Women In Sales Awards North America

Page 1

May 2015


North america

Women in Sales Awards Christina Lammers, the most distinguished sales woman of 2015

big deals and high heels: Why Women Are Naturals at Selling

Believe in yourself

Know the qualities you bring to your role

Brianne Drewry

Meet the


WINNERS Women in Sales Awards / North America 1





2 Women in Sales Awards / North america - June 2015

Welcome Afi Ofori

Managing Director, Zars Media


would like to start by saying thank you to everyone who attended and supported the inaugural Women In Sales Awards, North America. Awards such as this provide us with the opportunity to share our experiences, learn from one another, and it contributes to the progress of workplace diversity in a positive, cooperative manner. I always enjoy our awards dinners because they offer a rare opportunity to reflect upon the achievements and important contributions women have made and continue to make toward sustaining and improving working lives and our standards of living.

Congratulations to all the finalists and the winners. Your success at this year’s event would not have been possible without the leadership and foresight of your companies. The fact that they took the time to nominate you shows their commitment to you and their confidence in your ability as sales professionals. Thank you to all the companies who have shown their support for the women in their sales teams.

Thank you to Bacardi who sponsor the drinks reception for the awards globally, our media partners for their support in launching this inaugural event and to my team for their tireless efforts in making sure the event runs smoothly. To all the finalists and winners we hope you will use your success to encourage more women to consider careers within sales. Thank you all and we look forward to seeing you in 2016.

Women in Sales Awards / North America 3

In this magazine 6. Believe in yourself.

Know the qualities you bring to your role. Brianne Drewry

8. A Tribute to Women in

Sales: 3 Game-Changing Saleswomen

10. No One Majors in Sales 12. Women in Sales:

Moving Beyond Outdated Thinking on Your Path to Success


The Winners 46. Don't Be A Bull 48. Today Rainmakers

Are Sharing Online

51. Sales Recruitment –

Place Your Bets please…


54. Women in Sales: Common Challenges and Common Sense Solutions

14. Ace More Sales 16. Big Deals and High Heels:

Why Women Are Naturals at Selling

20. Judges Profiles & the Judging process

56. Mind the Gender Gap! 58. Women in Sales: Starting Your Career

60. Developing Tomorrow’s Leaders

24. 2015 Women in Sales


Awards Finalists


Jason DeAmato

Vice President of Sales, Mesa Natural Gas Solutions Creator and Co-Author of the Amazon Bestseller, The Pocket Guide For Sales Survival CEO and Founder - The Island of Sales Jason DeAmato is the Creator and Co-Author of the Amazon Bestseller, The Pocket Guide for Sales Survival. Jason has worked in sales his whole life starting in his mother's used clothing store when he was 13 years old. He is currently the Vice President of Sales for Mesa Natural Gas Solutions. Prior to that he was the Director of Sales Training at EF Education First, the world leader in experiential learning and international education. He has held Director roles in finance, medical equipment, and started his first outsourced sales and marketing firm in his twenties. He has spoken all over the world to audiences native to over 30 countries worldwide. His original idea for The Pocket Guide for Sales Survival stemmed from feeling a desperate need to have all the rules he learned in his sales career in one place. Jason adores talking sales with other sales geeks and believes with the right attitude, instinct and hard work you can be as successful as you desire. Fun Fact - The Pocket Guide for Sales Survival has sold more in Russia, Europe and Asia than it has in the United States.

May 2015


North america

Women in Sales Awards Christina Lammers, the most distinguished sales woman of 2015

big deals and high heels:

Why Women Are Naturals at Selling

Believe in yourself

Know the qualities you bring to your role

Brianne Drewry


Meet the



On The Cover: Christina Lammers, The Most Distiguished Woman of 2015

The Women In Sales Awards Magazine is published by Zars Media



8 Heathfield Court Fleet, Hampshire GU51 5DX England Tel.: 01252612025 info@wisawards.com

Randy Bernard

Head of Sales, Curata, Inc. Co-Author of the Amazon Bestseller, The Pocket Guide For Sales Survival Vice President, The Island of Sales Having spent close to two decades in direct (inside/outside) sales, Randy has held roles as a field rep, inside sales rep, trainer, manager, district manager, regional manager, Director of Sales, Vice President and Owner. His hands on experience, coupled with his learning's from failing hundreds of times along the way...is his greatest asset. Randy currently oversees the entire sales engine for a High-Tech, Award winning software company in downtown Boston, Curata, Inc. With two decades under his belt of selling and building teams, his passion for sales continues to ensure a consistent and predictable growth in his customer base at Curata as well as those companies he consults for. Randy is the co-author of the Amazon Bestseller, The Pocket Guide For Sales Survival which is used by sales managers and salespeople around the world. Randy loves helping sales professionals increase their closing percentages and confidence level. Fun Fact - The Pocket Guide for Sales Survival was shot down by a handful of literary agents and publishers before Jason and Randy decided to self-publish. Shortly thereafter, the book rose to Amazon Bestseller status in multiple categories.

Dana Mata

Head of Business Development, Zoom Video Communications Dana's career spans 20 high-performing years in senior leadership, consultative technology sales, and business development roles across North America, including AT&T, Cisco WebEx, Vidyo, and PGi. She has inspirationally led teams, big and small, while serving valued customers across a multitude of industries from lean start-ups to large Fortune 500's. Dana earned her Master's Degree in Organizational Management from University of Phoenix, and her Bachelor's Degree in Communication Studies from California State University, Sacramento.

Women in Sales Awards / North America 5

Believe in Know the qualities Brianne Drewry Director of Commercial Planning & Analysis – On Premise Bacardi U.S.A., Inc.

Tell us about your role at Bacardi? I’m currently the Director of Commercial Planning & Analysis, On Premise for Bacardi’s U.S. business, which makes me part of a larger Customer Marketing team. Customer Marketing is a relatively new function within the Bacardi organization and it’s been exciting to get in on the ground floor of a team that is integral to changing how Bacardi goes to market with its iconic portfolio of premium spirits. My team is responsible for bridging the gap between brand strategy and the sales team’s commercial execution of the plan. No day is the same in my role and I love being able to work cross-functionally with colleagues in multiple departments. Have you always worked in sales? I actually started in Finance right out of college. However, I realized that I wanted to work with tangible products rather than financial instruments and have a more impactful role in the revenue producing part of a business. That decision took me toward consumer packaged goods and eventually spirits. I have worked in a variety of sales and marketing roles during the past 10 years.

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In your opinion, what’s the number 1 thing that makes a woman successful in sales? While there are many benefits of leadership styles of women in sales, when faced with a problem or a sales opportunity, women tend to work toward a collaborative solve rather than a one-sided solution. What sales skills can women best cultivate to work in the drinks industry? The one piece of advice I give to any woman starting out in her career is to familiarize herself with the financial side of the business. Financial acumen is not a gender specific skill, but this is an area I often see women shy away from more so than their male counterparts. In order to really understand the business, though, you need to understand the financial metrics that drive profitability. That doesn’t mean you need to be an expert but take the time to familiarize yourself with the P&L. What kind of career growth options do you think women starting out in sales at Bacardi should know about? Since Bacardi is a family-owned company, we tend to be more entrepreneurial. In such a work environment, I’d counsel women to be more open to new experiences and positions.

yourself you bring to your role A career is a marathon, not a sprint. So the best “next thing” for you might not be your boss’s position or the role that adds “Senior” in front of your current title. The more diverse your base of experiences, the better prepared you will be for a changing landscape. Don’t be afraid to do a rotation in Marketing or Customer Marketing or work on a cross-functional project with Finance & Operations. We also have a great opportunity to participate in the Women in Leadership group – our management team has correctly identified the women at Bacardi as a resource worth developing – not just because it’s the right thing to do, but because there is a tremendous pool of talented women who are instrumental in driving Bacardi’s growth. What opportunities are available at Bacardi for women in sales? Bacardi offers a great combination to its employees: it is large enough to offer a diversity of projects and job options, but small enough to prevent people getting lost in the shuffle. This allows you to continue challenging yourself by trying a new project or even working in a new region or a new role. The important thing to remember is you can’t

“If you find yourself in a room where you are the only woman, take it as an opportunity to show the unique skill set and perspective you bring to the team”.

rely solely on your manager to come to you with opportunities; if you are interested in a project or a role, you should speak up and ask about it. Of course, you should be open to the possibility that your manager might identify areas of development for you that you weren’t necessarily contemplating previously, but it will help them (and you) if you are first purposeful and vocal about what you want to do and where you want to go. Do you think gender diversity is important in sales & leadership? Absolutely. Our consumers aren’t exclusively men so a sales and leadership team shouldn’t be either.

Any advice to women considering a career in sales? Be humble and hardworking, but don’t feel like you need to be more aggressive or more stereotypically male in order to succeed. Believe in yourself. Know that the qualities you bring to your role are most likely exactly the ones that are needed. If you find yourself in a room where you are the only woman, take it as an opportunity to show the unique skill set and perspective you bring to the team, as well as help pave the road for the second woman that makes it into the room. Women in Sales Awards / North America 7

A Tribute to Women in Sales: The tide is turning. Although still a male-dominated field, sales has seen a fundamental shift the last decade. With the advent of insight and relationship based selling, an interesting trend has emerged – not only are we seeing more women in sales, on top of that, they’re bringing in more money. With that, a look at the trailblazing saleswomen of years past and present.

