RevHeat

RevHeat is passionate about your business growth and The Sales Alpha Roadmap™ is our secret weapon. A process that allows you to know exactly how much more effective your company could be in dollars, what it will take to accomplish it and how long it will take.

We know you've spent money with "sales experts" in the past.  Sometimes it helped other times it did not.  That makes it really difficult to gauge the effectiveness of any dollar spent.  We will help you define the real ROI, the effort it will take and the plan of attack that will work before any lengthy commitment.

Chief Scaling Officer

Ken Lundin & Associates

The world of Sales Training and Consulting is broken. Typical one or two-day classes to train the individuals on the sales team or a sales strategy session alone fail to produce the results you pay for more often than not.

Unlike the typical “drinking from a firehose” two-day sales training event or sales consulting project.  We offer a recurrent model, which takes a holistic look at how your company can achieve predictable, sustainable sales growth. This approach assures greater adoption, retention, and use of the new skills through reinforcement of a smaller set of more important skills.

With the only full-service growth consultancy on the market, we have the resources to focus where you need the attention and multiply the impact a fully aligned marketing and sales effectiveness plan can provide your company.

President

Okinus, Inc.

Senior Vice President Of Sales

Optymyze

Vice President of Sales

Insperity

Senior Consultant

Your Sales Team Isn’t Broken. Your System Is.

If you're a founder, CEO, or sales leader still stuck in the weeds, chasing deals, or cleaning up after underperformers—it's not a "sales talent" issue.

You don’t have a repeatable sales system.

Here’s what I see every day:
❌ Sales is reliant on a few “closers” instead of a scalable team
❌ Training is disconnected from daily execution
❌ Forecasts feel like fiction—and reps aren’t held accountable
❌ Founders still carry the pipeline because the team can’t

That’s why I built the SmartScale 90 System™️ (S90™️)—a sales infrastructure built for scale.

We don’t "train" salespeople.
We install the system that makes sales consistent, coachable, and scalable.

🚀 What We Deliver

✅ 300% increase in win rates
✅ 20–30% higher rep productivity
✅ Strategic hiring and onboarding that sticks
✅ CEO out of sales—team into action

I’ve helped companies from early-stage to $1B+ build sales organizations that drive growth without guesswork.

👊 Ready to build a sales team that performs with or without you?

🔗 Book a strategy session: https://calendly.com/ken-lundin/linkedin-intro

#RevHeat #SalesOperatingSystem #FounderLedSales #SalesLeadership #ScaleSales #SalesTrainingThatWorks #B2BSales

𝗜 𝗳𝗶𝗿𝗲𝗱 𝗺𝘆 𝘁𝗼𝗽 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗲𝗿. 
𝗧𝗲𝗮𝗺 𝗿𝗲𝘃𝗲𝗻𝘂𝗲 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲𝗱 𝟯𝟴%.

He was crushing his numbers. 
Highest revenue producer for 18 months straight.

But something was wrong.

→ Junior reps avoided asking him questions 
→ Team meetings became tense when he spoke 
→ Two good reps quit citing "toxic culture" 
→ Collaboration died whenever he was involved

The breaking point came during a team call:

A newer rep shared a creative approach to a common objection. 

Instead of supporting her, he said: 
"That's cute, but here's how you really handle it."

She never spoke up in meetings again.

𝗧𝗵𝗲 𝗵𝗮𝗿𝗱 𝘁𝗿𝘂𝘁𝗵 𝗮𝗯𝗼𝘂𝘁 𝗵𝗶𝗴𝗵 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗲𝗿𝘀:
Individual excellence that kills team performance isn't excellence at all.

What I learned: 
→ Toxic talent is still toxic 
→ Culture beats individual numbers 
→ One person can poison an entire team 
→ Great leaders build others up, not tear them down

The decision:

I sat him down: 
"Your numbers are great, but your impact on the team is destructive. 
That ends today or you do."

He chose to leave.

The result 6 months later: 
→ Team collaboration increased dramatically 
→ Junior reps started exceeding quotas 
→ Overall team revenue up 38% 
→ Culture became our competitive advantage

𝗧𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗹𝗲𝘀𝘀𝗼𝗻:
Protect your culture at all costs. 

No individual performance is worth destroying team performance. 

Sometimes addition by subtraction is the best math.

Thursday reminder: 
𝗛𝗶𝗿𝗲 𝗳𝗼𝗿 𝗰𝗵𝗮𝗿𝗮𝗰𝘁𝗲𝗿. 𝗖𝗼𝗮𝗰𝗵 𝗳𝗼𝗿 𝘀𝗸𝗶𝗹𝗹. 𝗙𝗶𝗿𝗲 𝗳𝗼𝗿 𝗰𝘂𝗹𝘁𝘂𝗿𝗲.

What's the hardest personnel decision you've had to make for the good of the team?

♻️ Repost to inspire leaders to prioritize culture.

Ken Lundin

No alternative text description for this image

𝗧𝗵𝗲 $𝟮𝟭𝗠 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝗜 𝗺𝗮𝗱𝗲 𝗯𝘆 𝗾𝘂𝗶𝘁𝘁𝗶𝗻𝗴 𝗰𝗮𝗿𝗯𝘀 𝗮𝘁 𝗹𝘂𝗻𝗰𝗵.
𝗔𝗻𝗱𝗿𝗲𝘄 𝗛𝘂𝗯𝗲𝗿𝗺𝗮𝗻'𝘀 𝗽𝗿𝗼𝘁𝗼𝗰𝗼𝗹 𝗰𝗵𝗮𝗻𝗴𝗲𝗱 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴.

