Podcasts about salesforce admin

What happens when sharing the parts of your career that feel hardest to talk about helps create a community where others finally feel understood?  In this episode of our Golden Hoodie Winners series, we speak with Katie Villanueva, a Salesforce Administrator, community leader, mental health advocate, and 2023 Salesforce Golden Hoodie recipient. Katie shares how speaking openly about living with bipolar disorder and her experiences as a Salesforce professional led her to create a virtual community where people could talk openly about mental health, mental illness, work, and the pressures that often follow us throughout our careers.  Her willingness to start those conversations brought people together across the Salesforce ecosystem and led to her receiving a Golden Hoodie on the Dreamforce Admin Keynote stage.  Creating The Community She Wanted To See  Katie discovered the Trailblazer Community after starting her Salesforce career during the pandemic. She wanted to contribute and speak at community events, but lacked confidence in delivering technical presentations. Instead, she began sharing her personal experiences of bipolar disorder, mental health, and how the Salesforce community had helped her become a better professional.  The response showed that many people were looking for a place to have similar conversations. Katie took that community to Salesforce and asked to create a virtual user group dedicated to mental health and mental illness. The group now brings people together each month to share resources, have meaningful conversations, and build relationships with others who understand the pressures of working in technology while managing the rest of their lives.  From Call Center Employee To Salesforce Administrator  Katie's route into Salesforce was far from straightforward. She originally studied farming before graduating in communications and mass communications during the Great Recession. After struggling to find work, she moved through roles in mortgage refinancing, energy data analysis, and eventually a call center where she first encountered Salesforce.  Her next employer had a very different Salesforce setup. The company had no dedicated administrator, and Katie quickly recognized opportunities to improve how the platform was being managed. She wasn't enjoying sales, so she asked if she could become the Salesforce Administrator instead. That decision changed the direction of her career.  Katie learned on Trailhead and applied those lessons directly in a live Salesforce environment. The experience gave her the confidence and practical skills to continue building her career.  Why You Never Stop Being An Admin  One of Katie's biggest career realizations came from understanding that becoming an architect, developer, or taking another role doesn't mean leaving your Salesforce Admin skills behind.  As she puts it, "Admin's where we begin, but it never ends."  Those core skills continue to influence how professionals solve problems, understand business processes, manage technology, and support users throughout their careers.  Katie also shares what she is learning from working on a Salesforce team after spending much of her career managing environments independently, including the value of mentorship and learning from people in roles she previously held without knowing their official job titles.  Speaking Up For Underrepresented Communities  Our conversation also turns to representation within the Salesforce ecosystem. Katie discusses her work supporting Latino and Hispanic professionals in the United States and her desire to help people build stronger professional connections.  She explains why creating opportunities for people to meet, share experiences, and see others like them progress in technology can have a lasting impact on confidence and career development.  For Katie, community leadership means creating spaces where other voices can be heard and helping people find connections that may open doors throughout their careers.  Admitting You Have AI Imposter Syndrome  Despite receiving a Golden Hoodie and becoming a recognized Salesforce community leader, Katie openly admits she experiences imposter syndrome when it comes to AI and Agentforce.  She shares the pressure that can come with external recognition, especially when people assume that wearing a Golden Hoodie means knowing everything about Salesforce.  Katie's message is reassuring for anyone struggling to keep up with the pace of AI development.  Everyone is at a different stage of their learning journey.  She explains why Salesforce professionals don't need to abandon the skills they already have and how she stays informed about Agentforce. At the same time, her employer hasn't adopted it. Still, professionals can prepare themselves by following community conversations, attending workshops, completing Trailhead learning, and experimenting with the tools available to them.  Learning AI Without Trying To Learn Everything  Katie shares her practical approach to learning AI, beginning with Prompt Builder and understanding how better prompts can improve the results people receive from AI systems.  We discuss how she uses ChatGPT to understand Salesforce Flows, solve problems, support her work, and even help with everyday tasks outside her career. She also explains why professionals should treat AI as a starting point rather than accepting every answer it provides.  The conversation turns to the growing importance of testing AI systems, understanding the role of human oversight, and preparing for AI adoption by strengthening existing Salesforce skills.  Katie's advice is simple and reassuring: stay informed, experiment where you can, and focus your learning on the areas that matter to your career and the problems you're trying to solve.  About Mums On Cloud Nine  Mums on Cloud Nine is your go-to destination for inspiring content that empowers women to build a life and career they love.  Each week, we share expert advice, personal stories, and practical tips across a range of topics, from health and mindset to money and career growth.  Check out our website at www.mumsoncloudnine.co.uk and subscribe for weekly tips to elevate your mindset.  About Supermums  Founded by Heather Black, a Salesforce Golden Hoodie winner, Supermums helps relaunchers and seasoned Salesforce professionals accelerate their careers in tech through expert training, career coaching and recruitment support.  Whether someone is returning to work, pivoting into a new role, or ready to step up in the Salesforce ecosystem, Supermums provides practical training, mentoring and access to job opportunities to help them build confidence, sharpen their skills and progress faster.  Alongside its career development programmes, Supermums partners with employers to connect them with talented Salesforce professionals who are ready to make an impact. Find out more here https://supermums.org/podcast-intro   About our Sponsor, Hubbl Technologies  Hubbl gives Salesforce teams the clarity they need to move faster. By connecting technical metadata with real business processes, Hubbl reveals what is happening inside your Salesforce org — from security and access risks to process gaps, tech debt, and AI readiness. The result: less guesswork, faster audits, better documentation, and smarter decisions for teams who want to build, scale, and innovate with confidence  Find out more about https://qrco.de/bgY7zw 

What does it take to become a Salesforce Golden Hoodie winner, and how can community involvement shape an entire career?  In this episode of our Golden Hoodie Winners series, I sit down with Christina Nava, Salesforce professional, Service Cloud expert, and Golden Hoodie recipient. Christina received her Golden Hoodie at Dreamforce after years of dedication to the Serviceblazer community, where she became known for helping others, sharing knowledge, and supporting fellow Salesforce professionals.   What makes Christina's story particularly inspiring is that her recognition wasn't built around a single achievement. Instead, it came from years of consistently showing up, contributing to the community, and helping others succeed.  Finding A Home in the Salesforce Ecosystem  Christina takes us back to her introduction to Salesforce in 2011 while working in technical support and software consulting.  What began as exposure to a CRM platform gradually developed into a career specializing in Service Cloud. Along the way, she discovered a passion for solving problems, supporting users, and building solutions that help organizations deliver better customer experiences.  She also reflects on the challenges of being a solo Salesforce Admin and why finding a supportive professional community became such an important part of her growth.  Why Community Matters More Than Ever  One of the strongest themes throughout our conversation is the value of community.  Christina shares how the Serviceblazer community became a place where she could ask questions, learn from others, and avoid feeling isolated in her role. Over time, she transitioned from someone seeking support to someone providing it.  Her experience highlights an important lesson for anyone building a career in technology. Success rarely happens in isolation. The relationships you build, the people you help, and the knowledge you share often become just as valuable as technical expertise.  Building Skills Through Curiosity And Practice   Like many Salesforce professionals who started before today's abundance of free learning resources, Christina had to find her own path.  She discusses the early days of learning Salesforce before Trailhead became widely available and explains how hands-on experience, curiosity, and persistence helped her develop her expertise.  We also talk about consulting life, being thrown into unfamiliar situations, learning quickly, and why practical experience often teaches lessons that no certification alone can provide.  Leadership, Mentorship, And Giving Back  As her career progressed, Christina discovered another passion, helping others develop their own careers. She shares how mentors and supportive women within the Salesforce ecosystem helped shape her journey and why those relationships became so valuable throughout her career.  Today, Christina serves as a co-leader of the Houston Women in Tech group, helping create opportunities for others while continuing the cycle of mentorship that helped her succeed.  AI, Service Cloud, And The Future Of Customer Experience   We also discuss the growing role of AI within Service Cloud and customer service operations.  Having recently participated in Salesforce demonstrations around new AI capabilities, Christina shares her perspective on where organizations are seeing opportunities and why strong foundations remain important before adopting emerging technologies.  It's an insightful discussion that balances innovation with practical implementation.  Advice For Anyone Starting Their Salesforce Journey  Throughout our conversation, Christina returns to a simple theme: keep learning, stay curious, and get involved.   Whether you're just beginning your Salesforce journey, considering a career transition, or looking for ways to expand your network, her story demonstrates how consistency, community involvement, and a willingness to help others can create opportunities you never expected.    Which part of Christina's journey resonated most with you, and how could getting more involved in your own community help shape your career? 

