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To create a powerful and united sales operations team, foster clear communication, defining roles and responsibilities, encouraging collaboration, providing ongoing training, setting common goals, and recognizing and rewarding team achievements.

The difference between a good sales team and a poor performing one is not the members of the team but the little things each member of the team commits to doing! "If you can't do great things, do small things in a great way." –Napoleon Hill It is all about the QA process for outbound messaging, up-to-date CRM, and continuous sales "initiatives" (event organization, organic marketing, continuous strategy innovation, etc.). As you can probably tell, all these things tend to occur when the sales team has "soul" and a true love for the company/product and both of their roadmaps. This leaves me no choice but to conclude that while you can buy all the fanciest tools, a sales team's greatest asset is the people in them -> hire well!

Effective communication is key, but for Sales Ops, psychological safety is the game-changer. Create a space where mistakes are learning opportunities, honest feedback flows freely, and questions are encouraged. This vulnerability fuels deeper collaboration. Embrace brainstorming, knowledge sharing, and real-time communication tools. Celebrate wins and transform challenges into team learning. By fostering shared purpose and trust, your Sales Ops team becomes a powerful, united force driving superior sales results.

Regularly reviewing these metrics has allowed me to pinpoint areas for improvement, recognize and celebrate achievements, and make necessary adjustments to our strategies. This continuous monitoring not only keeps the team motivated but also ensures that our sales operations are consistently contributing to the business’s growth. By quantifying success, I’ve found that the team remains focused and driven, knowing that their efforts are directly impacting the overall success of the company. This approach has been instrumental in fostering a culture of accountability and continuous improvement within my sales team.

All of the above main points are great ways to build the team. One additional thing to consider carefully begins at the recruiting and hiring stage and is a stalwart of leadership and team building: Actively look for people who have strengths where you have weaknesses. Then lean into those strengths and let those players really shine in those areas. Give them opportunities to stand in the spotlight there. Playing to peoples' strengths and letting them run in the direction of the things that motivate them builds a team that has job satisfaction, feels empowered, and maximizes the overall effectiveness of the team.