How to be a Successful Job Seeker

By Tiffany A. Dedeaux

You may notice, on occasion, I have gone from saying “Job Search” to “Job Hunt.”  The reason for this is to ensure that the person I’m speaking with realizes that this is an active rather than passive process.  I find that by reframing the Search as a Hunt, expectations, and actions change, and the person in the process begins to realize that they have more control over their results.  To help you take charge of the hunt ahead, here are some answers to your key questions:

How Can I Be a Successful Job Seeker?

While in my mind I hear the phrase “seek and ye shall find,” the initial search for a job is a lot like a company’s search for a diverse candidate:  you can’t expect to keep doing the same things and get different results.  That’s why I think it’s important o know that successful Job Seekers search smarter so that the hunt, although a lot of work, is not always a full-time endeavor.  They did this by:

  • Conducting targeted job searches by matching their qualifications to job requirements and not just applying for every open position in a ‘spray and pray’ approach.
  • Creating customized application materials by using keywords and skills from the job description in addition to what could be found through research and informational interviews.
  • Organizing records with detailed notes and weekly goals using tools like Airtable, which can cut your job search activities down by 1/3.

Just to be clear, I would classify a Job Hunt as an active process of looking for work that requires an investment on average of 30-40 hours a week.  Less than that would be a passive Job Search because you’re likely focused on other things (work, family, continuing your studies) and the tendency is to ‘fit it in’ when there is time and energy.  The other thing I noticed about the Passive Searcher versus the Active Hunter is that since the Passive Searcher usually has something else going on, whatever opportunity comes their way needs to be good enough to be worth changing their routine which is why Recruiters have a different approach for Active Candidates and Passive Candidates.

For example, if your less-than-ideal job brings in $50-60K a year, you are more likely to negotiate or only go for roles that will provide you more value such as more pay, better benefits, or a better work environment.  If you’re unemployed and looking for work or and suddenly you need a job yesterday, you are more likely to accept the first offer that promises to pay you.

What Can I Expect? 

You can expect that the Job Hunt will take longer than you plan; as many as 3.5-4 months in some cases.  When I asked some of those who accepted roles shortly after graduating from a training program what their secret was, the simple answer was that they didn’t wait to graduate before they got started on the hunt.  What I also noticed is that they networked whether it was online or in-person.  On average I’ve seen an entire class, from minimal previous education to Masters in Computer Science, get jobs within four months even when they weren’t living in an ideal location because of the effort they put into the Job Hunt.

There are many factors as to why a Job Hunt can take a long time.  In some cases, it’s the time of year.  Little gets done, including hiring, between mid-November and mid-January.  The number of people who seek career advice or hire those who are seeking also drops off in the Summer – what I call a Summer Slowdown – because of family vacations and a general desire to rest or be more social after a Winter hibernation.  By the same token, there are spikes of activity in the Spring with the sense of new beginning and hope, and in the Fall when many students go back to school and the weather sends us back indoors.

Other factors in the length of a Job Hunt include the process itself.  Glassdoor has reported a longer interview process, which of course vary by location.  Seattle and San Francisco average 23-25 days, and the larger the company the longer the process.

Sacred Time Career Coaching - Job Interview Process Length

Based on some of my conversations with bootcamp grads, the average process moves from an application which can be anything from submitting a resume and cover letter to filling out an online form, into a second stage that includes either a 20-30 minute behavioral phone screen or even video upload of recorded answers.  The technical interview has included whiteboarding, live coding, side-by-side debugging, and timed tests, challenges, or assignments.  The final stage usually includes an onsite interview where, if you haven’t already, you get to meet your potential boss and the rest of the team.  The onsite interview can last anywhere from a few hours to half the day and can include job offer.

Using a sampling of job titles from students who have graduated from programs such as bootcamps, the average time-to-hire for these roles are:

What Should I be Doing?

