Podcasts about sales dna

In Episode 110, Mike shares a sad personal update and tackles one of the most important and most misunderstood sales leadership issues: Sales DNA.  Prompted by client work, fresh research, and a painfully honest post-race interview from the Indy 500, Mike challenges sales leaders to stop pretending that your "nice," relational salespeople are going to be successful hunters! Mike also breaks down several aspects of selling (the sales process/cycle) that demonstrate why top new-business salespeople must be highly resilient in the face of rejection, and comfortable with conflict. From prospecting and handling objections to negotiating, displacing incumbents, and closing, he makes the case that sales hunters face risk, rejection, and conflict every single day—and if your people aren't wired for that, no amount of coaching, compensation, or accountability will magically turn zookeepers into new business development killers. __________________________________ This episode is sponsored by Pursuit Sales Solutions. If you are looking for help adding A-player talent to your team, contact Mike's friends at pursuitsalessolutions.com/weinberg

Decoding the Sales DNA: Replacing Intuition with Scientific Hiring Frameworks with John PykeIn a recent episode of The Thoughtful Entrepreneur Podcast, host Josh Elledge sat down with John Pyke, the founder of The Talent Genius, to dismantle the legacy, gut-feel recruitment strategies that quietly stifle corporate profitability. As an elite keynote speaker, performance architect, and talent assessment expert, John brings a data-driven, behavioral-science approach to human capital management. This conversation serves as an essential strategic blueprint for mid-market founders and executive teams looking to eliminate high-volume turnover, maximize frontline production, and install scientific pre-employment filters that accurately predict job performance before a single resume is reviewed.The Predictive Analytics Paradigm: Overcoming Interview Bias through Talent BenchmarkingThe single greatest source of hidden operational loss within modern sales organizations is the reliance on unstructured interviews, surface-level resumes, and basic personality profiles to make high-stakes hiring decisions. John Pyke notes that an astounding 80% of systemic business challenges are actually misdiagnosed hiring failures, a reality governed by the Pareto Principle where a fractional 20% of the sales force routinely drives 80% of gross revenue. Traditional interview processes frequently reward charismatically polished candidates who know how to "perform" during a pitch meeting but completely lack the hardwired, un-teachable traits—such as relentless persistence, initiative, and severe rejection tolerance—required to sustain real-world revenue acquisition. By substituting subjective executive intuition with empirical talent benchmarking tools, an enterprise can precisely isolate a candidate's underlying "Sales DNA," turning the hiring funnel from a costly speculative gamble into a highly predictable profit driver.Transitioning into an evidence-based hiring architecture allows an organization to optimize its entire labor force, yielding measurable productivity spikes that carry through economic contractions. When enterprise leaders benchmark their existing staff by running high-performing and struggling representatives through anonymous, validated cognitive assessments, they can instantly pinpoint the exact behavioral gaps responsible for disparate sales metrics. This granular data completely redefines internal professional development, shifting the management team away from throwing blanket, generic training modules at underperforming staff and toward targeted, hyper-personalized coaching workflows. For example, implementing these scientific talent filters enabled consumer-facing organizations like Furniture Land South to skyrocket frontline revenue by 57% in just 30 days during a severe recession, establishing a clear proof of concept that predictive talent mapping insulates a company's margins against volatile market shifts.Sustaining a premium corporate footprint in an evolving digital landscape also requires leaders to intelligently integrate artificial intelligence into their talent acquisition pipelines without sacrificing long-term brand authority. While advanced automated screening tools can efficiently cut through administrative debt and streamline high-volume resume processing, technology alone cannot evaluate the intrinsic behavioral capacity of a candidate. The future of enterprise recruitment relies on a balanced synthesis of algorithmic automation and validated behavioral diagnostics to craft a transparent, highly professional candidate experience. When an organization treats its recruitment infrastructure as a strict scientific discipline and systematically removes personal bias from its vetting pipelines, the business naturally evolves into a self-sustaining asset capable of multiplying its enterprise valuation and outpacing standard market indices.About John PykeJohn Pyke is the Founder of The Talent Genius, a best-selling author, and a globally recognized keynote speaker and consultant specializing in scientific talent acquisition and sales team optimization. With a career spanning multiple decades of empirical research into human performance metrics, John has helped hundreds of companies construct high-converting sales teams and eliminate executive recruitment errors. He is a premier strategic advisor focused on helping businesses move past traditional interviewing habits to accurately map, measure, and deploy innate human talent.About The Talent GeniusThe Talent Genius is a leading strategic human capital consultancy and pre-employment assessment provider designed to help businesses engineer elite, predictable sales pipelines. The firm provides proprietary, science-backed behavioral diagnostic tools that measure cognitive agility, intrinsic motivation, and specific role suitability to eliminate bad hires. Through custom benchmarking programs, executive coaching frameworks, and talent strategy consulting, The Talent Genius enables mid-market enterprises to scale production and protect operational margins.Links Mentioned in This EpisodeThe Talent Genius Official Website: thetalentgenius.comJohn Pyke on LinkedIn: linkedin.com/in/thetalentgeniusKey Episode HighlightsThe Hidden Cost of Bad Hiring: Analyzing why 80% of operational corporate bottlenecks are actually downstream symptoms of unscientific employee recruitment.The Failure of Resumes and DISC: Unpacking the structural limitations of standard resumes, interview setups, and generic personality profiles in predicting sales success.Isolating Innate Performance DNA: Measuring hardwired behavioral traits like persistence, self-motivation, and rapid rapport-building that cannot be taught through corporate training.The Data-Driven Blind Audit: Leveraging validated behavioral assessments to evaluate and predict candidate performance metrics without initial resume access.Streamlining the Candidate Experience: Balancing backend automation tools with human-centric transparency to attract premium talent in highly competitive markets.ConclusionThe conversation with John Pyke reinforces that elite sales production is an intentional architecture built on behavioral data rather than luck. By implementing rigorous talent benchmarking systems, removing executive bias from candidate evaluation, and focusing ruthlessly on un-teachable innate traits, business leaders can transform a volatile sales department into a streamlined, high-valuation corporate asset.More from The Thoughtful Entrepreneur

