0:01

Welcome to the Sales Enablement Society

0:03

Stories from the Trenches , where enablement

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practitioners share their real-world experiences

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. Get the scoop on what's happening inside

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Sales Enablement teams across the global

0:13

SES member community . Each

0:15

segment of Stories from the Trenches share

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the good , the bad and the

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ugly practices of corporate sales

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. Enablement initiatives learned what

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worked , what didn't work and how

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obstacles were eliminated by corporate

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teams and leadership . Head back , grab a

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cold one and join host Paul Butterfield

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for casual conversations about the wide

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and varied profession of sales enablement

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, where there is never a fits all solution

0:38

.

0:39

Hello and welcome back to another episode

0:41

of Stories from the Trenches the only

0:43

podcast that is 100% biased

0:46

for us , and we bring together practitioners

0:49

from all over the world who are doing cool things

0:51

. Sometimes doing cool things

0:53

means you don't succeed the first time , and

0:56

we talk about that frankly and sometimes

0:58

they just knock it out of the park . Either way , we

1:00

always have a good time and we always learn something

1:02

at least I do . I'm excited

1:04

to introduce you this time to someone

1:07

that I've actually had the privilege of working with for

1:09

a few years . His name is

1:11

Brett Childs . He is currently a Sales

1:14

Enablement Director at Instructure EdTech

1:16

Company . When I first met Brett , he was

1:18

the founding sales enabler at

1:20

Lucid and built that program out

1:23

for the first few years . So welcome , brett . Hey

1:26

, thank you so much , paul . I've been looking forward to this

1:28

Cool . You want to

1:30

maybe just introduce yourself a little bit . We'll do an icebreaker question

1:32

, but let people know a little bit about yourself on a personal

1:34

level . Yeah , for sure .

1:36

So I have two kids . They

1:38

are absolutely amazing my

1:40

little girl , mia , my little boy , kenji

1:43

. We have a dance star on the rise

1:45

in Mia and a football star on the rise

1:47

in Kenji . He just started flag football this

1:49

year , so he's amazing . And

1:51

then , of course , my wonderful wife

1:53

, who is so talented in so many ways

1:55

a business owner , a mom and

1:58

just a rock star in every way . Outside

2:01

of that , I've either been doing sales , sales

2:03

leadership or sales enablement my entire

2:06

career . I think we're getting on

2:08

close to 15 years now , which

2:10

is crazy , and it's about

2:12

a 30 , 30 , 30 , or

2:15

33% split between each

2:17

. I sold very actively for about

2:19

five years , managed teams for

2:21

close to five years , and now I've been doing

2:23

enablement for just over five years

2:25

and it

2:27

has been an amazing

2:29

experience and just learning the hard

2:31

way a lot of times and

2:34

now being able to teach others from some of

2:36

those stories .

2:37

Excellent and fun fact about Brett

2:39

everyone . His wife is a published

2:41

like Big Ty published cookbook author

2:44

and yet somehow he manages

2:46

to walk around swole most of the time . So

2:49

kudos to you , brett . Maybe a little

2:51

more , I'm sure you helped sample the recipes

2:53

that are being developed right .

2:54

So Plenty of sampling . There's

2:59

a little more swole in the midsection than I am hoping for , but

3:02

trying , trying my best .

3:03

All right , all right , cool , all right . So

3:07

nobody leaves without doing the Jimmy Kimmel challenge . So here's

3:09

yours , that's good . Kimmel retires

3:11

, I'm team , I am

3:13

team Fallon , so I really don't care if Kimmel retires

3:15

, but you know . So let's just say he does and

3:17

somehow for your network maybe . Lisa

3:19

, she's got the New York connection right .

3:21

There you go .

3:22

You get offered his show

3:24

. You can have anybody you want on

3:27

for the first episode . Who is it

3:29

and why did you choose them ?