What if VR looked beyond traditional employment pathways? In this episode of Manager Minute, Carol Pankow sits down with Kristy Schenderlein, Vice President of Operations at the Blind Institute of Technology (BIT), to discuss how an RSA Disability Innovation Fund (DIF) demonstration grant is redefining career opportunities for people with disabilities. Learn how BIT combines accessible technical training, industry-recognized certifications, registered apprenticeships, and employer partnerships to prepare participants for careers in Salesforce, digital accessibility, AI, and project management. With participants earning family-sustaining wages and advancing into six-figure careers, this conversation challenges VR professionals to think differently about workforce development and the future of competitive integrated employment. Listen Here   Full Transcript: {Music} Kristy: Organizations are unfortunately trying to fit our community into a little box. What they think we can do, not what we know that we're capable of. You guys are really forging ahead with something that's never been done before. And so how do we get the VR groups, the VR counselors and teams to break out of what their traditional mold has been? Our participants earn an average of 75,000, and within three years of employment, the majority have been promoted and are making over six figures. Intro voice: Manager minute, brought to you by the Vocational Rehabilitation Technical Assistance Center. Conversations powered by VR. One manager at a time, one minute at a time. Here is your host, Carol Pankow. Carol: Welcome to the Manager Minute. Joining me in the studio today is Kristy Schenderlein, VP of operations at the Blind Institute of Technology. So Kristy, how are things going for you? Kristy: Very good. Ready for summer to start. Carol: Yes. It's starting here in a big way, let me tell you. We've got heat wave going on in Minnesota. So today we're going to talk about a Disability Innovation Fund project focused on expanding access to careers and technology for individuals with disabilities. And this is a space getting a lot of attention right now. But what does it actually look like to build something that works in practice? So let's dig in. So Kristy, let's start with your journey. How did you get connected to this work and to BIT? Kristy: Yeah, absolutely. So I myself am a member of the Blind and visually impaired community. I have Stargardt's disease, which is a juvenile form of macular degeneration. So I navigated through the education space as a visually impaired student, got my degree from University of Wyoming and Communications a long time ago. We don't want to talk about how long ago that was, but then I moved into a career as a litigation paralegal for about 15 years. And my husband and I opened our own hardware store, where, in addition to being a small business owner and doing whatever was needed of me that day, I also oversaw all of the operations there as well. And when we closed our store, I kind of was at a crossroads. I wasn't sure exactly what I wanted to do, except for the fact that I really wanted to look into the potential of working with employment in my community. Through my years, I had met with apprehension. Can I do the job? Shock? You know, some people would see, you know, especially when we were at the hardware store and I began using a cane in the middle of us owning the store. So, you know, people would walk in and I'd be standing there with my cane. And if I asked them, you know what I can help them with? Or if they'd see me, you know, talking to employees found out I was one of the owners. You know, I was just met with disbelief that I could actually be doing this job. You know, sometimes it was just blatant. No, you can't met with a I don't see how this can be done. So I'm not going to open my mind to even consider this. So I know that navigating those waters of employment for not only people within the blind and visually impaired community, but pan disability community as well, is difficult. And I know that it is not the lack of ability, it's the lack of opportunity. And so what could I do to help my community? And an acquaintance introduced me to Mike Hess, our executive director. Mike and I met. He told me about BIT, BIT's mission, his vision, and I jumped on board seven years ago. When I jumped on the ride, there was five of us, now there's almost over 50 of us, the majority of which identify with some form of disability, including in leadership. So we're really proud of that. It's been a wild ride for sure. Carol: I think it's really cool. I was looking a lot. I was looking you up. Of course, you know, I got to check out your story on LinkedIn and all the things as well. And then just perusing the BIT website and such. And I just think you have a really amazing cast of folks that are working there. Kristy: We do. Carol: And I really like what you're doing. Kristy: Thank you. Carol: And I could not believe, actually, since I found out about you, I had contacted like my folks back at State services for the Blind in Minnesota. I'm like, do you guys know about them? Like, because I sure didn't know about you when I was there. And I just think getting the word out more is super important. So I know you and I had spoken earlier and we were talking about your DEF grant application and that you guys actually had a model that you had built. And so you were basing this application on that. Can you talk a little bit about the different process and what problem you were trying to solve with your application for the project? Kristy: Yeah, absolutely. We know the numbers and how ugly they are that, you know, 70% of people with disabilities are either un or underemployed for the BVI community. It's even higher. It's at 80. I think those numbers have changed a little bit, but unfortunately that needle hasn't moved much in years. There's a lot of organizations out there that are saying that they're focusing on employment. But unfortunately, I mean, the numbers don't lie. You know, we're still where we're at. And what we found is no one is focusing on workforce development for higher level professional careers. And no one's really focusing, again on the professional or corporate America. Organizations are unfortunately, trying to fit our community into a little box, what they think we can do, not what we know that we're capable of. And so we really, truly believe that the answer to this, and I'm going to call it, you know, an epidemic, if you will, the unemployment of people with disabilities really has to do with workforce development and making sure that those people who, again, have the ability to do the job also have the opportunity. So we actually began offering Salesforce administration courses, gosh, back o late 2000 teens, we successfully put through eight blind or visually impaired professionals through a Salesforce Administration Certification prep course, and we choose Salesforce specifically because of the accessibility of their platform. And not that it is a B2C accessibility, but it's a B2B. So people within my community and those of us in the Blind and visually impaired community who are the hardest to serve because of the fact that we have to use assistive technology in order to do our jobs. It's allowing that community to get these certifications, get good, long lasting, sustainable careers. You know that they can actually be, you know, climbing up that corporate ladder, not being stuck down at the bottom. So we began our courses in 2020. We actually became the only training provider approved by Salesforce for people with disabilities globally. And that really came about because of our focus on two things. Number one, our courses being virtual, we are meeting. This was even before the pandemic, even before, you know, virtual courses were the thing. We were doing it virtually. We were meeting our community where they were at. We were also focused on employment. Our end goal at BIT is always employment. That's always where we keep our eye on employment. So, you know, we'd already started these courses. We began a Salesforce system integration service within BIT. We also began an accessibility consulting service and began using our students as at that time, interns, we met up with an intermediary, an apprenticeship intermediary called Safal Partners, who looked at our program and said, gosh, you guys already have an apprenticeship program. Kristy: What would be considered a wrap or a registered apprenticeship program through the Department of Labor? So they helped us get registered with the Department of Labor, and we became and still are the only organization, the only registered apprenticeships to include the Pan disability community to include the BVI community. And we're proud of that. And we're also saddened by that because we are the only ones that are doing it this way. The problem was we were only able to do it more of in a project based format, you know? So whenever we had projects, the apprentices worked well. Our apprenticeship program is a competency based program. There have been which now have been lifted, but requirements of 2000 hours really difficult to get those 2000 hours in a reasonable amount of time when it's just ebbs and flows of projects. So we really need to find a way to move into a more structured apprenticeship program. We added a, you know, the digital accessibility space a couple of years after we did the Salesforce admin apprenticeship and fortunately found the DIF grant to help us expand on what we already had running. Carol: So what did this when you get the DIF grant, what it allow you to do differently, moving from that more kind of pilot project kind of format into this structured model? Kristy: Mhm. Well, it allowed us to do essentially that. Number one is add structure. So as I mentioned, for our apprenticeship program, first we were able to add an apprenticeship program manager, which is huge for somebody to actually be able to focus all of their time on overseeing the program. We were able to move it into a more structured program. So we're not only looking now at project based. Our apprentices, you know, are working on regular schedules. Most are completing their apprenticeships between 1 and 2 years. They're able to not only work on those projects and gain competencies through projects, but also work on hypothetical situations we created for those competencies they need to accomplish without the projects we're working on professional development. So it was able to really add, again that structure to make it just a more robust program. In addition to that, we were able to expand on the academy courses that we were able to offer. So what we're learning with the Salesforce ecosystem is essentially the sweet spot is five certifications. It's not enough just to have that foundational cert. So with the DIF grant, we were able to say, okay, we want to get our team to that five certs. Any student that goes through our course, they have the option of getting to those five certifications. You earn two. Just in our foundational course alone. And then we added three higher level courses. In addition to that, we're also able to add a third track. So we have our Salesforce Administration track. We have our digital accessibility track, and now we're going to be able to add an Agile Scrum Master certification or project management track. So it pairs really nicely with the other two tracks in that, you know, all of these projects, they need scrum masters or project managers to run these projects. So now we're able to kind of create that full loop where we're able to have our admins working on their projects. Same with digital accessibility. And then we're able to add, again, these scrum masters and project managers to work on those same projects to build up and gain their experience. So able to expand the Academy. We were also able to add an academy director and an administrative assistant, you know. So again, providing more structure and guidance there. And then additionally, one of the things that we focused on, one of our goals with the grant was to be placed on 30 state eligible training provider lists. And what this allows us to do is really get a lot of that exposure that you were talking about before. Any person who wanted to participate in the program can go to these ETPLs, is what they're called. See if we're on in their state, get the information. You know, if they are workforce boards, VR counselors. Again, just the average Joe that wants to look into some opportunities for training also gives employers the opportunities to come in and see what we're doing, learn about us, you know, get that more exposure. And I think actually now we're on 35 ETPLs. Again, our friends at Safal Partners helped us within the first year achieve that KPI for our DIF grant. Carol: That is amazing. That is really great. I was gonna ask how many you were on and 35 sounds... Kristy: Mhm. And growing and growing. You know, we're we're we're not stopping. Right. We want to be on all of them. Carol: I'm like, you're going to conquer the world. So walk us  through how it works today. You know, you're talking about the academy. You've got the certification, the apprenticeships, kind of how does the whole flow? Somebody comes in, they're like, I want to do the thing. What happens? Kristy: Absolutely. We have a couple of different options to start. So what we decided to do was add two self-guided courses for our two current tracks, Digital Accessibility and Salesforce Admin. So they're intro courses, they're self-guided. And essentially it's just that giving you an introduction to what Salesforce is. A lot of people have no idea what Salesforce is, even though they're one of the largest tech companies in the world. They're in every industry, all the different fields, you know, they're this humongous organization, but a lot of people just don't know what it is. So it gives people the opportunity to get in there, see what Salesforce is. Is this an interest to me? Same with digital accessibility also gives them an understanding of if you're using assistive technology, what is your level of proficiency need to be? Can you be a beginner? And I'll tell you right now, the answer is no. You can't be a beginner if you're using. You know what? I use a screen reader. You know, you have to be a little more proficient than that. So you get through those courses and you decide, yeah, I really liked this. I completed the course. You sit for a technical assessment, you have to do a hands on assessment and then a technical interview. Kristy: And the reasoning for that is to really, number one, ensure that that person who is taking the course is committed, understands the content was doing it themselves, you know, making sure nobody was, you know, helping them out before they can move into the instructor led courses. So once they pass that you can move into the instructor led either, again, digital accessibility or Salesforce, when we add our agile scrum probably won't have an intro to start, but that'll be getting added the later part of this year. And that'll again be instructor led courses, but pretty much the same format. So once you get into the instructor led courses, digital accessibility I believe is 14 weeks. I think admin is now 17 weeks. Again, with admin, you earn two certifications, multiple hours a week in class and then also in lab. In addition to that, there is a lot of homework. There's a lot of work outside these courses. I never sugarcoat these courses. They are not easy. We're talking high level tech careers. So these are high level courses. There's a lot of work, there's a lot of commitment, but there's a lot of support. All of our classes are taught by a person with a disability. Our TAs are people with disabilities. We have focus on those people that need to use screen readers. You know, we have screen reader instructors. So we're really, you know, meeting every person with a disability, regardless of what that is, understanding what accommodations they may need, working with them on that so that they can feel comfortable and actually concentrate on the content and the subject matter and not, am I going to be able to do this course or not? So they get through the instructor led courses leads to sitting for the certification exams. And, and I want to point out to all of the courses that we offer in our academy all lead to industry recognized certifications. These aren't certifications. We make up and say, well, we'll see if it works for you. These are the same certifications that anyone would be sitting for if they were taking any of these Salesforce courses or the digital accessibility, the Agile Scrum Master, you're going to be sitting for the actual Scrum Master certification. So they sit for the exams, you know, hopefully pass it. We've got really good certification pass rates, so hopefully they'll pass it again. They're difficult, they're not easy, but we provide you with what you need in the courses to pass those certs. Carol: What does your pass rate look like. Kristy: So oh boy you just threw that threw that at me. What's the data I believe I think it varies based on the course. But for example, I know our past cohort for digital accessibility, ten out of 12 have sat for the course. And I think all of them have passed. So 100% there. I think most of our cert rates run as a collective whole, 75 to 95%. Carol: Okay. Kristy: Yeah, really good cert rates. And again, it's really because of the fact that these are intense courses, but we work with you. Carol: When you're wrapping service around all these people. Kristy: Exactly. Carol: Talk about the technical kind of support that the students can get. Kristy: You're exactly right. Yeah. You know, and again, a lot of group sessions, you have a lot of support. Carol: Yeah. Kristy: So yeah. So once you get past those certifications, you then become eligible to interview for an apprenticeship. Not everyone qualifies for an apprenticeship. It really depends how well you do in the class. You know, obviously you need to have your certification to get into their apprenticeship. So if you don't get your cert, there's an issue. What was your professionalism like? You know, our instructors provide our apprenticeship manager with notes and sometimes it's, hey, they just need a little more professional development. They need a little work on this. They need to work on that, which is stuff we can provide. One of the things that came with the different is we added in a professional employment coach. So she works with people, you know, maybe you have ADHD and you're looking for tools to help you get organized and to stay focused. And so we bring her in and have sessions together. Sometimes just professional development. There's a lot of people in our community that need a little bit of that. Unfortunately for some of us, when we get on these Zoom calls, we can't see the social cues. We can't tell if somebody is, you know, getting ready to speak or wrapping up what they're speaking, you know, so how do you handle all that? So we do all of that, you know, we provide all of that. But once the instructors say, yep, I think that they should interview for an apprenticeship program, they have to go through an interview with our apprenticeship program manager and another member of BIT. And then if we have openings, which we do, and we will continue to have them through the different, then they become a part of our apprenticeship. And again, those are all apprenticeships or they're competency based used to be 2000 hours. The Department of Labor has lifted that restriction. But we still feel that that 2000 hours is a good number for our participants to really get a good, strong understanding of what they will be doing in this role in mastering these competencies, Professional development. It gives you that 1 to 2 years experience that, you know, whenever you're looking for an entry level job, what do you see? You need 1 to 2 years' experience. Well, how do you get that if you're entry level? And so we're providing that opportunity to do so. Our apprenticeship program has additional trainings that are offered. You're working right alongside with our sales force professionals, our accessibility professionals who all have experience in the field. And again, I will point out to these are teams that are all disabilities working together. So completely deaf admins working with completely blind admins, just killing it, doing an excellent job. So really a lot of exposure in that apprenticeship program. One of the things the DIF grant also allowed us to do is incorporate employer partners. So if you have an apprenticeship with an employer partner still meeting with our apprenticeship program manager. You're still getting all of the support from BIT we're meeting with the project leads at those employers to make sure that we're supporting them in anything they need. So really, like I said, a well-rounded program. Once you complete those competencies, we do self-evaluations. I mean, we're, you know, where you stand in our apprenticeship and what you need to work on. And, you know, we're selling, obviously, the further you get into the apprenticeship program, the more projects you're handed, the more responsibility. So really just gaining your confidence in the field, and then you're ready to go into the world and work in an organization or a corporation out there. Carol: Are you seeing any impact with AI? You know, people talk about AI usage now, and, you know, the increase of that and how it's changing the landscape of corporate America. Are you seeing any impact from that? Kristy: So you've heard of that little thing called AI? Carol: Yeah. Kristy: The answer is an overwhelming yes. So one of the things that we've done in our courses is try to, we try to make them future proof. You know, we don't want to send our students or our apprentices out into the world behind the eight ball, you know, oh gosh, this is a saturated market. I don't have any of the skills. So one of those higher level Salesforce certifications I told you about is agent for specialist, which is Salesforce AI. And Salesforce has gone all in on agent force and their AI. So our apprentices have the opportunity to become certified in agent force. And then, you know, different projects we're working on. We're now talking to a lot of clients that are looking into how can I incorporate AI into my Salesforce environment? So, you know, giving them people then that opportunity to get those skills so that they can make an immediate impact. Additionally, in the Scrum Master or the project management track scrum Master has just added the AI Scrum Master certification course. So we will be actually including that in our course. So again, you'll come out of that track with if you're looking at Scrum Master, you're looking at two shirts, one of which is AI. We're also adding a higher level AI course, that's AI governance. Most of these companies are looking at this going, okay, we have AI, but when should we be using it? How should we be using it? What is ethical? What is not? What is going overboard with AI, you know? So we're actually going to provide a course. So again, our participants can come out able to make immediate impact on organizations. And the way to do that right now is AI. So we absolutely are incorporating AI. People with disabilities to, you know, again, we say at BIT Technology is the greatest equalizer. It truly is. And people with disabilities are actually leading the charge in AI. In fact, that agent for specialist course I mentioned, out of all of the workforce development orgs within Salesforce, we were the first one to offer that course. So disability community leading the way in AI. So it's exciting. Carol: I love it. Well, you're ahead of the curve, which is super good. And people come in with that. They'll definitely. I mean, you're creating a good niche there with your apprentices being able to do that. Kristy: That's our goal. Carol: That's awesome. So what are you seeing as a career pathways like what's proving to be the most impactful right now? Kristy: So you know, again, Salesforce is just huge. So of course that is, you know, continuing on and that is definitely making a big impact. Digital accessibility is a very hot topic right now. Gosh, a couple years ago, I can't remember what year it was actually implemented. But the Department of Justice has now mandated that title two of the Americans with Disabilities Act incorporate digital accessibility. And they actually laid out deadlines. They just pushed the first deadline. It was supposed to be April of 2026, that all municipalities with over 50,000 individuals had to be digitally accessible. Everything within your state needs to be accessible for people within our community to access. 