Geschätzte Lesedauer: 11 Minuten Hand aufs Herz: Wenn du in deiner letzten Stellenanzeige „mindestens zehn Jahre Branchenerfahrung" gefordert hast, dann hast du auf eines der schlechtesten Kriterien gesetzt, die die Forschung kennt. Klingt hart? Ist aber so. Wenn du im Vertrieb Vertriebsmitarbeiter einstellen willst, die wirklich performen, musst du dich von ein paar lieb gewonnenen Annahmen verabschieden. Denn die Kriterien, auf die wir im Recruiting am häufigsten filtern, sind nach vier Jahrzehnten Forschung genau die mit der schwächsten Treffsicherheit. In diesem Beitrag zeige ich dir, wie du einen Recruiting-Prozess auf Basis echter Daten aufbaust – kein Bauchgefühl, keine Bro-Science, sondern das, was die Wissenschaft wirklich misst. Du erfährst, welche Auswahl-Werkzeuge funktionieren, warum der laute Verkäufer ein Mythos ist und wie du deine Fehlerquote von rund 40 % auf unter 10 % drückst. Warum die meisten beim Vertriebsmitarbeiter einstellen die falschen Kriterien nutzen Das teure Missverständnis Ich werde immer öfter gefragt: „Chris, schau dir mal unseren Recruiting-Prozess an, wir stellen ständig die Falschen ein." Und fast immer sehe ich dasselbe Muster – es werden die falschen Methoden genutzt. Berufserfahrung, Studienabschluss, ein nettes Gespräch nach Sympathie. Das fühlt sich sicher an, hat aber mit der Vorhersage von Vertriebserfolg wenig zu tun. Warum sich der Irrtum so hartnäckig hält Diese Kriterien wirken plausibel. Niemand wird gefeuert, weil er einen Kandidaten mit zehn Jahren Branchenerfahrung eingestellt hat. Genau deshalb hält sich der Irrtum so hartnäckig. Wer aber wirklich gute Vertriebsmitarbeiter einstellen will, muss aufhören, auf das zu filtern, was sich gut anfühlt – und anfangen, auf das zu setzen, was nachweislich funktioniert. Gutes Vertriebsrecruiting ist keine exakte Wissenschaft, aber es gibt sehr viel belegtes Wissen, das die meisten schlicht übergehen. Vertriebsmitarbeiter einstellen: Was eine Korrelation wirklich aussagt Zwei Beispiele zum Einordnen Damit du die folgenden Zahlen einordnen kannst, ein kurzer Methoden-Check. Wir sprechen von Korrelationen. Eine Korrelation liegt zwischen 0 und 1: Null heißt kein Zusammenhang, eins heißt perfekte Vorhersage. In der Personalauswahl kommst du praktisch nie über 0,60 – und das nur, wenn du die richtigen Methoden klug kombinierst. Die Korrelation zwischen regelmäßiger Aspirin-Einnahme und einem geringeren Herzinfarktrisiko liegt bei rund 0,03 – und rettet trotzdem Millionen Leben. Rauchen und Lungenkrebs hängen mit etwa 0,40 zusammen. Das ist die größte einzelne Risikoursache, die wir kennen. Eine 0,40 klingt also mickrig, ist in Wahrheit aber ein sehr starker Effekt. Die Faustregel-Skala für die Treffsicherheit Praktisch heißt das: Bei einem Wert von 0,40 hast du in einem Team von 20 Leuten statt drei oder vier Fehlbesetzungen nur noch ein oder zwei. Über drei Jahre gerechnet sind das Hunderttausende Euro Unterschied. Als grobe Orientierung gilt: unter 0,10 ist statistisch wertlos, 0,10 bis 0,20 ist schwach, 0,20 bis 0,35 ist praktisch relevant, 0,35 bis 0,50 ist sehr gut für ein einzelnes Werkzeug – und alles über 0,50 erreichst du nur durch Kombination. Vertriebsrecruiting: Welche Auswahl-Werkzeuge funktionieren Seit über 40 Jahren untersucht die Forschung, wie gut einzelne Auswahl-Werkzeuge Berufserfolg vorhersagen. Wenn du dir die Werte ansiehst, ergibt sich eine klare Rangfolge – und sie widerspricht ziemlich genau dem, was im Mittelstand üblich ist. Wer datenbasiert Vertriebsmitarbeiter einstellen will, sollte diese Reihenfolge kennen. Strukturierte Interviews schlagen das Bauchgefühl Strukturierte Interviews – also Gespräche, bei denen du vorher genau festlegst, welche Fragen du stellst und welche Antworten gut oder schlecht sind – kommen auf einen Wert von 0,42. Unstrukturierte Interviews, das, was du typischerweise siehst, liegen nur bei 0,19. Allein die Struktur verdoppelt also die Treffsicherheit deines Interviews. Das muss man sich auf der Zunge zergehen lassen – und kaum jemand macht es. Arbeitsproben liegen bei 0,33, kognitive Leistung bei rund 0,31, Wissens-Tests bei 0,40. Berufsjahre und Abschlüsse sind fast wertlos Und jetzt der unbequeme Teil: Berufsjahre haben einen Wert von 0,09, Ausbildungsjahre von 0,10 – also quasi nutzlos für die Vorhersage von Vertriebserfolg. Handschrift-Gutachten kommen auf 0,02, das ist reines Voodoo. Wenn deine Ausschreibung Berufsjahre fordert und dein Interview unstrukturiert verläuft, setzt du auf zwei Kriterien zwischen 0,09 und 0,19. Das ist statistisch fast Würfeln. Werkzeuge kombinieren: Von 40 % auf unter 10 % Fehleinstellungen Jetzt kommt der spannendste Hebel. Wenn du die richtigen Werkzeuge kombinierst, kannst du die Treffsicherheit nochmal verdoppeln. Wichtig: Du zählst die Werte nicht einfach zusammen. Ein strukturiertes Interview (0,42) plus eine Arbeitsprobe (0,33) ergibt nicht 0,75. Denn jedes Werkzeug erfasst einen anderen Teil der Leistung. Warum sich gute Kombinationen ergänzen Zwei Verfahren, die Verschiedenes messen, ergänzen sich – zwei, die das Gleiche messen, bringen nichts. Ein kognitiver Test plus ein strukturiertes Interview treibt die Treffsicherheit auf etwa 0,63. Für den Vertrieb ist die stärkste Kombination: strukturiertes Interview plus Arbeitsprobe plus geprüfte Past Performance. Damit landest du bei 0,60 bis 0,65. Nimmst du für die Finalisten noch einen Persönlichkeitstest dazu, kommst du fast auf 0,68. Über 0,70 schaffst du selbst mit sechs Werkzeugen kaum – das ist die theoretische Decke. Was das für deine Fehlerquote bedeutet Übersetzt in die Praxis heißt das: Im klassischen Verfahren liegt deine „Luftpumpen-Quote", also das Risiko einer Fehleinstellung, bei rund 42 %. Fast jeder Zweite daneben. Mit der Maximalkombination sinkt sie auf 8 bis 10 %. Du kommst also von einer Fehlerquote von 40 % auf unter 10 %. Darüber muss man eigentlich nicht mehr reden. Kein Prozess liefert 100 % Sicherheit – aber wer die richtigen Werkzeuge kombiniert, ärgert sich nicht über die übrigen 10 %, sondern vermeidet die teuren 30 % dazwischen. Die Überraschung: Der laute Verkäufer ist ein Mythos Ambivertierte gewinnen Speziell für den Vertrieb gibt es einen Befund, der viele überrascht. Es hält sich die Annahme: je extrovertierter, desto besser der Verkäufer. Falsch. Studien zeigen, dass die besonders Extrovertierten nicht besonders gut verkaufen – aber die ganz Introvertierten eben auch nicht. Am erfolgreichsten sind die in der Mitte: die Ambivertierten, die je nach Situation zwischen offensiv und ruhig wählen können. Was wirklich zählt: Achievement Drive Der klassische Dampfplauderer ist also nicht dein Top-Performer. Im Interview gewinnt er trotzdem oft, weil er redegewandt ist – und genau hier liegen viele falsch. Der stärkste Faktor ist nicht Lautstärke, sondern Achievement Drive: das Leistungsstreben, der Wille zu gewinnen. Und das ist oft leise. Past Sales Performance allein hat übrigens einen Wert von rund 0,50 – der stärkste einzelne Faktor überhaupt. Wer das ernst nimmt, wird beim Vertriebsmitarbeiter einstellen nie wieder auf den lautesten Bewerber hereinfallen. Die Asymmetrie der Trainierbarkeit: selektiere DNA, trainiere Skill Was schnell lernbar ist – und was nicht Hier kommt der vielleicht wichtigste Denkfehler, den du vermeiden musst. Ja, im Prinzip kann man alles lernen. Aber der Trainingsertrag ist sehr verschieden. Skills und Wissen – eine SPIN-Selling-Methode, MEDDIC, ein CRM, dein Produktwissen – hat ein cleverer Verkäufer in Wochen bis Monaten drauf. Das ist mir bei der Auswahl deshalb ziemlich egal. Die rationale Strategie beim Vertriebsmitarbeiter einstellen Persönlichkeit dagegen verschiebt sich nur über Jahre. Achievement Drive, Frustrationstoleranz, intellektuelle Neugier – das bringst du jemandem im Onboarding nicht bei. Daraus folgt die einzig rationale Strategie, wenn du Vertriebsmitarbeiter einstellen willst: Selektiere auf das Stabile, trainiere das Veränderbare. Wer das Leistungsstreben nicht mitbringt, lernt es bei dir nicht mehr. Wer das Branchenvokabular nicht kennt, lernt es in drei Monaten. Die zwei häufigsten Fehler beim Vertriebsmitarbeiter einstellen Fehler 1: Der Fachexperte ohne Vertriebs-Ader Beide klassischen Fehler haben dieselbe Wurzel: Risiko meiden statt sauber prüfen. Der erste Fehler ist der Fachexperte ohne Vertriebs-Ader – der Servicetechniker oder Anwendungsingenieur, der zum Verkäufer gemacht wird. Fachlich top zu sein erhöht die Chance, vertrieblich zu performen, schlicht nicht. Nach 20 Jahren in der fachlichen Beratung ist der Komfort in dieser Rolle kein Trainingsthema mehr. Fehler 2: Der Abschluss-Crack ohne Produkt-Interesse Der zweite Fehler ist das Spiegelbild: der abschlussstarke Sales-Crack ohne echtes Interesse am Produkt. Im Gespräch fragt er nur nach Provision, Gebiet und Tools – nie nach der Lösung. Im komplexen, beratungsintensiven Vertrieb wird der nie glaubwürdig als Experte auftreten. Der Branchenkenner fühlt sich sicher, weil seine Etikette stimmt. Der laute Verkäufer fühlt sich sicher, weil er Gespräche gewinnt. Beide sagen wenig über echte Leistung aus. Der Adjacent Industry Hire: die Lösung für den Bewerbermangel Adjazenz schlägt Branchenetikett Was tust du stattdessen? Du holst dir jemanden, der die Grundeigenschaften eines guten Verkäufers schon mitbringt – aus einer verwandten Branche. Das nennt sich Adjacent Industry Hire und ist sogar wissenschaftlich untersucht. Beispiele: ein SaaS-Vertriebler ins ERP-Geschäft, ein Industrieautomatisierer in die Robotik, jemand aus der Spezialchemie in den Bereich Coatings. Worauf es wirklich ankommt Entscheidend ist nicht die Branche selbst, sondern die Nähe von vier Dingen: Buyer-Persona, Sales-Cycle-Länge, Komplexität des Verkaufs und Entscheidungsstruktur. Wer mit ähnlichen Ansprechpartnern, in einem ähnlichen Zyklus und einer vergleichbaren Komplexität gearbeitet hat, bringt 100 % des Skills mit und braucht nur drei Monate für die Domain Fluency. „Zehn Jahre Branchenerfahrung" ist eben kein Eignungskriterium – es ist die Risiko-Versicherung des Recruiters, auf Kosten der Vertriebsleistung. Wann Fachwissen doch vor Sales-DNA geht Der Lackmustest für deine Rolle Damit ich ehrlich bleibe: Es gibt Fälle, in denen das Fachwissen wirklich vorgeht. Das gilt in hochregulierten, hochtechnischen Feldern – Pharma, Medical Devices, Halbleiter, Spezialchemie, Aerospace oder hochregulierte Cybersecurity. Der Lackmustest ist einfach: Hältst du das Erstgespräch ohne tiefes Fachwissen fünf Minuten durch, oder bist du sofort raus? Drei Lösungen für hochtechnische Rollen Nimm die OP-Technik: Wer nicht mitreden kann, wenn der Chirurg zur Sache kommt, bekommt keinen zweiten Termin. In solchen Fällen hast du drei Optionen: den seltenen Hybrid (teuer und schwer zu finden), den klassischen technischen Verkäufer mit Sales-Basis oder ein Tandem aus Verkäufer und Sales Engineer. Die Frage ist nie pauschal Fach oder Skill, sondern: Wie hoch ist die fachliche Hürde ins Erstgespräch dieser konkreten Rolle? So bildest du das richtige Anforderungsprofil Bevor du den ersten Lebenslauf liest, musst du wissen, wonach du suchst. Und zwar nicht aus dem Profil des – vielleicht mittelmäßigen – Vorgängers und nicht aus einer kopierten Stellenanzeige. Die saubere Methode heißt Anforderungsanalyse: Du leitest die Kriterien aus der Leistung deiner echten Top-Performer ab. In fünf Schritten zum richtigen Anforderungsprofil In fünf Schritten zu einem Anforderungsprofil, das wirklich auf Vertriebserfolg setzt – statt den nächsten Klon des Vorgängers zu suchen. Top-Performer analysieren Geh nicht von der Rolle aus, sondern von den Menschen, die heute oben performen. Was haben sie in Werdegang, Arbeitsstil und Persönlichkeit gemeinsam? Interviewe sie zu ihren besten Deals. Die Rolle entlang vier Achsen abklopfen Sales-Cycle-Länge, Komplexität (Einzelentscheider vs. Buying Center), Akquise- vs. Bestandsanteil und Beratungstiefe. Daraus ergibt sich deine Buyer-Persona. Strategisch vorausschauen Wo geht die Rolle in zwei bis drei Jahren hin? Welche Skills werden vom Nice-to-Have zur Pflicht? Definiere nicht die Rolle von gestern. Must-Have von Nice-to-Have trennen Maximal drei bis fünf Must-Haves – und zwar alles, was kaum trainierbar ist: Achievement Drive, Frustrationstoleranz, Neugier, Past Performance. Produktwissen und CRM sind Nice-to-Have. In messbare CV-Signale übersetzen Aus „Achievement Drive" wird „belegte Quoten-Übererfüllung in zwei der letzten drei Jahre". Lege pro Signal einen klaren Schwellenwert fest. Anforderungsprofil ist nicht gleich Stellenbeschreibung Mehr als fünf Anforderungen brauchst du nicht – Studien zeigen, dass Bewerber ohnehin nur rund fünf Kriterien wirklich wahrnehmen. Das Anforderungsprofil ist nicht die Stellenbeschreibung. Die Stellenbeschreibung ist Werbung. Das Anforderungsprofil sagt, was jemand können muss, um in der Rolle erfolgreich zu sein. Zwei verschiedene Dokumente. Was im Lebenslauf wirklich zählt Wenn du Vertriebsmitarbeiter einstellen willst, ist der Lebenslauf kein Vorhersage-Werkzeug. Er ist ein Filter, der die Falschen aussortiert. Lies ihn rückwärts – fang bei der letzten Leistungs-Zahl an. Im CV zählen Zahlen, nicht Adjektive. Harte Signale: worauf du achtest Harte Signale sind: konkrete Quoten-Erreichung in Prozent („120 % der Quote in 2023"), ein Ranking im Team („Top 3 von 40"), bezifferte Deal-Größen und Cycle-Komplexität sowie Beförderungen innerhalb des Unternehmens. Red Flags: was dich stoppen sollte Red Flags sind: „verantwortlich für" statt „erreicht", Worthülsen wie „strategischer Vertriebsansatz" ohne Zahlen und Job-Hopping unter 18 Monaten pro Station ohne erkennbaren Grund. Die unbequeme Wahrheit: In den meisten deutschen Lebensläufen stehen die entscheidenden Zahlen gar nicht. Deshalb filterst du beim CV nur grob vor – und holst die fehlenden Fakten im Telefon-Pre-Screening. Verkäufer ohne Zahlen im CV haben entweder keine, schlechte – oder sie wissen nicht, dass Zahlen das Einzige sind, was im Vertriebs-CV zählt. Vertriebsrecruiting-Prozess: vom CV bis zum Onboarding Kriterien allein nützen nichts ohne Prozess. Wer 80 Lebensläufe planlos liest, sortiert am Ende den Falschen mit dem schönsten Foto rein. Du brauchst einen Trichter: erst Hard-Filter gegen die harten Signale (maximal 90 Sekunden pro CV), dann eine strukturierte Bewertung mit mindestens drei Signalen für die Einladung. Das Telefon-Pre-Screening: der unterschätzte ROI-Hebel Das Telefon-Pre-Screening ist der am stärksten unterschätzte Schritt im ganzen Prozess. In 15 bis 20 Minuten holst du die Zahlen, die im Lebenslauf fehlen: Quoten-Historie prüfen, Wechselgrund, Gehaltsrahmen, eine Frage zum echten Verhalten. Zwanzig Minuten am Telefon ersparen dir zwei Stunden falsch geführte Vor-Ort-Interviews. Und vergiss das Active Sourcing nicht – die richtig guten Verkäufer bewerben sich selten, sie werden gefunden. Ein gesundes Verhältnis sind 50 % Bewerbungseingang und 50 % Active Sourcing. Drei diagnostische Interviewfragen Im eigentlichen Interview haben sich drei Fragen bewährt. Erstens: „Wie würdest du dich in 30 Tagen in unsere Produktwelt einarbeiten?" – das misst Selbststeuerung und Lernstrategie. Zweitens: „Erzähl mir vom letzten Deal, den du selbst akquiriert hast – nicht ausgebaut, nicht betreut." – das trennt den echten Hunter vom Beziehungspfleger. Drittens: „Wie würdest du unser Produkt nach einer Stunde Vorbereitung verkaufen?" – das misst, wie schnell jemand von Produktmerkmal zu Kundennutzen übersetzt, die zentrale Vertriebsfähigkeit. Wichtig: Diese Fragen sind nur valide mit einer vorab festgelegten Bewertungsrubrik. Und geh nie allein ins Interview – idealerweise stellt HR die Fragen, die Führungskraft beobachtet. Die Rolle von HR: vom Briefträger zum methodischen Treiber Was HR wirklich leisten muss Hier sterben die meisten guten Prozesse. HR leitet CVs weiter, dann Funkstille – und der Vertriebsleiter entscheidet wieder aus dem Bauch. Eine starke Personalabteilung ist nicht der Verwalter im Hintergrund, sondern der methodische Treiber des Prozesses. Von HR kommen die Interview-Leitfäden, die Bewertungs-Skalen, die Arbeitsproben und die Test-Werkzeuge – das ganze Handwerk. Geschwindigkeit ist Qualität HR sorgt dafür, dass der Prozess eingehalten wird, dass die Kriterien gemeinsam festgelegt werden und dass die Führungskraft sauber durch den Prozess geführt wird. Dazu gehört auch Geschwindigkeit: Die besten Kandidaten sind laut LinkedIn nur rund zehn Tage aktiv verfügbar, nach 30 Tagen haben sich über 50 % anders entschieden. Geschwindigkeit ist im Recruiting nicht das Gegenteil von Sorgfalt – sie ist deren Ergebnis. Recruiting endet nicht mit dem Vertrag: Onboarding als zweiter Filter Die diagnostische Verlängerung Auch wer sauber Vertriebsmitarbeiter einstellen will, produziert mit dem besten Prozess noch rund 10 % Fehleinstellungen – das lässt sich rechnerisch nicht vermeiden. Genau diese 10 % fängst du im Onboarding ab. Denn 70 bis 80 % der späteren Fehlbesetzungen zeigen ihre Muster schon in den ersten drei Monaten. Klare Entscheidungspunkte nach 30, 60, 90 Tagen Verstehe das Onboarding deshalb nicht in erster Linie als Wissens-Vermittlung, sondern als Verlängerung des Recruitings mit anderen Mitteln: feste Check-ins, klare Frühwarn-Zeichen, klare Entscheidungspunkte nach 30, 60 und 90 Tagen. Wer nach 60 Tagen vor sich hin meckert und nicht vorankommt, wird nach 120 Tagen meistens nicht besser – sondern schlechter. Nutze die Probezeit konsequent als das, was sie ist: deine zweite Chance. Quick Takeaways Branchenjahre und Abschlüsse sind fast wertlos (Wert 0,09–0,10) – sie sind die teuersten falschen Kriterien. Strukturierte Interviews verdoppeln die Treffsicherheit gegenüber unstrukturierten Gesprächen (0,42 vs. 0,19). Die Kombination der richtigen Werkzeuge senkt die Fehlerquote von ~40 % auf unter 10 %. Achievement Drive schlägt Extraversion – der laute Dampfplauderer ist ein Mythos, die Ambivertierten gewinnen. Selektiere auf das Stabile, trainiere das Veränderbare: Persönlichkeit bleibt über Jahre, Skills holst du in Monaten auf. Der Adjacent Industry Hire löst den Bewerbermangel – Nähe von Buyer-Persona, Cycle, Komplexität und Entscheidungsstruktur zählt, nicht das Branchenetikett. Telefon-Pre-Screening und HR als Treiber sind die unterschätztesten Hebel im ganzen Prozess. Fazit: Schluss mit dem Würfeln beim Vertriebsmitarbeiter einstellen Die drei Kernsätze Fassen wir zusammen. Strukturierte Interviews, Arbeitsproben und kognitive Tests sagen Vertriebserfolg drei- bis fünfmal besser voraus als Berufsjahre und unstrukturierte Bewertungen. Achievement Striving und Gewissenhaftigkeit sind die stabilsten Persönlichkeitsmerkmale – allgemeine Extraversion ist es nicht. Und weil Persönlichkeit über Jahre stabil bleibt, Skills aber in Monaten aufholbar sind, setzt du auf das Erste und trainierst das Zweite. Dein nächster Schritt Wer im Vertriebsrecruiting weiter auf Branchenjahre filtert, setzt auf das schlechteste verfügbare Kriterium. Wer auf Sales-Disposition baut und Wissen aufbaut, formt ein Team, das mit dem Markt mitwächst. Das ist eigentlich gar nicht schwer – du musst es nur konsequent machen. Wenn du Vertriebsmitarbeiter einstellen willst, ohne dich auf dein Bauchgefühl zu verlassen, fang heute mit einem Punkt an: Führe das strukturierte Telefon-Pre-Screening ein. Damit halbierst du deine Time-to-Hire und verdoppelst die Qualität deiner Pipeline. Du willst tiefer einsteigen? Schreib mir einfach eine E-Mail an recruiting@vertriebsfunk.de – dann bekommst du von mir die komplette Zusammenfassung dieser Folge und den Bewertungsbogen, den ich in meinen Vertriebsprojekten als Blaupause nutze. Beides schicke ich dir kostenlos zu. Gib alles, dein Christopher Funk. Welche Kriterien sollte ich beim Vertriebsmitarbeiter einstellen wirklich beachten? Setze auf das, was kaum trainierbar ist: Achievement Drive, Frustrationstoleranz, Neugier und geprüfte Past Sales Performance. Branchenjahre und Studienabschluss haben dagegen eine sehr geringe Vorhersagekraft auf Vertriebserfolg. Wie senke ich meine Fehlerquote im Vertriebsrecruiting? Indem du mehrere valide Werkzeuge kombinierst: strukturiertes Interview plus Arbeitsprobe plus geprüfte Past Performance. Das hebt die Treffsicherheit auf 0,60 bis 0,65 und drückt die Quote der Fehleinstellungen von rund 40 % auf unter 10 %. Ist Branchenerfahrung beim Verkäufer einstellen wichtig? Meistens nicht. Branchenerfahrung ist oft nur die Risiko-Versicherung des Recruiters. Wichtiger ist die Nähe von Buyer-Persona, Sales-Cycle, Komplexität und Entscheidungsstruktur. Ausnahmen sind hochregulierte Märkte wie Pharma, Medical Devices oder Aerospace. Worauf achte ich im Lebenslauf eines Vertrieblers? Auf Zahlen statt Adjektive: konkrete Quoten-Erreichung in Prozent, Ranking im Team, bezifferte Deal-Größen und Beförderungen. Red Flags sind „verantwortlich für" statt „erreicht", Worthülsen ohne Zahlen und Job-Hopping unter 18 Monaten. Welche Rolle spielt HR beim Aufbau eines guten Recruiting-Prozesses? HR ist der methodische Treiber, nicht der Briefträger. Die Personalabteilung baut den Prozess, liefert Interview-Leitfäden und Bewertungs-Skalen, sorgt für Geschwindigkeit und führt die Führungskraft sauber durch das Verfahren. Wie sieht es bei dir aus: Filterst du noch nach Branchenjahren – oder setzt du schon auf Sales-DNA? Schreib mir deine Erfahrungen in die Kommentare und teile den Beitrag mit dem Vertriebsleiter, der das gerade dringend lesen sollte.