3:31

All right , I'm going to pick a lesser

3:33

known individual . He's probably

3:36

my YouTube

3:38

favorite , outside of my wife , of course . His

3:41

name is Andre Jick and

3:43

he has such an interesting

3:46

story . Where he came

3:48

, his parents were immigrants . He came

3:50

from almost nothing , learned

3:53

a little bit of street magic and

3:55

was able to do the magician thing out in Las

3:57

Vegas for a little while , and

3:59

he eventually became this incredible

4:02

investor where he saved

4:04

as much money as he possibly could

4:06

from all of his magician gigs and

4:09

then just invested heavily in dividend

4:11

stocks and just poured

4:13

all of his time and talent and money

4:15

into learning how stocks work

4:18

and how investments work and how money works . And

4:20

now he's an incredibly successful

4:23

YouTuber just talking about his

4:25

research and talking about trends

4:27

in finance and trends

4:29

and investments . And

4:32

it's amazing how somebody who came from

4:34

immigrant parents , knew nothing

4:36

about money , really took a risk

4:38

by saving as much as they could and investing

4:40

in something they had no idea what they were doing and

4:43

then from those situations learned

4:45

wow , anybody can

4:47

really learn how investments work , how

4:50

stocks work , how dividends work , and

4:54

so I'd love to have him on the show to really help

4:56

teach myself and

4:58

the average American hey , you actually

5:00

can pull yourself out

5:02

from the most crazy

5:04

of situations and become wealthy

5:07

through investing and trying a

5:10

little bit of risk here and there .

5:11

That sounds really interesting . What's

5:13

his name again ?

5:14

Andre Jick , and the last name is spelled

5:17

J-I-K-H , and

5:19

him and I are the same age . Thank you , yeah

5:22

, him and I are the same age too , so I was like , whoa

5:24

, that's really cool .

5:25

It is very cool . Thanks for sharing that . I just picked

5:28

up something to go watch too . So

5:30

Brett and I are going to talk about

5:32

enabling SDRs . There

5:35

are a

5:37

lot of organizations I would say the majority

5:40

of organizations that I'm personally aware of that

5:42

have a substantial investment in SDRs

5:44

. Brett , would you agree that SDRs

5:46

are really the tip of the spear when

5:48

it comes ?

5:48

to the customer journey . Yes

5:50

, sdrs are the tip of the spear

5:53

and they are they've

5:55

got to be the most resilient of your sales

5:57

team . They're incredible .

5:58

No doubt I'll be honest . If you'd asked me

6:00

before 2020 and lockdown

6:03

if SDRs could work remotely , I'm

6:06

sure I would have said no , because only

6:08

because it is such a difficult job

6:10

You're getting punched in the face multiple times

6:12

every hour and if you

6:14

don't have a bullpen to be able to swivel and

6:17

just kind of learn from each other or prop

6:19

each other up on the bad days , that sort of thing

6:21

, it just I'm happy to say I was wrong

6:23

. I know a number of SDR

6:26

organizations that thrived and still do

6:28

so . It's interesting

6:30

that we don't hear as much about

6:33

SDR enablement , because if

6:35

they are such a critical first point

6:37

of contact and I don't

6:39

want to pigeonhole you because you do a lot

6:42

of enablement besides SDRs

6:44

your leadership enablement is top notch , your

6:46

overall enablement acumen is top notch , but

6:48

you have built over the last few years

6:50

that I've known you probably

6:53

the best SDR enablement program that I've

6:55

seen , and so I appreciate you coming on day to talk about

6:57

that . So let's

6:59

start off with , I think , what you called earning the

7:01

right to play . What does ? that mean yes

7:03

.

