For over 15 years, I’ve built high-performing sales teams and coached individuals at every career stage, closing over $100M in software sales. Now, I help sellers accelerate their growth, leaders build resilient teams, and founders scale revenue engines through proven GTM processes.

My clients describe me as process-oriented, an excellent communicator, and someone who helps them unlock their potential.

If you’re a seller, leader or founder seeking guidance to accelerate your outcomes, let’s schedule a call via the featured section below!

Mats Uddenfeldt

I wish someone had told me this in my first year of sales:

(It would’ve saved me a lot of stress and a few bad habits. )

1. Don’t take it so seriously.

Sales isn’t life or death. The pressure can be intense, but remember to breathe and keep perspective. At the end of the day, it’s just a job.


2. Show up to help, not just sell.

Sometimes the best move is to qualify out or even recommend a competitor. The trust you build with honesty will pay off later. Often in ways you can’t predict.


A seller I coach asked me about this recently.
It reminded me that the lessons you learn early shape how you sell for life.

If you could go back to year one, what would you tell yourself?

Driving GTM Excellence for Sellers, Leaders & Founders.

Chasing big goals isn’t supposed to feel great all the time.

At yesterday’s EliteGTM exec session with Luca Lazzaron on Scaling Culture Without Losing Control, one insight stood out:

The rule of thirds for performance:
- A third of the time, you’ll feel great.
- A third, just okay.
- And a third, absolutely terrible.

That last part doesn’t mean you’re failing.
It means you’re in the middle of something hard.

Most people panic in that tough third.
They second-guess, look for shortcuts, or quit too soon.

But if you expect the ups and downs, you don’t overreact.
You keep going.

And when you’re leading teams, the same rule applies.
Your job is to normalize the tough third. Not fix it.

A coach helps you see where you are in that cycle, and how to move forward when it feels rough.

Who helps you push through your tough thirds?

Most deal reviews stay internal.
Next week, EliteGTM is breaking that rule.

They’re launching the first Global Deal Review Hour where sellers bring real deal challenges to a global community of 600+ tenured GTM leaders.

In one hour:
- Stalled deals move.
- Dead deals revive.
- Sellers level up.

No deep dives or customer names.
Just quick, actionable reviews.

And for this first session, it’s free.

Want to join? Comment or drop me a note.

The best sellers don’t sound like sellers.

They sound like:
- Experts
- Problem solvers
- Someone worth trusting

That comes from unselling.
Leaning back instead of pushing to close.

My instinct was always to listen first.
To diagnose. To give real advice.
Not pitch. Not push.

But some orgs still ran the old playbook:
- “Overcome objections.”
- “Control the call.”
- “Push the close.”

So I forced it. And it killed my edge.

The moment I stopped trying to sound like a seller, and went back to sounding like myself, my numbers took off again.

3 ways you can start unselling today:


1. Don’t rush the close. Test urgency.

→ “Why not wait until next quarter?”

Their answer tells you everything.


2. Challenge the status quo.

→ “What’s working well today? Why even change?”

Uncover a critical reason to act now.


3. Invite criticism.

→ “If any part of this doesn’t fit how you work, tell me.”

Honesty builds trust faster than pitching ever will.


Unselling isn’t passive. It’s powerful.

Because when you create space, buyers lean in.

Or you can qualify out.

3 ways you can start unselling today:

Most sellers answer too fast.

“Do you offer discounts?”
→ “Of course!”

“Can you integrate with X?”
→ “Yes, we can!”

“How are you different from X?”
→ “Our USP is…”

You think you’re being helpful.
But when you jump to answer, you miss an opportunity.

Before you respond, find out why they’re asking:

“Do you offer discounts?”
→ “Happy to explore. What’s driving that question?”

“Can you integrate with X?”
→ “It depends. How are you planning to use it?”

“How are you different from X?”
→ “Good question. What outcome are you looking for?”

That’s how you get closer to the truth.
And often, it changes your answer completely.