Mary Kay Ash Claim to fame: With $5000.00 of her own money Mary Kay Ash set out to build a company in which women were rewarded for top sales. Today, Mary Kay Cosmetics employs over 2 million consultants around the world and generates over $2 billion of sales per year. Context: After being passed up for a promotion in which she was the top performing employee, Ash identified an underserved market in direct sales – women. Praise: “Mary Kay dreamed of a company in which women would be paid what they were worth and not what the job was worth. She had an unshakable belief in us and what we are capable of doing.” – Carolyn Ward

Kayla Kozan Marketing Coordinator at Ideal Candidate, Social Seller, Writer, Early Adopter, Content Creator Twitter: @kaylakozan @recruit_smarter

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“Everyone has an invisible sign hanging from their neck saying, ‘Make me feel important.’ Never forget this message when working with people.”




Erica VanderLinde Feidner

Anita Krizsan

Claim to fame: Dubbed the “Piano Matchmaker“, top salesperson in the Steinway & Sons. Netted record $4 million in 1999.

Claim to fame: Top selling Bugatti Veyron salesperson in the world. In 2012, Krizsan broke records by successfully closing 11 sales, totalling over $15 million.

Context: With the average Steinway & Sons piano approximately $25,000, that’s 160 very expensive pianos a year. Praise: “It is not unusual for Feidner’s customers to describe her as a force of nature. This is not because they feel pressured by her but because after they meet her many soon find themselves in the grip of musical ambitions they never knew they harbored.” – The New Yorker

“Every piano has a personality. They’re born that way.”

Context: With a price tag of over $2 million, most Veyron salespeople consider themselves lucky to shift two to three a year. Praise: “Customers love her. It’s a big relationship job. She’s put a little bit of magic into it. She understands the customers and puts them at ease.” – Derek Bennett

“Aftersales is key to ensuring customers keep coming back … A child can sell a car once. We want to see them again. We have a Bentley customer from three years ago and we still call to see if they’re OK.”

Women in Sales Awards / North America 9

No One Majors in Sales 10 Women in Sales Awards / North america - June 2015


pon watching LinkedIn’s ‘Picture Yourself ’ campaign, I was moved to tears and tried to recall what my energetic 10-yearold self would have said. It could have been a lot of things— Teacher, Interior Designer, Hotel Manager— three professions that require educating and nurturing, creativity and planning, coupled with organization and strong communication skills. Flash forward sixteen years later, and based on my childhood dreams, I believe my career in sales makes perfect sense. Why?

We are the sum of all life’s experiences

Let’s throw it out there — no one majors in sales. Upon my freshman year orientation at Butler University, I wasn’t signing up for Sales 101 or Cold Calling 107. If you were like me and attended a Liberal Arts University, you were probably signing up for classes you didn’t think you needed. Classes like Speech and Sociology—or the eye opener, ‘Change and Tradition’. While these classes didn’t make sense at the time, it was here I gained confidence as a communicator, expanded my knowledge of human behavior and enlarged my vision as a young woman; all crucial skills in understanding the sales process.

Women are changing the story

How many times have you been asked, “What do you want to be when you grow up?” Likely the answer is too many to count, and frankly it’s not important. What is important is that we are still pursuing this question in our adult lives, or at least a piece of it.

My sales career has allowed me and many women to carve our own plans and venture off the beaten path. Our confidence and leadership ability has broken down the fear of getting lost, and we are confidently ‘leaning in’ to new experiences. This approach has provided a perfect forum for a confident woman to venture away from historically female dominated career paths such as: Education, Communications and Psychology. After college we’ve taken the skills we learned in these fields and stepped outside the box. Jill Konrath, author of AGILE SELLING affirms, “A sales career plays to a woman’s natural strengths of connection, collaboration and preparation.” Naturally, women know how to read people and forecast outcomes before they’ve even happened. I’m the furthest person from a scientist, but I strongly believe a woman’s intuition is a “sixth sense” and huge leverage in the sales process. In this recent article, “Theories suggest that women have an enhanced ability at reading facial expressions and emotions; we are much more likely to pick up on subtle emotional messages and read things like tone of voice and body language much better than men.” This attribute is absolutely transferable in helping women connect with people, foster relationships, and build rapport — all critical to a strong foundation with a client.

“A sales career plays to a woman’s natural strengths of connection, collaboration and preparation.” Jill Konrath, author of AGILE SELLING

Women are team players

We’ve uncovered the value of professional relationships with other women and the importance of building each other up, rather than tearing each other down. I firmly believe watching other women succeed has turned me into a more confidant woman in my own sales career. When my current manager and pseudo life mentor, Lisa Killeen co-founded Women at LinkedIn (W@LI) she knew she wanted to build a support network where women can face challenges together. Whether it’s being a Mom for the first time, being great at your job, or just gathering another level of support that helps you succeed, Lisa recognized the importance of strong female relationships and having champions on your side in the workplace. Coupled with relationship building, my sales career has allowed me to harness the key foundational skills of good communication. Whether it’s being consultative, showing compassion or simply being prompt– many studies argue women, in general, communicate better. Whether it’s with a spouse, partner, friend or client—women have set the bar as effective communicators while also embracing the power of a strong social network. Jill Rowley, Chief Evangelist and social seller puts a spin on the ABC’s, “ABC = Always Be Connecting. Your Network is Your Net Worth.” I relate to this approach entirely as a handful of people in my life started with a 140 character conversation on Twitter or an InMail on LinkedIn. Many meet cups and cups of coffee later, my sales career has grown exponentially due to the network I’ve acquired. While career paths for women continue to evolve, my advice to other female professionals is simple. Your life belongs to you, and your career is your choice! If a career path in sales interests you, stay up-to-date with leading advice from other inspiring #WomenInSales and share your thoughts, questions or comments in the LinkedIn Sales Solutions Group and by using the hashtag #WomenInSales on Twitter. Don’t be afraid to explore the unknown, gals; sometimes venturing away from an intended career path opens exciting doors.

Abigail Dorsett Renewal Specialist at LinkedIn Women in Sales Awards / North America 11

Women Moving Beyond on Your Path Start


arlier this year I had the pleasure and privilege of speaking at a Woman in Sales dinner. In attendance were about 125 top female sales executives. I heard from the organizers that some of the women invited didn't want to attend, since they felt women should not be singled out from their male colleagues. I disagree with that view, though I respect it. In the end, I think the evening was well received, and the attendees appreciated the value of women coming out to support each other. I'd like to share some of the remarks I made that night pertaining to the qualities of a great sales leader -- regardless of gender -- and discuss a study that shatters some myths about gender stereotypes. In a second installment, I'll relate what I hear from women across our global sales organization about the challenges they face both in their daily work and in advancing their careers, and offer my advice. As more women advance in the workplace, it's becoming clear that corporations seeking to achieve a balanced leadership agenda are better off not trying to make women think and act like men. Instead, they should be leveraging women's natural strengths. The received wisdom seems to be that women typically excel in "soft" skills such as collaboration, communication, empathy, rewards, and recognition, while men are more about performance, pushing through obstacles, and crisis management. But a recent study published in the Harvard Business Review debunks these polarizing stereotypes. The study surveyed 7,280 leaders and ranked their effectiveness. It turns out women's advantages were not confined to "soft" categories: "At every level, more women were rated by their peers, their bosses, their direct reports, and their other associates as better overall leaders than their male counterparts--and the higher the level, the wider that gap grows. Specifically, at all levels, women are rated higher in fully 12 of the 16 competencies that go into outstanding leadership. And two of the traits where women outscored men to the highest degree-taking initiative and driving for results-have long been thought of as particularly male strengths." In other words, there's no reason for women to feel any less naturally talented or suited to sales than their male colleagues. Nor should women feel they need to stand on the strengths of empathy and listening skills. Now that we know both women and men can thrive equally in the sales environment, let me share with you some steps you can take to succeed.

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1 Have a positive attitude

Great sales leaders have what I call "followership," which comes from having the kind of positive attitude that inspires others. This doesn't mean being naĂŻve while facing complex situations. Rather, it's about putting things in perspective and reminding people we all have the tools we need to succeed. Former New York City mayor Rudy Giuliani speaks of having a positive attitude even when faced with incredible uncertainty -- and he should know.


Debra Walton Chief Content Officer at Thomson Reuters Debra Walton is currently the Chief Content Officer at Thomson Reuters and an executive sponsor of the Thomson Reuters Women’s Network. All views expressed are her own. Follow her on Twitter @DebraAWalton

in Sales: Outdated Thinking to Success 2 Have a plan

It's difficult to create followership and inspire others unless you have a clear set of objectives and a solid plan to achieve them. Numbers are often less impressive than a clear and well-articulated story about how they will be achieved.

6 Have fun

Leadership is about inspiring people to want to come to work. Take time to make work fun.

3 Set Metrics

On the other hand, if you cannot measure it, you cannot manage it. As my colleagues know, I'm a bit of a drill sergeant when it comes to sales metrics. People may grumble about having to produce them on a routine basis, but it forces them to come up with a plan. For a sales leader, plans and metrics are a sign of engagement.


5 Be curious

This is a big picture idea. It's important to be curious about your customers and their business, but also about the company you work for and what it has to offer. Thomson Reuters customers want us to listen to their needs, engage in dialogue, and understand the business challenges they face - but they want us to do so as an informed participant able to bring our knowledge and assets to the table. Sales success often boils down to connecting customer needs with your company's capabilities. In the mix are curiosity, learning, and engagement. Incidentally, this also applies to the world outside the office. Stay on top of current business trends and world affairs, as these things could well be affecting your clients' businesses, and your familiarity with them could give you an edge in the market.

Be a coach

Taking on a leadership role does not mean a sales person should step back from customer -- and staff -engagement. Too many sales managers spend time in the office working on administrative matters instead of going out on sales calls with their staff. The greatest sales leaders are great coaches, and many, such as IBM chief executive Ginny Rometty, were once teachers.