2027 was supposed to be for those municipalities, less than 50,000. I imagine that'll get pushed back as well. But the bottom line is if your organization, your front facing organization is not accessible, you're going to encounter some issues. And so all of a sudden then all of these corporations and organizations and government and they're going, okay, what is this? What is digital accessibility and how do we get there? So we're really starting to see a lot of impact, a lot of clients coming to us asking, okay, what is digital accessibility? How can you help me? One of the members of Office of Accessibility for Salesforce is actually said that there's two experts in Salesforce accessibility, and one is Salesforce and one is bit. We work very closely with them on accessibility and their accessibility. I think really that impact digital accessibility. We're going to see it more and more and more. Unfortunately, a lot of lawsuits are being filed. And when I say unfortunately, it's that's what's being the precursor for companies to become digitally accessible. You know, I wish they would just because it's better for everyone. An accessible product is just a better product. It's more well thought out, it's more intentional. It's just better presented. I wish that it wasn't that they're being forced to because of litigation. I wish that it was just because that is again, the right thing to do. Plus, this disability community is large across the world. I think it's 1 in 5 now, and more and more people are aging. More and more people are being diagnosed with disabilities. Where before in tech, people were just considered eccentric. When I think a lot of them were actually, you know, on the autism spectrum or neurodiverse, so that, you know, a lot of invisible disabilities, mental health disabilities are now become not so taboo to hide and to talk about. So it's something that, you know, the world's just going to see more and more of, and the demand for making things more accessible to reach your customers, to reach that community is going to become more and more. So I really think that digital accessibility track is getting a lot of focus. Carol: That is very cool. I know employer engagement also is a big piece of all this, and how are you partnering with companies and what are they seeing as value from what you offer? Kristy: So apprenticeships is huge right now. Apprenticeships really provide employers the opportunity to get kind of a jump on the talent pipeline, both this current administration and the former administration, very pro apprenticeship. You know, they have apprenticeship mandates out. I believe it's a million apprentices is what they want to attain. And then there's proven statistics. I'll give you some data here, Carol, for companies that have an apprenticeship program, typically for every dollar that's invested in that apprentice, the company is seeing an ROI of $1.44. So immediately getting impact with having an apprentice, 94% of the apprentices stay where they're at when they become an apprentice within a company. So turnover is really expensive for companies, incredibly expensive. And so not only if you have an apprenticeship, you're looking at a 94% retention rate. But then to add to that, the people with disabilities community, our turnover rate is incredibly low because it has been difficult to find employment. If the person with a disability finds a place where they can be successful and thrive, they're not going anywhere. So you kind of get a double whammy on that. Apprentices typically come out earning 84,000 a year, and they're saying 49% of HR managers are saying that skill based is really kind of the new and compelling look at talent management. One of the things that, again, as I mentioned before, the DIF grant allowed us to do is start reaching out to employer partners, having them bring on apprenticeships, not necessarily being trained within BIT, but actually going into their organizations, working with their Salesforce teams, working with their digital accessibility teams and again, creating this talent pipeline I mentioned earlier, it's not the lack of ability, it's the lack of opportunity. Again, these apprenticeship programs are really providing people within our community the opportunity to go in there and prove themselves, to show these companies. You know, unfortunately for the people with disabilities community, that really is we call it that legal, nebulous bell that we have to ring is the reasonable accommodations. Most people don't understand them. If you get an apprenticeship in there, you're working alongside that apprentice to really determine, okay, how is this person going to be most successful and really getting over that fear of what the reasonable accommodation is. So our impact with employers has been fabulous. It's been phenomenal. A lot of interest, again, in bringing on these apprentices to work on their teams, give them again that opportunity to kind of dip their toe into that pool. I want to mention, too, that we really believe that the disabilities community is the greatest untapped talent in the planet. You have this whole group of resources that are so talented and nobody's touching and working with organizations like BIT. Working with these apprentices really gives you that opportunity to dip into that talent and have this just amazing pipeline, amazing resources to work with instead of going the typical talent route. And we have a tech talent shortage, we really do. So, you know, working with, again, like an apprenticeship program, working with our team really gives people the opportunity to get that jump on that talent. Carol: Well, and they get to work in that company. You know, you're in that company and the company culture. You're all part of it you've done these 2000 hours. You know, you've been there a year or more. Kristy: Exactly. Carol: And so they really get a good flavor of what you bring to the table. It's such a great way. I mean, you see that more and more kids are starting to realize like maybe the four year degree route isn't the way. Kristy: Mhm. Carol: We need to look at these other options for getting into employment and getting in more quickly, because everybody learns differently, and these jobs, I mean, when you're talking, people are coming on average $84,000. This is no joke. Kristy: No it's not. Again, it's a good way to get into, again, your feel to get your foot in the door. Give those companies the opportunity to really get that new and emerging talent, but not expecting them to just hop right in the job because, he said, we all learn differently. There's a lot of nuances to learn about different companies. You know, you're an admin at one company and you go to another. And again, you know, you've got that hill to climb of, you know, what are the nuances of that particular company. But here you built your own army, if you will. You built your own pool. Carol: Yeah. Kristy: One of our apprentices actually in a webinar we did recently, she had said, you know, one of the benefits to employers is you essentially get to mold these apprentices into what type of employees that you're looking for. And it's true, you're almost taking a blank slate and working with it for two years and building your team the way you want. And then like you said, you know, you're done with that 2000 hours. Why would you go anywhere else? You've already invested this time. Again, we've given you the statistics on the ROI in that dollar investment. You're already earning money off the apprentices, so why wouldn't you stick with them? Carol: 100%. Now, I know you had some success with the workforce boards and a few blind service agencies, but you've had less traction with VR. What's been the challenge there and what do you want, like the VR agencies to understand? Because I know we sure miss the whole boat and didn't even realize a thing about BIT and I've been telling everybody ever since I talked to you first, like, hey, you need to go look at this website and you need to talk to these people because I've just been like, wow, why is VR missing the boat on that? Kristy: Well, I think you're kind of hitting the nail on the head there, Carol, in that we are not your normal traditional organization out there. We know we are actually the only organization doing what we're doing. And we know that because not only have we looked, but Salesforce has looked. Our other partner, Ronstadt, has looked, you know, they've looked around for other organizations like us doing what we're doing, the manner in which we're doing it, and there aren't any out there. So I've been thinking about this since you and I spoke last time about, you know, really what is our problem with VR? What is the issue? And I really think it comes down to that fact that we are breaking the mold. Our friends at Safal Partner, you know, talk with us all the time about you guys are really forging ahead with something that's never been done before. And so how do we get the VR groups, the VR counselors and teams to break out of what their traditional mold has been and kind of think out of the box and look at our organization go, oh, wait, because unfortunately, the traditional is not working. I mean, the numbers say it, you know, those numbers haven't moved. And I think the VR counselors, they have to do certain things certain ways. And they have reports that they have to do and they need to meet different criteria. And, you know, our programs aren't short. You know, it's not like somebody can get in and out in a month and then they're employed. You know, we're really investing the time in training people to really be productive employees in a completely different way than ever been done before. So I think if we can get the VR groups to open up their minds to a different way of doing things and to recognize the fact that these traditional ways we've been doing things just really aren't moving the needle. And I think a lot of the, you know, VR counselors, again, they're they have cases they have to close, they have rates that they have to hit. They again, they have all this documentation they have to do. And so I think a lot of times they try to put a square peg in a round hole, and it just doesn't work for people with disabilities community. You have to understand where they're at, you know, Social Security disability, a lot of people are on it. It is not easy to get on. Our goal is to get everyone off of it, not to provide them with a supplement to their SSDI. We want everyone to become tax producers, not tax consumers. So when you get people who are capable, who are software engineers, who have these, you know, the great focuses on tech, this critical thinking mindset that can do so much more than just getting a job. Being able to think outside the box, look at other opportunities that might be out there and go for it. You know, we've been successful, we're showing that this is the way you do this with this group. So that's really the only answer I can come up with, Carol, is why we're not making more traction is just that traditional mindset of this is how we do things. And unfortunately, that traditional mindset is just not helping our community well. Carol: And hopefully we're able to get the word out now through the podcast and advertising that because it is like a no brainer to me. I mean, you're looking at your wants to get people into quality employment outcomes. And I used to always be about like family sustaining wages. And so you're talking about this investment and the people, even though it takes a longer amount of time. But if you've got folks coming out, you know, you've got a big track record, you've worked 2000 hours, you've done this apprenticeship, you've done all this coursework ahead. You have these certifications. You now are geared up for really good employment and long term employment. We're not talking, you know, you're in and out of the fast food place. You want to stay here. You're now engrained in a company. Like what a way to set folks up for success and not needing to come back to you, or to Social Security or any of those other supports. You've really got people launched in such a great way. Kristy: Right? And on that note, so our participants earn an average of, I think, 75,000. And within three years of employment, the majority have been promoted and are making over six figures. So as you said, their family sustaining wages with opportunities of growth. And that's really what our community needs in opportunities, is that the community does not want to be on Social Security disability. They don't they want to be able to put food on their table. You know, with employment comes a lot of dignity. It comes a lot of feeling of worth and being a productive member of society. The community wants that and they know they can do that. We're just lacking the opportunity. Again, lacking that open mindset. I know there's a lot of VR counselors that say, hey, I'm going to put you through college and I'm going to get you this bachelor's degree. And our unemployment rate is still the same, right? We need more than that. You know, you need more of an investment, not just the traditional. I am old enough to remember the days that my parents just said, oh, just get a degree, right. Doesn't matter what it's in. Just go get a degree, you'll get a job. That's not today. You know, today's the day of specialization. As we talked earlier, today is the day of certifications. You know, people want certs. They want experience. They want skills, they want proof. And they're looking at effective employees to, you know, how effective are you an employee? Are you going to be great? You've got this bachelor's degree, but can you be effective in this role? Hiring managers say they can train for those hard skills. You know, they can train somebody to, you know, code in a certain Manner or become an HR professional. You can train a lot of that, but you can't train the effectiveness. You can't train the critical thinking as much as you can when you're in the role. Our program helps to do that though. You know, it really helps people to develop those skills, to become those critical thinkers, those problem solvers that these hiring managers are looking for. Carol: It really is the full package. What you offer. I just I'm still stunned thinking about like that. We've all missed the boat for 20 years or plus you've been around. So it's not too late though for people to get on board. So looking ahead, what does success look like for your project and what should other people be paying attention to? Kristy: Mhm. Of course, the whole goal for this project is competitive integrated employment. And of course, again, that goes right along with our mission from the very beginning. It's employment. You know, that CIE number is again that family sustaining wages that you can have good strong careers in. So when we're looking at our future, the grant has provided us the opportunity to really build our programs again, provide a lot more structure. So of course, sustainability. Our goal is really to grow our own sales force system integration services, our own digital accessibility services. So that number one, we can be a huge employer of people with disabilities and really build these big sales force teams. The other thing is really finding the employers who are interested in investing in this community. You know, who again, are thinking outside that box of, you know what? I have a talent shortage and I need to find a pool that is really going to benefit my company, provide an ROI, you know, be here. So I'm not hiring somebody every six months. So really, again, you know, getting the word out, we want people, of course, to know about our program to look at our program. You know, we're focused on tech. Tech is not the only industry that could benefit with this type of program, not in any way, shape or form. So we really like people to look at our program and say, okay, you know, our focus is X, you know, maybe it's marketing, maybe it's finance, accounting, whatever it is. And really look at our program and say, I think this is the model that we need to follow. You know, it is a very collaborative organization. We are not going to get where we need to be in silos. We need the whole village to work together to provide these opportunities. Again, really trying to show that we really feel this is the path forward for many careers, for many high producing, effective, high compensation careers. We'd really like people to, again, look at our program, look what we're doing in the different, obviously different is a demonstrative grants. That's the whole thing we're doing here is demonstrating that we really feel that our model is the way to go. Really take a look at apprenticeships and apprenticeships for people with disabilities. I really feel apprenticeship just are tailor made to people with disabilities for them to really, again, get really comfortable to build their skills and show that, yeah, I've got the ability. Just give me that opportunity. I've got the ability. Carol: I can totally see why RSA selected you as a grant. Kristy: Oh thank you. We're pretty passionate here at BIT. Carol: You are and it's amazing. So folks wanted more information about BIT, what's the best way to find you or contact? Kristy: Absolutely. So of course the best way is our website. It's just easy. BlindInstituteOftechnology.org. You can also get it by blindIT.org. You'll find all the information there. Otherwise you know, reaching out. If you are interested in our Academy, Academy@blindIT.org, we have candidates@BlindIT.org or sales@blindIT.org. Any of those, if you can't remember any of them and you can only remember, oh, she said Sales@BlindIT.org, but I'm really not in sales still go to that email address. We're looking at over 50 of us. Our internal team, you know, is about 25 to 30. We're very tight knit, so it's going to get to us. So any of those email addresses work and you can find them all on our website. So again, BlindInstituteOfTechnology.org or BlindIT.org will get you there as well. Carol: So no wrong door in. Kristy: Nope, nope. We will get you to where you need to be. Just let us know what you're looking for, what you're interested in, and we will find the person for you. Carol: Well, that is awesome and I know I am going to sing your praises going forward. Like continue to like tell people about what is happening there. It's pretty amazing. I really appreciate your time. I wish you much success. Thanks for joining me. Kristy: Thank you so much, Carol. I appreciate the opportunity. {Music} Outro Voice: Conversations powered by VR, one manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening.

