Front Page Agency Inc

Happy Thanksgiving From Front Page Agency Inc. As we gather to celebrate this season of gratitude, I wanted to take a moment to express my sincere appreciation to this incredible LinkedIn community. Over the years, your support has meant more to me and our team than words can truly capture. Whether you've liked a post, shared insights, offered encouragement, or simply been part of our journey, you've contributed to our growth in meaningful ways. This platform has connected us with remarkable professionals, fostered genuine relationships, and created opportunities we never imagined possible. Each interaction, comment, and connection has enriched our professional lives and reminded us that we're part of something bigger than ourselves. Thank you for being part of our story. Thank you for your trust, your engagement, and your continued presence in our network. We're grateful not just today, but every day, for the community we've built together. Wishing you and your loved ones a wonderful Thanksgiving filled with warmth, joy, and plenty of reasons to be thankful. With gratitude, Front Page Agency Inc.

Stop hiding in your office during your first 30 days as a Direct Sales Leader. It's time to get in the field and build real credibility with your team. Here's what you don't need: 1. Back-to-back internal meetings that keep you at HQ 2. Endless strategy decks before you understand the reality 3. Waiting until day 60 to meet your sellers in action 4. Assumptions about what's working based on CRM data alone Here's what you do need: → Daily ride-alongs to see how deals actually get done → Weekly 1:1s to build trust and uncover coaching opportunities → Live pipeline reviews that reveal deal quality, not just quantity → Skill practice sessions where you model the behaviors you expect → Accountability rhythms that create consistency across your team Stop managing from a dashboard. Stop postponing the hard conversations. Stop assuming your team knows you're invested in their success. Your first 30 days set the tone for everything that follows. Show up, coach live, and earn respect through action. Ready to lead differently?

Top Rep to Team Lead Transition Tips: 1. Stop celebrating your own wins and start celebrating your team's wins 2. Replace "I closed it" with "How can I help you close it?" 3. Block coaching time on your calendar like you used to block prospecting time 4. Stop jumping in to save deals—let your reps learn from their mistakes 5. Shift from being the smartest person in the room to making others smarter 6. Trade your competitive edge against peers for collaboration with peers 7. Stop hoarding your best strategies and start documenting them for the team 8. Replace your personal quota obsession with your team's development obsession 9. Measure success by how many reps you elevate, not how many deals you close 10. Let go of being the hero and become the hero-maker instead Your identity as a leader isn't built on what you can do—it's built on what your team achieves because of you.

Your best reps don't need motivation. They need clarity. Most 'low motivation' is really low clarity. We've managed sales teams for 12 years. Here's what we learned: When a rep isn't performing, we think they lack drive. So we send motivational messages. We give pep talks. We offer incentives. But that's not the real problem. The real problem? They don't know what to do next. They're stuck because: → The target is unclear → The process is confusing → The priorities keep shifting → Success looks different every week Your top performers aren't more motivated. They're more clear. They know: - Which accounts to focus on - What message resonates - How to move deals forward - When to ask for help Here's what changed everything for our team: Instead of asking "Are you motivated?" We started asking: "Do you know your top 3 priorities today?" "What's blocking you from closing that deal?" "Which part of the process feels fuzzy?" The shift was immediate. Reps who seemed "checked out" suddenly came alive. They didn't need a motivational speech. They needed someone to remove the fog. Before you blame motivation, audit for clarity: ✓ Are your goals specific and measurable? ✓ Do your reps know the exact steps to success? ✓ Is your feedback clear and actionable? ✓ Are priorities consistent or constantly changing? Motivation is the spark. Clarity is the fuel. Your job as a leader isn't to pump people up every morning. It's to make the path forward so clear they can't help but move. Stop trying to motivate confused people. Start creating clarity for capable people. What's your take? Have you seen this in your teams?

Dear Leaders, We need to have an important conversation about how we approach training and development in our organization. Training Isn't an Event — It's an Operating System. For too long, many organizations have treated training as something you schedule when things go wrong. But here's the reality we need to face together: If training only happens when performance drops, it's not training—it's damage control. Think about it this way. When we wait until problems emerge before we invest in our people's development, we're essentially running our organization in crisis mode. We're constantly playing catch-up, reacting to issues instead of preventing them. That's not a sustainable strategy for growth or excellence. What we need instead is to fundamentally shift our mindset. Training should be woven into the fabric of how we operate every single day. It should be as essential to our business as our financial systems, our customer service protocols, or our quality controls. It's not a program you roll out once a quarter or a workshop you attend when metrics decline. It's an ongoing, intentional, and integrated part of how we do business. When we build training into our operating system, we create a culture of continuous improvement. We empower our teams to stay ahead of challenges rather than scramble to catch up. We invest in prevention, not just remediation. This is the leadership challenge we're asking you to embrace: Make learning and development a constant, not a contingency plan. Let's build something better together.

