Author Archives for Shanan Marshall
May 7, 2025 12:58 pm
Published by Shanan Marshall
Similar to Sales DNA, Sales Leader DNA talent has two major components: Potential DNA which reflects the individual’s natural personality traits. While this foundational potential cannot be created through coaching or experience, it can be optimized and developed. Think of it as a person’s natural range within which development can occur. Skills, Competencies and Knowledge which can be developed through training, coaching and experience. Our research indicates that there is typically a low correlation between success as a sales performer and success as a sales leader. A top performer may become a strong manager or may struggle profoundly. That is why sales performance alone is not a reliable predictor of leadership success. Many organizations have learned this the hard way, promoting top performers into leadership roles only to experience the “DOUBLE WHAMMY”: losing a great salesperson and gaining an ineffective manager. To avoid this, it’s essential to assess leadership potential......
April 30, 2025 9:39 am
Published by Shanan Marshall
Drive smarter hiring decisions. Predict revenue. Maximize ROI. Talent acquisition is a critical function in any organization, yet it often remains one of the most outdated departments. Recruiters face burnout as they struggle to make quality hires without access to the right tools to stay competitive in a rapidly evolving market. Companies aiming to modernize their hiring practices and secure top talent frequently encounter “priority disconnect at the top” when adopting automation in talent acquisition. The Disconnect The disconnect lies between two groups: Revenue Leaders (CFO and Sales Leaders) and Operational Leaders (CIO and HR). Revenue Leaders prioritize top line growth and productivity, focusing on improved performance and recruitment effectiveness. In contrast, Operational Leaders aim to streamline processes, reduce workloads, and accelerate hiring, emphasizing recruitment efficiency. For instance, HR often focuses on metrics like candidate volume and vacancy rates but receives limited feedback on the quality or long-term success of......
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