Women in Sales Awards / North America 13

Ace More

Sales Are you an Ace in sales? Do you engage in systematic maneuvers to win the sales engagement? How do you consistently increase sales in today’s ever changing marketplace?

This past month I had the privilege to review the credentials of 10 dynamic women in sales. These accomplished women all were Aces. They reaffirmed what I know to be true about how to “ACE” more sales.

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Assess Imagine for a moment visiting the doctor with a headache. The physician immediately orders you to undergo brain surgery without any X-Rays., MRIs or other diagnostic assessments. Would you heed the doctor’s recommendation or quickly leave to find another doctor? Top sales women engage in assessing the current situation as well as what led up to it by researching the past. They do not jump in feet first thinking they know where the bottom is. This assessment process involves many factors and is not just relegated to the current sales lead. Assessments extend into the sales team, the operations of the business and current market conditions and even sometimes the competition.

Clarify From the assessment, clarity evolves. Now the Ace saleswomen know what to do and when it must be done. They also know how to communicate what to do to the different departments or operations within their respective organizations including: • Customer service (customer retention) • Marketing • Management • Outside vendors • Sales • Supply chain Clarifying also requires collaboration and commitment from everyone else who is part of the sales team. To ensure these other 2 Cs – collaboration and commitment happen, Ace saleswomen apply emotional intelligence. As sales leaders, emotional intelligence is becoming more and more essential because as Zig Ziglar said “sales is the transfer of feelings.”

Women in sales know how to ace the sales process. They are consistently assessing, clarifying and executing daily actions to stay on target and ahead of the flow. What was gratifying as I read the resumes, the application and even the LinkedIn profiles, I realized that today there are a lot more women in sales who truly are Aces. These women have learned from their peers, their mentors and their past experiences. They have elevated B2B sales to a higher position and in the process demonstrated women can truly achieve sustainable business growth for any organization in any industry. Note: The ACE Model is designed and developed by Leanne HoaglandSmith. This simple model allows business professional to separate the symptoms from the hidden problems and avoid costly miss steps that reduce profits and impeded sustainable business growth.

Leanne Hoagland-Smith is THE People and Process Problem Solver.

Execute Having clarity provides the opportunity for exceptional execution. The time invested in assessing and clarifying reduces costly miss steps and simultaneously wins more sales. Results are the actions of execution in sales these results can be easily measured. This is how established sales quotas are not only achieved, but exceeded.

For the last 18 years, she has supported forward thinking leaders in bridging the gaps between the two problems restricting strategic business growth – people and processes. Leanne can be reached at 219.508.2859 central time USA. Follow her on Twitter or check out her profile on LinkedIn.

Do you want to ACE more sales? Take this special offer to learn what you do well and begin to monetize sales new opportunities. http://bit.ly/9FBtBX or Call 219.508.2859 CST-USA and mention Women in Sales Awards.

The People & Process Problem Solver

www.increase-sales-coach.com sales@processspecialist.com Women in Sales Awards / North America 15


Why Women Are Naturals at Selling

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icture a recent college grad—a painfully shy, young woman who never dreamed she’d have a successful sales career spanning more than 35 years. I was that girl. I believed salespeople were life-of-the-party types. I wasn’t like that, and I´m still not. Thankfully, I had sales all wrong. Salespeople build relationships. We’re not the center of attention. We ask probing questions, listen intently, have engaging conversations, and make connections— which is why women are great at sales. We know how to build relationships. We are hardwired to be nurturers, connectors, and collaborators. So we don’t have to think or act like men to become rainmakers. In fact, many salesmen could take a lesson or two from us.

Salesmen Understand Women’s Greatness—and so Do Scientists

"The best salespeople I know are women." That's what men tell me. Why? Because women: • Have intuition and actually trust it. • See the complexities in a deal and dig deeper to find the best solution for each client. • Build strong relationships and earn trust.

Neuroscience backs up what salesmen tell me about women. Our brains are wired differently, starting with the corpus callosum—the center of the brain. The right and left hemispheres in Figure 2 Male at rest Figure 1 Female at rest women’s brains have more connective tissue, so we move more easily between to consider the long-term implications of right and left brain functions—in other any decision, where men tend to focus on words, between thinking and feeling. results and completing tasks. Our brains are always "on,” and we see We are also curious creatures; we love to the big picture. “peel the onion” and get to the root cause Women also build relationships differently of a problem. Maybe that comes from than men. We love to share stories and being mothers and aunts. When talking delight in hearing the details, rather than to children, we rarely take the first words getting straight to the point or being told to out of their mouths as gospel. We ask “net it out.” That's because the pre-frontal questions, put the pieces together, fill in cortex—the part of the brain responsible the gaps, figure out what really happened, for decision-making and consequential and find a solution—another ability that thinking—is larger in women. We tend serves us well in sales.

Women in Sales: The Math Doesn’t Add Up Sales leaders know women have what it takes to succeed in sales. According to the 2013 Xactly Insights Gender Study of Sales, women in sales outperform their male counterparts in: • Loyalty (staying in their roles for nearly one year longer than men) • Quota attainment (70% vs. 67%) • Overall leadership effectiveness (55% vs. 52%) • Leadership effectiveness in sales (67% vs. 63%) On average, however, men receive higher commission rates than women (4.1% vs. 4.8%), and women receive lower total variable and base pay. The math doesn’t add up. After all the social progress of the last 50 years, why are leaders still undervaluing women’s contributions? And what can we do about it?

Quota attainment

Overall leadership effectivenes

70% 67%

55% 52%

Leadership effectiveness in sales

67% 63%

Women in Sales Awards / North America 17

Ready to Change the Game? Gender discrimination isn’t nearly as overt as it was years ago. Now instead of being harassed or insulted, women are more likely to be overlooked. To eliminate these subtle gender barriers, leaders and hiring managers must identify and address any hidden biases they have towards women. Just as importantly, women must take their careers into their own hands. It’s up to us to demonstrate behaviors that change perceptions, contribute to company goals, and accelerate our own success.

Ready to change your sales future? Here’s how to start:


Get your voice heard. Your ideas and insights are just as valid as the next person’s. Yet, every woman I’ve spoken with shares this story: “I’m at a meeting, and I offer a perfect solution to the problem being discussed. No one comments. Then 10 minutes later, a man says almost the same thing, and everyone thinks it’s a terrific idea.” One of my colleagues, a partner in a national CPA firm, has her response ready whenever this scenario occurs. She immediately says, “I’m so glad you liked my idea.” That shuts people up fast, while putting her in a position of leadership and strength.


Ask for advice from people you respect—men or women. Listen carefully and adopt what makes sense. We all need advice and guidance, and women are way more open to asking for help. We also like to give help. I never thought of myself as a mentor until a fellow author challenged me

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on this. “We are mentors for everyone,” she told me. “We write profusely and speak about sales. People take wisdom and insights from what we share.” How do you find a mentor? Ask. People aren't mindreaders. Find someone you trust and admire, and start building a relationship.


Step out of your comfort zone and test new ways of working. It’s better to apologize (if appropriate) than to ask for permission. Always ask why you are selling the way you are selling. If your current sales plan is working, keep doing it. Otherwise, change it up. What works well for one salesperson might not be the right style for you. Find your own groove.


Make time for yourself and people you care about. Don’t let the corporate world gobble up all your energy and dull your creativity. To be successful in sales, you’ll need plenty of both.

Successful sales organizations in the 21st century will facilitate teams that leverage the strengths of both men and women. Smart sales leaders want diverse teams who bring different skills, experiences, and perspectives to the table. Women are just plain naturals at selling. We know that. Now it's time to tap into our innate strengths, build our confidence, and get out of our own way.

No More cold calling

Build Your Business Through Referrals

Joanne S. Black

Ready For Some

Girl Talk? Joanne’s dynamic, interactive presentation — Big Deals and High Heels: Why Women Are Naturals at Selling — gives women the power to seek out advice from mentors, step out of their comfort zones, and get their voices heard.

• How men and women are wired differently, and why that matters • The advantages women have over men in sales • How intuition, questioning, and stories drive sales • Why we need to challenge traditional thinking and innovate The industry you sell to doesn’t matter. Your women do. Engage Joanne to speak to the women on your sales teams. And yes, men are most welcome.

Call 415-461-8763 joanne@nomorecoldcalling.com www.nomorecoldcalling.com/deals

Joanne Black is America’s leading authority on referral selling and a sales executive with contrarian points of view. An innovative sales advisor and captivating speaker, Joanne is a member of the National Speakers Association and author of NO MORE COLD CALLINGTM: The Breakthrough System That Will Leave Your Competition in the Dust and PICK UP THE DAMN PHONE!: How People, Not Technology, Seal the Deal.

Women in Sales Awards / North America 19

Judges Profiles


The Judges

A group of 15 senior executives from various industries were carefully selected as an evaluation panel of independent judges. Their objective is to review the nominations and interview each of the finalists. Why An Interview With The Judges?

An interview allows the judges to further assess each finalist’s sales skills, strategies and process etc. The interview also complements their review of the submitted nomination forms.

The Judging Process The Judging process

The judges were organized into 5 groups; each group was made up of 3 judges and interviewed a number of finalists within their assigned categories. Finalists’ nomination and any supporting documents were reviewed by the judges. The next stage of the process was a 20 minute interview with the judges. Scoring Criteria The judges used the following criteria to score the finalists; Opening presentation, Building rapport, The ability to listen, Confidence, Persuasiveness, Articulate, Questioning skills, Competitiveness, Leadership qualities and Passion about sales.

Sales manager and sales director finaists were scored on Coaching and motivation skills as well. Finalists Time With The Judges This is an opportunity for the finalists to engage the judges by telling them the story of their success. Each judge awarded points across the same criteria. After the interview, all finalists answered one final question: “why should you win the award in your category?” Each finalist’s overall score was the sum of the scores from all 3 judges. The finalist with the highest score in each category was selected as the winner in that category.

