Stearns’ Post

9 Years, 9 Lessons - Insights from Scaling GTM Teams... 1. Recruiting and onboarding are harder to scale than you think. Most companies wait too long to take this seriously. You might think, “I’m only hiring a couple of reps at a time; I don’t need to invest in this yet.” That mindset leads to short employee tenure and a costly cycle of wasted time and money. 2. The types of people you’ll need to hire will change. As your team scales, your hiring strategy must evolve to meet new demands. Many of the people who contributed to your company’s early success may not have the skills required for its next phase of growth. 3. You probably don’t know how you win deals—and that’s a problem. If you want to replicate your success, you need to uncover and document your winning formula. 4. Design your sales process to handle a much larger team. A scalable sales process will speed up the ramping period for new reps and give you the ability to measure, learn and improve as you grow. 5. Narrow your ICP but design it to scale. When reps are given too much freedom. This when you find you're in trouble. Defining a clear Ideal Customer Profile (ICP) is crucial, but ensure it allows for long-term growth. 6. Fix your CRM now or face expensive consequences. In the early stages CRMs get filled with good and bad data, intentional and unintentional fields, stages and processes. Without a deliberate plan and cleanup it only gets worse and more expensive. 7. Align your marketing and sales team before it’s too late. Avoid the dreaded silos forming by taking deliberate action to unite these departments. 8. Culture matters the most. A strong, intentional culture is the foundation of everything else. Take the time to define, document and practice it and it will sustain itself. 9. Transparency strengthens culture. Being open about everything—good or bad—helps reinforce a strong culture. Get the full blueprint here: https://lnkd.in/eV32wdvY What lesson have you learned the hard way? #sales #gtm #scaleup #salesstrategy #strategy #gotomarket

The truth is that companies can succeed with or without a GTM operations structure. That’s because GTM ops is an org design strategy - a deliberate choice of team arrangement. To understand this, take basketball for example: 2 popular defense strategies in basketball are 1 to 1 (often called man-to-man) and zone defense. 1 to 1 assigns a defender to each member of the opposing team, and zone defense assigns a defender to specific areas of the court. Two DIFFERENT strategies - that would unlikely be applied in every single situation. GTM operations is a strategic choice to combine ops teams (marketing, sales, CS, finance etc) into one team. Here are some pros and cons of GTM operations as a strategy: ADVANTAGES - Natural alignment on top business priorities - Less conflict between ops teams from different departments - More visibility and transparency across data and work streams - Enables quicker decision-making - less hoops to jump through - More holistic view of customer journey More objectivity in priority-setting DISADVANTAGES - Few leaders have the skill set to effectively run a team of this varied scope - Without nuanced prioritization, low-hanging fruit and smaller requests may go unfulfilled - This can create a very technology-focused team and culture that can lead to disconnect from business stakeholders - Brand, community, and experience can be deprioritized since it is difficult to connect these initiatives to revenue - Overtime, unified team can produce bottlenecks Overall - consider all of these efforts when planning the best team structure for your organization. What do you think? #marketing #martech #marketingoperations PS: Two things for you 1 - Join our marketing ops career success at our virtual breakout event, link in the comments. 2- Subscribe to the marketing ops leader newsletter for more guidance like this: https://lnkd.in/g_3YC7BZ

Want to know the two hires that can make or break your startup’s growth? And how to time it just right? This week's insightful nerd processor newsletter by Kieran Snyder shares two crucial hires: VP of Sales and VP of People (HR). Spoiler alert: As an Organizational Psychologist and People leader, this 🔑 insight speaks my love language -- Waiting too long to prioritize People leadership is a costly mistake. Companies with an HR leader in place by $1M in revenue are 3.4x more likely to show positive growth signals than those without one. Strategic HR is not just an operational necessity—it’s the foundation of innovation, resilience, and sustainable growth. Since LifeSpark Labs' inception, I proudly serve as a steward of our company culture, working alongside the team to accelerate the development of human connection skills—the vital connective tissue that empowers our people, processes, and products to thrive. Thoughts? Are you prioritizing HR leadership early enough in your org? Let me know below. 👇 #Leadership #HRStrategy #Growth #FutureOfWork #MentalHealth #humanconnection #EQskills

