoplein and we teach them how to do? Those things are a little of both. It'sprobably a little of both. I would say if you had asked a question six monthsago, Wi very different, like the kind of profile that I look for. Oh I wantto come back to that yeah. But yet, during the interview process, we talkabout right, gritty and good, which are sort of like the three indicators to us.It's what we look for in every candidate, no matter what level andit's basically bright. As you know, uncommonly smart, intellectuallycurious gritty. We all know right, like maniacally self, initiated doing maybeeverything to get it done to blow your numbers out of the water. Setting thesereally nice standards, and then good is very literally like are you laughing?Do you? Are you an Amal like that yeah? Do you have a positive alike on life?Are you honest or you supportive, and so we usually tend to kind of digdeeper and then, if you process to see you know, where do you rank those andin the importance of who you are and and in your work and it's so interestinbecause there's no real right answer, but you need to see how people sort ofthink through that and even internally it's it's somethingthat we discuss regularly and as we're going through the inverts. Those arekind of what we grate people on is like. Are they bright? Are they gritty? Arethey neatly good, usually they're, all innately good,...

...so I would hope so right, yeah yeah,that's awesome! Okay, so going back to you said six months ago, your criteriawas different. Like tell me more about that yeah, you know I was in a largercorporation, different industry. I was looking for people that would just comein and do the work and excel, and I was very fortunate. I mean I had a amazingteam, my previous previous company, but I really find purpose in my work at leastbuilding others and kind of leveling up their career. Someone took a chance onme years ago and I had no experience and had no business acumen right and sixmonths ago I wanted like okay, you know two to three years of sales, experienceminimum and bring them in and see if they could do it and then we'll figureout where to put them, and now it's very much. How do people think do youhave that any drive in passion to do well and have I provide that tool kitfor them to be successful? So voltus has has really changed. Mymindset on profiles and half the team, it's thefirst job, never done. Sales didn't know each oh wow yeah and they areabsolute killers and then a portion of them do have sill experience and justhad to learn the industry and they're also doing phenomenal. So there is noone size fits all. I think that's just true for all sellers inside or field,but yeah, that's usually it's funny. I'm always shocked by how many insidesellers will call me whenever I am hiring which, by the way, I am hiringthere, you go cold calling works but, and I barely receive any and I'mbaffled by it. I was like Oh man. I just feel that so gritty right Le justpick up the phone like hey, solid, right yeah, like my numbers online year,whatever you're, using definitely as it. Why do you prospect M O so yeah yeah? Ihave that answer the question yeah. So it sounds like you just kind of shiftedyour perspective to like not only how are they going to fit in but like howam I going to be able to amplify their career and theiropportunity this year and sous, like a lot of folks, were really early earlystage in their career and Burree, which is exciting and I think, there's a lotof fun energy that comes with that of them all. So you have like a your interviews thatare your you're qualifying folks for are they bright? Are they greedy orthey good? But do you have an interview question you like to ask folks everytime or like something that you're trying to you personally, just like thestuff out? Yes, so I got this from a formercolleague of mine. She was amazing and she calls it. The stress level questionm basically, is on a scale of hundred ten. How do you handle stress? Okay, sopeople are usually like? Oh you know it's. It's either super low on thescale or super high and yeah there's, probably not a lot ofpeople who are like a five yeah. I rack in the middle. Exactly and like I saidthere is no real answer. I mean I look for a specific answer, but I'm going tokeep that tucked away for now, fair you, you hold your cards close to your bestyeah, but it gives you kind of insight and how they think about stress and howthey manage it, and you know being able to manage dress just in general, butespecially you know, with a sales job is so yeah at a high growth company,where it's like the the steaks are very real yeah. It's dynamic, it's alwaysmoving. It's things will change right when you get comfortable, so I feellike you know. I definitely don't want to hear one or two tells me probablyjust aren't stressed enough to get it die. Yeah, yeah, but also I want peopleto take. You know mental health seriously and obviously that's been abig conversation totally in general. So...

