So that was a really cool way to kind of give back to the community by being able to write something that we could basically offer at scale to help people.

Yeah.

Man, I love that.

Marcus, I'm going to dive in a little bit more on that, but I love your story because I'm sitting here thinking of just guys that I'm around, guys and girls who are high achieving sales individuals.

And there's a word I always think about, and it sounds like you had it too, but that word is grit.

And there's something to that of when you're young, you don't have a lot, but you learn how to work and you figure out real quick.

You know, you've got a why.

And most of the time, it's not the rep's fault.

It's probably the fastest close, but, like, low revenue.

And here's the thing with the low revenue is I could make those low ones more, but it's gonna take a lot of work, and it's more convincing them they need to change their business model.

What's your typical connect rate right now?

Like, I think it's 20% or something like that.

Mm-hmm

... and you go to practice, right, do your sales meetings, and then you don't get out on the field, or the owner doesn't go to the games and watch what's going on, and I think the field is where the reps are performing.

That's right.

And I find how many leaders are not watching the reps perform.

And so the culture can be, and I've heard this before, Marcus, it's like, "Well, there's three people on a sales call, so that would be weird," or-

What are some good best practices you've seen over time to really retain your best talent?

Yeah.

So this kind of goes into my coaching leadership philosophy, which is as a coach, our job is really simple.

Coaching leadership is help somebody get from where they are today to where they want to go.

So the first thing that... we wanna know as a sales leader that I wanna know in retaining talent is where are you going? Where you're going with your career? Where do you wanna end up? And if I can help them and support them in that development, then we're gonna ride together.

It's when the objectives miss, it's when they're going a different direction than we're going, that's when the disconnect and that's where the turnover happens.

Turnover happens because there's a gap between what you're offering as a leader and what the company's offering and what they desire.

So as a leader, let's say you're a frontline sales leader, how do you help instill that confidence into your team?

What does that mean to share before you start asking questions?

I think it plays along to that give-get thing that we talked about.

You give a little, you get a little more in return.

Love

that.

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