As we reach the final installment of our Growth Architect: Crafting High-Impact Revenue Strategies series, I wanted to take a moment to reflect on the key lessons I've learned as a Revenue Leader. Leading revenue growth in dynamic, fast-paced environments has shaped my approach to strategy, execution, and team collaboration. Over the course of this series, we've explored essential aspects of driving sustainable revenue, and in this final post, I’ll share some of the most impactful insights from my journey—lessons that have helped me navigate challenges, seize opportunities, and maintain focus on long-term success. 🚀 Driving Revenue in a Fast-Paced Environment: Lessons from the Driver's Seat 🚀 I've learned that navigating high-pressure environments requires agility, strategic foresight, and a laser focus on results. Here’s what I’ve discovered from leading teams and driving revenue through rapid change: 🔑 1. Prioritize and Delegate: With multiple competing priorities, it’s vital to focus on what will have the most significant impact. Empower your team to take ownership, allowing you to maintain strategic oversight. ⚡ 2. Foster a Culture of Adaptability: In fast-paced environments, the market can shift at any moment. Cultivating a team that embraces change and adapts quickly to new challenges is crucial for sustained success. 📊 3. Data-Driven Decision Making: In the CRO seat, you must make quick decisions with confidence. Leveraging real-time data ensures you’re on track to meet your goals and allows you to pivot when necessary. 🤝 4. Client-Centric Focus: Growth doesn't just come from new sales—it’s about nurturing existing relationships. Ensure customer satisfaction remains a top priority, driving repeat business and referrals. 💡 5. Relentless Execution: Revenue growth isn’t just about strategy—it's about relentless execution. In a fast-paced world, the ability to take decisive action and iterate quickly makes all the difference. In the CRO seat, every day is an opportunity to learn, adapt, and drive growth. What lessons have you learned in your fast-paced roles? Let’s connect and share insights below! 💬👇 #CRO #RevenueGrowth #Leadership #SaaS #ClientSatisfaction #FastPacedEnvironment #GrowthMindset #Opentowork #Sales #Revenue

Strategy: Not Just a Boardroom Concept—It’s for Everyone! Strategy not just a plan or a set of instructions—it’s the art of thinking ahead, making informed decisions, and aligning every action with a bigger goal. At its core, strategy is about identifying where you want to go, understanding the resources and constraints you’re working with, and crafting a roadmap to get there. It’s about balancing short-term wins with long-term goals and constantly adapting to change. Why Everyone Needs a Strategic Mindset: In today’s workplace, it’s not just leaders who need to be strategic; everyone must become a strategy expert. Why? Because without proper strategizing, success in any role is nearly impossible... Sales Professionals: In sales, every pitch, follow-up, and deal needs to be guided by strategy. Identifying the right customer, nurturing the relationship, and closing the deal aren’t just tasks—they’re strategic moves that can convert a tough prospect into a loyal client. Without strategy, you’re just shooting in the dark. Marketers: Launching a campaign without a strategy is like setting sail without a map. Marketers need to align their efforts with long-term business goals, track emerging trends, and position their brand in the right markets. Short-term tactics may win battles, but strategic thinking wins the war. Project Managers: Managing resources, deadlines, and stakeholder expectations all require a keen strategic mind. A good project manager ensures every task feeds into the larger objective—whether it’s completing a project on time or driving organizational growth. HR Professionals: Hiring the right talent and developing them for future leadership roles is not just about today’s needs; it’s about shaping the future of the organization. A strategic HR professional builds a workforce that aligns with the company’s long-term goals. Technical and IT Teams: From software development to network security, IT professionals must employ strategic thinking to anticipate technological trends and manage projects effectively. Whether it’s deploying new software or securing data, every tech decision must be backed by a robust strategy to ensure sustainability and scalability. The Takeaway: Whether you're in sales, marketing, operations, HR, or technology—thinking strategically helps you stay ahead of the curve. It empowers you to make informed decisions, adapt to changes, and set yourself up for long-term success. #WhatIsStrategy #StrategicThinking #CareerSuccess #SalesStrategy #MarketingStrategy #Leadership #PersonalDevelopment #TechStrategy

#Thinkingoutloud 🌟 **Why I’m Passionate About the IT Channel Ecosystem** In the fast-paced tech world, the IT Channel Ecosystem is celebrated for its ability to 🚀 expand footprints, ✂️ cut costs, and 🌐 enhance brand visibility. But my enthusiasm digs deeper, impacting professional growth and strategic business development. For me, the Channel is like having an all-encompassing team—not just in sales, but across product management and marketing, leveraging a network of top-notch partnerships that amplify our capabilities and reach. What truly excites me? The chance to exercise leadership and mentoring skills 🌱. It’s an opportunity to dive into diverse company cultures, extract valuable insights, and implement best practices within our own teams. More importantly, it’s about mentoring, training, and developing partner sales teams to foster robust relationships and drive meaningful revenue growth—making our collaboration a part of their success stories. Tapping into the Channel also means gaining entry into new industries and weaving our solutions into a broader narrative of value-added services. This integration does more than add a product to a lineup; it weaves our offerings into the fabric of comprehensive business solutions. However, navigating the Channel isn't without its challenges 🔍. It requires a commitment to growth and a readiness to strategically expand your footprint. While substantial rewards await, this path involves significant investment and careful budget management. But for those ready to tackle its complexities, the Channel is immensely rewarding. The IT Channel Ecosystem isn’t just a business model; it’s a dynamic landscape ripe for learning, growth, and substantial impact. That’s why I am deeply passionate about what it represents and the endless possibilities it unfolds.