7:04

So throughout my career I've been

7:06

in SDR , I've managed SDR

7:08

teams and I've

7:11

enabled SDR teams at other organizations

7:13

. And there are some organizations

7:16

where the culture , depending

7:18

on your product , depending on

7:20

the industry that you're serving , can

7:22

really hold tight to the best that , hey

7:25

, you don't know us , you don't know our processes

7:27

, you don't know who we're selling

7:30

to , I don't know if I can actually listen to

7:32

you , and that's 100%

7:34

fair . I've been in those shoes where I've had

7:36

people from third party organizations

7:38

try to come in and teach me a methodology . I'm like , yeah

7:41

, yeah , yeah cool , I'll take the parts

7:43

that work for me , but you don't know who I'm

7:45

talking to every day , so you don't know the life

7:47

Exactly . You haven't done it . You don't

7:49

know the life , and I've since learned

7:51

that I can learn a lot from everybody . So I've

7:53

tried to really pull that back

7:56

a little bit . But in some

7:58

of the teams that I've worked with , I've said , hey , you

8:00

know what You're right . I

8:02

don't know who you're talking to . I'm

8:04

coming from a different industry . I

8:07

have learned my sales

8:09

best practices through my experiences

8:11

. Let me jump into yours , let

8:14

me find out what you're dealing with

8:16

and walk a day in your shoes , and

8:19

so I've done this twice now , where

8:21

I've talked to the sales leaders that are

8:23

struggling with me the most and

8:25

I've said please give me

8:27

your 10 worst leads so that if I

8:29

am absolutely awful and

8:31

I flub it up , it's not a huge

8:34

loss to you . Give me your 10 worst

8:36

leads and let me work your process

8:38

, start to finish , and

8:41

see what you're experiencing

8:43

, what your team is going through . And

8:45

I did that , excuse

8:49

me .

8:51

Pause . We can fix it . Just

8:53

start over when you're ready .

8:55

I did that with a

8:58

team here

9:00

a couple of years ago and

9:03

I learned so much . I said , wow

9:05

, the education

9:07

industry is different . The

9:09

teachers and admins

9:11

and faculty that are working

9:13

with these students have unique challenges

9:15

and our SDRs have

9:18

unique challenges reaching out to these people

9:20

. And so when I took these 10 leads

9:22

, I was really going out of the limb saying , wow

9:25

, if I don't convert a single one of these , maybe

9:27

I'm going to

9:29

be even worse , in a worse position

9:31

where nobody will want to listen to me .

9:34

So hold on a second . Sorry to interrupt , but

9:36

I want to be really clear . You

9:38

actually jumped on the

9:40

phones and did SDR

9:42

work with the leads they gave you . I

9:45

did . That is pretty high risk , so I just wanted

9:47

to be really clear about that . Okay , so continue .

9:49

Yes , it was high risk . But the

9:51

good news was is

9:53

, as I was making these calls , as

9:56

I was getting a hold of people

9:58

, the leaders noticed . They

10:01

noticed they listened to my calls

10:03

. They said , wow , brett is

10:05

willing to talk to these people , whether

10:07

he's good or not . They didn't

10:10

give me feedback on that . You

10:12

didn't get any job offers . I didn't get any job

10:14

offers . No , but they knew I

10:16

was willing to do the work and feel

10:18

what they were feeling . And it was amazing

10:21

how it was almost like a light bulb just

10:23

turned on , a switch happened

10:26

and you know , I still

10:28

had to earn a little bit through some

10:31

trial and error . But the

10:33

good news was is , all of a sudden

10:36

they were asking me . They said , oh

10:38

well , how did you do this in that SDR team

10:40

? And oh well , now that you know what

10:42

we're going through , what would be your advice on this

10:44

? And it was amazing how it went from

10:46

a Always critical , not

10:49

willing to listen anything , I have to say , to

10:51

actually asking questions , and

10:53

it was a really cool experience .

10:55

And so it sounds like , whether or not

10:57

you were very good at it and , and

10:59

to be fair to you , it probably been years since you'd

11:01

been an SDR .

11:03

Yes .

11:03

It doesn't mean you don't know the motion , but I

11:06

guarantee even experienced SDRs Don't

11:08

get a lot out of the first 10 leads that they

11:10

call so . But

11:13

that didn't matter . That wasn't the point to them . The point

11:15

was you invested in the

11:17

upfront . Is that right ? Yeah

11:19

?

11:20

and it was . It was a few months

11:22

of pain , so I'm glad we got it done sooner

11:24

rather than later . All right .

11:27

All right . So then , what ? What ? What happens

11:29

next ? It sounds like they came to you and

11:32

Asked for advice . I don't know

11:34

who is coaching per se , but at least advice

11:36

. I had to leverage that

11:39

to then take the program to the next stage

11:41

. Great question .