Most people don't know this:

I tracked my decision-making quality for 90 days.

The shocking data:
→ 73% of bad decisions happened after lunch
→ Energy crashed from 1-3 PM daily
→ Productivity dropped 61% post-lunch

I was literally eating my way to mediocrity.

Then I discovered Andrew Huberman's research:

Carbs spike insulin → Insulin triggers serotonin → Serotonin makes you sleepy → Your afternoon is shot.

My old lunch routine (when revenue was stuck):
→ Sandwich or pasta
→ "Just one cookie"
→ 2 PM: Fighting to stay awake
→ 3 PM: Caffeine to survive
→ 4 PM: Still foggy

The $21M Lunch Protocol:

12:00 PM: The Power Meal
→ 40g protein (grilled chicken/salmon)
→ Unlimited vegetables
→ Healthy fats (avocado/olive oil)
→ ZERO bread, pasta, rice until dinner

12:30 PM: The Walk
→ 10-minute walk outside
→ Sunlight exposure (cortisol regulation)
→ No phone, just movement

2:00 PM: The Secret Weapon
→ 10-minute meditation or
→ 20-minute power nap (never more)
→ Emerge sharper than morning

Results after 6 months:
→ Afternoon productivity increased 240%
→ Made my biggest deals between 2-5 PM
→ Energy consistent until 7 PM
→ Closed $21M in afternoon meetings
→ Lost 25 lbs without trying

The science that matters:
→ Protein maintains blood sugar stability
→ Fats provide sustained energy
→ Carbs are for recovery, not performance
→ Your brain runs better on ketones than glucose

𝗙𝗿𝗶𝗱𝗮𝘆 𝗿𝗲𝗺𝗶𝗻𝗱𝗲𝗿:
Your lunch is either fueling greatness or funding mediocrity.

That sandwich is costing you millions.

What's your afternoon kryptonite?

♻️ Repost to help leaders reclaim their afternoons.

Founder @ RevHeat • $1B+ Closed | $4B+ in Exits • Scaled Clients From $3 to $18M in 18 Months • 4 Unicorns • Bootstrapped to $78 Million • Sales Systems That End Founder Burnout

15 proven strategies = 500% growth! 🚀 One client made $2M with strategy #1. 
Which will you try first?

#businessgrowth #entrepreneur #sales

𝗜 𝗳𝗶𝗿𝗲𝗱 𝗺𝘆 𝘁𝗼𝗽 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗲𝗿.
𝗥𝗲𝘃𝗲𝗻𝘂𝗲 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲𝗱 𝟰𝟯% 𝗶𝗻 𝟲 𝗺𝗼𝗻𝘁𝗵𝘀.

He was crushing his numbers. $2.3M in revenue last year. 
Consistently hit 140% of quota.

But something was wrong.

→ Junior reps stopped asking questions in meetings
→ Team collaboration died whenever he was involved
→ Two solid performers quit citing "toxic environment"
→ Morale plummeted despite record numbers

The breaking point came during a client presentation:

A newer rep suggested a creative solution to address the prospect's concern. 
Instead of supporting her, he interrupted: 
"That won't work. Here's what we're actually going to do."

The prospect chose our competitor.
The rep never spoke up in meetings again.

The hard truth about high performers:

Individual excellence that destroys team performance isn't excellence at all.

What I learned:
→ One toxic person can poison an entire culture
→ Great numbers don't justify team destruction
→ Protecting culture is protecting revenue
→ Sometimes subtraction leads to multiplication

The conversation:

"Your individual results are outstanding, but your impact on team results is destructive. That changes today, or you do."

He chose to leave.

Six months later:
→ Team collaboration increased dramatically
→ Junior reps started exceeding quotas
→ Overall team revenue up 43%
→ Culture became our competitive advantage

Monday reminder:

Your team's collective success matters more than any individual's numbers.
Protect your culture at all costs.
Sometimes the best addition is subtraction.

What's the hardest personnel decision you've made for the good of the team?

𝗧𝗵𝗲 $𝟭𝟬𝟬𝗞 𝗵𝗶𝗿𝗶𝗻𝗴 𝗺𝗶𝘀𝘁𝗮𝗸𝗲 𝟵𝟬% 𝗼𝗳 𝗳𝗼𝘂𝗻𝗱𝗲𝗿𝘀 𝗺𝗮𝗸𝗲.
𝗜 𝗹𝗲𝗮𝗿𝗻𝗲𝗱 𝘁𝗵𝗶𝘀 𝗮𝗳𝘁𝗲𝗿 𝗯𝘂𝗿𝗻𝗶𝗻𝗴 $𝟱𝟬𝟬𝗞 𝗼𝗻 𝗯𝗮𝗱 𝗵𝗶𝗿𝗲𝘀.

Most people don't know this:

The first 5 people I hired to sell for me failed. Cost me $100K per person.

Then I studied how Marc Benioff built Salesforce's sales team and everything changed.