Mastering the Human Element of Sales and Leadership with Shad TidlerIn a recent episode of The Thoughtful Entrepreneur Podcast, host Josh Elledge sat down with Shad Tidler, a senior consultant and coach specializing in Sales and Leadership/Management at Lushin. The conversation dived deep into the psychological barriers that often prevent talented entrepreneurs from scaling their sales organizations and leading with true impact. Shad's expertise lies in dismantling the "head trash" that complicates the sales process, helping leaders transition from a state of reactive management to one of proactive, high-performance coaching. For any founder feeling stuck in the "doer" role, this episode provides a masterclass in shifting perspective to unlock sustainable business growth.Bridging the Gap Between Sales Strategy and Leadership ExecutionA common struggle for growing businesses is the disconnect between the desire for higher revenue and the actual leadership behaviors required to support a sales team. Many founders are excellent at closing deals themselves but struggle to replicate that success within their team because they treat management as an administrative task rather than a coaching discipline. To bridge this gap, leaders must first achieve clarity on their own "sales DNA"—the underlying beliefs and habits that dictate how they interact with prospects and employees. By addressing these foundational elements, a leader can stop micromanaging the "what" and start influencing the "how," creating a culture where accountability is embraced rather than feared.Developing a high-performance sales culture also requires a fundamental shift in how we view the sales process itself: it is not about "convincing" people, but about qualifying them through rigorous discovery. Shad points out that many sales teams fail because they spend too much time chasing low-probability prospects due to a psychological need for approval. By implementing a structured, repeatable sales system, organizations can remove the emotional guesswork from the pipeline. This allows leadership to accurately forecast growth and identify specific skill gaps within their team. When sales becomes a predictable system rather than an emotional rollercoaster, the entire organization benefits from increased stability and focus.Ultimately, the most successful leaders are those who invest in their own development to stay ahead of the challenges that come with scaling. Leadership and sales are both skills that require continuous refinement and a willingness to confront uncomfortable truths about one's own performance. This is where external coaching becomes a vital asset; it provides the objective mirror necessary to spot the "head trash" that internal teams are often too close to see. By focusing on the intersection of mindset and methodology, entrepreneurs can build resilient teams that are equipped to thrive in competitive markets, ensuring that the mission of the business is supported by a robust, self-sustaining engine of growth.About Shad TidlerShad Tidler is a seasoned consultant and coach at Lushin, specializing in sales, management, and leadership development. With a background in helping businesses navigate complex growth phases, Shad focuses on the human side of business—addressing the beliefs, behaviors, and techniques that drive or hinder professional success. He is passionate about helping individuals and teams overcome psychological barriers to reach their full potential.About LushinLushin is a sales and leadership consulting firm dedicated to helping businesses achieve predictable, sustainable growth. By focusing on the psychology of sales and management, Lushin provides the training, coaching, and systems necessary to build high-performing organizations. They work with companies to refine their sales processes, develop effective leaders, and create cultures of high accountability and performance.Links Mentioned in This EpisodeLushin Website: www.lushin.comShad Tidler on LinkedIn: https://www.linkedin.com/in/shadtidlerKey Episode HighlightsOvercoming "Head Trash": Understanding the psychological barriers and limiting beliefs that prevent sales professionals from asking the tough questions.The Manager vs. Coach Distinction: Why the most successful sales leaders spend their time coaching behavior rather than just managing metrics.Sales DNA and Belief Systems: How your underlying beliefs about money and authority impact your ability to close deals and lead teams.Systematizing the Discovery Process: The importance of a structured sales methodology to remove emotional bias and improve lead qualification.Cultivating Accountability: Shifting organizational culture so that team members take ownership of their results and growth.ConclusionShad Tidler's approach reminds us that business growth is as much about personal evolution as it is about strategy. By refining the "human engine" behind your sales and leadership, you create a foundation for success that can withstand the pressures of scaling.More from The Thoughtful Entrepreneur

