E39a: Behavior Week: Mindfulness with Rob Howze

December 28, 2023


What strategies do you use to align your strengths with your life's purpose?

In this special guest episode, Rob Howze brings his amazing energy, stage presence, and passion for helping people to The Sales Experience Podcast.


Rob has a big mission in life, and he and I talk about:

  • Mindfulness
  • Shifting perspectives
  • His four keys for unlocking your purpose
  • Your responsibility as a salesperson
  • Gratitude
  • His Fulfillment Formula
  • And lots more…

Rob’s Info:

Rob’s mission is to create inspiring videos and music that empower people to live healthier more prosperous lives.

Website: www.RobHowzeSpeaks.com 

LinkedIn: https://www.linkedin.com/in/robhowze/

You can also Google ‘Rob Howze’ – he owns the first page of results!

  • Show Transcript

    Jason: Welcome to the sales experience podcast and welcome to another special guest episode. Today I have with me, a man who is making it his mission to get 1 billion people doing and not just being. His name is Rob Howze and I’m going to put all of his info in the show notes on the Cutter Consulting Group website. He’s got such a great stage presence, you can tell from everything that he’s doing that he’s literally in the zone and doing what he’s really meant to be doing with his life at this point. Rob, welcome to the Sales Experience Podcast.


    Rob: Jason, thanks for having me, brother. Thank you.


    Jason: And I’m so glad that you’re here. For everyone listening, make sure to check out his videos, his messages online. To me, and I’ve seen a lot of stuff in my life. And I know that Rob, you’re the same way, which is why your message is the way it is, is that what you’re putting out there is motivating in the right ways. Not that there’s a right and wrong or good or bad, but your focus is on helping empower people to live healthier, more prosperous lives. It’s not about showing you in front of fancy cars or private jets, not that anything’s wrong with that. But it’s really about getting to the roots of things to help people be healthier, happier and live what they’re doing. And I’m excited to have you on the show because this is the tail end of two weeks talking about behaviors, strengths of each group, different people and how they interact with each other and relationships, which all starts with self awareness, which you know, I know that you’re big on. So, let’s talk about self awareness first, and what that means to you.


    Rob: Oh, man, self awareness, you know, we are in the mindfulness era man. This perfect. Like this is the self awareness era [??? 1:42] civilization, this era is– this is the one and it’s cool. The reason it’s cool is because people– What mindfulness means is that you’re aware of what you’re doing and you’re just, you’re mindful of whatever it is good or bad, you’re just aware of it, right. I look at awareness like a flashlight in your brain. So, think of your mind and if you think about how that person cuts you off yesterday, you put your mind there, the flashlight goes there, that’s what you’re aware of. You know, whatever you put your attention on, that’s your awareness. Now, actually taking control of that flashlight, that’s mindfulness. So, now you are putting your awareness where you desire and that is true awareness. So, awareness is happening whether you know it or not, but true awareness, which comes through mindfulness is when you control the awareness. You know what I me?


    Jason: Yeah. So I think it’s interesting. And I’m going to take the approach that people listening might not understand what mindfulness is. Because I know when I hear it, and I’m mostly aware with it, but you know, I’m definitely not pro level anyway. When I hear mindfulness, I think of meditating, and woo-woo, hippie type stuff. And you know, that kind of thing. So, when you’re referencing mindfulness and awareness, what does that mean to you and how do you get there?


    Rob: So for me, it means being exactly what it sounds like, being mindful what I’m doing. That’s it. You can get woo-woo, you can get deep body, you can go to the top of the Himalayan mountains, you can do all that, or you can just sit on the street and just be aware what the heck you’re doing. You know, what I’m saying, just stop for a second and become aware, like are you paying attention to it? And so that’s what mindfulness is, just being mindful of what the heck is happening in your life, in your relationships, at your job. You’d be amazed how many folks get fired from their jobs, and they’re surprised, like, what’s going on? Well, if you were aware of last three weeks, you may have noticed that you were late every other day, you know what I mean? So it’s just the small things.


    Jason: Well, it’s interesting too because I’ve seen that and you know, been in business for so long had so many employees who have come and gone some, like you’re talking about there which aren’t even paying attention or mindful of what they’re doing. And then the expectations and consequences in their lives from being late or just not performing well, let’s say in a sales role. But then they’re surprised, they cannot imagine that, you know, anything is going to happen when they’re not being effective, or giving everything they’ve got, or even in the right place for them. You know, for me, I think a lot of the, you know, let’s say being late or not effective in sales could also be because it’s a square peg in a round hole. And they’re just not in alignment with where they really want to be or what they feel like they could be doing with their life.


    Rob: Right. Right. Yeah, very true.


    Jason: So, when you hit your journey, and you got into this, like was it something that triggered in you and you felt your strengths all come together, was it gradual? Because I’m thinking about in terms of the people listening, especially this is sales related podcast, but this is a special episode just in general for life, and self awareness. But you know, a lot of it is identifying those strengths. And when that moment either hits you, or the kind of path that leads you to where you are now, without really getting into full interview mode, where you tell us about your full childhood. Like when was that when the strengths started coming to you or you realize like, hey, man, I got this message in me and I got to go this route or you know, this is what I should be doing?


