Leslie Venetz

Outbound sales strategies, processes & skill sets for 15-50M SaaS & service orgs that need revenue-generating pipeline | Keynote Speaker | Top Sales Voice ✨#EarnTheRight to your buyer's time & attention ✨

🔥 Discover the Power of Effective Sales Training & GTM Strategy with Me 🔥

As a corporate sales trainer and sales-led GTM consultant, I am dedicated to transforming the way your team engages with prospects. Say goodbye to one-sided conversations and hello to meaningful interactions that drive results. 

Want your team to talk WITH prospects instead of AT them? Reach out to learn more today.

✉ Let's Connect! ✉

📰 Newsletter:
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📚 Business Book Club: 
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📺 YouTube:
youtube.com/@leslievenetz

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https://lnkd.in/ePQv7sTH

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💡 Why Choose The Sales-Led GTM Agency? 💡

🚀 Extensive C-Suite Enterprise Selling Experience: With 15 years spent in C-suite enterprise selling, I have opened doors and penetrated the biggest logos, including AT&T, KraftHeinz, Walmart, ExxonMobil, JPMorgan, Verizon, and Target. I understand the intricacies of navigating high-level negotiations and building fruitful partnerships.

🚀 Accomplished VP & Head of Sales: Thriving in leadership roles, I have achieved remarkable success as a three-time Head of Sales. My strategic vision and ability to inspire teams have consistently led to over-achievement and revenue growth.

🚀 Early-Stage Startup Smarts: As employee #1 in a business intelligence startup, I fueled rapid growth by ramping up revenue from zero to 412K & 21 logos within 9 months post-MVP launch. I possess the expertise to guide startups through critical stages and drive substantial sales momentum.

🚀 Stellar Track Record: By nurturing SDR, BDR, ISR, AE, and CS teams, I have consistently surpassed targets and elevated overall performance. My proven ability to build high-performing, buyer-centric sales teams has resulted in tangible results and increased customer satisfaction.

🎯 Specialties 🎯

 B2B Sales & Sales Management | C-level Fortune 1000 Sales | Blue Chip Sales | SME Sales | Sales Collateral & Materials | Sales Training & Coaching | Sales Presentations | Cold Calling | Lead Sourcing | GTM Strategies | Email Sequence Creation | Outbound Campaigns | Sales Coaching | Pipelines | Business Development | Sales Strategy & Leadership | Sponsorship Sales | Marketing Campaigns | Social Selling | Content Creation | Recruitment | Onboarding | Customer Success | Account Management | Account-Based Marketing | HubSpot | SalesLoft | ZoomInfo | Prospecting | SDR & BDR Management | Customer Relationship Management (CRM) in a B2B Sales Culture

GTM  Partner

Follow Leslie Venetz, Founder of Sales Team Builder at @SalesTipsTok for daily sales tips and inspiration. 

Leslie is here to help you reach more people, build more value and close more sales.

Go from 0.02% to 30% reply rates by stopping one habit: 
Treating every signal like permission to pitch.


The signals they used did not change. 

Their sales messaging did.


Most reps get a notification, a job change, a webinar attendance, a pricing page visit, and they send the same outreach. 

Different trigger, same email. 

That mismatch is what kills trust before you ever earn the meeting.


I use a framework called POV to fix this. 

It sorts every signal into one of three buckets based on where the buyer actually is, not where you want them to be.

Join me for a live convo on how to decode signals here: https://bit.ly/3OKgMFy



📌 POV SIGNAL FRAMEWORK:

P is for Problem Unaware. 

A new job title, a funding announcement, a leadership change. 

These signals tell you something has shifted in their world, not that they are ready to talk to a vendor. 


O is for Option Aware. 

Your prospect downloaded a white paper or attended a webinar. 

They know a problem exists but they are still figuring out what solving it even looks like (or even if it’s worth solving). 

This is where most reps blow it by jumping straight to a pitch. 

Instead, keep educating and become a trusted resource while you have their attention.


V is for Vendor Aware. 

Pricing page visits, direct product questions, competitor comparisons. 
Now they are evaluating options to move from the status quo. 

Your job is to remove friction and provide answers that make it easier to buy from you.



The wrong message at the wrong moment does not just underperform. 

It actively destroys trust you already worked hard to build.


