Today’s guest is Jake Dunlap!
Jake is a sales leader and entrepreneur with more than a decade of experience, he has developed and led high-performing sales and operational functions, specializing in building out repeatable, sustainable processes.
In today’s episode, we discuss how many companies and sales teams are working with a broken sales process, especially given today’s issues of not being able to go and visit as many clients as we once were able to do. Jake was able to provide actionable information around the importance of training your outside sales team on inside sales tools and tactics. The operational objectives are still the same, but the tools necessary to be successful have changed.
With all of the tools available to your sales team, Jake focuses in on LinkedIn Navigator and Outreach.io as the two that he would gladly pay for himself as a salesperson because the ROI would be so high from that investment. He also discussed how the sales process should be changed to
With a number of major companies recently announcing plans to keep employees remote until the middle of next year, at least, many of us are facing continued isolation and experiencing an extended lack of connectedness. For most, it is important to spend time around and engaged with other people, in social groups and at work. By surrounding ourselves with colleagues, family members and associates who challenge us to think and move outside our comfort zone, we find we can improve our habits, learn new things and stay sharp.
Of course, much of life’s biggest joys and most lasting memories stem from our relationships, in large part at work, and in times like these, those can become absent, strained and even strange. And, while some say too much “people time” might also be a bad thing, few of us are feeling that right now. In fact, our digital devices often give us the sense we need to be connected 24/7. All of the noise, activity, constant contact and hustle can wear us out and, iro
http://Top 12+ Ways to Use Work from Home Time to Practice Peak Performance/
“Finding non-toxigenic Clostridium difficile (C.diff) in the gut flora of all 119 subjects tested by genetic sequencing raises the question whether C.diff is an innocent bystander or villain and if antibiotics should be used to kill something that is part of our microbial fingerprint,” says Progenabiome CEO Sabine Hazan, MD, “this breakthrough in research challenges us to look beyond the traditional protocols to treat bacteria and viruses automatically with drugs. It also forces us to understand the balance of the microbiome that allows for immunity to occur.”
Hazan has been a solo practice gastroenterologist and clinical trials investigator for 25+ years. She has participated in over 150 clinical trials for the pharmaceutical and nutrition industries and launched Progenabiome in 2018 to investigate the role of the gut microbiome in various diseases and conditions.
Strategically placed as a genetic sequencing lab, site, CRO, and now sponsor, Progenabiome has 39 ongoing clini
Today is designated as World Hepatitis Awareness Day. Agencies and offices around the globe, within national governments, alongside state, provincial and local partners, all are working to raise awareness of the importance of vaccination for hepatitis B, testing for hepatitis B and C, the availability of effective care and curative treatment, and the serious health consequences resulting from undiagnosed and untreated viral hepatitis.
The day affords all an important opportunity to raise more widespread awareness of viral hepatitis and its impact on the world’s population and expand healthcare’s coordinated efforts to improve the health of the estimated time 290 million people living with viral hepatitis unawares. Without finding the undiagnosed and linking them to care, millions will continue to suffer, and lives will be lost.
On World Hepatitis Day, 28 July, people from across the world will take action and raise awareness to “find the missing millions” – this year’s t
Everybody understands the importance of company branding, but when you are recruiting for a position, it is essential you pay attention to your ‘Talent Brand’.
We understand that Talent Branding plays a major part in how companies and their future are perceived and shaped in today’s market. Organizations like Glassdoor and others are helping to define the brand of many companies in the market today, but why would you want someone else making these important, even crucial, decisions for you and your company?
What is Talent Branding?
This “new” idea of Talent Branding has been kicked around for years. Some say it’s the overall look and feel of the company (including on-line); others say it’s the internal pulse on whether people like or dislike the organization, and some even say it’s complete nonsense.
As defined by LinkedIn, “Talent branding is the highly social, totally public version of an employer brand that incorporates talent thinks, feels, and shares about yo
Remember that YOU, the hiring manager, are ultimately responsible for all the actions taken when making a hire. This includes the actions of recruiters, support staff and interview helpers.
“Why recruiters,” you ask?
Your Recruiting Team Should Amp the Brand
You have a responsibility to work with your recruiting partners by providing them with the specifics of what you are looking for, the feedback on information submitted and building a partnership to ensure success in finding your next A Player. Take time upfront to develop the ideal candidate summary, then take time to screen resumes together. If you do this at the beginning of a relationship, less will be required in the future to have the results you want.
Choose your recruiting partners carefully. Remember they are an extension of your brand (the company’s and yours personally).
A good recruiter is able to tell a story around a company that is compelling and easy to understand. This is how they are able to attract good
“When it rains, it pours.” Most are familiar with this phrase. It’s what we use to describe the inertia of negative circumstances building and snowballing.
Can you think of the equivalent phrase used to describe the opposite? The experience of positive inertia?
“Just look at the bright side”… “turn lemons into lemonade”… “there’s a light at the end of the tunnel!” These might come to mind, but each simply builds on turning a negative into a positive.
What about turning a positive into even more positives? Why is there no maxim for positive inertia made more commonplace?
If momentum can swing us one way or the other on the pendulum of professional success, how can we keep the continuum of inertia positioned in a positive direction?
As the Unites States pauses to reflect on its history, the ideals birthed at its inception, and the strength it projects around the world today, we want to take this time to reflect on the great strength we admire in the companies and candidates we work with and celebrate the upcoming success you will build in the remainder of this and all the years to follow. We are thankful to be a part of that.
So many of the ideals that went into forming our Great Nation and keep it strong are those we can all aspire to in our work. All of these and more will help continue to shape our success and make us ever stronger. And Bravery – to Persist Relentlessly – is one of the greatest. For us all, it could be said we will become and remain the premier organizations in our respective spaces as long as we are teams of the brave, devotedly doing more and going further to serve more deeply than those around us.
As we celebrate our Nation’s birthday, let us celebrate and then decide, together, to e
Hiring a new employee is a time-consuming and expensive process that can make human resource and hiring managers feel pressured to cut corners just to get through it. While the frustration is understandable, simply checking the box is a poor approach. A bad hire ends up costing a company in numerous ways, including lost productivity, lost wages, lost revenue, damage to reputation, and having to go through the hiring process again when that employee quits or gets fired.
Here are a few common signs you are about to make hiring mistakes:
Going with Your Gut
There is a lot of talk about how people should trust their gut and go with their first impression. That might work in other areas of life, but it is rarely a good idea when it comes to hiring an employee. Whether a hiring manager personally likes a job candidate has no bearing on that individual having the right qualifications for the job or fitting into company culture. In the Genomics, Genetics, BioTech and Diagnostics Industries w
Oh my! You have just learned that your job has been eliminated or you’ve been demoted from your current role. This is all too common in the current crisis.
What do you do? First of all, try not to panic.
Downsizing does happen… but not to me, you say? First thing to do is take some deep breaths and move past the denial stage. Try to relax and put together an action plan. Just like anything else in life, you need to start taking steps to better your situation and get what you want.
There are a few “housekeeping” items you have to take care of straight away.
Collect Your Final Paycheck
Make sure that you know when you will receive your last paycheck, and how it will be delivered to you. Some states require employers pay it immediately; others may allow a short time lag. Make sure you get everything that is due to you.
Entitlements could include monies for overtime, back pay, accrued vacation, or sick leave. Talk to the appropriate person in your HR department to learn what y