Leslie Venetz

Outbound sales strategies, processes & skill sets for 15-50M SaaS & service orgs that need revenue-generating pipeline | Keynote Speaker | Top Sales Voice ✨#EarnTheRight to your buyer's time & attention ✨

🔥 Discover the Power of Effective Sales Training & GTM Strategy with Me 🔥

As a corporate sales trainer and sales-led GTM consultant, I am dedicated to transforming the way your team engages with prospects. Say goodbye to one-sided conversations and hello to meaningful interactions that drive results. 

Want your team to talk WITH prospects instead of AT them? Reach out to learn more today.

✉ Let's Connect! ✉

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💡 Why Choose The Sales-Led GTM Agency? 💡

🚀 Extensive C-Suite Enterprise Selling Experience: With 15 years spent in C-suite enterprise selling, I have opened doors and penetrated the biggest logos, including AT&T, KraftHeinz, Walmart, ExxonMobil, JPMorgan, Verizon, and Target. I understand the intricacies of navigating high-level negotiations and building fruitful partnerships.

🚀 Accomplished VP & Head of Sales: Thriving in leadership roles, I have achieved remarkable success as a three-time Head of Sales. My strategic vision and ability to inspire teams have consistently led to over-achievement and revenue growth.

🚀 Early-Stage Startup Smarts: As employee #1 in a business intelligence startup, I fueled rapid growth by ramping up revenue from zero to 412K & 21 logos within 9 months post-MVP launch. I possess the expertise to guide startups through critical stages and drive substantial sales momentum.

🚀 Stellar Track Record: By nurturing SDR, BDR, ISR, AE, and CS teams, I have consistently surpassed targets and elevated overall performance. My proven ability to build high-performing, buyer-centric sales teams has resulted in tangible results and increased customer satisfaction.

🎯 Specialties 🎯

 B2B Sales & Sales Management | C-level Fortune 1000 Sales | Blue Chip Sales | SME Sales | Sales Collateral & Materials | Sales Training & Coaching | Sales Presentations | Cold Calling | Lead Sourcing | GTM Strategies | Email Sequence Creation | Outbound Campaigns | Sales Coaching | Pipelines | Business Development | Sales Strategy & Leadership | Sponsorship Sales | Marketing Campaigns | Social Selling | Content Creation | Recruitment | Onboarding | Customer Success | Account Management | Account-Based Marketing | HubSpot | SalesLoft | ZoomInfo | Prospecting | SDR & BDR Management | Customer Relationship Management (CRM) in a B2B Sales Culture

GTM  Partner

Follow Leslie Venetz, Founder of Sales Team Builder at @SalesTipsTok for daily sales tips and inspiration. 

Leslie is here to help you reach more people, build more value and close more sales.

Go from 0.02% to 30% reply rates by stopping one habit: 
Treating every signal like permission to pitch.


The signals they used did not change. 

Their sales messaging did.


Most reps get a notification, a job change, a webinar attendance, a pricing page visit, and they send the same outreach. 

Different trigger, same email. 

That mismatch is what kills trust before you ever earn the meeting.


I use a framework called POV to fix this. 

It sorts every signal into one of three buckets based on where the buyer actually is, not where you want them to be.

Join me for a live convo on how to decode signals here: https://bit.ly/3OKgMFy



📌 POV SIGNAL FRAMEWORK:

P is for Problem Unaware. 

A new job title, a funding announcement, a leadership change. 

These signals tell you something has shifted in their world, not that they are ready to talk to a vendor. 


O is for Option Aware. 

Your prospect downloaded a white paper or attended a webinar. 

They know a problem exists but they are still figuring out what solving it even looks like (or even if it’s worth solving). 

This is where most reps blow it by jumping straight to a pitch. 

Instead, keep educating and become a trusted resource while you have their attention.


V is for Vendor Aware. 

Pricing page visits, direct product questions, competitor comparisons. 
Now they are evaluating options to move from the status quo. 

Your job is to remove friction and provide answers that make it easier to buy from you.



The wrong message at the wrong moment does not just underperform. 

It actively destroys trust you already worked hard to build.


📌 I am going deeper on this with Mixmax AI on March 18th. 