📌 I am going deeper on this with Mixmax AI on March 18th. 

Join Heath Barnett 🤙 & Melissa Gaglione ⭐️ and me  LIVE to learn how to decode your signals and use them to build and close pipeline: https://bit.ly/3OKgMFy

Leslie Venetz 

USA Today Bestselling Author | Keynote & SKO Speaker | Sales Strategist for Orgs That Outbound ✨ #EarnTheRight ✨ 2026 Goals: Read More Books & Pet More Dogs

Open article: Live Webinar: the difference between market signals and engagement signals for sales by bit.ly

Live Webinar: the difference between market signals and engagement signals for sales

Partnering with Leaders to Define SUCCESS and Achieve It.

Thank you for visiting my profile.  I'm Angela Crawford, a strategist and leadership consultant who designs solutions for people and organizations seeking significant growth.

Hiring a consultant is a big decision.  My work is highly confidential, and so most of my client names and organizations cannot be disclosed.  However, after you read this, please scroll down and read the over 40 recommendations from leaders who have been kind enough to share what it is like to work with me. 

With over 20 years of strategic leadership experience, I provide organizational consulting, leadership development and coaching to people and organizations seeking growth.

How I Can Support You:
- Provide strategic consulting services across organizational development, Human Resources, sales, marketing, and operations.
- Design custom leadership programs to attract and retain top talent.
- Strategic planning development and execution.
- Customer and employee experience mapping.
- Serve as your confidential sounding board to provide fresh perspectives on how to solve the most challenging problems.
- Enhance team dynamics and performance with tailored talent solutions.
- Navigate the unique challenges of education, healthcare and non-profit leadership.
- Share insight into current AI trends and how organizations are leveraging this power.
- Designing systems to scale your organization.

Why Choose Crawford Partners?
- Extensive cross-industry experience and success at driving results.
- Proven, research-backed Leaders SUCCEED Together© System
- Flexible, client-focused approach
- Deep commitment to your success.
- Over 13 years of delivering results

Ready to grow your organization like never before?  Let's connect.

P.S. if you know of an organization struggling with to scale or someone needing leadership development, feel free to pass my information along to someone who might benefit. 

Angela Crawford

You're solving the same problems on repeat.

High turnover. Siloed teams. Strategies that never stick.
The uncomfortable truth? You're treating symptoms, not the disease.

Most HRBPs are stuck in firefighter mode, replacing people, administering policies, and battling daily crises. 

But here's what changes the game: 

Organizational Development (OD).

It's not another workshop. It's the systematic redesign of how your entire organization solves problems and adapts.

Think about it:

• Traditional HRBP: "How do I replace this person?"
• Strategic HRBP with OD: "Why is this role/team/process failing, and how do I redesign it?"

The shift from Firefighter to Architect

OD aligns the entire system, strategy, structure, people, rewards, metrics, and management processes. 

Suddenly, you're not just managing employees. You're building organizations that can solve any problem that comes their way.

This matters especially in tech, where the stakes are highest:

• Scaling without breaking
• Building culture in remote-first teams
• Retaining talent in ruthless markets
• Merging two cultures without losing either
• Fostering innovation while managing risk

Mastering OD principles is what actually elevates you from support function to true strategic partner.

Your organization doesn't need another HR initiative. It needs someone who understands that every problem—turnover, silos, resistance to change, is a system design issue, not a people issue.

That someone could be you.

—

👉 DM my OD and receive my detailed guide to Organizational Development for HR Business partners.

Angela Crawford, PhD

Business Owner, Consultant & Executive Coach | Guiding Senior Leaders to Overcome Challenges & Drive Growth l Author of Leaders SUCCEED Together©

Want to boost retention?

Then stop asking “Why did they leave?”

Start asking “Why would they stay?”

Retention isn’t a single program.

It’s a system.

And that system evolves through four levels:

1. Reactive - Crisis mode. Too late.
2. Programmatic - Perks over purpose.
3. Strategic - Career growth built in.
4. Cultural - Belonging by design.

The goal isn’t just fewer exits.

It’s better reasons to stay.

Your top talent isn’t just evaluating comp.

They’re asking:

– Do I matter here?
– Can I grow here?
– Is this a place I’m proud to be?

Remember:

Retention starts long before the exit interview.