FAQ's Who are the judges? Where do they come from? Zars Media invites judges from all over North America. Judges may be executives with social innovation expertise, business people, educators and university administrators and leading practitioners in the field.

How do you choose the judges? We usually look for executives with sales backgrounds and with more than 15 years sales experience. We actively recruit and also take suggestions from partners and past judges.

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What do the judges evaluate? Judges will review all the entries within their assigned categories and give their scores as per the guidelines. This will include reviewing the nomination forms and any confidential supplemental documents and project information that is included in the application.

Is the judging by invitation only, or can I apply to be a judge? We recruit judges after screening their profiles using LinkedIn and other news sources. We are happy to consider suggestions. If you'd like to be considered, or suggest future judges, please email judges@wisawards.com

Nancy Hannigan McNeill

Gwilym Jones

SVP of Global Sales at GfK Boutique Research & VP of N.A. Sales at GfK

Dana Mata

Robyn Abrahams

Group VP, Business Development, Oracle

Amy Mathisen

Emily Lyons

Head of Global Sales, Professional Information Business, Dow Jones

Head of Market Development, Americas Thomson Reuters

Barbara W. Mazziotti

Guido Tamburini

Sales Enablement Director, GE Corporate Commercial COE

Mary Jo Alving

MD Sales Financial Services North America, Accenture

Paula Collins

Head of Business Development, Zoom Video Communications

Regional Sales Manager, NASDAQ

Sr Manager, Renewal Sales, EMC

Head of Sales for New England, DHL Express US

Lori Richardson

Jacques Sciammas

Ronnette Earle

Leanne Hoagland-Smith

Inside Sales Speaker, Author, Social Selling & Prospecting Consultant

President & CEO, Selling to Executives

Senior Director, Sales Operations Business Services, Comcast Cable

Chief Results Officer, Advanced Systems

Women in Sales Awards / North America 21

Congratulations to

the nominees and winners of the Women in sales awards – North America in its inaugural year Your sales excellence is an examPle for all of us who asPire to be our best.

Please accept our gift of a One Year Complimentary Subscription to Sales Mastery magazine to continue your journey of excellence.

Go to SalesMasteryMag.com/wisa-na to redeem your complimentary subscription by July 3, 2015

Meet the ����

Women in Sales Awards Finalists North A merica

24 Women in Sales Awards / North america - June 2015

Recipe to Inspire, Encourage, and Empower Women… Take all your Passion, add equal parts of Tenacity, Perseverance, and Courage, Fold in Empathy, Cut in Humor, Saute’ with Humility & Gratitude, Dredge in Vision, Drizzle with Tolerance, Garnish with a Smile and Serve in Heels

“Success doesn’t come to you, you go to it.” Marva Collins

“Persistence is the antidote for resistance.”

Francesca Dugger

Angela Brownlee

Sheena Larson

“Every moment wasted looking back, keeps us from moving forward.”

“Leap, and the net will appear”

Hillary Clinton

Zen Saying

Tammy Robertson-Orr

“You only live once, but if you do it right, once is enough.” Mae West

Elizabeth Grande

“You may have to fight a battle more than once to win it.” Margaret Thatcher

“Si se puede” (Yes you can!) Cesar Chávez

Lenys Alcoreza

“There are no failures - just experiences and your reactions to them” Tom Krause

Shamala Balasubramaniam

“It’s not about having the skill to do something. It’s about having the will, desire, and commitment to be your best.”

Lisa Rowsell

"There are no secrets to success. It is the result of preparation, hard work, and learning from failure” Colin Powell

Megan Voosen

"The only way to do great work is to love what you do" Steve Jobs

Robert Hernandez

Alexia Clements

Laura Koch

Laliberte Women in SalesElizabeth Awards / North America 25

“I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel”.

“You can have it all. Just not all at once.” Oprah Winfrey

Maya Angelou

“We’ve seen again and again that when you invest in women and girls, you invest in the people who invest in everyone else” Unknown

Tatiana Erger

Jenifer Bond

"‎ You can't build a reputation on what you are going to do" Henry Ford

Lanette Richardson

“Luck is what happens when preparation meets opportunity”

“Success is liking yourself, liking what you do, and liking how you do it”.


Maya Angelou Cynthia Clark

“One must create one’s own reality. I greet each morning enthusiastically asking how my talents and skills can be best used to serve others….and success seems to take care of itself.”

Rhonda Eiffe

“There is limitless potential in sales. It is our job to maximize it”

Christina Lammers

“My biggest sense of accomplishment is my partnership with my clients and seeing their success and being part of a team who constantly innovates and inspires. Loving what you do, even on your most difficult days is incredible” Brenee Staples

“Being a leader is like being a lady… if you have to tell people you are, then you aren’t”

Diana Dorobek

“A leader is one who knows the way, goes the way, and shows the way”

Liliana Davidson

“If there's a book you really want to read, but it hasn't been written yet, then you must write it.”

Margaret Thatcher

Lindsay Paxton 26 Women in Sales Awards / North america - June 2015 Latane


Toni Morrison

Ellen Dowd

“I do not think there is any other quality so essential to success of any kind as the quality of perseverance. It overcomes almost everything, even nature.” John D. Rockefeller

Danielle Lopez Heeter

"It is not because things are difficult that we do not dare; it is because we do not dare that things are difficult." Seneca

Kendall Williams

“Always put the shoe on the other foot – I find everything else seems to fall into place nicely after that”

congr atulations from Zars Media proud host and organiser of The Women In Sales Awards

Deirdre Hogan

“Approach everything with a positive attitude and don’t be the person that complains… be the person that comes up with solutions”

Julie Drimel

Interested in nominating for 2016? Please email info@wisawardsna.com for more information Women in Sales Awards / North America 27

28 Women in Sales Awards / North america - June 2015


Win ners The inaugural women in sales awards attracted nominations from some of the leading organisations in North America and Canada. After hours of application reviews and a day of judges’ interviews‌ please meet the 2015 Women In Sales, North America Super Stars!

Women in Sales Awards / North America 29

30 Women in Sales Awards / North america - June 2015

LANETTE RICHARDSON Regional Sales Manager, InsideSales

North America 2015 Winner

Best Woman Inside Sales The first thing when I heard the news that I had been shortlisted as a finalist was call my Husband and my kids. I really couldn't believe it. I was just so flattered to be nominated I really never imagined that I would be named a finalist. I am ecstatic that I have won tonight, this is totally the crowning jewel to a long career as a Woman in Sales. In my opinion the highest honour I can receive. The women in my company are mostly young, so with this award I want to show them that they can do anything they set their mind to. My company is heavily male dominated and being a woman feels like we get lost in the pack sometimes, but this type of achievement just proves that women can lead the way. I hope to be that example to help them achieve their dreams. Taking part in the awards has been an amazing adventure. I have had almost all the women in my company come seek me out, it’s so uncommon that people act like you’re a superstar or something, so it’s a little odd. But when

I see their faces and the sincerity I feel like I have some pretty big shoes to fill. I need to really step it up and lead the way while I have the chance to make a difference. It’s pretty amazing. Honestly I've been a little embarrassed by all the attention but it’s just such an honour that I have been nominated and named a finalist. These things usually happen to other people so I never thought in my wildest dreams that what I did was really making a difference and that people really noticed. My heart is full and I am truly so honoured. This has been a once in a life time event and I would certainly advise my company to take part again in 2016. You can never give a greater compliment to someone than to stand up and say, we think she is amazing and everyone should know. If you are a company considering nominating in 2016; be sincere in who you nominate, let the other women in the organization get involved and support your nominee and you will foster more good will and a stronger bond amongst your team than you can imagine.

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32 Women in Sales Awards / North america - June 2015

LINDSAY PAXTON Sales Representative, Stryker

North America 2015 Winner

Best Woman Field Sales When I first learned that I had been selected as I finalist, it was hard to believe initially, so I verified the status with my company to be certain before calling my husband and best friend to share the news. Understanding the talent that is being considered for this award, winning in my category has been a true honour. I work hard and do not expect special recognition as a female, but it is exciting to be considered among such a talented group of sales professionals. I plan to use this win to continue to help message the importance of diversity in our workplace. I am a believer that diversity of opinion will challenge our way of thinking and make us better. Man or woman, we do the same job, but it is important to acknowledge that there are often unique challenges in our same role. Awareness is key, and winning WISA is a great catalyst for discussion. The experience of participating in the WISA process has been a great opportunity to connect with both internal and external sales leaders. I would recommend that our company continue to submit nominations in 2016 and in years to come. Regardless of the outcome, it promotes healthy conversation and it's an amazing way to spark important conversations. For companies considering submitting nominations for the first time, I would ask “why not�? It is a great opportunity for your sales leaders and for the company as a whole.

