In this episode, I’m joined by Andrew Oxley — a seasoned executive coach, author of The Four Faces of Frustration, and founder of The Oxley Group. With a career spanning decades and companies like Coca-Cola, CNN and Progressive Insurance, Andrew has spent over 30 years helping leaders cut through complexity and lead with impact. We dig into the hidden trap many sales leaders fall into — showing up as the hero or the villain — and why the real shift is to become the guide in your team’s story. Andrew shares how a “morning smile” clipping in a newspaper changed his life, how your limiting beliefs are likely driving your performance issues, and why asking the right questions is more powerful than having the answers. He’s got hard-earned wisdom on leading with accountability, performance and clarity, and it’s all delivered with clarity, humour and precision. How to lead as a guide, not a hero or villain: Start by being radically honest about the role you play in your team’s results — change starts with you. Remember: your team’s performance story includes you as either a villain, hero or guide — choose wisely. Use questions you don’t know the answers to as a compass — keep asking, keep searching. Identify the real problem before trying to solve it — most leaders waste time fixing the wrong thing. Trade in limiting beliefs like “I don’t have time” for empowering questions like “Who can help me grow?” Connect leadership development to business outcomes, not just “HR initiatives”. Hold people to high expectations and support them in the growth to get there — that’s how guides lead. Timeline summary [03:00] – Leading a top sales team at 27: the ‘player coach’ phase and what it taught him [04:40] – The quote that changed everything: “Even if you win the rat race, you’re still a rat” [05:15] – The power of keeping a question front of mind: “How do I change my life?” [06:58] – “The problem wasn’t the job. The problem was me.” [12:00] – The three roles leaders play in their employees’ stories: villain, hero or guide [15:05] – Why the hero boss actually disempowers your team [16:30] – What it really means to lead as a guide: tough, supportive, accountable [17:25] – “You’ll never solve a problem you’re not trying to solve.” [18:44] – Busting the “I don’t have time” myth and how to reframe it [20:55] – If you want to double your income, go buy someone lunch and ask better questions [23:03] – Why most leadership training fails: it doesn’t move the business needle [25:52] – Start with business results, then work backwards to behaviour and leadership [27:26] – How to use AI (like ChatGPT) to help your reps diagnose their own problems [32:02] – Understanding how frustration shows up in different people and what it’s telling you [34:15] – “Thank you. Please tell me more.” The only right answer to feedback [35:00] – The billboard test: how much honesty are you willing to accept about yourself? Links & resources Free leadership training: transformingresults.com Andrew’s book The Four Faces of Frustration: Available on Amazon

In this episode of Leadership that Sells, I’m joined by Casey Jacox, elite performance coach, speaker, author of Win the Relationship, Not the Deal, and former #1 sales producer for a decade straight. Casey and I talk about the real difference between average sales managers and exceptional sales leaders and it’s not about who has the best pipeline spreadsheet. We dig into the mindset shift needed to lead effectively: from being the smartest person in the room to being the most curious. From controlling the conversation to letting reps find their own way. From winning the deal to winning people. This is practical, grounded, and deeply human advice that sales leaders can act on today. No fluff, no theory just the sharp end of leadership that actually works. Here’s how to lead with humility, vulnerability and curiosity: Win people, not just deals: Follow up after losses to show you care, it's about how you make people feel. Model humility: Talk less, ask more, and stop needing to be the smartest person in the room. Lead with curiosity: Ask second, third, even fourth-level questions. Let reps find the answers, you don’t need to have them all. Normalise vulnerability: Say "I don’t know" out loud. Encourage your team to do the same. It builds trust. Act like your customer is your mum: That shift in mindset changes how you show up, for the better. Stop being selfish on social: Share your wisdom, it’s a service, not self-promotion. Timeline summary [02:22] - What it really means to "win the relationship, not the deal"[03:46] - The simple follow-up that shocked clients and set Casey apart[04:35] - "Talk less. Ask more." Why curiosity is your leadership superpower[07:01] - Imagine your mum is the client and everything changes[08:40] - Why sales should be human not robotic decks and demos[10:24] - Why AI won’t replace great salespeople but it will expose bad ones[15:00] - Tactical ways leaders can actually model humility and vulnerability[20:20] - A coaching script for new managers battling imposter syndrome[22:14] - The boomerang mindset: serve with no expectation of return[24:01] - What fatherhood taught Casey about leading with questions[27:09] - The one question that has shaped Casey's life and career Links & resources Casey’s book: Win the Relationship, Not the Deal on Amazon Casey on LinkedIn: https://www.linkedin.com/in/caseyjacox/ Listen to The Quarterback DadCast: https://www.caseyjacox.com/podcast If you enjoyed this episode, please follow, rate and review Leadership that Sells. Share it with someone who leads a team and wants to do it better. Let’s help sales managers lead first and sell more.  

