Chasm Partners’ Post

2023 Sales Trend 9: Why we desperately need human-centred leaders. Duane Attree writes about how leadership in the past 50-70 years emphasised charisma, strength, and wealth, and why this model faces challenges. Current global issues, stagnating productivity, and employee disengagement demand a shift towards human-centred leadership. This approach prioritises people, empathy, and inclusivity, extending beyond technical skills. Empathy, particularly, is crucial for understanding others’ emotions and reducing biases. When it comes to human-centred sales leadership, creating inclusive, respectful, gender diverse teams leads to higher win ratios and greater diversity of client groups which, in turn, helps attract and retain more clients to our businesses. Embracing human-centred leadership is becoming essential for businesses to thrive in today’s world. https://lnkd.in/gRyYuQ9U

Advice for leaders in the "Grow Up" stage of your business (6-15 employees) With a 100% focus on sales, your priorities shift towards building the right team to sustain growth. This phase is critical; it's where you realize the weight of responsibility not just towards clients, but also towards your team and their families. The challenge? Leadership and delegation. As you navigate these changes, remember that the success of your business hinges on the people you bring on board. - Focus: 100% on Sales - Priority: Hiring the right team - Barrier: Leadership - Ability: Delegate, predict, repetitiveness - Decision: You, Your Leadership, Team And Cash Finding the right team is paramount. You need individuals who can take the reins in their respective areas, allowing you to concentrate on strategy and growth. However, identifying, attracting, and retaining such talent is easier said than done, especially when your attention is split between maintaining sales momentum and managing your expanding operation. This is where MACRO Recruitment comes in. With our deep understanding of the unique challenges faced by growing businesses, we specialize in sourcing the talent that not only fits your current needs but also shares your vision for the future. Contact us via 03 9573 1504 jobshop@macrorecruitment.com.au

For the last few decades, developing and cultivating leadership qualities has been a trend that has become a billion-dollar global industry; however, this has often been at the expense of developing effective fundamental business and people management skills and capabilities. We need both.

“Be the leader you wish you had” is the focus of Ripple Effect Sales Advisory’s TEAMS program. It is designed to identify your current leadership style and create new habits transforming the way your team is motivated to work WITH you, not against you. ✅ Implement strategies that will be immediately noticed on your next 1:1 with your reps.

✅ Learn new ways to engage with your team to build trust, empathy, and authenticity before holding them accountable to meeting Corporate America’s ever changing agenda. We’ll explore your leadership style and acumen in several key areas that will culminate in improving your sales leadership. 1️⃣ Trust Your Talent: Understand and leverage the unique strengths of your team. Build trust that transforms individuals into a cohesive, high-performing unit. 2️⃣ Empathy for Everyone: Embrace empathy as a leadership superpower. Connect with your team on a human level, fostering a culture of support, understanding, and shared success. 3️⃣ Authenticity before Accountability: True leadership starts with authenticity. Be genuine, transparent, and build a team that values honesty. Accountability follows naturally when trust is built on authenticity. 4️⃣ Define and communicate a mission that inspires. When your team is aligned with a shared purpose, success in sales becomes more than hitting numbers; it becomes a collective achievement. 5️⃣ Implement strategies tailored to bring out your team's strengths. Elevate their skills, boost morale, and watch as success in sales becomes the norm. Lets get started today: www.rippleeffectsales.com to learn more.

Are you winding down your day and needing a great article to read? I have you covered with a blog post that features yours truly alongside several leaders from Women in Sales The blog post on QuotaPath discusses strategies for engaging and supporting top-performing sales reps who aren't interested in leadership roles. It highlights the importance of understanding what these reps value—such as money, autonomy, and opportunities for personal growth—without assuming they aim for leadership positions. Sales leaders are advised to offer alternative leadership opportunities, involve top performers in strategic initiatives, and foster a supportive team environment. Clear communication, emotional intelligence, and personalized support are key to leveraging their talents effectively while respecting their career preferences. https://lnkd.in/dP2aJreW

