WEBVTT 00:00:00.000 --> 00:00:03.080 Welcome to Milestone Moments, the show where 00:00:03.080 --> 00:00:05.960 we explore the journeys that lead to success. 00:00:06.599 --> 00:00:10.220 I'm Sheila Slick, your host and founder of Five 00:00:10.220 --> 00:00:13.859 Milestones. In every episode, we will bring you 00:00:13.859 --> 00:00:17.100 insights from the minds of entrepreneurs, leaders 00:00:17.100 --> 00:00:20.820 and experts who will share not just their expertise, 00:00:20.879 --> 00:00:24.120 but the milestone moments that have reshaped 00:00:24.120 --> 00:00:27.059 their journeys and led to significant achievements. 00:00:27.960 --> 00:00:30.359 So if you're looking for motivation, you're in 00:00:30.359 --> 00:00:33.560 the right place. Subscribe now and discover the 00:00:33.560 --> 00:00:41.700 milestones that mark the path to success. Welcome 00:00:41.700 --> 00:00:45.399 to another episode of Milestone Moments in Business 00:00:45.399 --> 00:00:48.359 and Leadership. I'm Sheila Slick, your host, 00:00:48.560 --> 00:00:52.500 and today my special guest is Rebecca Gebhardt. 00:00:52.719 --> 00:00:55.759 She's a best -selling author, a former top 1 00:00:55.759 --> 00:00:59.740 % sales leader with over 20 years of experience 00:00:59.740 --> 00:01:03.880 leading sales teams that have generated over 00:01:03.880 --> 00:01:08.840 $50 million in revenue. Rebecca specializes in 00:01:08.840 --> 00:01:12.319 guiding emerging sales leaders through the transition 00:01:12.319 --> 00:01:17.120 from the sales leaderboard to leadership. Welcome 00:01:17.120 --> 00:01:20.409 to the show, Rebecca. Thanks so much for having 00:01:20.409 --> 00:01:22.450 me, Sheila. I'm excited to have this conversation. 00:01:23.109 --> 00:01:26.250 So tell me a little bit about how you got to 00:01:26.250 --> 00:01:30.250 doing this today. I will give you the short version 00:01:30.250 --> 00:01:33.629 because 20 plus years is that can be a long story. 00:01:33.890 --> 00:01:36.989 I got my start in sales when I was in college 00:01:36.989 --> 00:01:40.769 and I'm the middle of seven children. I was attending 00:01:40.769 --> 00:01:43.489 Marquette University and I had to pay my own 00:01:43.489 --> 00:01:47.390 way through school. And I saw a straight commission 00:01:47.390 --> 00:01:50.510 job that said you make an average of $7 ,000 00:01:50.510 --> 00:01:53.829 for the summer. You have to work 80 hours a week, 00:01:53.950 --> 00:01:57.980 but you can make money. And so that was my first 00:01:57.980 --> 00:02:01.719 introduction into sales. I was terrible. And 00:02:01.719 --> 00:02:04.540 then I got better. And then I started managing 00:02:04.540 --> 00:02:07.780 people. Then I started recruiting people. Went 00:02:07.780 --> 00:02:10.400 from that company to a sister company where I 00:02:10.400 --> 00:02:13.560 built an insurance agency. And so I would sell, 00:02:13.759 --> 00:02:17.560 I would recruit, train, manage agents from several 00:02:17.560 --> 00:02:20.379 states around the country. And then I burnt out 00:02:20.379 --> 00:02:25.879 from that at age 33. as many people do who love 00:02:25.879 --> 00:02:28.219 their jobs. And those high performers were the 00:02:28.219 --> 00:02:30.819 ones that are at risk for burnout. So I was one 00:02:30.819 --> 00:02:33.319 of those that burnt out. Didn't quite know how 00:02:33.319 --> 00:02:36.439 to quit because I wasn't a quitter, but I was 00:02:36.439 --> 00:02:39.539 able to gracefully bow out and say, I'm going 00:02:39.539 --> 00:02:41.599 to stay home with my family, which I did for 00:02:41.599 --> 