Engaging With Decision Makers

For my first 16 years in tech sales, I averaged 240K/year W2 income. In my last 4 years, I averaged 720K/year. In order to triple my income, I had to change my sales approach entirely. Here's what I changed: I started using a new approach that I now call Yo-yo selling: 🪀 Yo-yo selling emphasizes starting at the executive level, conducting thorough discovery within the organization, and then returning to the executive with a tailored business case. Like holding a yo-yo, you are constantly in communication with the Executive Sponsor and updating them as you collect information and conduct deep discovery lower down in their organization. You are literally going up and down the organization, but always taking everything back to the Executive Sponsor to surface your findings along the way. Here's a breakdown of the framework: 🎯 𝐈𝐚𝐧 𝐊𝐨𝐧𝐢𝐚𝐤’𝐬 “𝐘𝐨-𝐘𝐨 𝐒𝐞𝐥𝐥𝐢𝐧𝐠” 𝐅𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤 This strategy involves a three-step process: 1. Start at the Top (Executive Engagement) Initiate contact with a senior executive to understand their most pressing challenges, the reasons behind the need for change, and the consequences of inaction. If your solution aligns with their needs, secure their sponsorship for further discovery within their organization. To secure the Executive Meetings, it's essential to create a tailored POV (point of view) on where you think you may be able to help them based on your initial research of their highest level goals and priorities. Chat GPT has made this research a LOT faster now. 2. Conduct In-Depth Discovery (Middle Management) Engage with department heads and key stakeholders to uncover the day-to-day challenges they face. Focus on understanding their processes, pain points, and the implications of current inefficiencies. Gather direct quotes and insights to build a comprehensive view of the organization's needs. 3. Return to the Executive (Present Findings) Compile the insights gathered into an executive summary and business case. Present this to the executive sponsor, highlighting how your solution addresses the identified challenges. Tailor your demonstration to focus solely on relevant aspects that solve their specific problems. 🚀 Why It Works 1. Accelerates Sales Cycles: Engaging executives early ensures alignment and expedites decision-making. 2. Builds Credibility: Demonstrates a deep understanding of the organization's challenges and showcases a tailored solution. 3. Facilitates Internal Buy-In: By involving various stakeholders, you ensure that the solution meets the needs of all parties, increasing the likelihood of adoption. I'm pleased to share that that Yo-yo selling was recently awarded as a Top 15 Sales Tactic of All Time by 30 Minutes to President's Club, and I received a cool plaque for entering the 30MPC Hall of Fame. Since I have no chance of entering the Hall of Fame for my baseball or golf game, this is a nice consolation prize 😁

A ₹1,000 Cr company hired an HR Manager for ₹18 LPA. Their competitor, same size, same industry, hired a Strategic HR Business Partner for ₹40 LPA. Three years later: Company A: Still chasing attrition numbers. Company B: Promoting from within, outperforming the competition, and calling HR their growth partner. Here’s what actually happened. 👇 What the HR Manager did: → Rolled out engagement surveys → Ensured PMS timelines → Hosted “Fun Fridays” → Sent dashboards no one read → Waited for the business to invite them in What the Strategic HRBP did: → Sat in business reviews — every week → Knew every P&L and productivity metric → Flagged hiring risks before sales dips showed up → Built capability maps for future growth → Coached managers, challenged leaders, and solved real problems The difference wasn’t skill. It was authority and access. The HR Manager wanted to: • Build leadership capability • Drive performance conversations early • Link engagement data to outcomes But needed 3 approvals and a policy deck to do anything. The HRBP: • Had the authority to act fast • Reported to the business head, not just HR • Could challenge hiring or promotion decisions that didn’t align with growth plans • Was trusted to make the tough calls leaders avoided Here’s the pattern I keep seeing: Companies treat HR as a support function when it’s actually their strategic engine. It’s where you: → See which teams are thriving (and why) → Catch culture issues before they become attrition problems → Develop leaders who actually deliver results → Build the capability that drives future growth But if your HR team needs sign-off to have a business conversation, you’ve already lost. The uncomfortable truth: Your competitor isn’t winning because they have “better policies.” They’re winning because their HRBPs sit where decisions get made. While your HR Manager is updating engagement reports, their HRBP is in the CEO’s office saying: “Attrition isn’t the issue. Leadership capability is.” The shift: STOP treating HR as a “people admin” function. START treating it as a strategic business partner. STOP hiring based on “can they run engagement?” START hiring based on “can they impact business performance?” Because in 2025-26, your company’s growth will be driven (or derailed) by how strategic your HR truly is. And if your HRBP doesn’t have a seat at the table — You’re already playing catch-up. 💬 What’s one thing you’ve seen great HRBPs do differently from the rest? Let’s talk about it. Because this isn’t just a post, it’s the start of a movement. We’re bringing HR leaders and practitioners together across Bangalore, Delhi NCR, Hyderabad, and Mumbai to reimagine what strategic HR partnership really looks like. If this post resonates, follow Corporate Shiksha, School of HR, and comment “HRBP” below to join your nearest hub (or Virtual, if you’re elsewhere).

