Florence Tsui

Most SDRs are wasting their 1:1s with their managers. Instead of: - Focusing on only activity numbers - How close your are to quota - Number of prospects adding into a sequence Focus on: - Actively seek coaching to improve your approach - Analyse your data and outcomes to spot trends - Identify what’s working and what isn’t in your outreach - Set personal goals, beyond just hitting the quota 1:1s are a chance to get better, not just report numbers. The reps who grow the fastest are the ones who focus on coaching and improvement, not just activity counts. 💡Want more tips? Sign up to my free newsletter: https://lnkd.in/eX-dytM4

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Stop obsessing over OTE on its own. It's a vanity metric that doesn't really matter if loads of other factors aren't on point. I know a lot of AE's ''on €160k OTE'' who just earn their base salary. The achievability of the OTE and the impacting factors do matter: - Quality of leadership - Training & Coaching - Product Market Fit - % current team on target - Saturation of the sales team - Bonus Structure OTE is an important aspect of course, but all A players I speak with don't give much importance to the OTE figure on its own.

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SDRs - struggling to find motivation today? This one thing upgraded my results and life drastically: Exercise Believe it or not, exercise can and will massively up your game as a rep. It's proven to increase: 1. Mental Clarity and Focus 2. Energy Levels 3. Resillience 4. Discipline Whilst decreasing: 1. Stress 2. Burnout 3. Anxiety 4. Bad moods This then translates to: 1. Better quality calls/emails/LI's 2. More energy to do more activity 3. Less anxiety around rejection/failure 4. Better quality of life overall. So if you haven't started working out do! Could be anything from walking to football to cycling. My happy place is the gym (and have also dabbled in crossfit). Has exercise benefitted your sales career? Here's a picture of me and the GOAT SDR Sazid Reza enjoying our travels in cornwall.

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SDRs who deserve to be AEs... ✅ Help coach other SDRs ❌ Are in it for themselves ✅ Hit quota every month ❌ Sometimes smash it ✅ Build amazing internal relationships ❌ Moan about their AE and Manager ✅ Prioritise the team winning ❌ Think they're an individual contributor ✅ Train every single day ❌ Believe they know it all ✅ Compete against themselves ❌ Compete against others in the team ✅ Are genuinely happy when others win ❌ Get bitter when others are successful 99% of success is in WHO you are. And HOW you do things. Embrace being different. Embrace being better. What am I missing? ---- PS. My SDR to AE bootcamp closes tomorrow. 5 seats left; https://lnkd.in/ejFQERRF

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How Emily (laid off in February) secured a Director of Customer Success role in 2 months: Emily is an experienced CSM in the UK. Laid off like many others in 2024. Getting to final rounds, but 0 offers. Unable to close the deal, she was becoming desperate and even considered taking a low-paying retail job. But... Something had to change, so she took a chance on herself. She reached out and we got to work: 1. We rewrote her entire resume to showcase her enterprise CSM experience 2. Created a strategy on targeted applying to roles in London (more $) 3. Collaborated on her presentations to display upselling and stakeholder management 4. Customized our automated apply tool and job boards for her preferences 2 months into working together, she got the offer. -Remote -Working for a great product -Great benefits -Incredible pay She told me about her biggest 3 lessons she took away from this experience 1. Working with an Enterprise CSM and SaaS recruiter gave her true insight into this process. 2. Being able to have someone to lean on throughout her journey was key 3. Having direct feedback for her presentations was critical in landing the job But this was my favourite thing she said to me Why did you choose to work with me?" I asked She said “ I didn’t need someone to tell me things will get better, I needed someone who would give me direct feedback and to push me to success; which you did” P.S If you’re an experienced CSM ready to invest in yourself to land your next role, DM me the word “WORK” and I’ll get you the details. Only taking 5 people in May. (last time I opened up 5 spots they went in 2 weeks, so gotta be quick here)

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It's inevitable. SDR Managers will fail at building a 'calling culture'... ...unless they integrate 4 proven elements ⬇️ 1. Weekly Dial Session 👉 Managers, carve out 1-2 hours a week to sit in the trenches with your team and cold call beside them. The benefits outweigh the time commitment by 10x You get instant feedback from what your rep's prospects say on the phone. You build trust and comfort around making mistakes. You help to promote team bonding. 2. Popcorn Roleplay 👉 Start your morning or afternoon with a round of popcorn roleplay Rules are simple: Have all your reps gather around in a circle. You and each rep takes turns being the prospect like a normal roleplay but instead, you point to someone in the circle to continue the conversation from the rep's side of the call. 🍿 3. Conversation KPIs 👉 Dial KPIs are dead. You want to incentivize the team to actually talk to prospects? Build your calling KPIs around conversations as an activity. Each time your reps talk to a prospect for more than 1 minute mark it as a conversation. Gradually ramp up your conversation KPI after each week. 4. Daily Team Call Review 👉 After every day have your reps each share a call with you to review with the whole team on a meeting. During the meeting play the audio recording and pause at each stage of the call to ask the team for feedback. What should 'we' have asked here? What did they mean by this? etc. Done right, you will help each rep feel more confident and comfortable receiving feedback in a group setting. 📞 Conclusion: Each of these elements reinforces the team's culture, trust, and comfort. At the end of the day culture, trust, and comfort, are how you build an unstoppable team! Happy Dialing ☎️