New client called last month:

"Ken, my sales team is underperforming. We need better training, better scripts, better everything."

I asked to see their hiring process.

What I found (same mistakes that cost me $500K):
→ 30-minute interviews
→ No role-playing scenarios
→ Hired based on "good energy" and "cultural fit"
→ Zero assessment of actual selling ability
→ No reference calls to previous managers

The real problem wasn't their current team.
It was how they built their team.

You can't train your way out of a $100K hiring mistake.

What we implemented (stolen from Salesforce's playbook):

Phase 1: The Reality Check
→ 2-hour interview process
→ Live sales scenario with real objections
→ Personality assessment for resilience
→ Reference calls with previous sales managers

Phase 2: The 30-Day Proof
→ Paid trial period with clear metrics
→ Daily coaching sessions
→ Weekly performance reviews
→ Clear pass/fail criteria

The results after 8 months:
→ 91% of new hires exceeded quota
→ Average ramp time cut from 5 months to 6 weeks
→ Team turnover dropped 71%
→ Revenue per rep increased 167%
→ Saved $1.2M in mis-hire costs

The $500K lesson I learned:

Most sales problems aren't training problems.
They're hiring problems.

You can teach technique, but you can't teach hunger.
You can improve skills, but you can't install drive.
You can refine process, but you can't create resilience.

Thursday reminder:
Every bad hire costs you $100K minimum.
Hire slow. Fire fast. Train the right people.

I spent $500K learning this lesson so you don't have to.

What's the most expensive hiring mistake you've made?

𝗧𝗵𝗲 $𝟮𝗠 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝗺𝗼𝘀𝘁 𝗖𝗘𝗢𝘀 𝗮𝘃𝗼𝗶𝗱.
𝗝𝗼𝗰𝗸𝗼 𝗪𝗶𝗹𝗹𝗶𝗻𝗸'𝘀 𝗺𝗲𝘁𝗵𝗼𝗱 𝘀𝗮𝘃𝗲𝗱 𝗺𝘆 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀.

Most people don't know this:

I spent $50K on self-improvement last year. But a $200 gym membership taught me the most valuable lesson.

I had a client who owed me $2M in unpaid invoices.

For three months, I made excuses:
"They're good for it."
"I don't want to damage the relationship."
"Maybe next week will be better."

Meanwhile, I was following Jocko Willink's "Discipline Equals Freedom" workout routine every morning at 5:30 AM.

Then it hit me:

I was training my body to handle discomfort but letting my $2M problem fester.

The lesson Jocko taught me that saved my business:

Every rep teaches you that discomfort is temporary, but avoiding it makes problems permanent.

My progression:
Week 1: Squats felt impossible
Week 12: Squatting my body weight
Week 24: Squatting 1.5x body weight
Week 24: Realized I was stronger mentally than physically

Physical training = Mental training

Every 5:30 AM workout was building my tolerance for difficult business conversations.

The $2M breakthrough:

I scheduled the call that afternoon using Jocko's direct approach:

"We need to discuss the $2M in outstanding invoices. What's the plan to get current?"

The result:
→ Payment plan established within 48 hours
→ Collected $500K immediately
→ Full payment within 90 days
→ Client respected the directness (relationship got stronger)
→ Never had another late payment issue

The leadership lesson worth $2M:

David Goggins was right: "You're only using 40% of your potential."

Physical challenges build mental resilience.
When you prove you can squat 300 lbs, a $2M conversation feels lighter.

Friday reminder:
Every workout is practice for million-dollar moments.
Every rep builds more than muscle—it builds courage.

I almost lost $2M by avoiding one conversation.

What's the expensive conversation you're avoiding?

♻️ Repost to help leaders face their $2M conversations.

𝗜 𝗳𝗶𝗿𝗲𝗱 𝗮 $𝟮𝗠 𝗽𝗿𝗼𝗱𝘂𝗰𝗲𝗿.
𝗧𝗲𝗮𝗺 𝗺𝗼𝗿𝗮𝗹𝗲 𝘀𝗸𝘆𝗿𝗼𝗰𝗸𝗲𝘁𝗲𝗱.

He was our top performer for 18 months straight. 
Consistently hit 150% of quota. 
Clients loved him.

But I started noticing patterns:

→ Junior reps stopped asking him for help
→ Team meetings became tense when he spoke
→ Two solid performers quit citing "culture issues"
→ Collaboration died whenever he was involved

The final straw came during a team training session:

A newer rep shared a creative approach to handling price objections. 
Instead of supporting her idea, he said: 
"That's cute, but here's how you actually do it."

She never contributed to team discussions again.

The hard truth about high performers:

Individual excellence that destroys team performance isn't excellence at all.

What I realized:
→ One toxic person can poison an entire culture
→ Great individual numbers don't justify team destruction
→ Leadership means protecting the many from the few
→ Culture is your competitive advantage—guard it fiercely

The conversation:

"Your numbers are outstanding, 
but your impact on team culture is destructive. 
That changes today, or you do."

He chose to leave.

Six months later:
→ Team collaboration increased 200%
→ Junior reps started exceeding quotas
→ Overall team revenue up 34%
→ Culture became our biggest recruiting advantage

The leadership lesson:

Sometimes addition by subtraction is the best math.
Protect your culture at all costs.
No individual performance is worth destroying team performance.

