Tactics for Tackling Team Promotions and Behavior Changes (Jonah Mandel, Guesty)

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1. 3:18

   Boom. What's number two? Tip number two, driving behavior change starts with you as a leader. What does that actually mean? So an example that a lot of us are probably struggling with today, how do we take inside inbound sales folks, turn them in to outbound machines? To me, it boils down to three things. “You have to hire for it, you have to comp it, and you have to make sure that it's a” topic of conversation in every meeting. So hiring for it. A lot of times working with your people or recruiting teams, they are trying to find profiles of candidates that match the profiles of folks that are sitting in seat today. If you want to change the culture, you have to sit down with your HR team, with your recruiters,

   In Inbound and outbound development roles

2. 18:42

   it at the next team meeting to show, Hey, this is not beneath us. Here's how we're doing this. We're going through our network. We're sending cold emails. We're dealing with rejection. We're leaving voicemails. Some of our voicemails were garbage. Everyone laughed about it and we just showed the team, Hey, like we're doing “this, this is the new baseline of what the expectation is for you.” So that's example one. That is powerful right there. I love that. I remember, uh, on Friday mornings, we would be doing these team dial blitzes and we were trying to get the team to do more outbound. We were scaling up the team. Economy turned. We basically needed to go from three X to four X plus pipeline coverage.

   In Internal outbound baselines

3. 24:57

   although maybe logos weren't growing quarter over quarter like they were historically, the orange section of the bar that was tier one. So really seeing that visual got the board pretty excited about the type of customers that we were acquiring. Super thoughtful. I think the key takeaway is you can align your comp incentives “and your comp structure with whatever you're going after.” I've seen people do outbound SPIFFs. I've seen people do deals that are created and closed in quarter type of SPIFFs. And I'm not the biggest SPIFF fan and I love how you are not only living the change as a leader, but you're also living the change through the comp plan, the hiring profile, etc.

   In Compensation and quotas

4. 30:48

   the other people who are standing in line to be a manager and explain what it means for them to take that step themselves. And then lastly, number four, when you're trying to drive your team to outbound, you got to make the change everywhere. You got to tell the team that's what you're focused on. “You got to change your hiring profile.” You got to talk about it in every single team meeting. You need to update every single dashboard. You cannot just ask people to outbound and expect to happen. So folks, if you like this one, this was personally one of my favorite shows. So why don't you go and connect with Jonah on LinkedIn, Jonah Mandel, you'll be able to find, easy name, and tell him how much you liked this episode. All right, folks, we'll catch on the next one.

   In Inbound and outbound development roles

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