11:42

So , after , after we earned the right

11:44

to sit at the table , I

11:47

, what I noticed is some leaders

11:49

from that moment on were like , hey

11:51

, you know we're going through , so please Come

11:54

tell me , tell me what I'm doing wrong . And

11:56

and they were very receptive and we were

11:59

going back and forth Almost on a sit

12:01

twice a month basis where we would

12:03

just sit down , look at the team together

12:05

and go , hey , this person's struggling

12:07

, let's talk through how we can help them . Others

12:10

were still , you know , willing to

12:12

talk with me but didn't want any any coaching

12:14

on their teams . But I have one

12:16

leader specifically it was

12:18

it was so great where she

12:20

was really interested in growing

12:23

her career . She was really interested

12:25

in helping her team overcome

12:28

some big challenges because she had essentially

12:30

gotten a brand new team in

12:32

about a six month period and

12:34

and so she had all new people

12:37

. She had like one experienced person that was being

12:39

promoted out and

12:41

she said , hey , I've got a fresh team . Can

12:43

you please come out , sit

12:46

with me , sit with the team , and I'd

12:48

love to see you know how

12:50

you would start this new

12:52

team . And and so we did

12:54

a lot of great coaching wow team where we

12:56

did some onboarding . We talked about , you

12:58

know , the product . We talked about our processes

13:00

, we talked about our systems , and then every

13:03

day , for the last hour and a half , two hours

13:05

, the leader and I would

13:07

sit down and talk about how

13:09

do we coach a team , how do we

13:11

run team meetings , how do we

13:13

speak confidently in front

13:15

of a group that's struggling because we're all

13:18

new ? How do we speak confidently

13:20

in front of other leaders who may be more

13:22

senior to us ? How do we talk up , how

13:24

do we talk down ? How do we talk to peers

13:26

? And it was amazing

13:28

how she just was willing to absorb that

13:30

after she had known . Okay , brett knows

13:33

what I'm going through . He's done this with other

13:35

teams , and when

13:37

he does this with my team , we do a little bit better

13:39

, and so that's when I got the invite to come

13:41

out .

13:42

That's the key right there . If you're getting results , you're helping

13:44

her get results at least . Yeah exactly

13:46

. And , if I'm not mistaken , the time frame for

13:48

this was in the 2020

13:52

to 20 through 2021 time

13:54

frame , when , when the SDRs

13:56

were dealing with all kinds of other change right .

13:58

Yes , yeah , it was 2021

14:01

and it was a tumultuous time .

14:03

Yeah , okay , very tumultuous .

14:04

I remember I had to get all of my vaccines

14:06

up to date before I went out there , because

14:09

Australia had just barely opened up

14:11

in that situation .

14:12

All right , so you started to talk

14:14

about Numbers and getting the numbers

14:16

to change . Can

14:19

you share with us your methodology

14:21

or what the approach that you were implementing

14:23

with that leader and maybe other leaders that Let

14:26

you do that ?