Welcome to another episode of GSR Place! This time, host B.D. Dalton is joined by Walter Crosby—Michigan Wolverine, B2B sales expert, and the voice behind the "Sales and Cigars" podcast with over 225 episodes under his belt. Walter's journey from fending for himself in the wild world of sales in New York City to coaching teams to boost their numbers by up to 43% is nothing short of inspiring. Together, B.D. and Walter dive into the realities of building and coaching successful sales teams, the must-have traits for high performers, and the common mistakes business owners make when hiring and managing salespeople. Get ready for actionable advice on hiring, training, and retaining the best sales talent, plus Walter's take on the most expensive mistakes you can make in sales—and how to avoid them. If you're looking to grow your business or just sharpen your sales edge, this conversation is packed with straight talk, useful takeaways, and a touch of Big Ten rivalry. Tune in and let's get growing!https://helixsalesdevelopment.com/https://www.linkedin.com/in/walterlcrosby/

Steve Heroux is a sales thought leader, author of The Sales Contrarian, and founder of The Sales Collective. Known for his humorous and no-fluff approach, Steve challenges outdated sales methodologies and champions a people-first philosophy. With roots in comedy and admiration for icons like Bob Ross and Larry David, Steve brings heart and honesty into the world of sales, coaching, and leadership. "He didn't paint to show you how good of a painter he was. He painted to show you how good of a painter you could be." – On Bob Ross's influence and philosophy. "Selling ice to an Eskimo doesn't make you a great salesperson. It makes you an asshole." – On ethical, value-driven sales. "You have to teach people how to swing like them, not like you." – On individualized coaching and leadership. Steve Heroux joins the podcast to dismantle traditional sales myths, challenge robotic training, and advocate for purpose-driven selling. From detaching from outcomes to building self-awareness, Steve shares personal stories and strategies that ignite self-leadership and redefine success—proving that joy, ethics, and humility are the real game changers in sales.

Doreen Huber, Partnerin bei EQT Ventures, gibt Einblicke in ihren beeindruckenden Weg vom Aufbau mehrerer Unternehmen – darunter Delivery Hero und Lemoncat – hin zur Rolle als Investorin bei einem der größten europäischen Venture-Capital-Fonds. Doreen teilt ihre Erfahrungen aus über 15 Jahren Unternehmertum, erklärt, warum sie sich entschieden hat, keine weiteren Startups zu gründen, und wie sie heute als Investorin Gründer unterstützt. Sie spricht über die Herausforderungen und Chancen im Venture-Capital-Bereich, die Bedeutung von AI für Startups und warum Sales-DNA für den Erfolg eines Unternehmens entscheidend ist. Was du lernst: Vom Gründen zum Investieren: Warum Doreen nach vier Gründungen den Schritt ins Venture Capital gemacht hat Die Unterschiede zwischen der Gründer- und der Investorenrolle und welche Learnings sie aus beiden Welten mitbringt Die Rolle von EQT Ventures: Wie EQT Ventures mit einem Fondsvolumen von 1,1 Milliarden Euro Startups in ganz Europa unterstützt Warum der Fokus auf B2B-Software, Deep Tech und Fintech liegt und wie EQT Ventures Startups durch das globale Netzwerk von EQT unterstützt Sales-DNA und Skalierung: Warum ein starkes Sales-Team oft wichtiger ist als das beste Produkt Wie Gründer ihre ersten Sales-Prozesse aufbauen und wann es Zeit ist, ein Team zu skalieren AI und die Zukunft von Startups: Warum AI ein Game-Changer für Unternehmen ist und wie Startups AI nutzen können, um effizienter zu arbeiten und neue Märkte zu erschließen Wie AI die Art und Weise verändert, wie Produkte entwickelt und verkauft werden Fundraising und Marktpotenziale: Warum es wichtig ist, den richtigen Investor für die eigene Vision zu finden Wie Gründer den Markt und das Potenzial ihres Produkts realistisch einschätzen sollten, um langfristig erfolgreich zu sein ALLES ZU UNICORN BAKERY: https://zez.am/unicornbakery  Mehr zu Doreen: LinkedIn: https://www.linkedin.com/in/doreenhuber/  Website: https://eqtgroup.com/  Join our Founder Tactics Newsletter: 2x die Woche bekommst du die Taktiken der besten Gründer der Welt direkt ins Postfach: https://www.tactics.unicornbakery.de/  Kapitel: (00:00:00) Warum will Doreen keine Strartups mehr gründen? (00:03:27) Doreens größte Startup-Learnings (00:06:13) Wie investiert EQT Ventures 1,1 Milliarden Euro in Startups? (00:09:36) Vor- und Nachteile Milliardenfonds (00:17:51) Kann man heute noch eine finanzierte 100 Mio.-Firma bauen? (00:19:54) Für wen ist Investorengeld geeignet und für wen nicht? (00:26:02) Entwicklung der Branche B2B-Software in den letzten 4 Jahren (00:29:39) Was sind deutsche Erfolgsbereiche und wo hängen wir hinterher? (00:33:02) Ab wann ist Internationalisierung interessant für ein Unternehmen? (00:38:42) Doreens Framework für high perfoming Sales Teams (00:46:46) Doreens Inbound Best Practices (00:50:06) Wie qualifiziere ich meine Pipeline? (00:53:23) Der Unterschied im Bau von Sales Organisationen im Vergleich zu früher (00:58:23) Von 5 auf 50 Mio.: Welche Charakteristika braucht mein Unternehmen? (01:07:09) Wann ist man ein guter Venture Capitalist?

In this episode, Shannon Waller and guest Steve Heroux discuss the importance of sales coaching and understanding Sales DNA profiles. Steve addresses the negative perceptions of sales and the challenges entrepreneurs face in hiring effective salespeople, and offers actionable insights to transform sales culture. Tune in for a fresh perspective on finding and nurturing great sales talent! Download Episode Transcript Show Notes: Effective sales coaching is essential for developing a high-performing sales team and should focus on individual strengths and weaknesses. Understanding the Sales DNA profile can help identify the unique strengths of salespeople, allowing for tailored coaching and training strategies. The sales profession often suffers from a negative perception, with many seeing salespeople as pushy or manipulative, which can hinder effective selling. Sales leaders play a crucial role in shaping the culture and practices of their sales teams. Poor leadership can perpetuate negative stereotypes about sales. Finding the right salespeople is challenging, which means entrepreneurs must prioritize hiring individuals who align with the company's values and customer needs. One-size-fits-all training programs are ineffective. Custom training based on the Sales DNA profile can lead to better results. Trust is a critical component in sales. Building genuine relationships with clients can counteract the negative stereotypes associated with sales. Many entrepreneurs struggle with sales because they excel in product development but lack sales expertise, leading to potential business failures. Defining an ideal customer profile helps sales teams focus their efforts on prospects that are more likely to convert and benefit from the product or service. Teaching salespeople to say no to unsuitable prospects is vital; just because someone is willing to buy doesn't mean they should. Salespeople are motivated by personal goals and family needs. Leaders should align company objectives with these motivations to foster engagement. There is a need for a cultural shift in how sales is perceived and practiced, moving away from aggressive tactics to a more consultative approach. Providing sales teams with the right tools and resources, including training and technology, is essential for empowering them to succeed. The sales landscape is constantly evolving; ongoing training and development is necessary to keep sales teams competitive. Focusing on building long-term relationships with clients rather than short-term sales can lead to greater success and customer loyalty. Resources: The Sales Collective Steve Heroux on LinkedIn Book: Sales Is Not a Dirty Word: The Definitive Guide for Success in Sales by Steve Heroux Book: To Sell Is Human: The Surprising Truth About Persuading, Convincing and Influencing Others by Daniel Pink Book: Start With Why: How Great Leaders Inspire Everyone to Take Action by Simon Sinek Book: The End of Average: How We Succeed in a World That Values Sameness by Todd Rose Book: Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones by James Clear Unique Ability® The Kolbe A™ Index CliftonStrengths®

In this episode of Sales and Cigars, host Walter Crosby welcomes Derek Baer, Vice President of Corporate Training at Kurlan & Associates. Derek shares his journey from a young caddy learning the ropes of sales to becoming a leader in corporate training. They explore the critical role of work ethic, commitment, change, and accountability in driving sales success. Derek emphasizes that without commitment, sales training is a waste of resources, offering practical advice for leaders looking to build high-performing sales teams. Episode Highlights: Derek discusses the impact of classic books like "How to Win Friends and Influence People" by Dale Carnegie and the "Five-Minute Journal" on his approach to personal and professional growth. A deep dive into why accountability from the top down is essential for effective sales training, and how a lack of commitment from leadership can derail even the best efforts. Insightful stories from Derek's career, including the lessons learned from his early experiences as a caddy, wiring subwoofers in high school, and his rise to an elite level in sales through hard work and relentless curiosity. A candid conversation about the challenges modern sales professionals face, including the rise of "telephonobia" among younger reps, and how mastering human connection remains a competitive edge. Walter and Derek explore the concept of "Sales DNA" and how understanding and optimizing these competencies can transform a sales team's performance. Signature Content: Grab a cigar, mix your favorite cocktail, and get ready for an episode filled with valuable insights and actionable advice. Connect with Derek Baer: Email: dbaer@kurlanassociates.com Company: Kurlan & Associates Website: ConstructingSuccess.fm LinkedIn: Derek Baer Connect with Walter Crosby: Get Walter Crosby's new book, "Scale Your Sales: Avoid the 7 Critical Mistakes CEOs Make": Order here Tired of watching your team misfire when it comes to sales hires? Unleash the secrets to sales hiring success for just $97! Sign up for the next Sales Hiring Secrets Email: walter@helixsalesdevelopment.com LinkedIn: Walter Crosby Website: Helix Sales Development Calendly: Schedule a call Call to Action: Don't forget to like, subscribe, and hit the bell icon to stay updated on future episodes. Share your thoughts in the comments below, and let us know your favorite takeaway from Derek's insights! Produced by: Podcast Production and Guest Booking Service - Titan Media Worx Hashtags: #SalesAndCigars #SalesLeadership #SalesTraining #BusinessGrowth #WalterCrosby #DerekBaer #SalesPodcast #Entrepreneurship #SalesStrategies  

