The Sales Engagement Podcast
The Sales Engagement Podcast

Episode · 1 year 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).

Today on Sales Engagement, you’ll hear from:

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Hey folks, it's under me born. Now, before jumping in, I've got to tell you about on least two thousand and twenty one. On May eleven through thirteen, were focusing on how to win together in the new sales era. You'll learn new go to market strategies, get deeper funnel insides and actional takeaways for your retire or from revenue leaders at Highgro startups and fortune five hundred companies. And are very special guests or none other than Guy Raz the podcaster, author of how I built this and carry lawns, the first female fighter pilot in the US Navy. Come Save Your seat for this high energy online event at only stock outreach. That I oh. Now let's get into it. Welcome to the sales engagement a podcast. This podcast is brought to you by outreach, the leading sales engagement platform, and they just launched outreach on outreach, the place to learn how outreach. Well does outreach? Learn how the team follows up with every lead in record time after virtual events and turns them into revenue. You can also see how outreach runs account based plays, manages reps and so much more using their own sales engagement platform. Everything is backed by data pulled from outreach processes and customer base. When you're done, you'll be able to do it as good as they do. Head to outreach, do io on outreach to see what they have going on. Now let's get into today's episode. Hey, folks, it's Brook PA CHEST UP. Welcome to the sales engagement podcast. We've got something really, really exciting for you to close out the month. March is women's history month and to celebrate first we had a very special guest, hang black, onto the show to talk about her experience as an immigrant and woman of color and her newly released book embrace your edge. So if you haven't listened to that episode yet, be sure to check it out. But today we're sharing the best moments and insights shared on this very podcast by female sales leaders who are elevating the sales profession. This is part one of a two part series, so stay tuned for part two or just so excited to celebrate these incredible women in sales. Feedback is critical to the development of a team and if you're going through change, not change, developing, not developing, feedback is necessary up and across the organization. I've had harsh feedback to myself. I've had feedback where I was too forward with information, you know, up the chain with people, and I've had feedback from associates coming to me and to say, okay, you know, most of the time I feel like I'm approachable, but if you're in a moment of true seriousness, you know what are what are the facial expressions that you're giving to someone. That's pretty telling 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 be careful with that. And what I've learned is that you know you have to push yourselves outside of your comforts own if you want to grow, and along with doing that is you're going to stumble, and just be gracious about it and accept it and say great, this is a learning experience, because...

...success isn't about what you've done right, is about what you've learned from doing wrong and how you correct that and you grow with it. One thing I started to do with my managers, especially during covid is I'll just be honest with them and say, okay, I'm going to be critical of you right now I'm going to give you some feedback, but it's because I see really a growth point here and I want to help you grow through this and here's where I think you could go with it and then we embrace it. That way it's different than you know you're doing this wrong and that wrong, because it's not wrong. It's just how do we take what you're doing and how we pivot it to get you on a growth path or to get you to that next level, and that is that is helped through covid with, I think, this transition of being facetoface and then offering some critical feedback during tough times. And I think too, from a leader, be on board with your your folks, Numb, your direct reports, but doing I guess, skip over levels. So I will set time and just do fifteen minute quick meetings with my people a couple steps down for me right. And okay, that's a Redo. I know he's said are going to do a Redo, maybe because I don't like the way I phrase that. So when you have people reporting up to a multiple levels, you want to be able to have contact all of them, and I don't like the word way I phrased it before. So that it's just important to keep on the pulse of your team and you can do that by calls and I think, and in this time too, it's important to do with your video open, because they can see you and if you're genuine and your expressions, and it's been really helpful, I think, for a team to get through this and to go back to your poet on talent retention. Love that snippet there from Alex Kramer's chat with Tidy cadwalder, director of inside sales and BWR. Now let's jump into my conversation with Therese o'malley, kind of sales at amplify. On the topic of relationship building and Mentorship, I have to Brag on a few few folks. So most recently I found out about an amazing company called SP academy and part of their mission is to help kind of reduce barriers into entry level stales rolls. Their focus market is is minorities and women, and I have the opportunity to meet incredible people. I think probably ten eleven folks that I've been able to mentor but the for that kind of stick out to me Olivia, Sarah, Alex and Katie. These women are just ready to kick ass in this world and I think being able to believe in them and seeing them lift up their spirits when someone in a leadership roll, you know, just takes the time to talk to them, it's so powering. And so others out there just find someone that isn't an entry level role and just give him some of your time. It's incredible for both both parties in terms of what we can do. Brook, I think joining these networking communities, a s fee academies...