14:27

work and track . Yes , actually , this

14:29

specific I Wouldn't

14:31

even call it a methodology . It's just what

14:34

I used when I was an SDR

14:36

leader . That really helped me focus

14:38

in on Enabling people

14:41

each individual on

14:43

my team with really what they needed

14:45

. Instead of we still

14:47

had team meetings and we would have blanket trainings

14:49

, but in my one-on-ones they

14:51

were very , very focused on numbers

14:53

, and so what I did okay was

14:56

I would essentially

14:58

Just create a spreadsheet

15:00

. It was very manual and thank goodness there's a lot of

15:02

companies out there that can do this automatically

15:04

for you now but it was very , very manual

15:06

. But it taught me so much where I would document

15:09

every single step in

15:11

the sales process for my SDR team

15:13

, from from receiving a lead To

15:16

a successful Handoff

15:18

call . When I say successful meeting , an opportunity

15:21

was actually generated because my team

15:23

, when I had an SDR team , got comped

15:25

on number of handoff calls but

15:27

also number of successful handoff

15:29

calls that turned into opportunities . That was just

15:31

our comp structure and so I

15:33

documented excellent sense . I , yeah

15:36

, I document every conversion

15:38

ratio from lead

15:41

to that handoff call . So lead

15:43

to first call , first call

15:45

to qualification

15:47

, qualification to handoff

15:49

call , handoff call to successful handoff

15:51

call , and I would essentially document

15:54

how many activities it

15:56

would take to get from

15:59

point A to point B , point B to

16:01

point C , c to D and so on and so forth

16:03

. And then I also documented

16:06

what are the behaviors associated

16:09

with each of those . Because that first call

16:11

, obviously we're talking about our

16:13

outbound sequencing and

16:15

messaging . We're talking about our first

16:18

script , our first 15 seconds

16:20

on the phone call just to see if somebody's willing to

16:22

continue the conversation . We're

16:24

talking about the

16:27

types of discovery questions we ask on

16:29

that very first call versus our second and third

16:31

call . And so what I was able to do

16:33

with my team is see who is being

16:35

successful at these different

16:38

conversion points , who

16:40

was struggling , and then , really

16:42

hyper , observe my successful

16:44

people at those points , shadow

16:47

them , ask them questions in our

16:49

one-on-ones and say , hey

16:51

, would you mind either doing a training

16:53

or can I take what you're

16:55

doing and maybe see

16:57

if I or you would be willing to help this

16:59

other person and do a little bit of shadowing

17:01

, do a little bit of coaching ? And so I

17:03

took these numbers and

17:05

essentially created a very simplified version

17:07

for all of our SDR leaders here at

17:09

Instructure and said , hey

17:12

, this is the best

17:14

way for you to be . Well , in my opinion

17:16

, the best way for

17:18

you to be able to hyper focus

17:20

on the skills needed for that

17:23

conversion point for that

17:25

individual . So no longer is your one-on-one

17:27

hey , you're not hitting

17:29

the goal , please do better . Or

17:32

hey , you're not hitting the goal

17:34

, please read this book . It's

17:37

hey , you're not hitting the goal . And here's the three

17:39

behaviors that I've noticed

17:41

across the team that are successful at this point

17:43

. To help . Let's have a conversation about

17:45

that . Let's look at two or three call recordings

17:47

. At that point it's constructive and actionable 100%

17:51

.

17:51

Yes , I used

17:53

to work for somebody that called that other kind

17:55

of feedback . I used to work for somebody that referred to

17:57

feedback that wasn't constructive

18:00

and actionable as drive-by feedback , which

18:02

I always thought was kind of a funny term , but

18:04

it's sadly used too

18:06

often .

18:07

Yes , it's amazing how telling

18:10

somebody to do better with

18:13

maybe more words or less words can

18:15

be one of the most deflating

18:18

comments , Even if you're

18:20

just trying to encourage them . You're trying to lift

18:23

them up by just saying , hey , I know you can do it . If

18:26

you do better at closing more deals

18:28

, you're going to make more money . It's like , yeah

18:30

, I'm trying that already . Yeah

18:33

, that has always been

18:35

my goal . Duh , and it's amazing

18:38

how , if you can focus in on a behavior

18:40

associated with a metric

18:42

, that person can get excited

18:45

. They can go oh , I have not tried that

18:47

. Or hey , I have tried that . What

18:49

else do you think might work ? And you can do a lot

18:51

more constructive building

18:54

of a plan together . And that leads

18:56

me to my favorite saying that I tell each and

18:58

every one of my leaders is when

19:02

I sit down with my kids and

19:05

we're drawing pictures , I

19:07

could draw the Mona Lisa and

19:09

they could draw a stick figure dinosaur

19:11

. The stick figure dinosaur is what's

19:13

going up on the fridge . They

19:16

go cool dad , nice picture . But

19:19

I drew this Through

19:21

this type of coaching , where you're collaborating

19:23

together on what behaviors

19:25

could improve a specific metric

19:27

, and they are the ones bringing forth

19:30

ideas , they are the ones challenging

19:32

you on your ideas . All of

19:34

a sudden they're willing to put that picture

19:36

on the fridge far more than you just dictating

19:38

hey , you need to make 20 more calls

19:40

where you're asking this discovery question . No

19:43

, let's extend that conversation

19:46

five more minutes and help them get to

19:48

that conclusion . So they're willing to

19:50

adopt that plan versus a dictation

19:52

.

19:53

I love that analogy with the pictures

19:55

. That's a good one .

19:56

Yeah .

19:57

With SDRs with anybody really

19:59

, but we're talking about SDRs today . An

20:01

enablement challenge is often too

20:04

much sit and get . Retention is always

20:06

difficult , even in the best training

20:09

environment , but there's

20:11

just too many times , at least in my experience

20:13

with , like I say , there's just too much sit and get . What

20:16

has your formula , successful

20:18

formula , been to maximize

20:21

the training time you do get in front of these SDRs

20:24

and make it a better experience for them and hopefully

20:26

stickier .