And if you’re still waiting for resignations to “learn” something…you're too late.

—

👉 Get my free guidebook detailing the 7 essential steps for leadership growth.

Link in bio.

There's no one-size-fits-all approach to leadership. 

But great leadership can be broken down into its essential elements.

If you want a go-to resource filled with:
➝ Proven Methods
➝ Assessments
➝ Skills

📌 Save this Periodic Table of Leadership for future references.

So here it is:

1. Tools

➝ (Mi) Myers-Briggs Type Indicator (MBTI)
➝ (Hi) Harvard's Implicit Association Test
➝ (Ls) Leadership Style Assessment
➝ (Lb) Leadership Blind Spot Assessment
➝ (Eq) Emotional Intelligence Assessment
➝ (Pp) Performing Under Pressure Assessment
➝ (Ll) LinkedIn Learning Personal Effectiveness Tips
➝ (Cs) Clifton Strengths Assessment
➝ (Fl) Free Leadership Skills Assessment by MindTools
➝ (Ot) Optimal Thinking Leadership Assessment

2. Actions

➝ (L) Lead by Example
➝ (C) Clear Communication
➝ (I) Inspire and Motivate
➝ (T) Think Strategically
➝ (F) Focus on People
➝ (E) Empower and Trust
➝ (V) Value Diversity
➝ (N) Nurture Positive Culture
➝ (L) Learn Continuously
➝ (M) Mentor and Develop

3. Traits

➝ (Ch) Character
➝ (Vn) Vision
➝ (Co) Communication
➝ (Ac) Accountability
➝ (Ag) Agility

4. Hard Skills

➝ (Pm) People Management
➝ (Mg) Management
➝ (Pr) Project Management
➝ (Pc) Computer Skills
➝ (Se) Supporting Employees
➝ (Lt) Lean Thinking
➝ (As) Agile/Scrum

5. Soft Skills

➝ (Fx) Flexibility
➝ (Lp) Leadership
➝ (Mn) Motivation
➝ (Pt) Patience
➝ (Pn) Persuasion
➝ (Sa) Problem-solving abilities
➝ (Tk) Teamwork
➝ (Tm) Time management
➝ (We) Work ethic

Whether you're an emerging leader or a seasoned executive, 

this is a resource you'll want to save and reference whenever you need it.

What other "elements" are critical for great leadership? 

Share your insights below! 👇

— 

P.S. 

Unlock 20 years' worth of leadership lessons sent straight to your inbox.

Every Wednesday, I share exclusive insights and actionable tips on my newsletter.

(Link in my bio to sign up).

Remember, leaders succeed together.

I was thrilled to sponsor a table at last night's Mardi Gras event, benefiting homeless children.  It is an honor to support the Brighton Center and other organizations in our area.  Special thanks to those who joined us for a great cause.

No alternative text description for this image

Workplace conflicts are team killers, yet many leaders are underprepared to handle them.

Employee disputes:

• Often start with miscommunication, personality clashes, or competition.
• Drain productivity, crush morale, and hit the bottom line.
• Disrupt team dynamics and workflow.

Use this 5-step conflict-busting blueprint:

1. Keep an open-door policy to catch issues early.
2. Diagnose severity and root causes.
3. Empower employees to resolve minor disagreements.
4. Step in to mediate when needed—give each party a fair shake.
5. Document incidents and resolutions thoroughly.

Everyone wants a thriving workplace.

Fewer are willing to do the work to build it.

—

👉 Get my free guidebook detailing the 7 essential steps for leadership growth.

Link in bio.

👉 Most organizational challenges aren’t strategy failures. They are leadership alignment failures.

Growth doesn’t stall because leaders lack intelligence or effort. It stalls when:

➡️ Strategic priorities shift without clear communication
➡️ Accountability structures are inconsistent
➡️ Incentives don’t support stated objectives
➡️ Leadership behaviors contradict organizational values

High-performing organizations operate differently. They ensure:

✅ Clarity – Every senior leader can articulate the top 3 priorities and how success is measured
✅ Consistency – Decisions align with strategy, even under pressure
✅ Accountability – Ownership is explicit, measurable, and reviewed regularly
✅ Cohesion – Executive teams operate as a unified leadership body

Leadership development isn’t a workshop. It’s the disciplined alignment of behavior, structure, and strategy.

