The Sales Engagement Podcast
The Sales Engagement Podcast

Episode · 8 months ago

Elevating the Sales Profession: Women’s History Month

ABOUT THIS EPISODE

We’re so very proud to observe Women’s History Month by sharing some of the best insights by female sales leaders who are elevating the sales profession.

Celebrate with us by listening to these selections from 5 of our standout guests (and check out their full episodes for more excellence).

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Hey folks, its ender me born now beforejumping in I've, got to tell you about I'm least two thousand and twenty oneon May. Eleven thrthiteent were focusing on how to wing together in thenew sales era, you'll learn new, go to marcest strategies, get deeper, funal,insides and Actiomal takewast for your entire or from revenue, leaders at Hig,Gros, startups and fortune five hundred companies and are very special guestsor none other than Guyras. The podcaster author of how I built thisand carry laurence. The first female fider pilot in the US Navy come savherseat for this high energy online event at only stot out reached todio. Now,let's get into it. Welcome to the sales engagement, apodcast. This podcast is brought you by outreach, the leading sales engagementplatform and they just launched outreach on outreach, the polace tolearn how outreach well does out reach, learn how the team follows up withevery lead in record time after virtual events and turns them into revenue. Youcan also see how outorychins account based plays, manages reps and so muchmore using their own sales engagement platform. Everything is backed by datapuld from out reach processes and customer base, when you're done you'llbe able to do it as good as they do ad to outreached on ioon out reach to seewhat they have going on. Now, let's get into today's episode, Ey folks, it'sBrook techesta welcome to sales engagement. Podcast we've got somethingreally really exciting for you to close up the month March is women's historymonth and to celebrate. First, we had a very special guest, hang black on tothe show to talk about her experience as an immigrant and woman of color andher newly released book embrace your edge. So if you haven't listened tothat episode yet be sure to check it out, but today we're sharing the bestmoments and insight shared on this very podcast by female sales leaders who areelevating the sales profession. This is part one of a two part series, so staytuned for part two or just so excited to celebrate these incredible women insales. PEBACK is critical to the developmentof a team and, if you're going through change, not change developing, thatdeveloping feedback is necessary up a NACROSSI organization. I've had harfeed back to myself. I've had feedback where I was too forward with information. Youknow up the chain with people and I've had feep back from assocates coming tome and just saying, okay, you know most of the time I feel like I'mapproachable, but if you're in a moment of true seriousness, you know what arewhat are the facial expressions that you're giving to someone? That's prettytelling, and I think that's even more telling now that you know video is good,but it's not the same as in person. It's close, but you know you have to becareful with that and what I've learned is that you know you have to pushyourselves outside of your comfort on if you want to grow and along withdoing that, is you're going to stumble and just be gracious about it andaccept it and say great. This is a learning experience, because successisn't about what you've done right is...

...about what you've learned from doingwrong and how you correct that and you grow with it. One thing I start to dowith my managers, especially during Covid, is I'll just be honest with thimand say: okay, I'm going to be critical of you right now, I'm going to give yousome feedback, but it's because I see really a growth point here and I wantto help you grow through this and here's where I think you could go withit and then me embrace it that way, it's different than you know, you'redoing this wrong and that wrong, because it's not wrong it's just. How do we take what you're doing in O,we pivoted to get you on a growth path or to get you to that next level, andthat is that is helped through covid with. I think this transition of being faceto face and then offering some critical feedback oring tough times, and I thinkto from a leader being on Boardwith Yor, your folks number, your direct reports,but doing I guess, skipover levels. So I will set time and just do fifteenminute, brick meetings with my people, a couple steps down for me right andokay, that's a Redo. I know his tat ere going to do a Redo, maybe because Idon't like the way O freese tat. So when you have people reporting up toyour multiple levels, you want to be able to have contact all of them and Idon't like the way I phrased it before so, but it's just important to keep onthe pulse of your team, and you can do that by calls- and I think- and in thistime too it's important to do with your video open because they can see Yourinif you're, genuine in your expression. I '- and it's been really helpful, izing for ateam to get through this and to go back to your pints on talent, retention, love that snipit there from AlexKremmer chat with Tidy cadwolder director of inside sales and BWR. Now,let's jump Inton my conversation with Jeres o'mally had of saile tha amplifyon the topic of relationship building and mentorship. I have to Brag on a few few folks. Somost recently, I found out about an amazing company called SB Academy, andpart of their mission is to help kind of reduce barriers into entry level.Til Rolls Their focus market is, is minorities and women, and I had theopportunity to meet incredible people. I think probably ten, eleven folks thatI've been able to mentor, but the for that kind of stick out to me. OliviaSarah, Alex and Katie. These women are just ready to kick ass in this worldand, I think, being able to believe in them and seeing them livt up theirspirits en when someone in a leadership Ol, you know just takes the time totalk to them. It's so empowering, and so others out there just find someonethat isn't an entry level role and just give them some of your time. It'sincredible for both both parties in terms of what we can do Brook. I think joining these networking communities-SB academyeis great they're, always...

