Kyle Asay

VP at MongoDB | SalesIntroverts.com | Sellers promote faster with my frameworks

I begrudgingly started my career in sales as an SDR at Qualtrics. After realizing there was no way out, I decided I might as well get good at it and qualified for five consecutive President’s Clubs as an AE, front-line leader, and second-line leader. 

After an incredible 8.5 years at Qualtrics, I was recruited to MongoDB, where I ended my tenure leading their North America acquisition sales organization for commercial, midmarket, and lower enterprise segments. 

After nearly two years of rebuilding and scaling that organization I was offered a role I couldn't pass up to run global midmarket sales for LaunchDarkly. 

When I'm not refreshing my forecast and asking for deal updates from my teams at LaunchDarkly, I'm building frameworks to help other sellers replicate (and exceed) my success. 

You can join well over 10,000 sellers learning from those frameworks at SalesIntroverts.com.

VP, Global Growth Sales

Responsible for global midmarket sales and BDR functions for net new acquisition and customer growth.

People deserve to be led well.  Poor leadership, in fact, is the primary driver of a systematically poor experience around the world: being an employee. 

We don't need another person's opinion about what it takes to be a great manager.  What we need is to learn how to lead in a way that measurably and predictably delivers more engaged employees and better business results.  AKA, "Happy Results." This is possible, and that is why I wrote the book, "When They Win, You Win." - available here:  https://a.co/d/469Rq9x.

Other stuff
- Marine Corps Company Commander
- Wharton MBA / Proud Gamecock
- Google Leadership
- Twitter Leadership
- Radical Candor co-founder
- Qualtrics C-Level leadership

Russ Laraway

Amazon coined a phrase many years ago called "Controllable Input Metric" - recognizing that they could not control, say, revenue but that they could decompose revenue into many measurable things that they could, in fact, control.

At Qualtrics, in our People Function, we understood that Employee Engagement is a measurement that predicts business outcomes like quota attainment, contract renewal rate, net retention, lines of code, Jira tickets, etc. Employee engagement, however, should not be set as a target (Goodhart's Law) and anyway, it is not directly controllable.

We did know, however, that manager quality massively predicts employee engagement (the manager uniquely explains 70% of employee engagement - Gallup) and we discovered that we could actually control manager quality. We created the Manager Effectiveness (ME) Score, which empirically led to higher engagement scores, which empirically led to measurably better business outcomes. 

What managers were evaluated on is ultimately what my book, "When They Win, You Win" covers. The high level STAC strategy used to ensure our managers were systematically behaving in the way we expected is covered toward the end of the book.

I hope you will check it out.

https://a.co/d/fC58Tcz

#WTWYW

Author: When They Win, You Win; Speaker, Advisor, Coach. (Coaching is my favorite)

Organizational psychologist at Wharton, #1 NYT bestselling author of THINK AGAIN, host of the TED podcast Re:Thinking

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