Aviditi Advisors’ Post

Promotion can come in different ways :) When I was off for Hajj, I received 20ish intro emails from Geno and Justin to their customers As they both got promoted to Enterprise roles - they let go some of their Mid market accounts to their fellow colleagues .. So I was off, and started getting those emails for companies like Oyster and Spiff .. and I was 🤯😱🤩🤩🤩 Why? Well, I’ve been working high velocity accounts - and small businesses for quite a while now and I absolutely love it :) BUT my absolute dream is to step in Enterprise. Enterprise, because I love digging into usecqses and mapping usage through different teams and locations, And also because it is somehow something that (in my mind) will make me feel like I really got better at what I do - So so so - getting accounts from my senior colleagues feels like a promotion to me 😄😄 I am stepping into their steps and going on the direction I’ve planned You know when you feel you become Important? This is exactly the feeling I got.. Now with big power comes.. you know … big responsibility.. let’s face it now :) .. my only priority now is to get to know each of those new companies - get to know my partners there - their goals, priorities .. and embrace the new vibe 🥳

Inquiring minds want to know: How often are you hearing about internal promotions? Do you think there should be more internal promotions or are you seeing more lateral moves? Is one better than the other to you? What do you think companies/ leaders could do to better help/prepare internal employees for promotions?

🎉 2 Years at Scurri 🎉 How did that happen? When I joined Scurri 2 years ago there wasn’t a design or marketing team in place. We had a visual identity and website, but little else in terms of collateral or consistent customer-facing assets. I'm not going to lie, the slight switch in career to a more corporate role, the marketing/tech language, the acronyms (so, so, sooooo many acronyms), it was all very daunting. Coming from a background in smaller design agencies, and running my own brand design studio and clothing brand, the whole onboarding process was alien to me, and as I sat at my desk armed with just a brand guideline document (designed by the amazing Zero-G) I often thought ‘where do I start’, and 'what the hell is an All Hands??'. I’m happy to say that feeling quickly passed. Everyone at Scurri has/was/is super welcoming. We built out the various roles of the marketing team at a slow and steady pace, and we are without a doubt seeing the results of our labour. As well as team/company achievements I think it's very important to keep track of personal achievements. I may not seem like it for those looking in, but I’m quite a competitive/driven person and I am very much about a growth mindset. So far with the support of Scurri, I've: 📢 Completed public speaking courses to get over those large crowd jitters when presenting 🎓 Got involved with The Big Idea - Ireland through Scurri's CSR initiative, where I mentored TY students throughout the country.  👩🎓 Also mentored an amazing TY intern over the course of 8 weeks 🏆 Awarded the Scurri - Company Innovation Award 👨💻 Got involved with re-igniting the Wexford Tech Meet-ups with Gary Meehan and Alan Moran. I was expecting these Meet-ups to be a success but nowhere near the level of success they have reached so far. We now have over 400 group members! Thanks to everyone at Scurri for making it such a great place to work, but a special thank you to Gavin Murphy, Aliona Korotejeva, Matthew Hunt, and Eoin Mulvihill, who make up the marketing dream team, and Jason Norval, Rory O'Connor, Junior Godoi, Niamh Muldoon, and Ronald Jackson who were all involved in the interview process. ▶️ If you’re on mobile, click the image below to start the video, it doesn’t seem to autoplay on mobile.

Outside of the OG "Shark Week" (it's definitely either gotten less entertaining, or I personally have gotten older and more boring) this appreciation week is by far my favorite of the year... Happy #BDRappreciationweek too all those busting their ass day in and day out in the XDR world!! I may be a little bias here, but nothing is more refreshing to me than working with people who genuinely empathize and appreciate XDRs. Often time's their work is extremely overlooked. Everyone says they know it's a tough job, but we don't know exactly what goes into making it "tough". Kyle Coleman mentioned a few pieces to never forget about that I thought hit the nail on the head: - Your work matters to everyone around you. Generating pipeline is the backbone of every single company. - The skills you're building are critical in everything going forward. Invest in yourself and appreciate all that you learn in this role. There is no function I rather be apart of than XDR's, and I have been so fortunate to work with hundreds, many who have taken GIANT steps in their careers since, something that I am unbelievable honored in being a small portion of their career journey. So cheers to those putting in the hard, often under appreciated work - keep after it, the right people are taking notice & do care deeply about you as an individual and your performance. Last but not least, please never forget that -- to quote Anthony Natoli -- every day is XDR appreciation day! Pictured below is the incredible BDR team that I am lucky enough to be apart of at Mosaic.tech - we had ourselves a fun, laid back "brunch/lunch" today, with special guests Ashley Hamano & Mauro Tete, who recently moved from world-class BDRs to Commercial AEs at Mosaic. p.s. happy March, regardless of what happened in February, it's a new month. Now get after it & crush your numbers! #sdrs #bdrs #businessdevelopment #salesdevelopment #appreciation #thankful #shoutout #sales #xdrs

In my latest video, I talk about lessons I've learned on getting promotions in my career.