In this episode, I’m joined by the warm and wildly wise Astrid Korin, leadership coach, consultant, and the creator of the “Inside Out Leadership” programme. We dig deep into what it really takes for sales leaders to stay resilient, especially when the pressure’s on and the targets feel impossible. Astrid brings both heart and rigour, combining her experience in global leadership roles and business development with a profound understanding of human behaviour. We unpack why the best salespeople already have the raw materials for deep self-awareness and how that curiosity, when turned inward, can help them lead more effectively, coach with intention, and avoid burnout. If you’ve ever felt like you're “brute forcing” your way through tough quarters, or watching your team drift into exhaustion, this one’s a must-listen. We also take on the myth of the “group hug” sales team and talk bluntly about why some well-meaning leadership habits can do more harm than good. How to use self-awareness to build resilience: Get curious about yourself. Notice when you're triggered, reactive or spiralling. Ask: what am I assuming? What else might be true? Pause, then choose. Interrupt automatic behaviours. Take a breath and ask: what are my options right now? Practice being the observer. Notice physical responses, emotional surges, and what they signal. Don’t just react, reflect. Understand what’s underneath the trigger. Many sales leaders tie their worth to outcomes. Recognise when underperformance starts to chip away at your identity. Remember: all relationships are co-created. How you land a message matters, but so does how others receive it. Take shared responsibility for communication. Timeline summary [03:02] – Astrid on how business development in International Development is sales — and why rejection builds resilience. [05:13] – Curiosity as a superpower: why assumptions kill leadership and curiosity saves it. [08:47] – Noticing the clutching: how busy-ness masks vulnerability and fear in sales roles. [10:35] – Sales leaders must lead from the inside out — or risk pushing their self-protection behaviours onto the team. [14:25] – The most practical starting point: build your observer muscle and watch how you respond. [18:03] – “How did that land?”: why good sales leaders ask, clarify and co-create understanding. [25:59] – Astrid unpacks the achievement trap — where performance becomes self-worth, and why that’s dangerous. [34:45] – The honest mistake new leaders make: hitting the ground running without understanding the context. [39:33] – Astrid’s billboard moment: “You are enough.” Links & resources Astrid Korin’s website: www.astridkorin.com/ Connect with Astrid on LinkedIn:https://www.linkedin.com/in/astrid-korin-a7612969/ Learn more about the Inside Out Leadership programme (next cohort launches Feb 2026) If you got value from this episode, please rate, review and follow the show. It really helps spread the word to other sales leaders trying to lead first and sell more. And if you know someone who needs to hear this conversation, send it their way.  

Hiring salespeople is hard. Hiring the right ones is harder. David Russell – pioneering leadership coach, systems builder, author of five books and host of over 300 podcasts – joins me to unpack his proven, repeatable process for building high-performing sales teams without burning time, money or goodwill. We get into why the hiring process is so often broken, the importance of treating candidates with the same respect you’d give your best client, and how to run interviews that reveal truth rather than rehearsed answers. David shares his “three core workouts” method, how to qualify candidates out before you fall in love with them, and why the real job starts after the offer letter is signed. If you want to stop gambling on hires and start building your dream sales team, this one’s a playbook. How to hire the best salespeople without wasting everyone’s time Start with you: know your strengths, weaknesses and expectations before you hire. Respect candidates’ time – your #1 hiring goal is to qualify out quickly. Follow the three core workouts: Screen – fast, online, no fake backgrounds, ask hard questions early. Skills – test hard/technical abilities and how they apply them. Mindset – assess behaviour, motivation, maturity, and cultural fit. Use a strategic plan instead of a job description – set clear goals, behaviours, and mutual expectations. Onboard deliberately – train, test, and mentor until mastery. Timeline [03:30] – Why every sales team problem starts with the leader[03:56] – The TTT model: teach, test, train (mentor until mastery)[09:08] – The golfer vs football team analogy for sales teams[10:42] – Why you should work on your strengths more than your weaknesses[12:11] – The MAP agenda for weekly one-to-ones that keep momentum[16:45] – What sales leaders can learn from pro sports[18:23] – Why job descriptions sabotage your hiring process[20:19] – The three phases: attract, assess, add[22:21] – Screening out fast to save everyone’s time[25:16] – Respecting candidates and thinking beyond salary[28:34] – The three core workouts for a reliable hire[30:47] – The strategic plan for mutual expectations[32:14] – The “contractor for a day” test to see the real person Links & resources David Russell’s website: http://www.manage2win.com Hire the Best program: https://www.linkedin.com/company/hire-thebest/ If you enjoyed this episode, please rate, follow, share and review the podcast – it helps more leaders find us and lead first, sell more.

If you’ve ever tried to “manage” a maverick, you’ll know it’s a losing game. Judith Germain – leadership strategist, author of The Maverick Paradox, and founder of the Maverick Paradox consultancy – joins me to unpack what it really takes to lead willfully independent, pathologically curious people. The kind of people who can transform a sales culture… or wreck it. We dig into why most sales teams aren’t actually teams at all, the dangers of rigid systems, and why curiosity only works when it leads to execution. Judith shares her DRIVEN framework for decisive leadership, the difference between execution and mere implementation, and how to give high-performers the autonomy they crave without losing sight of the target. If you want to stop fighting Mavericks and start leading them, this one’s for you. How to lead Mavericks without killing their independence Replace rigid rules with guideline-based structures that fit the purpose. Be someone worth following – respect, trust, and genuine care matter. Discover each person’s compelling reason and align your leadership to it. Focus on execution (achieving the outcome) over implementation (ticking the boxes). Use the DRIVEN framework: Determination, Reputation, Influence, Versatility, Execution, Narration. Timeline [02:12] – What a Maverick really is (and why the cattle story matters)[04:30] – How pathological curiosity changes the sales game[07:12] – The difference between curiosity and rabbit-hole procrastination[10:21] – Jazz, adaptability, and leading in context[13:48] – Why you can’t “manage” a Maverick – and what to do instead[14:09] – Judith’s DRIVEN framework for decisive leadership[17:33] – Execution vs implementation: why ticking boxes isn’t enough[20:15] – How to create autonomy without losing accountability[23:01] – The four elements of influence and why they matter in sales[25:04] – How amplifying your influence helps you sell more Links & resources Judith Germain’s website: https://maverickparadox.co.uk Influence Scorecard: https://amplifyyourinfluence.scoreapp.com The Maverick Paradox by Judith Germain – https://www.amazon.co.uk/gp/product/B0727WP2SC/ref=as_li_tl?ie=UTF8&camp=1634&creative=6738&creativeASIN=B0727WP2SC&linkCode=as2&tag=maverickparad-21&linkId=cfd757574de06f194bafdb253e33e052 If you enjoyed this episode, please rate, follow, share and review the podcast – it helps more leaders find us and lead first, sell more.

