Brandon Mahoney talks about building a positive culture for SDR teams. He covers how managers can support reps, foster collaboration, and create an environment where salespeople actually want to show up and do the work.
Sales is a hard job. It's a stressful job. You know, it's not a 9 to 5. You're running deals, you know, all day, every day. It is. The last thing I would want for anybody is for their first sales experience, which I believe. I believe sales is one of the most beautiful careers. If you leave sales because sales just isn't for you, understandable, sales isn't for everybody. But if you leave sales because you had a stressful experience with your manager, that's. That sucks. I hate that.
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If I have a rep who's doing something wrong, I'm not going to yell and scream at them and you know, it's not going to help me, it's not going to help them. I approach it from a hey, you know, what can we do better? How can we help? How can we fix this as a team? Whereas you'll have a lot of teams that will say, oh yeah, you know, I've hit my quota, I'm good. In August, every single member of my team hit quota and one of my team members almost missed. And so we got together on a call and it was, it wasn't, you know, come on, don't do this to us. Hit that Number Instead, it was this awesome situation where everybody's like, all right, what are we going to do? Like, let's. Let's take a look at your emails. Like, what? Like, when's the last person you reached out to? They know showed. Okay, let's just. Let's talk about as a team, how can we bring them back to the table? And it was just this. It's like, I sit back as a leader, and I think, yes, work together, make it happen, because I want us to win as a team. So he comes back after having this, you know, his beautiful wedding, and he's, you know, feeling great. He's now married, and he didn't have to worry about falling behind because he had his team to support him and help him have a great day that day.
And that's beautiful.
And it is. It's so beautiful. It makes me feel so good because the team knows if they're struggling with something, they can come to me and say, hey, I'm going to be. I'm going to be out today. I'm struggling with this, that or the other thing. All good. The team's got your back, you know, and it just. I would rather them come in with it with the confidence of knowing that they are going to be supported not just by me, but by the team and by the company. And that way they can give their best, they can give their all, knowing that even if they don't make it, even if they're short by their number, we're still going to cheer them on. We're still going to appreciate everything that they're doing, and we're going to help them get there next time. And that's an atmosphere that I think is important. It's not about avoiding hard conversations. It's about welcoming those hard conversations so that they're not afraid to say it. I want my team, if they do something wrong or if they're struggling to come to me and say, hey, I really struggled with this. Can we talk about it? As opposed to hiding it and me not ever having known that it happened in the first place. And I've worked hard to build that type of culture. It's hard to take somebody brand new and encourage them to pick up that phone when it's just you and them. But when it's an entire team working together and they're telling their stories about their calls and how, man, this call was horrible. Even in one of my previous organizations, I left a voicemail for somebody, and the voicemail was so bad that I had to let my team listen to it because I wanted them to see, yeah, it happens, but that's okay. So you have these new reps come in and now they get to listen to everybody making mistakes and it makes it all feel more human and like it's just a part of the process. And, you know, you're going to stumble, you're going to fall, but it's better to be in a. In a position where if you stumble and fall, you've got a group of individuals, they're going to pick you up and, you know, make it easier for you.
No, that was. That was beautiful.
That's my brains.
I almost cried. I'm not sure if you realized that I almost cried when you were reading the story because I think reminds me of like my earlier days when one of my colleague helped me in the same way.
Isn't that such a beautiful thing?
Yeah.
When. When you're not. When you're not in competition with the person but instead you're saying, hey, you and me together, we're going to take this win, we're going to make this happen. It's so much better when I get to cheer on every single member of my team and when every member of the team is also cheering on their counterparts. And I would never want to work in an environment that doesn't have that, you know, be true to yourself 100%. Be you do not think that you have to exemplify other leaders. Find your own path. Take what works for you. Let go of what doesn't. Be okay with messing up and failing. I've failed so many times in my career. I failed with individuals that I've worked with and coach, and I've taken that as learning examples. But I believe strongly be yourself. If someone gives you advice, it just doesn't sit right with you. Don't do it. Find your own path to leadership because you're going to bring on a team of individuals that hopefully will respond well to your style of leadership. Come on.
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