 In this episode of Sales and Cigars, host Walter Crosby welcomes Derek Baer, Vice President of Corporate Training at Kurlan & Associates. Derek shares his journey from a young caddy learning the ropes of sales to becoming a leader in corporate training. They explore the critical role of work ethic, commitment, change, and accountability in driving sales success. Derek emphasizes that without commitment, sales training is a waste of resources, offering practical advice for leaders looking to build high-performing sales teams. Episode Highlights: Derek discusses the impact of classic books like "How to Win Friends and Influence People" by Dale Carnegie and the "Five-Minute Journal" on his approach to personal and professional growth. A deep dive into why accountability from the top down is essential for effective sales training, and how a lack of commitment from leadership can derail even the best efforts. Insightful stories from Derek's career, including the lessons learned from his early experiences as a caddy, wiring subwoofers in high school, and his rise to an elite level in sales through hard work and relentless curiosity. A candid conversation about the challenges modern sales professionals face, including the rise of "telephonobia" among younger reps, and how mastering human connection remains a competitive edge. Walter and Derek explore the concept of "Sales DNA" and how understanding and optimizing these competencies can transform a sales team's performance. Grab a cigar, mix your favorite cocktail, and get ready for an episode filled with valuable insights and actionable advice. Connect with Derek Baer: Email: derektbaer@gmail.com Company: Kurlan & Associates Website: ConstructingSuccess.fm LinkedIn: Derek Baer Connect with Walter Crosby: Get Walter Crosby's new book, "Scale Your Sales: Avoid the 7 Critical Mistakes CEOs Make": Order here Tired of watching your team misfire when it comes to sales hires? Unleash the secrets to sales hiring success for just $97! Sign up for the next Sales Hiring Secrets Email: walter@helixsalesdevelopment.com LinkedIn: Walter Crosby Website: Helix Sales Development Calendly: Schedule a call Don't forget to like, subscribe, and hit the bell icon to stay updated on future episodes. Share your thoughts in the comments below, and let us know your favorite takeaway from Derek's insights! Produced by: Podcast Production and Guest Booking Service - Titan Media Worx Hashtags: #SalesAndCigars #SalesLeadership #SalesTraining #BusinessGrowth #WalterCrosby #DerekBaer #SalesPodcast #Entrepreneurship #SalesStrategies  

In this episode of Pit Stops to Podium, we're thrilled to have Josh Braun, a former Head of Business Development at Basecamp and the Co-Founder & CEO of Sales DNA. Josh's expertise lies in aiding sales leaders, CEOs, and founders to build systems that consistently secure meetings with qualified buyers. Known for hosting the Inside Selling Podcast and creating the Badass Growth Guide, Josh is a seasoned thought leader in sales strategy. Throughout this episode, Josh delves into customer engagement for successful deals, exploring pivotal sub-topics that redefine sales tactics. From selling without sounding salesy to deciphering why people buy (and why they don't), he navigates strategies like being a red X in a sea of white circles. With valuable insights on personalization versus relevance, overcoming sales objections, and breaking through the zone of resistance, Josh offers actionable advice to revolutionize sales approaches and drive success. Chapters: 00:00 - Intro 01:03 - Josh Braun Background 04:08 - Who's Josh Outside Work 04:59 - Enhancing Customer Engagement for Mutual Success 08:24 - The 'Red X' Strategy for Product and Service Enhancement 14:00 - Rethinking Objections in Selling 19:51 - Shining a Light on Problems, Not Convincing to Buy 22:04 - Engage with Josh //ENGAGE WITH JOSH Josh's LinkedIn Josh's Website //MENTIONS Dish Network Jellyvision HubSpot Zendesk //SUBSCRIBE! Subscribe to RevPartners YouTube Channel New "pit stops" every week. Join our growing community!   //STAY AWESOME &  DO IT BIG!! Website: revpartners.ioListen on Spotify and Apple Podcasts

Walter helps entrepreneurs & CEOs scale their business. They want out of the sales seat, yet they feel themselves constantly being sucked back into the weeds.   Walter talks about his latest book, the cost of a mis-hire, niching, and being more than just a salesperson!

It is critical to acquire performers, especially in sales. In business, a performer will help you generate sales and grow. In this episode, Steve Heroux, the CEO and Founder of The Sales Collective, dives into how to find, attract, and hire elite performers to grow your business. He also talks about the Sales DNA and explains how it determines if a person is a good fit for the position you need to fill. Tune in to this episode and learn how to acquire elite performers for your business! In this episode, you will learn:> How to find, attract, and hire elite performers.> What is the Sales DNA?> The major pieces of the Sales DNA

Much of who were are is based on our genetics. As sales people, we have certain strengths that come natural to us. We call this our Sales DNA. The way you were born will determine whether or not you favor certain sales techniques and tactics such as cold calling, working open houses, becoming a social media influencer, partying for profits, becoming the lunch and learn queen or the networking king. Studies show if you're good at something, you'll probably like doing it. What's your Sales DNA? www.TLOPonline.com  

Ein eigenes Online Business zu haben, kann dir viele Träume erfüllen. Der Weg dahin ist aber nicht immer ganz so geradlinig und einfach. Aber es gibt die ein oder andere Geheimzutat, die dafür gesorgt hat, dass wir unser Business SHE AIMS HIGHER mit Leichtigkeit zum Erfolg geführt haben. Du willst wissen, was du wirklich brauchst um 2022 dein Online Business zu starten? In der aktuellen Folge erzählen wir dir, worauf es wirklich in einem erfolgreichen Online Business im Jahr 2022 ankommt! • ERWÄHNT • START & SUCCEED: https://sheaimshigher.com/programme/start-succeed-2/ SALES DNA: https://sheaimshigher.thrivecart.com/sales-dna/ MAGICAL GROWTH: https://sheaimshigher.thrivecart.com/magical-growth/ THE OFFER GAME: https://sheaimshigher.thrivecart.com/selling-multiple-offers/ • MEHR VON UNS • Instagram-Kanal https://www.instagram.com/sheaimshigher Website https://sheaimshigher.com Jeden Donnerstag gibt es eine neue Folge. Feedback oder Ideen? Schreib uns eine E-Mail an office@sheaimshigher.com!

Wer SHE AIMS HIGHER kennt weiß, dass wir in rasender Geschwindigkeit geniale Angebote für unsere Kund*innen generieren. Gleichzeitig bedeutet das aber auch, dass unser Business sich wahnsinnig schnell verändert, sodass wir selbst manchmal kaum glauben können, welche Quantensprünge wir machen. In dieser Folge erfährst du, wie wir während unserer gemeinsamen Tage auf Mallorca unsere Angebote komplett auf den Kopf gestellt haben und was das für unser Business bedeutet. • ERWÄHNT • START & SUCCEED: https://sheaimshigher.com/programme/start-succeed-2/ SALES DNA: https://sheaimshigher.thrivecart.com/sales-dna/ SELLING MULTIPLE OFFERS: https://sheaimshigher.thrivecart.com/selling-multiple-offers/ • MEHR VON UNS • Instagram-Kanal https://www.instagram.com/sheaimshigher Website https://sheaimshigher.com Jeden Donnerstag gibt es eine neue Folge. Feedback oder Ideen? Schreib uns eine E-Mail an office@sheaimshigher.com!

Learn Speak Teach #16 w/ Steve Heroux of Victory Selling Watch The Full Video: https://youtu.be/UQXXlxif098 - Sales is not about pushing products. It is about building relationships and providing value to your customers. Successful salespeople are not only good at their job but also at connecting with people on an emotional level. They are able to identify the needs of their potential clients and provide them with immense value. Join the conversation with Steve Heroux as he shares practical tools in sales to help you transform your sales strategies to build a successful sales referral system, refine your sales skillset, and make a ton more money while doing it. Steve is the “Sales DNA” champion, Founder and President of Victory Selling, and the author of Sales Is Not A Dirty Word. Steve has more than 25 years of successful sales experience as a top 1% salesperson in multiple industries. He mentored top companies including Aflac, The UPS Store, and Title Boxing. Steve has trained thousands of salespeople and he believes that anybody can learn how to sell, but you absolutely must possess three keys, honesty, integrity, and humility. Tune in! During this episode, you will learn about; [00:01] Introduction to the show [02:22] Steve's career background [05:46] How Steve moved from hardly speaking to number one in sales [09:10] Surprising sales referral statistics [09:50] The right strategies to ask your customers for referrals [11:12] Why asking for a recommendation is all about timing [13:31] Why the perception of sales is horrific and dirty [18:09] Short-sightedness in sales [20:44] Steve's sales DNA tool and the sales skills that it measures [24:01] The need to be liked and how it negatively affects sales results [25:45] How to get comfortable discussing money and ask the right questions [30:06] Transforming your sales and values around money using the Sales DNA Test [33:58] How to get your sales DNA Test [37:17] Working with people who want to work with you [39:20] Investing in yourself with consistency to level up [41:56] Rapid Fire Round [40:04] How to reach out and connect with Steve Notable Quotes ~ “Building your referral system is the smartest way to do business.” ~ “Sales is all about value, find out what people want and are willing to pay or train for it.” ~ “Sales referrals are all about timing; you have to prove your worth to your customers before asking for referrals.” ~ “You cannot train desire, and you cannot train the will to win; they are inherent to an individual.” ~ ”If you need to be liked as a salesperson, you will not be able to ask the right questions to your prospects to get them to think.” ~ “People don't buy because they like you; they buy because you provide them with a massive amount of value.” ~” You will always earn within 10% of what you believe you are worth.” ~ “Personal growth is like brushing your teeth; you have to treat it with consistency and not intensity.” Steve's Book Sales Is Not A Dirty Word https://www.amazon.com/Sales-Not-Dirty-Word-Definitive/dp/1945849843 Keep In Touch with Steve Heroux: Website: https://www.victoryselling.com/steve-heroux/ LinkedIn: https://www.linkedin.com/in/steveheroux1/ Instagram: https://www.instagram.com/thesteveheroux/ Facebook: https://www.facebook.com/steve.heroux/ Sales DNA Test: https://www.victoryselling.com/sales-dna-test/ — Follow Balbert… Facebook www.facebook.com/balbertmarketing Instagram: www.instagram.com/realbenalbert/ LinkedIn: www.linkedin.com/in/ben-albert-a74737106/ Our Website: www.realbusinessconnections.com – LST is made possible by www.balbertmarketing.com/

In this episode of Enterprise Sales Development podcast, we speak with Josh Braun, an expert in helping sales leaders, CEO's, and founders create systems to generate a steady flow of meetings each month with qualified buyers. He is the founder of his own sales consulting firm, Josh Braun Sales Training, a former Head of Business Development at Basecamp and the Co-Founder & CEO of Sales DNA. Josh shares his wisdom on sales and discusses the zone of resistance and how to lower it. Using mock call role playing, he also talks about how to build familiarity quickly and effectively in the first 10 seconds of a cold call. WHAT YOU'LL LEARN High lessons Josh has learned over the years since he's gone on the consulting front The zone of resistance and how to lower it Why you should start with intent and how to use your language, intent and tonality to get to the truth behind the objections Why labeling and making people feel heard and understood is key What an SDR can do in the first 10 seconds to build familiarity quickly and effectively in a cold call QUOTES “Your thoughts affect what you say. So when your intent is ‘I got to talk everybody into everything,' you end up sounding in ways that feel manipulative, salesy and off-putting, and often people go into the zone of resistance.” -Josh Braun [04:27] “About 10 years ago, I came to this realization that in order to change that, I have to start with my intent, meaning what's my goal? And so when I cold call people, my goal is this, ‘I wonder if this person has a problem.' Not ‘they definitely have a problem, I have to pitch them.' So my cold call approach is completely different.” -Josh Braun [08:33] “That's the secret to labeling is making people feel heard and understood. It's a super power for getting people to sort of open up.” -Josh Braun [13:08] “Talking people into things doesn't work. And we're trained to convince and persuade. That's the biggest problem.” -Josh Braun [20:06] “Questions get people talking. Questions spark.” -Josh Braun [29:47] TIMESTAMPS [00:01 Intro [00:28] Meet Josh Braun [01:34] High lessons Josh has learned in consulting [03:48] How to lower the zone of resistance [07:48] Start with your intent [11:51] Labeling is key [20:14] What SDRs can do to build familiarity in a cold call [35:15] How he creates connections and join the resistance [42:06] How to contact Josh RESOURCES Chris Voss on Rewiring Your Brain to Listen Never Split the Difference: Negotiating As If Your Life Depended On It by Chris Voss and Tahl Raz Chris Voss Teaches the Art of Negotiation - MasterClass CONNECT Josh Braun's website Josh Braun on LinkedIn Josh Braun on TikTok The Inside Selling Podcast with Josh Braun CIENCE website CIENCE on LinkedIn CIENCE on Facebook CIENCE on Twitter

