katherine moody’s Post

Field Y Teams. When interviewing your customers look for real evidence from their lives to validate your hypothesis. Ask them the following. ➡️ Tell me about the last time you encountered the problem? Dig into it to get more specific data points on when exactly did they experience it and how often are they experiencing it. Don’t accept generic answers, look for specifics. ➡️ How are you currently resolving it? No effort or not much effort to resolve is usually a sign of not deep enough pain point. ➡️ Try to measure as much as possible the actual cost of the problem. How long does it take to solve the problem? How many stake holders are involved? If the problem remains unresolved what is the overall cost to business? The great resources below will be helpful 👇

Close the Business, or Close the File! Ever encountered these familiar lines from potential clients? 👉 "I need to consult with other decision-makers." 👉 "I require more time to make a decision." 👉 "Let's touch base in a month." If so, keep reading and time to rethink your approach. Instead of chasing relentlessly, ask questions: 🔍 "Why postpone?" If met with evasion, it's likely a no-go. Close the file. Exceptions? Sure. But set ground rules: ✅ Compatibility. ✅ Concrete timeline. ✅ Demand clarity. Agree to postpone only if it aligns. Else, you risk wasting time and energy. Watch our weekly video for more. #ClosingDeals #SalesStrategy #BusinessDevelopment #SalesMindset #LinkedInSales #SalesLeadership

Check out this insightful blog post on the importance of hiring people with a spark in their eyes. Discover how that spark can make a difference when hiring a professional. Read more at https://ift.tt/ug75NBe.

Do you have your management hiring process outlined? If not, you could be missing a trick. Learn how to build a management pipeline, factors to consider and the best way to plan for success 👇 https://lnkd.in/eWmHThJn

I have updated my video on How to Become a Trusted Advisor. More links are in the first comment. https://lnkd.in/e8eYkc3D

Looking for proven tactics to boost your hiring efficiency? 🚀 Discover key tactics that help streamline workflows, track progress, and improve team alignment. Learn how to optimize your hiring process and achieve better outcomes for your team: https://hubs.li/Q02VVtvQ0

In my experience, this is something that talent acquisition and recruiting teams do rather poorly. In that, they often go about solving the wrong problem and thus fail to make an impact on the metrics that matter. What results? First, the budgets are cut, second - leadership change, followed by model change, followed by people change. And the cycle continues and goes on and on and on. One Example: Talent Attraction Problems - These are often associated with advertising. We need more ads, we need more coverage, we need another job board. (WRONG) Talent Attraction Problems are (IMO) not directly advertising issues. Talent attraction problems are issues with channel prioritization and optimization and allocation. The first part of solving a talent attraction problem starts with making sure you've prioritized the right pathways or channels.

Whether you’re a manager grappling with a critical business strategy or an employee facing a career crossroads, decision-making can be a daunting task. However, pros and cons lists can help you weigh the options and make the best decisions. Learn more ▶️ https://bit.ly/4asMKfT

Hiring executives whose personal and professional values fit with your company’s mission is essential for long-term success. Here’s how to ensure alignment. https://bit.ly/4hXP0iG

Are you applying through LinkedIn? I saw a video from a hiring manger who showed what he could easily change on his end that would effectively block the application for someone. Like if I wanted a job in Georgia but lived in Kansas, it would detect that location and block it before the manager ever saw it. He said always apply through the actual website of the company. For more info on jobs updates.. Click here