...great. They're always looking for great mentors. Reach out once a month. Add it to the list of things to do, but not. It's not a chore. It's fulfilling. Right, at least I hope it's fulfilling. But mix it up. Meet with someone internally, try to be there for them, try to hear what they're trying to do and empower them to do what they need to do, and then reach out externly into your network. I'm sure some of you guys have have made connections that you don't really know if the's timely. Yeah, right, and who knows, maybe you can't help them, maybe they just want someone to chat with, or maybe they want to know how did you get there and that's when you know the sort of beauty behind these relationships come to fruition. Yeah, that's such good advice. So I think now I have it to do list, like, okay, I got to go reach out to at least one person and do exactly what you just did or did when we first met you, like I'm connected with you, but I've never talked to you outside of Internet, like Linkedin Chat, so we should chat. What else could we do? Like when you think about reaching out to people internally, like what would that look like for folks? Yeah, I think. Well, when you do reach out, definitely set your expectations, like what is it that you're trying to get and what is it that they are and maybe there's there isn't the right connection there, and maybe because you set those expectations, you move on to someone else where there is a fit and make sure that there's your experience on both sides is a match. Right, someone's trying to learn how to do x and this is what you can offer them. So that goes for the internal post and then for for your own personal self growth, find a mentor, and that could be in network, out of network. It sound like a healthcare provider there, but your TPO and your HMO mentor. But you know, we don't get better in our own roles unless we have the right role models. So kind of try to find someone that you look up to and reach out. Hopefully they'll make some time for you and, if not, move on to someone else. I think 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 you are well, how do I find a mentor? Sometimes you don't always have to say like hey, stranger, will you be my mentor? Is that can be kind of uncomfortable, but I think it just truly starts with a conversation anybody who want to view as a mentor. Now it started with me saying, Hey, I have a question. Here's the thing that's happening at work. I need your advice. You seem like you've done it before. Can you talk me through it? And then that just blossomed into okay, now I'm asking questions. Hey, do you mind if I do this every month or be money? We stay in touch and then awesome relationship is grown. So yeah, I definitely would double down on that. All right. Next up we've got Alex Kremer talking to Rebecca Croucher, svp head of North America Marketing and sales and enablement at Manpower Group, who shares with us how she positions her team for success...

...through support and encouragement. So I have a team of sales reps right now and they're pretty very senior level of sales people, but personalitywise, you know, they're all different and some of them, you know, don't need any reassurance at all. They know they're really good, and then some are really good but they just might need a little bit more guidance on you know, hey, you are really good and you know, believe in yourself. So I try to from a sales perspective and one of my bosses is like this is not psychology and I'm like it is psychology, it's all. It's all psychology what we're doing here and sales, because I would break you know, kind of break it down what everybody kind of needed from like a sales perspective to really optimize their performance. So when you when you see somebody that really has. You know they have talent and all they need is a boost of self esteem and somebody that believes in them. Like it can turn somebody around really quickly. And I've had a few people over the years that were on my sales teams that we're not at the top of the list from from a kind of ranking perspect to, but just focusing on those those like kind of the at the bottom of the list and giving them a boost on their self esteem. I have had many people go to winner circle and become, you know, multiple multi time winners at winter circle. So I love doing that and so I know it's possible. If you're in tune with what you know people need mentally, I think you can really optimize performance. HMM. Yes, it's having someone who generally cares about you. You know you're not just here to hit a number, you're not just here to, you know, hit quota or help the business, but you know your person and to feel like someone actually cares about you and someone is actually investing time in to you to help to make you feel more aligned with yourself or with your career, because a few of bar between at the end of the day, and so I love what you're saying right there. Yeah, and on that I like I said a few other things that to really focus on the optimized sales performance as kind of like a personal like to fix things like if someone is in a role in sales and you know a lot of people are a lot of kind of sellers, you know they will go to you know, different happening. A lot of people have moved around in their careers. But when I look at someone's resume and I see the success on their resume and they work and then if they come and work for me and they're not successful, I know there's a reason and it's really just figuring out specifically what is there. Why, you know, why is this person not successful here working for me? Because there's there's definitely a reason. If they've been somewhere and been successful, then they can always be successful on sale. So I like to dig in and just figure out, you know, what's the optimal environment for this person, whether it's you know, the account alignment wasn't the fit for them. Maybe it was like an industry alignment. But when someone has those good kind of time tested sales skills, then you can definitely figure out the best kind of position to put them in and really kind of figure out what it what needs to change, and sometimes it's something just, you know, pretty simple. When you really focus on on, you know, why are they not successful, it's really pretty easy to figure out why and then quickly flip...