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34 Women in Sales Awards / North america - June 2015

Elizabeth Grande Account Director, Thomson Reuters

North America 2015 Winner

Best Woman Financial Sales The first thing I did after hearing the news that I had been selected as a finalist……..I looked up from my computer, raised my hand in the air, pulled it down and quietly yelled “YES.” For me, moving to the final stage was national recognition that the gamble I took in 2007 was the right decision. Growing up, I had two roles models, Doctors and Lawyers. I chose the latter with the understanding that a law degree was a great foundation for business. What I did not fully appreciate was the fact that the practice of law did not harness my natural talents, interests and passions. As I was leaving law, Minnesota Law and Politics notified me that I was a Rising Star for 2007. I told my parents, and my father said, “that’s great Elizabeth, we just don’t know where you are rising too!” I took the time between jobs to follow my passion, Bikram Yoga. I spent 9 weeks in Hawaii and taught full time for a year. I did not intend for yoga to be my job, but it was 2007/2008 and switching careers and in particular from law to sales was not an easy task. I eventually found a job legal sales (as well as a 50% pay cut) and from there I took every opportunity to advance my career. In 2012, I sat next to my now manager on a plane, overheard his conversation and when he was done commented that, “I wanted to work for him.” Two months later, I was working at Thomson Reuters, two years later, I was the top salesperson 11 out of 12 months (2014) and one of two CEO Circle Award Winners for 2014 on the national team. After quietly screaming yes, I reached out to my parents who provided the support and encouragement to take risks, fail big and win bigger! Winning this award is going to give me a larger platform to demonstrate and emphasize the value of true leadership. Leadership on our individual sales teams, our larger organizations and with our clients. Leadership does not identify males or females, it recognizes those who have embraced themselves and their inherent skills fully. “No leader sets out to be a leader. People set out to live their lives, expressing themselves fully. When that expression is of value, they become leaders. The point is not to become a leader. The point is to become yourself, to use yourself completely – all your skills, gifts, and energies…” -Warren Bennis. Women across the board still struggle with how to embrace themselves fully in a historical

business world which recognize the skills inherent to men. The good news, is that overall this is changing. The skills inherent to women, inclusion, empathy, relationships as familial not hierarchical are driving businesses to greater success. These skills drive both men and women. Winning this award means another female leader at Thomson Reuters in the Financial Business Unit. There are not a lot of women in my role. There are even fewer at the top. This is going to recognize the effort and priority the company is making to emphasize gender equality in leadership. I intend to use this award to fully engage men and women to embrace themselves fully, to encourage individuals to take risks and to fail, and to advocate for diversity in teams across the board. I have thoroughly enjoyed participating in the Women in Sales Awards. It has pushed me to view myself as a female leader and nudged me to open my eyes to where I want to go and how I see my inherent skills helpings others. It has affirmed that taking risks is not only scary but exciting and rewarding. I have followed the Leaders and Success page in the Investors Business Journal since I was High School. I have read numerous stories about how successful individuals failed at least twice as many times as they win. I am now realizing that this too can apply to me. I will absolutely advice Thomson Reuters to nominate other women in 2016, all people can benefit from positive reinforcement and public recognition. This is a fantastic venue to acknowledge the hard work and positive skill set women bring to workforce. For companies considering submitting nominations in 2016…..do it, and do it now! I can’t think of a better way to bring collegiality amongst women within individual organizations and across organizations nationally. Phrases like, “the boy’s club,” the “glass ceiling,” the “grass ceiling” are there for a reason, men frequently support one another. On the other hand, women are not always that nice to one another and are frequently very competitive. This is an inclusive opportunity to drive excitement and support for one another. It has already happen amongst the finalists from Thomson Reuters, and it feels awesome!

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36 Women in Sales Awards / North america - June 2015

DANIELLE LOPEZ HEETER Sales Representative, Stryker

North America 2015 Winner

Best Woman Healthcare Sales

When I read the news of the finalist announcement I actually re-read it a few times over to take it all in when I realised that I had been selected as a finalist. I felt extremely honoured. It is an unbelievable honour winning tonight! Most of the time, we compare are sales numbers and gauge our successes against those within our own organization or our immediate competition. This award means a lot to me because it will show that my sales accomplishments stack up against other women in the healthcare industry as a whole. I plan to continue to help mentor and serve as an example of a woman who can start from the ground in a highly competitive sales position, while still having a family and good work/life balance. The Stryker Corporation allows salespersons to have a great deal of autonomy, which helps maintain that balance. Every person, male or female, has the ability to create their own business plan and strategies that work for them.

The 14 years I have spent in the healthcare industry, more specifically, Stryker Corporation, has allowed me to show a proven track record of performance over time. Healthcare reform and the decline in the economy made business growth even more challenging. My experience and customer relationships prepared me for the challenges and extra ingenuity that was going to be needed during this time to sustain and grow the business. I would absolutely advice for Stryker to nominate other women in 2016. It is important to show how women can succeed in this industry and how we compare to our peers from other companies. It is motivational in many aspects to see this recognition. To a salesperson, recognition is a big driving factor. Companies that take the time to submit their employees for special recognition are going a long way in showing they value the individual and the work they have done for the company.

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38 Women in Sales Awards / North america - June 2015

Laura Koch Partner, Appirio

North America 2015 Winner

Best Woman IT Sales I was so surprised and excited to learn I had been selected as a finalist, truly unexpected - I didn't even realize that I was even nominated! I am truly honoured and humbled to have won tonight so many amazing women are finalists. I would like to use this as a catalyst to start a group at Appirio, for women to collaborate, share experiences, and cheer on our successes! It has been thrilling taking part in the event! I will encourage Appirio to nominate again in 2016, it is an amazing recognition, tremendous to have this listed as an accolade, and a great way to network with other successful women. For companies considering submitting nominations in 2016 it is an incredible way to celebrate women's achievement in your organization - this is something a nominee will never forget.

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40 Women in Sales Awards / North america - June 2015

Christina Lammers Regional Manager Emerging Markets, Oracle

North America 2015 Winner

Best Woman Sales Manager &Most Distinguished Sales Woman Of The Year

The first thing I did after hearing the news that I had been selected as a finalist was I thanked my boss then called my husband. They are both huge supporters of my career and everything I do. My husband and I enjoyed some sparkling cider (since we are expecting) that night!

The experience taking part in the awards has been a really fun and exciting engagement. I was surprised at how nervous I was to complete the virtual interview. It really showed me how important this is to me and to those around me.

It is an absolute honour that I have won tonight. This is not just something remarkable tied to my name, but taking this back to Oracle and my team who are the real reason I have won.

I will absolutely advise Oracle to take part again in 2016! I already have emails from several colleagues advising their interest in competing next year. It will be so fun to take part in supporting another incredible woman from Oracle.

We have several women’s groups at Oracle that I’m involved in. I believe having the opportunity to share this experience with these networking groups is going to be an amazing and humbling experience. I also feel that this award can and will inspire my male colleagues. I believe spreading awareness about diversity and equality in technology is important for all genders!

For companies considering submitting nominations in 2016 promote the event early. This is an opportunity for women to really shine and collaborate together so the sooner the word is out the more candidates you may find that deserve a nomination.

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42 Women in Sales Awards / North america - June 2015

ELLEN DOWD Vice President, Hitachi Consulting

North America 2015 Winner

Best Woman Sales Director When I first learned that I was a finalist, I quickly reached out to the two people at my company who were responsible for nominating me. One of my amazing peers brought the award to the attention of our Executive Leadership Team, and my boss wrote a heartfelt and humbling testimonial for my nomination. I am so incredibly grateful to both of them for their recognition and support, and I wanted to share the news with them immediately. The second thing I did was to go to the website to see the list of other finalists. I was so excited to see all of these impressive women being rewarded for their results, and I wanted to be inspired by their many accomplishments. I am definitely looking at this experience as more of a journey than a destination, I consider it an honour winning tonight. This is going to be a huge vote of confidence and validation, not just for me but for the amazing team of professionals with whom I work every day. By building recognition, exposure and personal brand, we earn capital within our companies. That capital can be leveraged to promote diversity and make investments in our people. Being a finalist has already been a huge win for the women in my company, and taking this trophy to the office is only going to increase the impact. My sponsor has done a fantastic job of communicating the news throughout all levels of the organization, and the response I have gotten — particularly from the women in the company — has been

overwhelming. I have received so many emails, texts, and social posts congratulating me and expressing enthusiasm for the recognition for one of our own. When they see me being supported by the company and recognized by the industry, they feel supported themselves. This is a huge motivator for them and for me as a leader. This experience has been overwhelmingly positive from start to finish. The staff has been extremely helpful and gracious, and I truly enjoyed my conversation with the judges. I have been so impressed with the organization — both in terms of the overall mission and how that mission is executed. The team has been wonderful about promoting all of the finalists through social media and staying connected with us. It has been great meeting some of my fellow finalists tonight. Would I advise my company to nominate other women in 2016… unequivocally, yes. In fact, I will being carrying the torch for this award and will absolutely be encouraging our company to nominate other women for years to come. For companies considering submitting nominations in 2016, go for it—nominate your rock star women and make sure that you promote and communicate the news within the company. Regardless of what happens, the nominees will be gratified and gain confidence, and all of your employees will be motivated by the recognition they receive.

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Congratulations to everybody involved with this year’s Women In Sales Awards WE’LL BE SEEING YOU NEXT MONTH IN OUR JULY ISSUE… Look out for interviews with many of tonight’s participants plus a full report of this year’s Awards.


Journal of Sales Transformation is the new publication exclusively focused on the promotion of sales excellence among global corporates. Our content is a mix of quality journalism, insightful opinion and research by current sales leaders and academics.


Our mission is to help enhance the professionalism of sales organisations by bridging the gap between businesses and academic research to offer the best of both worlds.

Find out more at: www.journalofsalestransformation.com To receive a free trial copy, please email editor@journalofsalestransformation.com 44 Women in Sales Awards / North america - June 2015

Simple Online Meetings CLoud Video Conferencing Group Messaging

Women in Sales Awards / North America 45

Don't Be

a Bull... By Dana Mata Head of Business Development at Zoom Video Communications

46 Women in Sales Awards / North america - June 2015

Overly aggressive sales people with a self-centered “bull in a china shop” approach will no longer make it through the door physically or virtually.


s a woman in sales, I’ve thoroughly enjoyed 25 rewarding years selling and leading in Silicon Valley. With incredible mentors, I quickly climbed (and sometimes cracked) the “corporate ladder” from telemarketer to CEO, each step witnessing a wide diversity gap for women in sales in all roles, especially leadership. Yes, past and present – women represent the minority in the room – like many others. Next, I’ll share how I got started in sales, how the sales role has collaboratively evolved, my recipe for sales career success, and simple solutions to help narrow the gender diversity gap together.