Most sales leaders dread pipeline meetings – and their teams dread them even more. That’s because too often, they turn into boring history lessons nobody cares about. In this episode, I talk with Andy Bounds – award-winning sales trainer, bestselling author, and global keynote speaker – about how to make them short, sharp, and productive. Andy shares his “Who Do” method to instantly focus sales conversations on what matters, the power of “Afters” in selling and leadership, and why great leaders under-communicate to empower their people. We dig into hiring, coaching, closing, and the art of making communication stick. If you want more sales, faster – without killing the will to live in your next meeting – this is the episode to steal ideas from. How to run pipeline meetings your team will actually value Replace “update” meetings with “Who Do” meetings: Who is the client, and what do you want them to do next? Focus conversations on next actions and blockers, not history. Sell “Afters” – why the client is better off after working with you – not just your product or service. Under-communicate with capable teams to encourage ownership and problem-solving. Use coaching prompts like “What three things have you thought of?” to build initiative. Timeline [01:33] – The “Who Do” method for instantly sharpening sales conversations[03:40] – Why pipeline meetings fail and how to fix them[07:18] – Selling “Afters” instead of product features[10:53] – Start engaging, end with action: Andy’s 4-word rule for communication[14:45] – Systems over goals for consistent sales behaviours[19:03] – Under-communicating to empower capable people[24:47] – The mindset and traits to hire for in sales leaders[28:18] – The one interview question that reveals everything[31:12] – Andy’s billboard message to every leader and salesperson Links & resources Andy Bounds’ website and Tuesday Tips: https://andybounds.com The Jelly Effect by Andy Bounds – https://andybounds.com/resources/ If you enjoyed this episode, please rate, follow, share and review the podcast – it helps more leaders find us and lead first, sell more.

Most leaders think burnout is just “feeling tired” – but that’s like thinking frostbite is just “cold fingers”. In this conversation with Hazel Anderson Turner – business psychologist, mindset coach, and author of Coaching Through Burnout – we break down what burnout actually is, why leaders often miss it in themselves, and how to spot it early before it wipes out your team’s energy, performance, and trust. Hazel draws on over 15 years of coaching leaders, including front-line NHS managers during the pandemic, to explain how chronic stress changes the way we think, act, and relate to others. We cover the subtle early-warning signs, why our coping mechanisms often accelerate burnout, and the conversations that build trust and resilience long before a crisis hits. If you want practical, human-centred ways to keep yourself and your team in the game – without sacrificing your sanity – this is the episode. How to spot burnout early and protect your team’s resilience Learn the three key burnout symptoms: exhaustion, cynicism, and reduced effectiveness. Pay attention to disrupted sleep patterns, withdrawal from hobbies, and tech overuse. Notice when you start pushing away activities and people that relieve stress. Shift from directive management to coaching-style conversations. Build trust early by asking “what’s most important to you?” and listening to the answer. Timeline [01:45] – The three signs of burnout every leader should know[04:00] – How trying to “just work harder” makes burnout worse[07:15] – Why leaders often don’t recognise burnout in themselves[12:12] – The early-warning signals that mean it’s time to act[20:55] – The team-level conversations that prevent burnout[27:25] – Building trust before you need it: Hazel’s go-to question[33:18] – Why the best managers listen more than they talk[36:13] – Hazel’s billboard message to the world Links & resources Coaching Through Burnout by Hazel Anderson Turner – https://hazelandersonturner.co.uk/coaching-through-burnout/ Hazel’s podcast Coaching Unpacked – https://hazelandersonturner.co.uk/coaching-unpact/ If you enjoyed this episode, please rate, follow, share and review the podcast – it helps other leaders find us and lead first, sell more.