Today on the Salesforce Admins Podcast, we talk to Adam Stark, CRM Systems Administrator at Belmont University. Join us as we chat about how his experience as a musician with learning and pattern recognition has set him up for success as a Salesforce Admin. You should subscribe for the full episode, but here are a […] The post Why Pattern Recognition Matters for Salesforce Admins appeared first on Salesforce Admins.

In this episode, Frank Sohn sits down with Erik Pilgrim, Founder and CEO of RenderDraw, to explore how 3D visualization is transforming the complex world of CPQ (Configure, Price, Quote). Erik shares his journey from leading pre-sales and product teams in the SAP and Salesforce ecosystems to founding RenderDraw just as the world changed in early 2020. We dive deep into how RenderDraw acts as a powerful visualization and interaction layer for some of the world's largest manufacturers and high-tech companies. They discuss: The "Visual Gap" in CPQ: Why standard configurations often fall short for heavy industrial manufacturing and complex CAD-heavy assemblies. Platform Agnosticism: While heavily rooted in the Salesforce ecosystem (including integrations with Agentforce), Erik explains how the market is shifting toward a CPQ-agnostic approach, with RenderDraw now supporting ServiceNow (Logik.ai) and Conga. The Manufacturing Lifecycle: Moving beyond the quote to explore product discovery, digital twins, and spare parts reordering. The AI Revolution: An inside look at Journeys, RenderDraw's new standalone 3D + AI application designed for both humans and AI agents. Implementation Realities: Why a "one-day setup" is a myth for enterprises, and how to build a visual solution that a standard Salesforce Admin can maintain. Whether you are a Mid-Market leader or an Enterprise architect in industrial manufacturing or data centers, this episode provides a roadmap for leveraging spatial reasoning to close deals faster and improve the post-purchase experience.