After decades of working with leaders at companies like Apple, Salesforce, and Cisco, we've identified 4 storytelling techniques that consistently work to deliver important messages in high-stakes settings: 1. Start with the unexpected Don’t begin your presentation with context. Instead, begin with the moment that makes people think, “Wait…what?” Instead of something like: “Here’s an update on our September campaign…” Try starting with the most interesting detail: “I broke our biggest marketing rule last month, and it worked.” Lead with the surprise. You can add context later. 2. Let people feel the tension After the surprise, don’t rewind to the beginning. Take your audience to the moment where things weren’t working. Flat numbers. Missed goals. Stalled progress. Instead of: “The campaign was underperforming, and our team went back to the drawing board.” Try:  "We were two weeks out from the end of the quarter. The campaign wasn’t producing results, and the team was out of ideas. That’s when I decided to take a risk...” You don’t need to explain the problem. You need to make people feel it. 3. Use real dialogue When your audience hears what was actually said, they stop listening to you and start visualizing the moment. This helps them connect emotionally with what you’re saying. Instead of: “The campaign manager said team morale was low and they were struggling to find a solution.” Try: “My campaign manager pulled me aside in the hallway and said, ‘We’ve tried everything. The team has been working overtime, and we don’t know what else to do.’” Dialogue brings listeners into the moment with you. It makes the story real. 4. Share the lesson Never assume people will infer the meaning you intended. End your story by answering: - What does this mean? - How should someone act differently now? Example: “Breaking our biggest marketing rule helped us turn this campaign around and hit our numbers. I strongly suggest we revisit our marketing guidelines. We could be leaving a ton of revenue on the table.” Without the lesson being clear, even a good story feels unfinished. These are the same techniques we teach to our clients at Duarte. Try them out during your next presentation and watch how people lean forward and tune in to your message. #ExecutivePresence #BusinessStorytelling #PresentationSkills

I warmed up a prospect for 3 months on LinkedIn before our first call. They signed a £75K deal in 3 days. Modern selling demands a new approach: cold outreach fails, warm relationships win. Think about it... That prospect had consumed 47 of my posts. Watched my videos. Read my articles. Engaged with my content. By the time we jumped on that first call? They already trusted me. They already knew my approach. They already understood the value. I didn't have to sell them. They'd already sold themselves. Here's my framework for turning content into closed deals: 👇 1. Build trust at scale BEFORE the pitch Stop spraying and praying with cold messages. Start building relationships through value. Each post builds trust. Your insights mark credibility. Stories create connection. Your content is doing the heavy lifting while you sleep. 2. Let buyers self-educate on THEIR timeline Modern buyers don't want to be sold to. They want to discover solutions themselves. ↳ 70% of the buying journey happens before they talk to sales ↳ They're researching you before you even know they exist ↳ Your content is either attracting or repelling them Give them what they need to make informed decisions. 3. Recognize the REAL buying signals Forget MQLs and SQLs. Think about PQLs (product qualified leads) Here's what actually matters: - Multiple engagements across different posts - Bringing colleagues into the conversation - Asking specific, detailed questions - Moving from public comments to private messages These aren't leads. These are pre-qualified buyers. 4. Keep momentum BETWEEN meetings Here's where most deals die: The 167 hours between your calls. While you're chasing other prospects, your buyer is: ↳ Getting cold feet ↳ Talking to competitors ↳ Forgetting why they were excited Smart sellers stay present even when they're not there. This is where tools like Consensus come in. They let buyers explore demos on their own time. Answer their questions at 10 PM. Share materials with their team. Stay engaged between touchpoints. It's how you keep social selling momentum right through the demo stage. https://lnkd.in/ePVWw-Bi 5. Close with confidence, not pressure When trust is already built? When value is already proven? When buyers are already educated? Closing feels natural, not like a battle. The best deals I've ever closed felt inevitable. Because the relationship started months before the opportunity. Here's what this approach delivers (in my experience): ✓ Significantly faster sales cycles ✓ Much higher close rates ✓ Bigger deal sizes (pre-sold = less negotiation) ✓ Happier customers (they chose you, not the other way around) Stop thinking of social selling as "nice to have." Start treating it as your primary sales strategy. Your next big deal isn't in your CRM. They're scrolling LinkedIn right now. What content are you creating to catch them? #ConsensusPartner

