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

Kyle Coleman

Global VP Marketing @ ClickUp

Sales & Marketing leader with a passion for people development, identifying & solving problems, creating & optimizing processes, and unifying departments across the revenue org. 

I'm an avid runner, reader, podcast listener, and a proud corgi owner.

Chief Marketing Officer

Leading marketing, growth, and revenue excellence. 

Two things can be true at the same time.

1. We have a killer XDR team
2. We have a killer AI SDR program

They operate in concert with one another, not competition.

🦸 Our human XDRs are account strategists, and spend a ton of time on the phone (our top converting channel). They have real sales skills, educating and selling people on the value of ClickUp and earning next steps.

We have ~30 human XDRs, who are the pipegen backbone and the talent bench for the company. 5 more just got promoted to AE this week!! They’ll continue the proud tradition of being among the top performing AEs in their segments.

🤖 Our AI SDR monitors 100+ signals across our PLG user base and automates outreach for world class speed-to-lead (internally, we call it “programmatic pipegen” by the way). It feeds the pipeline for our humans to call, qualify, and convert to next steps. 

This motion is orchestrated by 2 people. Without the AI, data science, and automations they’ve built, it would likely take 40 SDRs to operate at this scale.

——

We’re hiring for both motions!!

1️⃣ BDRs in San Diego
2️⃣ Pipeline Operators anywhere

Let me know if you (or anyone you know) fits the bill.

We tripled XDR productivity in 6 months.

And no, we didn’t 3x the team. In fact, headcount was flat. Here’s what we did.

1. Hit the phones, hard

From ~35 calls per rep per day to ~150 (and still scaling). This isn’t just an effort thing. It’s data, operations, processes, and tooling. And, it’s training, sales skills development, and continuous coaching.

2. Automate signal monitoring

Reps used to manually monitor what was happening across their accounts. It was a major time suck, and was inconsistent across reps. Now, this is all done programmatically and the right intel is pushed to reps in their workflows.

3. Eliminate the paper cuts

Deep dives into all XDR tools and process to understand where time is lost. Nothing is too small to fix. Ensure XDRs are co-authoring and always evolving the processes we run.

4. AI everywhere

Stitching context together, powering workflows, cleaning data, creating feedback loops, automating handoffs. The list goes on and on.

We’re nowhere near done. Here’s to tripling again in 2026.

I'm building my AI org chart to create as much productivity for myself as possible.

Here's one that took 2 minutes to set up, with zero coding or workflow building.

🗓️ Daily Calendar Briefing Agent, built in our Super Agent studio.

It's connected to GCal and to all my docs, projects, tasks, whiteboards, etc.

It reviews each meeting on my calendar for a day and then finds all the relevant context I need to be aware of to prep for each meeting. 

It puts together a succinct brief and DMs me every morning.

Welcome to the team, Daily Calendar Briefing Agent.

G2 just confirmed what our customers already know. 

Converged software is they key to winning in 2026 and beyond.

🤯 ClickUp showed up in 1,539 of G2’s Winter 2026 category reports. 300+ more than anyone else. 

Incredible testament to the breadth of our solution. But what really energizes me is why it’s happening.

It's exhausting to constantly and endlessly stitch work and context together across tools, systems, teams.

ClickUp solves that. Converging 20+ core work apps, bringing teams together, and powering infinite human and AI workflows. 

Convergence has stopped being theoretical. 

🏆 It’s become a mandate.

I break down what this shift means here:

Open article: ClickUp Leads G2 Winter Reports 2026 Across 1,500+ Reports by clickup.com

ClickUp Leads G2 Winter Reports 2026 Across 1,500+ Reports

6 years. 400 pages. 70,000+ words. One doc that captures my entire journey on LinkedIn.

What should I do with this??

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The Battle

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