00:02:44.800 about four years. I was a very bad stay -at -home 00:02:44.800 --> 00:02:50.849 mom. I loved that time with my children, but 00:02:50.849 --> 00:02:54.229 I was just, I don't know. I did a lot of personal 00:02:54.229 --> 00:02:57.409 development during that time. I had my COVID 00:02:57.409 --> 00:03:02.069 trauma, you know, the stuff that the self -realization 00:03:02.069 --> 00:03:04.229 people went through of what am I doing with my 00:03:04.229 --> 00:03:07.949 life? I had that in my early 30s. And then I 00:03:07.949 --> 00:03:11.969 launched Rise Up Consulting, my consultancy, 00:03:12.129 --> 00:03:16.270 in 2018. And at first I was focused on female 00:03:16.270 --> 00:03:19.189 entrepreneurs, how I can help people sell more. 00:03:19.430 --> 00:03:22.590 And then I got a huge influx of sales leaders, 00:03:22.870 --> 00:03:26.250 realized these coaching conversations, all of 00:03:26.250 --> 00:03:28.150 them were having the same problems, the same 00:03:28.150 --> 00:03:31.169 opportunities. I was on repeat. So I created 00:03:31.169 --> 00:03:34.050 a group program, which I trademarked. And then 00:03:34.050 --> 00:03:36.349 I realized I want to take this to corporations. 00:03:36.750 --> 00:03:40.900 So I fired all my coaching clients. which I loved 00:03:40.900 --> 00:03:43.879 dearly, but we kind of ran out of the contract 00:03:43.879 --> 00:03:45.919 and I said, I'm not going to do coaching anymore. 00:03:46.280 --> 00:03:48.419 I'm going to work specifically with corporate 00:03:48.419 --> 00:03:51.479 sales leadership teams. And that's what we do. 00:03:51.659 --> 00:03:54.960 So we have an on -demand program for emerging 00:03:54.960 --> 00:03:58.860 sales leaders. And we also collaborate with the 00:03:58.860 --> 00:04:01.659 visionary sales leaders at organizations who 00:04:01.659 --> 00:04:04.699 know what their organization needs. They just 00:04:04.699 --> 00:04:07.039 need a subject matter expert and someone who 00:04:07.039 --> 00:04:10.219 can understand how to duplicate a system. That 00:04:10.219 --> 00:04:12.360 takes the genius out of their head and kind of 00:04:12.360 --> 00:04:16.379 helps duplicate. So that's how I got to where 00:04:16.379 --> 00:04:20.480 I am. I have other stories to tell, but I don't 00:04:20.480 --> 00:04:25.420 think we have enough time for all of those. Well, 00:04:25.500 --> 00:04:27.800 it's interesting. So when you started the coaching, 00:04:28.079 --> 00:04:31.459 was it women in sales, the ones that you were 00:04:31.459 --> 00:04:33.379 coaching? Because you said you started with women. 00:04:33.699 --> 00:04:37.199 Or was it a mix? Yeah, no, it was it wasn't a 00:04:37.199 --> 00:04:39.540 mix. It was it was really women. That was where 00:04:39.540 --> 00:04:42.720 my heart was at the time and still is. I mean, 00:04:42.740 --> 00:04:45.300 I love rooting for women and helping women succeed. 00:04:46.079 --> 00:04:50.319 But then I did get approached by men and 80 percent 00:04:50.319 --> 00:04:53.740 of salespeople for 80 percent of sales leaders 00:04:53.740 --> 00:04:56.899 are men. Sales is full of men. I'm like, well, 00:04:56.939 --> 00:05:00.649 this is really silly. I'm cutting out. huge target 00:05:00.649 --> 00:05:03.509 audience and people that can do really well because 00:05:03.509 --> 00:05:08.370 it wasn't a necessary niche that I needed to 00:05:08.370 --> 00:05:10.990 be in. I know some consultants that strictly 00:05:10.990 --> 00:05:15.129 focus on women, but yeah, I didn't. But it was 00:05:15.129 --> 00:05:18.990 just this evolution of referrals