In this episode, you'll learn how to sell more by focusing less on your or your prospects' emotions and more on providing value for them. Find out what makes a great SDR, closer, or sales leader, and why you shouldn't base your identity on outcomes or things that are fleeting. JJ loses his cool because of something Joey says, Joey recalls that time he pissed off a prospect, and JJ shares his journey on conquering limiting beliefs. What's in Joey's glass: Pinhook Vertical Series 6 Year "Bourbon War" BourbonWhat's in JJ's glass: Company Distilling Straight Bourbon Whiskey Finished With Maple WoodThis Cast Covers:Joey's big surprise for JJ over the weekend (02:24)Hustle and drive versus experience and skill – which weigh heavier in any sales leadership position? (06:44) SDA's business model is quite different from most sales agencies wherein the closers also get sales assistants (11:05)Is it necessary to be building relationships with every prospect you meet to become successful at sales as an agency owner? (12:59)How the DISC assessment can be used to find out which type of sales role you can excel in (14:47)A way to build genuine authentic relationships in your sales calls (15:33)Joey explains why he never hands out references to any of his prospects and why you shouldn't too (18:47)Maintaining company culture in the digital workplace and why you need to know this when creating systems or processes, building a team, or vetting candidates for any role (23:48)  Creating an echo chamber for yourself (27:27)Giving your team the space to be individually different, but you must share an alignment on the core values (30:00)How to personally separate your self-worth from the outcomes you have in business (33:11)Joey talks about why his faith is super important and why he finds his identity in Christ (35:20)JJ's journey struggling with limiting beliefs and how he was able to conquer them (08:58)Remember this if you are your biggest critic (42:48)JJ's biggest goal for 2022 and how he plans to achieve it (45:10)Additional Resources:The Sales Driven AgencyThe Best Damn Agency Mastermind

Today's sales teams operate in an incredibly competitive environment. If you're a founder-based seller and looking to transition into hiring sales leaders, it's your job to provide guidance and support so that your sales teams can best serve your clients and reach company goals. To do so, you need to understand what it takes to cultivate sales team culture for sales reps and then adapt accordingly.We're breaking down the similarities and differences in cultivating team culture between corporate sales teams and smaller $1-20 million agencies. Also, Joey is hiring an SDR for his company! Find out if you're the one he's looking for.What's in Joey's glass: Jefferson's Grand Selection 'Chateau Pichon Baron French Oak Cask Finish' Straight Bourbon WhiskeyWhat's in JJ's glass: Michter's Kentucky Straight RyeThis Cast Covers:Shows Joey likes to watch in his free time from Alex Hormozi to comedians talking about UFC MMA stuff (02:52)If you're easily offended, you're probably not the salesperson Joey's looking for (06:56)The funny story of how Joey found out that doing digital marketing isn't the same as selling digital marketing (08:07)Similarities and differences between a corporate sales environment and sales teams of smaller $1-20 million agencies (13:38)What type of meetings happens at the start of every workday or week at bigger sales companies? (17:48)Is it good to introduce healthy competition into your sales team culture for smaller agencies? (20:01)Figuring out how many touchpoints you need with your sales reps depending on your agency structure and how many layers you have in your agency (21:22)What Joey is specifically looking for in a salesperson/closer (22:42)Why Joey thinks he's better off working “above” SDA rather than in it (27:33)How long before Joey decides to fire a salesperson after seeing they just aren't cut out for the SDR role? (28:00)How much should you think through current or potential future economic landscapes before allowing it to inform the way you're projecting your company out? (30:00)Why we love to create a proforma for every client we take on before we start working with them (32:34)Different ways you can pull the lever on future projections (35:01)JJ is offering to give 2-3 badass agency owners to join the trip and see for themselves if this is for you or not (38:39)How much should your cost per acquisition be to forecast what you could spend on generating leads or should you work backward? (39:36) Why the “one to many” or “fishing with nets approach” works for agencies like SDR versus “fishing with spears” (45:13)Joey's favorite and least favorite parts of sales (47:57)The one thing Joey hates when doing sales that's pretty much inevitable but still gets on his nerves every time (50:56)Does Joey have any rituals before jumping into sales calls? (52:23)How to deal with people ripping your stuff a.k.a. copycats (54:13)Additional Resources:The Sales Driven AgencyThe Best Damn Agency MastermindAlex HormoziThis Past Weekend with Theo VonKing and the Sting with Theo Von and Brendan SchaubCongratulations Podcast with Chris D'Elia

Alex McNaughten is a Founder and Leadership Coach at Sales Leaders. In this episode, Alex talks about the inherent traits of successful sales reps. Connect with Alex on LinkedIn here and Sales Leaders here. Resources mentioned in the episode: Show Notes Page  Here are three more ways to get help with your prospecting: Our best bite-sized content. Want my best LinkedIn posts, podcasts, and webinars? Stuff you can implement in 10-15 minutes or less? Look no further. Outbound Squad. A program for reps who crave accountability, structure, and results over theory. If you hate hitting plateaus in your sales career, check it out. Accelerator. Give your team hands-on training and coaching to overcome call reluctance, build meaningful relationships with prospects, and land more meetings through their cold outreach.

In this throwback episode of the Ryan Hanley Show, host Ryan Hanley interviews Josh Braun, the Founder of Sales DNA. The Master Guru of cold email prospecting, (and all things sales), Josh Braun, explains why we don't get the response rate on cold outreach we should be and what to do about it.Episode Highlights: Josh mentions why salespeople will typically work with him. (17:50) What has been one of the huge obstacles right at the beginning for Josh? (19:26) Josh shares the best way to understand the customers. (21:47) Josh mentions why he would highly recommend interviewing five or six customers. Why does Josh prefer shorter emails? (26:25) Josh mentions the two factors that your prospect wanted. (31:27) Can Josh define their superpower and show them in a way that they even have a problem to begin with, and allow them to make the connection? (33:28) Josh shares a story that happened several years ago with his wife when he saw a U-Haul. (40:39) Josh shares a story of a man named, Dale Dupree. (46:43) Josh mentions the visuals that he teaches to people. (51:09) Key Quotes: “So, the biggest mistake that I see people make, and it's no fault of their own, is that they've never done the job of the person that they're reaching out to. And so oftentimes, they're speaking a completely different language.” - Josh Braun “Nobody wakes up one day and just buys a product, they will try to get by the best way they know how to get by because of habit and anxiety. It's hard to glean that information a lot of times from marketing materials because there's a spin to it.” - Josh Braun “The superpower is you need to shine a light on a problem that people don't know about because every one of your prospects is running in their own sneakers today. I call these illumination questions.” - Josh Braun Resources Mentioned: Agency Intelligence Reach out to Ryan Hanley Josh Braun LinkedIn Sales DNA Learn more about your ad choices. Visit megaphone.fm/adchoices

In this throwback episode of the Ryan Hanley Show, host Ryan Hanley interviews Josh Braun, the Founder of Sales DNA. The Master Guru of cold email prospecting, (and all things sales), Josh Braun, explains why we don't get the response rate on cold outreach we should be and what to do about it. Episode Highlights: Josh mentions why salespeople will typically work with him. (17:50) What has been one of the huge obstacles right at the beginning for Josh? (19:26) Josh shares the best way to understand the customers. (21:47) Josh mentions why he would highly recommend interviewing five or six customers. Why does Josh prefer shorter emails? (26:25) Josh mentions the two factors that your prospect wanted. (31:27) Can Josh define their superpower and show them in a way that they even have a problem to begin with, and allow them to make the connection? (33:28) Josh shares a story that happened several years ago with his wife when he saw a U-Haul. (40:39) Josh shares a story of a man named, Dale Dupree. (46:43) Josh mentions the visuals that he teaches to people. (51:09) Key Quotes: “So, the biggest mistake that I see people make, and it's no fault of their own, is that they've never done the job of the person that they're reaching out to. And so oftentimes, they're speaking a completely different language.” - Josh Braun “Nobody wakes up one day and just buys a product, they will try to get by the best way they know how to get by because of habit and anxiety. It's hard to glean that information a lot of times from marketing materials because there's a spin to it.” - Josh Braun “The superpower is you need to shine a light on a problem that people don't know about because every one of your prospects is running in their own sneakers today. I call these illumination questions.” - Josh Braun Resources Mentioned: Agency Intelligence Reach out to Ryan Hanley Josh Braun LinkedIn Sales DNA

In this throwback episode of the Ryan Hanley Show, host Ryan Hanley interviews Josh Braun, the Founder of Sales DNA. The Master Guru of cold email prospecting, (and all things sales), Josh Braun, explains why we don't get the response rate on cold outreach we should be and what to do about it. Episode Highlights: Josh mentions why salespeople will typically work with him. (17:50) What has been one of the huge obstacles right at the beginning for Josh? (19:26) Josh shares the best way to understand the customers. (21:47) Josh mentions why he would highly recommend interviewing five or six customers. Why does Josh prefer shorter emails? (26:25) Josh mentions the two factors that your prospect wanted. (31:27) Can Josh define their superpower and show them in a way that they even have a problem to begin with, and allow them to make the connection? (33:28) Josh shares a story that happened several years ago with his wife when he saw a U-Haul. (40:39) Josh shares a story of a man named, Dale Dupree. (46:43) Josh mentions the visuals that he teaches to people. (51:09) Key Quotes: “So, the biggest mistake that I see people make, and it's no fault of their own, is that they've never done the job of the person that they're reaching out to. And so oftentimes, they're speaking a completely different language.” - Josh Braun “Nobody wakes up one day and just buys a product, they will try to get by the best way they know how to get by because of habit and anxiety. It's hard to glean that information a lot of times from marketing materials because there's a spin to it.” - Josh Braun “The superpower is you need to shine a light on a problem that people don't know about because every one of your prospects is running in their own sneakers today. I call these illumination questions.” - Josh Braun Resources Mentioned: Agency Intelligence Reach out to Ryan Hanley Josh Braun LinkedIn Sales DNA