For the most effective Job Hunt I recommend a balance of online and in-person activities.  In order to make this happen, you must create an online presence by establishing yourself on profession-related social networking sites like LinkedIn, as well as using a professional filter with regard to what you share on other social networking sites such as Facebook and Twitter because they are or can be made public.  Here is an abbreviated list of sites where I recommend you create a presence and post your resume:

After you’ve set up your profiles and launched your accounts, this is the time to start creating the templates that will streamline your Job Hunt workflow.   Here is your to-do checklist:

Next, create a plan for your job search activities.  Only you will know how much structure you need so plan accordingly even if you must schedule how much time you are applying for work, networking, and practicing your skillset.  Here is an example:

The key aspect of this sample schedule is that you make a plan, practice what you need to in order to stay sharp, and notice what is working for you and what isn’t so that you can adjust your activities next week.  In fact, if you are not moving along in the hiring process in a month, then it’s time to debug your job search.  Here is a diagram of where to begin:

If you are not getting as many interviews (or even responses) as you think you should, this would be an indication that something in your resume and cover letter is not effective.   Not making it beyond the phone screen?  Then how you frame your experience and what you understand about the work that you would be doing may need some fine-tuning.  If you’re stumped at the technical interview, chances are you’re either not connecting with the team – who would be your co-workers – or you’re not clear in sharing your thought process so they know you understand what is going on even if you don’t know the correct answer – assuming there is one.

The onsite interview is a test for culture fit in addition to a behavioral and technical interview.  Your prospective team needs to know they can work with you, not just whether you can do the job.  For example, no one willingly wants to work with a know-it-all, someone who doesn’t work well under pressure, and no hiring manager is looking for an employee who is going to make their life more difficult.

In the end, the job offer comes down to your ability to do the work as well as your ability to work well with the rest of the team.  Stumble on any part of this and not adjust or connect with the person on the other side, and you could have a longer Job Hunt.

If you are someone who needs measurable goals to hold yourself accountable, here is an example of what your Job Hunt workflow could look like:

Looking for work is sales.  Just like a sales person generates leads with a flurry of activity, you must generate opportunities.  I recommend 15-20 touches – points of contact – a day which can include any mix of applications, networking or interviewing events, reach outs, and follow-ups.

As an example, you could find out about a job through an advertisement and apply (touch 1), then find the recruiter or hiring manager on LinkedIn and reach out to thSacred Time Career Coaching - How to be a Successful Job Seekerem to introduce yourself and see if you can get more information through an informational interview (touch 2), then reach out to someone from that team to get a better sense of the workload (touch 3), followed by reaching out to your network to determine the best way to prepare for this company’s interview process (touch 4), in addition to searching Facebook, Meetup, or Eventbrite and then attending any relevant community events the company is hosting or sponsoring (touch 5).

To be a Successful Job Seeker, you must work smarter and not necessarily harder because there are a lot of factors that determine whether the hunt is over in four months or four weeks, and you can’t reasonably engagement in a job search a couple of weeks and think, like magic, it’s going to work.  Just like you invested at least three months in leveling up your skillset, you must be prepared to invest at least the same amount of time to reach your next goal:  career satisfaction.



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Hiring Lifecycle: What a Job Seeker Needs to Know

by Tiffany A. Dedeaux

I’m aware of my assumption that hiring slows down in the summer and during the holiday season. It makes sense, right? Everyone – or at least key personnel – goes on summer vacations. In my mind, everyone does it as a road trip, because that’s how I grew up: long windy weeks on a highway in middle America with little to no access to technology. Then there are the end-of-year holidays where the social calendar is so demanding that the weight of everything else just rolls off it’s back.

Why does this matter?  If you’re looking for work it is important to know how much of the void — no responses, callbacks or signs of life – are actually because of your application versus circumstances beyond your control. In a targeted search of the internet, for my own benefit of knowledge, I found and pulled together what I would call a Hiring Lifecycle where Job Seekers can see dips in hiring and can plan for them.  Here is what I found out and what I recommend you do about it:

Notice that I labeled the stages Q1 – Q4. Hiring does, in fact, pick up starting in mid-January and again in September. Based on this, I recommend that during the Summer Slowdown you focus more on networking and leveling up or adding to your skillset. For the end-of-year holiday season, my recommendation is that you spend your spare moments thinking about your Career Resolutions and create templates and update your resume to fit in with your new career goals.

From my own experience as a Career Coach, I have seen a stronger surge of clients in the Fall when, coincidentally, summer is over and school is back in session. Depending on your audience – list of target companies – the hiring lifecycle may not be this simple, which is why mastering your market through research and the ever-important informational interview will help you set both the tone and expectations for the job search ahead.

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The Power of Invisibility in Your Career

by Tiffany A. Dedeaux

I was the kid who wanted so bad to be invisible. This was long before Harry Potter and well after the Invisible Man. I did know that I wouldn’t look people in the eye or would sit by myself and it never dawned on me that people could still see me. Thank you to those who still said hi.