    Rob: Well, you know, I studied a lot over the last 20 years, everything from psychology, neuroscience, Personal Training. I became a pastor 10 years, traveled, build some nonprofit, started some Youth Empowerment initiatives. And like over the last 20 years, mind, body and spirit, soul related industries and so naturally, I began to get stronger in those areas. And just recently in the last few years, I realized how important it was to be holistically healthy, mentally, physically, and you don’t have to say spiritually if you don’t want you to, you can say soulfully, but your mind body. And when you say soulful, that means like your air, your oxygen, the atmosphere around you like life. You have to identify that, I don’t care if you don’t believe anything, believe in what you’re walking in, right. So, those three areas, once you get them, you’re good. So I really became just passionate about sharing that because once I became healthy in those areas, my life, it didn’t tenfold, it 100 fold, 200 fold, 500 fold. I mean, my relationship with my wife transformed, relationship with my teenage son transform, and that’s a miracle. That’s Jesus Christ walking on water what happened in that situation because it was going bad. I had no idea what was happening. But I began to go through this process of daily self reflection course correction with humility, is being mindful what I was doing, and it allow me just to, you know, course correct, and shorten my learning curve on certain things. But let me go back a little bit because I hate going on right rabbit trails and going away from the question that you asked.


    Jason: No, let’s go.


    Rob: But what was the original question, though?


    Jason: You know, it’s about the strengths and, you know, when you felt that happening, or how you identified those strengths coming on and where really the right place for you was.


    Rob: Thank you for telling me that. So, after all those years of doing those – things, and now realizing how it’s working in my life, you know, I wrote a book called The Purpose Search. Because I figured, you know, I was looking at 80% of folks going to jobs that they hate. I was like why would they do that? Why would somebody to do that and why does the majority of people do that? Because they haven’t found their purpose. They haven’t found it. Well, I found mine. So, how did you do it? So I literally like a social scientist, just kind of re-engineered how I did it and I came up with this process [??? 7:49] four keys that unlock your purpose, and this will work for anybody. You have to identify these four things, is your gifts, the talents, your resources and your passion. I’m not going to go into detail, but those four things align, puts you on the path to understanding what your purpose is. And a shortcut, even shortcut to someone’s purpose, meaning, if you’re like, what the heck, I don’t know what I’m sent here for. If you are really out in the desert with no water, do this, think of the thing that makes you happy. What is something that you could do that makes you tremendously happy? Think about that. What is it? What is that thing? And then once you identify what that is, then ask yourself, how can you make other people happy with it or how can you serve other people with it? That’s a very quick shortcut too because number one, if you find something that makes you happy, then you’re going to change, your perception is going to change. Certain chemicals get released in your body to support more of that same thinking. And if you find that thing that makes you happy, and you serve others with it, well, my friend, that’s how humanity evolves fast. So, I had to talk about that man, you know, I had to talk about that.


    Jason: Well, I think that’s amazing because I know in my life, I have met many people who are connected with that purpose, either, you know, big capital P life purpose, like, here’s what you gotta do. But you know, life is fluid and evolves and changes so there’s really, you know, in my opinion, it’s about the purpose of where you’re at now. Because, you know, at 40, your purpose might be one thing at 60, your purpose might be another. You know, a lot of people get hung up on the Well, what’s the whole point of my life and what’s my purpose and what should I be doing with the next 60 years? Like, don’t even worry about that because, you know, deal with this moment and this time period, this season of your life right now because that’s important. And [??? 9:43] said, those four steps, but just focus on now. A lot of people get too caught up in the, you know, the question I can’t stand which is, “Where do you see yourself in five years?” Like I have no idea, I just know where I feel is best for me to be right now. And I think that’s the key and when I’ve met those people, there’s an energy that comes from them, and an ease that comes from them where they know. And not that life is easy when you know, your purpose and this is, you know, we could go the religious route of biblical teachings and non religious routes. But you know, when you know, your purpose, that doesn’t mean life is easy and problem free, it just means that you’re on the right path and that your energy is flowing in the right ways, and I think that’s the key.


    Rob: Yeah, that’s the key man. That is key, energy flowing in the right ways, that will be like the bullet take away because that is the foundation of it, man.


    Jason: Well, and I think, when you know, and talking about this in terms of a sales career, and salespeople, you know, if you’re in the zone and you have awareness of who you are, your talents, your gifts, your strengths, the purpose they should be doing, and how you can serve others with, you know, the act of selling let’s say, for example. And helping people, you know, depending on what product or service you sell, and how that can impact other people and doing it for the right reasons. So wanting to help people who should or need whatever you have versus forcing it or trying to manipulate everyone possible. When you do that, you’re actually serving through that. And when you get into that place, sales is easier and the resistance to sale. And also the feeling of rejection is much different because you know, it’s not about you because you’re moving in the right direction. It’s about what [??? 11:29] is going through, right.


    Rob: That’s very, very interesting right there. The feeling of rejection, that is really interesting. That’s the one thing that destroyed you know, a huge portion of my sales life [Really?] that I [??? 11:40]– Yeah. I’ve always been a good deliver, but when it come– for me, what it was when it came down to actually selling, I always felt as if it felt sneaky. It’s such a weird thing and I heard– I’ve been studying, I’ve been studying Brian Tracy, I’ve been studying Jim Rohn, I’ve been studying Grant Cardone. I’ve been studying some of the greatest sales masters, but if what you just said, you have to go through the process from a personal perspective. And it’s not just you and a product, you now have a responsibility to deliver this value to this person because it can impact them, it changes. It changes it. When you say it that way and think it that way, then you go from feeling sneaky to feeling okay, now you’re serving. So yes, if they say no, that’s perfectly fine. It wasn’t about you trying to get that sale, you know?


    Jason: Yeah. Well, you know, I did an episode on this a few weeks ago on the podcast. And I think it’s very interesting to look at and you know, we’re talking about self awareness and our strengths and our gifts and so it ties in well. But it’s, you know, the statement of it’s not personal, its business, which you can take two different ways, right. So it’s not personal, its business. If the other person doesn’t buy, it’s possible that there’s something in their life. Like everyone had something in their life, and so there’s something that is going on that made them not want to buy. The flip side of that is maybe the salesperson is not that good so they missed the opportunity. But you know, on the flip, flip side of that, like it’s not personal, its business, you actually want to make it personal, to try to help that person and serve them, but just not take it personal if they don’t move forward, right. And I’m sure that’s the same thing you feel all the time and deal with because you’re focused on motivating and helping people live healthier and more prosperous lives. and you want that for them, and you’re trying to serve them. And some people are rejecting it or not saying no or not jumping on this exciting, you know, movement that you’re [??? 13:40]. And it’s tough to, you know, not take that personal and understand that they’re in a different place, just keep moving, right.