...it's like you know. How do you manageyour stress and talk me through that and yeah? That's probably my favoriteone, because it, I think maybe their explanation is what is really tellingto me and then from there. You know we'll seeif they're besin me or not right when they're for sure and like on the topicof mental health, I mean for a lot of folks, especially for those wit's,their first job. In sales I mean that's a big hilled, a clime just from likethe mental cap, managing your emotional capacity and the ups and downs of thesales job just super important to call it- and I remember on that topic I wasasked this interview question which, when they told me why they asked it, Ithought was really interesting and I said tell me about your worst travelexperience, because, if somebody's like, oh, they lost my bag, and that was theend of my trip. You're, like Oh boy like this, is not going to be a goodfit for you. But then, if you know, if folks are able to describe like was atotal disaster, my flick on cancel, I had to figure it out, but I still had agreat time. It's like Aright I'll, probably do all right in a veryambiguous o great. I actually might use that. You really feel for it colorswhen they travel. I will say that right, stressful you're, hungry, tired or your stuff, with your family and asmall, small and fine space. Oh, that's good, O yeah feel free to use it and it soundslike gold is already has such a an impact like really strong culture. I,like people, come in and like everybody's bought in to it, but haveyou gone anywhere where you felt like you wanted to change the culture or youwere having to make incremental impact to it to make it fit? I don't know bemore inclusive or whatever. Oh Yeah. Definitely I I was fortunate enough tolead a couple different teams internationally, and it was amazingbecause you got to see you know how business is done, but also how peopleare right H. I had a lot of great leaders who were in places that werevery in tune with. What's going on on the floor, figuratively and literallybut Ovid, I think, was my biggest catalyst of like sort of stepping outof this kind of higher levels from tea, Jick work and force me to sort of getback to the basics, which is people yeah. I listen to a lot of salespodcast, but I listen to one early on in the Pandim and obviously was talkingabout you know going remote at the time we were in the office and we wentremote and how to maintain the culture, but also they use this Marie a twineanalogy, and I don't want to mess it up. So I'm not going to say the whole thing,but I said't know it. I'm sure. So especially it's like the people weresaying were hungry were hungry were starving and they were telling her andshe said I'll, just feed them cake and it was sort of this linds of sometimes you know the higher you getthe more far removed. You are with what really is going on and you can't reallyhelp solution anything. So my team went from being, you know, very structuredand I don't want to say militant and a negative way, but you know there'ssometimes worried about. You read a tight ship, exactly worried about theperformance, job security, especially you know during the pandemic, and wewere trying to kind of move them towards. You know thinking a littleoutside of the box understanding they needed to tap into their strength, notonly as individuals but really as a team to help kind of get over the lineh. So we tried to do a lot of like virtual team building. We did anoccasional offsite, not during the pandemic, but a little bit before alittle bit after, and we would talk about everything right like how are youfeeling? How are things happening in the outside world? Impacting you soobvious? Ovid Blan like it was, you know a Po things internationally.Really, no shortage of stretchers is O yes, and we created this sort of littlefamily and and safe space, and we never let anything linger for too long in abig proponent of just over community. That's huge general yeah. It's my poor husband he's like all right.It's important right, so we don't let the mind linger for too long and wanderand yeah, especially for sales. I feel...