This is a super power but I wasn’t using it right. I can make people and jobs and opportunities disappear. Sometimes I know when I do it.  Is it still self-sabotage if you don’t always know when you’re doing it? Like anything that’s good in life, love, and work, there must be moderation. So, when is the Power of Invisibility good in your career and when does it work to your detriment?

When it Hurts Your Career

Based on the talk given by Kore Koubourlis for Leading Women in Technology, the Power of Invisibility, also known as a ‘hiding strategy,’ can hurt when you’re spending so much time and energy trying to keep people from seeing what you don’t want them to see such as your perceived inadequacies. What does this look like?

  • Avoidance
  • Apologizing
  • Lack of eye contact
  • Not accepting compliments

While this is not an exhaustive list by any stretch, I think it’s important to say that if you add to or say anything other than “thank you,” you are not fully accepting the compliment. Yes, even if you think that you’re giving other people the credit they deserve – and maybe you are – but the truth is you are also diluting that compliment before you ingest it. I am not saying always and never, I am saying have balance and recognize when you’re avoiding accepting credit for your hard work because that contributes to impostor syndrome.

If you struggle with being invisible and it’s not serving you, here is what you can do:

  • Participate
  • Take a risk

That’s a short list with large consequences.  The great thing is “sometimes all you need is 20 seconds of insane courage.”

When Used for Career Good

That’s all well and good, but when is the Power of Invisibility a good thing? When it’s not about you, and when you have other things to do rather than be a Ring Leader for a Circus of Attention. An important revelation in the age of Wonder Woman, is that there are times when you may be called on to be the superhero and other times when you are called to be the vehicle for heroic deeds (i.e. invisible jet).

What can you do? Set boundaries around what you do and what you leave to others. Let them take the responsibility and the credit because that will help them grow. It might also help you grow, especially if you tend to take on the problems of others like it’s your job to fix the world. The thing about time, trust, and career is that your time will come, and with it all the appropriate accolades and responsibilities.

Kore was right, it’s about how you want to show up, and I will add it’s also about knowing when to show up. If it takes a village to raise a family it sure as heck takes a village to build a program or a company. If you’re lucky – and I am – you’re part of a crew that doesn’t let you run with scissors but does let you run as far as your dreams will take you because you’ve got stuff to get done.

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Making the Most of Your Bootcamp Projects

By Tiffany A. Dedeaux

So you’ve decided to take a huge step toward the career of your dreams and join a Data Science Bootcamp. Now is the time to start differentiating yourself for future employers. How can you do that? By focusing your upcoming data science projects on the one reason you enrolled in this program in the first place (getting a data science job!).

Here are three ways how:


If you’re using the bootcamp to pivot your career, you already have a sense of your skill set and what you want to be doing. Create a list of 3-7 companies that not only would hire you, they’re actually places you want to work. Start by coming up with criteria of what matters most to you. For example, you might use these criteria to identify your dream company/job as having:

  • People who provide the support, mentoring, or autonomy you crave
  • Purpose that aligns with your values so you can be a part of a cause or mission bigger than yourself
  • Products or services that you believe in or use so you would proudly tell others where you work
  • Potential for growth that aligns with the way you want to grow your career

Once you have a list of companies to target, go through their current or related job advertisements or team member profiles to identify which skills you need to add or improve and which you can excel at so that you can demonstrate your ability to learn and have an impact to the Hiring Manager through your project.


If your ultimate goal is to work with a startup, be customer-facing – or if you happen to multitask like I do – you can help your entrepreneurial friends. Start by creating a plan or proposal for how you could help them and their business through one or more of your projects. Then it’s time to execute, execute, execute.

You can also connect with 3-4 local businesses or organizations, research their pain points, design a way to use your project to create a solution, and then do a “cold outreach” campaign to get their attention. These same skills will help you with job searching and networking later on.


Similarly, if you’re looking to build your career in a particular industry, you can use your projects as a way to further master your niche by identifying industry pain points and devising ways to showcase your particular skill set. With each project, your knowledge would deepen as you become more clear on how you can and would want to contribute to the solution.

By taking the time to plan out and focus your projects ahead of time you’ll be a step ahead in your job search because you’ve already begun to think about how to sell yourself to key companies who want your skills, created a portfolio targeted at the job or company you want and begun to build your market mastery so that the next step is to live your dream.

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How to Debug Your Job Search

By Tiffany A. Dedeaux

Frustrated by your job search?

