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Hey there —

Welcome to the weekend! It’s very close to December and the final stretch of the year - 2019 has flown by, that's for sure. 

Here are 7 things I thought you’d need to know for November 30th in under 3 minutes:
👀 

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Leadership 😬

1. You probably know it’s Black Friday weekend: if you are looking for a deal on the latest leadership/ revenue books, might I recommend the following list I’ve read in the last few months: 

✅ Trailblazer: The Power of Business as the Greatest Platform for Change 
✅ The Great CEO Within 
✅ The Infinite Game: How Great Businesses Achieve Long-Lasting Success
✅ The Trillion Dollar Coach 
✅ The Who Method for Hiring
✅ Digital Minimalism
✅ The Million Dollar LinkedIn Message
✅ Turn the Ship Around
✅ SaaS Sales as a Science
✅ Dream Manager, The : Achieve Results Beyond Your Dreams by Helping Your Employees Fulfill Theirs
✅ The Checklist Manifesto
✅ High Growth Handbook
✅ The Truster Advisor

2. The five meetings every CEO should lead 

3. Planning 2020 org structures? These helpful resources on cross departmental structures will be a good starting point for ideas. Many of these cover demand generation and sales. 

CRO / CMO 🚀

4. Case Study: How We Increased Sales Nearly 100% In One Quarter.

5. I’m recruiting heavily at the moment. And always looking for new ways to improve my interview technique. This post gave me fresh thinking because it outlines the fact there are only 4 questions that really matter - they do work!

6. As a revenue leader you need to determine lead velocity rates (LVR) - here’s how

Well-being 🧠

7. Followed Ramit Sethi for years since I read I will teach you to be rich. His note on rules to change your life are food for thought (there are 3 simple rules). 

. . .

One more thing...Thanks for reading.

Enjoy your evening. And if you like this newsletter and want to support it, forward it to a friend 🤝, tweet me 👏, or if you’re seeing this newsletter for the first time, you can subscribe here.

Thanks, 
Ed 

Read More

🤔 q&a: at a meeting this week - how do you manage for continuous high performance?

Teams rarely perform optimally of their own accord; we all know that.

Too often, as leaders we tend to establish momentum — only to feel it slip away. Yes, some employees are consistent high performers, but others — say, 80%? — need constant reminder and reaffirmation.

The result? The people that work for us rarely perform at their best with any degree of consistency.

Let’s be clear, it’s not to say they aren’t competent performers. It simply means it’s your role as a leader to draw out the latent potential of individuals.

In other words, consistent team performance has bigger rewards than merely driving “performance”. It’s not a one-off point in time conversation. I met a senior executive recently who explained his approach was to make things very ‘clear’ at the start of the quarter.

Then would expect them to go and perform. He/she felt they did their job — they have been clear and are not micro-managing. That approach is part of the problem.
It’s tough finding a style, and the time, to motivate teams. 

As leaders we are under pressure to get results, but there’s a limited number of hours in any given day. We must keep our colleagues performing at their best while also getting around to our own work.

It leaves little room for nurturing the people that work for us, and I’ve often had conversations with fellow leaders who are searching for a process that ensures consistent team motivation.

It’s well known. Your leadership has a direct effect on team performance, but your goal is continuous high-performance — not easy and more so hard at scale. I am no expert but, in my experience, and the conversations I’ve had, I’ve concluded an effective team motivation strategy involves three essential steps.

Read the full post here

📲 New Recommendation For Your Stack 

 
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Access my archive with over 100+ articles —> Go Here

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ABOUT THIS NEWSLETTER

My mission is to help aspiring marketing and sales leaders with the new revenue mindset; people who want to get ahead; people who worry about their impact and help them gain context for what matters to a CEO.

You setting up to grow your impact??

 

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