    Rob: Yeah. That’s very good, man. That’s good. Yeah.


    Jason: So, how about on the sales side? You said when you were in sales, you were struggling with the rejection part and hearing no, but were you able to change that or how did you affect that in your mind? How did you make a shift?


    Rob: You know, the shift happened when I– So, I made a shift in 2018, it’s like I came out of a cocoon. You know, it was a new metamorphosis of development for the last 47 years, you know, and I’ve been doing since 33, I’ve been really developing fast. But 2018 was the year– Tell me the question again.


    Jason: When you were doing sales, and you were struggling with rejection, and you’re feeling like it was being sneaky and you know, everything you were studying, how did you make that shift? How did you get away from feeling like sales is a, you know, thing that you’re trying to do to somebody else versus something you’re doing for somebody else?


    Rob: So, 2018 when I really became my true authentic self, when I stopped caring about what other people thought, really, I really did, like I just stopped. It was really interesting. It allowed me to become more of myself. I wasn’t ever selling well because I was never really myself. I was trying to be the thing that I thought I needed to be to sell the thing I had to sell. And that is a robotic process the way I just said it. But if I’m just me, and I got something for you, what’s up? [??? 15:24] It’s that simple.


    Jason: And it is that simple and I feel like I’ve spent so many years training sales teams and groups of people and individuals on that myself, where it’s just be you, right. And that’s kind of the focus of the podcast and my message out there in general is, is don’t worry about what you think you should be like. Don’t worry about what you know, you think a salesperson should do and say because most of the time, A, that’s not really what the world actually wants. Because that’s not really a good version of sales and some of it is why sales has such a bad reputation and connotation in the world and why prospects are afraid of salespeople and what they’re going to do to manipulate. And then on the other side is, if that’s not you, don’t try to be something you’re not. You can only pretend an act so well, at the end of the day, you’re going to run out of steam and it’s not going to work long term as a professional. The better thing is to do is figure out who you are and your strengths and then go all in on that and just be you. Like for me, I’ll tell you like my sales style doesn’t necessarily work. It kind of breaks most of the rules, but it works really well for me because it’s who I am. And when I’m in the zone of caring about the other person and wanting to help them like, you know, I may break all the classic sales rule, but I’m still going to get it done. Because it’s me talking to you and this is real, this is real, this is as real as it’s going to get it.


    Rob: That’s it.


    Jason: That’s it. So let’s talk about you know, whether it’s a anything else, impacting the world in unique ways that no one else can do. You know, what’s your message on that or how do you see– like what takeaway for people listening to this as far as like, you know, obviously, there’s online. It looks like everyone’s doing the same thing, everyone’s lives are perfect, right? Everybody, everyone’s on vacation in Hawaii. Like if you look on social media, and you know, you don’t necessarily want to be unique or different because you know, people might make fun of you. But what about the fact that everyone is special and has this unique ability and talent? Like, what do you focus on with that with people?


    Rob: You know, so there is only one you, there’s only one you. So, there’s never been anyone like you ever on the planet. And as long as time will exist, they’ll never ever be anyone like you. So, you are unique and there’s this thing, you know, there’s a, I think it’s one in 400 trillion chance [??? 17:59] Gary Vee was talking about and I did some research, and it’s pretty accurate, pretty accurate. But the point behind that is, being yourself is important because the world needs you, the world needs you. And you can be the second best somebody else or the best you ever. And so you know, it’s– And so how do you do that? That’s the question. So, I know I need to be myself, I heard that, it sounds good, but how do I do it? And I had this thing called the fulfillment formula. And not it’s mine, because I didn’t make [??? 18:37], but it worked. And so I documented how it happened. And the fulfillment formula is three ingredients; it’s self reflection, course correction, and humility. And these three ingredients make up the fulfillment formula. And the reason we call it the fulfillment formula is because you will be fulfilled in any area that you’re looking to be fulfilled in; sports, relationships, business using these ingredients that make up this formula. And this is what this is how it works. So self reflection, think about every day, take a look at yourself, how you’re showing up in the world, and your relationships, your thoughts. Like actually look back to the word mindful is really being mindful, right. So, you’re self reflecting. Course correction is then making the adjustments necessary. Meaning adjustments are necessary. And it’s okay, we have to make them. I mean, I think a rocket when it leaves Earth and goes to the moon, it’s all course like 98% of the time, but it gets there through course correction. So it’s a process that you have to do. So, self reflection, course correction and of course, humility needs to be the driver because you can self reflect and course correct all day but you know, you got the wrong perspective, in psychology, you’ll still wind up in the wrong area. So, doing these three things; self reflecting every day, taking a look at your life, looking at your relationships, making the adjustments about deliberately, intentionally being humble and walk with integrity, this will give you a better self image. You’ll begin to love yourself and you won’t want to be anybody else, you will naturally, organically become you. And this is real, it’s happening all over the world. And thanks to the internet, it’s happening fast.