“We’ve screwed ourselves in how we manage reps.” That’s what a CRO at a $100M company told me last week. And he’s not wrong. Here’s the problem: when reps underperform, organizations tend to solve for skill gaps with more tools. But here’s what happens next: 1. Reps are juggling multiple platforms, each with different processes and expectations. 2. There’s no uniform understanding of what activity or, more importantly, productivity looks like. 3. Managers can’t provide consistent direction, and reps are left guessing what success really means. The result? Chaos. Reps are stuck in inefficiency loops, and managers don’t know how to fix it. How are salespeople supposed to thrive when we don’t give them clear direction or a cohesive system to operate within? It’s time for organizations to rethink how they empower their teams. People are your most important asset. The right approach isn’t to throw more tools at the problem—it’s to provide clarity, and data-driven support that lets reps perform at their best. How are you thinking about solving this in 2025?

Growth stages vary for businesses, but I've noticed a common theme. Often the first major growth phase is categorized by having a few people who know everything. Then business grows past the point where the original group can successfully micromanage everything alone. This means hiring new people. A good thing! When done right, the org specializes functions and systemizes information that was previously taken for granted by the few. When done wrong, this means hiring additional people that ALSO micromanage a portion of the pile...which is one solution, but has diminishing returns and will likely end up in churn, because the new micromanagers don't know what the original team knows, and will inevitably disappoint...as this solution does not scale. Interestingly, Each subsequent growth stage is similar. Splitting off specializations in further and further niche functions, or accommodating the most efficient way to scale said function either through bottleneck analysis or duplication...new tools, people, and processes are needed. (Any way adjusts the SYSTEM) #b2b #ops #marketing #demand

🚀 Growth Architect: Crafting High-Impact Revenue Strategies – Third Installment 🚀 🎯 Building and Leading a High-Performing Sales Team 💼💥 A winning revenue strategy hinges on one critical element: a high-performing sales team. Building and leading such a team takes more than just hiring top talent; it requires intentional leadership, accountability, strategic development, and a strong culture that drives results. Here’s how to build, develop, and motivate a sales team that consistently delivers excellence.👇 🔑 Key Strategies for Building a High-Performing Team: Recruit Top Talent: It starts with hiring the right people—individuals who are not only skilled but are also aligned with your company’s values and goals. Look for candidates who are adaptable, coachable, and have a growth mindset. Mentorship and Development: Invest in your people. A strong mentorship program paired with continuous training is crucial to help sales reps sharpen their skills, stay ahead of industry trends, and grow within the company. Remember: great leaders create great salespeople. Culture of Accountability and Support: Culture matters! Building a collaborative and competitive culture where team members are held accountable but also supported creates an environment where people thrive. Salespeople should feel empowered to take risks while knowing they have a support system behind them. Set Clear, Meaningful Benchmarks: Performance benchmarks must be clear, achievable, and tied to the company’s larger goals. Celebrate both individual and team wins, and ensure everyone understands how their efforts contribute to the bigger picture. Motivation Beyond Compensation: Money motivates, but a sense of purpose, recognition, and opportunities for growth keeps sales teams engaged. Create pathways for advancement, recognize individual and team achievements, and build a culture of growth and development. 💬 Let’s Discuss: What’s been your most effective strategy for building and leading high-performing sales teams? How do you keep your team motivated and aligned with company goals? Share your thoughts below! 👇 #GrowthArchitect #SalesLeadership #HighPerformingTeams #Mentorship #SalesCulture #CRO

🎶 On the 12 days of Christmas, fractional sales leadership gave to me… 🎶 🎄 Day 1: Focus on Growth With a clear focus on sales growth, a fractional leader brings momentum from day one. 🎄 Day 2: Strategic Oversight Balancing long-term vision with short-term wins to keep revenue flowing smoothly. 🎄 Day 3: Cost Efficiency Get top-tier expertise without the full-time cost, leaving more for strategic investments. 🎄 Day 4: Flexibility Adjustable commitment that fits your needs, scaling up or down as required. 🎄 Day 5: Objective Perspective A fresh, unbiased view that identifies blind spots and uncovers opportunities. 🎄 Day 6: Team Empowerment Building a capable sales team ready to perform, with the tools and processes to succeed. 🎄 Day 7: Accelerated Execution Hitting the ground running to implement strategies that drive revenue growth. 🎄 Day 8: Process Optimization Streamlined sales processes for efficiency and predictability without added complexity. 🎄 Day 9: Reduced Risk Test strategies and validate new directions without committing to a full-time hire. 🎄 Day 10: Tech Integration Using the latest tech and data-driven insights to boost productivity and performance. 🎄 Day 11: Resource Maximization Fractional leaders know how to make the most of your current team, budget and tools. 🎄 Day 12: Scalability Growth strategies that don’t just work now but are built to scale as your business expands. 🎄 And a pipeline that’s built to succeed! Whether you’re a startup building sales foundations or an established business looking to reach the next level, fractional sales leadership provides expertise, flexibility and results. Curious about how fractional leadership could work for your business? Let’s talk! #FractionalSalesLeadership #SalesGrowth #LetsGrow #ScalableSuccess #12DaysOfGrowth