Welcome to Episode 13 of “True Confessions of a Sales Leader.”
In our first episode of the new season, we tackle a growing problem not only facing sales organizations but entire companies—keeping your team intact.
Our guest is Scott Campbell, Senior VP at Sales at Docker, who has been responsible for ramping up a new sales team in 2021. Scott joins (our own) Scott Olsen, founder of The Olsen Group, and Gary Brashear, managing partner of The Olsen Group.
You’ve read the headlines about the mass exodus of employees or perhaps you are struggling to keep or attract a talented sales team. Hired just over a year ago, Scott has been responsible for building a new sales team —90% of the team are new hires. So, how do you attract new talent like this? Listen in as we discuss what Scott has accomplished and how to implement your own changes to recruit high performing sales professionals.
Listen to this episode on Apple Podcasts or Spotify.
Key Highlights from the Podcast
Here are four key takeaways if you prefer reading:
1. First steps
For starters, the brand matters. Docker has a well-established brand name, has been in business for over a decade, but also recently rebooted with a different market focus. Though this allowed them to re-fire up their efforts to hire, there were still challenges. One way to overcome this is to look for “raw talent” for junior roles, train them and provide the opportunity for them to succeed, even if they’re outside of your industry.
2. Build a culture of success
In typical sales organizations, there might be individual objectives, making it difficult to get your sales team to operate as a cohesive team. One thing to communicate is that the company’s success is your team’s success and vice versa and you are 100% there to support them. This is important to communicate since you can’t be on every sales call, Zoom meeting, or hallway meeting. Provide the resources they need to help them grow to build a strong team culture.
3. The search is on
If you’re searching for new sales members (and let’s assume we all are these days), cast a wide net, use recruiters and prepare to bring in some new talent even outside of your industry. Yes, it’s a big challenge and there’s not a clear path, however, success can come from your first or second hires. As a sales leader, if you can prove you can bring on someone new with a lack of experience and they’re successful and add value quickly, you can overcome the bias in hiring inexperienced and out-of-your industry salespeople.
4. Focus on their journey, not sales numbers
Avoid the “can I make my numbers next quarter?” or “what’s my 2022 quota going to be?” language by setting expectations. This can take a lot of the emotion out of the room in some tough situations as well. Of course, sales numbers matter but to maintain a sales team and keep them from bolting, celebrate what they’ve accomplished, and help them better understand what they’re trying to accomplish with quantifiable achievements via a summary statement.
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Here's a snippet of our interview where Scott Campbell shares his thoughts on what characteristic is likely to lead to success in sales.
Scott Olsen and Gary Brashear shares highlights from each podcast episode designed to help sales leaders like you and your sales teams develop the skills, systems and culture that leads to sustained and significant results.