Thursday reminder:
Hire for character. Coach for skill. Fire for culture.

Your team's success depends on it.

What's the hardest personnel decision you've made for the good of the team?

𝗜 𝘁𝘂𝗿𝗻𝗲𝗱 𝗮 $𝟯𝗠 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗶𝗻𝘁𝗼 $𝟭𝟴𝗠 𝗶𝗻 𝟮𝟰 𝗺𝗼𝗻𝘁𝗵𝘀.
𝗧𝗵𝗲 𝘀𝗲𝗰𝗿𝗲𝘁? 𝗜 𝗶𝗴𝗻𝗼𝗿𝗲𝗱 𝟵𝟬% 𝗼𝗳 𝘁𝗵𝗲 "𝗽𝗿𝗼𝗯𝗹𝗲𝗺𝘀."

The CEO called me panicked:

"Ken, everything's broken. Our sales process, our marketing, our team morale, our systems, our pricing, our competition is killing us..."

He had a 47-item list of things that needed fixing.

I spent two weeks analyzing everything.

The real problem wasn't the 47 things on his list.
It was that he was trying to fix 47 things at once.

Here's what I discovered:

→ Only 3 issues were actually driving revenue loss
→ The other 44 were symptoms, not causes
→ Fixing everything meant fixing nothing well
→ Scattered focus created scattered results

The turnaround strategy:

Instead of fixing 47 things poorly, we fixed 3 things perfectly:

Problem #1: No clear ideal customer profile
→ Sales team chased anyone with a pulse
→ Marketing generated volume, not quality
→ Close rates were 12% (industry average: 35%)

Problem #2: Broken qualification process
→ Reps spent time on unqualified prospects
→ Sales cycles averaged 9 months
→ Pipeline was full of tire-kickers

Problem #3: No systematic follow-up
→ 67% of leads never got a second call
→ Deals died in the follow-up phase
→ Revenue leaked everywhere

The focused execution:

Month 1-6: Perfect the ideal customer definition
Month 7-12: Rebuild qualification from scratch
Month 13-18: Systematize follow-up processes
Month 19-24: Scale what works

The result:
→ 500% revenue growth in 24 months
→ Close rates increased to 41%
→ Sales cycle shortened to 4 months
→ Team confidence skyrocketed

𝗦𝗮𝘁𝘂𝗿𝗱𝗮𝘆 𝗿𝗲𝗺𝗶𝗻𝗱𝗲𝗿:
Turnarounds don't happen by fixing everything.
They happen by fixing the right things first.

Focus beats frantic every time.

What's the biggest transformation you've led by focusing on root causes instead of symptoms?

♻️ Repost to inspire leaders to think strategically about growth.

𝗜 𝗵𝗶𝗿𝗲𝗱 𝗮 "𝘀𝗮𝗹𝗲𝘀 𝗲𝘅𝗽𝗲𝗿𝘁" 𝗳𝗼𝗿 $𝟮𝟬𝟬𝗞.
𝗛𝗲 𝗾𝘂𝗶𝘁 𝗮𝗳𝘁𝗲𝗿 𝟯 𝗺𝗼𝗻𝘁𝗵𝘀.

The resume was perfect:
→ 15 years at Fortune 500 companies
→ "President's Club" winner multiple times
→ MBA from top business school
→ Glowing references

But something felt off during his first month.

He kept saying things like:
"At my last company, we did it this way..."
"This process won't work because..."
"I've tried that before, it doesn't scale..."

Red flag #1: 
He had answers for everything but questions for nothing.

Red flag #2: 
He spent more time explaining why things wouldn't work than trying to make them work.

Red flag #3: 
He treated our 18-month-old startup like his previous Fortune 500 employer.

The breaking point came during a prospect call I shadowed:

Prospect: "We're looking for something different than what we've tried before."

Him: "Well, in my experience, what you really need is..."

He never asked what they'd tried. Never explored what "different" meant. Just pitched his standard solution.

The lesson I learned:

𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗰𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆 𝗶𝘀 𝗷𝘂𝘀𝘁 𝗲𝘅𝗽𝗲𝗻𝘀𝗶𝘃𝗲 𝗵𝗮𝗯𝗶𝘁.

What I look for now:
→ Questions, not just answers
→ Adaptability, not just expertise
→ Hunger to learn, not just credentials to prove
→ Willingness to be wrong, not need to be right

𝗠𝗼𝗻𝗱𝗮𝘆 𝗿𝗲𝗺𝗶𝗻𝗱𝗲𝗿:
The best salespeople I know, regardless of tenure, share one trait: 
𝙏𝙝𝙚𝙮'𝙧𝙚 𝙨𝙩𝙞𝙡𝙡 𝙡𝙚𝙖𝙧𝙣𝙞𝙣𝙜.

Your most dangerous hire isn't the inexperienced rookie.
It's the "expert" who's stopped growing.

What's more valuable on your team: experience or curiosity?

𝗜 𝘀𝗸𝗶𝗽𝗽𝗲𝗱 𝘁𝗵𝗲 𝗴𝘆𝗺 𝗳𝗼𝗿 𝗮 "𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹" 𝗺𝗲𝗲𝘁𝗶𝗻𝗴.
𝗜𝘁 𝘄𝗮𝘀 𝗺𝘆 𝘄𝗼𝗿𝘀𝘁 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝗮𝗹𝗹 𝘄𝗲𝗲𝗸.