    Jason: Well, I think that’s an amazing formula, and any of that combination with the self reflection, the course correction, and then the humility part where, you know, not letting the ego get in the way or whatever might be pushing you to try to be someone else or defend yourself if it’s not really the authentic you. And I think that’s really that key, I think that perfectly– that should be the key to helping people really take on who they are and not worry about what others are doing. You know, I see this a lot let’s say, you know, obviously, we’re talking about sales and sales experiences where, you know, you see a lot of sales people sitting in an office and trying to be like somebody else, or, you know, trying to keep up with somebody else and instead of just doing what they do do themselves. Be who you are and focus on that, and what you can do for others in your own way. You know, and I think the other thing that’s interesting, too, that you mentioned, kind of in passing is that it took you 40 years to get where you’re at. I know I’m in my 40s and I think there’s a lot of people who put pressure on themselves, like we kind of talked about earlier on, which is what is my purpose and where am I going to be? And you know, just understanding that life is also a journey. If you’re 25, you may not know what your purpose is, and where you want to go. And you can do some steps in mindfulness, but it will, a long life ahead but it’s going to take you on many different paths that, you know, will open doors up and experiences to you. So, you know, one of the things, you know, don’t rush into it and be like, oh, man, I need to know my purpose today. It’s like, you know, just sometimes you got to live some life and sometimes life has to do some things to you first, and then you kind of realize. And I think that’s also true for comparison, where people say, oh, you know, I see Rob, his videos, he’s on stage, he’s motivating, he’s inspirational, like I don’t have a message, I don’t feel like I’m that. A, don’t try to be like anyone else and B, you know, when your messages ready, you’ll have it and then it’ll be what you want to share.


    Rob: That’s it. Man, that is it. Put that in a book and [??? 22:27]


    Jason: We’ll do part two of the book. Well, Rob, thanks for being on here. I appreciate you and what you’re bringing to the world and the focus. And I think that’s really what it needs. I mean, you know, my kind of area of laser focus is on sales people and changing that landscape to improve the whole sales experience. And I appreciate your approach to getting people just mentally mindset well and, you know, in the right zone for them being happy. , I appreciate everything that you’re doing online, and thanks for being on here and sharing as well.


    Rob: Thanks, man. This is an authentic, cool conversation. I like your approach too. I like your approach to an important topic. You know, talking about sales, like you said, you know, when people think about sales you think about, you know, the vacuum cleaner and knocking on the door, you know what I mean. Selling the knives, [??? 23:01] you know. But shifting your perspective, shifts your performance, so it’s all about perspective, man. So, I appreciate you helping to shift that.


    Jason: I’m glad. You know, I’m going to put in all of the links and everything in the show notes. But for everyone listening in case they don’t make it to the website, where is the best place for people to find you and your message online like the best one or two places?


    Rob: So my website Rob Howze Speaks, right, RobHowzeSpeaks.com. But probably the best one, I am the number one Rob Howze on Google, man, did you know that? I did it, I did it.


    Jason: I’m jealous. I got a long way to go before I’m the number one Jason Cutter. There’s a whole bunch out there [??? 24:08] I’m like fourth.


    Rob: Yeah, man. Thanks for that interesting name. Although, so yeah, that’s the best pace man, Google.


    Jason: I do have the number one place of CutterConsultingGroup.com, so I did buy that a long, long time ago.


    Rob: Oh, that’s good.


    Jason: I’ve been sitting on that one for a long time. But yeah, on Google–


    Rob: Jason Cutter somewhere else is like man, I miss it.


    Jason: Damn it. Yep. So and just for everyone listening, it’s Rob Howze, H-O-W-Z-E. And so Google, sounds like best thing, Google Rob Howze and there you are, number one, number one motivation guy in the world, number one on Google. So there you go.


    Rob: All right, man. Love it.


    Jason: That’s it. All right. Well, that’s another special guest episode of The Sales Experience podcast. Make sure to check out the CutterConsultingGroup.com website for this episode, show notes, Rob’s links as well as the transcript once that’s available for the episode. You’re also going to find the show on LinkedIn if you’re over there. And then always chat with me through the website or through LinkedIn if you want to talk about behaviors, your goals, sales, career, motivation stuff. If you want to connect with Rob, let me know I can introduce you as well if you’re having trouble finding him. And until next time, always remember that everything in life is sales and people will remember the experience you gave them.