It’s no wonder! You likely needed a job yesterday and if you’re engaged in the ‘spray and pray approach,’ you’re applying to every single job you can think of with little to no feedback or positive results!

The average job search is about 15 weeks, which is 3-4 months. That means this is a marathon and not a sprint so it’s important to pace yourself.  You don’t have to wait for the race to be over before you identify and fix what may be wrong. The key to debugging your job search is to know what to check so you can identify the potential issue and fix it.  Here is an idea of what to look for and when:

The Hiring Process

The bottom line is hiring is a process and everything you do, from the application to the interview, is meant to move you forward. In tech, that process generally looks like this:

Your application is meant to get you a phone interview, which consists primarily of behavioral questions to gauge your true experience, see how you communicate, and if you would fit in the culture of the company. If you do well, you will move on to the technical interview which is meant to dig deeper into your ability to learn, handle difficult situations, and gauge the depth of your technical prowess.

Should that go well, you get to meet the team!  Whether you do a ½ day succession of in-person onsite interviews, one long panel interview with multiple people or you’re sent to lunch with the team, the entire engagement is a way to get to know you and be sure you’re worth the emotional and financial investment the company is preparing to make.  It is not unusual for there to be an offer given during the onsite interview or shortly after, depending on the size of the company and their motivation to fill the role.

How Do You Know You’re Stuck?

If you are not getting to the first interview, especially within a month of applying to the role, either the job you are applying to is not a match for your skill set or your applications materials aren’t making it clear that you’re an ideal candidate. If you’re not making it to the technical round, then prepare and practice your answers to behavioral interview questions. Not getting past the technical questions? Then there is something you’re not showing your interviewer, whether it’s your work or your thought process. If you’re getting to the onsite interview but not receiving an offer, then there is a something to evaluate in that exchange as well.

How to Get Unstuck

Now, to try and reproduce the problem, I recommend picking three trusted others to review your work including putting you through a mock interview.  I say three because any more than that and all the feedback you get can be overwhelming and muddy your motivation.  This also challenges you to pick only those you trust, are qualified, and will tell you what you need to hear and not just what you want to hear.  This team of three should be able to look at your cover letter and resume and determine if it’s worthy for the roles you are applying to, ask you relevant interview questions and provide constructive feedback as to how you deliver your answers and the content you provide.

While sometimes the delay in responses to your application or interview falls at the feet of the hiring team, by taking this approach to debugging your job search you empower yourself to keep the momentum rather than constantly refreshing your email hoping someone will write you back.

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3 Qualities of a Great Boss

By Tiffany A. Dedeaux

The key for any professional seeking employment, promotion, or career satisfaction is to be surrounded by the right kind of people.  This is why career coaches, such as myself, suggest you get to know your prospective manager during the interview process.

Whether you are just starting to do this or you have actively been interviewing bosses and not just looking for opportunities, here are 3 qualities you will want in your ideal boss and why:

1.      Integrity

A boss with integrity behaves in private as if the whole world is watching.  They do what they’re supposed to do even when there is no threat of being found out or being held accountable. I have a friend I will call Love.  He talks with admiration about his boss.  He works in an industry that requires certifications, but not all of them can or are enforced.  What he loves about his boss is that she made sure to meet new state qualification requirements even when there was no governing body forcing her to do so.  If you don’t think that matters to you, consider what you see your boss do in private and how that impacts the way that you view them.

2.    Milestone-Minded

Milestones are the times in our lives that determine the course of how we live.  They include births and birthdays, deaths and marriages, and even severe illnesses.  It is a cycle of growth referred to as Life/Death/Life to correspond with the life, death, and rebirth that happens when these milestones take place.  Love, my friend, painted a picture for me of a village where one family experiences a death and the entire community descends upon them with casserole upon casserole.  The community cares for all the family’s earthly needs so that, for a time, they could simply grieve.  What does your boss do to rally the tribe so that you feel supported during such milestones?  How do you show up when your boss calls upon you to pitch in?

3.     Invested

The third sign of a great boss is someone who is invested in their people and, according to my friend Love, “sees them as a resource in the best possible way.”  This does not mean that they merely spend money on the people in their professional care, but that they acknowledge, recognize, and celebrate the HUMAN part of HUMAN RESOURCES.

Great bosses believe in their people both in theory and demonstratively, so that those same people are clear that they matter and together you are all working to achieve something great.

