Katharine Graham – https://www.amazon.com/Personal-History-Katharine-Graham-ebook/dp/B004FYZ3P4 Ursula Burns – https://www.amazon.com/Where-You-Are-Not-Who/dp/0062879294 Diane Von Furstenberg – https://www.amazon.com/Woman-I-Wanted-Be/dp/1451651546/ Coco Chanel – https://t.co/FaIWBr1V18 Indra Nooyi – https://www.amazon.com/My-Life-Full-Family-Future/dp/059319179X/ What do you recommend?

Anna Wintour: https://www.amazon.com/Anna-Biography-Amy-Odell-ebook/dp/B09JPJLW9M/ Annette Verschuren – https://www.amazon.com/Bet-Me-Leading-Succeeding-Business-ebook/dp/B013PL1PAY Jaime Schmidt – https://www.amazon.com/Supermaker-Crafting-Business-Your-Terms/dp/1452184860

Martha Rules https://www.amazon.com/Martha-Rules-Stewart/dp/1594864705 Estée Lauder’s autobiography: https://t.co/HVB9l9lXg5 Barbe-Nicole Clicquot Ponsardin – https://www.amazon.com/dp/0061288586?ref_=cm_sw_r_apin_dp_6HPKJXB8RX1Z4TKMVSM9

“What are the best biographies about women in business?”- Ruben Harris asked on Twitter. The question made me stop and think. What’s on your list? I went through some answers in his thread and picked some that I am looking forward to checking out:

Instead, keep listening and digging deeper about what’s really motivating them. Once you hear it, make notes. And when you hire this person, work with this person to show them how they can achieve their non money goal with the comp plan you have for them.

This tip is the quickest way to double your candidate pipeline. So what do you do with this info? In the interview when you ask about goals and a sales candidate doesn’t talk about how much money they want to make, don’t dismiss them.

The other half is internally motivated: by some internal goal, purpose, passion, event. One is not better than the other. If you believe that money is the only motivating factor for your sales person, then you would not hire the other half that will crush it for you.

“Olga, why would I hire this sales person who doesn’t care about money?” – I heard this expressed in numerous ways over the last 10 years. Want to hear a secret? Half of great sales people are externally motivated (aka driven by money). The other half?

He set an example of how to survive when you are an underdog. And I will never forget the annoying looks of other taxi drivers who were parked at the hotel waiting for the business to come to them while my dad would take one trip after another. 😂

– Once you know what is important to someone you need something from, figure out how to do that and go do that. – Don’t be like everyone else. My dad is my hero. He never lectured me. Instead…

– I don’t need a fancy equipment or business cards to start a business -I always have to think outside the box to solve the problem – There is never a stranger that I meet after I saw my dad treating everyone like they were his friend

And in return, they all called my dad when a guest needed a ride. I remember thinking how smart my dad was to figure this shortcut. He clearly was amazing at sales without knowing it. And I learned a bunch of lessons:

So without a car, and with crazy hours, they had a hard time getting to and from work, so he offered to pick them up from home and take them to work and then back home when they were done. Not one said no. He gave them something they really needed and appreciated.

Want to know what was the thing he offered to all the front desk ladies? At that time in Russia very few women had their own cars, and because of the 12 hour shifts, the hours were crazy for these front desk ladies.

He also almost never had a full night sleep, and would sleep 2-3 hours here or there. His phone was on all the time. I don’t know how he did it. But we always had food at home and he would always take us to school in the morning.

offer them something not a single one of them ever refused. After that, they would call my dad for EVERY customer who needed to go anywhere. My dad got busy so fast, but very rarely would say no to a call.

We lived in a 700 sq ft house with no bathroom inside, but the location was great – there was a very fancy 4 star hotel nearby. So instead of parking outside the hotel and wait for customers, like other taxi guys did, My dad would go in, meet front desk receptionists and …

He had 3 daughters and our mom stayed at home with us. He had to figure out a “job” that paid him daily in cash so he could take care of us. He didn’t have any time to mess around. We all had to survive in 1990s Russia.

My dad became a taxi driver once we moved to Russia when I was 11. He didn’t have business cards, had an old Orange 20 year old Mercedes but somehow got all the small boutique hotel’s business with all the fancy business travelers next to us. How did he do it?

Are they thick skinned? Or making excuses? There will be time for you to sell your company to them, but first see if you are dealing with the real sales person and stop talking so much. Let them show you who they are. Want more sales hiring tips? https://revenuehire.com/easy/

Stop wasting your time and start paying attention: – how are they building rapport with you? – do they know why you are looking for help? – are they figuring out your pain? – are they qualifying you? -closing you from one step to the other? -are they following up?

Making many costly SALES hiring mistakes set me off to figure out how to predictably hire sales people who would perform. There is a lot to it, but in summary, your sales hiring process has to look like a sales process where you are a client and a candidate is selling to you.

Sales hiring is the opposite of general hiring. What works in general hiring will not work when you try to hire a sales person who is right for your business. I wish I knew that 12 years ago before I wasted time, money and opportunities.