...like we're very highly emotional peoplein general, Ille, the CAVETO, not everybody, but yes, so I always saylike it's: Okay, to feel a little shitty and sad and angry and whatever,but do not sit in it like do not sit in it. It will just mess up your wholeweek your month, your corner like feel it get over it or work through itrather and then move on on to the next. So right, yeah. Although we were partof this sort of huge machine, the team felt very Campese, very small, very familiae,familiar I you know. I still see them to this day. Like we'll go, you know,have a drink or do a virtual thing. So Nice yeah, I mean it was truly a family,dynamic and definitely Voltus is the same way, which is great. I loveeverybody on the team, so yeah yeah, and do your point about like makingsure that people don't linger in things. It's so hard to like conflictresolution when you're remote and trying to communicate with like areally serious topic over Zio, I won. The phone is just the worst o yeah you do can get their feedback youlike can't. You can only read their body language from like their Chin upye. So was there any like instances, and what she felt like okay, like here,is an example of like we were able to work for something really difficult andhere's how I was able to coach my team, because I think the communication pieceis so huge to just growing a team for sure. Oh Yeah, I'm definitely obviouslyregular one on ones of course, and just always kind of being available, but Ifound that you know always leading with metric, which was sort of my mo foryears and years and years, which I'm a still a big believer in. It doesn'thave to be every meeting right, like literally just asking the questionslike letting them talk, letting them think through their own solutions, butcertainly a I had to personally kind of switch. MyLens and think like. Okay, when I was in that seat, did I feel comfortableenough to advise or say this without right, that sort of reparations and-and so I make it very clear from the get go and I try to be- you knowsomewhat vulnerable. Like you know, this is what I went through, and thisis how I overcame it or I've been in your shoes, and I know what that feelslike. This is what I did like talk to me through what you want to do. So Ifeel, like the team that I have before in the team. Now they tend to respondbetter to that. Just because, like I said newer and in their work career-and they just want to be heard, they want to feel like what they're doingmeaningful and they're, not just a number on a leader board. So I'm verykeen on, like I said, over communicating and exceeding performance,but you know they're not mutually exclusive. A yeah can talk through andI think it's so easy to focus on like when you're in that high growth mode oflike okay, the metric we got like. Do We? What? How how far did we exceed ournumber this month and that becomes the sole focus and it is really easy andlike whatever your quota, if it's a monthly court or whatever, just to getcaught in that cycle and not take time for breaks or to check in on folks? Butit sounds like you got a really good Cadeno, just like you know, making surethat the people who are on the team are okay and like checking out them andusing one on one's, not just for pipeline reviews or forecast, but justokay like how are you as a human doings situation? Absolutely absolutely. Iwish I would have had that more when I was on the up and up, but for the mostpart I had really great leaders but yea. Sometimes it's just even asking how youare and it will change yeah the whole bio and a mean it sounds like youyourself. Just you know you are so bought into this idea of growth mindsetand like roll in with the punches and just existing and thriving andambiguity. was there like an instance or a series of events in your ownprofessional career that you feel taught you that or have you always beenlike that? How did you pick that up a...

...yeah yeah, I think he goes about to? I was the first inside seller at myprevious organ sis, very much the Guinea pig for everything, rightprocess and night cools, and I was first job. Well, I guess first real bigjob and it shaved me in a way that I wasn't fully aware of until I got older,because I grew to not know anything else, so I reallyenjoyed and throng like being the only person and just like constantly goingin on traded territory exactly yeah. So that's where I felt I can make the mostimpact and I really enjoyed like the dynamic, agile functions of of what Iwas doing and then o we stabilize it's more of like okay. I did that job likewhat now like. What's a new territory or a new rage right, so holywere forced to as well, because it was like worried like I get to work, Imight have to find things to keep myself busy yeah exactly and I'm not one to juststagnate right. So I yeah I've always been super comfortablewith change, and I think what I had to really lean into was more of the changemanagement piece of just like how do I t other people bout in like this? Howdo I get them excited for something now so or you know the last of five sixyears when it was going through companies being bought and acquiringothers and merging teams, it was very much just like we're in it all for one right or this makes sense, and this iswhy- and I think, once people understand kind of the holistic viewthey seem more inclined to kind of move towards instead of just looking downthe tunnel of what's right in front of them, so goes back to over communicating alwaystotally Ye. I know that's the theme of this podcast. Is it yeah? I even like one go ahead. I saidYeah we got to change the title we se yeah. We certainly can and eventhinking about like building process, because as a lead like when you're arip, you're right like you're just constantly and they're like okay, I'mgoing to find new things, I'm going to like Hon my craft find all these otherthings, but as you're building a process, it could be really tricky toplan for things that, like you, just unexpected events or like changes inthe market like how do you think about as the leader this whole inside salesteam, you can only plan for so much. But how do you think about buildingprocess or preparing your people so that, when things change, because theyalways do there's not this feeling of whiplash and then people feeling justlike exhausted from change management? You know a yeah, absolutely, I thinkgetting the right people involved early on helps. So some you know individualcontributors just being part of the process they trying to sport. Thechampions for you M, but additionally, it's understood a front like this- issomething that we're trying to sort out and it's going to be sort of an ongoingrefinement, so sort of setting that presidents upfront with them like yeah. This is the minimum viable product. It's going towrite you pyaz and, as we have these ad hack, things will adjust the approachand then I think once people feel once again empowered to advise like hey.This is not working. Let's do this. I do make sure, though, that side from engineering right like we're,not test something or working out something for it to break like we're,not trying to break it. We're trying to test the how it will help get us to where we're going with whatwe have. So I think people tend to push back and you know say no more oftenthan yes, when they're asked to do something different, so I talked tohour like why. Why is this a hard note for you like how we thought about this?How we considered this- and I sort of I don't want to say force, but I for tothink about, like I said, bigger picture like: Is this really asimportant a yeah so to blocker? Is it...