Master the art of Financial Storytelling 🧑🏫 Your numbers tell a story, but are you telling it right? 👇 Numbers without context are just digits on a page. The real power comes from transforming those numbers into insights that drive action. ➡️ COMMON MISTAKES IN FINANCIAL REPORTING Let's start with what NOT to do when presenting financials: 1️⃣ Dropping raw numbers without context Raw data overwhelms your audience. When you say "Revenue grew to $100K," what does that mean for the business? 2️⃣ Reading slide content word-for-word Your presentation should add value beyond what's written. Share insights that aren't visible in the numbers. 3️⃣ Rushing through without pausing for questions Financial data needs time to digest. Create moments for discussion and clarification. ➡️ BUILDING A COMPELLING FINANCIAL STORY Here's how to transform your financial presentations: 1️⃣ Start with the fundamentals Always begin by establishing context. What's normal? What's exceptional? What benchmarks matter? 2️⃣ Connect data points to strategy Show how financial results link to business decisions. If working capital improved, explain which specific actions drove that improvement. 3️⃣ Use comparisons effectively - Period over period changes - Budget vs actuals - Year over year trends - Industry benchmarks 4️⃣ Structure your narrative - What happened? - Why did it happen? - What does it mean for the future? - What actions should we take? ➡️ COMPONENTS OF GREAT FINANCIAL STORYTELLING 1️⃣ Clear Dashboards Start with a clean, focused view of KPIs that matter most. Don't overwhelm with data. 2️⃣ Strategic Context Show how financial results connect to company goals and market conditions. 3️⃣ Forward-Looking Analysis Use current data to paint a picture of future opportunities and challenges. 4️⃣ Action Items End every presentation with clear next steps and decision points. ➡️ PRACTICAL TIPS FOR IMPLEMENTATION 1️⃣ Know your audience CFO needs different details than the marketing team. Adjust your depth accordingly. 2️⃣ Use visual aids Graphs and charts can illustrate trends better than tables of numbers. 3️⃣ Practice active listening Watch for confusion or disengagement. Adjust your presentation based on real-time feedback. 4️⃣ Create discussion points Plan specific moments to pause and engage with your audience. === Remember: Financial storytelling isn't about making numbers sound good. It's about helping stakeholders make informed decisions. What techniques do you use to make financial data more engaging? Share your thoughts in the comments below 👇

