FrequentlyAsked Questions

Frequently Asked


Most frequent questions and answers

The results are in…higher emotional intelligence (EQ) leads to greater success, period. 

Author of Emotional Intelligence, Daniel Goleman states, “For star performance in all jobs, in every field, emotional competence is twice as important as purely cognitive abilities.” 

Lisa Feldman Barrett the author of How Emotions are Made, argues that emotions are constructed, your mind creates predictions to gain meaning of the environment rather than hardwired, uncontrollable, reactions to your experiences. 

This is great news because this means EQ can be learned by training your mind around new emotional concepts so you can make better predictions. Feldman says, “Emotional intelligence is about getting your brain to construct the most useful instance of the most useful emotion concept in a given situation. (And also when not to construct emotions but instances of some other concept.)”

In short, “emotions are not happening to you, they are made by you…you are not at the mercy of your emotions.”

An example that resonates with me; anxiety is just misplaced excitement.

I recently attended the Sales Enablement Conference in San Francisco, what I found is that there is still no alignment around the true definition of Sales Enablement. I appreciated the definition given by Steve Mayernick, Head of Product Marketing at Guru: 

“Sales enablement is a strategic, ongoing process that equips all client-facing employees with the ability to consistently and systematically have a valuable conversation.”

This resonated with me because the outcome is rooted in delivering value to the customer and in this consumer market, value sells. This definition also highlights that the sales process continues throughout the customer journey and an aligned customer experience retains clients and builds referrals. 

To me, sales enablement should create the mindsets and behaviors required to deliver value to the customer so as to create an evolving organization. Collaboration, customer focus, resilience, ownership and accountability are just some of the mindsets and behaviors that are present on top performing sales teams. Without the baseline of these mindsets and behaviors, sales enablement efforts will continue to fall flat.

Let’s stop throwing tools and new processes at sales teams in hopes to enable them and start focusing on the underlying mindsets that that are holding salespeople back.

Culture has become a buzzword, but what is “culture” anyway? Some think about ping pong tables, kombucha kegs and open floor plans. Others think of culture as defining mission, vision, values.

Put simply, culture is how we operate, how we do things.

At its best, your company’s culture reflects a commitment to developing the mindsets and behaviors that reflect your mission, vision and values. Culture empowers people to make better decisions, in a quicker way, without micromanaging. This is because people make decisions based on the rewards of the system. A person will make very different decisions within a culture that explicitly (or implicitly) promotes autonomy with a “do whatever it takes” mindset compared to a more rigid, policy-driven culture. The daily decisions that we make have impact- culture is the cause and effect of every choice we make. This is why it is so important to take a proactive stance around company culture- it has the ability to make or break an organization.

Learn more in my blog, “Internal Culture is External Brand”.

Motivation and engagement start with leveraging the tools of curiosity and active listening with a focus on learning and growth towards success.

In fact, team leads that take the time to understand their people’s individual motivations, goals and ways of working, achieve 3x the return (Great Places to Work study on high trusting teams).

I recommend asking your employees questions like:

What are your career goals?

How are you best motivated?

What is your favorite aspect of your role? Do you ever have fun at work?

How do you like to be supported and held accountable?

What is your life’s purpose? Or if you could change one thing in the world, what would it be?

What are your strengths and growth edges?

These answers can be leveraged to create intrinsic motivation which is more sustainable than extrinsic motivation.

Classic motivation tactics are most easily observed on sales teams given their performance is directly connected to metrics.

There are two types of performance*, tactical performance (how well salespeople repeat learned behaviors) and adaptive performance (how well salespeople adapt to new situations). 

Every high performer needs both— the need for adaptive performance is vital in a world of VUCA** adaptability increases creativity, grit, and innovation. 

Unfortunately, we mainly measure tactical performance, linking it to bonuses, promotions, and firing decisions— incentivizing manipulative, undermining and even illegal behaviors. 

Well rounded performance metrics support clean deals, connected teams and authentic, customer centric solution selling. 

*Research from Primed to Perform by Lindsay McGregor and Neel Doshi

**Volatility, uncertainty, complexity and ambiguity

Learn more in my “Creating High-Value Exchanges On Your Sales Team (Not Just With Your Customers)” blog. 

Somewhere between 50 and 100 employees is when relationships start to decay within an organization.

Relationships are the synapses of culture, accelerating and harmonizing collaboration.

When we aren’t in relationship, we see other departments as task machines and other people as job descriptions. Without relationships, we have no team morale, especially when there is no accountability, and agreements are left to the wind (typical for scaling teams).

Unfortunately, scaling teams often overly prioritize the evolution of systems and under prioritize the evolution of their people. It is important to be proactive about shaping culture from the start and investing in culture before hitting the culture chasm is paramount. 

Learn more in my blog, “Unicorn Insurance- The Evolution of Scaling Teams”.

Purpose = Meaning + Impact

Purpose is the “why” behind any endeavor. The “why” is our deep personal and emotional connection (meaning) which creates intrinsic motivation. Purpose expands our realm of possibility and consequently facilitates continuous growth (impact). 

Typically our purpose is closely tied to our core wound. Humans share a common desire to allow their suffering to be a lesson for others. Often when we are a victim of injustice, for example, it becomes our life’s purpose to change the systems in place that enabled the injustice. 

So, if you aren’t clear about your purpose, ask yourself, what pisses you off in the world? How have you thought you can make an impact to change it? Do you have the capacity to be on the frontlines or would you be more impactful if you took care of yourself and made impact behind the scenes? How can you take the steps to be more aligned with your purpose?

I am excited to go on this journey with you!

Learn more in my blog, “The Secret to Innovation: Intrapreneurs”.