"Playing to Win: How Strategy Really Works" by Roger Martin and A.G Lafley, outlines a framework anyone can use to tighten their strategic thinking regardless of role. It's applicable to CEO's, functional leaders, and individual contributors. When applied effectively it helps improve clarity, focus, and prioritization throughout a company. The framework includes 5 key elements: 1) Winning Aspiration: the winning aspiration is specific, motivating, and aligned with an organization's purpose. 2) Where to Play: What markets, segments, ICP do you/are you going to compete in, also, identify areas that you're choosing to not compete in. 3) How to Win: What unique capabilities does your company (or you personally) have that will enable your company or you to be successful in your chosen markets. This is where you understand your customers (where you have chosen to play) very intimately. You could call this differentiation, but I think it's slightly broader than that. 4) What are your core capabilities: These are the unique strengths that support the "How to win" choice. Usually includes a mix of people, process, and technology. Don't boil the ocean here - you really need to understand your unique core capabilities/strengths. This is what makes you and/or your company special - it's your genius. 5) Systems: What systems need to be in place to ensure you're executing against the 4 choices above. Usually includes KPI's, incentives, technology, etc.. I find tremendous value in this framework because it forces you to prioritize, improves speed to decision making, and it's a simple to understand set of interconnected choices that support each other. Here's what we're going to do and, by definition, we are not doing anything else until we change our mind :). An AE or AM that thinks through this framework in their territory/assigned accounts and ensures that it is in lockstep with their company's version of this framework will absolutely create the correct conditions to earn their unfair share of their territory.

You are not a CEO, yet… I mean, yes, you have the title, yes you have made the revenue, and even solid profits… but do you have the skillsets required to be considered a perennial CEO or executive, would another company hire you as a C-Suite Talent or would they offer you a director or mid management role?" This was the question I asked myself years ago. If making money was the standard, then yes, but if business execution was the standard, then the answer would be no. I was just a glorified sales manager who also happened to be the owner of the company. Were we doing millions a year in revenue? Yes. Did everyone see me as a big "boss, CEO"? Yes. Did I receive awards and get interview and article requests? Yes. But when I measured my business management skills and abilities against those I'd call the business executive Pro list of turnaround CEOs and business executives, I honestly couldn't keep up if I tried. In their world, I would have been nothing more than a director or senior manager. It hurt to face the truth, but the reality was stark when I looked at my list of executives I looked up to and stalked their every move. Interestingly, none of them founded the company they were CEOs of, but they are what I would call business superstars—like John Legere, Alan Mulally Lou Gerstner, Mary Barra Satya Nadella , Lisa Su, Hubert Joly, Ed Breen, and many others who have demonstrated exceptional skill in navigating companies through tumultuous times to emerge stronger. These leaders didn’t just race for a title; they mastered the untold art of operational excellence. They understood that being a CEO isn't about occupying a position; it's about demonstrating a depth of expertise that goes beyond the surface of business acumen. It's about orchestrating strategic breakthroughs, engineering resilience, leveraging market dynamics, and above all, embodying visionary leadership that transforms challenges into opportunities for growth. The real journey to becoming a Big League CEO involves an unwavering focus on both operational excellence and meteoric strategic growth. It's about becoming a masterful business executive who knows how to efficiently run the engine of their organization, optimize resources, and navigate the complex operational challenges that come with scale. Aspiring and upcoming business leaders must shift their ambition from acquiring titles to cultivating the depth of expertise that defines true leadership. The path to becoming a Big League CEO is paved with the mastery of operations, where every decision is informed by a deep understanding of how to not just survive but thrive on a grand stage. Let's redefine success in leadership. It's not about the fastest sprint to the CEO chair; it's about the disciplined journey of operational mastery that prepares you for the weight and responsibility that come with the title. Are you ready to master the untold art of becoming a true top level business executive?

Which leadership skills and hiring trends are most prioritized across the C-suite today? Check out Jon Landau's latest article on what he's seeing across his practice which focuses on private equity markets within B2B technology.

Which leadership skills and hiring trends are most prioritized across the C-suite today? Check out Jon Landau's latest article on what he's seeing across his practice which focuses on private equity markets within B2B technology.

Top 10 Questions for Interviewing a Chief Commercial Officer