...looking for great mentors reach outonce a month to addit to the list of things to do, but not it's not a chore.It's fulfilling right. At least I hope it's fulfilled, but mix it up meet withsomeone internally try to be there for them. Try to hear what what they'retrying to do and empower them to do what they need to do and then reach outexternally into your network. I'm sure so you guys have have made connectionsthat you don't really know. If the tiell be yeah right and who knows,maybe you can help them? Maybe they just want someone to chat with, ormaybe they want to know. How did you get there and that's when you know thesort of beauty behind these relationships? Om Come difruition yeah,that's such good advice, so I think now I have I to do list like okay. I got togo reach out to at least one person and do exactly what you just sid or didwhen we first met you like I'm connected with you, but I've never talkto you outside of Internet like linted in chat, so wwe should check what elsecould we do like when you think about reaching out people internally likewhat would that look like for folks yeah? I think well, when you do reachout, definitely set your expectations like what is it that you're trying toget and what is it that they are and maybe there's there isn't the rightconnection there, and maybe because You'e set those expectations. You moveon to someone else where there is a fit and make sure that there's yourexperience on both sides is a match right, someone's trying to learn how todo x, and this is what you can offer them. So that goes for the internalvolts and then for for your own Personal Self, O find a mentor and thatcould be in network out of network. I sound like a health care provider there,but your TPO and your Hmo Mentor, but youknow we don't get better in our own roles unless we have the right rolemodels so kind of try to find someone that you look up to and reach out.Hopefully, they'll make some time for you. If not move on to someone else. Ithink it's just as important to help others as it is to help yourself.That's something that we all forget about is taking care of yourself yeah,that's such good advice and I think the mentorship aspect of so many times youwor. Well, how do I find a mentor? Sometimes you don't know us have to saylike hey stranger, will you be my mentor because that can be kind ofuncomfortable, but I think it just truly starts with a conversation.Anybody who want to Vew as a mentor. Now it started with me saying: Hey, Ihave a question. Here's the thing that's happening at work. I need youradvice. You seem like you've got it before. Can you talk me through it andthen that just blossomed into and NOI'm asking questions? Hey? Do you mind if Ido this every month or do you mind e stay in touch and an awesomerelationship is grown so yeah? I definitely would double down on that all right. Next TEP WE'VE GOT ALEXKremer talking to Rebecca Croucher SBP, head of North America, marketing andsales and Nablement at mampower group who shares with US Hav. She positionsher team for success, forgh support and...

...encouragement. So I have a team of pape sales ripsright now and they're pretty very senior Lopple salespeople, butpersonality wise. You know they're all different and some of them you know,don't need any reassurancs at all. They know they're really good and then someare really good, but they just might need a little bit more guidance on youknow: Hey. You are really good and you know believe in yourself, so I try tofrom a sales perspective, and one of my bosses is like this is not psychologyand I'm like it is psychology. It's a it's all psychology. What we're doinghere in sales, because I would break you know I would kind of break it downwhat everybody kind of needed from, like a sales perspective, to reallyoptimize eir performance. So when you, when you see somebody that really hasyou know, they have talent and all they need is, if is to selfesteem andsomebody that believes in them like it, can turn somebody around really quicklyand I've had a few people over the years that were on my sales teams thatwere not at the top of the list. For from a kind of ranking perspective, butjust focusing on those those like kind of at t at the bottom of the list andgiving them a boost on your self esteem, have had many people go to wintercircle and become you know multiple multitime winner Odwinter Circle. So Ilove doing that. So I know it's possible if you're in tune with whatyou know, people need mentally. I think you can really optimize performanc. Yes, it's having someone who you knowgenerally cares about you. You know you're, not just here, to hit a numberyou're, not just here to you know, hit quota or help the business but y. uknow your person and to feel like someone actually cares about you andsomeone is actually investing time into you to help to make you feel morealigned with yourself or with your career therse, a few Gar between at theend of the day, and so I love what you're saying right there yeah on that,like I said a few other things that to really fovus on the Optimiz Salles tperformance, as kind of like a person that likes to fix things like ifsomeone is in a role in sales- and you know, a lot of people are a lot of kindof sellers. You know they will go to. You know different company. A lot ofpeople have, you know, moved around in their careers, but when I look atsomeone's resume and I see the success on their resume and they were gin IV tocome and work for me and they're not successful. I know there's a reason andit's really just figuring out specifically. What is the why you know?Why is this person not successful here working for me, because there's there'sdefinitely a reason: if they've been somewhere and been successful, thenthey can always be successful in sale. So I like to dig in and just figure out,you know, what's the optimal environment for this person, whetherit's you know the account alignment wasn't the fit for them. Maybe it waslike an industry alignment, but when someone has those good kind of timetested sale skills, then you can definitely figure out the best kind ofposition to put them in and really kind of figure out what what needs to change,and sometimes it's something just you know pretty simple when you reallyfocus on on you know: why are they not...