The meeting was with a potential $500K client. "Too important to miss," I told myself.

I showed up:
→ Mentally foggy from no morning workout
→ Low energy from skipping my routine
→ Reactive instead of strategic
→ Impatient with their questions

The result? They went with a competitor.

The wake-up call:

I tracked my performance on workout days vs. non-workout days for 30 days:

Workout Days:
→ 42% better decision-making speed
→ Higher patience during difficult conversations
→ More creative problem-solving
→ Energy that lasted until 8 PM

Non-Workout Days:
→ Sluggish thinking by 2 PM
→ Shorter temper with my team
→ Reactive responses to challenges
→ Exhausted by dinner time

The leadership lesson:

Physical discipline creates mental clarity.
Your morning workout isn't time away from leadership—it's preparation for it.

My non-negotiables now:
→ 5:30 AM workout, no exceptions
→ No meetings scheduled during gym time
→ Phone stays in the locker
→ 45 minutes of just me vs. the weights

The result:
Better decisions. Better patience. Better leadership.

My team gets the best version of me, not the tired version.

Tuesday reminder:
You can't pour from an empty cup.
Your business needs you at full strength.
That "critical" meeting can wait 45 minutes.
Your leadership can't.

What's your non-negotiable for staying mentally sharp?

♻️ Repost to inspire leaders to prioritize their energy.

𝗧𝗵𝗲 $𝟲.𝟯𝗠 𝗲𝘅𝗶𝘁 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝘁𝗵𝗮𝘁 𝘀𝗮𝘃𝗲𝗱 𝗺𝘆 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀.
𝗥𝗲𝗲𝗱 𝗛𝗮𝘀𝘁𝗶𝗻𝗴𝘀 (𝗡𝗲𝘁𝗳𝗹𝗶𝘅) 𝘁𝗮𝘂𝗴𝗵𝘁 𝗺𝗲 𝘁𝗵𝗶𝘀 𝗮𝗳𝘁𝗲𝗿 𝗜 𝗹𝗼𝘀𝘁 𝟯 𝘁𝗼𝗽 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗲𝗿𝘀.

Most people don't know this:

When your best people quit, 
they usually tell you exactly what's broken—if you actually listen.

My top rep just resigned. 
She generated $6.3M annually.

Instead of the standard HR exit interview, 
I did what Reed Hastings taught me at a $25K mastermind:

The Brutal Truth Exit Interview.

My exact questions:

"What would you tell your best friend about working here?"

Her answer destroyed me:
"Great money, dying soul. Ken talks about growth but promotes based on tenure, not talent."

"What's the real reason you're leaving?"

"I've been doing the same thing for 18 months. 
My skills are atrophying. 
Your competitor offered me a leadership role."

"What would make you stay?"

"A path to VP of Sales within 12 months with clear milestones."

"What am I blind to as a leader?"

"You reward the wrong behaviors. 
The rep who plays politics gets promoted over the rep who delivers results."

I made her an offer she couldn't refuse:

→ VP of Sales track with equity
→ Lead our new market expansion
→ Build her own team of 5
→ 30% base increase + uncapped commission

She stayed.

But more importantly, I fixed the real problems:

→ Created transparent promotion criteria
→ Quarterly role expansion opportunities
→ Skills-based advancement, not tenure
→ Monthly "truth sessions" with top performers

Results 18 months later:
→ Zero top performer turnover
→ She built a team generating $18M
→ Company valuation increased 3x
→ Culture score went from 6.2 to 9.1

The $6.3M lesson:

Your best people don't leave for money.
They leave because you stopped investing in their growth.

Monday reminder:
Every resignation is feedback.
Every exit is education.
Listen to the ones leaving—they'll tell you how to keep the ones staying.

What truth did an exit interview reveal to you?

𝗧𝗵𝗲 𝟰:𝟯𝟬 𝗔𝗠 𝗿𝗼𝘂𝘁𝗶𝗻𝗲 𝘁𝗵𝗮𝘁 𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗲𝗱 $𝟯𝟮𝗠.
𝗗𝗮𝘃𝗶𝗱 𝗚𝗼𝗴𝗴𝗶𝗻𝘀 𝘄𝗮𝘀 𝗿𝗶𝗴𝗵𝘁—𝗜 𝘄𝗮𝘀 𝗼𝗻𝗹𝘆 𝘂𝘀𝗶𝗻𝗴 𝟰𝟬% 𝗼𝗳 𝗺𝘆 𝗽𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹.

I trained for a week.

Day 1 nearly killed me.
Day 7 changed my life.

What it taught me:

"When your mind says you're done, you're only 40% done."