Go-to Recipe for Sales Career Success I truly believe that selling – like life – is a collaborative team sport and a fulfilling career for women – anyone – if: •

You’re CURIOUS, with an insatiable desire to learn and openness to change.

You’re CONNECTED, and fully leverage social selling to expand mindshare.

You’re MOTIVATED, with the ability to set goals and execute to strategy… repeatedly.

You’re INSIGHTFUL, with visionary and analytic perspectives clearly communicated.

You’re DETERMINED, with focus and resiliency in pursuit of excellence and ultimate customer satisfaction.

Your “SOFT SKILLS” are refined, including effective communication, collaboration, emotional intelligence (EQ ), social graces, and positivity. Indeed, soft skills are sexy again and here to stay, giving women – and anyone who masters them – a distinctly competitive, authentic, and transparent edge.

Ready, Set…

As a woman and single-mother, I knew that sales would be a natural fit for me. I love people, teamwork, solving problems, and technology. In my first inside sales role at AT&T, I received world-class foundational sales training emphasizing consultative-solution style selling vs. products and features. I learned to listen carefully, discover deeply, and share insightfully, always focusing on maximizing value. Placing customer needs and objectives ahead of my own personal gain, and being passionately committed to identifying and solving business problems with relevant valuedriven solutions, have always been my priorities. More important than “closing deals,” is being recognized as a “valued consultant and trusted advisor,” being the ultimate reward, compliment, and vote of customer confidence, while building trustworthy and transparent longstanding relationships.

The Perfect Partnership Storm

We now live in a fact based, data driven, decision making world where having – and knowing what do with – the right knowledge and skills are critical. Buyers are astutely aware of market offerings prior to any sales engagement. They already know what your product is. They want to know what it does and how it (you!) can help transform the way they do business and drive immediate measurable value. Overly aggressive sales people with a self-centered “bull in a china shop” approach will no longer make it through the door physically or virtually. It’s now imperative for sellers to be agile with deep and adaptive situational fluency while customizing and consistently directing the flow of relevant information and thought leadership.

Simple Solutions to Narrow the Gender Diversity Gap Organizational Changes

1. Mirror Image? Don’t always hire “the man in the mirror.” Pun intended. Instead, complement your teams with diverse recruiting efforts highlighting differentiated strengths and skills based upon key profiles for individual, team, and company success. Reflect, look, and think outside of the mirrored box and act responsibly, including eradicating gender biased job descriptions, such as “ninja,” “dragon slayer,” “whale hunter…” Sounds dangerous? Weapon and costume required? 2. Transparent Diversification and Inclusivity. Champion diverse networks, groups, and actively participate in discussions that bring focus to helping women -any minority- further advance in sales and leadership roles. Let’s address this hefty “elephant in the room,” put a colorful bow on it, and have openly mindful, inclusive, collaborative, and productive discussions, like LinkedIn’s Koka Sexton and Alex Hisaka have done! 3. Develop. Encourage and implement leadership development programs within your (sales) organization. It starts with hiring, developing, and promoting qualified and diverse talent. Make your company an awesome place to work and grow. Invest now.

Individual Changes… (Listen up ladies – well, everyone!)


Stretch. Remove self-imposed boundaries. Seek out and apply for stretch assignments and roles that will grow you and your (sales) career. No one is a “100% perfect match” for any job description. We all have shortfalls…initially. Don’t let that stop you from applying. Do seek solutions to rapidly augment potential skill gaps. Go!


Communicate and Leverage. Promote and sell yourself directly and indirectly through executive sponsors and mentors. Share your aspirational goals and how much you value their expert guidance and advocacy. Fully leverage your network – especially LinkedIn! Seek to understand. Mentor. Get engaged. Stay connected. Yes, “Lean In”


Learn. Continue to enhance your knowledge and expertise. Read, learn, attend seminars-webinars, obtain specialized degrees or certifications, and offer valuable and insightful comments on blogs and posts such as this one. Start now!


Share. My eyes, ears, and soul are wide open and welcome your valued voice and below perspectives on other creative and collaborative ways to help narrow the gender diversity gap for “Women In Sales,” through this amazing Linked(In)clusive open forum.

Women in Sales Awards / North America 47

Today Rainmakers are

Sharing Online The use of content as outbound sales call and the rise of a new generation of rainmakers

We love the TV series “Breaking Bad.” Great show. And no, we aren’t going to suggest that you run your sales team like a methamphetamine production racket. What we would like to point out is that we don’t know what network Breaking Bad ran on. It’s just on the web now. Because of the internet no one cares where good content comes from. It only matters if it is good content, and the result of this has been an explosion in quality programming.

This is happening in the B2B world as well. Customers expect to find great content at their fingertips. And they don’t want a ton of branding and promotion around it. For better or worse, this is the standard to which you are being held. The good news is that if the old saying about content being king applies, then creating good content holds the keys to the kingdom.

This is why we believe that the new sales rainmaker is a content creator.

Clients look for insights on the problem they are experiencing

Today clients are looking online for content that helps them educate themselves on the problem at hand and to experience the AHA moment. Your company needs to provide customers with the insights that lead to that moment. Some of the insights have to come from marketing and some have to come from sales. Using traditional marketing and sales expertise, in which you are distributing traditional content in an online format, powered by online tools that allow you to knock on more doors, does NOT make you an online sales organization.

We suggest looking at the problem differently and to use not only online distribution platforms, but create online content that starts a conversation, and train a team of professionals on the skills needed to develop conversations - online.

Sales to lead the conversation

Let me ask you, if you walk into a room full of people interested in your services, who from your team do you expect to lead the conversation? Sales, right? You would expect them to ask questions, listen, and provide insights on how other clients who have been dealing with similar problems have found solutions.

48 Women in Sales Awards / North america - June 2015

Touches customers across multiple dimensions • • • • •

Across time: day-in, day-out - over the weekend and during weekdays On a variety of topics: Different yet related to helping clients solve their problems Through various media: Video, blog posts, visuals, and white board sessions Across multi-platforms: LinkedIn, Twitter, G+ To reach different audiences within a company: From CxO, VP, to end-user

Who on your team is having that conversation online? In a modern SaaS organization you should put that responsibility in the hands of the online sales professional. They should listen to clients online via twitter - be able to share their stories via blog posts - meet up at events in LinkedIn groups, and lead conversations within their network. They should do this day-in and day-out as a natural part of their personality. In the online world content that relays insights and educates a customer on a problems acts as the outbound sales call.

Shares valuable insights • • • • •

Develop their own content

Personal observations from working with clients Relevant to today, not what happened 5 years ago Thought provoking Applicable immediately Absolutely not selling hard

• • • •

Content that renders well on a mobile Is easy to engage with; like, share, comment, forward by email Shoots a short video with the iPhone to explain a use-case Draws on a whiteboard to explain where the problem originates

Intimately knows their audience and where to find them • • • • • • •

LinkedIn where everyone seems to be these days Twitter where Marketing professionals are Instagram where End Users are Zuora where people look for answers Google+ where Engineers roam around Wordpress where Product Managers hang out Slideshare where Corporate Marketers gravitate towards

Is a scholar in online sales skills • •

Master tools that act as a force multiplier • • • •

Well if today's client is online, and the new outbound call is content then it makes sense for your sales professional to be the new content creator. Importantly, they need the tools, skill training, and online process for this.

Use-case how content won a deal, and generated plenty of leads

March 30th, 2015 Dan an Account Executive as a SaaS company was informed by his client via email that that he had lost the deal they had worked on together. Dan remembered a Winning

LinkedIn to initiate and develop a network of professionals Blog to share their insights Twitter, Google+, BufferApp to listen to the beat of the streat Video portals, demo sites to provide engaging insights into the probel

By Design class he recently attended. In this class he learned about the use of video to communicate with a client to increase engagement with a customer. Since Dan had nothing to lose, he shot a 90 second spot in which he shared several insights for the client's benefit. Impressed, the client changed his mind. But Dan did not stop here, he then shared the entire experience in a blog post which was viewed a 1,000 times, liked - 65 times, and with - 11 comments to boot. In 24 hours Dan had secured a deal, and his blog post had generated numerous new qualified leads.

• •

Understands the impacts of likes, shares, comments, and how to generate them Writes a 800 word blog post on a topic in an engaging way Shoots 60-90 second explainer videos Can visualize a problem with a single picture

Winning By Design

This article is an excerpt from the newly published book “Blueprints for a SaaS sales organization”. In this coffee table book Jacco van der Kooij and Fernando Pizarro, who love Breaking Bad, share their best practices in twelve detailed blueprints, gained from working with 50+ SaaS sales organizations over the past 18 months. The book can be ordered at www.winningbydesign.com

Women in Sales Awards / North America 49

50 Women in Sales Awards / North america - June 2015

Sales Recruitment

– place your bets please‌ Most UK organisations end up disappointed with recruited sales executives while only a minority turn to third party methodologies and out-of-house expert advice to alleviate the problem. At the same time, the vast majority of these companies stick doggedly to what can now been seen as out-dated, ineffective and inflexible recruitment processes that end up becoming little more than a game of chance. These are the alarming findings of a national survey in the practices of sales executive recruitment run jointly by the British Institute of Learning & Development (BILD) and the Universal Sales Skills Audit (USSA).

Source: Combined survey of BILD members and the Sales Initiative Community, 347 respondents, April 2015.