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Taking time off as a CSM can be stressful. 💔 Things never stop breaking 🤖 Product never stops releasing 🔨 Processes continue to change 📩 Customers don't stop emailing 💸 Renewals don't stop happening Many CSMs either give up taking time off or end up logging in when they should be enjoying the beach. But it genuinely doesn't need to be like this... A few years ago I developed a social contract with my team: - Nobody logs in during their time off - Everyone prepares for their time off in advance We developed a PTO prep checklist and kept building upon it based on our lived experience. Here's what it looks like: - Book your holidays at least 8 weeks in advance - Add your OOO to your email signature ASAP - Book the day you come back off in your calendar to give you time to catch up on your inbox - Let your customers know when you'll be OOO in every call - Ask customers to submit any questions/issues in advance (by X date) - Create a manual on how customers can get help during that time that you can send to customers and add to your OOO email - List all your renewals for the period you'll be OOO - Get signatures early for the healthy and happy customers - Work on mitigation and save strategies for customers at risk - Aim to have every renewal deal closed before you leave - Anything left open, delegate to a colleague a week in advance from your PTO with introductions, CTAs, good notes and context (make this a central document for your manager so they can follow-up for you) - Let colleagues on internal projects know you'll be OOO - List all tasks and deliverables you have until your PTO - Work on delivering each of them ahead of time - Ask a colleague to be a buddy for you while you are out - Cover your OOO with your manager before you go - Schedule important customer meetings for that week ahead of time to avoid falling behind on coverage - Review any open roadblocks for customers 24 hours before leaving and add to your PTO document for your manager to follow-up - Put your OOO on the day you leave on email and slack Every CSM that implemented this left for their holidays feeling confident. And the best part? Nobody had to log in during their time of!! As a Director, I still use this checklist (albeit an adapted one). What's your top tip on how to prep for holidays? 📥 If you're interested in Customer Success, consider joining 8.5k+ CS Professionals who read my weekly newsletter on how to build and scale a CS Team [sign up in the comments section]. #csm #customersuccess #retentionstrategies #customerexperience #customerretention

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I’ve spoken to 10 SDRs and AEs over the last month who are struggling with the ups and downs of sales. Here’s the concept I tell them: You need to get really comfortable with the idea of acceptance. It’s not about detaching from the outcome, it’s about detaching your self worth from the outcome. It’s okay to be okay with where you’re at in life (or sales) and not beat yourself up. This can help you let go of what you can’t change so you can start taking action against what you can’t actually control. That’s a formula for being able to start down a path of living and thinking a new life for yourself. Lastly, our current state is a sum of our prior choices, habits and actions. If that’s true, then we can start taking action today towards who we want to be in the future. If you’re in sales, start taking personal inventory today: -Where are you at? -Where can you improve based on data? -What daily actions do you need to take to get there? -What are the things you can’t control that you can let go of now?

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What I hear a lot from SDR/BDR Managers focusing on cold outbound! 👨‍💻 Their reps are struggling to speak to enough people…..connect rates are sitting about 3% in the US and around 7-10% is the UK Their data quality is poor, so they’re not getting through to the right people or calling bad numbers! The reps call culture is on a decline because they spend all day dialling listening to voicemails and answer machines! (Even when the call goes to the right person they’re being marked as SPAM) What does that mean for SDR Managers and their teams ?🧐 They’re struggling to hit quota because they aren’t having enough conversations…. Pipeline is on a low…. They’re always trying to find ways of motivating their team to dial! If you’re looking to take back control by improving your teams efficiency, Allowing them to have more conversations Improving calling culture (Reps feel like they’re wasting time when they see no ROI on their time) Calling dynamically to ensure your using your data effectively Then let’s have a conversation! Drop me a DM 🚀 P.s Cold calling is the BEST form of outreach I don’t care…..

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Salespeople don’t only care about money! It’s a common misconception that all sales folk are money obsessed and that their OTE figure is the single most important aspect of the job search. I have spoken to countless AE's who don't have compensation as part of their top 3 motivators. And, by the way, I’m not even saying being predominantly driven by money is a bad thing. I actually think it’s a good thing, but more on that in another post. Anyway, here are some other driving factors of a candidate’s job search that you need to consider when hiring: - Culture - Hiring Process - Product Market Fit - The quality of leadership - The quality of communication - The learning and development opportunities - Detailed career progression & effective performance management - The overall achievability of the OTE figure and promotion opportunities OTE is an important aspect of course, but all A players I speak with don't give much importance to the OTE figure on its own.