While it can be easy to say that anything we don’t like or approve of makes for a bad boss, it is just as important to consider the fact that great leaders may not be born, but made.  What do you do to not just identify, but to contribute to the making of a great boss?

Whether you are actively searching for your next boss, or are investing in your current one, it is important for you to know what makes for a great boss so that together you can aspire to extraordinary things.

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Job Search Strategy Trends Timeline [INFOGRAPH]

By Tiffany A. Dedeaux

The challenge with looking for work is that it’s a full-time job that requires strategy and persistence.  If you’re a mid-career professional and you have been with the same company for a while, it can be overwhelming how the job market has changed and all the different opinions there are in how you should write your resume or look for work.  If you’re new to the job search, the incremental changes of how the strategy has changed might be interesting, but the thing to notice is that the items in bold will be the same key elements of your job search strategy in the years to come:

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2 Skills to Keep on Your Resume

Skills for Resume - Sacred Time Career Coaching

By Tiffany A. Dedeaux

To include everything or not to include everything; that is the question I usually get when it comes to writing resumes.  My general answer, especially for Career Changers who have more than 10 years of professional work experience, is to tailor your resume to the job and industry and use your LinkedIn profile to tell the whole story of your journey.  What you include on your resume is important because it is the single most important factor to determining whether you will get the interview.

For example, while I see my underlying career purpose as empowering others to make informed decisions, the first part of my career focused on video editing, while the later part of my career has focused on coaching.  Rather than putting everything I have ever done one my resume (which means it will be longer than two pages), I have a resume focused on coaching so that I can emphasize those skills and spur a conversation with a potential client or employer.

While I have more than one resume in order to focus on my different skillsets, there are two skills that pique interest in Hiring Leaders:  the ability to code and the ability to edit video.

Cracking the Code

Skills for Resume - Sacred Time Career Coaching

As an undergraduate I studied Broadcast Journalism.  My University of Nevada, Reno professor, Travis Linn, was a visionary.  I don’t know that I could say that at the time, but I definitely can say that now.  It was the late ‘90s and he insisted on teaching us HTML so that we could design and create a website that we then burned onto a CD-ROM. Because I’m an entrepreneur I have had websites and profiles to promote myself throughout my career.  At a certain point, until I became a Career Advisor at a Seattle-area coding bootcamp, I forgot that I even knew HTML because I use it so often.

Learning to code was considered the single most important business skill last year because it offered both an insight into different facets of a business and the ability to understand and communicate with those who do the work.  It is a skill that spans industries and will afford you a sense of self-reliance and empowerment in the years to come.

Digital Storytelling

Skills for Resume - Sacred Time Career Coaching

That same professor, Travis Linn, was a Journalist.  He covered the Kennedy Assassination for WFAA and had enough foresight that he taught us offline video editing using Adobe Premiere.  Once I entered the workforce I realized we learned and practiced skills at school that were ahead of their time for local TV stations.  For example, at the time KOLO was still tape-to-tape, and the production crew was using reel-to-reel.  KUSA was using SVHS before upgrading to Beta.  While this may sound like alphabet soup to some, it is clear that my professor knew how the industry would change.

I will say that whether I am talking to a Hiring Leader for a startup or enterprise-level company, an educational organization or a commercial one, everyone points out ways that they can make use of my ability to edit video.  This should come as no surprise to anyone following technology trends because we have been talking about a Content Revolution for years and you can see it with the way that sites like LinkedIn, Twitter, and Pinterest have embraced it.

As you go through and rethink your resume for the career you want to have, or the job you want to have next, don’t forget to include the skills that can be universally applied to any industry and you will increase your chances of getting an interview.


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Career Fit: What You Need to Know


Companies look for ‘Culture Fit,’ while job seekers look for ‘Career Fit.’ Whether you’re looking for your next role or you’re coaching someone who is, it’s important to note that Career Fit is both created and discovered.

How is Career Fit formed? By defining what you want, identifying what you need, and preparing yourself to do what it takes to get you from ‘here’ to ‘there.’

Defining What You Want

It isn’t success (or even your dream job) if you hate what you do. Do you know what you want? If you’re not even sure where to begin, I recommend something as simple as defining the essential must haves for your  dream job which I summarize as:

1.      People who you want to work with. While the #1 reason why people leave a job is because of their boss, you know other team members can rank high on a list of reasons people leave. You can get a sense for if you’ll be valued as a person and as a contributor by looking at the benefits package, gauging how a company represents their culture, and listening to how the Hiring Manager refers to your potential co-workers.

