How to Become a Leader on your Sales Team – Outside Sales Talk with Jason Treu
Jason Treu coaches executives, managers and their teams to maximize their leadership potential and operate at peak performance. He’s the best-selling author of Social Wealth, a how-to-guide on, building extraordinary business relationships, which has sold more than 45,000 copies. In this episode, Jason reveals his tips on how to become an extraordinary leader.
About the Guest: Jason Treu is a leadership, culture change, employee engagement, team building, and motivational keynote speaker. He provides coaching, speaking & workshops to develop great leaders and maximize employee engagement.
He had helped thousands of people achieving their most ambitious goals by becoming more self-aware, resilient, creative and confident. He advised leading organizations such as Google, Amazon, Southwest Airlines, Microsoft, Blue Cross Blue Shield, CareHere, E&Y, Worldwide Express, Gillette, Oracle & SMBs on how to improve leadership.
He was a featured speaker at TEDxWilmington 2017, where he debuted his breakthrough team building game “Cards Against Mundanity”
One vitally important question to ask each team member [17:42]
A great way to give constructive feedback [21:54]
Ways to brainstorm more effectively with your team [24:55]
Jason’s donation to the Agent Success Toolbox [31:30]
How to break through your goals.
Plus so much more.
Jason Treu
Jason Treu coaches, conducts workshops (leadership, management and team building) & keynote speak for executives, managers & employees that are fueled by a passion for accomplishing seemingly impossible goals and building extraordinary teams that perform at the highest level.
Bottomline: Jason helps individuals and teams show up on their field of play as the best version of themselves.
Jason works with talented individuals & leading organizations such as Google, Amazon, Southwest Airlines, Microsoft, Blue Cross Blue Shield, CareHere, E&Y, Worldwide Express, Gillette, Oklahoma City Thunder, Merck, Novartis, & many SMBs in various industries (including venture capital, private equity, real estate, etc).
Jason knows mental performance, leadership and team building better than anyone. He has mastered management best practices that have an immediate & significant impact.
Jason is not for everyone. He makes mistakes. But he is always learning & developing new programs & practices (such as his team building game, Cards Against Mundanity, that 12,000+ employees use.)
Jason’s focus areas: leadership, managing others, self-awareness/emotional intelligence, team building & employee engagement, hiring, on boarding and working with new managers.
What does an extraordinary team leader and manager do differently?
They create an environment and experience that brings out the unique best in each person and combines those contributions with other team members to create something that no individual could do by themselves.
That’s where the magic happens! And that’s the bar / threshold for every manager to reach.
When was there a time in your career in which you felt like everything was working exactly as it should be? What was it about the people and the environment that created it to happen? Be specific.
This will help you understand the atmosphere and environment where you do your greatest work. You can proactively create this no matter where you work and/or what level you are. You can get people to engage with you that helps you (and also helps them).
99% of people just accept where they are at versus being proactive to create something better for themselves and everyone they touch.
Here’s a major reason companies are failing at employee engagement. ADPRI study states the most effective way to improve engagement is to focus on teams. #1 priority is to build “extreme” trust (lower levels of trust matter little).
“Team members who strongly agree that they trust their team leader are eight times as likely to be fully engaged as those who don’t. This trust must be deep and without question. A team member who merely agrees that she trusts her team leader shows roughly the same level of engagement as does someone who actively distrusts his team leader. For trust to matter, it must be extreme.”
