Kevin "KD" Dorsey

CRO at finally - Founder of Sales Leadership Accelerator - The #1 Sales Leadership Community & Coaching Program to Transform your Team and Build $100M+ Revenue Orgs - Black Hat Aficionado - #TFOMSL

Formal Education will make you a living… Self Education will make you a fortune. – Jim Rohn

Sales Leadership Accelerator - The #1 SaaS Sales Leadership program - 
www.salesleadershipaccelerator.com


Patreon Group - Monthly Live Trainings, Podcasts, AMA's and more!
https://www.patreon.com/insidesalesexcellence

Awards and Recognition

- DemandBase Top 25 Sales Leaders
- Salesforce - Top Sales Influencer to Follow
- InsideSales top 10 Sales Leader
- Pavillon 🗣 Lecturer of the Year
- Salesforce Top 16 Sales Influencers to Follow
- Ambition Top 100 Sales Coaches
- SalesLoft Rev Star
- TOPO Sales Development Exec of the Year
- LinkedIn Top Sales Voices
- LinkedIn Sales Star
- The Modern Sale Top 100 Global Sales Leaders
- Crunchbase Top Sales Leaders You Should Know

I believe in focusing on the "person" in "salesperson" 

As I've grown as a leader I have a better understanding of what truly drives behavior, motivation, and long term success. If we can make better people, the sales will follow. 

I love scaling sales teams. I have built multiple teams from 0-150+ reps, revenues from 0-100M+ ARR (multiple times). 2 Unicorns (ServiceTitan and Tebra) I believe in processes and systems, paired with skill development, as the code to success. 

I also love to share what I have learned, and what I am learning with others. I consult all sorts of different companies and people as they look to improve their results. I mentor and consult early, mid, and late-stage SaaS companies all across the world. Sharing my playbooks and processes for scaling sales teams successfully.

I have spoken at the top conferences across the country, mentor/coach start up's across the country, and love sharing as I go. 

If there is a book on sales, psychology or influence I have probably read it. I am a voracious learner and am constantly pushing myself and my team to reach new heights of achievement. Because of my own internal desire to learn and grow, that also gets translated out to my team with non-stop growth, coaching and training.

Founder & CEO

The Sales Leadership Accelerator is #1 SaaS Sales Leadership Program

https://www.salesleadershipaccelerator.com/slamembershipoverview

Ya’ll these are the exact trainings, systems, processes I’ve used to build 4 teams over 100 people, 2 unicorns (working on my third) and have trained 1000s of others on as well. 

That's part of what makes this different, is I'm still doing it. 

I'm still in the game. I'm still executing on these things, fine tuning, improving, and growing. 

These aren't the tactics that worked 8 years ago, this is the stuff working NOW.

That’s what the Sales Leadership Accelerator is all about. 

A program to level up the LEADERS!

Leaders need systems, processes,and skill development too. 

That's what this is all about.

Over 15 hours of leadership training (sorry ya’ll, no micro course here, if you want one of those, go somewhere else! it takes more than 90 min to learn this stuff. ) That has been incredibly highly reviewed by 100s of sales leaders and companies. 

Covering things like… 

The BIPSY Leadership Methodology
The WGLL and 4Ds
How to run 1x1s
How to truly develop skills
Coaching and Motivation
Tough Conversations and Accountability
Issue Diagnosis and Metrics
And much more!

Plus over 12 Templates you can take and make your own tomorrow. 

1x1s
Coaching Plans
Issue Diagnosis Checklists
Calls Scorecards
Goal Calculators
And more

Plus monthly group calls, AMAs, and outside experts.

Join today!

Everyone gets ICP wrong.

What people think ICP stands for is 'Ideal Customer Profile.'

But here's the problem:

Most companies define it like this:

→ 200+ employees
→ Technology industry
→ Series B or later
→ VP of Sales is the buyer

That's not an ICP.

That's demographics and firmographics.

I want you to think about ICP differently.

ICP = Ideal Customer PROBLEMS.

Your real ICP isn't a company size or an industry.

It's the customers who have the specific problems you solve.

I was recently speaking at a conference with 150 CEOs in the room. I asked them: "What problems do you solve?"