Sales DNA – you either have it or you don't. Is this really the case? Or are there other factors you can consider when hiring a salesperson? In this episode, we talk about sales rep DNA, why we always prefer attitude over aptitude, our lessons and experiences in the year 2021, and our plans for 2022. We also came up with some questions to help you reflect on your personal, business, or family life.This Cast Covers:How to reset yourself when shit hits the fan  (02:24)Momentum is the most powerful force on the planet (05:06)What would Joey do if his plans for Sales Driven Agency or the Best Damn Agency Mastermind never panned out? (07:43) Some holiday traditions Joey and JJ find enjoyable and actually care about (09:16)Why JJ likes Thanksgiving more than Christmas (11:38)Start with pain and end with pleasure (14:45)What it means to drag someone through the glass (17:12)Sales rep DNA (20:38)Why Joey always chooses attitude over aptitude in his sales reps (23:27)A good question to ask yourself for self-reflection or even when you're vetting potential employees (24:40)What you should be working into all of your interview processes (25:22)How to balance training for the role that you're currently in versus the larger scale, macro leadership development (27:28)Why self-awareness can turn into self-limiting very quickly (31:41)How to take every lesson you learned in 2021 to hit the ground running in 2022 (36:16)Three questions for self-reflection to prepare for 2022 (37:49)Why you should be creating space on or before the end of this year to be by yourself, have some quiet and reflect (39:27)The Rothschild method for anyone wanting to create some type of offer to get more deals at the end of this year (41:31) What is Joey most proud of this year and what is his biggest takeaway heading into 2022? (51:01)Additional Resources:The Sales Driven AgencyThe Best Damn Agency Mastermind

https://www.linkedin.com/in/wesleynegreer/ (Wesleyne Greer) of https://transformedsales.com/ (Transformed Sales) argues that hiring the person with the best sales skills will always win out over the sales person who has the most industry experience. It's easier to learn a new product than it is to learn how to sell. Wesleyne observes that a great salesperson can't overcome a poor product but you can't save a poor salesperson with a great product either. Wesleyne offers a 3 step solution to finding the right salespeople for your company. Listen to the end for a special gift she's offering our listeners. Show highlights 01:43 Businesses are making the mistake of prioritizing industry experience over sales expertise 03:19 Despite promises, it's rare when a salesperson can bring their book of business with them to their new employer 04:07 Win by teaching your product to a strong salesperson 05:20 A great salesforce cannot overcome a mediocre product. And a mediocre salesforce can fall short of the potential of a great product. 6:44 Strong sales skills will outperform industry knowledge every day 10:24 The 3 steps you must follow to hire the right salespeople 12:50 Learn about Wesleyne. Email Wesleyne at wgreer@transformedsales.com. https://www.linkedin.com/in/kingley/ (Connect with Jay) Email Jay at jay.kingley@centricityb2b.com https://bit.ly/3u0pBMO (Sign up) for a free one hour workshop called The Guide To Getting The Right Clients At The Right Time. The workshop will show you how to tap into the 80% of demand for what you do that is not available to your competitors at up to 20% higher margins where your clients will see you as the only qualified person to turn to for help.  This predictable flow of clients that seek you out for your insight and guidance will increase your confidence, allow you to focus on doing what you do best which is serving your clients, and give you the financial returns your business is capable of generating. Email jay.kingley@centricityb2b.com to learn more about Centricity and the Best Kept Secret show.

If you're a true student of sales at any level, then you're going to love this conversation with Steve Heroux. In this conversation we dig into what your sales DNA is and what that actually means, and there's a few specific tactics you will learn that will help you manage your daily output when it comes to your sales process. In this episode you will learn: What's in your sales DNA and how does understanding that allow you to be successful?We talk about KPI's in business, but do we measure what actually matters? Steve talks to you about measuring DPI's and how that will change your sales success. How to be more human with your sales process and how that will allow you to win more deals. If you don't follow Steve Heroux, I HIGHLY endorse him as a person and as a TRUE SALES THOUGHT-LEADER. Connect with him on LinkedIn and Instagram below, and learn more about his company, Victory Selling. Connect with Steve on LinkedIn here. Follow Steve for great sales content on Instagram here. Need better sales training? Check out Victory Selling here. Buy Steve Heroux's book, Sales Is Not A Dirty Word, here. To connect with me directly and follow all of my content, connect with me on LinkedIn or follow me on Twitter and Instagram where I talk about life and business.As always, you can check out my parent company, AgencyFlare, here.Support the show (https://agencyflare.com/take-action)

Software is still eating the world und Deutschland droht trotz aller beachtlichen Erfolge des Startup-Ökosystems weiter abgehängt zu werden. Woran liegt das? Fehlt deutschen Gründern einfach die gewisse Sales-DNA eines Elon Musk? Sven Schmidt erläutert im OMKB Talk mit Host Schahab Hosseiny seine gewohnt gnadenlose Sicht auf die Dinge und betont warum die richtige Storyline in Zeiten der Aufmerksamkeitsökonomie essentiell entscheidend ist. Sven ist neben seiner Position als Chief Marketing Officer der Machineseeker Group ebenfalls Co-Host des erfolgreichen Insider Podcasts von deutsche-startups.de, Stammgast im OMR Podcast und gefragter Venture Capital-Experte in Online- und Printmedien. Er gilt als einer der smartesten und klarsten Insider der Digital Business- und Startup-Szene. Was er in seinem bereits zweiten OMKB-Talk nach 2020 zu sagen hatte, erfährst du exklusiv bei uns! Schahab Hosseiny sprach mit ihm beim OMKB-Talk über seinen alten C64 Commodore, deutsche IPOs und Elon Musk.

Salespeople do not spend enough time focusing on their Sales DNA and a growth mindset. Walter and Tony dive into why mindset plays a pivotal role in sales. Highlights Tony's relationship with cigars - 2:07 Cigars as part of an everyday lifestyle - 3:51 Trying to sell value - 10:08 What do you bring to the table - 12:37 The most important thing a salesperson can do - 17:51 Your focus should be: “Who can I help?” - 22:21 Solving a problem for a customer - 23:10 We need to learn how to be satisfied with something that we did - 26:25 The great thing about sales - 27:32 Episode Resources Connect with Walter Crosby https://www.linkedin.com/in/walterlcrosby/ https://calendly.com/walter-helix/15-minute-virtual-cup-of-coffee https://helixsalesdevelopment.com/ https://helixsalesdevelopment.com/podcast/ walter@HelixSalesDevelopment.com 

Joseph Skursky helps companies predict who will succeed and will not BEFORE you hire them in sales, sales management and leadership roles. We discuss the critical importance of hiring and why hiring well is so challenging. I've experienced Joseph's work first hand which is why I wanted him on the show. His profiling of candidates is uncannily insightful and his nuanced interpretation of those results is pinpoint accurate. Listen as we explore what makes for great #SalesDNA. Contact Joseph via linkedin.com/in/josephskursky Website: marketleadersolutions.com  Phone: +1 412.626.7442 (Work)Twitter: josephskursky-- If you are the owner or CEO of a technology company and your goal is to grow your business and achieve real, sustainable hypergrowth with highly engaged and highly productive employees and clients who stick with you year after year, let’s schedule time for a brief conversation. To book a 1 to 1 with me or check out my 250+ podcast interviews with some of the best salespeople, sales leaders, sales psychologists, founders and entrepreneurs, trainers, coaches and authors click here - https://linktr.ee/marcuscauchi

Josh Braun is the founder of Sales DNA, and former Head of Business Development for Basecamp. He is an expert in helping sales leaders, CEO’s and founders create systems to generate a steady flow of meetings each month with qualified buyers. On this episode of the Sales Leadership Show Josh shares insights on how to […] The post How To Create And Scale A Cold Email Prospecting Strategy With Josh Braun | Sales Leadership Show appeared first on Salesman.org.

In the latest episode of the Ryan Hanley Show, host Ryan Hanley interviews Josh Braun, the Founder of Sales DNA. The Master Guru of cold email prospecting, (and all things sales), Josh Braun, explains why we don't get the response rate on cold outreach we should be and what to do about it.Episode Highlights: Josh mentions why salespeople will typically work with him. (17:50) What has been one of the huge obstacles right at the beginning for Josh? (19:26) Josh shares the best way to understand the customers. (21:47) Josh mentions why he would highly recommend interviewing five or six customers. Why does Josh prefer shorter emails? (26:25) Josh mentions the two factors that your prospect wanted. (31:27) Can Josh define their superpower and show them in a way that they even have a problem to begin with, and allow them to make the connection? (33:28) Josh shares a story that happened several years ago with his wife when he saw a U-Haul. (40:39) Josh shares a story of a man named, Dale Dupree. (46:43) Josh mentions the visuals that he teaches to people. (51:09) Key Quotes: “So, the biggest mistake that I see people make, and it's no fault of their own, is that they've never done the job of the person that they're reaching out to. And so oftentimes, they're speaking a completely different language.” - Josh Braun “Nobody wakes up one day and just buys a product, they will try to get by the best way they know how to get by because of habit and anxiety. It's hard to glean that information a lot of times from marketing materials because there's a spin to it.” - Josh Braun “The superpower is you need to shine a light on a problem that people don't know about because every one of your prospects is running in their own sneakers today. I call these illumination questions.” - Josh Braun Resources Mentioned: Agency Intelligence Reach out to Ryan Hanley Josh Braun LinkedIn Sales DNA Learn more about your ad choices. Visit megaphone.fm/adchoices

In the latest episode of the Ryan Hanley Show, host Ryan Hanley interviews Josh Braun, the Founder of Sales DNA. The Master Guru of cold email prospecting, (and all things sales), Josh Braun, explains why we don't get the response rate on cold outreach we should be and what to do about it. Episode Highlights: Josh mentions why salespeople will typically work with him. (17:50) What has been one of the huge obstacles right at the beginning for Josh? (19:26) Josh shares the best way to understand the customers. (21:47) Josh mentions why he would highly recommend interviewing five or six customers. Why does Josh prefer shorter emails? (26:25) Josh mentions the two factors that your prospect wanted. (31:27) Can Josh define their superpower and show them in a way that they even have a problem to begin with, and allow them to make the connection? (33:28) Josh shares a story that happened several years ago with his wife when he saw a U-Haul. (40:39) Josh shares a story of a man named, Dale Dupree. (46:43) Josh mentions the visuals that he teaches to people. (51:09) Key Quotes: “So, the biggest mistake that I see people make, and it's no fault of their own, is that they've never done the job of the person that they're reaching out to. And so oftentimes, they're speaking a completely different language.” - Josh Braun “Nobody wakes up one day and just buys a product, they will try to get by the best way they know how to get by because of habit and anxiety. It's hard to glean that information a lot of times from marketing materials because there's a spin to it.” - Josh Braun “The superpower is you need to shine a light on a problem that people don't know about because every one of your prospects is running in their own sneakers today. I call these illumination questions.” - Josh Braun Resources Mentioned: Agency Intelligence Reach out to Ryan Hanley Josh Braun LinkedIn Sales DNA

In the latest episode of the Ryan Hanley Show, host Ryan Hanley interviews Josh Braun, the Founder of Sales DNA. The Master Guru of cold email prospecting, (and all things sales), Josh Braun, explains why we don’t get the response rate on cold outreach we should be and what to do about it. Episode Highlights: Josh mentions why salespeople will typically work with him. (17:50) What has been one of the huge obstacles right at the beginning for Josh? (19:26) Josh shares the best way to understand the customers. (21:47) Josh mentions why he would highly recommend interviewing five or six customers. Why does Josh prefer shorter emails? (26:25) Josh mentions the two factors that your prospect wanted. (31:27) Can Josh define their superpower and show them in a way that they even have a problem to begin with, and allow them to make the connection? (33:28) Josh shares a story that happened several years ago with his wife when he saw a U-Haul. (40:39) Josh shares a story of a man named, Dale Dupree. (46:43) Josh mentions the visuals that he teaches to people. (51:09) Key Quotes: “So, the biggest mistake that I see people make, and it's no fault of their own, is that they've never done the job of the person that they're reaching out to. And so oftentimes, they're speaking a completely different language.” - Josh Braun “Nobody wakes up one day and just buys a product, they will try to get by the best way they know how to get by because of habit and anxiety. It's hard to glean that information a lot of times from marketing materials because there's a spin to it.” - Josh Braun “The superpower is you need to shine a light on a problem that people don't know about because every one of your prospects is running in their own sneakers today. I call these illumination questions.” - Josh Braun Resources Mentioned: Agency Intelligence Reach out to Ryan Hanley Josh Braun LinkedIn Sales DNA

Josh Braun is the Founder of Sales DNA. Sales DNA serves CEOs and VPs of Sales who want to increase cold outreach response rates and ultimately set more meetings.Josh is also the host of the Inside Selling Podcast. Inside Selling is a Podcast about selling without selling your soul through the simple acts of caring, being curious, and making people smile.You can access Josh Braun’s sales guide https://joshbraun.com/wp-content/uploads/2020/07/Josh-Braun_-10-Timeless-Principles-of-Selling-V1.2.pdf. There are a series of plays that you can run and practice that is very helpful for sales folks.If you’re listening to the Sales Hustle podcast, please subscribe, share, and we’re listening for your feedback. If you are a sales professional looking to take your sales career to the next level, please visit us at https://salescast.co/ and set a time with Collin and co-founder Chris.Join Our Sales Motivational SMS list by texting Hustle to 424-378-6966. Please make sure to rate and review the show on Apple.