With agentic AI reshaping what it means to work in Salesforce, Mike Gerholdt makes a compelling case for why the role of a Salesforce Admin isn't shrinking, but shifting. The value was never really in the buttons Salesforce admins click, but in the judgments they make.Jack chats to Mike about everything from the principle of least privilege in an agentic world, to whether generalist or specialist skills will win out as the platform keeps expanding. Mike also shares why the admin who hoards their knowledge, whether that's contacts in a Rolodex or config know-how in their head, is ultimately doing their organisation and themselves a disservice. Plus, with TDX just around the corner at the time of recording, Mike gives a preview of what makes that event different from every other Salesforce gathering on the calendar.00:01 Intro & Meet Mike Gerholdt01:32 Why Admins Shouldn't Fear the AI Revolution04:14 Decisioning is Cheap, Judgment is Expensive06:35 What a Salesforce Org Actually Is07:28 The Mundane Stuff vs. The Valuable Stuff10:27 Why Admins Have an Emotional Response to AI11:19 Identity, Expertise & the Evolving Admin Role13:44 Security, Permissions & Principle of Least Privilege17:14 Trust, Vibe Coding & the AI Learning Curve19:51 Why Tools Like Gearset Still Matter21:03 AI Won't Replace Admins — Here's Why23:43 How Engineers Are Actually Using AI Day-to-Day26:48 Security Guardrails in an Agentic World31:02 User Experience as a Specialisation32:47 Generalist vs. Specialist: Where Should You Focus?38:26 You're Not Learning to Drive Until After You Pass Your Test40:59 What to Look Forward to at TDX44:22 Final Bits of Wisdom

Send a textRecruiters spend 5 seconds on your resume. Is yours failing? If you're using AI to "write" your Salesforce story, you're blending in when you need to stand out. In this episode, Josh Matthews performs a live career intervention, moving past the fluff to reveal the "Identity Crisis" killing your chances in 2026.Whether you are a Salesforce Admin, Consultant, or Architect, this episode of The Hiring Edge is a step-by-step tutorial on turning a generic profile into a high-authority asset. Josh is joined by Gabie Caballero and Scott Stafford to diagnose why "straddling the line" between solopreneur and job-seeker is your biggest liability.Key Takeaways for Your Salesforce Career:The AI "Dead Giveaways": Why AI-assisted formatting makes you look like a "dilettante" to hiring managers paying $150k+.The Resume "Blink Test": Tactical fixes for your layout, including the "No-No's" of bolding and why you must center your header.Identity & Focus: Josh's "Ding-a-Ling" wake-up call on perfectionism - why procrastination and perfectionism is fear fueled.The "One Thing" Strategy: Why you must pick one lane (Solopreneur vs. Full-time) to win, and how to handle "conflict of interest" on your LinkedIn.Numbers Over Fluff: How to replace generic bullets with success stories, project values ($10k–$500k), and verifiable statistics.LinkedIn Sync: How to align your profile with your resume to pass "backdoor reference" checks.Stop Procrastinating. Pick a Lane. Get Hired.Follow Along Digitally: Josh performs a live edit of Gabie's resume. To see the exact formatting changes, LinkedIn audit, and a very cute puppy, watch the full program on LinkedIn or https://joshforce.com/YouTube.

Today on the Salesforce Admins Podcast, we talk to Cheryl Feldman, Senior Director of Product Management at Salesforce. Join us as we chat about how Agentforce will make Setup smarter, faster, and way more helpful. You should subscribe for the full episode, but here are a few takeaways from our conversation with Cheryl Feldman. Setup […] The post Setup with Agentforce Makes Salesforce Admin Tasks Easier appeared first on Salesforce Admins.

Today on the Salesforce Admins Podcast, we talk to David Simpson, Salesforce Administrator at the 1916 Company. Join us as we chat about how he got into the ecosystem and what skills transfer well into a Salesforce Admin career. You should subscribe for the full episode, but here are a few takeaways from our conversation […] The post What Skills Transfer Well Into a Salesforce Admin Career? appeared first on Salesforce Admins.

Today on the Salesforce Admins Podcast, we talk to David Simpson, Salesforce Administrator at the 1916 Company. Join us as we chat about how he landed his first Salesforce Admin role and what advice he has for folks who are new to the ecosystem. You should subscribe for the full episode, but here are a […] The post How Do I Transition Into a Salesforce Admin Career? appeared first on Salesforce Admins.

Today on the Salesforce Admins Podcast, we talk to Nicole Pomponio, Director of Delivery Management and Operations at SaltClick. Join us as we chat about how admins can unlock the full potential of Slack in Salesforce. You should subscribe for the full episode, but here are a few takeaways from our conversation with Nicole Pomponio. […] The post Slack Is Redefining the Salesforce Admin Role appeared first on Salesforce Admins.

Today on the Salesforce Admins Podcast, we talk to David Simpson, Salesforce Admin at the 1916 Company. Join us as we chat about his process for troubleshooting Flow errors and his unexpected path into the Salesforce ecosystem. You should subscribe for the full episode, but here are a few takeaways from our conversation with David […] The post Navigating Flow Errors as a New Salesforce Admin appeared first on Salesforce Admins.

Today on the Salesforce Admins Podcast, we talk to Michael Rose, Senior Director of SMB Solution Engineering at Salesforce. Join us as we chat about the ever-evolving role of the Salesforce Admin and why now's the time to start exploring what AI can do for your org. You should subscribe for the full episode, but […] The post Why Small Businesses Benefit From Agentforce Right Now appeared first on Salesforce Admins.

Today on the Salesforce Admins Podcast, we talk to Dorian Earl, Salesforce Admin and Founder of Development Consulting Partners, LLC. Join us as we chat about the 5 steps admins can take today to lead the charge in the Agentforce era. You should subscribe for the full episode, but here are a few takeaways from […] The post Level Up: The Admin's Action Plan for Thriving in the Agentforce Era appeared first on Salesforce Admins.

Today I'm joined by someone that I met over 3 years ago. We connected on LinkedIn and ended up grabbing coffee a few different times. He & I talked a lot about life and business and realized we knew a lot of the same people. St. Louis is a small town at the core where everyone knows everyone. One of the times we met, he had been telling me about a new idea for a business venture that he and his business partner had. It ended up coming to life about a year and a half ago, so it's pretty cool to see this come full circle. My guest today is Clint Overton. He is a Founder & Managing Partner at Boardroom Bullpen & Co-Founder/Partner/COO at Mercury CRM Solutions.Clint's Bio:Professional Services Firm Founder. Executive Operator. Mentor. Salesforce Strategist.Clint Overton is a Trusted Advisor to Startups, Small and Mid Market Businesses offering a Unique Professional Services Platform that delivers the right resources at the right time and the right price. After a long and successful career as an executive professional with 20+ years of Executive Operations Leadership experience specializing in business transformation and delivering operational excellence in companies spanning INC 5000 to Fortune 100, Clint decided to bring his years of experience to help Founders and CEOs achieve their Vision and Goals.

Today on the Salesforce Admins Podcast, we talk to Megan Tuano, Sr. Business Analyst at Accenture Federal Services and an amazing YouTube content creator. Join us as we chat about how she uses AI in her consulting and Salesforce Admin work, and how she's built a career in tech without a traditional tech background. You […] The post What Role Does AI Play in Consulting and Salesforce Admin Work? appeared first on Salesforce Admins.