Four or five of them answered.

Every. Single. One. talked about benefits. Not problems.

"We help companies scale faster."
"We improve operational efficiency."
"We drive revenue growth."

Those aren't problems. Those are outcomes.

Problems sound like:

"Our reps are wasting 3 hours a day on manual data entry."
"We're losing deals because our follow-up takes 5 days."
"Our managers have no visibility into pipeline until it's too late."

THAT'S the level of specificity you need.

Here's the truth:

There are plenty of 200-person tech companies that don't have the problems you solve.

And there are 50-person companies outside your "ICP" that are DESPERATE for what you do.

Firmographics are just prerequisites. They increase the likelihood of the problem existing.

But the problem is the actual qualifier.

When you take a problem-based approach:

→ Your prospecting gets sharper
→ Your messaging gets clearer
→ Your discovery gets deeper
→ Your win rates go up

Stop defining ICP by company size.

Start defining it by customer problems.

This will change how you target, who you target, how you message and most importantly how quickly you can close.

Honored and humbled to be speaking at PeakSpan Capital Scale Up summit in Boulder, CO. 

To be in a room of over 150 CEOs and executives, being taught by one of the best CEO coaches in the game John Hamm is always just something that is exciting. 

Then to get to present, drop some knowledge, some insight, some acronyms (you know WGLL had to make an apperence) and receive rave reviews just makes it all that much better. 

Fun Fact - At almost every conference I go to I make a joke when checking in about did they get my fog machine and my custom bedazzled name tag. 

Why?

For fun. Because why not. 

EVERY ONCE IN A WHILE... The team goes and makes it happen. 

Haha shout out to the Peakspan team for going along with my ridiculousness and brining some fun to this thing called business and GTM. 

I feel so fancy now..

It's one thing to want more.

It's another thing to be worth more.

Everyone wants the shortcut.

The new title. The new comp. The new bonus. The new car. The new watch.

They want to become a new version of themselves without developing a new skill. Without actually being better at anything.

That's not how it works.

Worth follows skill.
Worth follows ideas.
Worth follows collaboration.
Worth follows execution.

Even career-wise — people think longevity is the key.

"I've been here 3 years, I deserve a raise."

No. The only point of longevity is that you're also getting BETTER year over year over year.

If you're the same as you were two years ago skill-wise, you don't deserve more money. You just deserve more time on the clock.

Harsh? Maybe.

But it's the truth.

And this doesn't just apply to reps. Leaders, this is for you too.

You want more? Become worth more.

Here's how:

→ Read more this year. Consume knowledge relentlessly.
→ Buy the course. Invest in yourself before asking others to invest in you.
→ Find the mentor. Get in rooms with people better than you.
→ Practice more. Reps aren't just for reps — leaders need reps too.
→ Seek feedback from those ahead of you. Ego kills growth.
→ Try new things. Measure them. Improve them. Repeat.

That's how you earn more.

Not by wanting it. By being worth it.

Money follows worth and value. 

Become WORTHY of more money and you'll be shocked how it shows up. 

Level up, ya'll.

Hot take or best practice?

Send candidates a training module before their final interview.

Here's the idea:

Before the role play or scenario call, you send them a recording of an actual training. They watch it. Then in the interview, you see how well they apply it.

I've done it in the past and am thinking of brining it back again as we start to scale up. 

Here's why:

→ You see how well they prep
→ You see how fast they learn
→ You see if they can apply new information under pressure
→ And you're actually giving them VALUE — they walk away having learned something whether they get the job or not

But I know some people will push back.

"You're asking candidates to do work before they even have the job."

I get it. But here's where I think this is a bit different. 

This isn't "build me a 90-day plan for free."
This isn't "create a strategy doc we'll use whether we hire you or not."

This is training. Development. Something they keep forever.

You're investing in THEM before they've invested in you.

They're going to do the role play/scenario call anyway... so why not give them the best shot at it?

And honestly? If a rep or manager doesn't want to watch a 20-minute training to land a job...

What does that tell you about how they'll show up once they have it?

But I want to hear from ya'll.

I'm genuinely curious. 