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he findings point to a worrying reliance on old-fashioned attitudes to sales recruitment and training when employing sales executives with more than 58% of employers believing that “sales people should know what they are doing.” This value was then rather unsurprisingly repeated when just over 58% of employers also reported that “Maybe some [sales executives] aren’t as good as we would like.”

Meanwhile 87% allow simple assessments of a candidate's CV to influence their decision while a further 62.5% admit to adhering rigidly to in-house formally structured interviews – approaches that can miss unusual talent and play to candidates well briefed in traditional interview techniques. These approaches persist despite less than half, 45.83%, believing their own methods provide a detailed picture of candidates' sales skills while just 33% say their processes are effective in reducing hire failure rates. Still more worrying, many sales organisations adopt a seat-of-the-pants approach to training with 41.67% using just the interviews to identify areas for training development while only 33.33% use a formalised training methodology and still less, 29.17%, employ a third party assessment of skills gaps.

Yet, having identified problems with recruited sales staff, only 16.67% of companies admit to shedding underperformers leaving a large number of under-achievers still in place and under trained.

It is clear that for a profession that can literally make or break the biggest of corporations, the study has revealed fundamental cracks in the way many employers placed new hires, and a fairly cavalier attitude toward how a new recruit was expected to perform in their probationary period.

In the past few years a lot has been said about the need to professionalise the sales industry. There is a need for qualifications and a somewhat more formal entrance to a career in sales other than being handed a list of prospects and a telephone. However, if you assume that more than half of the sales managers recruiting new executives entered sales through this very same door you begin to realise the problem here – we gravitate towards those like us, the ‘that’s the way I started and it worked for me’ mentality. Now you begin to realise the magnitude of the problem and the size of the oil tanker the industry is trying to turn around. What other professions do you know where it is acceptable practice to “drop someone in and see if they work out?” Perhaps in the example of a manual labouring job with zero customer contact, we might accept that all that was at risk would be the outgoing wage for a few weeks and minor disruption to a production chain somewhere. But for sales, the risk factors treble with wasted salary (often high), loss of projected revenues, and the potentially pointing of once loyal customers towards alternative suppliers.

However, it is encouraging to note that 42% of the organisations surveyed did recognise there was room for

improvement in their sales recruitment procedures, so the door for change is ajar.

54% of recruiters stated that they “rigorously follow up all their references,” but with employment laws dictating how so many of these references are worded, do you really trust them? And how many employers do you know that have done their utmost to help a troublesome sales executive out of their door and into the clutches of a competitor? It seems that, for a profession that lacks an academic paper trail, skills assessment has to be the way forward when recruiting sales people?

45% of recruiters surveyed conducted some form of assessment when hiring sales executives, leaving that rather worrying 55% standing by their game of “suck it and see.” In the survey, only 38% of companies surveyed stated that “Our sales performance has consistently enabled us to meet or exceed our sales targets for the company over the last three years" the message seems to be clear: there is still too much guesswork being employed in sales recruitment and this is a totally unacceptable risk given the difference to performance that sales skills assessment tools make.

About the USSA

The USSA operates worldwide, analysing the skills of customer contact/sales staff and compares them to a global benchmark for effective sales performance. The assessment modules align to published academic standards for sales skills. Their 'Core Sales Skills' covers the five most fundamental sales skills modules. These skills are required by all sales people, regardless of their specific sales role. www.universalsalesskillsaudit.com

About BILD

The British Institute for Learning & Development® is a registered charity. Their vision is to achieve excellence and recognition in Learning and Development for individuals, organisations and the profession as a whole. www.thebild.org

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Women in Sales: Common Challenges and Common Sense Solutions

By Debra Walton Chief Content Officer at Thomson Reuters Follow her on Twitter @DebraAWalton

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n my previous installment, I discussed some of the qualities that make a great sales leader. Now I'd like to talk about some of the challenges faced by women in sales. These are concerns I've heard from women not just at Thomson Reuters, but from those I've met at various women's forums all around the world. The biggest issue seems to be the perception that men have a greater opportunity to connect with customers on a social level. I hear time and time again the unfortunate lament "Men can hang out after work at the pub, or play a round of golf. Women tend to have commitments at home that hamper their flexibility to participate in these gatherings." The other big issue is the notion that companies are "boy's clubs" that make it difficult for women to rise to the next level. One of the remaining challenges for most companies seeking diversity and balanced leadership is getting past "unconscious bias." Fortunately, most high-performing companies have moved beyond the days when overt discrimination was tolerated; they rightly base hiring and promotion on business performance. But the "invisible" challenge of male leaders continuing to hire in their own image still persists as an obstacle to building diverse leadership teams. What many successful companies are discovering and exploiting is that getting more women into sales leadership roles is not only good for business, but is critical for paving the way for them to ascend to the highest executive ranks. A McKinsey study found that sales experience is a must for people seeking the so-called "line jobs" - those with profit and loss accountability - that are a pipeline to the C-suite. Though 62 percent of the women in large corporations are in staff jobs, many of these provide service and assistance but don't directly generate revenue - and thus don't lead to top jobs in senior management. In contrast, 65 percent of the men on executive committees hold line jobs, a fact that may explain why so many more of them are CEOs of Fortune 500 companies, of which only about 3 percent are led by women. So what can women do to boost that three percent?

Removing Unconscious Bias

When it comes to eradicating unconscious bias, enlisting a male sponsor is one of the best approaches. A sponsor, as opposed to a mentor, is an avowed supporter willing to use his or her connections and political capital to help advance your career. Women can also seek a female sponsor,

but think for a moment how effective we can be at tackling the problem of unconscious bias if we can enlist as many of our senior male colleagues as possible in the cause. It's important to remember that the most effective sponsors come from natural relationships. So don't sit back and wait for a corporate sponsor program to miraculously appear - take action on your own to find one. A former manager with whom you've had a productive relationship is a great place to start.

Leveraging External Networks

Another opportunity is to leverage external connections with other women. There are many incredible senior women in our customer firms, and while they may not directly be our clients, it's still worth the effort to forge relationships with them and use that as means to build a broader, more holistic relationship with the customer. In most industries today there are a number of women's organizations that nurture the formation of solid business connections, and I highly recommend this as an important extra-curricular activity. On a personal level, I have been a longstanding member of the Women's Bond Club and today some of my most valued friendships come from the connections I made through that organization.

Client Engagement Isn't Just About Golf

Finally, when it comes to entertaining clients, I believe the notion our male colleagues have an advantage is an outdated myth. If you're in sales you have to accept that a certain level of entertaining is beneficial to your relationship with your customers, and to keeping them engaged. With the right amount of planning, most of us can manage to schedule the occasional social event with clients. From my experience, male colleagues are just as concerned about time away from home and their family commitments as women. And I know many top sales women who are as effective, if not more so, than their male colleagues at building client relationships. There is nothing to stop women from playing golf. Those who feel that not doing so is a career impediment should simply get out there and learn. I'm an avid golfer, and becoming good was really worth the effort. Spending a few hours on the golf course with a client is an amazing way to build a relationship. Last year I was the only woman in a golf tournament with our clients. This year I've challenged the organizers to field at least two women on each team, hopefully doing my bit for breaking the stereotype.

62% of the women are in staff jobs

65% of the men on executive committees hold line jobs

3% of the women are CEOs of Fortune 500 companies

That said, sometimes I feel as if socializing with clients is overplayed. It isn't that it's not valuable, but my experience is that people higher up the executive ladder in the C-suite place more emphasis on service than on corporate hospitality. At the end of the day, I think the real issue is a matter of confidence - or lack of it. I've spoken before about the "imposter syndrome" in which women feel they're not qualified to be in higher positions. Male colleagues also experience this but because they typically have a higher risk tolerance than women, they power through these feelings of being out of their depth. What I say to women (and men) is that the "imposter" feeling is a natural one if you are really stretching yourself. So I would be more worried, in fact, if I weren't feeling at times a little "over my skis."

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Mind the Gender Gap!

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Nick de Cent Editor-in-chief of the International Journal of Sales Transformation and also edits the Raconteur “Sales Performance” supplement in The Times. He has been writing about sales and other business issues for over 30 years and contributes to numerous publications online and in print.

As selling evolves, can it throw off its caveman image, asks Nick de Cent?


omen drive the world economy; they account for half the global labour supply and about 70% of global consumption demand, according to Laura D’Andrea Tyson, a professor in the Haas School of Business, at the University of California, Berkeley and a former chair of the US President’s Council of Economic Advisers. In an essay for the McKinsey Global Institute, she argues: “Greater gender equality in educational and employment opportunities fosters faster, more inclusive growth, not only because women are half of the world’s population but also because they are more likely than men to invest in the human capital of their families.” Of course, women are not only consumers; they make a formidable contribution to business. But all is not as it should be; the glass ceiling remains stubbornly intact. Women comprise half the talent pool in the population and perform well in education, yet the gender balance across many industries and roles remains distinctly lopsided. The 2013 report from the Center for Women in Business, Advancing Women to the Top suggests progress remains sluggish when it comes to the “power seats,” particularly in the C-suite and on corporate boards. Women currently hold just 4.2% of CEO positions in Fortune 1000 companies. In sales, the gender divide is particularly obvious, especially as we look further up the organisation…

Sales lags behind

By analysing 2014 data supplied by professional social networking site LinkedIn, we can see how women are represented by job function: they accounted for 74% of individuals in administrative roles and, perhaps unsurprisingly, as few as 16% in military roles; maybe more surprisingly, they represented only 39% of the entire sales workforce. Overall, on LinkedIn, women represented 41% of the active workforce, increasing from 37% over the past ten years. At the same time, the percentage of women in sales roles increased from 36% to 39%. The average percentage of women in director-level roles and above among the LinkedIn population was 30%; the corresponding figure for women in sales leader roles was lagging further behind at 27%. The healthcare and pharma industries had the greatest proportion of women across all functions; in contrast, the technology hardware sector had the least percentage of women across all functions. Only in media and professional services was there a higher proportion of women in sales roles compared with women in all roles. This was also the case at leadership level: the media industry filled 38% of sales director roles with women compared with 33% of all director roles; the corresponding figures for professional services were 46% and 35% respectively. These data underline the imbalance that we all know exists: that women are under-represented both in certain sectors and across senior business roles

more generally. And this is despite their achievements, their ability to perform and their demographic representation in society – which is why the Women in Sales Awards are so important.