and then, hey, 00:05:19.089 --> 00:05:20.930 would you work with a man? I'm like, yeah, I 00:05:20.930 --> 00:05:23.129 actually work. I would. I work really well with 00:05:23.129 --> 00:05:28.649 men. And most of my clients now are men. Not 00:05:28.649 --> 00:05:32.269 all of them, but many of them are. What would 00:05:32.269 --> 00:05:35.970 be like one main difference between the challenges 00:05:35.970 --> 00:05:40.329 that a man or a woman face when they're in sales 00:05:40.329 --> 00:05:45.269 or sales leadership roles? That can be very nuanced. 00:05:45.490 --> 00:05:48.870 And I don't have the, this is just a gut. This 00:05:48.870 --> 00:05:52.329 is my experience and from my heart and from my 00:05:52.329 --> 00:05:55.470 gut. There are issues that are unique to women. 00:05:55.870 --> 00:05:58.170 And there's issues that are unique to men. I 00:05:58.170 --> 00:06:02.870 think women, instead of the conversation being 00:06:02.870 --> 00:06:06.889 around, I'll share a story of this perspective. 00:06:07.089 --> 00:06:09.269 I had attended a conference that was focused 00:06:09.269 --> 00:06:13.329 on women, women going through different pivots 00:06:13.329 --> 00:06:16.490 in their life. And the women who got on stage 00:06:16.490 --> 00:06:19.850 were accomplished. But overall, the vibe of that 00:06:19.850 --> 00:06:24.300 conference was men are stupid. Men, they just 00:06:24.300 --> 00:06:26.319 go for things when they're not they're not ready 00:06:26.319 --> 00:06:28.899 for them. And it was I'm like, we should take 00:06:28.899 --> 00:06:31.379 a playbook out of a page out of the men's playbook 00:06:31.379 --> 00:06:34.879 then. Like you should go after something even 00:06:34.879 --> 00:06:37.579 when you're not 100 percent confident about it. 00:06:37.680 --> 00:06:41.399 You know, I think that's why I started creating 00:06:41.399 --> 00:06:44.980 these programs because I needed them. Right. 00:06:45.060 --> 00:06:49.680 And if I can provide men or women some content. 00:06:50.459 --> 00:06:52.839 that helps them get more competent, which leads 00:06:52.839 --> 00:06:55.819 to confidence, which leads to courage to go after 00:06:55.819 --> 00:06:58.720 that next role. That's all part of the process. 00:06:58.800 --> 00:07:01.040 And I needed that so that I wanted to create 00:07:01.040 --> 00:07:05.000 that. But men in general will go after things 00:07:05.000 --> 00:07:08.079 when they're not 100 % confident and women just 00:07:08.079 --> 00:07:13.240 wait. And unless you actively work on that mindset, 00:07:13.279 --> 00:07:16.740 I think that's like a big one. There are some 00:07:16.740 --> 00:07:21.459 different... um social things with men and women 00:07:21.459 --> 00:07:24.060 but I I think it's very important for every woman 00:07:24.060 --> 00:07:27.319 to have a group of women to rely on but make 00:07:27.319 --> 00:07:29.959 sure you are being mentored by at least one man 00:07:29.959 --> 00:07:36.439 you are in a group with men um because your proximity 00:07:36.439 --> 00:07:39.019 and being in those groups and there are a lot 00:07:39.019 --> 00:07:41.300 of there are men who will shut you out but there's 00:07:41.300 --> 00:07:43.660 a lot of great men who will bring you in and 00:07:43.660 --> 00:07:46.500 my career has personally been influenced by men 00:07:46.500 --> 00:07:49.430 who brought me into the fold And women. Right. 