Is this a smart interview tactic or asking too much?

What would you do if your salary and rent were covered for a full year?

That's not a hypothetical.

Stanley (Your Content Coach) is giving away $100K to help one person go all-in on their dream.

Here's why this matters:

Only 4% of creators earn enough to support themselves full-time.

4%.

The rest are grinding nights and weekends. Squeezing in content before the kids wake up. Recording in parking lots between meetings. Burning out trying to build something while working for someone else's vision.

Most people don't quit because they don't have talent. They quit because they run out of gas trying to do it all.

Last year, Stan ran this same campaign. Over 3,200 people signed up. 2,500 shared their dreams on camera. The videos generated 12.9 million organic views.

It became more than a giveaway. It became a movement.

And they're doing it again.

Imagine having a full year where you didn't have to worry about paying rent. Where you could actually focus on building the thing you've been dreaming about.

Think about what you could actually do:

→ Write every single day
→ Record content without rushing before work
→ Start that podcast you've been talking about for 2 years
→ Interview the people you've always wanted to learn from
→ Travel and speak at events
→ Build an audience without burning out

This isn't side hustle energy. This is full hustle. All-in. No excuses.

Here's how it works:

1. Sign up for Stanley (free)
2. Post a video (2 mins or less) on a public isntagram or tiktok sharing your story, your dream, and how you plan to bring it to life using #standaretodream26 and tag @stanleyforcreators
3. Complete the Typeform after signing up

That's it.

The Stan team will review every single entry and pick a winner in February.

I've seen what happens when someone goes all-in. 

The growth compounds faster than you can imagine when you're not splitting your energy 47 different ways.

This is someone's shot to skip years of the grind.

Is it you?

Join Dare to Dream & enter to win $100K → 

https://lnkd.in/g_pQjXkX

What's your dream?

NO PURCHASE NECESSARY. VOID WHERE PROHIBITED. For Official Rules, visit DaretoDream.Stan.Store

Brand partnership • CRO at finally - Founder of Sales Leadership Accelerator - The #1 Sales Leadership Community & Coaching Program to Transform your Team and Build $100M+ Revenue Orgs - Black Hat Aficionado - #TFOMSL

Jerry Macnamara

Helping CEOs Scale without Stress | Franchise 500 (2x), Inc500 (2x) & Biz Journal Fast 50 (3x) + Trend Best Places to Work | Ultimate CEO | Proving Good Guys Finish 1st since 1974 | Host "Best Places to Lead"

Your business is working, but can it do more?
 
Like most business leaders, you've likely spent sleepless nights obsessing over your company's future. You’ve closed your office door, scratched your head, and wondered what to do next.

You're anxious about losing your best employees while regretting not letting go of underperformers sooner.

Does this sound at all familiar?
Feel Trapped: You lack a clear execution plan and are overwhelmed by daily crises, running from fire to fire.

Employee Frustrations: Miscommunication and unclear directions leave you shouldering the burden alone.

Unmanageable Growth: Scaling your business feels impossible without the right systems and processes.

Fear Over Joy: Constant fear paralyzes and frustrates you, stealing the joy from your work.

It doesn't have to be this way. With a proven track record leading award-winning companies across multiple industries, I’ve developed a system that drives success. 

Here are some of the results I’ve produced:

Franchise Growth: I helped grow a franchise company from $5MM to $15MM in just 18 months, earning a spot in the Franchise 500 (2x).

Manufacturing Excellence: I transformed a forty-year-old manufacturing company to achieve a 98% on-time delivery rate.

Successful Exit: I started, scaled, and successfully sold an internet business.

Construction Leadership: I led a construction company from $7MM to $30MM in three years, making it to the Inc 500 (2x) and Best Places to Work.

Here’s the truth…
Your product doesn’t matter. 
Your service doesn’t matter. 
Your industry doesn’t matter. 
Your channel doesn’t matter. 

Your business is widgets, plain and simple…  and the only thing that matters is your leadership approach.

However, on-the-job training is stressful and costly, eating away at your opportunities and profits.
If you want to scale without stress, join our exclusive mastermind of high-growth B2B CEOs. Learn from my experience and avoid the pitfalls that can derail your progress.