Most leaders think their biggest threat is what they don’t know. The truth is, it’s what they don’t know they don’t know. In this conversation with Kevin McCarthy – bestselling author of Blind Spots, creator of the Blind Spot Assessment, and someone who went from leading a 54-person sales team to spending 33 months in federal prison – we unpack the unseen forces that drive our decisions and how to spot them before they wreck our careers. Kevin shares how his own blind spots landed him in prison for a crime he didn’t knowingly commit, what prison taught him about perception versus reality, and how leaders can build stronger teams by owning their mistakes. We talk confirmation bias, triggers, the “expert fallacy”, and why curiosity is a leader’s best defence. If you want to make smarter decisions, build deeper trust, and lead with real connection, this one’s for you. How to uncover blind spots and make better leadership decisions Give trusted confidants permission to challenge your thinking. Slow down and question your automatic “system 1” reactions. Recognise and manage your own triggers before reacting. Use curiosity to understand others’ perspectives, not just your own. Model vulnerability so your team feels safe doing the same. Timeline [01:33] – How “kernels of truth” hid the largest stock fraud in Washington state[06:56] – The moment Kevin learned the difference between moral and legal reality[10:42] – Why confirmation bias is every leader’s Achilles heel[13:05] – The “expert fallacy” and how seniority can make blind spots worse[17:15] – The prison lesson that transformed Kevin’s leadership approach[23:45] – Practical tips for spotting your own blind spots[27:47] – How to help your team surface and share theirs[33:36] – The one message Kevin would put on 10,000 billboards Links & resources Blind Spot Assessment: https://www.blindspotassessments.com/ Blind Spots by Kevin McCarthy: https://www.amazon.co.uk/BlindSpots-Good-People-Make-Choices/dp/0999103407 If you enjoyed this episode, please rate, follow, share and review the podcast – it helps more leaders find us and lead first, sell more.

If you want to keep great salespeople, you need to do more than set targets and push for results. In this episode, I talk to Andy Reid – global sales leader, startup mentor and author of Success is for the Curious – about the leadership traits that work whether you’re running a global bank division or a two-person startup. Andy shares why the best leaders are comfortable with their vulnerabilities, why you should stop trying to fix weaknesses, and how knowing yourself makes it easier to know (and grow) others. We cover curiosity, courage, and why you’ll get further finding the 1% that makes someone exceptional and doubling down on it. How to lead with vulnerability and play to your team’s strengths Get clear on your own identity as a leader – people follow authenticity. Accept and own your weaknesses so you can hire to fill them. Focus on amplifying strengths rather than fixing weaknesses. Treat each person as an individual – find their “secret sauce” and help them use it. Use curiosity to get others talking; use courage to ask the hard questions. Timeline [02:09] – Why knowing your identity as a leader makes it easier for people to follow you[04:11] – The most effective leaders are comfortable with their vulnerabilities[07:39] – Why focusing on strengths beats fixing weaknesses every time[10:29] – How happiness acts as a “success drug” for leaders and teams[12:51] – The power of finding each individual’s 1% and amplifying it[17:26] – Success as a “flow state” and how to recognise it[18:53] – Curiosity and courage: the two traits every sales hire needs[22:17] – The one message Andy would put on 10,000 billboards Links & resources Andy Reid’s website: andyreid.com.au Instagram: @andyreidcoaching Success is for the Curious – available at major booksellers If you enjoyed this episode, please rate, follow, share and review the podcast – it really helps others find us.

What if the root cause of your outbound problem isn’t the people but the system? In this episode, I’m joined by Gerry Hill, VP at ConnectAndSell and creator of Pipeline OS, to cut through the noise around sales development and give you a blueprint for scalable, effective pipeline generation. Gerry’s seen firsthand how most sales orgs are wasting time, money, and talent by focusing on the wrong things tech stacks over structure, "charisma" over rigour, meetings over behaviour. We talk about how to fix that. From restructuring SDR workflows to leveraging gamification and agile frameworks, Gerry walks us through how to turn your outbound chaos into a repeatable engine for revenue. If you’re a sales leader fed up with underperformance and overcomplication, this one's for you. How to build pipeline development systems that actually work Stop romanticising "sales artistry" and focus on the science: disciplined execution, repeatable process, and tight feedback loops. Use MECE (Mutually Exclusive, Collectively Exhaustive) thinking to segment work, avoid cross-threading, and drive clarity. Pre-build the outbound week: define lists, scripts, execution windows, and follow-ups—then let reps iterate and learn. Shift comp plans to reward behaviours, not just outcomes—introduce a points-based gamified system. Borrow from agile: treat outbound campaigns like sprints, with reps acting as scrum masters. Create systems where managers manage again—your process should do the heavy lifting on accountability and clarity. Timeline summary [01:45] – The biggest problem in sales leadership? Homogeneity and lack of shared mission. [03:32] – Why curiosity is the #1 trait Gerry hires for—and how it correlates with top performance. [05:04] – How to measure curiosity in interviews: chaos, not canned questions. [06:47] – Why complaints are a gift: they signal engagement and highlight blockers. [10:13] – Reps don’t need coaches—they need missions, systems and heroes’ journeys. [13:41] – Pipeline is strategy, not grunt work: why most teams are structuring it wrong. [14:32] – The power of the MECE framework in outbound design. [17:16] – Making boring-but-important work fun: points-based comp and behaviour-led incentives. [20:07] – Pipeline development = agile sprint. Here’s how to run it like software engineering. [22:33] – Don’t have a system? Then your tech stack is a liability, not a lever. [26:59] – Real servant leadership is not about being nice. It’s about hard-edged, mission-driven service. Links & resources Gerry Hill on LinkedIn: https://www.linkedin.com/in/beaccurate/ ConnectAndSell: https://connectandsell.com/ Pipeline OS: https://connectandsell.com/pipeline-hero/ Enjoyed the episode? Do us a favour rate, follow, review, and share Leadership that Sells. Every click helps another sales leader level up.  