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By Jason Cutter August 27, 2025
Most businesses struggle to grow their sales teams. At some point, they give up on looking for rock stars; they just need a team that shows up every day. In fact, research shows that 52% of sales leaders list recruiting as 'very challenging,' and average sales rep turnover hovers around 26% annually. That means for many leaders, the hiring process feels like a revolving door of wasted time, lost revenue, and constant stress. Here’s how to achieve scalable hiring results without having a massive hiring team and a huge job marketing budget. What Most Companies Do They need to hire salespeople. Maybe it’s one. Maybe it’s their very first salesperson. Maybe they need 10 more. So they: Write a job post about all the things the job involves and who they are looking for, and the type of experience they feel is important Put it on Indeed and/or LinkedIn They get hundreds and hundreds of applications They freak out – stressed at the thought of going through all those submissions They have someone on the team spend hours/days going through all the submissions. Have them call and email everyone whose resume fits what they think they want. A few people respond. So they call again, to ‘check in’ on the candidates to try and get more to respond. If that works, they have dozens and dozens of candidates ready for the first interview. Someone has to then take a week’s worth of time blocks away from their actual job to do first interviews. Most of the candidates don’t show up to the call/meeting. A few candidates make it through to the second interview. The boss or sales manager takes these. Two out of the three show up. Offers are sent to the two. One takes another job because the process took so long. The company ends up with one new hire The company repeats the process over and over again, feeling like the best they can do is one to two new hires after each complete cycle of hiring madness. And it is madness. It is also the definition of insanity – doing the same thing, running the same hiring process out of some playbook that no one can point to its origin or actual stats of success. Recent surveys confirm this frustration: more than half of leaders admit they lack an effective hiring process, and many acknowledge that their comp plans don’t even align with the results they want. The result? Slow hiring, bad hires, and retention issues that eat away at growth. Most companies struggle with filling their sales team, with both quantity and quality. They probably run the hiring process like they run their sales process. They default to old-school business thinking that the only way to hire is to just get experienced salespeople to join the team. But there is a better way. I have spent over 15 years being tasked with keeping teams filled with salespeople. Whether it was for inside sales in a call center environment or work from home, to retail environments, from consumer products and services to B2B, from within the United States to offshore, this framework works, even if you have failed in the past to try and scale your hiring efforts. In working with small and large teams, the key is the balance of quality and quantity. Humans will always surprise you. I have seen the ideal candidate – on paper – be completely ineffective in the role. I have seen reps with very little experience, whom we took a chance on, completely outsell their experienced co-workers. The experience of everything that goes into hiring over 800 salespeople, this framework is designed to help you succeed no matter the size of your hiring team. Here’s how to create a scalable hiring process that doesn’t require a large recruiting team and without losing your mind wasting time on candidates that aren’t a good fit. Step 1: Hire Traits, Not Just Resumes Did you know there are three different types of salespeople? The Newbie, The Entrepreneur, The Sales Veteran (email me, and I will send you the ebook that breaks them down). First, make sure you know what you need on the team, who you have the bandwidth to train, and if you need someone that follows your playbook (do you even have one?) pretty much exactly, or are you okay with them just ‘doing what they do best’ without much structure? Next, you need to figure out the mindset traits you find most successful. A business friend of mine, a long time ago, taught me: “Hire the smile, train the skill.” Given enough time and patience, you can teach anyone how to do anything. But it's really hard to teach someone a different mindset. Most people are who they are when they are applying to be a part of your company. Here is my list, in order, of mindsets that I know are successful for sales (in any sales role, any industry, any company): This aligns with broader studies: while past performance can matter, attitude and coachability are consistently ranked as stronger predictors of sustained success. Leaders who over-prioritize experience often miss the hidden talent right in front of them. Openness Curiosity Creativity Persistence Authenticity As I tell my clients, most leaders think they just need more reps who are ‘persistent’. They blame a lack of sales results on the team not asking for the sale enough or doing enough follow-up. The problem with biasing the screening process for persistence is that if you don’t care about the other traits, you will end up with a team full of persistent assholes who don’t listen to you or their prospects, don’t care to learn anything new, and don’t try to come up with new ways to move people to the close. They just see every prospect as a nail and sales is a giant hammer in their hand, where if they can just hit enough nails hard enough, they will win. [Don’t believe me? Ever heard the phrase ‘sales is just a numbers game’? That is this mindset in action.] The last part you want to define is what type of company culture you have and what personality is a good fit? Is it a fun environment? Does everyone like to joke around? Is it all serious and focused? Is it mission-driven? Do you actually have defined, stated core values that you care about? The answers to these questions will help you determine culture fit. One area that organizations will fall short in their selection process is ignoring culture fit and just wanting people with certain experiences on their resume or skills to help sell more widgets. If not careful, it can lead to bringing someone on board who might be an excellent, technical salesperson (meaning…technically they can do the job), but they are a not a good fit for the team. “The best reps don’t just sell your product — they sell it your way.” It’s not enough to just hire for experience; you need team players. Step 2: Treat Recruiting Like a Sales Funnel Now that you know who is open to bringing on board, what that winning combination could look like, it’s time to start building the hiring process. In sales, the initial key to success is attracting the right leads into your funnel. This is the job of marketing. Not just in the steps they take, but the messages they put out there to the world. Like fishing, putting out a hook with bait on it where the right fish that is interested will want to take that bait. Marketing should be doing the same thing for your revops. Your hiring team should be doing the same thing with the job posts and the hiring process. Your goal is to write a job post, like your marketing team writes their content, in a way that your ideal candidate would read it and say “holy crap, that is me!” Part 2 is to build in some hoops. One area that I see pretty much every organization fail at is building and managing candidate lead flow. They put a job post out there, get a shit ton of candidates, go from excited ( “We have so many candidates, we will definitely find all the reps we need!” ) to despair ( “How the hell are we going to get through all these resumes, and then what about all the interviews?” ). So many orgs are not ready for the flood of applicants. And did they even want that many applicants? If you haven’t noticed…recruiting is like sales. Well, to be specific, everything in life is sales, and selling, and persuasion. So building a recruiting process is like building a sales