00:07:49.529 --> 00:07:53.110 I just I think it's. That might be a little bit 00:07:53.110 --> 00:07:55.629 different answer to your question, but it's just 00:07:55.629 --> 00:07:58.550 I think we need to go what's working instead 00:07:58.550 --> 00:08:00.730 of complaining and thinking the world's against 00:08:00.730 --> 00:08:03.069 us, which is not what you were asking. Right. 00:08:03.170 --> 00:08:04.990 But I just think that mentality of being like, 00:08:05.110 --> 00:08:07.870 what do we have? The world's conspiring to help 00:08:07.870 --> 00:08:10.649 us. Who can we partner with, male or female, 00:08:10.850 --> 00:08:15.129 that can help us get to the next level? So you 00:08:15.129 --> 00:08:18.910 state on your website that sales and sales leadership 00:08:18.910 --> 00:08:22.310 development is broken. I want to learn a little 00:08:22.310 --> 00:08:26.990 bit more about that. It is broken. It's so broken. 00:08:27.970 --> 00:08:33.470 The more you get into some of the data on development, 00:08:33.669 --> 00:08:40.500 the more crazy it becomes. The effectiveness 00:08:40.500 --> 00:08:44.899 of it is really broken. 70 % of organizations 00:08:44.899 --> 00:08:48.879 view the effectiveness of their leadership development 00:08:48.879 --> 00:08:54.700 based on how participants feel. Their reaction 00:08:54.700 --> 00:08:58.159 to the program, not what they learned, not what 00:08:58.159 --> 00:09:00.039 they're going to use, not how that connected 00:09:00.039 --> 00:09:05.029 to the results. It's really broken. And sales, 00:09:05.210 --> 00:09:08.110 there's a lot of great sales trainings that could 00:09:08.110 --> 00:09:11.309 do a better job of being implemented into the 00:09:11.309 --> 00:09:15.190 organizations if their sales leaders were trained. 00:09:15.590 --> 00:09:18.850 And so that's one way that sales leadership is 00:09:18.850 --> 00:09:21.730 broken. One way to fix it is to take all the 00:09:21.730 --> 00:09:24.000 good stuff that's being taught in sales training 00:09:24.000 --> 00:09:27.059 and make sure that that person's direct sales 00:09:27.059 --> 00:09:29.639 leader is part of that and they are coaching 00:09:29.639 --> 00:09:32.340 and they're making those habits that they can 00:09:32.340 --> 00:09:35.179 actually apply the sales development that they 00:09:35.179 --> 00:09:37.659 just spent a ton of money on. Sales leadership 00:09:37.659 --> 00:09:42.200 is broken because it's just not done. I remember 00:09:42.200 --> 00:09:45.940 reading a stat from the Harvard Business Review 00:09:45.940 --> 00:09:48.980 and they said that the average age someone receives 00:09:48.980 --> 00:09:52.809 their first leadership promotion is age 30. but 00:09:52.809 --> 00:09:55.909 their first leadership development is age 42. 00:09:57.470 --> 00:10:00.990 So that's 12 years of trial and error. That was 00:10:00.990 --> 00:10:03.889 on average. And I looked at that stat and I kind 00:10:03.889 --> 00:10:10.029 of went, so I went down a, and I reflected a 00:10:10.029 --> 00:10:11.789 lot about that. I went, I'm going to make this 00:10:11.789 --> 00:10:14.610 my niche, right? But then I looked at the data 00:10:14.610 --> 00:10:17.490 on sales leadership and couldn't find any. So 00:10:17.490 --> 00:10:21.629 our company did our own survey. 80 % of sales 00:10:21.629 --> 00:10:24.549 leaders are given zero training once being promoted. 