Book a call: https://calendly.com/jerrymacnamara/25-minute-zoom

Founder and CEO

Business is not only the economic engine of the world, but it is also the engine of cultural change. Our mission is to positively impact a healthier, happier world where people live life on their terms, with intention, because of better business. By equipping our CEOs with frameworks to lead and a support system to help, businesses will fulfill the promise to their customers, vendors, and employees.

ProvenChaos. Weird company name, right? 

Let me explain because you’ve probably experienced it yourself.

You’ve Proven there is a pain point you can solve in the market, but you feel in Chaos because your systems, people or processes haven’t kept up. Or, maybe you feel in chaos personally because the business is stealing all your energy and time away from your family, so there is a lack of fulfillment despite your success.

That’s ProvenChaos.

Have you ever had that ProvenChaos feeling? I bet you have.

Learn how we can help at ProvenChaos.com

Sacrifice is not a scalable strategy.

At 26, I thought I was invincible.

I was running a high-growth Franchise 500 company. On the outside, I was the definition of "successful." On the inside, I was duct-taping it together.

I thought "Heroic Leadership" was the job description. I thought the grind was the price of entry.

Then I landed on a hospital gurney.

Counting the dots of the industrial ceiling tiles and listening to the **beep, beep** of the EKG, convinced I was having a heart attack, the "success" didn't matter. The revenue didn't matter. The growth didn't matter.

In that moment, I realized a hard truth: 

Hustle works as a phase. 

It fails as a system.

What builds a company in the early days cannot operate it at scale. If your growth strategy relies on you being the smartest, fastest, and hardest-working person in the room every single day, you haven’t built a business.
You’ve built a ticking time bomb.

👉 The Pivot: From "Heroic Leadership" to "The Architect"

If you feel tired but “successful,” you are likely at a crossroads. You’ve realized that more effort won't solve the problem. Better design will.

Biology and complexity always win. If you want to avoid burnout and build something that isn't dependent on your 24/7 presence, you have to be mindful about systems and processes now.

Are you ready to stop being the bottleneck?
You know you can't outwork scale. It's a dead end. The real solution is a business designed to scale without your daily heroic intervention.

If you’re ready to move from being the Chief Everything Officer to the Chief Architect, I want to help you map out that transition using the same frameworks I've used to build and sell companies (+ advise over 100 companies).

DM me "SYSTEMS" and we'll hop on a call. Let's have a conversation about where you’re stuck and how to build a business that actually gives you your life back.

Micromanagement isn’t a leadership flaw.
It’s a systems failure.

Most leaders don’t hover because they love control.
They hover because they don’t trust what’s happening when they’re not in the room.

Deadlines slip.
Updates feel vague.
“I thought you meant…” becomes the default explanation.

So leaders step back in, not because they want to, but because being surprised is expensive.

Here’s the hard truth most people miss:

If “good” hasn’t been clearly defined, micromanagement feels responsible.

That’s not a people problem.
That’s an execution problem.

And until you fix the system, every “hands-off” conversation is just wishful thinking.

I’m breaking down the execution system that eliminates this pattern next Monday, February 9th, at 9:30 am ET. I'll teach, then I'll transition to "Office Hours" where I'll answer any questions you might have about business.

Most CEOs would rather suffer quietly for years than have one 20-minute uncomfortable conversation. 

I call this "Acceptable Mediocrity." These are the "5, 6 and 7s" in your organization who aren't so egregious as the "1, 2, 3 and 4s" that you have to fire them immediately, so you tolerate the behavior. It’s the hidden tax you pay for practicing Heroic Capitalism: the belief that great leadership means absorbing every bit of pressure, making every decision, and personally carrying the weight of the company. 

Why do smart leaders willingly accept mediocre performance?

↳ The Hero Trap: Being the "fixer" feels like value, but it’s actually a trap that trains your team to wait for you instead of stepping up.

↳ Misplaced Loyalty: You keep people in roles because they were there in the "early days," even though they can no longer take the company forward. 

↳ Conflict Avoidance: You’ve convinced yourself that building real systems and having hard talks is "harder" than just doing the work yourself. 