...them into either, you know, a different account structure or even like a different role to save them and what they're doing and really kind of help them optimize their performance. Now get ready to hear from mark costicles interview with Elizabeth and NIM check, head of sales and business development, at extent on which truly matters to her and allows her to do her best work as a female sales leader, as a female leader, like what's really important to you in a company, like what makes you, what allows you to do your best work? Fool this is something I'm so passionate about. It's honestly, transparency and having a direct conversation. My team knows that, at the end of the day, I'm a huge supporter of mistakes and I want them to come to me as soon as they make a mistake, if they think it's a big one or a small one, because is I want to be able to support them and also help them through it right. As a leader, I think you need to check your ego at the door and I think you need to flip flap the entire chain, as I'm on the bottom, they're at the top and they're telling me what obstacles they need me to take away from them, and I need to be there kind of moving the boulders so that they have a clear path to welcome and that all stems from transparency and accountability. And I've been told that sometimes I'm a tough manager, but there's three specific things that they know that I expect from them, but they also expect a lot from me, and we're super honest with one another about feedback and Hailisabeth, you promise me this? I'm still waiting on that, because I'm going to do the same to them. And one of the things is, like, I don't like being known as someone's boss because at the end of the day it's a partnership and we're sure to push and challenge one another and if I'm not pulling them up with me, I'm not doing my job and we have to keep each other accountable on both sides, because it's not a one way street. Before you go, we've got one more highlight to close this episode. It's from none other than Lauren Bailey, founder of factory and Girls Club. In her interview with Scott Barker, she explains five ways that anyone and leadership can be an advocate and incur age women to seek leadership roles. Let's say I'm a leader of sales leader and I'm listening to this. We have lots of sales leaders. And listen, let's say I'm a male. I have identified, Hey, we have a diversity problem on our team. What are some things that men can do from the other side of the house? kind of this idea of ally ship and something I spend a lot of time thinking about. And how do you coach people to be better allies when you know 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 thing and we're just trying to keep our head and out of water.

Why, my good, what you call that? What can we I guess you have something easy tips and I have to say two things. First One, thank you, men for even asking the question. We love our allies. In fact, we give away an ally of the year award every year. That's that Girls Club, because we all like sales leadership is one of the crazy busiest jobs in the world. I know that firsthand, and if somebody was shaming me into being more diverse, I would just like to be like, shut up already, they have more to do. And the truth is that's exactly what I was doing. Like, I don't do this perfectly, the tips I'm about to share with you. I looked at my own backyard and realized that my factory job descriptions were mail based. They were biased for retiring more men. Like I every one of these tips about to share. I've made these mistakes too. So there's it's not shaming at sharing. Let's be clear, right. Tip Number One, you do have to check your job descriptions. Okay, if you're listing twenty things, you're probably not going to get many women. So you need to look at what is most critical and shave the rest away. I know we all have been taught to say ideal candidate, but you will not get diverse applicants if you don't Pare it down, because we sit on our hands, remember, until we have ten out of ten. The second thing you can do is check the language. So this one was shocking to me. Sales is a competitive sport. You and I both know it right. Top producers are competitive. Well, that language will also shun some women, and I did this too, right. But when you can, you can tone down the sort of warlike language and build up some of the relationship building language and customer care language, women feel a little bit more comfortable with it. There are services that will do that for you, but I say just give it to ten women on your team, right and and make sure you ask. Now I was one of those women who took the risks, so I didn't mind applying for it right, which is how I got into sales and sales leadership. But there are others who will give you a little coaching around them. So here's another thing that shocked me, Scott, was women today are millennial workforce. They check the website. They literally we go look at the pictures of your leadership and when they don't see diversity, they don't apply. In that crazy yeah, and it's in a buyers market. For a while, like we've been in a war for talent. So if you don't have women or diversity at the top, the first thing you can do is just take down the pictures. The second thing you can do is six AP right, and I know that takes some time, so just don't stop yourself by showing all white male leaders on your board, because people check it. And then the other thing that I thought was really cool and the biggest difference you can make, was learning that women are waiting to be asked. In fact, I heard this story from outreaches own VP of marketing, Margaret. She and I were speaking on...