Most sales leaders treat recruitment like an admin task. Big mistake. In this episode, I’m joined by David Revell, a specialist in finding, attracting and hiring top-tier sales talent in the cleaning and hygiene industry, to unpack why hiring is selling and why your job adverts probably stink. David shares how most companies only ever reach the weakest 5–10% of the talent pool, why the best salespeople will never touch your generic HR-written advert, and how a simple shift to a marketing mindset can triple your response from the right candidates. He reveals the formula that took his ad conversion rate from 10% to 65% overnight, attracting top performers who weren’t even looking. Forget tired job descriptions that read like professional ransom notes. This episode shows you exactly how to hook high-calibre salespeople, speak to their emotional triggers, and stand out from 10,000 other postings. How to write sales job adverts that get results Stop talking about your company — make the advert all about what the candidate wants. Understand the difference between a job advert (front of the cereal box) and a job description (the boring back). Hook both the emotional brain (lifestyle, freedom, control) and the logical brain (evidence, proof you can deliver). Focus 90% of your copy on benefits the candidate will gain, 10% on your company. Use benefits that filter for the right cultural fit (e.g. office buzz vs remote freedom). Timeline summary [02:19] – The biggest hiring mistake: treating recruitment as an admin task.[05:26] – Why most adverts only reach the weakest part of the talent pool.[08:13] – The tiny window when top passive candidates start looking.[10:44] – How David’s formula boosted ad success from 10% to 65% overnight.[15:04] – No one cares about your company — make it about them.[17:20] – Writing to emotional and logical drivers to hook the right people.[19:42] – Benefits as a bat signal for cultural fit.[28:01] – Case study: rewriting one ad landed a £25m-per-year sales leader on a pay cut. Links & resources David Revell on LinkedIn: https://www.linkedin.com/in/david-revell-8b0929b6/ Charta Recruitment: https://www.chartarecruitment.com/ If you enjoyed this episode, please rate, follow, share and review Leadership that Sells — it helps more sales leaders find the tools to lead first and sell more.

In this deeply personal and powerfully practical episode, I sit down with legacy alchemist Markus Neukom to unpick the roots of imposter syndrome and its impact on sales leaders and high performers. What starts as a conversation about doubt quickly becomes a masterclass in authenticity, identity, and learning how to lead from your core. We explore how imposter syndrome isn’t the real problem – it’s a symptom of something much deeper: an authenticity struggle. Markus shares his own experience of burnout and depression, and how facing it helped him rediscover his mission and reshape how he helps leaders thrive. If you’ve ever questioned your own worth, wondered why success doesn’t feel like success, or felt like you’re “winging it” at the next level — this episode is for you. How to overcome imposter syndrome by reclaiming your authentic self  Imposter syndrome is not the issue – It’s a trick. The real challenge is an authenticity struggle – not knowing who you really are. You are not what others reflect – Most people define themselves based on external feedback, not internal truth. Flip that. Deconstruct your past wins – Look at moments of true success and unpack what really made them work. That’s where your core value lives. Know thyself – Until you do, you’re reacting to the world instead of being rooted in it. Self-awareness is the real superpower. Don’t wait to live your legacy – You don’t need to “leave” a legacy when you can live one every single day. Timeline summary [01:12] – “I don’t teach anything I haven’t experienced”: Markus on walking the talk[04:55] – The moment depression hit and what it revealed about imposter syndrome[07:10] – Why your self-confidence is built on a lie (and how to rebuild it for real)[10:13] – Crabs, fleas and elephants: the brutal psychology of human conditioning[14:46] – Identity that can’t be taken from you: how to build confidence that lasts[19:05] – The question every leader must ask: Is this as good as it gets? [23:44] – A practical tool: how to reconstruct your own success stories to reconnect with your value[26:02] – “Imposter syndrome is a compliment” – what it really means when it shows up[27:26] – “If you can dream it, you can do it”: how to crash through the veil and operate in full freedom Links & resources 🌐 Learn more about Markus Neukom If this episode hit home for you, share it with someone who needs to hear it. And if you’re living your legacy — or ready to start — rate, follow and review Leadership that Sells. Let’s make it count.

In this episode of Leadership that Sells, I’m joined by Philip Atkinson — team coach, agile expert, and author of Be Wise: 12 Leadership Lessons from a Busy Beehive. Philip brings decades of global commercial leadership experience and distils it into practical, real-world guidance for sales leaders who want to lead smarter, not just harder. We dig into the surprising (and powerful) leadership lessons we can learn from bees — from how they make decisions, to how they structure teams, to how they know when to let go. If you’ve ever felt like your team is buzzing with activity but going nowhere, this episode is for you. We talk coaching, team dynamics, seasons of performance, and how to create true alignment in chaotic, high-pressure environments. How to lead like a beehive: collaboration, clarity and cycles Ask better questions and listen more – Great coaching starts with curiosity, not control. Shift from competition to collaboration – Sales teams should compete outside, not inside. Internal competition kills culture. Recognise roles evolve – Like bees, great teams change roles as they grow. Salespeople need progression, not just promotion. Know the season – Performance has cycles. Growth, rest and renewal all matter. Don’t expect summer results in winter. Decide like a hive – Gather intel, build consensus, commit. Don’t waste time on the wrong decisions with the wrong people. Communicate clearly – Bees deliver messages in the dark, in the noise. You have no excuse. Say less, mean more. Timeline summary [02:03] – Why Philip brought 12 guest experts into his book (and why leaders shouldn’t go it alone) [03:05] – The “aha” moment that made beekeeping a leadership metaphor [05:25] – The first thing every sales leader should do? Learn to coach by asking better questions [06:13] – Why most sales teams aren’t really teams — and what to do about it [09:30] – What bees teach us about career development and role evolution [14:32] – Understanding energy cycles: why you need to plan for endings, not just beginnings [17:38] – The “murder of the drones” – a dramatic lesson in adapting your skills before you’re obsolete [19:22] – How bees make life-or-death decisions as a team (and how your team can do the same) [24:00] – The biggest benefit of collaboration? Thinking harder before doing more [25:15] – What the hive would say if it could talk: communicate clearly, act consciously Links & resources🌐 Learn more about Philip Atkinson If this episode helped you think differently about leadership, decision making or team coaching, please share it with someone who needs to hear it. And don’t forget to follow, rate and review Leadership that Sells – it really helps us keep bringing these insights to your ears.