Join Heath Barnett 🤙 & Melissa Gaglione ⭐️ and me  LIVE to learn how to decode your signals and use them to build and close pipeline: https://bit.ly/3OKgMFy

Leslie Venetz 

USA Today Bestselling Author | Keynote & SKO Speaker | Sales Strategist for Orgs That Outbound ✨ #EarnTheRight ✨ 2026 Goals: Read More Books & Pet More Dogs

Open article: Live Webinar: the difference between market signals and engagement signals for sales by bit.ly

Live Webinar: the difference between market signals and engagement signals for sales

Cyber Risk Advisor | Speaker | Coach | #CyberSecurityMatters Podcast Host | Positive Troll | Board Director

Your biggest customer just told you they need proof of your cybersecurity practices in 60 days or they're walking.That $5M contract? Gone. 

Or your cyber insurance renewal got denied. 

Or you're sitting in a board meeting, and they're asking security questions you can't answer without sounding incompetent.

Here's what you probably tried: Your IT guy started talking about firewalls and acronyms. He wants $200K for new tools. You have no idea if you need them. 

Or you hired a big consulting firm. They sent a junior analyst with a 47-page report. It's in a drawer somewhere. You still don't know what to DO.

The truth most cybersecurity consultants won't tell you: They're boring as hell and can't talk to business leaders.

They lead with technology because they get vendor kickbacks. 

They'll tell you everything you're NOT doing (easy), but can't tell you what NOT to do (that requires business judgment). 

They can’t explain to you which risks are worth the money. 

I do this differently:

I start every engagement the same way: What makes you money? I don't care about compliance frameworks or your tech stack yet. 

I need to understand your critical business processes first. Then what data supports them. THEN we look at technology. 

I care about the systems that generate revenue and the contracts that depend on you proving you're not a security liability.

I work with manufacturing and B2B companies (50-2,000 employees) in three situations:

→Major customer demanding security proof or killing the contract - I helped a client keep their $5M Walmart contract. My fee? $150K. Easy math.

→Cyber insurance denied or demanding new requirements - Insurers want proof of fractional CISOs and real security practices. I provide that.

→Post-breach, board wants guarantees that significant breach cost never happens again - I rebuild programs from scratch and build sustainable security teams.

What you get:→No kickbacks on tools. No jargon in board presentations. No shelfware reports. Just a prioritized 12-month roadmap focused on protecting revenue and satisfying your customer’s cyber security questions.

My background:20+ years in cybersecurity. Companies from 50-2,500 employees. Built security teams from scratch. Fractional CISO for dozens of organizations.

Speaker at industry associations. 

I work with manufacturers and B2B firms honest enough to say "we need help."

If you're facing vendor security requirements, insurance issues, or board questions you can't answer, let's talk.

 https://meet-with-dom-vogel.appointlet.com/

Dominic Vogel

Psychological safety doesn't mean avoiding hard truths.


Psychological safety is NOT about making everyone comfortable all the time.


It's about creating the conditions where hard truths can be shared and heard.


Psychological safety does NOT mean: 

-Never giving critical feedback
-Avoiding difficult conversations
-Letting poor performance slide
-Creating a "safe space" where no one's feelings ever get hurt


That's not psychological safety. That's avoidance.


Real psychological safety looks like this:
You can tell your boss they're wrong and they actually listen.


You can challenge a decision without fearing retaliation.


You can admit you made a mistake without being punished for it.


You can share a wild idea without being dismissed or mocked.


It's not about comfort. It's about trust.


Here's what happens when people feel psychologically safe:


They stop spending energy on self-censorship.


They stop spending energy on self-protection.


They stop worrying about how everything they say will be perceived.


And all that energy they were using to protect themselves?


They redirect it into solving problems, offering ideas, and strengthening the relationship.


That's when teams become UNSTOPPABLE.


Google's internal research (Project Aristotle) famously found that psychological safety was the #1 factor differentiating their best teams from the rest.


Not talent. Not resources. Not experience.


Psychological safety.


Because when people feel safe, they:


✅ Learn faster
✅ Innovate more effectively
✅ Recover from failures quicker
✅ Collaborate at a higher level


In contrast, when people DON'T feel safe:

They hide mistakes instead of learning from them.
They stay silent instead of speaking up.
They play it safe instead of taking creative risks.
They spend more energy managing perception than doing great work.
And the team suffers. The organization suffers.