Our host, Jeff Ignacio sits down with Tori Moss, Head of Revenue Operations at Pigment, who shares her journey from Salesforce admin to RevOps leader, reflecting on lessons learned during hypergrowth at Greenhouse. She dives into the evolution of RevOps, the challenges of scaling teams, the role of AI in business planning, and the importance of strategic leadership. Tune in for insights on building a high-impact RevOps function and navigating rapid growth in today's dynamic business landscape.

Today on the Salesforce Admins Podcast, we talk to Dorian Earl, Salesforce Admin and Founder of Development Consulting Partners, LLC. Join us as we chat about the five steps you can take to prepare for Agentforce and AI. You should subscribe for the full episode, but here are a few takeaways from our conversation with […] The post 5 Steps for Admins to Get Agentforce Ready appeared first on Salesforce Admins.

Today on the Salesforce Admins Podcast, guest host Josh Birk talks to Katie Villanueva, Golden Hoodie winner and Salesforce Administrator at 10K Advisors. Join us as we chat about her work with mental health advocacy and mindfulness principles that you can apply to your work as a Salesforce Admin. You should subscribe for the full […] The post How Can Salesforce Admins Overcome Imposter Syndrome and Stress? appeared first on Salesforce Admins.

Today on the Salesforce Admins Podcast, we talk to Jason Atwood, CEO and Co-Founder of Arkus. Join us as we chat about how to land your first Salesforce Admin role, from where to find good opportunities to how to prep for the job interview and more. You should subscribe for the full episode, but here […] The post What Are the Key Skills for a Successful Salesforce Admin Interview? appeared first on Salesforce Admins.

If you had a tough time getting your Salesforce Admin certificate, today's episode featuring two admindevelopers ... erm .... adevelopers ... ok ok, adminevelopers might leave you scratching your head a bit. Bradley and Anita get the low down from Jennifer Olson and Hillary Fenton on why they decided to become Salesforce Developers on top of being Salesforce Administrators. Links and Resources: Jodi's Audio Series: https://sfadminsuccess.com/listenup Jodi's Book: https://sfadminsuccess.com Warren's Free Salesforce Developer 101 Course: cloudcodeacademy.com/Everyone TalentStacker.com/start TalentStacker.com/cap TalentStacker LinkedIn Page Salesforce For Everyone Facebook Group

Today on the Salesforce Admins Podcast, we sit down for an Admin Evangelist roundtable discussion with Josh Birk, Jennifer Lee, and yours truly. Join us as we chat about how AI can help you be a better Salesforce Admin and what you can do to improve your prompts. You should subscribe for the full episode, […] The post What Are The Key Benefits of AI for Salesforce Admins? appeared first on Salesforce Admins.

Today on the Salesforce Admins Podcast, we talk to Joe Sterne, a Solutions Architect and Salesforce contractor. Join us as we chat about his tips for job interviews, what to look for in a job description, and how you can use AI to help you prep. You should subscribe for the full episode, but here […] The post What Should You Look for in a Salesforce Admin Job Description? appeared first on Salesforce Admins.

Today on the Salesforce Admins Podcast, we talk to Jason Atwood, CEO and Co-Founder of Arkus. Join us as we chat about landing your first Salesforce Admin role, from finding good opportunities to nailing the interview and more. You should subscribe for the full episode, but here are a few takeaways from our conversation with […] The post How to Prepare for a Salesforce Job Interview appeared first on Salesforce Admins.

During the JerryRigged podcast, Jerry and his guest, Stephen Pricer discuss various topics related to business analytics, technology, marketing, and Salesforce Administrators. They engage in a lively conversation, sharing their experiences and insight around marketing automation, Salesforce Pardot, Salesforce Account Engagement, and Salesforce Sales Cloud. They talk about their journey into Salesforce and how they got started in the ecosystem. They also discuss the pros and cons of different ... --- Send in a voice message: https://podcasters.spotify.com/pod/show/jerry-rigged/message

Today on the Salesforce Admins Podcast, we talk to Marissa Scalercio, VP of Sales Operations at Carnegie Learning. Join us as we chat about Prompt Builder, why it will be a game changer, and how her Salesforce Admin skills help her be a better sales leader. You should subscribe for the full episode, but here […] The post Get to Know Prompt Builder with Marissa Scalercio appeared first on Salesforce Admins.

Luke is a global Customer Success leader and current VP Customer Success at Gearset. Luke started his career as a Salesforce Admin and has become obsessed with providing amazing experiences for customers through education, strategy, and technology. He has held roles with major SaaS companies and has played a pivotal role in scaling start-up businesses and guiding strategy post-acquisition.In this episode Jack and Luke discuss what customer success teams need to be successful, and in turn make customers successful. This episode is a deep dive and a great resource for understanding why companies bring in technology to support their operations, and wonderful insight for Salesforce professionals into how their work on the platform impacts business success. Luke also chats about the importance of education within teams, especially how iterative on-the-job learning enables success. He identifies what leaders can do to get the most of their teams to encourage learning and self development. Luke shares real-life examples of Salesforce teams that he's worked with and the compounding benefit education, being consciously curious, and how showing vulnerability as a leader has had on their businesses. Useful links based on key themes from this episode:Match performance to business goalsHow to improve performance with collaborationWorking with partners to increase customer successDoes my team do enough training?Connect with LukeLinkedInConnect with JackX/TwitterLinkedInPodcast produced and sponsored by Gearset, the complete Salesforce DevOps platform. Try Gearset free for 30 days. 

Today on the Salesforce Admins Podcast, we talk to Jenny McNamara, Salesforce Admin at CINC. Join us as we chat about how she became obsessed with Flow Builder, the importance of Salesforce basics, and why you need to get yourself to a Salesforce live event. You should subscribe for the full episode, but here are […] The post Jenny McNamara on Growing Your Career from TDX appeared first on Salesforce Admins.

Raheel Alam, Senior Salesforce Administrator at Showpad, joins Rachael to share his skills and insights on what it takes to be a rockstar Salesforce Admin and an OpsStar of the Year.

Introduction: Welcome to Five & Thrive: a weekly podcast highlighting the Southeast's most interesting news, entrepreneurs, and information of the week, all under 5 minutes.  My name is Jon Birdsong and I'm with Atlanta Ventures. Companies Worth Applying To: We have two companies worth applying to right now that are worth taking a serious look.  First is ViewFi, the telemedicine company out of Atlanta led by CEO, Michael Williamson. ViewFi connects you with the world's top medical experts to get your pain or injury diagnosed, without the wait. They are hiring for a Sports Medicine Physician. The process for ViewFi helps you connect, diagnose, plan, and recover all through a simple application alongside a trusted and premier medical professional.  Next up, this past week, A.T. Gimbel and team hosted another fantastic Atlanta Healthcare Meetup with Ryan Jones, the CEO of Florence Healthcare. Florence frees clinical trials from bottlenecks, so they can accelerate and scale. Sites are drowning under the demands of today's clinical research trials, slowing clinical trials, increasing costs, and delaying cures. Florence's Site Enablement Platform helps sites streamline operations, enable remote monitoring, and integrate study workflows. They are hiring for several roles including a Senior Sales Executive, Salesforce Admin, and several others. We put the link in the show notes and if you didn't watch the live interview with Ryan, I highly recommend listening to our events page. Podcast of the Week: I have not listened to the entire episode because it is 3 and half hours in length and my bike ride is a crisp 30 minutes, but I'm well into it and it comes highly recommended from a trusted source. This podcast comes from the show Acquired and it is the full history of LVMH, and how Bernard Arnault turned a $15m investment in a bankrupt French textile company into the world's largest individual fortune. This story is equal parts Berkshire Hathaway, Barbarians at the Gate, Steve Jobs / Ted Turner etc and worth any entrepreneur's time. We put the link in the show notes. Quiet Giant: One of the Top 10 Most Innovative companies that piqued my interest last week from the TAG Summit was DataSeers. They have over 80 employees.  This is an enterprise solution for fintech and banking operations that helps with onboarding, ACH processing, anti-fraud, compliance, reconciliation, and Analytics. FinanSeer® converts raw transaction data to meaningful information that financial institutions can use to optimize their processes and protect their customers. It cleans data and automates workflows to increase operational efficiency across several aspects of the business. . Feature Release of the Week: Major major release and put I “release” in air quotes as this is a release of physical space, but Intown Golf Club in Charlotte opened their doors this week to the initial Founding 100 members and it was a spectacular event. If you are in Charlotte and love to play golf, socialize, and like good food and spirits, Intown Golf Club is the place for you. The outdoor patio, putting green, and firepit is just the beginning before you head indoors to 8 simulators, private dining, a massive bar and much more. Shout out to the team on creating another special location.   Raise a Glass: You know was I putting together this week's Five and Thrive and was a little surprised there had not been a funding announcement this week of any sort, and then all of sudden, right before I hit send on this bad boy, I see an update that Jason Rubbotom's Clovery just raised a very impressive $19M let by GroTech Ventures. Cloverly built the first API in the world for carbon credits and the company has grown to become the leading digital infrastructure powering the voluntary carbon market. Their software is helping any company scale their impact by providing the infrastructure to supply or buy carbon credits with the click of a few buttons.   Congratulations to Cloverly and team on the next phase of growt!  Annnnnd that's five minutes! Companies Worth Applying To: ViewFi, Florence Healthcare  Podcast of the Week: Acquired: LVMH Feature Release of the Week: Intown Golf Club Raise a Glass: Cloverly  

Today on the Salesforce Admins Podcast, we talk to Elizabeth Bochanski, a newly-certified Salesforce Admin and MidAtlantic Dreamin' Volunteer Committee Member. Join us as we chat about prepping for your first Salesforce certification and why in-person networking is so important. You should subscribe for the full episode, but here are a few takeaways from our […] The post Elizabeth Bochanski on Starting Learning on Trailhead appeared first on Salesforce Admins.