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One of the best career moves I made… = accepting an SDR role instead of an SDR Manager role. For context, I was in a team lead role & was keen for that “next step”. But at no point did I ever think I would take a role which was 'below' the one I was currently in. And instead of focusing on the role I wanted, I focused on the company I wanted to work for. One that could develop me, invest in me and grow me into the salesperson I am today. And let me tell you that this was the BEST decision in my career. Because I will often see SDRs desperate for an AE role (or SDR manager roles like ‘past’ me). But the companies that will hire an SDR without AE/SDR Manager experience probably won’t be able to develop you to your full potential. So in my opinion it’s better to find “that” company > “that” role. Which has made the world of a difference for me in this uncertain market. So whether you’re looking for new roles or want to see how your company stacks up against others. Check out leadership/culture scores, salary data and more at each company here 👉🏽 https://bit.ly/4an9eNU

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I try to network with as many SDR Leaders as I possibly can because, hey, it takes a village. I can’t help but notice common themes in what everyone shares they are struggling with - I’ve definitely been in these trenches before... and this reshared post articulates what so many SDR leaders go through... What I hear often... 1.) 𝐏𝐨𝐨𝐫 𝐒𝐞𝐧𝐢𝐨𝐫 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩, 𝐰𝐡𝐨 𝐒𝐃𝐑 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 𝐫𝐞𝐩𝐨𝐫𝐭 𝐭𝐨, 𝐝𝐨𝐞𝐬𝐧'𝐭 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐰𝐡𝐚𝐭 𝐬𝐮𝐜𝐜𝐞𝐬𝐬𝐟𝐮𝐥 𝐨𝐮𝐭𝐛𝐨𝐮𝐧𝐝 𝐥𝐨𝐨𝐤𝐬 𝐥𝐢𝐤𝐞 𝐚𝐧𝐝 𝐥𝐚𝐜𝐤𝐬 𝐭𝐡𝐞 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐭𝐨 𝐬𝐨𝐮𝐫𝐜𝐞 𝐧𝐞𝐰 𝐩𝐢𝐩𝐞𝐥𝐢𝐧𝐞 I once had a leader tell me in my EOY review I should treat my SDR team like “𝐹𝑎𝑐𝑡𝑜𝑟𝑦 𝑊𝑜𝑟𝑘𝑒𝑟𝑠” and I would look good to my CEO if I fired people with the highest salary so we could save a few bucks - yuck! (Yet I received no feedback or direction on strategy to find more pipeline in said EOY review) 2.) 𝐄𝐯𝐞𝐫𝐲𝐨𝐧𝐞 𝐢𝐬 𝐭𝐨𝐥𝐝 𝐭𝐨 𝐛𝐞 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜, 𝐭𝐡𝐞𝐧 𝐭𝐚𝐜𝐭𝐢𝐜𝐚𝐥, 𝐚𝐧𝐝 𝐮𝐬𝐞 𝐝𝐚𝐭𝐚 𝐟𝐨𝐫 𝐄𝐕𝐄𝐑𝐘𝐓𝐇𝐈𝐍𝐆! 𝐘𝐞𝐭, 𝐦𝐨𝐬𝐭 𝐚𝐫𝐞 𝐧𝐨𝐭 𝐩𝐫𝐨𝐯𝐢𝐝𝐞𝐝 𝐰𝐢𝐭𝐡 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐫𝐞𝐬𝐨𝐮𝐫𝐜𝐞𝐬 𝐨𝐫 𝐭𝐨𝐨𝐥𝐬 𝐭𝐨 𝐮𝐬𝐞 𝐝𝐚𝐭𝐚 𝐞𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐭𝐥𝐲 𝐭𝐨 𝐛𝐞 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 I once had to spend 3-6 hours per week preparing data for a meeting where I spoke 3-5 minutes. And then I was always told I did it wrong, after following directions explicitly - yuck! (So glad those days are behind me now) Let’s change this narrative together! SDR leaders - find time to help other SDR leaders! Executives & Senior Leaders who own SDR teams, help with strategy! And if you don’t know how, swallow your pride and find a GTM consultant. #salesdevelopment

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Talkdesk is hiring SDRs Bc we keep on promoting 6 SDRs in the last 6 months 12 in the last 12 with more otw Life changing moves being made & bc the business is feeling the ROI From these first time AEs smashing it! We're looking to 2x that number by EOY The A-players below were our last 3 To-Go Each closing their first deal less than 30 days Now we're hiring their backfills, the next TD ⭐️’s Also, AE is one of many career paths we've created From SE, Channel, Enablement, Marketing, CS & more Unlike too many orgs, we're not selling dreams over here. This career path and the opportunity itself is real. I’m hiring 10+ Jedi SDRs for our brand new offices in both Palo Alto and Tysons Corner, VA. 4 days a week If you're near one of these spots or willing to relocate, even temporarily in order to get to where you want to go...then hit us up. Show us WHY you. Prove it. Make yourself known & impossible to ignore. P.S. Sorry pro-remoters, no exceptions being made.