Everyone loses.


Because if your team isn't bringing you problems, it's not because there aren't any.


It's because they don't feel safe bringing them to you.


Here's how to build real psychological safety:


✅ Model vulnerability. Admit when you're wrong. Share your own mistakes. Show that being human is okay.


✅ Reward honesty, even when it's uncomfortable. When someone challenges you, thank them. Out loud. In front of others.


✅ Separate the person from the problem. Critique ideas and actions, not people's character or worth.


✅ Make it safe to fail. Treat failures as learning opportunities, not reasons for punishment.


✅ Ask for feedback and actually act on it. Don't just say you're open to feedback. Prove it.


Because psychological safety isn't a nice-to-have.
It's the foundation of high-performing teams.


And if you want innovation, if you want collaboration, if you want people to bring their best selves to work


You have to make it safe for them to be honest first.

I Help Manufacturing & B2B Avoid Million-Dollar Cybersecurity Losses | Fractional CISO | 20+ Years Protecting Revenue, Not Networks | No Jargon, No Kickbacks | Proud Dad & Beard Grower

Want to know the secret to my success?


It's not working 80-hour weeks.


It's not optimizing my productivity stack or hacking my morning routine.


It's this....


I book ONE soulful conversation a week.


That's it. That's the game-changer.


Not a transactional coffee chat 


Not a surface-level "how's business?" exchange.


Not a networking conversation where you're just collecting contacts


A REAL conversation.


The kind where you actually connect.


Where you talk about what matters not just what's urgent.


Where you leave feeling energized, not drained.


One conversation like that. Every single week.


Most of us are drowning in shallow interactions.


Quick Slack messages.


Back-to-back Zoom calls.


Networking events where you talk to 20 people and connect with zero.


We're busy. We're connected. But we're not actually CONNECTING.


And that isolation? That's what burns us out. That's what makes success feel empty.


But one soulful conversation a week?


That changes EVERYTHING.


✅ You gain perspective. Someone else's journey, struggles, and wins remind you that you're not alone in this.


✅ You spark innovation. The best ideas don't come from sitting alone at your desk. They come from real dialogue with real humans.


✅ You build relationships that matter. Not contacts. Not connections. Relationships. The kind that show up when it counts.


✅ You remember why you do this work. Soulful conversations reconnect you with your purpose, your passion, your "why."


✅ You refill your tank. These conversations don't drain you...they ENERGIZE you. They're fuel, not friction.


Every week, I block time for one conversation with someone I genuinely want to connect with.


No agenda. No pitch. No ulterior motive.


Just: "Let's talk. I want to hear how you're doing. I want to share what I'm thinking about. Let's connect as humans."


And every single time?


I walk away feeling more grounded, more inspired, more clear about what matters.


That's success.


Not the promotion. Not the revenue target. Not the LinkedIn followers.


The feeling that you're not doing this alone. That you're part of something bigger. That you're connected to people who see you, value you, and remind you why this work matters.


Book one soulful conversation this week.


Not a networking call.


Not a sales pitch.


Not a quick check-in.


A real, deep, human conversation.


Reach out to someone you've been meaning to connect with.


Schedule time with someone who energizes you.


Create space for a conversation that matters.


And watch what happens.


You'll gain clarity you didn't know you needed.


You'll spark ideas you couldn't have found alone.


You'll remember that success isn't just about what you achieve, it's about who you share it with.


One soulful conversation a week.


That's the secret.

If a leader couldn't be strong and showed you their flaws, how would you respond?


Sit with that for a moment.


Would you:
✅ Respect them more for their honesty?
✅ Feel closer to them because they're human too?
✅ Trust them more because they're being real?


Or would you:
❌ See it as weakness?
❌ Lose confidence in their ability to lead?
❌ Start questioning if they're the right person for the job?


Your answer reveals everything


Not about them


About you.


We SAY we want authentic leaders.


We SAY we value vulnerability


We SAY we appreciate when people are real with us.


But do we actually mean it?


Or do we only want vulnerability when it's convenient? When it doesn't make us uncomfortable? When it doesn't challenge our image of what a leader "should" be?