process. Sales teams think it would be great to be flooded with leads until it happens, and so much potential business falls through the cracks of inefficiencies and bandwidth limitations. This is why we want to put in a) hoops and b) templates for our hiring process. Let’s start with hoops. Think about it: in sales, 63% of managers admit their teams do a poor job managing the sales pipeline. If you can’t expect discipline in pipeline follow-up from a candidate during the hiring process, you certainly can’t expect it once they’re in the field. The hoops should be similar to what your prospects have to go through to become a customer. The logic is that your salespeople will run that process with their prospects, so you need to identify those sales reps who are naturally built for it. It’s similar to Alex Hormozi’s take on hiring – that what is more important than the years of experience someone has, is evaluating and selecting for traits like intelligence, work ethic, adaptability, and coachability. This is what we want our hoops to do – help the candidates show us what they are really made of. Some hoop examples: Do you require your sales team to use scripts? Yes, yes, yes…I know…salespeople shouldn’t use scripts…scripts are bad…scripts make everyone sound robotic…scripts are the problem. Bullshit. You are wrong if you think that. Alright…soap-box-moment over…back to scripts. If you require your reps to use scripts…let’s say for an intro, elevator pitch portion, compliance/disclosures – then one valuable hoop to put in place is to make your candidates memorize a short script in the hiring process. There are many ways to do it [email me, I can give you some examples of how, when, and what for this hoop], but it is an amazing filter for candidates. This is how you filter out the people who are not open/curious (remember, my top two sales success mindset traits above) – because they will decline your requirement to memorize the script. Or they will take the script, say they will work on it, and then disappear into the wind, never to be heard from again. And…that is the perfect result. I promise, no matter what fantastic story they spun on their resume or tried to present to you in the interview…their resistance to this step is all you need to know. Truly. The ones who say, “ Sure, sounds good, I will memorize this and get back to you, ” are the ones you want. Not because they are actually good at memorizing things – because I know I am terrible at it – but because they are willing to do it. A tiger can’t change its stripes. Is it a short sales cycle or a long one? If it is more than a one-call close, then you want to put hoops into your process that will help differentiate the short-term commitment versus long-term commitment people. Some salespeople out there are just too impatient to handle making follow-up calls, delays by stakeholders, and rejection after long sales cycles. They need immediate gratification. (and here is a contrarian thought…they are probably also single…because how someone is with work, they are in their life. If they can’t handle long sales cycles and long-term relationship building in a sales role, they probably aren’t very good at it in their personal life. And that’s okay…there is nothing wrong with that mode. The question is – is that what fits your sales cycle/length/mode? If you need reps who can do more than build enough rapport to sell someone something in the next 20 minutes before never seeing them again, then filter those people out by adding layers to your hiring process that extend the length. Now, I am not saying that if your sales cycle takes an average of six months, that your hiring process should do the same, but it should be relatively long. Definitely don’t interview people and then have them start the following Monday. Is there a lot of follow-up in your sales process? Do you expect your team to actually manage their pipeline of valuable leads to ensure they close? Then you want to build in a hoop that requires candidates to follow up with you. We want to test them on how well they will treat their future sales pipeline. If they won’t even follow up with you on their progress in the process, then they aren’t the type of salesperson who will follow up on their own leads. Or, they just don’t care that much about this job. Either way, this is a perfect filter to remove those candidates from your pipeline. If you want my ultimate filter process/scripting for this hoop – email me with the subject “ candidate follow up, ” and I will send you what I have done to successfully apply this filter. While that might look like a lot of hoops and processes to build out, it doesn’t take much to both eliminate the candidates who are not a good fit and allow the ones who are to raise their hand so you can pick them. Remember, no matter how desperate you may feel you are – needing to fill your sales team today, it’s never worth bringing on bad hires, especially in a sales role. The cost of their onboarding, training, combined with the cost to your leads (aka – the wake of revenue and reputation destruction that is caused by terrible sales reps speaking with your hard-earned, expensive leads is almost immeasurable) is not worth it. Fight the urge and bad business advice to just get butts in seats. And I guess that you are here reading this because you have already tried that mode and it failed. And with annual sales turnover costing companies millions, every wrong hire creates a hidden tax on growth that most leaders underestimate. Mads Faurholt-Jorgensen spoke about it in his TEDx Talk titled “ How To Master Recruiting ” with a focus on hidden talents over resumes. He called it the “whispering talents” – and in sales, we want that person who just automatically does the sales activities with the right mindset that fits your organization, sales process, and target customer type. TL;DR Most companies hire salespeople the same broken way: post a generic job, drown in resumes, waste hours interviewing, and end up with one shaky hire. It’s slow, costly, and sets teams up for turnover. The fix? Stop hiring based on resumes alone. Instead: Hire traits, not just experience (openness, curiosity, persistence, authenticity). Treat recruiting like a sales funnel by writing magnetic job posts, adding “hoops” that filter out the wrong candidates, and testing real-world behaviors like follow-up. This approach flips hiring from chaos into a scalable system—so you attract the right reps, faster, and avoid the expensive revolving door. In Part 2 of this series, I’ll show you exactly how I scaled this process to hire 50 salespeople without the chaos—complete with templates, filters, and lessons learned. Don’t miss it. And if you think that there might be some ways to improve your hiring process, contact us and we can do a free Hiring System Assessment to determine where the biggest impact can be made to help you fill your sales team.
By Jason Cutter February 26, 2025
How Can You Predict The Future Of Sales Ops? One of the keys to sales success is to be able to predict the future – what that other person is thinking, what they might say, what they will experience, how they will feel about the product/service. But what can you do – from a sales ops leadership perspective – to predict the future in masse of all the potential customers that will flow into and out of the sales process/funnel? That is a really tough one, but it is doable. Meeting Prospective Customers Where They Are The key is to always meet the prospective customers where they are and with the experience they hope to find. It’s a common theme now in these articles because it’s important AND widely disregarded – your potential customers do not care about you, your sales team, your company, your industry. They don’t care about your stats, your testimonials, your logos. They don’t care about your mission statement or your values. They only care about themselves. They also firmly believe that there is currently unlimited choice for any product/service, which means that everything in their mind is a commodity. Easily replaceable and interchangeable. Nothing (other than iPhones…which you can only get from Apple) is special to consumers unless they feel like it should be special. Are