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🚀 Sales Confidence 2.0: Get SDRs Who Hit the Ground Running! 🚀 Tired of spending weeks onboarding new SDRs, only to realise they aren’t a fit for your fast-paced team? I know the challenges of hiring SDRs—getting the right person who’s not just great on paper but ready to sell from day one can be tough. Let’s face it, traditional CVs don’t tell you if someone has the grit to go out there to the market and have conversations. We provide pre-trained and pre-screened SDR candidates, ensuring your next hire can deliver results immediately, without the lengthy training process. Our Sales Confidence 2.0 ranking system highlights the most proactive, self-taught talent, so you can skip the guesswork and bring on SDRs who are proven to thrive in sales. 🌟 Meet Our Top Talent of today🌟 Jalil- an experienced B2C sales professional with entrepreneurial passion, showcased resilience and bravery in handling tough objections during his role play. Enrike -A charismatic listener who builds trust with strong questions, creating powerful, results-driven conversations. Zuhair- An adaptable professional with retail experience, skilled at handling tough conversations and solving problems creatively. Ali - An aspiring sales professional who thrives on the thrill of winning deals, bringing energy and enthusiasm to every prospecting challenge. Jiya - A versatile professional with a strong background in events, her energy and bubbly character from the role play can allow her to use humour to establish trust. Avishai- A future leader with a background in music, is a well-spoken and articulate professional who excels at getting to the point and handling objections with ease. If you are hiring reach out, remember 50% reduction fee.

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One of my SDRs may have just set the bar a bit too high for career progression... Our 'Path to Everest' programme is designed to prepare an SDR to be a world class AE and let's just say it looks like it's working 😍 Ben Brown just raised the bar by closing his first deal before even officially being promoted to AE 🍾 🥂 As a leader, moments like this are so rare. Seeing Ben's hard work and dedication makes me incredibly proud. He’s not just exceeding our career path expectations; he’s showing the rest of the team what’s possible when you throw yourself into learning and lead by example. Ben you're about to become an amazing Account Executive, and this is just the beginning. Lets gooo! #CareerProgression #SDRtoAE #Promotion #FirstDeal #CareerGrowth #LeadingByExample #FirstofMany

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SDR Dashboards - what do you want to see? Gimme your top 3 stats/charts/reports you like to see on YOUR dashboard for pipeline gen. There's the obvious activity levels and SQL/SAL volumes but what else do you like to see.....

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SDRs - are you familiar with the power of a 'status quo' statement? Consider this... Scenario 1: You reach out to me and deliver the perfect 'pitch' about your product, speaking to everything that should be relevant to me. I immediately say 'Not Interested' and you spend the next minute handling that objection. Scenario 2: You reach out to me and clearly articulate a scenario that is common to my role, and then ask me "Does this sound familiar, or am I off base?" Observations: - Scenario 1 reveals your entire 'hand' upfront. Assume that I have no reason as a prospect to care / why should I trust that what you're claiming is true? - Scenario 2 signals to me that you are credible and have at least tried to understand my world. By asking if this sounds familiar, while still giving me an opportunity to object - this can create a sense of honest dialogue vs. making it clear to me you have an agenda. SDR Exercise: - Choose 1 of your key products / personas and workshop each of the problem statements into a status quo statement. i.e. If a typical challenge you help solve is to help SDRs write better LinkedIn messages...can you articulate what a typical LinkedIn message sounds like? Practice telling this story, so you can 'set the stage' to make your solution resonate that much more. Shoutout to Sarah Brazier for teaching me this a few years ago!

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I look at this AE report every day at the moment: This graph isn't ❌ - Meetings Booked - Calls Made - Pipeline Generated - Deals Won (These graphs are obviously much taller 📈) This chart measures the number *meaningful edits* reps have made to Opportunities. We're tackling Salesforce adoption at the source. This keeps us accountable to our working hypothesis 🔄 - Meaningful data fuels our go-to-market strategy - CRM processes generate this data so must be followed - RevOps ensures this by making Salesforce useable (no annoying errors or useless fields) - Tracking this makes adoption specific and measurable Anyone else report on this / similar datapoints can RevOps use to drive process adoption forward? #crm #adoption #visibility #revops

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