Josh Braun of Sales DNA has grown wildly popular for writing the Bad Ass B2B Growth Guide. He apprenticed under Jason Fried, founder of Basecamp, and was also a teacher. His dedication to excellence in work product for training, coaching, elite athletics, and applying authors like Chris Voss, is singular in the world. This episode is action-packed and may surprise you!

What makes a great salesperson? The answer may surprise you. First, we talk with Sales DNA founder Josh Braun about how teaching is at the core of sales (7:42). Podcast Ally CEO Brigitte Lyons discusses how being a great podcast guest can help you close more business — especially when everyone is stuck at home (16:10). And finally, Blair Enns, author and CEO of Win Without Pitching, explains why we get pricing so horribly wrong (23:19). Click here for more about Margins from Managing Editor: http://www.managingeditor.com/podcast Subscribe to our Friday morning email: http://www.managingeditor.com/subscribe

In this episode of Contractor Radio, we will be talking with Sales Performance Expert, Dave Kurlan, the founder of Objective Management Group. Dave has not only created the most accurate sales skill and talent assessment ever but he is a master in the art of sales. Dave was inducted into the Sales and Marketing Hall of Fame in 2012!A Top-Rated Keynote Speaker at conferences like Inc. Magazine's Conference for Growing the Company, Sales & Marketing Management Magazine Conference, Fortune Sales & Marketing Summit, Inbound, and hundreds of industry conferences and events.Author of the best selling book, "Baseline Selling" and dozens of other accolades as an author, blogger, and just about everything on sales performance.2:04 Introduction10:45 Introverted Salespeople vs Extroverted Salespeople17:05 Will to Sell, Desire, and Motivation24:54 Sales DNA and Selling Competencies32:23 Door-to-Door Selling, Relationship Building, and Qualifying40:20 Objection Defeating Questions and The "I Need to Think About It" Objection43:15 Assessment Accuracy 46:25 Get in touch with Dave: http://www.omghub.com/salesdevelopmentblog47:30 What is Your Greatest Achievement?50:36 How Do You Want to Be Remembered?

Ryan Groth is the CEO and Founder of Sales Transformation Group. He’s helped roofing companies and other contractors from around the country improve their technology capabilities and transform their sales organizations. Ryan first became involved in the contracting industry with his family in his teens. He’s dedicated to helping contractors make the transition into real companies. Ryan is a professional baseball player, which has helped shape his work ethic and commitment to growth. In this episode of Specified Growth Podcast, Ryan talks about how to bring scalable sales systems into your business, as well as the different competencies that make up your “Sales DNA”. He also discusses why he thinks athletes make the best salespeople! Don’t miss this episode of Specified. Please reach out if you have any feedback or questions. Enjoy!  tatsuya.n@castagra.com Twitter @TatsuyaNakagawa Instagram @tats_n LinkedIn Tatsuya Nakagawa YouTube TatsTalks

Steve Heroux has built himself an extremely successful sales career spanning 22 years. He’s helped countless people achieve success, earned numerous awards and accolades, and reached the pinnacle of sales achievement in several different companies. Following this success, Steve realized his ultimate calling was to share with others how they can achieve their goals in the sales industry.Steve’s groundbreaking approach will have your sales teams reaching optimal levels and becoming true sales champions. Having walked the walk himself, Steve’s powerful sales messages cut right to the heart of effective selling in 2019.

Josh is Co-Founder and CEO of Sales DNA, and former Head of Business Development for Basecamp. He is an expert in helping sales leaders, CEO’s and founders create systems to generate a steady flow of meetings each month with qualified buyers.. On this episode of The Salesman Podcast Josh explains how to book meetings with […] The post BESTOF2019 How To Sell To The C-Suite With Josh Braun appeared first on Salesman.org.

Josh is Co-Founder and CEO of Sales DNA, and former Head of Business Development for Basecamp. He is an expert in helping sales leaders, CEO’s and founders create systems to generate a steady flow of meetings each month with qualified buyers.. On this episode of The Salesman Podcast Josh returns to continue explaining via a […] The post #636: Selling To The C-Suite (CASE STUDY PART 2) With Josh Braun appeared first on Salesman.org.

Josh Braun, former client and founder of Sales DNA joins me in a somewhat different episode. Normally before we start recording John and the guest will warm up and go over what we talk about on the podcast. This conversation was so good, and covers a story I've told often in training about going in prepared, we decided to leave it in to start the podcast. The "traditional" intro starts around the 21:35 mark getting into messaging and sales.

Need for approval in sales can be so detrimental - getting in the way of asking tough questions, limiting where a sales conversation goes, and undermining the progress of a sale. Understanding this, and other aspects of 'Sales DNA', is the focus of the episode. I'm speaking with Chris Mott President of Corporate Training at Kurlan & Associates - sharing what the analysis of over 2 million assessments and evaluations of sales professionals has revealed about the nature and structure of skills needed to excel in sales and sales management. In this episode we cover: [+] What the analysis of over 2 million assessments and evaluations of sales professionals has revealed, characteristics that Chris and his colleagues refer to as 'Sales DNA.' [+] Why a need for approval can be so detrimental in Sales [+] How the need for approval can manifest itself among coaches or leaders promoted into role [+] The practical steps a person can take to begin to work on their need for approval [+] How critical a sales process can measure and elevate sales performance [+] The influence that has on the sales process [+] Why sales leaders don't always seem to improve over time [+] Which strand of Sales DNA would Chris choose to genetically engineer in all Sales professionals And lot's more besides. For full show notes, free resources and more visit our website: https://www.refract.ai/blog/need-for-approval-in-sales

Josh is Co-Founder and CEO of Sales DNA, and former Head of Business Development for Basecamp. He is an expert in helping sales leaders, CEO’s and founders create systems to generate a steady flow of meetings each month with qualified buyers.. On this episode of The Salesman Podcast Josh explains how to book meetings with […] The post #597: How To Sell To The C-Suite (Real Life Example!) With Josh Braun appeared first on Salesman.org.

DailyVee MixUp #0068

Sales Hiring: How to Find & Screen Your Next Sales Team Hire – An Interview with Wayne Herring  Show Notes and Topics: Explanation on building a sales teams and helping them grow What’s the #1 biggest mistake small businesses make when hiring they’re first salesperson? Importance of defining the role You don't have to be perfect to hire your first sales person, but you need to have pioneered your system Review of assessments used to hire sales team Overview of Sales DNA related to money Supportive Buy Cycle - How I buy things is how I sell thing You have to stand in front of a mirror and say your price Comfort Discomfort Non-Supportive Buy Cycle Advice for founders on how to get comfortable asking for business Difference of headwinds and tailwinds Importance of talking to others and getting difference perspective on hiring Difficulties you may across interviewing sales people and how to manage it Advice on not rushing a hire, using the 80/20 Principle Best standards on hiring to save you time and find the right person Ask the “magic questions” during the initial phone interview How to make the interview process as efficient and beneficial as possible The Sales Acceleration Formula: Using Data, Technology, and Inbound Selling to go from $0 to $100 Million What’s the 80/20 Principle to screening and interviewing salespeople? 1 - Pre Hire assessment 2 - Short Triage Call / screening 3 - Get enough candidates - quality retained search recruiter, Indeed/job boards, admin/partner to learn a process quickly Keep your job page up Free Ad on Indeed - refresh every 30 days Tag contacts on LinkedIn Links and Resources: Wayne Herring on LinkedIn https://www.linkedin.com/in/wayneherringjr Blount, J., Weinberg, M. Fanatical Prospecting: The Ultimate Guide to Opening Sales Conversations and Filling the Pipeline by Leveraging Social Selling, Telephone, Email, Text, and Cold Calling https://www.amazon.com/dp/B01617VD3I Warrollow, J. Built to Sell: Creating a Business That Can Thrive Without You https://www.amazon.com/Built-Sell-Creating-Business-Without-ebook/dp/B004IYISQW/ Check out Wayne Herring’s website Herring Coach, LLC: https://herringcoach.com/ Davidai, S., Gilovich, T. “The headwinds/tailwinds asymmetry: An availability bias in assessments of barriers and blessings”: https://www.ncbi.nlm.nih.gov/pubmed/27869473. Objective Management Group - Pre-Hire Assessment: https://www.objectivemanagement.com/ Zero-Risk Hiring System: https://www.zeroriskhr.com/ Contact Wayne Herring Business Builder Camp - Male business owners who also want to be good dads and husbands: https://www.facebook.com/login/?next=https%3A%2F%2Fwww.facebook.com%2Fgroups%2Fbusinessbuildercamp Check out Roberge, M.The Sales Acceleration Formula: Using Data, Technology, and Inbound Selling to go from $0 to $100 Million: https://www.amazon.com/Mark-Roberge/e/B00NSKE4WY Inspect what you Expect: https://www.facebook.com/login/?next=https%3A%2F%2Fwww.facebook.com%2Fgroups%2Fbusinessbuildercamp%2Fpermalink%2F2025182797703193%2F Example of scheduling a brief screening call https://calendly.com/salesqualia/salesqualia-phone-screen/02-13-2018 Objective Assesment Blog on Non-Supportive Buy Cycle article: http://www.objectiveassessment.com.au/blog/2011/03/a-non-supportive-buy-cycle-%E2%80%93-how-it-undermines-the-success-of-your-salespeople-and-how-to-fix-it/  

When I was a fast moving young sales executive working for the national data center company QTS from 2009-2011, Shelagh was one of my favorite people because she knew how to quickly get things done within the company. She was respected by both her peers and the senior leadership within the company and was able to deliver answers quickly and accurately based on her relationships and experience watching 1000's of deals cross her plate. By the time our paths crossed she had already been with QTS for 5 years and will soon be celebrating her 14 year anniversary there. Our conversation covers a wide variety of topics; from our reactions to all the recent M&A activity taking place, to what she feels are the key characteristics of an elite sales executive and sales manager, to what her experience has been like specifically as a woman working within a predominately male industry. The insight and advice Shelagh provides throughout this episode is essential for anyone working in the data center industry. I was excited to even hear her share a story about what it was like managing me during our brief time together at QTS!