...successful? It's really pretty easy tofigure out why and then quickly flip them into either. You know a differentaccount structure or even like a different role to save them and whatthey're doing and really kind of help them. optimizeer performance now get ready to hear from mark cosaglsinterview with Elizabeth Nidcheck Chat of sales and business development atextent on whath trualy matters to her and allows her to do her best work as afemale sales leader as a female leader like what's reallyimportant to you and a company like what makes you what allows you to doyour best work cool. This is something I'm so passionate about it's honestlytranspirency and having a direct conversation. My team knows that at theend of the day, I'm a huge supporter of mistakes, and I want them to come to me as soon asthey make a mistake if they think it's a big one or a small one, because Iwant to be able to support them and also help them through it. Right as aleader, I think you need to check your ego at the door and I think you need toflip flop the entire Tan as I on the bottom the're at the top and they'retelling me what obstacles they need me to take away from them, and I need tobe there kind of moving the boulders. So that they have a clear path towelcome and that all stems from transparency and accountability, and I've been told that sometimes I'm atough manager but there's three specific things that they know that Iexpect from them. But they also expect a lot for me and we're super honestwith one another about feedback and pal is that you promise me this. I'm stillwaiting on that, because I'm going to do the same to them and one of the things it's like. Idon't like the nonas someone's boss, because at the end of the day, it's apartnership and we're sheere to push and challenge one another, and if I'mnot pulling them up with me, I'm not doing my job and we have to keep eachother accountable on both sides, because it's not a one way street before you go. We've got one morehighlight to close this episode, it's from none other than Lauren Bailey,founder of factor, eight and Girls Club. In her interview with Scott Barker. Sheexplains fiveways that anyone in leadership can be an advocate andencourage women to seek leadership. Rolls, let's say I'm a leader of sales leaderand I'm listening to this, we have lots of sals leadersa. Listen, let's say I'ma male. I have identified hey. We have a diversity problem on our team. Whatare some things that men can do from the other side of thehouse? kind of this idea of ally Shit, an something I spent a lot of timethinking about, and how do you coach people to be better allies when youknow we're all moving ten million miles a minute? We've all got our goals.We've got our targets and all this stuff- and this is like another thingand we're just trying to keep our head love water. Why? My Good? Why you KilThatwhat? Can we...

...have someeasy Kipsna? I have to say twothings. First, one thank you, man for even asking the question. We love ourallies. In fact, we give it away an ally of the year award every year atthat Girls Club, because we all like sales leadership is one of the crazybusiest jobs in the world. I know that first hand and if somebody was shamingme into being more diverse, I would just might be like shut up already. Ihav more to do and the truth is that's exactly what I was doing like. I don'tdo this perfectly the tips I'm about to share with you. I looked at my ownbackyard and realized that my factory job descriptions were mal based. Theywere biased, tretiring, more men like I every one of these tids, I'm about toSheare. I've made these mistakes to so there'sit's, not shaming it Sharin.Let's be clear, liright tip number one. You do have to check your jobdescriptions. Okay, if you're listing twenty things, you're, probably notgoing to get many women, so you need to look at what is most critical and shavethe rest away. I know we all have been taught to say ideal candidate, but youwill not get diverse applicants if you don't pair it down, because we sit onour hands remember until we have ten out of ten. The second thing you can dois check the language. So this one was shocking. To me, sales is a competitivesport. You and I both know it right. Top producers are competitive well.That language will also shun some mint, and I did this too right, but when youcan, you can tone down the sort of warlike language and build up some ofthe relationship building language and Customer Care Language Women feel alittle bit more comfortable with it. There are services that will do thatfor you, but I say just give it to ten women on your team right and and makesure you ask now I was one of those women who took the risks, so I didn'tmind appying for it right, which is how I got in to sales and sales leadership,but there are others who will give you a little coaching around that. Sohere's another thing that a shocked to me. Scott was women. Today, ourmillennial workforce, they check the website. They literally go look at thepictures of your leadership and when they don't see diversity, they don'tapply in that crazy yeah and it's in a buyer's market for a while, like we'vebeen in a war for talent. So if you don't have, women are diversity at thetop. The first thing you can do is just take down the pictures. The secondthing you can do is six tap right, and I know that takes some time. So justdon't stop yourself by showing all Whitemale bleaders on your board,because people check it and then the other thing that I thought was reallycool and and the biggest difference you can make was learning that women arewaiting to be asked. In fact, I heard this story fromoutreachhis own VP of Marketing...