In this episode of Leadership that Sells, I’m joined by Joelle Kaufman – bestselling author, CRO whisperer and neuroscience-driven performance coach – and we’re diving deep into one of the biggest leadership superpowers: dealing with curveballs. Whether it’s a surprise customer objection, a missed number, or a life-altering diagnosis, Joelle lays out a powerful, actionable method to turn chaos into clarity. We unpack her Curveball Method, a science-backed approach that helps leaders stay grounded, activate their strengths, and respond with intention rather than panic. This one’s a masterclass in leading under pressure. If you’ve ever felt the fire alarm go off in your brain mid-crisis (you know the one), Joelle’s got a way to silence it, take a breath, and lead your team through with resilience and purpose. You’ll walk away with tools you can use today. How to lead through curveballs with clarity, calm and confidence Name the curveball – The first step is recognising you’re facing something unexpected. Say it: “This is a curveball.” Turn off the fire alarm – Stress shuts down your thinking brain. Take a deep breath, a sip of water, or close your eyes to calm your system. Get curious – Don’t panic, pause. Ask questions, gather facts, understand what’s actually happening before you react. Play to your strengths – What are you or your team good at? Lean in. If needed, tag someone else in. It’s about the win, not the heroics. Reframe your mindset – Even if it doesn’t go perfectly, there’s something to learn. That’s how you (and your team) grow. Create “happiness tripwires” – Small, reliable moments of joy (like a sunflower or a kind text) keep you fuelled for the long game. Practise curveball responses – Build resilience before it’s needed. Run scenarios with your team, reflect on what went wrong, and embed better reflexes. Timeline summary [01:14] - Joelle’s Curveball Method explained: “Life throws them. Leaders learn to hit them.”[06:33] - Step one: recognise the curveball, turn off the fire alarm, and breathe [08:44] - “It’s not about being a hero. It’s about winning the game — as a team”[12:34] - Cancer, curveballs and agency: how Joelle applied her method in life and business[17:05] - The power of happiness tripwires: “Little moments of joy that boost your immunity and your mood”[20:10] - Sales leaders, listen up: resilience starts with your battery[24:01] - The one skill we’re not teaching sales managers (but desperately need to)[25:13] - Why you need “batting practice” in your team meetings — not just pipeline reviews Links & resources📘 Crushing the Cancer Curveball by Joelle Kaufman🌐 Learn more about the Curveball Method: gtmflow.com/curveball 📍 Joelle on LinkedIn: Joelle Kaufman 📸 Instagram: @growthandresilience If you found this episode useful, please follow, rate, review and share Leadership that Sells — it helps us keep bringing you no-fluff, high-impact conversations to help you lead first and sell more.

In this episode of Leadership that Sells, I sit down with serial entrepreneur and business mentor Ral West — a woman who’s scaled multiple businesses (including one sold to Alaskan Airlines), built powerhouse teams, and somehow made it all look effortless. If you’ve ever felt like scaling a business means sacrificing your time, energy, or sanity, you need to hear this. Ral breaks down her 6 Essential Secrets to Business Success and shows why systems are the single most important thing sales leaders and entrepreneurs can implement — no matter how small your business or how “busy” you are. We talk high-performing teams, reducing stress, and why sharpening the axe (yes, literally) is the smartest move you’ll ever make. Oh, and she’s doing it all from Maui. Dream life? Check. How to build scalable success with systems (and still live your dream) Start with systems – If it’s not documented, it’s not repeatable. Systems create clarity, efficiency and consistency. Get aligned on vision and values – Without a clear direction, your team is just pulling in opposite directions. Cue chaos. Track performance – What gets measured gets managed. Data beats drama. Leverage everything – People, automation, education. Leverage multiplies effort and frees up time. Culture drives results – A strong, values-led culture attracts and retains high-performing people. Delight your customers – Don’t just meet expectations — exceed them. Delighted customers stay longer, spend more and bring friends. Timeline summary [02:21] - The foundation of great leadership: vision, values and a win-win culture [05:06] - Why “systems” are the most valuable thing you can build today [06:15] - Ral’s 6 Essential Secrets to Business Success (and why they all connect) [09:02] - “I don’t have time to build systems” – how to fix that mindset with one story [11:19] - Small tools, big wins: how Ral saves hours a day with simple tech [16:45] - Why she’s building a mastermind and how it helps entrepreneurs actually implement [19:44] - The power of collective intelligence and lifelong learning [20:48] - Where to find Ral and start building your dream life   Links & resources Free webinar on creating a smoother-running business: https://www.ralwest.com/get-webinar Weekly LinkedIn newsletter with strategies and tools: https://www.linkedin.com/in/ralwest Affiliate program for sharing my course with business owners: https://www.ralwest.com/affiliates YouTube channel with podcast appearances and interviews: https://www.youtube.com/@RalWest-wv3ou More details on my online course: https://www.ralwest.com If this episode helped you think bigger and lead smarter, share it with someone who needs to hear it. And don’t forget to follow, rate and review Leadership that Sells — it helps us help more leaders like you.