When these elements are synchronized, performance becomes predictable.

💬 Question for leaders: Which of these alignment failures is most common in your organization? Comment below and let’s start the conversation.

🔁Repost this to inspire the leaders in your network
Follow Angela Crawford, PhD for practical leadership strategies and organizational success.

Most organizational challenges are not strategy failures.
 They are leadership alignment failures.
Growth does not stall because leaders lack intelligence or effort. It stalls when:
• Strategic priorities shift without clear communication
 • Accountability structures are inconsistent
 • Incentives do not support stated objectives
 • Leadership behaviors contradict organizational values
High-performing organizations operate differently.
They ensure:
Clarity — Every senior leader can articulate the top three priorities and how success is measured.
Consistency — Decisions align with stated strategy, even under pressure.
Accountability — Ownership is explicit, measurable, and reviewed regularly.
Cohesion — Executive teams operate as a unified leadership body, not independent silos.
Leadership development is not a workshop.
 It is the disciplined alignment of behavior, structure, and strategy.
When those elements are synchronized, performance becomes predictable.

No one really talks about this part of executive and senior leadership.  The higher you go, the lonelier it gets.
​​
You’re carrying the strategy, the culture, and the talent risks.  Yet you do not have a true peer with whom you can be fully honest.​

Research shows that senior leaders are about twice as likely to feel isolated at work as junior employees, and nearly half of CEOs report that loneliness directly hurts their performance. 

Women leaders face an additional layer of this, with smaller networks, fewer mentors, and less sponsorship as they advance.​

That isolation isn’t just uncomfortable; it’s expensive. The U.S. BLS estimates that loneliness and absenteeism cost businesses over $150 billion a year in lost productivity, and executives report higher rates of stress, depression, and emotional strain than the general workforce. 

When the people making the biggest decisions are also the most isolated, strategy quality, execution, and retention all suffer.

This is where a confidential sounding board changes the game. A trusted coach and strategic thought partner gives you:
✅ A safe place to pressure-test strategy, org design, and people decisions before they hit the organization.
✅ An outside vantage point to spot blind spots, patterns, and unintended consequences you can’t see from inside the system.
✅ Space to process the politics, unspoken rules, and high‑stakes relationships that come with leading at the enterprise level.​

Executives are paid to create clarity and make quality decisions, but no one says you have to do that alone. You’re not weak for needing a sounding board; you’re wise for refusing to play this game by yourself.​

If this resonates, share this with a leader who needs to hear it, or reach out if you’re ready for a confidential place to think out loud about your strategy, your organization, and your people.  

Whether it is me or someone else, make this investment in yourself.  I care about you and know that it's worth it.

The part of executive leadership no one talks about.

👉 High-performing teams are not defined by harmony. They are defined by productive tension.

Many leadership teams confuse agreement with alignment.

Alignment = clarity of purpose
Agreement = comfort

Strong executive teams are willing to:
✅ Challenge assumptions without personalizing disagreement
✅ Debate strategy before committing to execution
✅ Surface risks early rather than protect consensus
✅ Hold peers accountable to shared standards

When tension is avoided, issues go underground.
When tension is structured, decisions improve.

Effective leaders create environments where:

➡️ Dissent is encouraged before decisions are finalized
➡️ Data informs discussion, not ego
➡️ Commitment follows debate

Cohesion does not mean uniform thinking.

It means unified execution after rigorous dialogue.

💬 Question for leaders: Which of these behaviors is hardest for your team to practice? Comment below.

🔁Repost this to inspire the leaders in your network
Follow Angela Crawford, PhD for practical leadership strategies and organizational success.

High-performing teams are not defined by harmony.
They are defined by productive tension.
Many leadership teams confuse agreement with alignment.
Alignment is clarity of purpose.
 Agreement is comfort.
Strong executive teams are willing to:
• Challenge assumptions without personalizing disagreement
 • Debate strategy before committing to execution
 • Surface risks early rather than protect consensus
 • Hold peers accountable to shared standards
When tension is avoided, issues go underground.
 When tension is structured, decisions improve.
Effective leaders create environments where:
– Dissent is encouraged before decisions are finalized
 – Data informs discussion, not ego
 – Commitment follows debate
Cohesion does not mean uniform thinking.
 It means unified execution after rigorous dialogue.
Leadership strength is often measured by the quality of conversations behind closed doors.
🔁Repost this to inspire the leaders in your network
Follow Angela Crawford, PhD for practical leadership

👉 Culture is not built through statements.
 It is built through standards.