00:10:24.889 --> 00:10:30.429 So the status quo is severely broken. All of 00:10:30.429 --> 00:10:34.190 the research that's been done for 40 years says 00:10:34.190 --> 00:10:39.730 that the manager has the biggest impact over 00:10:39.730 --> 00:10:44.299 someone's success. And so we have this. You know 00:10:44.299 --> 00:10:46.120 what? If you figure it out in sales, you figure 00:10:46.120 --> 00:10:49.879 it out as a leader. Just work really hard. It's 00:10:49.879 --> 00:10:52.639 like, well, there are specific things that if 00:10:52.639 --> 00:10:55.720 you taught to every sales leader, but especially 00:10:55.720 --> 00:10:58.659 when they're new and they created good habits, 00:10:58.960 --> 00:11:03.000 that creates an ROI over someone's entire career. 00:11:03.179 --> 00:11:06.620 And so I feel very passionately about that. And 00:11:06.620 --> 00:11:09.100 that's why we've kind of gone all in with this. 00:11:09.139 --> 00:11:11.700 But it is, yeah, it's broken. The training's 00:11:11.700 --> 00:11:16.320 broken. It's over a decade. I mean, that's just 00:11:16.320 --> 00:11:20.139 fascinating to hear that, you know, they go 10 00:11:20.139 --> 00:11:22.980 years before receiving the training. And with 00:11:22.980 --> 00:11:25.539 leadership, I think sometimes, you know, people 00:11:25.539 --> 00:11:28.059 get those positions. Maybe they broke, you know, 00:11:28.080 --> 00:11:30.600 all these quotas. They were great sales people. 00:11:30.799 --> 00:11:34.120 But to be able to motivate, especially in a sales 00:11:34.120 --> 00:11:36.720 position, which is, you know, kind of like cut 00:11:36.720 --> 00:11:38.279 through what you're having to meet these numbers 00:11:38.279 --> 00:11:42.299 or you're, you know, not performing, that must 00:11:42.299 --> 00:11:48.200 be a challenge. All right, so in your consultancy, 00:11:48.379 --> 00:11:53.779 you focus on strength -based goal setting and 00:11:53.779 --> 00:11:57.080 role alignment to allow people to show up as 00:11:57.080 --> 00:12:01.440 their best selves. And you use a Colby Consulting 00:12:01.440 --> 00:12:05.279 or a Colby Index, and you use a Leadership Profile 00:12:05.279 --> 00:12:08.240 Circle. I wanted to learn more on your website. 00:12:08.240 --> 00:12:11.379 Can you tell us what these measure and what they 00:12:11.379 --> 00:12:16.779 do? Yes. So I think that strength -based goal 00:12:16.779 --> 00:12:20.320 setting is a competitive edge. Strength -based 00:12:20.320 --> 00:12:23.940 sales coaching is a competitive edge. And the 00:12:23.940 --> 00:12:27.240 Colby Index and the Leadership Circle profile 00:12:27.240 --> 00:12:31.240 are two assessments that I just got certified 00:12:31.240 --> 00:12:33.240 in Leadership Circle within the last year, but 00:12:33.240 --> 00:12:35.940 I've been a Colby certified consultant for several 00:12:35.940 --> 00:12:39.379 years. You want to make sure that people are, 00:12:39.500 --> 00:12:42.669 they enjoy the work they do. They have the skills 00:12:42.669 --> 00:12:46.230 to do it. And it's a good match. And so the Colby 00:12:46.230 --> 00:12:52.250 Index is a way to judge how or a way to assess, 00:12:52.409 --> 00:12:54.470 not judge, because they're all strengths, no 00:12:54.470 --> 00:12:56.809 matter where you fall. So the short version of 00:12:56.809 --> 00:12:59.769 this is Colby figures out conative strengths, 00:12:59.950 --> 00:13:03.789 that what is someone's MO, their modus operandi? 00:13:04.210 --> 00:13:07.029 What is the way in which they do things when 00:13:07.029 --> 00:13:09.269 they care about something and they're free to 00:13:09.269 --> 00:13:12.019 be themselves? And there's three parts of the 00:13:12.019 --> 00:13:15.519 mind. There's think, feel, do. And the think 00:13:15.519 --> 00:13:18.620 assessments are like the Wunderlich test. We 00:13:18.620 --> 00:13:21.720 have IQ tests. We took standardized tests in 00:13:21.720 --> 00:13:25.659 school to show how smart we were. The feel part 00:13:25.659 --> 00:13:28.559 of the brain, there's assessments for that. There's 00:13:28.559 --> 00:13:33.659 DISC, the Enneagram, predictive index, lots of 00:13:33.659 --> 00:13:37.529 those. But the do part of the brain is subconscious. 