In this episode of Leadership that Sells, I’m joined by Carmen Sederino — performance master, speaking strategist and creator of the Illuminated Story Method — who shows us how to take the stage like a pro and lead from the front with presence, clarity and purpose. If you’ve ever sat through a mind-numbing, forgettable presentation (or worse, delivered one), this one’s for you. Carmen breaks down how sales leaders and execs can elevate even the most “corporate” moments into compelling experiences. Whether you're running a town hall, delivering strategy updates, or motivating your team through change, you’ll learn how to avoid the biggest presentation pitfalls, and instead connect with impact, intention and theatre-worthy precision. No fluff. Just hard-won insight you can use immediately. How to deliver unforgettable presentations that lead, not just inform Stop winging it – Rehearsal isn't the enemy of authenticity. If you think you're better off-the-cuff, you probably just haven't practised enough yet. Ditch the PowerPoint crutch – You’re the star, not your slides. Cut the clutter and make your deck serve your message, not replace it. Create a show, not a slide deck – From tone and timing to lights, sound and storytelling, make your message an experience, not an information dump. Practice like a pro – Amateurs practise until they get it right. Pros practise until it can’t go wrong. Aim for 7 run-throughs, minimum. Lead with empathy – Put yourself in your audience’s shoes. What do they need to hear, feel and believe? Timeline summary [04:28] - How introverts can still own the stage by playing with their authentic range [06:15] - “You must be believable to be trusted — and to be believed, you need confidence and presence” [07:16] - The 3 C’s of speaking: clear, confident, and compelling [11:07] - The #1 mistake leaders make: winging it (and why it’s killing your credibility) [13:18] - Avoid this one word in your speeches that instantly kills momentum: but [15:07] - Why Steve Jobs rehearsed like a theatre actor (and why you should too) [22:00] - “You are so much more interesting than your PowerPoint” — how to own the room without hiding behind slides [25:22] - What Carmen would put on 10,000 billboards: What if it was you? [29:00] - Carmen’s book recommendation: Ride of a Lifetime by Robert Iger Links & resourceshttps://www.linkedin.com/in/carmen-sederino-0788b513/ https://www.instagram.com/illuminatedstory/ https://www.facebook.com/IlluminatedStory If you got value from this episode, please take a second to rate, follow and share Leadership that Sells. It really helps more people like you lead better and sell more.

This is a special episode—it's me chatting with my Mum. I've learned a lot about leadership over the years, but it’s humbling to sit down with the person who taught me first and most. My Mum, Andrea Morton, spent decades as a headteacher, leading schools through everything from petrol bombs and staff conflicts to building community pride from scratch. Throughout our conversation, I was delighted that one idea kept shining through: great leaders like my Mother are simply on their people's side. It's not complicated. It's genuine care and support, small gestures that build trust, and stepping up to clean the school yourself when needed. Her stories aren't flashy, they're real and practical. Leadership, according to Mum, isn’t about ego. She says it’s about service. Here are three big lessons she shares here about "being on their side": Serve first, lead second: Leadership isn’t about authority - it's about helping your team succeed. Mum started with simple things like improving the staffroom, making sure teachers had what they needed. It showed she genuinely cared. Deal with trouble early: When there's a problem, waiting won't fix it. Mum tackled tough situations fast, protecting her team's morale. She never let issues linger, knowing it would only make things worse. Build something together: People feel connected when they're part of building something meaningful. Mum involved teachers, kids, and even parents in designing uniforms and shaping the school's identity. It gave everyone pride and belonging. This is probably the most personal episode I've done. It's my Mum’s wisdom, but it's for anyone who wants to lead with heart, humility, and genuine care. I hope you enjoy this 100th episode - and if you find value in it, please rate, share, and review. It helps more people find conversations like this one.