20:27

Yeah , great question . So a

20:30

big part of my

20:32

experience with SDRs is and

20:34

really with human beings in general

20:37

is

20:39

, the more you can put your hands on something and start

20:41

touching it , the more likely you're going to figure

20:44

it out faster . Yes , the

20:46

instruction manual is required

20:48

, but I tell you what , when I get a new

20:50

lawnmower and I got to put the pieces together

20:52

, I just got to get started and then

20:54

when I get stuck , go look at the manual . Right

20:56

, some people are very different , but

20:58

I know this , especially with our SDRs

21:01

, when we are together , especially

21:04

focusing on one of those behaviors

21:07

associated with the metric , practice

21:09

time is key . We got

21:11

to know the why . We got to start with

21:14

the why . We all hear about that . Start with the why

21:16

, but get into the hands-on

21:18

content where we're taking that

21:20

why and applying it as soon as possible

21:23

. And so typically my structure

21:25

when we're focused on a metric

21:27

where the manager has actually said

21:29

hey , brett , we're focused on this metric

21:31

, we're focused on this behavior . Will

21:34

you help us create a live session where

21:36

we can train this ? And that word

21:38

training is so funny because a lot

21:40

of people understand that as sit and get , but

21:42

we have completely thrown that out

21:44

the door with our SDRs . We

21:47

typically have a structure of about 10 to 15

21:49

minutes where we talk about the why . We

21:51

have a brief discussion about why are we talking

21:54

about this , why is this behavior

21:56

impactful and why , if

21:58

you try something new , could you see a new result

22:00

. Then the bulk of the

22:02

meeting let's say we have a 50-minute

22:04

structure , 25 minutes

22:06

is getting in there and working

22:09

on scenarios . So I do a lot of pre-work

22:11

to our live sessions . I will , before

22:13

the meeting , take two or three hours

22:16

and meet with product marketing to

22:18

understand their research in the

22:20

industry and throw

22:22

scenarios by them and say is this realistic

22:24

? Is this what you have seen in the

22:26

field ? I'll meet with some of the SDRs

22:29

and say , hey , I'm writing this

22:31

scenario . Is this anywhere similar

22:33

to what you're experiencing and how would you

22:35

say that's different ? I'll meet with the managers

22:38

and say , hey , this is the behavior we're

22:40

looking for and this is the scenario I've crafted

22:42

for us to practice around this . What

22:44

am I missing ? And so I'll

22:47

really have a community of people making

22:49

sure that whatever we're practicing is

22:51

truly realistic . But

22:53

I always go in with the premise

22:55

of this is the place to make mistakes

22:57

, this is the place to try new things

23:00

. This is the place where , after you've learned the

23:02

why Safe space , yeah , safe place where

23:04

you've learned the why , let's just start feeling

23:06

it out . And so for 25 to 30

23:08

minutes we will do that , and then at the end

23:11

we recap and this is the

23:13

key the managers

23:15

will assign the homework , because

23:17

in the one-on-one is where that follow-up

23:19

happens . So I give the whole

23:22

floor back over to the manager and say managers

23:24

, all you to close this out . What I've

23:26

also noticed is that really

23:28

allows the managers to stay in

23:30

authority . It gives that power

23:33

to them to say this is my

23:35

team , this is my program , brett

23:37

is here helping me , which I am all for

23:39

, and it gives them that

23:42

power to continue on the conversation

23:44

beyond this training quote-unquote

23:46

.

23:47

I like that format . I'm just sitting here

23:49

processing it . So I'm

23:51

sure , because we believe it or not , our

23:54

time is coming up , at least . So

23:57

let me ask you this I'm sure that there

23:59

are people listening right now

24:01

that are thinking about SDR enablement

24:03

in a different way , whether they already

24:05

have some in SDR enablement , whether they don't have

24:07

any special SDR enablement . So , either

24:10

way , what are some first

24:12

steps that you recommend

24:14

for people that are thinking that way

24:16

now ?