My soft routine before (revenue stuck at $8M):
→ Wake at 7 AM
→ Check phone immediately
→ "Exercise when I have time"
→ Energy dead by 3 PM

𝗧𝗵𝗲 𝟰:𝟯𝟬 𝗔𝗠 𝗣𝗿𝗼𝘁𝗼𝗰𝗼𝗹 𝘁𝗵𝗮𝘁 𝗰𝗵𝗮𝗻𝗴𝗲𝗱 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴:

4:30-4:45: The Wake-Up
→ No snooze (snooze = you lose)
→ 30 burpees immediately
→ Cold shower (3 minutes minimum)

4:45-5:45: The Grind
→ 45 minutes weights or 6-mile run
→ No music, no podcasts (mental toughness training)
→ Push past comfort every single rep

5:45-6:30: The Preparation
→ 50g protein + strategic carbs
→ Review goals and daily targets
→ Visualize winning the day

6:30-8:00: The Execution
→ Hardest task first (when willpower peaks)
→ No meetings, no distractions
→ Pure deep work

Results after 365 days:
→ Revenue grew from $8M to $32M
→ Lost 45 lbs, gained mental clarity
→ Made better decisions before 8 AM than most make all day
→ Haven't missed a day (rain, travel, sickness—no excuses)

The science Goggins taught me:
→ Comfort is the enemy of growth
→ Suffering is the price of excellence
→ Your body follows your mind

The $32M truth:

𝗦𝘂𝗰𝗰𝗲𝘀𝘀 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗰𝗮𝗿𝗲 𝗮𝗯𝗼𝘂𝘁 𝘆𝗼𝘂𝗿 𝗳𝗲𝗲𝗹𝗶𝗻𝗴𝘀.
Wake up earlier. Work out harder. Push past comfort.

Most quit at 40%. Champions find the other 60%.

𝗧𝘂𝗲𝘀𝗱𝗮𝘆 𝗿𝗲𝗺𝗶𝗻𝗱𝗲𝗿:
You're not too busy to work out.
You're too soft to wake up early.

Tomorrow, set your alarm for 4:30 AM.
Your future self will thank you.

What time do champions wake up in your world?

♻️ Repost to inspire leaders to embrace the suck.

Third pivot in 18 months.

I used to think pivoting meant we failed. 
Now I realize it means we're learning faster than we're burning cash.

The difference between a pivot and thrashing:
- Pivot: Customer feedback changes your direction
- Thrashing: Board pressure changes your direction

We just killed a feature that took 6 months to build. 
Zero customers used it.

Hurts less than it should. 
That's either wisdom or scar tissue. 
Maybe both.

Founders: What's the hardest thing you've killed?

#founder #startuplife #pivoting

Most CEOs waste 90% of their networking time. 
I did too, until I discovered a formula that turned random connections into $4.7M in deals.

In this video, I break down the 6-step networking system I learned from Keith Ferrazzi that actually works! 

This isn’t about collecting business cards, it’s about building relationships that compound over time. 

If you want to turn handshakes into high-value opportunities, watch this before your next event.

#NetworkingTips #BusinessGrowth #Entrepreneurship

Month 1: First call (they love it)
Month 3: Demo to the team (they still love it)
Month 6: Security review (new people who hate everything)
Month 9: Legal review (words no longer have meaning)
Month 12: Procurement says the budget shifted to "AI initiatives"
Month 18: They sign. For 60% less than the original quote.

Enterprise sales is just expensive therapy with a CRM.

But when it hits... *chef's kiss*

Worth it? Still deciding.

#enterprisesales #b2b #startups

𝗜 𝗮𝘀𝗸𝗲𝗱 𝗼𝗻𝗲 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻.
𝗖𝗹𝗼𝘀𝗲 𝗿𝗮𝘁𝗲 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲𝗱 𝟰𝟳%.

Client's sales team was struggling with objections.

"Prospects keep saying they need to think about it."

I shadowed 12 sales calls. Same pattern every time:

Rep presents solution → Prospect raises concern → Rep immediately tries to overcome objection.

Wrong approach.

𝗛𝗲𝗿𝗲'𝘀 𝘁𝗵𝗲 𝗡𝗼. 𝟭 𝘁𝗵𝗶𝗻𝗴 𝗜'𝘃𝗲 𝗹𝗲𝗮𝗿𝗻𝗲𝗱 𝗮𝗯𝗼𝘂𝘁 𝗵𝗮𝗻𝗱𝗹𝗶𝗻𝗴 𝗼𝗯𝗷𝗲𝗰𝘁𝗶𝗼𝗻𝘀:
Don't overcome them. Understand them first.

𝗧𝗵𝗲 𝗺𝗮𝗴𝗶𝗰 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗜 𝘁𝗮𝘂𝗴𝗵𝘁 𝘁𝗵𝗲𝗺:
"Help me understand what specifically you need to think about."

Then... silence.

What happened next changed everything:

→ Prospects revealed their real concerns
→ Reps addressed actual problems, not assumed ones
→ Conversations became collaborative, not combative
→ Trust increased instead of resistance

The results in 60 days:
→ 47% increase in close rates
→ 23% shorter sales cycles
→ 89% fewer "think about it" stalls

The lesson:

𝗖𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆 𝗯𝗲𝗮𝘁𝘀 𝗰𝗼𝗻𝘃𝗶𝗻𝗰𝗶𝗻𝗴 𝗲𝘃𝗲𝗿𝘆 𝘁𝗶𝗺𝗲.

When you understand the real objection, you can provide the real solution.

Next time a prospect objects:

Ask: "Help me understand..."

Listen completely

Address their actual concern

Move forward together

What's your go-to question for uncovering real objections?