2.      Products or Services you build or contribute to must align with your values or interests in order to keep you engaged and motivated when times get tough.

3.      Purpose of the company and how it operates must also resonate with you otherwise you won’t see the point in investing your best effort for the short or long term.

4.      Potential for growth that lines up with how you envision yourself evolving. If it costs $4,000 for employers to onboard a new hire, employers will be looking at whether you can do the job. Consider how much it costs you in time and energy to apply, interview, and take on a new role as you evaluate how you will be supported and encouraged to develop professionally. Does what they offer suit your long term goals?

Another way I recommend figuring out what you want, is by completing a more in-depth assessment test that will provide you with a deeper understanding of strengths or the way that you’d like to work so you can evaluate your opportunities according to the results.

Identifying What You Need

What you need is likely different then what you want in your career. What you need may be recognition, money, or even challenge or structure. These are the things that keep you from being frustrated or bored on the job or that can help keep you focused. What you want may be to have your core values aligned with the company, or a base salary while you build your book of business. What you need may be to get the experience you working with a team or leading a team so that you can qualify for higher job titles.

Knowing what you need to accomplish in a new role, it makes it easier to stick with a company because you know the experience is helping to progress your career. Take a moment and list everything you can think of that you will need, and then go back and consider the career moves you’ve already made. Rank each item you’ve listed on a scale of 1 (not an issue) to 10 (deal-breaker) and you will soon see trends in what tops your list of Must-Have Career Criteria.

Preparing Yourself

Preparing yourself is the last step in creating Career Fit. Once you know what you want and what you need, you can set (or reset) your expectations. For example, if you find you need a four-year degree in order to earn an interview with your target company, you have a choice to make: get the degree or change your target. If you need experience, then create it by taking on related roles or by volunteering and freelancing for projects that will both showcase the hard core skills employers want to see, and the soft skills that will demonstrate you can be a contributing member of a team or a consultant that helps clients reach the solutions they need to achieve.

Be Open

Discovering your Career Fit begins with you being open to the possibility and ends with you surrounding yourself with insightful, helpful people. Being open to the possibility means noticing what you’re good at, what you enjoy doing and/or why, and then taking on tasks that involve those elements. In some cases, it includes being open to take risks like relocating or working for a startup.

Read the final tip here.

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Secret to Sales Success


The secret to success in sales is finding “the best mentors on the planet,” says Justin Boldt. These are people who will take you under their wing, take you on appointments, and give you good questions to ask. Despite how talented they are in their own right, they will still ask you questions in order to get your thoughts so that you can think through the process for yourself.

Because no one knows everything about sales. The secret according to Boldt, is collaboration. If you’re facing a difficult situation, talk to your colleagues. They can open you up to a fresh perspective. Smith agrees. He says, “people fail because they don’t ask questions.”

Where You Work Makes a Difference

Since so much of the way we work involves sales, making a change in industries (i.e. what you sell) will depend on the foundation you have and what you do with it. Boldt made the pivot from an enterprise-level company to a startup. The difference in the way the two company’s initiated him was clear, and had a lot to do with the size of the organization. The enterprise-level company had a 2-week orientation process, while the startup handed him a training manual, walked him to his desk, and wished him luck after assigning him about 300 customers.

The secret to going from an ‘ordered’ onboarding process to a ‘firehose’ approach is in taking your time to find out the right answers. Boldt would listen to his voicemail or read through his emails and try to figure out the solution before responding, rather than just jumping right into writing or calling the customer back. It’s tricky because, as Smith points out, there is “always work to be done” so there is a challenge when you think “you got to get it done right then.” Boldt combats that by realizing everybody’s busy, it’s important to do what you can to come with answers.

Milestones that Matter

For context, Boldt offers these key milestones as a way to track your onboarding progress (and acknowledge your success):

  • First 3 months is a firehose experience, so hang in there and ask a lot of questions. This is key when working for startups because there may be no defined training.
  • First 6 months is when you’re starting to feel comfortable. In fact, you may realize you can answer about half of the client’s questions on your own: That’s a win!
  • First 12 months is when you can answer all client questions on your own.

The important part to emphasize here is that there is marked progress that you can make, but also you will be able to notice your growth which can help you stay motivated as you work toward meeting your (and your organization’s) goals.

What does it take to succeed in sales? Read the full article at

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