Most people punish leaders for being human.


A leader admits they're struggling? "They're not strong enough."


A leader shows emotion? "They're too sensitive for this role."


A leader says "I don't know"? "They should have all the answers."


We claim we want authenticity until it actually shows up.


And then we retreat back to our comfortable fantasy:


The leader who never struggles.


The leader who seemingly always has it together.


The leader who is seemingly strong, certain, and unshakeable 100% of the time 


But here's the reality:


That leader doesn't exist


And pretending they do is exactly what's breaking leadership.


Because when we punish leaders for being human:
→ They stop being authentic
→ They start performing instead of leading
→ They hide their struggles until they burn out
→ They create cultures where everyone else hides too


And we all lose.


The next time a leader shows you their flaws, pause.


Before you judge. Before you question their capability. Before you let their humanity make you uncomfortable.


Ask yourself:


"Am I responding with empathy or judgment?"
"Am I making space for their humanity or demanding perfection?"
"Am I part of the problem that makes leaders afraid to be real?"


Because the leader who shows you their flaws?


They're not weak. They're brave AF


They're brave enough to be honest when it would be easier to pretend.


They're brave enough to be vulnerable when the culture rewards armor.


They're brave enough to be human when everyone expects them to be superhuman.


And your response matters


If you respond with judgment, you'll get performative leadership.


Leaders who hide. Leaders who pretend. Leaders who burn out in silence.


If you respond with empathy, you'll get real leadership.


Leaders who are honest. Leaders who are connected. Leaders who create cultures where everyone can be human.


The choice is yours.


Who I am: I'm Dom Vogel—The Dopamine Dealer. 
If you're a leader exhausted from pretending to have it all together, or if you're building a culture where people can be human—let's talk.

The greatest leaders don't create shortcuts. 


Great leaders create curiosity.


Shortcuts strip away accuracy, trust, and potential before someone even has the chance to show their value.


We look at a resume and make assumptions.  


We hear someone's background and decide what they're capable of.  


We see their age, their experience level, their credentials and we create shortcuts.


"They're too young."


"They don't have the right certifications."


"They won't fit our culture."


And just like that, we've eliminated potential before we've even explored it.


The best leaders I know don't rely on shortcuts.


They lead with curiosity.


They ask questions instead of making assumptions.  


They explore potential instead of judging credentials.  


They create space for people to show their value instead of deciding it for them.


Instead of: "This candidate doesn't have 10 years of experience."


Curiosity asks: *"What have they accomplished with the experience they do have?"


Instead of: "They don't fit the traditional mold."


Curiosity asks: "What unique perspective could they bring that we're missing?"


Instead of: "They're not ready for leadership."


Curiosity asks: "What would they need to be ready? And am I willing to invest in developing them?"


In my experience, curiosity is what drives real influence.


Not shortcuts. Not assumptions. Not snap judgments.


Curiosity.


Because curiosity opens space for:

✅ Perspective – You discover viewpoints you never would have considered  


✅ Innovation – You unlock ideas that traditional thinking would have missed  


✅ Stronger outcomes – You build teams based on potential, not just past performance


Every single person I've hired who "didn't fit the mold"....the ones who were too young, too inexperienced, too unconventional by traditional standards


They became my greatest success stories.

Not because I lowered the bar.


Because I got curious instead of relying on shortcuts.


I asked: "What can this person become with the right support?"


And then I invested in finding out.


Shortcuts told me no. Curiosity said yes. And curiosity was right every single time.


Shortcuts cost you the brilliant hire you passed over.  


They cost you the innovation that never happened.  


They cost you the team member who could have been extraordinary if only you'd been curious enough to see it.


Shortcuts might save time. Shortcuts close doors. Curiosity opens them


Curiosity creates influence, innovation, and stronger outcomes.


Choose curiosity. Every time. 💙🔥


And the best leaders? They choose to stay curious.

---
I'm Dom Vogel—The Dopamine Dealer. I work with:  
→ Leaders who want to hire and develop unconventional talent    
→ Teams that need fresh perspectives and innovation  
→ Emerging leaders who've been overlooked by shortcut-driven hiring

The most powerful AI in the world won't fix what's broken in us.