↳ The Hustle Myth: You’ve normalized 60–70 hour weeks and missed vacations as "commitment" rather than a signal of a broken operating model.

The Stats on the Cost of Inaction is REAL:

↳ Productivity Leak: The average company loses over 20% of its productive capacity to "organizational drag"—the unnecessary meetings and decision bottlenecks caused by a lack of clarity.

↳ The Valuation Discount: Founder-dependent businesses trade at a 66% discount (2–4x EBITDA) compared to team-enabled firms (6–10x+).

↳  Execution Failure: When the founder is the central nervous system, 78% of strategic initiatives fail because they can't survive the "Monday Morning" whirlwind of tactical firefighting.

The Instruction:
Stop being the Hero and start being the Architect.

True leadership isn't about how much you can endure; it’s about how much clarity you can provide. 

Growth should be fun and energizing, not destructive, and it should never require you to be the bottleneck for your own success.

❓ How are you at holding the standard and ending mediocrity in your business?

❓ How much easier would it be to lead if you just had the courage to have the 20 minute conversation?

👉 You'd probably be watching the sunrise instead of grinding and stressed in the office.

Historic day on Southwest Airlines. ✈️ 

The rollout of assigned seating was…much slower boarding than open seating. 🤔 

Wonder what that tells us about the universe and natural order.

Hypocrisy is the ultimate brand killer.

I recently saw a great video from a "GoHighLevel Expert." I liked his content, so I signed up for his list.

The confirmation email came from Hubspot.

🤯 WTF?

If you don't trust your own system to run your business, why should I trust it to run mine?

I am committed to eating our own "dog food." As we’ve been mapping out our 2026 plan using our own B2B Revenue Machine, the insights have been incredible. It’s sharpened our POV and forced us to ask the question Melissa Cohen recently posed:

"Would people know it’s you if they read your work?"

"Sameness" is a slow death in this market. So, here is our line in the sand about what I've learned running and advising businesses - what's wrongly accepted, what's broken and a path forward. 

👉 The Core Truth: What got you here will kill you there.
The heroic effort and founder-driven control that built your company is now actively working against it. You are mistaking control for leadership and effort for effectiveness.

🙅‍♂️ The Villain: Heroic Capitalism
We are declaring war on "Heroic Capitalism." This is the culture that glorifies founders who:
Absorb every ounce of pressure.
Make every micro-decision.
Praise "the grind" while their health and families pay the price.

💰 The result? A business that gets bigger, but never freer. You aren't building an asset; you’re building a cage.

The New Rules of the Game
We believe success that destroys the person building it is a failure. We operate by a different set of rules:

Systemic Clarity: Great leadership creates frameworks and clarity so people can win without escalation.

The 4Cs: The CEO’s real job is providing Clarity on how to win, Comfort through tools and training, meaningful Challenge, and genuine Care.

Scalable Autonomy: Growth should be energizing, not destructive. If your team is waiting for you to "step up," it’s because you haven’t "stepped back."

End Mediocrity: We stop keeping people in roles just because they were there in the "early days." We upgrade the systems, or we upgrade the people.

If you're a Founder or Senior Leader, how does this line up for you?

Your team isn’t underperforming.

They’re under-contexted. And, Context is always king.

Most execution failures are blamed on:
❌ Effort
❌ Communication
❌ Accountability
❌ Motivation

That’s a lazy diagnosis. It COULD be right, but...

What’s actually missing in most organizations is shared clarity around outcomes.

When people don’t know:
❓What "good" actually looks like
❓How their work will be evaluated
❓What “done” really means
❓Where decision authority is allowed vs constrained

Your people default to activity instead of ownership.

⬆️ Busyness goes up.
⬇️ Confidence goes down.
↔️ Results stall.

That’s not a talent problem.
It’s a context problem. To be blunt, it's a YOU problem.

And, it's fixable...

Next Monday, February 9th at 9:30 am ET, I’ll show you how to implement The Execution System to drive clarity and outcomes. It'll be a fun LinkedIn Live as I bring Office Hours back and take your questions after I teach for a bit [Link the event]

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