Many organizations invest heavily in defining values.

Far fewer define the behavioral standards that make those values operational.

If accountability is a value, what behaviors demonstrate it?
If collaboration is a value, how is it measured?
If excellence is a value, what does “excellent” look like in execution?

Without defined standards:

❌ Performance becomes subjective
❌ Feedback becomes inconsistent
❌ Trust erodes over time
❌ High performers disengage

Strong leadership teams translate values into observable expectations.

They clarify:

✅ What is acceptable
✅ What is exceptional
✅ What is non-negotiable

This is where sustainable growth begins.
Leadership is not about inspiration alone.

It’s about creating systems where performance and culture reinforce each other.

💬 Question for leaders: Which of these gaps is most common in your organization? Comment below.

🔁Repost this to inspire the leaders in your network
Follow Angela Crawford, PhD for practical leadership strategies and organizational success.

Culture is not built through statements.

It is built through standards.



Many organizations invest heavily in defining values.



Far fewer define the behavioral standards that make those values operational.



If accountability is a value, what behaviors demonstrate it?

If collaboration is a value, how is it measured?

If excellence is a value, what does “excellent” look like in execution?



Without defined standards:



❌ Performance becomes subjective

❌ Feedback becomes inconsistent

❌ Trust erodes over time

❌ High performers disengage



Strong leadership teams translate values into observable expectations.



They clarify:



 ✅ What is acceptable

 ✅ What is exceptional

 ✅ What is non-negotiable



This is where sustainable growth begins.



Leadership is not about inspiration alone.



It is about creating systems where performance and culture reinforce each other.



👉 Decision fatigue is a structural problem, not a personal weakness.

When leaders are required to approve every initiative, performance declines.
Symptoms include:

➡️ Bottlenecked approvals
➡️ Slower innovation
➡️ Leadership burnout
➡️ Disengaged managers

The solution is not working longer hours.

It is redesigning decision rights.

High-capacity organizations clarify:
✅ Which decisions require executive input
✅ Which decisions are delegated
✅ What thresholds trigger escalation
✅ How risk tolerance is defined

When decision authority is distributed intentionally, leaders regain strategic focus.
 
Structure protects leadership capacity.

Which of these symptoms is most visible in your organization? Comment below.

🔁Repost this to inspire the leaders in your network
Follow Angela Crawford, PhD for practical leadership strategies and organizational success.

Decision fatigue is a structural problem, not a personal weakness.
When leaders are required to approve every initiative, performance declines.
Symptoms include:
• Bottlenecked approvals
 • Slower innovation
 • Leadership burnout
 • Disengaged managers
The solution is not working longer hours.
 It is redesigning decision rights.
High-capacity organizations clarify:
– Which decisions require executive input
 – Which decisions are delegated
 – What thresholds trigger escalation
 – How risk tolerance is defined
When decision authority is distributed intentionally, leaders regain strategic focus.
Structure protects leadership capacity.
🔁Repost this to inspire the leaders in your network
Follow Angela Crawford, PhD for practical leadership strategies and organizational success.


Change models are everywhere, but many still treat people as “resources” to be managed rather than as human beings striving to do their best amid uncertainty.  

That’s why I developed the Strengths-Based Leading Change framework.
It’s an 8-step approach that integrates classic models (like Kotter and Prosci’s ADKAR) with what we now know about trust, psychological safety, and the real human experience of change.

At the core are three simple principles:
✅ Confront reality
✅ Hold faith
✅ Build trust

From there, the 8 steps walk leaders through how to:
1. Diagnose resistance and readiness (before jumping into solutions)
2. Create urgency and a truly shared vision
3. Build coalitions and engage real champions
4. Co-create processes with the people who do the work
5. Address both skills and psychological needs (not just training plans)
6. Communicate purposefully and continuously
7. Reinforce, recognize, and sustain new behaviors
8. Monitor and adapt as you learn

The goal: help leaders drive meaningful transformation without burning people out, and actually strengthen trust and engagement along the way.

I have been leading change and transformation for years, and I now see change fatigue more than ever.  These are practical steps I have used and seen work across industries.