It will only amplify it.


If we want to fully unleash the transformative power of AI, we need to heal people first.


We're broken as a society.


Countless people are walking around unhealed, carrying deep emotional and mental scars.


Trauma from toxic workplaces.


Burnout from years of being overworked and undervalued.


Wounds from leaders who treated them as resources, not humans.


Pain from systems that demanded perfection and punished vulnerability.


And now we're handing AI to these wounded people.


AI doesn't exist in a vacuum. It's built by humans. Trained by humans. Deployed by humans.


And humans transfer their scars into everything they create.


Broken leaders create broken cultures.


Wounded people create wounded systems.


Unhealed trauma gets baked into the technology we're building.


If the people designing AI are burned out, their tools will reflect burnout culture.


If the people deploying AI don't trust humans, their systems will dehumanize work.


If the people leading AI transformation are operating from fear, their implementations will create more fear.


We can't build healthy systems from unhealthy foundations.


Before we obsess over AI's capabilities, we need to focus on healing people.


✅ Heal the burnout. People can't innovate when they're exhausted. They can't think clearly when they're running on empty.


✅ Heal the trust wounds. People can't collaborate effectively when they've been betrayed by leaders who didn't value them.


✅ Heal the perfectionism. People can't take creative risks when they've been punished for failure their entire careers.


✅ Heal the dehumanization. People can't build human-centered technology when they've been treated like cogs in a machine.


If we're operating from fear, AI will automate fear.


If we're operating from scarcity, AI will optimize scarcity.


If we're operating from distrust, AI will institutionalize distrust.


But if we heal people first?


If we create workplaces where people feel safe, valued, and whole?


If we build cultures rooted in empathy, trust, and humanity?


If we prioritize mental and emotional wellbeing alongside technical capability?


Then AI becomes what it should be:
A tool that amplifies our best qualities not our worst.


A force that enhances human flourishing


A technology that serves humanity


Before you roll out your next AI initiative, ask yourself:


"Are my people healed enough to use this responsibly?"


"Am I creating conditions where they can bring their best selves to this work?"


"Or am I handing powerful technology to wounded people and hoping for the best?"


Because AI isn't the revolution.


Healing people is.


And once we do that work the hard, human work of addressing trauma, building trust, and creating psychological safety


Then we'll truly unleash AI's transformative power.


Not before.

Kindness may not change the world, but it can completely change someone's world.


The universe introduced me to Gemma Oaten 🌱 at a time when I was struggling. Overwhelmed. Not in a great place mentally.


Her posts, filled with genuine kindness, authenticity, and vulnerability, resonated deep in the inner fibers of my soul.


She made me feel empowered. She made me feel like I mattered.


And she taught me the most important lesson of all: Kindness starts with being kind to yourself.


8+ years later what's extraordinary about our friendship is that we've never met in real life.


Not once.


No coffee meetings. No conferences. No handshakes.


Just two souls connecting across the digital divide through simple, uncomplicated kindness focused on uplifting each other.


And yet this friendship is as REAL as any I've ever known.


Because true friendship doesn't require physical proximity.


It requires genuine care, mutual respect, and a commitment to lifting each other up.


Friendship can grow anywhere when it's rooted in kindness.


Our virtual coffee chats are filled with genuine laughter and heartfelt support 


Gemma is a GEM of a human. She has saved countless souls, including mine.


She is the Queen of Kindness, Love, and Compassion.


She is a beacon of inspirational light.


She is the positive energy trampoline, bouncing kindness across time and space.


I'm utterly blessed to call her one of my most CHERISHED friends. 💚💚💚🙏🙏🙏


Not because we share the same geography.


But because we share the same values: kindness, authenticity, and a belief that we're all worthy of love and support.


Kindness CAN change the world. It completely changed mine.


Forever grateful for our friendship. It was TRULY meant to be 💙


(And Gemma that Hull Rules shirt you sent me from across the ocean? It's become a treasure. Every time I wear it, it's like a hug for the soul as I'm instantly connected to my treasured friend, I'm reminded of the incredible human you are, the light you bring to this world, and the proof that real friendship knows no borders. ONLY kindness) 🌈✨🐿️🐿️🍕🍕🍕

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The Battle

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