You Still Making It All About You? There is a good chance you are still running a marketing, sales funnel that is all about you. I bet if I looked at your company’s website that from the top down it’s all about you (the company). How great you are. What you do for people. What you have done for others. I bet if I tried to speak with your sales team, I will be made to go through your process whether I like it or not. Maybe fill out a form and wait for a response. Or made to call into a toll free number, even though I don’t want to talk to someone yet. Or made to use a chat widget on a site to get started. I bet when I speak with your sales team, 70-80% of the conversation will be about them, your company, and how amazing you all believe you are. This is all fair. No one starts a company to be mediocre. The goal is to provide value and make money. The missing piece, again like I said above, is no one cares about your goals. They only care about themselves. Predicting What Customers Want From The Sales Experience Back to your mission as sales ops leader – predict what massive amounts of prospective customers are going to want from the Sales Experience. It’s why I wrote about it last week and even offered up a book for free to help in any way that I can. To succeed at your mission, you have to stay ahead of the curve of what the public, and specifically – your buying demographic, psychographic, and valuegraphics, want from that experience. Key Questions To Shape The Sales Experience Do they want to call, text, email or chat? Probably all of them…so can you offer each one? (Don’t make someone decide if they want to go through your hoops…remove all the hoops) Do they need to see pricing online – should it be available and transparent? (In most cases, yes) What sales process will be ideal for moving the most people through the sales conversation to a successful outcome? (More discovery, empathy, active listening. More front-loaded about them, not you. Use the Authentic Persuasion Pathway as your model) Who are the decision makers? Is that individual going to decide or do they need to check with others for approval? (Set them up for success, and don’t force them to make a decision in the moment – you will just lose the potential sale) What type of follow up do they want and need until they make the buying decision? What type of post-purchase follow up would go above and beyond a) their expectations and b) what others in your industry do? If there is an ‘onboarding’ stage after the sale – how can you make that actually customer centric and successful? (It is rarely both) Can You Stay Ahead of the Curve? Remember – evolution is natural. The buying public is always evolving their desired sales experience. Can you predict the future of what they want so that when they encounter your company it matches what they were hoping to find – both in the experience and the solution to their need?
By Jason Cutter February 25, 2025
How do you, as a sales leader, help your team become Oracles that can predict the future? [make sure to read the Selling Effectiveness article this week https://go.sellingeffectiveness.com/LI.2.25.AM ] There are five ways to facilitate their Oracle-ness. Be Present in the Moment First, you have to get your salespeople to be in the moment. The challenge that most salespeople (and…humans, for that matter) experience is they are always thinking ahead. Salespeople default to thinking about what they will say next. The next part of their script or process. The next question they want to ask so they can get through discovery. The next part of the agreement they need to discuss and review. Their mind is too busy thinking about what they are going to say and do next, that they aren’t present. As weird as it sounds, if you want to predict the future you must be present. I have said this for decades: the moment you no longer need to think about what you are going to say/do next and can actually be present with your prospect and truly listen to what they say (and don’t say) – you will become a sales professional. Master Active Listening Second is Active Listening and paying closer attention. It’s actively listening…it’s taking what I mentioned above and putting into place. First step is to be present, second is to actually listen. For what they say. For what they aren’t saying. For changes in their tone. For when they are talking to someone on the side – who are they talking to, and is it about your sales conversation? If you sell in person, reading their body language and facial expressions. You must help them develop an almost sixth sense of listening (and yes, I know hearing is one of our senses…but this goes beyond hearing…it’s truly, deeply listening). Ask Better Questions Third, is to help them ask better questions. So many people in sales ask the discovery questions they are required to ask in order to check the discovery ‘box’. Or, they have done sales long enough they know all the answers, they think they know what everyone wants and why, so no reason to even ask questions. [Note – this type of salesperson thinks two dangerous things: 1 - everyone is the same and wants the same thing, 2 – people like to be sold to.] When your team asks better, deeper discovery questions with a focus on uncovering the what and the WHY, they will get better answers. Remember this – when you ask the right questions and you listen close enough, each prospect will tell you EXACTLY how to help them buy. Build Up Experience Fourth, build up experience. If you want to predict the future it comes from enough experience to know the probability of what will happen. For example, when I am in a season of commuting from home to an office, I am the type of person that can predict exactly what will happen on the freeway. Which lane is always faster around certain exits, which lanes always slow down, how much leaving five minutes later can make the drive suck a lot more. How do I know what will happen on a freeway with hundreds and hundreds of random people? Because of experience (and the fact that most people are just going through the motions in life so they become predictable). The more experience your team has with sales scenarios, they more they can predict the future. I generally see that it takes about six months for most people in a new sales role to have seen enough scenarios where they can start to know what will come next before it happens. Trust Intuition The fifth and final trait to help them with is intuition. One definition of intuition is “a thing that one knows or considers likely from instinctive feeling rather than conscious reasoning.” It’s that feeling you get when you know something, even if you cannot explain it. It’s what Malcom Gladwell wrote about in Blink! It’s what we do very well as humans, even if we don’t listen to it. The more you can help your team tune into their intuition and listen and trust it – the better they will do in helping persuade that other human. This goes back to the first suggestion – about being present. When your team trusts they know what to do and say next and they are mentally living in the moment with that prospective client, they can let their intuition guide them. Conclusion When I do trainings, public speaking, facilitating meetings, interviews, and sales – this is my main key to success. I trust and know that I have the experience to handle whatever comes my way in the present moment, while also knowing the destination I am heading towards. I can be present, let that experience and my intuition guide me instead of getting stuck in my head and worrying about what I will say next. Get your team to do some or all of these five steps – and they will become an amazing Oracle.
By Jason Cutter February 25, 2025