So, you want to become a Salesforce Administrator. But…what do Admins do, exactly? Before you commit to any given role, it's a good idea to do some extra research on what you're getting yourself into.   This week, returning guest Dennison Adad is back to star in our first Day in the Life episode. Stick around to hear about his past experiences as a Salesforce Admin, including the lessons he learned, the highs and lows (though they're mostly highs), and of course, money.   Handy Timestamps:   4:20: How Dennison got into the Salesforce Administrator role. 8:20: What does an Admin even do at their company? 10:10: Dennison and Brad discuss what starting at their first jobs was like. 14:40: Here are some of the things you can do when feeling overwhelmed in Salesforce. 16:30: Dennison shares what he enjoyed most as an Admin. 18:10: The group lists off some rookie mistakes they've made in the past. 24:20: We talk about more of the highlights of being a Salesforce professional. 35:30: How have Dennison's goals changed over his career, and what are his plans now? 40:50: For those going down the Admin path, these words of advice can help you make the most of your experiences.   Links and Resources: TalentStacker.com/voicemail TalentStacker.com/start TalentStacker LinkedIn Page Salesforce For Everyone Facebook Group

We are joined by Peter Ganza and Brian Shea and discuss prepping for Dreamforce, Salesforce investor influence, Matthew McConaughey, future layoff expectations,  TrailblazerDX sessions. ISV vs SI. + Where to learn to become a Salesforce Admin or BA. 

Jack and Jodi talk about the ever evolving role of the Salesforce Admin. Tune in to hear about how an Admin can rock their role, question everything, deliver value, and pick the path that's right for you.Jodi is author of "Rock Your Role as a Salesforce Admin", a long-standing community member, and is a Senior Director for Salesforce Center of Excellence in her organization.Jodi HrbekTwitter: @jodihrbek LinkedIn: https://www.linkedin.com/in/jodihrbek/Web: sfadminbook.comConnect with JackLinkedInX/TwitterPodcast produced and sponsored by Gearset, the complete Salesforce DevOps platform. Try Gearset free for 30 days.

Want to earn a tech salary without coding? Then this episode with Bradley Rice is for you! In this episode, we talk about how you can start your career in tech through Salesforce Certifications. As most of you know, Hannah got her start in tech through the Salesforce Admin certification, and Bradley helps people get those certifications and launch their careers in Salesforce. We also talked about how to start networking the right way and grow your network on Linkedin. This episode is value-packed with actionable advice, so tune in!   --- Bradley Rice is the leading expert on salesforce Careers & the modern job market. - He positioned himself to be financially independent at 31 years old after growing up as a cattle farmer. - As a Salesforce professional he made $35k at 22 and by 27 was making $225k working 20 hours per week. - Bradley was not ready to call his professional life complete, he wanted to show others the path he had discovered. - He then started a company called TalentStacker to help anyone and everyone understand how to start a Salesforce career with no tech background, no degree, and no coding. To keep up with everything Degree Free check out our website: https://degreefree.co Get the guide on how to: Teach Yourself. Get Work. Make Money. No Degree Needed.: https://degreefree.co/workbook Sign up for our free weekly newsletter and get exclusive tips and tricks to make great money without a college degree! https://degreefree.co/signup Like, subscribe, write us a review, and if you have a question or want some advice email us at contact@degreefree.co

Today on the Salesforce Admins Podcast, we talk to Kat Aquino, the Salesforce Admin for LA28, otherwise known as the organizing committee for the Los Angeles 2028 Olympic & Paralympic Games. Join us as we talk about how she's setting up LA28's Salesforce infrastructure to help power a massive, international event and what she's learned […] The post Supporting the LA28 Games with Salesforce with Kat Aquino appeared first on Salesforce Admins.

The past few years have been rough for everyone. After a global pandemic and everything else that followed, topics such as financial security and career stability have gone through quite the whirlwind. Luckily for you, if you're looking to start a career in Salesforce or have already done so, there's a good chance you'll be able to get through whatever economic flops come your way.   For the final episode of Season 2, we're joined by Jodi Hrbek, author of Rock your Role as a Salesforce Admin. With over 20 years in the Salesforce space, Jodi breaks down the history of Salesforce and how it's been able to weather so many storms over time. This is not an episode you want to miss!   Handy Timestamps:   2:50: What did Jodi's career look like before, and how did that transform into Salesforce? 9:30: Jodi shares how Salesforce has evolved over the past 20 years. 17:15: What happened during the housing market crash? Brad and Jodi explain what makes Salesforce so powerful and why it's such a stable career choice. 33:50: The diversity of Salesforce means there's something for everybody! No matter your interests or skill set, you'll find a career that lights you up. 40:20: Brad and Jodi share why the high demand for Salesforce talent can give you the upper hand.   Links and Resources: TalentStacker.com/voicemail TalentStacker.com/start TalentStacker LinkedIn Page Salesforce For Everyone Facebook Group Rock your Role as a Salesforce Admin  

In today's podcast episode I am joined by Ghada Fourane, Director at Slalom. Ghada is brilliant at advising her clients on how to develop their CRM roadmap, and she will be sharing her expertise on the podcast today.  We also discuss how Ghada began her journey in the consulting world, and how she advanced in her career to get to where she is today.   Here are the highlights: (01:03) Introducing Ghada (03:07) What is a roadmap? (07:33) Timelines (15:09) Have a clear vision! (20:39) You are not in it alone (37:38) Overwhelm     Find out more about how Supermums empowers women around the globe with training and recruitment services. Join us to train, volunteer, sponsor or hire our amazing women in tech. Visit https://supermums.org/    Find out about our free short courses here to start or progress your career in tech https://supermums.org/accelerate-your-salesforce-career/    Download our positive affirmation screensavers here to remind yourself how to be a Mum on CloudNine https://supermums.org/screensavers/    Supermums helps women to boost their Salesforce career from starting out to progressing up their career ladder. Sign up to their weekly newsletter to benefit from weekly tips, events and insight https://supermums.org/insights/newsletter/  

  In this four part series, we will be talking about the Skills and Awesome Admin that you can really put into place to make sure you perform effectively as a Salesforce administrator.   In today's episode we are diving into the world of security management and thinking about what that entails.   I am delighted to be joined by Hetty Boardman-Weston, who is head of Marketing and Sales Operations and, and Salesforce admin at Prova. She will be guiding us through how she keeps their systems safe and secure.        Highlights from this episode:     (03:17) Demystifying it all  (06:12) Vetting 3rd party applications  (08:40) GDPR  (11:10) Logging In  (14:42) Permissions  (26:01) Suppression List        Find out more about how Supermums empowers women around the globe with training and recruitment services. Join us to train, volunteer, sponsor or hire our amazing women in tech. Visit https://supermums.org/      Find out about our free short courses here to start or progress your career in tech https://supermums.org/accelerate-your-salesforce-career/      Download our positive affirmation screensavers here to remind yourself how to be a Mum on CloudNine https://supermums.org/screensavers/      Supermums helps women to boost their Salesforce career from starting out to progressing up their career ladder. Sign up to their weekly newsletter to benefit from weekly tips, events and insight https://supermums.org/insights/newsletter/       

In this new four part series, we will be talking about the Skills and Awesome Admin that you can really put into place to make sure you perform effectively as a Salesforce administrator. In this week's episode I am talking about data management and making sure that you've got a fantastic CRM system in place with good data.  At the end of the day if the data isn't good, nobody will trust it and nobody will use it.   People have to have faith in the system for it to work effectively.   So, I have an interesting chat today with Justin Barss and colleagues from Apsona and we discuss data literacy and how it can really inform and shape your business in terms of the decision making and in terms of its engagement with customers.    Crucial for CRM! *this was a 4 way Zoom conversation and as such there are occasional slight drops in sound quality due to bandwidth issues. Highlights from this episode:    (01:36) Trusted data (04:36) Justin introduction (08:40) Benefits for admins (10:36) Reducing time (16:58) Excel comparisons (22:46) Opportunities available    Find out more about how Supermums empowers women around the globe with training and recruitment services. Join us to train, volunteer, sponsor or hire our amazing women in tech. Visit https://supermums.org/    Find out about our free short courses here to start or progress your career in tech https://supermums.org/accelerate-your-salesforce-career/    Download our positive affirmation screensavers here to remind yourself how to be a Mum on CloudNine https://supermums.org/screensavers/    Supermums helps women to boost their Salesforce career from starting out to progressing up their career ladder. Sign up to their weekly newsletter to benefit from weekly tips, events and insight https://supermums.org/insights/newsletter/     This Podcast Proudly Produced by The Podcast Boutique https://www.thepodcastboutique.com/

 In this new four part series, we will be talking about the Skills and Awesome Admin that you can really put into place to make sure you perform effectively as a Salesforce administrator.   Today we're talking about how to manage a Salesforce system and everything that entails.    I am delighted to be joined by Jack McCurdy, who is a DevOps advocate from Gearset, and he will be talking and offering sage advice about how DevOps can support Salesforce professionals in managing changes every day.          Highlights from this episode:  (01:57) The 40 Tasks (08:32) Part of a wider network  (11:45) Solid Communication is key  (18:36) Gearset (20:47) The Blog       Find out more about how Supermums empowers women around the globe with training and recruitment services. Join us to train, volunteer, sponsor or hire our amazing women in tech. Visit https://supermums.org/    Find out about our free short courses here to start or progress your career in tech https://supermums.org/accelerate-your-salesforce-career/    Download our positive affirmation screensavers here to remind yourself how to be a Mum on CloudNine https://supermums.org/screensavers/    Supermums helps women to boost their Salesforce career from starting out to progressing up their career ladder. Sign up to their weekly newsletter to benefit from weekly tips, events and insight https://supermums.org/insights/newsletter/     This Podcast Proudly Produced by The Podcast Boutique https://www.thepodcastboutique.com/