...a women's panel at Gals and seals, outreaches women and sales event, which was so cool because that reach flew the women in from all the different locations to have this meeting, and Margaret told a story that I've heard a hundred times since basically, when she was working at Microsoft, she was tasked by her skip level leader to interview her next boss. Right. So we had all these candidates coming in and Margaret secretly thinking, why wasn't I asked? And she interviews these people, person after person, man after man after man, and halfway through it she's like this is ridiculous. Lists I could run circles around these turkeys. Now be clear that I am paraphrasing. She is much more polished, right, but she's basically saying I could do this job. Why wasn't I asked? She left. We vote with our employment. We will rather leave when we're not asked then raise our hand and put our name out there when we don't feel a hundred percent ready. So that's what you can do, is go and tap a few shoulders, look at your superstar women and say, I think you'd be great leadership. Have you ever thought about applying for the next level? I mean, best case scenario, you just change somebody's life because that that button of encouragement. It's like the easy button, the magic button. Right, worst case scenario, you made her day like there's there's no it takes thirty seconds, it's easy and it works. Yeah, I'm a huge, huge believer of that. As soon as you start seeing someone in a certain way or you tell them, hey, you are you have leadership qualities, virtually overnight this person will start exemplifying a leader because you've just told them that and they will you know, it's a specific positive feedback. When you've specific positive feedback on something that they're they're good out of their thinking about it. Just you know, you start this exponent actual kind of growth curve. That happens. It does, and you know what, it shouldn't be that way, but it is. When we are lacking in that deep seated feeling of our own self worth, when we're lacking a little confidence, more honest about it, right, we get our att a girl's externally. That's just like. That's why you see so many women who are doing a job and a half or two jobs for a fraction of the pay. we do everything for everybody. We're overachievers and overdoers, right, we say yes because we want to be helpful and, you know, like we need that external gratification and prove so we give that to them, but in a way that I love how you said specific and helps us get out from sitting on our hands and and raise it a little bit. I'm going to tell you one other thing. If you want to be really bold and have a line of women at your door check your wage gap. That is something that every man can do. Right. Women still make about...

...seventy cents on the dollar. Black women make less than that on the dollar, and it's not something that we ever do on purpose. But I will tell you that I've done poles like women take the first offer. Men Negotiate two and a half to three rounds. There it is again right that am I worth it? I don't want them to see me as bully or too strong or 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 to get more than x percent, even when you go for a promotion. So if you go in and look right, I found out that when the company I grew up and I was the only female director out of about twenty five, I held two positions. I led the training department and the Sales Division and I was the lowest paid. It's just happens. It's not right. Yeah, if you really want to make a difference, go check it and then you make it right, like they did at sales forcecom and people are still talking about that today. There you have it, folks. I hope you enjoyed this compilation episode and the insight shared by these incredible women in sales as much as I did. Stay tuned this week for part two for more highlights from cast episodes. This was another episode of the sales engagement podcast. To help this get in front of more eyes and ears, please leave us a shining five star review. Join US at sales engagementcom for new episodes. Resources in the book on sales engagement to get the most out of your sales engagement strategy. Make sure to check out outreach that ioh, the leading sales engagement platform. See you on the next episode.

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