Celebrating women in sales

Here at the International Journal of Sales Transformation we are seeking to drive professionalism among the global sales community by focusing on the best of selling and sales leadership, an ambition we share with Afi and her colleagues at the Awards programme. We will be celebrating the achievements of female sales leaders, canvassing your views and featuring your thought-leadership on a regular basis. In our second edition, we look forward to highlighting some of the US winners of the Women in Sales Awards. You’ll also find valuable research and contributions from the likes of: McKinsey & Co; Professor Zak Tormala of Stanford Graduate School of Business; and Angie Dixey, a researcher and expert on coaching. They appear alongside senior business leaders such as Karen Jackson, MD of CPM UK; and Andy Tosney, the Global Head of Sales for Mondelēz International.

If you’d like a free copy of the latest edition of the Journal, please email me via editor@journalofsalestransformation.com and we’ll send across a PDF.

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Women in Sales: Starting Your Career


he road to sales can be a winding one, especially for female professionals like me who are fresh additions to the postcollege workforce. Had you asked me two years ago where I would find myself after graduating from Harvard, I would have told you in full confidence that I would be well on my way to a career in law. Today, I am proudly a woman in sales, wielding my relationships with clients – instead of the law – to make a positive impact on businesses and clients with LinkedIn Marketing Solutions. So what inspired me to go from law to sales? Read on to gather insight from my professional leap and LinkedIn’s unique sales culture that could be applied to any young professional’s experience in sales and beyond.

Know Your Values

Success as a young professional in sales or in business comes from firm foundation and values. You don’t have to be an expert in the role you take on but you should have a clear idea of what drives you on the basic level. This ensures that any skills and experiences you build on have an authentic foundation at their root. I knew early on in my college career that I enjoyed assisting others in overcoming difficulties. This inherent desire to help others translated into a major in psychology and, eventually, led me to think that practicing law could positively impact people at a larger scale. However, I recognized roadblocks in the law’s innate system of loopholes and precedent that muddied my resolve and steered me away from that path. Realizing that law may be not be the right career for me, I asked myself, “What other path could my interests align with?” The search for authenticity is a common thread in our professional lives (especially for those of us who went to liberal arts schools).

To find your True North, ask yourself: • What is it that I want in a different role? • How can I take my skills and experiences and apply them elsewhere? • What company can reinforce my values and invest in my professional development?

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As a company, LinkedIn operates with the value of “Members First” and boasts of a sales culture rooted in collaboration. Thus, when I was given the opportunity to join LinkedIn’s rotational program, I jumped at the chance to try on a variety of hats because I knew my values aligned with the company’s culture. LinkedIn’s Sales organization is a natural extension of these values, allowing salespeople like myself to take on the role of consultants for our clients and placing emphasis on making a positive impact on their businesses with the help of our solutions. When I am on the phone with clients, I am not thinking of how to close a deal, but, instead of the relationship that can be fostered through our partnership. The next time you are on a sales call or trying to evangelize your idea or project, ask yourself, “How can I make a difference instead of trying to sell myself?” When you approach the sales process as a relationship to be nourished through collaboration, listening, and problem solving, the end result will always translate into a more positive experience for the client and long lasting partnership for you.



to Get Ahead in Your Career

Recently, LinkedIn Sales Solutions launched a campaign called “Trends of Women in Sales,” uncovering some surprising disparities in the representation of female leaders in the sales workforce. As a millennial sales professional and a woman, I think there are some inherent advantages that females should leverage in order to draw the most of the experience in sales and build a solid foundation for the rest of their careers. Regardless of where you are in your professional journey, here are some words of advice:


Build relationships with women that inspire you

I’ve been fortunate to have fantastic role models in my life, both men and women, who have invested in my professional development and shaped my career. I have always kept an eye out for women paving the way for those like me, either just starting out or with ample potential to do more. Aligning yourself with women who inspire you either in their achievements or with the ease that they accomplish huge feats is an excellent idea, no matter if you are an intern or a vice president.

Try to do this in the most organic way possible but invest your time in getting to know the women who inspire you. Build meaningful relationships with them that allow them to become a part of your personal development. Allowing inspiring professionals to be stakeholders in your career path will sow the seeds for your long term success.


Don’t get intimidated

As a Sales Development Specialist, I spend most of my time talking to Vice Presidents of healthcare and financial services companies — not the easiest thing to do when you’re in your first post-college job! When the going gets rough, I take a breath and remind myself that, when it comes to my sales domain, I hold the higher ground by virtue of talking to other players and competitors in their industry. Rather than get intimidated, be assertive and hold your ground. Draw confidence from your skills and experiences and use that to drive the conversation with customers and prospects. After all, if they were open enough to have a conversation with you, then you probably have a nugget or two of knowledge up your sleeve to blow them away.


Position yourself as part of a team

I have yet to be proven wrong on this one. When it comes to sales or any other work experience, having the support of a team will undoubtedly set you up for success much better than if you were to go at it alone. In sales, especially, the wrongful notion of “individual contributor” has steered too many professionals toward untimely setbacks. After all, with the strength of the team, you uncover the lessons from hundreds of phone calls, objections and successes that you may never get the chance to experience yourself. Understand your teammates’ strengths and weaknesses, grow from those better than you, be a resource for those who can further develop, and add your own experiences to the team’s collective knowledge. In the end, both you and the team will reap the successes together and will make that much bigger of an impact on your organization and company. If you are a woman, what skills and experiences have you picked up to get ahead and help build a more diverse workplace? Share your answer in the LinkedIn Sales Solutions Group and by using the hashtag #WomeninSales on Twitter.

Darya Slavina Sales Development Specialist at LinkedIn At the time this article was written, Darya Slavina was beginning her sales career with LinkedIn by focusing on the financial services industry. Darya has since been promoted twice and is now one of the rising star Account Executives with LinkedIn Marketing Solutions. Darya graduated from Harvard College and currently resides in New York City. Women in Sales Awards / North America 59

Developing Tomorrow’s Leaders It’s no secret that the industry of Inside Sales continues to grow rapidly in terms of number of new jobs created. A recent study indicated that 250,000 new jobs will be created in the next 3-4 years. With that comes more and more openings for women as frontline managers, directors, and senior leaders. The title of VP of In- side Sales was a rarity only a few years ago. Today, recruiters are struggling to find experienced-enough leaders to take on these more senior roles. In addition, there is a particular gap in terms of women in mid- to senior- level Inside Sales leadership positions. Like many other professions, leadership here tends to be male dominated. The AA-ISP is trying to address some of these gaps through our Mentor Program and Women in Sales round tables, yet more needs to be done.

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Delegation is not only a smart thing to do to help a manager juggle all of the projects and priorities on their plate, it’s an excellent way to help surface those reps who have the skill, aptitude, and pas- sion to lead. Watching individuals perform tasks, hold meetings, and rally support is a good “test” for them and can indicate who might have the ability and desire to aspire to a leadership position.

Tips to help get you started: #2 PROVIDE OPPORTUNITY Although I am a firm believer that development is more the responsibility of the individual versus their boss, there are many things a leader can do to provide great opportunities for training and development. Once you have identified an individual, here are just a few ideas to consider: • • • •

Have them shadow you and assist on projects they might not normally participate on. This helps expose them to other leaders while helping solve issues.

Have them read books or articles on a relevant-team related topic and then present back to the group what they learned along with some ideas to help the team. Have them attend a conference such as the AA-ISP Leadership Summit in order to be exposed to a wide variety of tips, trends and leadership best practices.

Provide all of the above opportunities (in particular) to those women in your organization who have a desire to advance their careers.

#3 A shortage of candidates exists today, especially at the senior leadership level of Inside Sales. For the future health of our great profession, we all need to take on the challenge of developing tomorrow’s leaders! Hear more from Bob Perkins, Founder and Chairman at AA-ISP by visiting www.bobperkins.net

PROMOTE THEM When an individual is ready for either their first step into a new management role, or perhaps a move to a 2nd line director or senior leader, it’s important that we fully support them. In larger or- ganizations it may be easier to accomplish this based on new opportunities that become available. Where no internal opportunity exists, however, you may need to support an individual even if it means they move on to another organization. Although this may be difficult, it will ultimately help the individual grow and gain the needed experience and challenge.

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Boston 9.10.15

The AA-ISP, an international association dedicated exclusively to advancing the profession of Inside Sales, is coming to Boston this fall! Topics will include:

Taking Inside Sales to the next level of professionalism and performance.

• Using Social Media to Drive Sales • Emerging Tools & Technologies • Coaching Tips & Techniques


• Overcoming Sales Fears • Inside Sales Best Practices • Training & Development • and many more...

The only conference series dedicated to the frontlines of Inside Sales. Join the movement and save $100 on your event registration which includes an annual professional AA-ISP membership. www.aa-isp.org/inside-sales-2015-Boston.php

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Coming Soon ...

Women In Sales Awards Africa

and Australia


11th September Nominations Close

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12th October Finalists Announced

5th of November Judging Day

3rd December 2015 Awards Ceremony