00:13:37.710 --> 00:13:40.409 It's like this mental force. It's this innate 00:13:40.409 --> 00:13:43.309 talent. And the Colby Index is the only one that 00:13:43.309 --> 00:13:46.710 does that. And so if you have, in my world, if 00:13:46.710 --> 00:13:50.629 you have a salesperson who is selling a highly 00:13:50.629 --> 00:13:53.149 technical product, maybe they sell a medical 00:13:53.149 --> 00:13:56.450 device, medical device, right? Like this, they 00:13:56.450 --> 00:13:59.350 need to be hands -on. They need to, right? Because 00:13:59.350 --> 00:14:02.149 they're in the operating room with surgeons sometimes. 00:14:02.799 --> 00:14:05.620 helping them. And they need to know every last 00:14:05.620 --> 00:14:10.120 detail. They need that. Someone like me, I'm 00:14:10.120 --> 00:14:12.879 not into the details. I was on a phone call yesterday 00:14:12.879 --> 00:14:15.259 with my assistant and I went, I spelt that wrong. 00:14:17.279 --> 00:14:19.879 There's always a mistake on something I do, and 00:14:19.879 --> 00:14:21.379 I'm like, whatever. That's why I have people 00:14:21.379 --> 00:14:23.639 around me who are into the details. I'm just 00:14:23.639 --> 00:14:27.200 moving too fast, you know? So I would not be 00:14:27.200 --> 00:14:29.799 able to sell medical devices, not because I'm 00:14:29.799 --> 00:14:32.259 not smart, but because I'm not into the details 00:14:32.259 --> 00:14:34.899 that much, and I'm not a hands -on person. I 00:14:34.899 --> 00:14:38.559 am a visualizer. There are some people who need 00:14:38.559 --> 00:14:41.840 to follow a process. And if you have someone 00:14:41.840 --> 00:14:45.019 who needs to follow a sales process, but that's 00:14:45.019 --> 00:14:47.179 not how they get their best results, they get 00:14:47.179 --> 00:14:49.500 their best results when they cut through, you're 00:14:49.500 --> 00:14:51.960 going to have a problem. And so the Colby Index 00:14:51.960 --> 00:14:54.259 is one of the only assessments you can actually 00:14:54.259 --> 00:14:57.059 give during an interview process because it doesn't 00:14:57.059 --> 00:15:01.360 discriminate, inadvertently discriminate. So 00:15:01.360 --> 00:15:03.100 you can't use all assessments in the interview 00:15:03.100 --> 00:15:05.120 process. You can use them once you hire someone, 00:15:05.340 --> 00:15:08.620 but you can predict where someone needs to be 00:15:08.620 --> 00:15:13.539 to be successful. The leadership circle profile 00:15:13.539 --> 00:15:17.899 is about all of our strengths, but some strengths, 00:15:18.039 --> 00:15:20.820 when we work harder, they get in our way. And 00:15:20.820 --> 00:15:23.120 some strengths, when we use them, they help us 00:15:23.120 --> 00:15:28.019 scale. And the top half is if you score high, 00:15:28.320 --> 00:15:32.139 it's a 360 degree feedback. So on the top of 00:15:32.139 --> 00:15:34.980 the circle, if the people around you see as someone 00:15:34.980 --> 00:15:38.179 who is thriving and scaling, you're going to 00:15:38.179 --> 00:15:42.129 be up there. Or if they see you using your strengths 00:15:42.129 --> 00:15:44.809 and you get in your own way and you're surviving, 00:15:45.009 --> 00:15:47.190 you would have a lot filled in on the bottom 00:15:47.190 --> 00:15:51.809 half of the circle. And it has been proven. And 