I didn't even know it was a thing, but apparently it's BDR appreciation week this week! 😮 So a heartfelt shoutout to the tireless work and skill of my colleagues in EMEA, Dionne Warnars and Eshen Patel, as well as my North American counterparts, Maniha Isa, Dylan Scott, Emaan Kazemi and the newer team members who have joined Visier in the last few months. Every role has it's challenges, but if you're unfamiliar with the day to day, a very, very high percentage of our output leads to zip all. I can't think of any other job where the volume of activity equals the types of returns we get. Of course, there is a skill to it, but for example, in what other role can you make a call to who you believe is the Head of Transformation for a large FS company, only to find you're talking to a retired accountant who is doing their weekly shop in Sainsburys (thanks Lusha 😜 ), or, can you take the time to carefully research a prospect, craft a highly personalised email, only to find it's blocked or the recipient email address has rejected it, and have to do this at scale, day in, day out......you get the picture 😎 I believe the majority of us work hard to add value to who we prospect, based on an understanding of our product, our market and the problems we can help companies solve, and the best BDRs recognise that a prospect will buy when it is the right time for them, we can only highlight a potential problem and see if resonates and go from there. So to all my colleagues and wider BDR community, here's to a successful year both collectively and individually, and to many more calls, emails, LI voice notes, video messages, sequences, cadences, connects, meetings booked, opportunities created, healthy tension with your AEs and other ups and downs along the way! 🤝 #bdrappreciationweek

Behaviorally is proud to announce the well-deserved promotions of several employees. Their commitment and contributions have been invaluable, and we are excited to see them excel in their new positions. Well done! Learn more in this press release: https://hubs.ly/Q02S_2mw0 #wearebehaviorally #behaviorallyinc #marketresearch #insights #insightsindustry #promotions

𝐀𝐭𝐭𝐞𝐧𝐭𝐢𝐨𝐧 𝐚𝐥𝐥 𝐦𝐲 1𝐬𝐭 𝐂𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧𝐬 📢 Are you looking for an easy way to network with high-quality colleagues in the consumer packaged goods industry? Look no further than my CPG Connections program! 🤝💼 Don't just take it from me - here's what some of participants have to say about what they like best about the program: 🌟 "Meeting quality people in CPG" 🌟 "Diversity of the new connections" 🌟 "Meeting new people with similar interests and goals" 🌟 "Meeting people from other companies and expanding my network" 🌟 "Having a refreshing 30 minute conversation that breaks up my day to day" 🌟 "Opportunity to network as I look for my next opportunity" 🌟 "Making new connections in the industry" 🌟 "Networking with talented people These are just a few examples of the positive feedback I've received. 👍 Participants have also praised the program for its ability to connect individuals from various backgrounds and stages of their careers, as well as for the opportunity to learn from others' challenges and successes. Joining the program is an excellent way to build connections and gain insights into current trends and best practices. And with members from various sectors within the industry, including marketing, operations, product development, and more, you're sure to make valuable connections that can benefit your career. So what are you waiting for? I am preparing to make May introductions. Let's get started and be part of the the 2024 program running through December. To participate, we must be 1st connections and you must be committed to meeting new person each month. Join today and take advantage of this incredible opportunity to connect with like-minded professionals and gain valuable connections and insights! 🙌👩💼👨💼 https://lnkd.in/g_rthumj Join now to get your first introduction on May 1st and be qualified to join an exclusive FREE webinar on May 17. #cpgmentor #cpgindustry #cpgjobs #nextup

If you want a promotion this year, don’t make this common mistake Don’t wait to have the ‘promo chat’ with your manager. Too many people assume the ‘right’ time is closer to year-end. When in reality, it’s the worst time. Because chances are, management has already made their decisions months before. So by waiting, you’re worsening your chances for this year and delaying your goal. Don’t let this happen to you. Which means… Have this conversation NOW. But wait, before you schedule that discussion, make sure: – > you’ve compared your current performance to what’s expected at the next level – > you’re prepared to demonstrate how you’ve exceeded current expectations, and  – > you’re ready to speak to any gaps you need to fill and how you plan to fill them Trust me, a little prep goes a long way. Not only will your manager respect your initiative, they’ll also be more invested in the process because of it. And remember — Never leave the discussion without knowing exactly what you need to do from now till year end to ensure your promotion. Always ask for their advice and keep them accountable throughout the year by scheduling regular check-ins. If you’d like some help creating a kickass plan to achieve your goals this year — send me a DM and let’s chat.  ***** ❤️ If you enjoyed this. ♻️ Repost to help others. ➕ Follow me for career advice.

Here is just an example of the exceptional content and speakers we bring into our peer advisory groups. Chris will be back this week to talk with our Advancing Leader group; our Key executive group and a couple of our chief executive group. I have used his information many times as I guide our members through their war on talent. His insight into finding talent is fresh and refreshing. If you are someone that says "people don't want to work" or "you just can't find people to fill our openings," it might be time to look in the mirror and start questioning what you need to do differently in searching and/or how you need to be communicating differently about your openings. I just had a conversation last week with someone complaining about the inability to find a certain type of worker and suggesting that there was something wrong with these people. When I asked, in a curious (not confrontational) manner, "why would they want to work for you?" I was met with silence - the individual had no good answer other than they should. This folks, is an example of how we have lost site of what our prospective employees are wanting. This is just one example of something Chris taught me. If you are still hiring like you did 10 years ago - even 5 years ago, it's time to rethink your strategies. Chris has lots more strategies and wisdom that you can read about in his book. "Winning the War for Talent"