From top performer to novice manager to trusted leader:

Early in my career I had a sprinter’s mindset. I was motivated to get ahead by outworking others and having an impact autonomously.

This made me super successful as an IC.

But in my first leadership role, it was obvious that this approach didn’t work.

The problem? My sprinter’s mindset left little room for others to learn or grow.

Later I learned to make a major mindset shift.

Instead of operating as a sprinter, I thought of myself as a long distance coach.

I needed to be able to pace myself so I could have sustained impact over a long time, empowering my team to do the same.

Here are 3 ways you can start making that shift:

(I’m still working on 3)

1. Go slow to go far
Don’t just sell your vision, enroll your team and bring them along for the ride. 

Start with why.
Delegate with context.
Ensure everyone’s on board. 

You may need to move a bit slower, but it will help you go further.


2. Set a sustainable pace

Enable your team to do their work at a sustainable pace.

They will take cues from you: when you send emails, how you balance your work/life, and how you delegate during PTO.

If you want a peak performing team, make room for rest and recovery.


3. Ask questions instead of giving answers

This is a big shift if you used to thrive as an IC by quickly solving problems autonomously.

As a leader, your role isn’t to give answers.
It’s to help your team figure it out.

Partner to discover solutions instead of giving directives.
Prompt them to think critically and your team will build confidence and have even more impact.


What mindset shift has had the biggest impact on your career?

I've never met a top 1% sales rep who doesn't prospect religiously.

I mean the very best. The ones at the top every quarter.

You're never too senior to build your own pipeline.

Here's why:

1) Ownership and control

Taking charge of prospecting gives you full pipeline control. You can quickly adapt, seize opportunities, and build stronger client relationships.


2) Unpredictable changes

BDRs/SDRs might get promoted or leave, creating pipeline gaps if you rely solely on them.


3) Consistent pipeline

Consistent prospecting ensures a steady flow of deals, reducing the risk of pipeline gaps from market changes or slow inbound leads.


4) Skill development

Regular prospecting hones your skills, keeps you sharp, and aligns you with market dynamics and customer needs.


5) Inbound flow

Inbound leads might go to someone else. Also, outbound deals are typically 4x larger, as you shape requirements rather than just fulfill requirements.


Top performers know prospecting is a mindset.

Stay proactive. Stay at the top.


How do you invest in your pipeline?

Why you're never too senior to build your own pipeline:

Delayed rewards are often the most meaningful ones.

Because the best work pays off on its own timeline, not yours.

A month after running my half marathon, the medal and shirt finally arrived.

A good reminder: important stuff rarely pays off instantly.

Not in sales.
Not in your habits.
Not in anything that matters.

You put in the work now.
You collect the payoff later.

And some fights demand that mindset even more.

Ukraine’s fight isn’t about quick wins.
It’s about staying committed long after the world stops paying attention.

Because the best results rarely come fast.

In business. In life.
And in the fight for freedom.

#SlavaUkraini

Elite Tech Sales

Elite Tech Sales is where the best talent meets the best opportunities in B2B tech sales.

In our “Break In” Program, we help ambitious individuals break into tech sales and land roles at top companies like Google, Oracle, HubSpot, Snowflake, and Deel, while beating their ramp-up quotas. Our data shows that starting your career with an industry leader transforms your career trajectory (hence why we do it).

Our Senior Recruiting Program is tailored for VP of Sales, Enterprise Account Executives, and senior sales leaders with a proven track record, helping them find their next big move with companies that match their expertise.

We have high standards for both the people and companies we work with. If that makes you uncomfortable, or you don’t like being held accountable to the best version of yourself, we might not be the right fit for you.

Our mission is simple: Connect the best people with the best opportunities.

If you’re ready to take your career to the next level or looking for elite talent to build your team, visit www.elitetechsales.com.

Founder

Dell Technologies

Worked with fast-growing startups and established companies to integrate Dell's data center portfolio. Responsible for closing $7M new revenue annually.