13 Phrases That Build Trust Trust in sales comes from transparency, respect, and giving people the space to make their own decisions. Here are some phrases that foster that trust: 1. “My job is to make sure you have the information you need so you can make a decision.” This reassures the prospect that your goal isn’t to push them but to help them make the best choice for themselves. 2. “Would it make sense to schedule a demo so you can see how it works?” Instead of pressuring them, this gives them control. People resist being forced but appreciate having options. 3. “Here are the benefits and drawbacks.” Only sharing the positives feels untrustworthy. A balanced view builds credibility because no solution is perfect. 4. “What do you think you’ll do?” When people verbalize their own decision, they feel a stronger sense of ownership and commitment. 5. “What’s your theory on why that is?” Encourages reflection rather than making them feel like they’re being guided to a pre-set conclusion. 6. “Here’s what I know. And here’s what I don’t know.” Admitting gaps in knowledge makes the information you do provide more credible. 7. “Would it be helpful if I shared how others have handled this?” This gives them a way to say yes without feeling pressured into a sales pitch. 8. “If this isn’t a fit, that’s totally fine.” Removes pressure and reassures them that they’re in control of the decision. 9. “Feel free to push back if this doesn’t make sense.” Invites open conversation rather than silent resistance. 10. “Let’s figure this out together.” Shifts the dynamic from seller vs. buyer to a collaborative problem-solving approach. 11. “It sounds like you have a reason for saying that.” Encourages them to elaborate without feeling challenged or defensive. 12. “It seems like you have some concerns.” Acknowledges hesitation in a way that makes them feel heard and understood. 13. “You’ve probably considered outsourcing it.” Assumes they’re already aware of your solution but have chosen not to switch, preventing them from feeling uninformed or defensive. Each of these phrases helps build trust by reducing the pressure to say “yes” before they’re ready.

I was Wrong about Influence. Early in my career, I believed influence in a decision-making meeting was the direct outcome of a strong artifact presented and the ensuing discussion. However, with more leadership experience, I have come to realize that while these are important, there is something far more important at play. Influence, for a given decision, largely happens outside of and before decision-making meetings. Here's my 3 step approach you can follow to maximize your influence: (#3 is often missed yet most important) 1. Obsess over Knowing your Audience Why: Understanding your audience in-depth allows you to tailor your communication, approach and positioning. How: ↳ Research their backgrounds, how they think, what their goals are etc. ↳ Attend other meetings where they are present to learn about their priorities, how they think and what questions they ask. Take note of the topics that energize them or cause concern. ↳ Engage with others who frequently interact with them to gain additional insights. Ask about their preferences, hot buttons, and any subtle cues that could be useful in understanding their perspective. 2. Tailor your Communication Why: This ensures that your message is not just heard but also understood and valued. How: ↳ Seek inspiration from existing artifacts and pickup queues on terminologies, context and background on the give topic. ↳ Reflect on their goals and priorities, and integrate these elements into your communication. For instance, if they prioritize efficiency, highlight how your proposal enhances productivity. ↳Ask yourself "So what?" or "Why should they care" as a litmus test for relatability of your proposal. 3. Pre-socialize for support Why: It allows you to refine your approach, address potential objections, and build a coalition of support (ahead of and during the meeting). How: ↳ Schedule informal discussions or small group meetings with key stakeholders or their team members to discuss your idea(s). A casual coffee or a brief virtual call can be effective. Lead with curiosity vs. an intent to respond. ↳ Ask targeted questions to gather feedback and gauge reactions to your ideas. Examples: What are your initial thoughts on this draft proposal? What challenges do you foresee with this approach? How does this align with our current priorities? ↳ Acknowledge, incorporate and highlight the insights from these pre-meetings into the main meeting, treating them as an integral part of the decision-making process. What would you add? PS: BONUS - Following these steps also expands your understanding of the business and your internal network - both of which make you more effective. --- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

Many of my female #coaching clients struggle to build and leverage powerful social networks, which can limit their career opportunities. Many women feel uncomfortable "bragging" about their accomplishments, preferring instead to rely on good performance as a primary career strategy. Furthermore, research shows that when they do talk about their accomplishments, doing so has a less positive impact than when men do the same thing. This new research from Carla Rua-Gomez, Gianluca Carnabuci, and Martin C. Goossen shows that women are well served by building high-status networks through shared connections. Women are about one-third more likely than men to form high-status connections via a third-party tie. "Third-party ties serve as bridges, connecting individuals to a high-status network that might otherwise remain out of reach. Such ties help both men and women forge valuable professional connections. But why are third-party ties especially beneficial for women? Because they are not mere connections; they are endorsements, character references, and amplifiers of capability. They carry the implicit approval and trust of the mutual contact. When a respected colleague introduces a woman to a high-status individual, that introduction comes with a subtext of credibility. It signals to the high-status connection that the woman has already been vetted and deemed competent by someone they trust. This endorsement can be a critical factor in gaining access to circles that might otherwise remain closed off due to conscious or unconscious biases." #careerstrategies #women #networking https://lnkd.in/eDBqbQcG