...really going to be an issue or is itjust a small tweek, an adjustment that has you know huge and very quick impact,so I think explicit up, front expectation setting and then gettingyour champions involved throughout the full process. Yeah like I've seen ithelp a lot with many tools like so yeah, so yeah. I can be tricky right whenyou're like look. Here's the deal. Our job is to execute on this plan Tafetan,so we got to get on board yeah. I like just for a nice way, yeah.I don't care how you get there just get there. This is what I'm giving you tohelp you. If you don't use it you'll see you'll see it takes a bit longerfor you to get to the NZAM, so usually Elik, pretty after a while they're likeokay, this makes sense and then they can't imagine their life without it good deal. Well, I got to you lastquestions for you before we close out and the first one is like okay, so Iknow you're working on scale, but what's like the top of mine, bigspecific project that you're super excited about at work right now. Well, I'm a little biased, but we actually just recently the pointout reach Oh sales and folks. I didn't even ask her to say that you can sendit to mind direct at home. It is yeah. I used it in my previousrole. I I've seen a lot of sales, enablement tools and diallers, andthings like that and, like I said earlier, building that repeatable salesprocess is so critical in startup mode and when you're growing exponentiallyjust how to replicate a successful rep over and over and over and over againand the Rio of time as much shorter. So I am a big Fan. I've been working on this,for I guess the last quarter, my entire in SIS, but I'm very excited for that.There's some other kind of business, business and corporate missiondirections that we are going and adjusting but more to come on that onebut yeah. So a is is my biggest pride and joy. The moment it's going to be awesome, I'm sure yes, and on a personal front like what'syour passion project, anything you got cooking for the rest of the year. We'relike this is my in all of your spare time. I'm sure, but this is my one: I'mnot working gets to be Syce. Yes, so I recently bought a house. Congratulations! Thank you! Thank you.We moved in in February and we have gutted the entire thing so yeah tree minute hour. It's I watched alot of htt you why er you're doing it yourself, I'm doing a portion of itmyself, but yeah. It's very labor intensive, but I'm learning a lot. I'mlearning what I'm not good at M and what I would like to be better at andor just pay somebody else to help out. So my husband and I are just yeah-We've done a lot of home. Do I ever yeah? What's your: What's Your Forte,are you demo electrical plumbing? You know, surprisingly enough deming, somuch easier to break things down than to build them up what I had to that. So as really I thrive, I thrive smashing seat rock but yeah.That would, I would say, that's my favorite think my husband's very he's anetwork engineer, and so he just yeah. He likes fiddling with electrical and measuring things out and all of that,so I okay nice go for it go for it. Man There's that he you balance each otherout. Well, yeah awesome! Well! Thank you. So much fortime to day tell it was a pleasure to chat with you if folks were listeningwould like to get in touch with you. What's the best way for them to findyou. Yes, you can find me on linked in...

Talia ESCODA. You can email me at t scandone at Boltis dot cl and I'm not going to give you my phone number.Hopefully somebody looks at go to find it, but I can figure it out. Yeah yeahcome find me awesome. Well, yes, you heard it here folk. She is hiring, Igot an awesome team sat like an incredible culture and if he got agrowth mindset and look in make an impact on your career check out Boltisall right say this was another episode of the Sales Engagement podcast to helpthis get in front of more eyes and ears. Please leave us a shining five starreview join us at sales engagement for new episodes, resources in the book onsales engagement to get the most out of your sales engagement strategy, makesure to check out out reached at io the leading sales engagement platform seeyou on the next episode to.

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