What is it like working with Marketing Cloud?   In today's episode  I will be discussing everything Marketing Cloud.  (Check out the previous episode as well!)  Marketing Cloud opens up a range of new career opportunities, and can advance your position as a Salesforce professional.  For this show, I'm delighted to be joined by Danielle Lathy, Principal Salesforce consultant of insurance at Silverline. She's also a Salesforce MVP, Salesforce marketing Cloud champion and community leader   https://www.linkedin.com/in/daniellelaffey/   Highlights from this episode: (01:00) Danielle's Journey (05:23) Insurance considerations (11:20) Educated, Enabled and Rewarded (06:56) Communication is key   Find out more about how Supermums empowers women around the globe with training and recruitment services. Join us to train, volunteer, sponsor or hire our amazing women in tech. Visit www.supermums.org Find out about our free short courses here to start or progress your career in tech https://supermums.org/accelerate-your-salesforce-career/ Download our positive affirmation screensavers here to remind yourself how to be a Mum on Cloud Nine https://supermums.org/screensavers/ Supermums helps women to boost their Salesforce career from starting out to progressing up their career ladder. Sign up to their weekly newsletter to benefit from weekly tips, events and insight https://supermums.org/insights/newsletter/     Proudly Produced By The Podcast Boutique https://www.thepodcastboutique.com/

Raheel Alam, Senior Salesforce Administrator at Showpad, joins Rachael to share the skills and insights on what it takes to be a rockstar Salesforce Admin and an OpsStar of the Year.

Career Boost - From Salesforce Admin to Salesforce Consultant - Part 3    In this week's podcast, We are going to talking about Change Management -  Some people embrace change and others fear it. We talk today about how we can manage that to get the best results.  Why is it important? What the value is to the company that you are engaging and working with and what does it entail?   This will be a six part series during which we are going to look at at how to empower Salesforce users with coaching skills as well as how to manage Salesforce changes with DevOps. We are going to look at how you can pitch yourself as a Salesforce consultant for any job role you might be going for. And more!  If you enjoyed this episode please follow, share and leave a review to help others find us.    Highlights from this episode:  (03:48)   It's a people game  (05:12)  Considering the culture  (12:46) Which approach to take is key  (19:27)  The importance of communication skills  (23:37) Keeping it going and getting feedback    Find out more about how Supermums empowers women around the globe with training and recruitment services. Join us to train, volunteer, sponsor or hire our amazing women in tech. Visit www.supermums.org  Find out about our free short courses here to start or progress your career in tech https://supermums.org/accelerate-your-salesforce-career/  Download our positive affirmation screensavers here to remind yourself how to be a Mum on Cloud Nine https://supermums.org/screensavers/  Supermums helps women to boost their Salesforce career from starting out to progressing up their career ladder. Sign up to their weekly newsletter to benefit from weekly tips, events and insight https://supermums.org/insights/newsletter/   

Career Boost - From Salesforce Admin to Salesforce Consultant - Part 2    In this week's podcast, we're talking about understanding and applying Agile Project Management and why this is an essential skill for any Salesforce professional if they are going to be managing expectations of stakeholders on a Salesforce project  We discuss why it's important, what the value of it is,  why is it in the norm approach for tech? Why did it come about for tech agencies? We  touch on why it's different between traditional and agile project management methodologies and which agile project management methodology would suit you in your job role.  This will be a six part series during which we are going to look at at how to empower Salesforce users with coaching skills as well as how to manage Salesforce changes with DevOps. We are going to look at how you can pitch yourself as a Salesforce consultant for any job role you might be going for. And more!  If you enjoyed this episode please follow, share and leave a review to help others find us.    Highlights from this episode:  (02:40) 4 Key Principles  (06:42)  The beginnings of APM  (09:53) An alternative approach  (14:58)  SCRUM explained  (17:52) The courses we offer    Find out more about how Supermums empowers women around the globe with training and recruitment services. Join us to train, volunteer, sponsor or hire our amazing women in tech. Visit www.supermums.org  Find out about our free short courses here to start or progress your career in tech https://supermums.org/accelerate-your-salesforce-career/  Download our positive affirmation screensavers here to remind yourself how to be a Mum on Cloud Nine https://supermums.org/screensavers/  Supermums helps women to boost their Salesforce career from starting out to progressing up their career ladder. Sign up to their weekly newsletter to benefit from weekly tips, events and insight https://supermums.org/insights/newsletter/   

Career Boost - From Salesforce Admin to Salesforce Consultant - Part 1    In this week's podcast, I'm talking about business analysis skills and why they're really important for any Salesforce professional. It's really important to understand the expectations of the stakeholders you're working with.  If you want to have a successful career as a Salesforce professional and you have an appetite for learning, then your potential really is limitless.  This will be a six part series during which we are going to look at at how to empower Salesforce users with coaching skills as well as how to manage Salesforce changes with DevOps. We are going to look at how you can pitch yourself as a Salesforce consultant for any job role you might be going for. And more!  If you enjoyed this episode please follow, share and leave a review to help others find us.    Highlights from this episode:  (02:37) So what should your priorities be?  (08:53) Your elicitation strategy  (10:03) The Importance of Clear Documentation  (14:08) Business Analysis  (16:03) The courses we offer    Find out more about how Supermums empowers women around the globe with training and recruitment services. Join us to train, volunteer, sponsor or hire our amazing women in tech. Visit www.supermums.org  Find out about our free short courses here to start or progress your career in tech https://supermums.org/accelerate-your-salesforce-career/  Download our positive affirmation screensavers here to remind yourself how to be a Mum on Cloud Nine https://supermums.org/screensavers/  Supermums helps women to boost their Salesforce career from starting out to progressing up their career ladder. Sign up to their weekly newsletter to benefit from weekly tips, events and insight https://supermums.org/insights/newsletter/   

Have you seen the Salesforce Admin Skills Kit? In this podcast episode, I run through each of the 14 skills you need to take your Cloud Career to the next level! You will also discover ways to represent each of these skills on your resume. Join me as we work our way through all 14 skills. --- Send in a voice message: https://anchor.fm/urelevant/message

On this episode of Mums on Cloud Nine I am joined by two special guests to discuss the important topic of leadership skills as a Salesforce admin.  David Giller is the Founder & CEO of Brainiate – a Salesforce training and consultancy firm. He also has a weekly live YouTube show to help people develop their leadership skills as a Salesforce profesisonal.  Jodi Hrbek is a Salesforce expert with over 20 years experience as a consultant and director. She is also the author of Rock your Role as a Salesforce Admin, which you can buy now.  A Salesforce admin is not a senior leadership role, and if you're already a Salesforce admin you probably wouldn't consider yourself a leader. But actually what you have to do is lead and influence a team of people to adopt new technology, new processes, and new ways of working, so in many ways it is a lot like being in a leadership role.  As a Salesforce admin, you should be thinking about those qualities and skills right from the outset so that you can build effective relationships across the business.  We are going to help you do that in this episode, so that you can step into your own power.    Highlights from this episode:  (02:21) Introductions  (06:17) The traits of a leader  (20:42) Leveraging your communication skills  (27:55) Not everybody will listen to you  (33:06) Guiding towards the right solution  (38:27) The Salesforce admin conundrum    Find out more about how Supermums empowers women around the globe with training and recruitment services. Join us to train, volunteer, sponsor or hire our amazing women in tech. Visit www.supermums.org  Find out about our free short courses here to start or progress your career in tech https://supermums.org/accelerate-your-salesforce-career/  Download our positive affirmation screensavers here to remind yourself how to be a Mum on Cloud Nine https://supermums.org/screensavers/  Supermums helps women to boost their Salesforce career from starting out to progressing up their career ladder. Sign up to their weekly newsletter to benefit from weekly tips, events and insight https://supermums.org/insights/newsletter/

Many organizations are putting Revenue Operations roles in place and growing the role into an entire team. But confusion around the RevOps role, the functions it performs, and where it goes as the revenue team matures continue to be an issue at many organizations. Revenue Operations is not the same as a Salesforce Admin, but in-depth knowledge of your organization's CRM is vital to the role. Nor is RevOps simply a sales operations job, as it should support the entire revenue organization from marketing to customer success. And maybe that's why a definition of RevOps is so hard to develop. In this episode of B2B Nation, we talk to revenue operator Asia Corbett from Bread Financial about how to grow the RevOps function at your organization, how to grow into a RevOps role yourself, and how RevOps will evolve in the short and the long term. Episode Guide 2:15: Asia's thoughts on getting started in RevOps 4:49: The first step in developing a RevOps roadmap 7:43: What are the common misconceptions around the RevOps role? 10:40: What kind of experience makes someone a good fit for RevOps? 14:47: What would we be discussing about RevOps one year from now? 18:00: What is Asia's favorite tool?

Many organizations are putting Revenue Operations roles in place and growing the role into an entire team. But confusion around the RevOps role, the functions it performs, and where it goes as the revenue team matures continue to be an issue at many organizations. Revenue Operations is not the same as a Salesforce Admin, but in-depth knowledge of your organization's CRM is vital to the role. Nor is RevOps simply a sales operations job, as it should support the entire revenue organization from marketing to customer success. And maybe that's why a definition of RevOps is so hard to develop. In this episode of B2B Nation, we talk to revenue operator Asia Corbett from Bread Financial about how to grow the RevOps function at your organization, how to grow into a RevOps role yourself, and how RevOps will evolve in the short and the long term. Episode Guide 2:15: Asia's thoughts on getting started in RevOps 4:49: The first step in developing a RevOps roadmap 7:43: What are the common misconceptions around the RevOps role? 10:40: What kind of experience makes someone a good fit for RevOps? 14:47: What would we be discussing about RevOps one year from now? 18:00: What is Asia's favorite tool?