That’s how you figure out the best questions to ask to get exactly what you are looking for. Want more tips about sales hiring? https://revenuehire.com/easy/

And then I would ask similar questions about previous roles. You have to think about your profile you are hiring for, before you google “Best questions to ask in the sales interview.” Profile prep is 80% of your successful sales hire.

For example, you are looking for a hunter. Someone who can find and close new deals for you. Questions I would ask would be: In the last role, how many new deals have you closed? How did you find those deals? How many leads did you talk to close one deal? etc.

Reverse Engineer the questions you have to ask to figure out if they fit the profile. And then… Ask for real life examples from THEIR experience. Not some book, on training they took, or blog they read.

“What is the best interviewing question for sales people?” – I get that question so many times from the hiring managers. It’s a wrong question to ask. There is no such thing. Instead, you need to know the profile you are hiring for. And then…

Success tip: make sure you include what you accomplished and what can you bring to the table. Your resume is your chance to brag, not show off your design skills.

If you are currently looking for a job, please make sure your resume doesn’t have any fancy formatting or formatted in a weird way. Why? Because resumes have to be parsed these days before any human can search or see them. Want to be found and get more interviews? Keep your resume as simple and straight forward as possible in terms of a format. Otherwise, parsing technology won’t be able to recognize data that may be crucial when a potential employer is looking for you (on Indeed, their internal ATS, etc). Your resume is not a time to show off your creative skills.

It’s a Waste of time. They can’t really share much with you about his performance. That’s why getting Bob’s permission and introduction is a key. There. Never waste your time doing references wrong again.

Pro-tip: Ask Bob to coordinate a call with his references and you, so you avoid playing phone tag with them forever. Never do this: Unless you just call to verify employment times, don’t call Bob’s previous employers out of the blue.

This simple exercise is actually a test: Is Bob cooperating and actually has 3 previous managers who can vouch for him? If yes, you’ll get a more honest feedback. If not, you just saved yourself from a costly hiring mistake. Run now.

How? Ask Bob to send you 3 previous managers/bosses he had in the last couple of roles (one exception could be where he is currently employed). Not a teacher from 20 years ago. Not a coworker they used to grab a beer with. Actual managers.

Here is a deal though: those glowing recommendations are most likely completely not useful or true. But there’s a better way! Instead of asking for references, and getting a list of people Bob decided to offer you, YOU flip the script.

When someone asked you for a reference in the past, have you ever given them someone you know would not vouch for you? Hope not. So the chance of you getting glowing recommendations for Bob is super high. Get ready to hear how amazing Bob is.

But before, you gotta check Bob’s references, right? Not so fast! Here is a question for you:

Why checking References is a waste of your time (and what you can do instead). So, You’ve been interviewing, finally found a candidate you like (let’s call him Bob) and ready to write an offer letter.

Men are not selfish @#$s today’s world makes them to be. MEN are wonderful beings who (mostly) want to be helpful. So, adding men’s “secrets” to OUR superpowers will only help us win more. Go ahead and try! Happy win-winning!

1) make sure I incorporate these secrets into how I work; and 2) build even closer relationships with men in my life. Both in business and at home.

I love being a woman and having ALL my female superpowers of running my business (that’s for another post), but at the same time learning HOW men OPERATE in a business world early on has HELPED me:

Men set their whole life/day to make sure he is focused on what’s important to him. For us ladies, our list of priorities usually includes a gazillion other things and what should be super important doesn’t get as much time/attention.

3) Men are SIMPLE: if it’s important to him, he will put ALL his attention/time/resources on that. Distractions are screened out.

is this working?

If there is no clear path to replicate to grow/have a repeatable process/recurring revenue, they usually move on to something else. While we, as women, are focusing (mostly) on growing a business that’s more solopreneur-like with a smaller team while using the skills we have.

2) One of the first questions men ask each other in a business context: HOW are you SCALING/growing your business? I noticed men are more OBSESSED with building for scale/revenue/legacy, etc.

Compared to women who are afraid to ask because we don’t want the other person to think we only have a relationship with them for some benefit. If a man can, he will help. It’s that straight forward. I have so many stories when I did that and how many doors opened for me.

What do MEN do differently??? Here are the THREE “secrets” I learned: 1) Men TRULY network and more importantly, they USE their network. They put time into building relationships and then ASK for the help when they need it. If they know someone can help them, they simply ask.

To be a member you had to run a million dollar business. SO I was meeting each month with 8+ other CEOs (who were all men) and went to countless learning/networking events with (mostly) men. I was fascinated: WHY were there so MANY men members compared to women???

HOW are these “secrets” helping me win like a WOMAN? I used to be a part of EO (Entrepreneurs Organization) for almost 3 years with my previous company. Back in those days our Austin chapter was mostly men. Out of 120 or so members we MAYBE had 8 women total.

Why are there so many MEN running million dollar companies compared to WOMEN? Do men KNOW or DO something we don’t? Below are THREE “secrets” I learned ABOUT men that help them be more successful while being one of a few women in (mostly) all men’s organization. AND…

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