24:17

Yeah , great question . I

24:20

honestly think the sooner you

24:22

can earn the right to play

24:24

, the sooner you can

24:26

sit in their shoes , even if it's

24:29

just for one day where

24:31

you take a handful of leads and if you're

24:33

too scared which I get

24:35

. Some of us are not coming from

24:37

sales backgrounds , some of us are

24:39

very academic here

24:42

in enablement and we need both Overcome

24:44

it . Get out there , make even two

24:47

or three phone calls in with

24:49

the SDR leader shadowing

24:51

you so you can ask for feedback and go . Is

24:53

that what your team is experiencing ? Is this normal

24:55

? How is this going for your team ? So

24:58

I'd say , get a leader two under your belt

25:00

as soon as you can . Shadow

25:02

those SDRs as much as

25:04

you can those first couple of weeks so you can

25:06

truly feel what they

25:08

are feeling and then focus

25:12

in on what's in it for them

25:14

. What are the behaviors associated

25:16

with each one that can help them

25:18

hit their goals ? Because

25:20

if it's a

25:22

rah rah , shish kumbah hey

25:24

, I'm excited to be here in enablement

25:27

and teach you guys

25:29

new things they're going to probably quickly shut

25:31

you down until they know that

25:34

you can feel what comes to the phone . Exactly

25:36

, yeah , exactly . So get in there , try

25:39

it out . Shadow , light , crazy . Before

25:41

you make any recommendations , appreciate

25:44

that .

25:44

Well , again , we're time

25:47

, almost time to wrap up , but I don't want to let you go

25:49

without having to just drop some life

25:52

wisdom on us . So doesn't

25:55

have to do anything . With enablement , it's up to you . But

25:57

you're given the gift of time travel and

26:00

you're allowed to go back and coach young

26:02

Brett on anything

26:05

, but you're only allowed to do one

26:07

topic . What do you wish you'd

26:09

understood earlier in life ?

26:12

Oh man , such a great

26:14

question . I'd

26:17

probably tell myself . What

26:19

I oftentimes tell my kids now because

26:22

I hope that they're better than me is

26:25

every single person

26:28

you meet knows something

26:30

more than you do , whether

26:32

it's a work skill , whether it's a

26:35

interpersonal skill , whether

26:37

it's a financial

26:39

skill , whatever it is , they have

26:41

something more than you do

26:43

in some area , and so never

26:45

hold yourself above anyone . I

26:49

thought I was a little cooler than I was when

26:51

I was younger and now

26:53

, looking back , I go wow , I

26:55

have so much to learn from every person

26:57

I meet . How dare I ever

27:00

think I am ever above anyone

27:02

If I ever have any ego

27:04

? That is completely out the

27:06

door now , because I've been shown many

27:08

times , sometimes in

27:11

the most rough ways

27:13

. No , you really don't know what you're talking about

27:15

on this topic . Let me show you .

27:17

Yeah . Yeah , you don't

27:19

have to comment on this , but

27:22

I think you'd agree that

27:24

we both married up and that

27:26

is one of the benefits of that relationship

27:28

.

27:29

No doubt . Yes , both very

27:31

kind words and some saying

27:33

honey , you just don't know what you're

27:35

talking about and I go . Yes , ma'am .

27:38

That's right . That's right . What were you thinking

27:40

? Yeah , so

27:42

all right . Well , brett , we

27:44

really appreciate your time . Like

27:47

I said , I've been doing this over three years and

27:50

I'm not sure why we haven't hit this , but

27:52

I'm excited that , now that we have , you

27:55

were able to share some very specific

27:57

and thoughtful experiences

27:59

and some great ideas for people

28:01

moving forward . If anyone wants to

28:04

follow up or ask you a bit about what

28:06

you've heard , or maybe even something else , is LinkedIn

28:08

the best place to find you .

28:10

I love LinkedIn . It's the only social

28:12

that I actually look at every day . All

28:14

the others are oh my gosh . That's

28:17

another topic we can talk about . So LinkedIn

28:19

, come find me . Yeah , I love chatting

28:21

about this topic and helping in any way I can .

28:23

Thank you , brett , and thank you to everybody that's invested

28:25

another half hour of your time with us . We

28:28

appreciate it . We wouldn't be here and

28:30

able to do what we do without you . So

28:32

stay safe the next two weeks , and then we'll be

28:34

back with another new episode .

28:36

Thanks for joining this episode of Stories

28:38

from the Trenches . For more sales enablement

28:40

resources , be sure to join the Sales Enablement

28:43

Society at sesocietyorg

28:45

. That's s-e-s-o-c-i-e-t-y

28:49

dot o-r-g .