The Oracle’s Role in The Matrix If you have seen the Matrix movies, starring Keanu Reeves (as Neo), then you are familiar with an Oracle. In the movies, the Oracle knows what will happen. She has seen it, and it is predestined. In the Oracles mind there is no such thing as free will. In the first Matrix movie, Neo goes to visit her and knocks a vase off the shelf, and it hits the ground and breaks. Right before he hits it, she says “Don’t worry about the vase.” Neo says, “How did you know?” Then the Oracle responds with “What’s really going to bake your noodle later on, is would you still have broken it if I hadn’t said anything.” Becoming an Oracle in Sales Your mission as a sales professional is to be an Oracle for your prospects and clients. To know the future. Then be able to see around corners, as they say. Which means you know what is going to happen before it happens, because you have enough experience that you have become a psychic. You want to be able to predict, with amazing accuracy: What will happen next What will happen after that What issues will pop up What your prospect/client is thinking before they think it What concerns they might have before they have them Eliminating the Fear of the Unknown During your presentation/demo you want to set the expectation of what is going to occur next. Remember, humans fear the unknown. They want to avoid risk as much as possible. Your sales presentation is risky and dangerous and very unknown. They don’t know if you have good intentions or not. Are you going to persuade them? Are you going to try to manipulate them? Are you going to overcharge them? Will you actually care about what they need and want? Dealing with salespeople is so scary. Yet they still need and/or want something, so it’s the dangerous game they must mentally play. Guiding the Buyer Step by Step When you explain what you are going to do in part 1 of your process, and then what that part is done you let them know the plan for part 2, and so on – they will be at ease in the moment. They will feel like they have control over this portion, that there is an exit they can take if they don’t want to proceed. That level of control will help them accept the risk of part 1, and part 2, and part 3. Tell them what you will do. Do it. Tell them what you did. This will validate that you can be trusted. Predicting Thoughts and Feelings The next level is being able to predict what they will think and feel before they do. You can use this information in your presentation (without telling them what you are doing). You can also verbalize it, which could sound like “I am guessing from experience that you are probably wondering about _____, so let’s cover that right now.” Or “most people I speak with ask about _____.” They will think – wow this person knows what I am thinking, he/she is in my mind! And that’s a good thing. A really good thing. Conclusion The more they feel like you know what you are doing, know what they are thinking, know what they are afraid of – the more they trust you as a Guide. Because Guides only know what they know because they have helped other Heros successfully accomplish their journeys. Your mission as a sales professional: Become an Oracle.
By Jason Cutter February 19, 2025
What does it take to build the ideal Sales Experience? Why does it even matter? Maybe you think you already have one. You are a professional sales ops leader. You have put everything you can in place to help your salespeople sell more. You have optimized the processes so that your sales team can focus on one thing – selling. But I promise – even if you think all of that is true, it’s not. The Reality: No Perfect Sales Experience Exists I have never seen any company or team with the ‘ideal’ Sales Experience and operation. And to be honest – I have never built one successfully. Why would I admit that? Because the ideal Sales Experience is aspirational and business, teams, processes, and customer needs/desires are constantly changing. So as soon as you put new processes in place, something else needs to change and evolve. The Scalable Sales Success Iceberg In my Scalable Sales Success Iceberg – there are 24 categories that, when built out, create a scalable sales machine – where you can add in an input and get way more output. I would love to see companies have all 24 categories set up and running optimally. But that’s not even possible – because, as I mentioned, things are always changing. Focusing on the Biggest Levers Here is the key – to build the ideal Sales Experience takes focus on the biggest levers. The ones that, when pulled, create the biggest and best results. There are many processes and systems that you can put in place – but those are going to get you a few percentage points of improvement. Instead of putting it all in here, I want to make you a special offer. Email me at jason@sellingeffectiveness.com with your mailing address, and I will mail you the book that I co-wrote with Nick Glimsdahl called Reasons Not To Focus On The Sales Experience. It will be your starter guide, facilitating the creation of your ideal Sales Experience.
By Jason Cutter February 18, 2025
The Numbers Game Mentality is a Losing Strategy Sales is no longer a “numbers game.” You cannot succeed, long term, by focusing on volume of activity. Making a million dials, sending a million emails, knocking on a million doors (the first two are way easier than that last one) is a scorched earth strategy that will sink your business. You can’t out-dial a bad sales process. It will lead to even more bad online reviews. You can’t out-email a terrible sales funnel process that requires people to jump through poorly planned hoops. You can’t out-knock your way past slimy tactics and bad products/services. The Danger of the "Every No Gets Me Closer to a Yes" Mindset The whole “every no gets me one step closer to a yes” mentally is dangerous. That mindset and strategy assumes that it’s a numbers game. That the only thing that matters is finding the right person who will buy from you. Potentially, no matter what you even say – they are just ready to buy. Not only will this destroy any online reputation you have it will also wreak havoc on your team. It is the fastest and best way to burn out your team. It will lead to a revolving door or hiring, training, and quitting as people realize how unfun the game is you have built and how hard it is to be successful. It will also feel like a mismatch – very few people (and hopefully even less over time) are long-term excited about the business model of calling 500 people a day in hopes of making a few sales. If It’s Not a Numbers Game, Then What Is It? It’s quality over quantity. [Now…note – it does take a certain quantity of activity to fill a sales pipeline. So I am not saying that your sales team can just sit and wait for people to fall into their pipeline with money in hand.] It’s about the Sales Experience. It’s about your team ensuring that they are providing the right and best experience for that potential customer – in a way that sets them up to get into the buying mood and mode. All that matters is the Sales Experience. How can you support your team in terms of the quantity of activity to fill a pipeline, and then the quality of interaction that leads to sales? What Does an Ideal Sales Experience Look Like? What does that look like – the ideal Sales Experience? It’s when your team understands that the potential customer they are speaking with only cares about themselves. They don’t care about the salesperson, your company or the product. They are only focused on themselves. It’s when the Discovery/Empathy portion of the conversation is the most important part. Does your team realize that everything after Discovery – when done right – is just a presentation of the solution? It’s the fact that when you combine the parts of the Authentic Persuasion Pathway (Rapport + Empathy + Trust + Hope + Urgency) that the assumptive close is all you need. If your team is having to ask for the sale they are doing sales wrong. And don’t confuse earning the right to close with asking for the sale. The Sales Leader’s Role in Creating a World-Class Sales Experience Your job as a sales leader is to ensure your team understands that the only thing – above all else – is the sales experience they provide to each potential customer. That customer knows that they have the power and the feeling of unlimited choice. Which means they will decide who to give their money to based on the experience they have with buying from a company. How can you shift your team away from the numbers game mentality to actually providing a world class sales experience to each and every person they speak with?
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