The Sales Hacker Podcast
The Sales Hacker Podcast

Episode · 5 months ago

Friday Fundamentals 155: Brian Troutschold

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Friday Fundamentals 155: Brian Troutschold

Hey everybody, it's Sam Jacobs. Happy Friday. Welcome to the salesacker podcast and to Friday fundamentals. We are excited to have this week's guest back on the show, Brian Trout shold, one of only two in the world apparently, and he's the C coo and Co founder of ambition. He's going to be talking to us about one of the ways, the top way, that you can drive culture as you move from in person to either hybrid or to remote, given everything that we're dealing with at the pandemic. So it's a great insight and I think it's really important. And before we get there, of course, we want to thank our sponsors. We have two sponsors for Friday fundamentals. The first is outreach. Outreach triples the productivity of sales teams and empowers them to drive predictable and measurable revenue growth by prioritizing the right activities and scaling customer engagement with intelligent automation. Outreach makes customer facing teams more productive, more effective and overall better. So that's a great thing. Go to...

...outreach Doo to learn more about them. The second sponsor for Friday fundamentals is pavilion. This December, pavilion is partnering with Ecology to Plant Fiftyzero trees and try and remove some carbon from the atmosphere. For every member that joins that's referred by an other member will plant two hundred and fifty trees per person. We're trying to plant fiftyzero trees in the month of December. If you don't know what pavilion is, it's a private membership that gives you access to thousands of like minded peers, dozens of courses in schools through Pavilion University and over Onezero work books, template scripts and playbooks to accelerate your developments. Help US plant fiftyzero trees this holiday season and sign up at joint pavilioncom Brian, welcome back to the show, yes, and thanks for having me. We're excited to have you. So here's the question. We've got all these companies out there that are they thought they were going to move for full bore and I think Google is one of them. Apple was one of them big companies that are saying, you know what, January we're back in the office. COVID is solved. We've got this new only cron variant variant. There's going to be more variance in the future. May Not be that we ever fully go...

...back to everybody in the same place at the same time. And I've personally talked to a bunch of companies that have office space least where three people, four people out of a desk of a hundred are coming into the office every day and most people, given the option, are staying home. In that world, what is your advice on the way that companies can maintain and enhance culture and how can you what's your advice for them? Yeah, this is this is a huge challenge. I think every every customer, every prospect we talked to is is still with the same thing and ambition is the same way. I'm I'm glad you're not discussing us because we don't have a hundred desks in our in our office here, but I think there's twenty six and there's like four filled right now. So you know, I'm in the same boat as those folks. You know, the way this the way that we believe this work is. Culture isn't incredibly important? I think that you're seeing this with all kinds of stories of the news right now. Whether there's great resignation,...

...whether it's people who are mad at their point groups say your come back to the office or whatever. People are comfortable. We broken the the wall of like, you need to be in the office and this is the way it's going to be, and sales leaders, specifically revenue teams, have to adjust, and this is something that we hear. That was champion all the time. This is this great sales culture or this great office environment that you're going to want to come to. That's just not the selling thing. So you've got to change how you're connecting with people, how you're getting them inspired, how they feel part of the bigger mission and how they contribute to it. We call this the the ecosystem of encouragement. It's one of the things that I'm really proud of the ambition doing, and what I mean is a series of every every organization is creating all these signals, information, data, whatever you want to call it, about their people all the time. And when I was starting in sales to talk about this all the time. You know, two different organizations I started at had the same thing. If you did something great, if you close a deal on the phone or you've got...

...a huge new opportunity, you went over and you told the manager and you like rank of bell or you hit the golf and it was the worst experience ever, and company should get rid of those, other than for decorations. You want to automate that, you want to make it smart, and so what I believe people should do is recognize that the new workplace, the new office is, is it's slack or its Microsoft teams, depending on your organization, and it's probably also email. That's what work is actually happening. That's where people are congregating and if you want to encourage people, if you want to recognize performance, if you want to generate collaboration and people coordinating, you need to have things being shared there. And so what ambition helps do is create workflows to those places where work is happening for your organization to unpack that another, another level. Sam Imagine that your you know, sales development rep your early in your career. You know maybe, unfortunately, code has been happening the whole time you've been in the workforce and you've been doing cold calls...

...and talking to prospects out of your apartment in New York. Well, you've never experienced that. You know the sales bullpen that you and I did coming out. You never had the high fives and the like, the laughs that way, but you still want to be recognized. So up to the high five. So when you you know, book a meeting, could be as simple as that. Or when you set a personal record and you have five opportunities that can get converted in a week, you want someone to notice that. Now, if it was your if your managers has to look at stats all the time and like pull reports, like, are they really going to know that Sam just had his best week and this is the only this is the first time he's converted five ops? Probably not, unless they're a computer. Why? Admission will help do that with wo workflows and with the workflow you go to set a trigger that you know if, if anyone conversed more than five meetings or if they have best day ever for x, Y Z metric, send it to this channel. This channel could be global sales, could be the sales development channel, could just be send me an email as...

...your manager so that I know that I can go share that and I can go let you know how great job, Dude. That's amazing. First of all, you didn't have to the REP doesn't want to have to tell someone they did a great job. They want them to know and go tell them that it was awesome. The third part is when you post that into when it gets automatically posted into teams or slack or whatever, people start to see what good looks like. People start to see what's POSSI and they're going to one positively react and then hopefully that will spur conversation of how Sam Tode, how do you? How do you convert five opportunities this week? Like, what are you doing differently, like? Can you tell me about it? And that's what we see. Like that's going to start the star small. That's a really simple example, but people are doing this with, you know, kind of modernizing what I would call Presidents Club, creating the automation around that, creating a little bit smarter sets of triggers that can fire off when people hit certain objectives and thresholds, and we help power people to do that and once again, do it where we're work is really happening today, which...

...is, you know, once again, it's in email, it's in slack, it's in Microsoft teams. It's not just who's in the office today and who's around the sales bullpen to notice this. I love it and I love that phrase, the ecosystem of encouragement, and it's really and I also love that it's not just, you know, create created one new opportunity, but maybe you set the filter around, or the trigger around a personal record so that because one of the one of the things that is annoying for everybody in the company Wide Slack Channel is, you know, engineers, a bunch of other people that are saying, why do they keep getting high fives for doing their job? You know, I don't get a reward every time I read a lot of code. So personal records are probably like a maybe a better, less mazy way to frame that. You. Yeah, totally. We talked about, you know, the ability to create goals and accolades and ultimately the ecosystem occur of encouragement should be like a it should be like an onion approach. Right, there's like the small, the small medium things that are happening. That's the outside, then there's some more important things and then ultimately...

...there's a really important successes and Whileston that get achieved and, you know, you get to set kind of the throttle or get to set some some thresholds for those across the way, and it shouldn't be so loud that you know it's to everyone's teing it out. It should be the stuff that that really matters and people get excited about. Totally. Brian, remind us what's the best way to get in touch with you if we want to? Yeah, please find me on Linkedin. Brian Traus should also active on twitter and I'd love to, you know, see people come through an ambitioncom fantastic and if folks want to reach out to me, you can. You can email me, Sama Joy pavilioncom. You can find me on Linkedin as well, and otherwise we want to thank our sponsors outreaching pavilion, and we'll talk to everybody else next time. Brian, thanks so much for being our guest on the show this week. Awesome. Thanks sample.

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