Data Center Account Executive, Field Sales

Managed and developed cross-functional teams of account executives, engineers, and product specialists across the Central US, with an emphasis on analytics and operational efficiency throughout a 55+ person ecosystem.

District Manager of Account Executives, Central Region

Spearheaded relationships with C-suites, system integrators, and value-added resellers to grow business into both net-new and install accounts. Top account executive achieving 300% of quota within 6 months of starting.

Account Executive

Recipient of Dell EMC’s two most prestigious sales development awards. Accelerated growth with mid-market, commercial and enterprise account teams. Worked with directors to develop and implement business development campaigns for the North American sales organization. Regularly hit 211% - 235% of quota.

Sales Development Representative

Ex-Dell | Be Better Than 99% of Candidates ⚡️

I connect top sales talent to opportunities in B2B technology sales. 

The best talent is not looking for jobs, and that's why we help. 

I work with VP's of Sales and Enterprise AE's with experience in SaaS, cloud computing, and cybersecurity and match them with companies aligned with their experience.

Our mission to help build high-performing sales teams with the best people, performance, and culture.

Whether you're a company in need of sales talent or an experienced seller looking for a new role, Elite Tech Sales is here to help.

Your sales experience shouldn't suck!

Jay Johnston

Gift of the year. 

I am hard to impress with gifts but this one takes the (steak) cake. 

Be on the lookout for Elite Tech Sales branded steaks.

Coming to your timeline soon 🥩 

P.S. Very thankful for all the employees and partners I have had a chance to work with over the years. You all rock.

Hire sales talent ⚡️ elitetechsales.com

Hard to have Sunday scary's under these circumstances.

I used to think hiring great talent comes from bigger funnels, more job boards, and "casting a wider net."

Turns out I was wrong.

More volume doesn’t work for A-players.

A-players don’t sit on job boards.
They’ll never apply to your postings.
They also won’t answer generic recruiter DMs.

So what do you do?

Well I’m glad you asked… :)

A-players are built, then found.

And luckily for you they are built inside a small number of companies.

Not 1,000 companies.
Not 200.
Not 100.

20.
Twenty of your competitors.
Twenty companies that consistently train, develop, and promote elite sales talent.

Your job is not to hunt the whole market.
Your job is to stay up to date with twenty ecosystems.

Because here’s what makes a passive candidate finally want to talk to you.

“Trigger events”

• New VP of Sales
• Acquisition
• Territory reshuffle
• Comp plan change

When those hit, top performers, the ones who never respond, start becoming open minded.

And this is when your most valuable assets becomes available.

My recommendation, precision.
Stop sourcing the market. Start sourcing with precision.

Your 24/7 hiring funnel should be:

1. Identify 20 companies that consistently develop killers in your space.

These companies already did the filtering.
They train them..
They sharpen them.
You just pick from the top % who are unhappy at a certain point in time (that you pay attention to).

2. Track triggers.

New leadership? Acquisition? Keep a pulse on what’s going on.

3. Go for the sale. Everyone wins.
It’s a win/win. Why? They aren’t happy.

Seasoned sellers have typically have relationships and niche skills that translate well to a competitor or complimentary product vs. jumping into a new space like Payroll AE transitioning to a new space like cloud computing.

It’s not sexy but…

Real A-player recruiting is not volume. It’s timing.

It’s not 500 candidates. It’s the right 25 names from the right 20 companies you respect.

This is how you recruit the best human capital to actually scale your company.

Not the C players who check the box but give you a headache each day.

Real World Example:

A 7-figure W2 sellers at a well known company told me their new VP started micromanaging them. After three years of overachievement, they weren’t about to be treated like a Day 1 rep. The VP didn’t recognize he was managing a proven performer, and that rep started job searching in the same vertical the same week. 3 weeks later, offer signed and left.


P.S. If you’re a sales leader and want help building a precision hiring system so you stop gambling on average talent, book a call here: https://lnkd.in/g6TPNSxv


P.S.S. If you’re a talent looking for a new role, you can join 242 sellers sharing referrals in our community here: https://lnkd.in/gGT47BJe

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