00:15:51.809 --> 00:15:54.990 that's more for executives and mid to senior 00:15:54.990 --> 00:15:58.009 level leaders would complete that. Anyone can 00:15:58.009 --> 00:16:00.710 take a Colby index and anyone can take a leadership 00:16:00.710 --> 00:16:04.289 circle profile. But it's really meant for your 00:16:04.289 --> 00:16:08.700 leaders a little bit further up the ranks. You 00:16:08.700 --> 00:16:13.259 can connect their creativity to how well the 00:16:13.259 --> 00:16:15.820 business is performing. So it has a correlation 00:16:15.820 --> 00:16:19.840 to how the leader uses their strengths and business 00:16:19.840 --> 00:16:22.740 metrics. And so it's really powerful. You can 00:16:22.740 --> 00:16:25.320 get someone on a leadership development plan. 00:16:25.620 --> 00:16:30.659 And what that does is it helps check your assumptions 00:16:30.659 --> 00:16:34.259 and biases and how you view the world. So is 00:16:34.259 --> 00:16:37.500 your operating system one that's focused on vision? 00:16:38.029 --> 00:16:41.309 and purpose? Or is your operating system focused 00:16:41.309 --> 00:16:45.490 on your identity and your anxiousness and your 00:16:45.490 --> 00:16:50.169 reactivity? So I'm not doing it justice explaining 00:16:50.169 --> 00:16:52.429 it like that. I know there's more information 00:16:52.429 --> 00:16:54.690 on the website and there's more information on 00:16:54.690 --> 00:16:56.870 both of their corporate websites about that. 00:16:57.710 --> 00:17:00.730 And I'm not an assessment snob. Those are just 00:17:00.730 --> 00:17:04.250 two that I'm certified in. I just think any assessment 00:17:04.250 --> 00:17:07.690 that people can take to gain better self -awareness 00:17:07.690 --> 00:17:10.569 and understand how they are perceived by the 00:17:10.569 --> 00:17:14.490 people around them helps them massively do their 00:17:14.490 --> 00:17:17.329 jobs better and help them progress further in 00:17:17.329 --> 00:17:20.589 their careers. Absolutely. You know, without 00:17:20.589 --> 00:17:22.509 that feedback, you don't really have room to 00:17:22.509 --> 00:17:24.890 grow. Sometimes you don't know where you can 00:17:24.890 --> 00:17:28.720 improve. what you can do with those strengths. 00:17:28.940 --> 00:17:31.819 I would love to learn more about those. So where 00:17:31.819 --> 00:17:35.759 can my listeners learn more about your programs, 00:17:36.059 --> 00:17:40.259 these assessments? Can you share? Yeah. So we 00:17:40.259 --> 00:17:43.319 have several fun things happening over here at 00:17:43.319 --> 00:17:46.559 Rise Up Consulting. So my second book, Leaderboard 00:17:46.559 --> 00:17:49.799 to Leadership, How to Earn and Excel in Your 00:17:49.799 --> 00:17:51.839 First Sales Leadership Role is going to be published. 00:17:52.400 --> 00:17:55.079 Probably by the time this podcast gets out there, 00:17:55.119 --> 00:17:57.200 it'll all be already beyond Dale. But that is 00:17:57.200 --> 00:17:59.619 really for people who want to excel when they 00:17:59.619 --> 00:18:02.200 get into leadership and for organizations really 00:18:02.200 --> 00:18:05.740 concerned about making sure they have a strong 00:18:05.740 --> 00:18:09.259 leadership bench. We have individual programs 00:18:09.259 --> 00:18:12.299 for emerging sales leaders and for leaders in 00:18:12.299 --> 00:18:15.019 general. We actually have two of them. And then 00:18:15.019 --> 00:18:17.839 we have a Rise Up the Ranks Academy that people 00:18:17.839 --> 00:18:20.180 can reach out to us. But all of that's on our 00:18:20.180 --> 00:18:23.819 website. riseupconsultinggroup .com. And then 00:18:23.819 --> 00:18:28.259 I live on LinkedIn typically. So people can connect 00:18:28.259 --> 00:18:31.380 with me there. I'm posting frequently and interacting 00:18:31.380 --> 00:18:35.180 with people. And I just love it because my curiosity 00:18:35.180 --> 00:18:40.019 gets fulfilled by a lot of the great content 00:18:40.019 --> 00:18:43.420 that's on LinkedIn. So what is your next milestone? 