Hiring for "experience" is killing your team. Here's what actually matters. Most companies waste money on impressive résumés that deliver zero results. They hire people who look perfect on paper but can't adapt when things get hard. Real A-players aren't about years of experience. They're about how they think and grow. Here's what true A-players bring to your company: Learning agility - They pick up new skills fast and ask the right questions. Less training time. Faster results. Ownership mentality - They fix problems before you notice them. They care about outcomes, not just tasks. Team elevation - One A-player makes everyone around them better. That's multiplied ROI. Adaptability - When plans change, they pivot. No complaints. Just solutions. Mission alignment - They understand WHY their work matters. This means they stay longer. When you hire only for experience, you get: A tiny talent pool of overpriced candidates. Cultural stagnation with zero fresh ideas. Complacent employees who stop growing. Bad hires that cost 3x their salary in lost productivity. The fix is simple but hard: Test for problem-solving, not credentials. Interview for thinking, not memorization. Hire for potential, not polish. Show A-players what they actually want: growth, meaningful work, autonomy, and other high performers. Experience tells you what someone has done. Capability tells you what they can do. In a world that changes overnight, capability wins every time. Stop hiring résumés. Start hiring people who make your business better. What qualities do you look for in A-players? Drop your thoughts below.

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Sales objections aren't roadblocks. They're invitations. Most reps hear "I need to think about it" and panic… rushing to overcome, convince, or close harder. But here's what's really happening: Your prospect just told you exactly where the gap is. They're not pushing you away… they're showing you what's missing in their mind. The problem? You're treating objections like something to defeat instead of something to explore. Think about it like this: When someone says "It's too expensive," they're not saying no to your price… they're saying they don't see enough value yet. When they say "I need to talk to my partner," they're not stalling… they're telling you they're not the only decision maker. When they say "Now's not the right time," they're not rejecting you… they're saying the pain isn't urgent enough. So instead of fighting objections, get curious about them. Ask: "What specifically feels expensive about it?" Or: "Help me understand what needs to happen before the timing works." Now you're not debating… you're diagnosing. And when you diagnose correctly, the objection dissolves on its own. Because the goal isn't to win an argument. It's to uncover what's really going on beneath the surface. Objections aren't the enemy. They're the map.

Sales development isn't about hitting numbers. It's about building a system that makes the numbers inevitable. Too many SDRs wake up every day hoping they'll hit quota… throwingdarts at a board, praying something sticks. But hope isn't a strategy. The best SDRs I've trained don't rely on hope. They rely on process. They don't wonder if they'll book meetings, they know exactly how many calls, emails, and conversations it takes to generate one qualified opportunity. They've mapped it. Tested it. Refined it. Here's what separates the top1% from everyone else: → They treat every conversation like a surgical strike, not a spray-and-pray campaign → They disqualify faster than they qualify because they know their time is their most valuable asset → They focus on problems, not features, because nobody buys a solution to a problem they don't feel Sales development isn't the minor leagues. It's where you learn the fundamentals that will carry you through every stage of your career. Master tonality. Master curiosity. Master disqualification. Do that, and you won't just hit quota. You'll redefine what's possible.

How to Stand Out in Interviews When You Don't Have a Big Resume Yet Let's be honest. Early in your career, you won't have years of experience to talk about. But here's what most people miss: Interviews aren't just about what you've done. They're about how you think, learn, and show up. Here's how to stand out even with a lighter resume: 1. Tell stories, not bullet points Don't just list what you did in your internship or project. Walk them through a specific challenge, what you did about it, and what happened. Even small experiences become powerful when you tell them well. 2. Show you've done your homework Research the company. Understand their products, challenges, and culture. Reference something specific in your answers. This alone puts you ahead of 80% of candidates. 3. Ask questions that show you're thinking ahead Don't ask questions you could Google. Ask about team dynamics, growth opportunities, or how success is measured in the role. Good questions show you're serious about the opportunity. 4. Be honest about what you don't know You won't know everything. That's expected. But show how you'd figure it out. "I haven't used that tool yet, but here's how I quickly learned X in my last project" goes a long way. 5. Bring energy and curiosity Skills can be taught. Attitude can't. Show genuine interest in the role and the problems you'd be solving. Enthusiasm is memorable. 6. Follow up with intention Send a thank-you note that references something specific from your conversation. It shows you were listening and that you care. Most candidates skip this. Don't be most candidates. Your resume might be short, but your preparation doesn't have to be. The candidates who get hired aren't always the most experienced. They're the ones who show potential, preparation, and the right mindset. What helped you stand out in your early interviews? Drop a comment below.