On Deck Leadership Consulting offers a variety of solutions to support the development of your organization's early-stage leaders. From structured engagements to ongoing coaching and beyond, we are here to be your front-line and new leaders' support system.
External link for On Deck Leadership Consulting
Austin, Texas, US
This is just the beginning….
CEO/Founder - On Deck Leadership Consulting Head of Growth @ Penny Finance | Head of Strategic Partnerships @ Unicrn 🦄
Epic day for On Deck Leadership Consulting! Not only did I get to join an all-star panel at Ambition peak of Jen Allen-Knuth Donald C Kelly Sawyer Ritz James "Saywhatsales" Buckley around risks to take in 2025, On Deck was featured throughout the event as a sponsor. Look at that logo - let’s go!
On Deck joined David Osborne, CSO at Insightly, an Unbounce company, to talk about the top things to avoid as a new Sales Leader. How do we know? - by making those same mistakes at some point ourselves! Link below to a short clip and full 20-min episode!
Stepping into a sales leadership role is no small feat—there’s pressure to quickly get up to speed, deliver results, and keep annual goals progressing. On this episode of Closing Time, I sat down with Meg Peterson, CEO and founder of On Deck Leadership Consulting, to discuss the common pitfalls new sales leaders face (many of which we’ve made throughout our careers). 🔍 Mistake #1: Rushing to make changes It’s understandable that as a new leader, you want to make an immediate impact on the business and prove that you were the right hire for the role. You’ve likely got big ideas, proven playbooks, and more than enough experience under your belt to start implementing a few small changes. Of course, you have good intentions, but more often than not, making hasty changes will do more harm than good. It can disrupt what's already working, cause unnecessary friction, and risk losing trust with your new team. What’s more important in those first 90 days: 1️⃣ Listening & Learning: Tune into sales calls and hear directly from customers 2️⃣ Building Trust: Meet with your team, leaders, and cross-functional partners 3️⃣ Assessing Current State: Identify what’s working, what’s not, and WHY Avoiding premature changes, meeting with your team, and fully understanding the business ensures a smoother transition that will set you up for long-term success. Tune into the full episode (link in the comments) to learn about the four other mistakes we warn new sales leaders against. Special thanks to Meg for joining me on the show!
Great post by Meg Peterson hiring smarter. Have a happy and safe Independence Day!
CEO/Founder - On Deck Leadership Consulting Head of Growth @ Penny Finance | Head of Strategic Partnerships @ Unicrn 🦄
Many of On Deck’s clients are planning for the same thing: HIRING! Given what we’ve observed in tech over the past 12-18 months, I cannot begin to tell you how excited that makes me to hear. Things can and will turn around, and hopefully hearing the consistent whisper of “Should we hire now?” increases. I’m often asked what is the top trait, skill, thing to look for when hiring. My answer is always the same - Hire people who make you better. If you are hiring to put an ass in a seat, worried about building XX amount of pipe by a certain date, throwing people at a problem, or are hiring just to fulfill a set of skills listed in a job description, you are missing a key opportunity as a leader. Hire people who make YOU better. You do not need to and are not able to be the master of everything. That mindset will set you up for failure. Good leaders acknowledge that they do not need to be the best at everything. Great leaders hire those who mastered the skills they lack. Hire people who: - challenge you - make you think about collaborating differently - want to be empowered and take ownership Not only will their results exceed expectations, but you will be enabled to focus on what drives the business and your professional growth. Trust me, it is quite refreshing. Next time you’re interviewing a candidate, include this qualifying question: “Does this candidate make me better?” If the answer is no, move on…. On Deck Leadership Consulting #hiring #leadership #dreamteam
We know you love a good Espresso Martini - learn more in Meg Peterson’s post below
CEO/Founder - On Deck Leadership Consulting Head of Growth @ Penny Finance | Head of Strategic Partnerships @ Unicrn 🦄
Fast Company nailed it with this statement: “Coaching isn't therapy. It's product development, with you as the product." I love a good product. Even better when I can help that product improve and grow into the best V2, 3, 4 possible. Do you ever feel stuck and can’t get to the next step in your career? Are you experiencing an issue at work that you need help solving? Do you want to know the secret to the best Espresso Martini? Let’s invest some time in your most valuable product - you. For the next 45 days, I’m offering 20 minute Power Coaching Sessions at no cost. Sign up here: https://lnkd.in/gxTZ_EkN Let’s grow together.