That VP who barely knows your work just vetoed your promotion. "Not enough strategic presence," they said. After coaching Fortune 100 leaders, here's what I've discovered: ➟ Strong team results ➟ Outstanding metrics ➟ Top performance reviews Yet when promotion time arrives, someone in the leadership room says: "I'm not sure they're ready." What's really happening? The Executive Trust Gap. Take Sarah, a Senior Engineering Manager who led a $14M product launch. Despite stellar metrics (98% team retention, 42% faster delivery), her CPO said: "Great execution, but I need to see more strategic leadership." Three months later, using what I'm about to share, she got promoted and now leads high impact meetings which opens doors to career-defining opportunities. The truth? Trust influences promotion decisions more than performance metrics alone. Here are 7 strategic moves that turn skeptical executives into your biggest champions: 1. Master the executive language shift ↳ Junior leaders talk about activities ("I completed the project") ↳ Senior leaders talk about outcomes ("This delivered 20% growth") ↳ Top leaders talk about strategic implications ("This positions us to...") ↳ Frame your updates at the highest appropriate level 2. Volunteer for cross-functional initiatives ↳ Creates visibility with multiple decision-makers ↳ Shows your impact beyond your immediate role ↳ Proves you think about the broader business 3. The "Preview" Strategy ↳ Brief key stakeholders before big meetings ↳ "I want to share our approach first and get your input" ↳ Eliminates surprise (which executives hate) 4. Create "Trust Deposits" before needing withdrawals ↳ Share relevant industry insights without asking for anything ↳ Congratulate executives on company wins ↳ Build the relationship when stakes are low 5. The 10-minute rule for executive meetings ↳ Practice delivering your message in 10 minutes ↳ Then practice delivering it in 5 minutes ↳ Then practice delivering it in 2 minutes ↳ Be ready for any time constraint 6. Demonstrate intellectual honesty ↳ Address problems before they're mentioned ↳ Acknowledge limitations in your recommendations ↳ Shows judgment and builds confidence in your thinking 7. The "Proxy Champion" technique ↳ Identify who already has the executive's trust ↳ Build strong relationships with these proxies ↳ Their endorsement becomes your shortcut to trust The most qualified person rarely gets the promotion. The most trusted one does. Which of these 7 moves will you implement this week? ♻ Repost to help someone bridge their trust gap. ➕ Follow me for more proven leadership strategies that create real career momentum.

Networking and outreach have become muscle memory for me.   As I discussed with Ray Treviño on the Balanced Purpose Podcast, I reach out when I find someone interesting. Listen to the episode here: https://lnkd.in/eeUd5ZvF   When I enjoy a book, I reach out to let them know how it impacted me and my work, how I am integrating their ideas into my practice, and to thank them.   I’m not reaching out to marquee names like Tony Robbins or Simon Sinek because they will not accept my connection request. However, many people are doing their best work and love hearing that they are making an impact.   Sometimes, I ask for the connection – then thank them – and then let it lie for a while. What I have done is created a 1st-degree connection to where I can ignite a conversation when it makes sense.   This is no different than what job seekers should be doing. Job seekers can create foundational relationships and keep them warm by circling back occasionally without making any initial asks.   One of my favorite examples I mentioned in the podcast was a fabulous collaboration with Lee McEnany Caraher. She wrote two books that I’d bought, read, and even given to a few clients. I connected with her many years ago to thank her for the work in her books. Then early 2023, I listened to one of her podcast episodes, which prompted me to ask her to collaborate on an article about thought leadership. You can find the article here: https://lnkd.in/eH3Szm26   This was a grand slam win – it elevated our thought leadership, and we brought great concepts out to our communities through the article collaboration. This all started with a simple connection request, compliments, and a sincere thank you. I am so glad she said "yes" years ago and happy to have met her.   Networking opens the door to possibilities.   Whether you are looking for a job or not, I recommend regularly knocking on doors. You never know what amazing conversations will take place on the other side. #careers #jobs #management