♻️ Repost to help sales teams handle objections better.

𝗜 𝗱𝗿𝗼𝗽𝗽𝗲𝗱 𝟯𝟬 𝗽𝗼𝘂𝗻𝗱𝘀 𝗱𝘂𝗿𝗶𝗻𝗴 𝗺𝘆 𝗯𝘂𝘀𝗶𝗲𝘀𝘁 𝗾𝘂𝗮𝗿𝘁𝗲𝗿. 
𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝗜 𝗹𝗲𝗮𝗿𝗻𝗲𝗱.

Q4 last year was chaos. 

Three major client launches,
Team expansion, 
And a family crisis all hit at once.

Old me would have abandoned everything "non-essential."

Instead, I doubled down on my morning routine: 
→ 5 AM wake-up (non-negotiable) 
→ 30-minute workout before coffee 
→ Protein-focused breakfast 
→ No phone until after exercise

The result?

My most successful quarter ever—personally and professionally.

Here's the No. 1 thing I've learned about fitness and leadership:
𝗗𝗶𝘀𝗰𝗶𝗽𝗹𝗶𝗻𝗲 𝗶𝗻 𝘀𝗺𝗮𝗹𝗹 𝘁𝗵𝗶𝗻𝗴𝘀 𝗰𝗿𝗲𝗮𝘁𝗲𝘀 𝗰𝗮𝗽𝗮𝗰𝗶𝘁𝘆 𝗳𝗼𝗿 𝗯𝗶𝗴 𝘁𝗵𝗶𝗻𝗴𝘀.

When everything else was unpredictable: 
→ My workout was my constant 
→ Physical strength built mental resilience 
→ Morning wins created momentum for daily wins 
→ Consistency in fitness created consistency in decision-making

𝗧𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻:
Stress reveals character. 
Pressure exposes preparation. 
Chaos tests your foundation.

My non-negotiables during busy seasons: 
→ Move your body daily (even 15 minutes counts) 
→ Fuel properly (your brain needs good nutrition) 
→ Sleep like your business depends on it (it does) 
→ Protect your morning routine at all costs

𝗙𝗿𝗶𝗱𝗮𝘆 𝗿𝗲𝗺𝗶𝗻𝗱𝗲𝗿: 
You can't lead others if you can't lead yourself. 

Self-discipline isn't selfish—it's strategic. 

Your team needs you at full strength, especially when things get tough.

What's your non-negotiable habit that keeps you strong during busy seasons?

♻️ Repost to inspire leaders to stay disciplined under pressure.

𝗧𝗵𝗲 $𝟴.𝟮𝗠 𝗺𝗶𝘀𝘁𝗮𝗸𝗲 𝟴𝟱% 𝗼𝗳 𝗳𝗼𝘂𝗻𝗱𝗲𝗿𝘀 𝗺𝗮𝗸𝗲.
𝗜 𝗹𝗲𝗮𝗿𝗻𝗲𝗱 𝘁𝗵𝗶𝘀 𝗳𝗿𝗼𝗺 𝗥𝗮𝘆 𝗗𝗮𝗹𝗶𝗼 (𝗮𝗳𝘁𝗲𝗿 𝗹𝗼𝘀𝗶𝗻𝗴 𝗺𝘆 𝗯𝗲𝘀𝘁 𝘀𝗮𝗹𝗲𝘀𝗽𝗲𝗿𝘀𝗼𝗻).

Most people don't know this:
I lost my top performer to a competitor. 
She generated $8.2M in revenue annually.

The worst part? 
She told me exactly why she was leaving 6 months before she quit.

I just wasn't listening.

𝗧𝗵𝗲 𝘄𝗮𝗿𝗻𝗶𝗻𝗴 𝘀𝗶𝗴𝗻𝘀 𝗜 𝗶𝗴𝗻𝗼𝗿𝗲𝗱:
→ "I feel like I'm not growing anymore"
→ "I wish we had clearer career paths"
→ "I don't see where this role leads"
→ "I need more challenges"

I thought throwing money at the problem would fix it.

Gave her a 20% raise. She left anyway.

𝗧𝗵𝗲𝗻 𝗜 𝘀𝘁𝘂𝗱𝗶𝗲𝗱 𝗥𝗮𝘆 𝗗𝗮𝗹𝗶𝗼'𝘀 "𝗣𝗿𝗶𝗻𝗰𝗶𝗽𝗹𝗲𝘀" 𝗮𝗻𝗱 𝗱𝗶𝘀𝗰𝗼𝘃𝗲𝗿𝗲𝗱 𝘄𝗵𝗮𝘁 𝗜 𝗺𝗶𝘀𝘀𝗲𝗱:
High performers don't leave for money.
They leave for growth.

𝗪𝗵𝗮𝘁 𝗜 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗲𝗱 𝗮𝗳𝘁𝗲𝗿 𝗹𝗼𝘀𝗶𝗻𝗴 $𝟴.𝟮𝗠 𝗶𝗻 𝗿𝗲𝘃𝗲𝗻𝘂𝗲:
The Growth Framework (stolen from Bridgewater Associates):

Every 90 days:
→ Career progression mapping session
→ New skill development opportunities
→ Stretch project assignments
→ Mentorship from senior leadership

Every 6 months:
→ Role expansion discussions
→ Leadership responsibility increases
→ Cross-functional exposure
→ Clear promotion criteria review

The results after implementing this:
→ Zero top performer turnover in 2 years
→ 87% internal promotion rate
→ Average tenure increased from 18 to 42 months
→ Team revenue increased 234%
→ Saved $2.4M in replacement costs

𝗧𝗵𝗲 $𝟴.𝟮𝗠 𝗹𝗲𝘀𝘀𝗼𝗻:
Your best people have options.
If you're not helping them grow, someone else will.