Margaret she- and I were speaking on awomen's panel at galls and Souns outreaches women and sales event, whichwas so cool because that reach flew the women in from all the differentlocations to have this meeting and Margaret told a story that I've heard ahundred times since, basically, when she was working at Microsoft, she wastasked by her skip level leader to interview her next boss right. So we had all these candidatescoming in and Margaret secretly thinking. Why wasn't I asked and she interviewsthese people person after person, man after man after man and halfway throughit? She's like this is ridiculous. I culd Prun circles around these turkeysnow be clear that I am paraphrasing. She is much more colished, ibut she's, basically saying I could dothis job. Why wasn't I asked she left we vote with our employment. We willrather leave when we're not asked, then raise our hand and put our name outthere when we don't feel a hundred percent ready. So that's what you cando is go and tap a few shoulders. Look at your superstar women and say I thinkyou'd be great in leadership. Have you ever thought about applying for thenext level? I mean best case scenari. You just change somebody's life becausethat that button of encouragement, it's like the easy button, the magic buttonright Ye forst case senario. You made her day like theres there's. No, ittakes thirty seconds, it's easy and it works yeah. I'm a huge, huge believerof that. As soon as you start seeing someone in a certain way-or you tell them hey, you are you have leadershipqualities virtually overnight. This person will start exemplifying a leaderbecause you've just told them that, and they will. You know it's a specificpositive feedback, an you specific, positive feedback on something thatthey're they're good at or their thinking about it. Just you know, youstart this exponential kind of growth curve that has it does, and you knowwhat it shouldn't be that way, but it is when e are laacking in that deep,seated feeling ofvor own self forth when we're lacking a little confidence,more onest about it right, we get our ATA girls externally. That's just likethat's why you see so many women who are doing a job and a half or two jobsfor a fraction of the pay. We do everything for everybody we're overachievers and over doers right. We say yes because we want to be helpful andyou know like we need that external gratification and prove so we give thatto them, but in a way that I love how you said specific and helps us get out,Rom sitting on our hands and and raise it a little bit. I goin to tell you oneother thing: If you want to be really bold and have a line of women at yourdoor check your wage down. That is something that every man can doright. Women still make about seventy...

...cents on the dollar, black women make less than that on the dollar, andit's not something that we ever do on purpose. But I will tell you that I'vedone poles like women. Take the first offer men negotiate two and a half tothree rounds there. It is again right that am I worth it. I don't want themto see me as bully or too strong or a bitch or what,if I'm not worth it right, so we don't negotiate. We start at smaller salaries,which means every if you're in corporate America you're never going toget more than x percent, even when you go for a promotion. So if you go in andlook right, I found out that when the company I grew Wup- and I was the onlyfemale director out of about twenty five- I held two positions. I led thetraining department and the Sales Division and I was the lowest pag it' just happens, it's not right. No,so if you really want to make a difference, go check it and then youmake it right like they did at sales. FORCECOM and people are still talkingabout that today. There you have it folks. I hope youenjoyed this compolation episode and the insight share by these incrediblewomen in sales as much as I did they tuned this week for Park to for morehighlights from cast episodes. This was another episode of the SalesEngagement podcast to help this get in front of more eyes and ears. Pleaseleave us a shining five star review join us at sales engagementcom for newepisodes, resources in the book on sales engagement to get the most out ofyour sales engagement strategy, make sure to check out out reached tio theleading sales engagement platform. Se You on the next episode.

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