The Zero to 100 Million Sales Blueprint by Gary Garth

Author:Gary Garth
Language: eng
Format: epub
Publisher: Gary Garth
Published: 2023-01-11T00:00:00+00:00

To recap, my recommended sales hiring processes are as follows:

1. Talent Acquisition Screening and Interviewing (including fundamental skillset assessments, etc.) one to two interviews usually

2. Book/White Paper reading assignment

3. Sales Manager interview including reading assignment, assessment, and role-play

4. Assessment center with top sales candidates participating

5. Final interview with CEO

Drive Engagement by Pathing Sales Career Development

“If you want 1 year of prosperity, grow grain.

If you want 10 years of prosperity, grow trees.

If you want 100 years of prosperity, grow people.”

—Chinese Proverb

Many business owners and senior executives I work with who aim to hire for attitude and attributes over experience and skills, thereby building a salesforce more cost-effectively, face a real challenge when trying to hire Millennial or Gen Z candidates. Most are discouraged in doing so and share statements to me such as:

“Gary, the problem with these young Millennials is that they come in here with a sense of entitlement and act as if they own the effing place!”

or . . .

“Gary, I’m going to shoot my brains out if I bring on one more of these high-demand Gen Z sales reps who believe they can run the entire place after just a few victories on the phone and a little taste of success.”

The truth of the matter is that I, too, more times than I can recall over recent years, have been annoyed and frustrated when hiring this new breed of sales folks, who often bring an abundance of entitlement and presumptuous behavior to the table.

One thing I’ve learned after spending the last twelve years living abroad, partly in the United States but mainly in Latin America, is that one should not, and usually cannot, no matter how hard they want to, try to change the culture in another country when launching their business there (more on this in Chapter 14).

Instead, you must embrace their culture, holidays, way of life, priorities, etc., and adjust your approach accordingly. Look to pivot your go-to-market strategy so that it aligns with their customs and culture. As an example, when we first launched operations in Nicaragua, it came to me as a big surprise how many holidays there were in Latin America in contrast to the United States. In particular with one holiday, called Semana Santa, I learned the hard way when forcing the team to come to work then so we could fully service our US-based clientele. That was a big mistake because the holiday was sacred and my staff were very upset. Instead, I needed to adjust my approach and find another solution.

And the very same goes for hiring, training, developing, and motivating Millennials and Gen Zers for your salesforce!

We are living in a new era—a social media-driven world, with access to most information at our fingertips, shortcuts preached for anything and everything, and where convenience is the new magic phrase. Add to this the amplification of instant gratification, gaming with rewards, instant social media dopamine triggers, and the fact that there’s more wealth created than ever before. No wonder these young

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