Let’s talk about “Love Language” in the workplace – seems like something HR would break up in a heartbeat. I don’t mean your heart skips a beat type of love, I am talking about learning how your team and cohorts like to be appreciated. Showing appreciation and recognition is not one-size-fits-all. There are many ways to show appreciation for a job well done or a win, and what one values for recognition will differ from person to person. Some like public recognition, some enjoy monetary or physical awards, others prefer a high-five in the hallway. For me, I cannot run and hide fast enough when it comes to public recognition. However, if you give me a handwritten note calling out a win or an impact I made, I will keep that note forever and likely pin it to my billboard. Leaders – I cannot stress enough the importance of taking the time to learn the “love language” of each person on your team and the people you work most closely with. The ROI and impact on your team culture is huge. It does make a difference, and they will remember the effort you made. A few years back in Chicago, I believe it was Samantha McKenna (sorry Sam if this wasn’t you!) who talked about keeping an ongoing document of her team’s important dates, key things about their personal lives, and their appreciation/recognition preferences. I shamelessly stole this from her and adapted it as part of my leadership style. You should too 😁
Sharing personal experiences or insights about myself is not my norm – nor is it comfortable for me. A goal of mine for 2024 is to share more so others can learn from my wins and missteps (Ok – maybe more the missteps). Yesterday, a horrifying and disturbing situation happened with my tween-aged son. All is good now and I quickly stepped away from work and calls to take care of the issue. This got me thinking about how fortunate I can just step away from work at a moment's notice when something needs my attention. Thinking farther back in my career, every company and immediate manager I worked with supported stepping away without question when emergencies arose. That isn’t always the norm and not something I take for granted. So this is a reminder to be THAT leader – Be the leader who can step in on a moment’s notice to a customer call or demo because your SDR/AE/CSM had an emergency. Be the leader who communicates that there may be a delay in a deliverable due to a personal emergency or step in to assist Be the leader who checks in when someone is struggling or has an emergency to make sure they are ok. Be the leader who celebrates when an employee moves on to a new opportunity and continues to foster that relationship/show your support. (I had a President reach out after I left his company years ago to make sure I was ok because there was a bad storm in Austin – I still remember how valued I felt getting that text.) Be the authentic leader who treats others how you want to be treated – or even better. Be the leader whose word is their bond and lead by example. Be the leader you wish you had 3, 5, 10 years ago.
I am proud to announce that today is the official launch of On Deck Leadership Consulting. On Deck’s focus is to build a strong core foundation and provide guidance to the first-time people leader up through the first-time director – the leaders with direct access and impact on your front-line execution. These are also the leaders who will eventually guide your future leaders and move up into roles with a larger span of control and impact. There is so much to learn as a leader, and it starts on day one. In my opinion, there is no better place to invest right now and it’s often the place that is the least supported. This venture is a long-time dream of mine – fueled by my observations and experiences throughout my career. · As a new leader (too) many years ago, I dove right into the business and how to hit goals. I wish now I had the insight I have today on the core skills, I likely would have done a lot of things differently over the next 14 years. · As I transitioned to mentoring and identifying new leaders, I saw these individuals struggle at times because we went straight to the outputs like execution expectations. I wish I had spent more time on the initial core skills needed first. · Once I hit the Executive level, the discussions shifted to succession planning – something many organizations start too late or don’t go deep enough into the waterfall of succession they need to plan for to avoid leadership gaps and negative impact on the business. Picture a canoe with new leaders on one end and a solid bench of tenured leaders on the other. If one side is weaker than the other, the canoe tips and starts filling up with water (undesirable habits and outputs) and sinks. We can avoid sinking by supporting new leaders better. What does success look like? The next time you’re on deck for a new leadership role and someone asks “Are you ready?” – I want you to say without a doubt “Hell Yeah!” Welcome to On Deck – it’s going to be a great journey! odlc.info