Two years ago, GTM was just another buzzword. Today, more and more roles are adopting a GTM approach - and even GTM titles. The shift is no longer confined to Marketing or the boardroom. It’s being felt in Enablement, in Customer Success, and even in L&D. Two years ago, GTM was just another buzzword. Today, more and more roles are adopting a GTM approach - and even GTM titles. The shift is no longer confined to Marketing or the boardroom. It’s being felt in Enablement,

If you’ve ever felt stuck in your career - moving sideways, never quite “moving up” - you’re not alone. Many talented L&D professionals...

Every HR leader I’ve worked with is an expert in people, culture, and process. But when it comes to hiring sales talent, even the best teams face an invisible challenge: Sales candidates are trained to “sell” themselves just like they would to a buyer. Without the right interview lens, top-performing candidates can blend in with average ones - until it’s too late. In my work with Talent Acquisition Managers and VPs of HR, one pattern stands out: Hiring salespeople without a

In almost every Sales Dev training I’ve run in the last 15 years, I’ve seen the same pattern: A prospect is showing interest by making the first move (via gated content or through other common CTA).The rep feels the momentum. And then… they pitch. Too soon. The prospect pulls back. The meeting never happens. Why this happens? It’s not because your reps don’t care, or because the leads are bad. It ’s because most reps are trained to book the meeting as the primary goal… but

Here’s the hard truth about Enablement: 👉 When sellers hit quota, no one questions Enablement. 👉 When they don’t - Enablement is the first to go. Why? Because most Enablement teams operate in the Confusion Gap - that fuzzy, dangerous grey area where: Nobody knows what Enablement truly owns Leaders don’t understand how to fully leverage their Enablement function Product Marketing, RevOps, and Enablement trip over each other And everyone silently prays that this month’s pipel

A few years ago, I was leading workshops and enablement sessions - doing what I loved - but deep down, I knew I had more to give. Fast forward to today: I’ve just stepped into my dream role as VP of GTM and Sales Development. Why? Because CEOs today need multidisciplinary leaders - practitioners who are willing to step outside their comfort zones and jump onto a fast-moving train with grit, adaptability, and a lessons-learned mindset. If that sounds familiar, it’s because t

Lately, I’ve been speaking with founders and early-stage entrepreneurs building the next wave of sales tools. As someone who’s experienced this world from every angle, as a Power User, Consultant, Design Partner, and Strategic Advisor - I can tell you: this shift was inevitable. There’s one clear signal across the board: 👉 Vendors are no longer setting the rules. Users are. Just like the telecom industry 15 years ago! Back then, cellular providers controlled everything - F

As a Talent Acquisition Manager, Sales Recruiter or BP, you know this by now - Not all salespeople are created equal - and hiring the wrong type can hurt your pipeline and team performance, and most importantly - the business' goals. As someone who’s led sales teams and built enablement functions from scratch, I’ve seen too many recruiters left guessing during interviews - without the tools or support they need from the hiring manager. The results? Bad fits Long hiring cycles

I found a $3M leak and no one saw it coming! Let me tell you a story. Back when I led Enablement at a global company, I noticed something odd: our top-performing reps were struggling to hit quota, while mid-level reps were mysteriously booking tons of meetings. Turns out, SDRs were hand-picking which AEs got the good leads - bypassing the automated system. The result? 🥇 Our best closers weren’t getting enough at-bats 🤷‍♂️ Less experienced reps were burning through hig