I had opinions about what motivated my team.
The data showed I was wrong.

𝗦𝗮𝘁𝘂𝗿𝗱𝗮𝘆 𝗿𝗲𝗺𝗶𝗻𝗱𝗲𝗿:
Listen to your top performers.
They're telling you exactly what they need.
You just have to stop talking long enough to hear it.

What's the most expensive lesson you've learned about retention?

𝗜 𝘀𝗮𝘃𝗲𝗱 𝗮 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝟰𝟴 𝗵𝗼𝘂𝗿𝘀 𝗳𝗿𝗼𝗺 𝗺𝗶𝘀𝘀𝗶𝗻𝗴 𝗽𝗮𝘆𝗿𝗼𝗹𝗹—
𝗮𝗻𝗱 𝗵𝗲𝗹𝗽𝗲𝗱 𝘁𝗵𝗲𝗺 𝗵𝗶𝘁 $𝟲𝟬𝗠 𝗶𝗻 𝟮𝟰 𝗺𝗼𝗻𝘁𝗵𝘀.

(Before working with me, they'd already burned through $500K 
on "sales experts" who left them worse off.)

The CEO called me on a Tuesday. 
By Thursday, we had cash flowing again.

Here's the exact system I used:

→ AUDIT (Week 1-2):
We uncovered $2.3M in pipeline hiding in their CRM—
deals their team didn't know how to close. 
Found 47% of leads were unqualified, wasting 20 hours/week.

→ ACCELERATE (Week 3-8):
Implemented our Opportunity to Close Roadmap™. 
Win rates jumped from 12% to 38% in 6 weeks. 
No new hires. Same team, better system.

→ ADVANCE (Week 9-12):
Built repeatable frameworks they still use today. 
Installed a Fortune 500 sales process for 1/10th the cost. 
Result: $60M revenue, 95% team retention.

This isn't luck. 

It's the 𝗦𝗮𝗹𝗲𝘀 𝗔𝗹𝗽𝗵𝗮 𝗔𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗼𝗿™ system I've refined 
over 10 years working with 60+ companies.

The difference? 
Most consultants give you theory. 
We give you a roadmap that works before you commit.

𝗔𝘂𝗱𝗶𝘁 → 𝗔𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗲 → 𝗔𝗱𝘃𝗮𝗻𝗰𝗲

Systems save companies. 
Panic kills them.

What's the closest your company has come to disaster before a breakthrough?

♻️ Repost to help a founder who's fighting to make payroll this week.

𝗕𝘆 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗶𝗻𝗴 𝗺𝘆 𝗯𝗼𝗱𝘆, 𝗜 𝗯𝘂𝗶𝗹𝘁 𝘂𝗻𝘀𝗵𝗮𝗸𝗮𝗯𝗹𝗲 𝗺𝗲𝗻𝘁𝗮𝗹 𝘁𝗼𝘂𝗴𝗵𝗻𝗲𝘀𝘀.
𝗜𝗻 𝘁𝗵𝗲 𝗴𝘆𝗺 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗯𝗼𝗮𝗿𝗱𝗿𝗼𝗼𝗺.

Three years ago, I was avoiding the hard conversations.

Difficult client feedback. Tough personnel decisions. Uncomfortable growth opportunities.

Then I started strength training seriously.

Week 1: Struggled with basic movements.
Week 12: Deadlifting my body weight.
Week 52: Lifting twice what I thought possible.
Week 104: Realized something profound.

The gym became my laboratory for leadership.

Every workout taught me:
→ Discomfort is temporary, but quitting is permanent
→ Progressive overload applies to everything in life
→ Your mind gives up before your body does
→ Consistency compounds into extraordinary results

The leadership connection:

Physical challenges build mental resilience.
When you prove to yourself you can push through physical barriers, mental barriers start crumbling too.

How strength training changed my leadership:
→ I started having difficult conversations immediately
→ I embraced challenging decisions instead of avoiding them
→ I saw obstacles as opportunities to get stronger
→ I became comfortable being uncomfortable

The business impact:
→ Faster problem resolution (no more avoiding issues)
→ Stronger relationships with my team (honest communication)
→ Better decision-making under pressure (stress tolerance)
→ Increased confidence in high-stakes situations

Sunday reflection:

Every rep in the gym is practice for life.
Every weight you lift builds more than muscle—it builds character.
Every time you push through when you want to quit, you're training for leadership moments.

My weekly challenge:
→ One physical goal that scares me
→ One business conversation I've been avoiding
→ One decision I've been postponing
→ One challenge I've been sidestepping

The truth:
Strong leaders aren't born. They're built. One rep at a time.

What's your favorite way to build mental toughness through physical challenges?

♻️ Repost to inspire leaders to embrace the connection between physical and mental strength.

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