In this episode, I sit down with Sylvana Rochet – the leadership advisor trusted by execs from Tesla, Slack and Apple – to talk about how to lead through the chaos of high-stakes transitions without leaving your people behind. Whether it’s an IPO, a layoff, or a burnout-fuelled exit, Sylvana helps leaders get clear, stay human, and lead with intention. We dig into the real blind spot most execs miss: the emotional fallout of change. You can’t just tick off the legal and financial to-do list and expect the team to bounce back by Thursday. We unpack how slowing down, asking better questions, and connecting to your true intentions can transform the way you show up and lead. Whether you're scaling fast or just figuring out what’s next, this one’s gold. How to lead through big transitions without losing your people Plan for the people – Most leaders focus on logistics and forget the emotional reality of transition. Your people need space to process. Give it to them. Slow down to speed up – Honour the human side of change now and you’ll move faster later with a team that’s energised and bought in. Use the three C’s – Clarity, curiosity and courage. Get clear on your intention, get curious about what you don’t know, and find the guts to do what’s right, even when it’s hard. Set your intention – Every conversation, every decision, every day. Don't drift. Be intentional with how you show up and what you want to create. Practise X-ray listening – Go deeper than the first answer. Ask better questions. Listen for what’s said and unsaid. That’s where the truth is. Timeline summary [02:55] – The leadership blind spot in transitions: ignoring the human element [06:33] – “Slow down now so you can go faster later” – why pacing matters [07:37] – The Three C’s: clarity, curiosity and courage – your go-to framework [12:01] – “Your real intention? To prove you’re as good as your sibling.” [14:13] – The billboard test: What is your intention? [19:03] – How to practise X-ray listening and actually hear what matters [23:39] – Listening as an act of relationship, not just a transaction [25:00] – Transition coaching: clarity, courage and what's next [27:16] – Build an identity that no one can take from you [27:41] – Book rec: The Courage to Be Disliked and why it’ll blow your mind Links & resources 📘 Book recommendation: The Courage to Be Disliked by Ichiro Kishimi and Fumitake Koga 🔗 Connect with Sylvana Rochet on LinkedIn  If this episode sparked something for you, share it with a fellow leader going through change. And don’t forget to rate, follow and review Leadership that Sells – let’s help more managers lead first and sell more.

What’s the smartest way to take over a team without falling into the usual traps? In this episode, I’m joined by Carl Sharperson Jr. — a former Marine Corps pilot, corporate VP and leadership coach who’s worked with brands like Chick-fil-A, BMW and Lockheed Martin. Carl shares the exact process he uses to walk into a new team and turn it into a high-performing system (not just a team). We get into how authenticity and resilience aren’t just personal values — they’re strategic leadership tools. Carl breaks down his "join-up" approach for building trust, getting buy-in and turning adversity into fuel. No theory here. Just straight-up, battle-tested tactics from someone who’s lived it in the military, the boardroom and life-or-death moments. If you’re a leader stepping into a new role — or rebuilding a struggling team — this one’s essential. How to take over a team and turn it into a high-performing system Build trust with a “join-up” conversation — start with your own storyAsk what the org can do better, from their perspectiveSet expectations and invite the truth, even if it’s uncomfortableAsk: “How can I help you?” Solve one problem, earn long-term loyaltyCo-create the vision, strategy and plan — don’t dictateFocus on the system: people, processes, relationships and metricsTeach resilience: if you quit once, it gets easier to quit again Timeline summary [04:52] - The P&G plant that outperformed by building trust and diversity [11:07] - Carl’s join-up method: the conversation every new leader should have [13:20] - “Help them with one problem, and you’ve got a friend for life” [16:13] - Turning trust into results with clear, co-created goals [20:01] - Why high performance means building systems, not just teams [24:46] - Resilience in action: what football, cancer and leadership have in common [31:33] - Why you should go with their solution, even if yours is better [36:08] - The real leadership challenge execs confess too late: balance [40:08] - Carl’s message to the world: “Love covers a multitude of sins” Links & resources 👉 www.carlsharpersonjr.com 📘 Sharp Leadership: Overcome Adversity to Lead with Authenticity — available on Amazon If this episode helped shift your perspective, do me a favour: rate, follow, share or leave a review. Let’s help more leaders lead first and sell more.

In this episode of Leadership That Sells, I sit down with Dmytro Tymoshchuk, serial entrepreneur, co-founder of DST Group and CEO of ToolsOn, a platform that’s set to transform how digital businesses manage operations. But what starts as a chat about building software quickly reveals a deeper superpower: Dmytro is a master at finding hidden talent and unlocking people’s potential. We talk about his journey from engineer to entrepreneur, the challenges of managing complex businesses with duct-tape tools like Excel, and the real reason so many startups fail. Dmytro explains how he built not one but two successful companies by spotting greatness in people others overlook—whether it’s a prompt engineer hiding in a basement or a future CTO working their way up from the ground floor. We get into practical ways to identify raw talent, the questions that matter in an interview, and how to turn people’s passion into performance. If you're tired of hiring the obvious candidates and want to start finding the difference-makers, this one’s for you. How to spot hidden talent and build teams that scale fast - Look for people already creating things, even if it's not in your field. - Prioritise hands-on experience over academic abstraction. - Pay attention to how they speak—clear, precise language often signals deep thinking. - Give them a real challenge with purpose and autonomy, then see how they run with it. - Offer remote flexibility as a serious advantage to attract motivated self-starters. - Nurture internal talent—developing leaders from within often beats hiring externally. Timeline summary [02:01] – “I'm a geek who doesn't code” – how Dmytro helps engineers make better decisions [04:22] – The pain of patchwork tools: why ToolsOn is built for digital-first operations [10:10] – “We're not building a Swiss army knife” – how a framework beats a feature list [14:45] – 100 customer interviews in 2 months: solving problems people actually care about [22:34] – Behind the build: the 13-year journey of trust and team chemistry [29:03] – Finding a prompt engineer in a music producer’s basement [36:34] – The roadmap mindset: how to turn talent into scalable execution [43:40] – Why you should train people to be great at what they’re already good at [46:57] – “Be responsible and live by your conscience” – wisdom from Dmytro’s grandmother Links & resources Connect with Dmytro on LinkedIn If this episode made you think differently about talent, teams or your own leadership potential, do me a favour: follow the show, share it with someone who needs to hear it, and leave us a quick rating or review. Let’s build better leaders, one episode at a time.