People and organizations that don't change and adapt will become irrelevant; now is the time to become experts at leading change.

If you’d like a copy of the visual 8-step model or would like to explore how it could support your next transformation, send me a message, and I’ll follow up with you.  I also have a sheet that compares and contrasts this process with other change models, if you are interested.

Leading Strength-Based Change

Gen X — It’s Your Time to Shine

Every generation brings something unique to the workforce. 

Gen X brings perspective.

Born between 1965 and 1980, Gen X is smaller than the Boomers and Millennials. They are about 20% of the U.S. workforce yet hold a significant share of leadership roles (Pew Research Center; BLS).

They are the bridge generation.

They graduated as the internet entered the workplace.
They remember leaders questioning whether the World Wide Web mattered.  

I remember the CEO of a company I worked for said, and I quote, "No one will ever need a website.  That WWW thing is just a fad."

They navigated the dot-com boom and bust, the rise of social media, globalization, remote work, and now AI. That lived experience matters.

The AI era doesn’t just need digital natives.

It needs leaders from every generation who can translate change, balance people and systems, and lead through uncertainty.

Gen X knows transformation is messy because we’ve lived it repeatedly.
This moment isn’t about catching up.

It’s about stepping forward. Gen X leaders are uniquely positioned to:
• Integrate AI responsibly
• Develop the next generation
• Protect culture while accelerating innovation
• Turn disruption into strategy

The world needs digital translators. Gen X:  It's your time to shine.

We all have unique experiences that add value.  What prepared you most to lead in this moment?

Of course, I created this graphic with AI, so the new LinkedIn algorithm may not push it to anyone's feeds.  However, I hope to encourage someone to step out and embrace their lived experiences!

👉 Scaling an organization requires a different kind of leadership discipline.

What drives results at one stage of growth often becomes the constraint at the next.

Early-stage leadership relies on:

 ➡️ Speed.
 ➡️ Direct oversight.
 ➡️ Founder-driven decision-making.

Sustained growth requires:

 ▶️ Structure.
 ▶️ Distributed authority.
 ▶️ Defined decision rights.

Organizations struggle when leaders fail to evolve their operating model.

Common indicators include:

1️⃣ Leaders involved in every decision
2️⃣ Unclear ownership across functions
3️⃣ Delayed execution due to approval bottlenecks
4️⃣ Talent attrition at the senior level

Growth is not only about revenue expansion.

👉 It is about upgrading leadership systems.

High-performing executive teams periodically reassess:

✅Decision architecture
✅Role clarity
✅Governance cadence
✅Strategic alignment mechanisms

Without intentional redesign, scale introduces friction instead of momentum.
Leadership maturity determines organizational capacity.

🔁Repost this to inspire the leaders in your network
Follow Angela Crawford, PhD for practical leadership strategies and organizational success.

Scaling an organization requires a different kind of leadership discipline.
What drives results at one stage of growth often becomes the constraint at the next.
Early-stage leadership relies on:
 Speed.
 Direct oversight.
 Founder-driven decision-making.
Sustained growth requires:
 Structure.
 Distributed authority.
 Defined decision rights.
Organizations struggle when leaders fail to evolve their operating model.
Common indicators include:
• Leaders involved in every decision
 • Unclear ownership across functions
 • Delayed execution due to approval bottlenecks
 • Talent attrition at the senior level
Growth is not only about revenue expansion.
 It is about upgrading leadership systems.
High-performing executive teams periodically reassess:
– Decision architecture
 – Role clarity
 – Governance cadence
 – Strategic alignment mechanisms
Without intentional redesign, scale introduces friction instead of momentum.
Leadership maturity determines organizational capacity.
🔁Repost this to ins

Everyone asks me how long it takes to implement strategic change, especially related to culture.  

My answer is often met with disappointment when I say, two to three years.  This author agrees and shares some solid insight.

Open article: Strategic change: It's a marathon, not a sprint | MIT Sloan Executive Education by executive.mit.edu

Strategic change: It's a marathon, not a sprint | MIT Sloan Executive Education

I created a detailed guide to the 4 Levels of Talent Retention, and it will go to my newsletter subscribers at 8 am tomorrow morning.  Subscribe at the link in my bio tonight, and you will receive it in your inbox.

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