00:18:44.809 --> 00:18:47.990 My next milestone is the publication of this 00:18:47.990 --> 00:18:52.750 book and then the continued expansion of our 00:18:52.750 --> 00:18:55.369 sales leadership programs. And so we're going 00:18:55.369 --> 00:18:58.269 to be, I'm going to be hiring more people to 00:18:58.269 --> 00:19:01.630 be facilitating those to help organizations and 00:19:01.630 --> 00:19:05.970 individual sales leaders be better people, be 00:19:05.970 --> 00:19:10.289 better leaders, lead with more purpose and become 00:19:10.289 --> 00:19:13.119 more visionary so that it impacts. their ability 00:19:13.119 --> 00:19:16.079 to recruit great people, their ability to retain 00:19:16.079 --> 00:19:19.019 that talent, and then increasing revenue along 00:19:19.019 --> 00:19:21.640 the way. So just a lot of expansion happening 00:19:21.640 --> 00:19:26.599 over here for my next move. So what one key piece 00:19:26.599 --> 00:19:31.039 of advice can you offer to a sales leader or 00:19:31.039 --> 00:19:35.220 an aspiring sales leader to meet or surpass their 00:19:35.220 --> 00:19:39.740 goals? The advice I give is kind of our tagline 00:19:39.740 --> 00:19:42.319 here. And it's what I say to anyone, no matter 00:19:42.319 --> 00:19:44.740 if you're in, it doesn't matter where you are. 00:19:44.819 --> 00:19:48.000 If you want to succeed, you want to do the things 00:19:48.000 --> 00:19:51.480 that matter for the reasons that matter with 00:19:51.480 --> 00:19:54.240 the people that matter in a way that matters. 00:19:54.579 --> 00:19:57.660 And so this is really about focusing, right? 00:19:57.779 --> 00:20:00.740 There's so many, there's so many distractions. 00:20:02.599 --> 00:20:05.279 What would be nice or, you know, what would give 00:20:05.279 --> 00:20:08.799 us validation really matters and it doesn't, 00:20:08.799 --> 00:20:12.019 you know. So getting really clear on what you 00:20:12.019 --> 00:20:15.359 want, why you want it, how to help other people 00:20:15.359 --> 00:20:18.259 get that, connecting great minds together to 00:20:18.259 --> 00:20:20.960 optimize teams. I mean, that's the stuff that 00:20:20.960 --> 00:20:24.240 matters. And so that line. Do the things that 00:20:24.240 --> 00:20:26.740 matter for the reasons that matter with the people 00:20:26.740 --> 00:20:29.480 that matter in a way that matters is a really 00:20:29.480 --> 00:20:32.279 great gut check to go through those four different 00:20:32.279 --> 00:20:34.940 things and say, am I doing this? But if you do 00:20:34.940 --> 00:20:37.640 those four things consistently enough, you don't 00:20:37.640 --> 00:20:39.799 have to be perfect all the time. But if you do 00:20:39.799 --> 00:20:41.920 those four things consistently enough, you will 00:20:41.920 --> 00:20:45.640 be successful. What a wonderful insight. Well, 00:20:45.720 --> 00:20:48.920 thank you so much for joining me today. Thanks 00:20:48.920 --> 00:20:52.210 for having me. This was fun. And thank you to 00:20:52.210 --> 00:20:55.470 all my listeners for tuning in to another episode 00:20:55.470 --> 00:20:58.289 of Milestone Moments in Business and Leadership.