Justin Michael

Unleashing Your Sales Superpowers @HSE

Most revenue problems aren’t tactical. They’re structural.

I build operating systems for people who carry real accountability. Over the last decade I’ve coached more than 250 sales teams and 1,000 operators. The models behind this work have generated over $1B in revenue and sit underneath my books and advisory work.

I’m a 7X bestselling author and a former record-setting pipeline producer across Salesforce, LinkedIn, and 13 venture-backed startups. The work lives at the intersection of sales execution, psychology, and leverage.

The focus is durability. Systems that hold under pressure. Authority that compounds. Control of the top of the funnel rather than constant pursuit.

This tends to attract a specific profile. Sellers and sales leaders responsible for meetings pipeline and quota. VPs and CROs accountable to forecasts boards and promotion outcomes. Fractional executives scaling influence across portfolios. Consultants and coaches converting expertise into leverage and deal flow.

The outcomes are consistent. A 4.6X pipeline increase in 90 days at HubSpot. A 5X increase in new business meetings in 60 days for a B2B SaaS leadership team. $148K closed in a single week by a sales consultancy CEO. $144K closed in a single week by a consulting firm founder. Multiple operators achieving 2–5X pipeline and income growth with promotion inside 6 months. Others building 7-figure advisory businesses or $10K–$20K per month in parallel income.

Through the Justin Michael Method, I’ve trained many of today’s top 7-figure sellers and high-level consultants. This isn’t a side hustle. It’s what happens when serious operators stop treating revenue like a hobby.

The CODEX guides that drive this work are open source. If you want the exact frameworks behind billions in pipeline and how to operate them correctly, message me.

Bestselling Author, Sales Superpowers & JMM 2.0

Order now @ SalesSuperpowers.com | Finally released my full JMM methodology with tips and tactics from hundreds of real coaching sessions. 5X your income today with the Justin Michael Method, a new outbound operating system to drive explosive revenue growth!

Justin Michael 🦸🏻

Most sales books teach tactics.
This one teaches how you’re experienced before you speak.

"The deal starts before the deck.”
“Brevity is sovereignty. Silence is the new luxury good.”
“Results alone don’t create authority. Presence does.”
“Most sales training teaches objections and scripts, but not state, breath, or rhythm. Those are the parts that actually close.”
“You don’t rise by working harder. You rise when the room reads you differently.”
“There’s always a frame. You’re either controlling it, or being controlled by it.”

No hacks.
No scripts-first thinking.
No performative dominance.

Just the unspoken rules that decide who gets followed, trusted, and chosen
before credentials, decks, or effort even enter the room.

Grateful for readers who didn’t skim this
... they recognized it.

Hidden Force Behind the 1% • Axelrod Tier

Hidden Force Behind the 1% | Axelrod Tier

I wasn’t supposed to end up here.
That’s why it bothers so many people.

The Hidden Force Behind the 1% | $1B+ Revenue Architect | 7X Bestselling Author

Build the frame. Then dominate the system.

I fear not the man who has practiced 10,000 kicks once, but I fear the man who has practiced one kick 10,000 times. – Bruce Lee

"Books are a uniquely portable magic." – Stephen King

Pressure feels productive because it reduces uncertainty.

The brain hates open loops.
The amygdala scans for threat.
When outcomes aren’t controlled, the nervous system pushes for motion.

That’s why pressure is dangerous.
It calms anxiety by creating activity.

Here’s the FRAME law most never internalize.
The calm nervous system controls the room.
High-leverage operators regulate first.
They slow their breathing, widen perception, and hold silence without flinching.

Neuroscience is clear.
Certainty is contagious.
So is tension.

Pressure transfers stress.
Position transfers safety.

Whoever can wait without leaking urgency sets the tempo.
Whoever sets the tempo dictates the outcome.

This is why effort plateaus.
And leverage compounds.

At higher levels, success doesn’t come from doing more.
It comes from moving less, later, and with precision.

Vote carefully.
Your answer reveals how you handle power.

– The Frame

The author can see how you vote. Learn more

It’s not reading. It’s forensic analysis.

Art Sobczak is the true OG. 
Subscribe. ☑️

Open article: Smart Calling Report by smartcallingreport.com

A prospecting book by Keenan is Charlie Sheen teaching restraint.

Building the revenue architecture of forward-thinking companies (YC S23) - Growth 🚀

Experienced T-shaped Revenue Maker, I have been delighted to work from B2C to B2B companies, from inbound to outbound strategies, from growth marketing to sales enablement ...  always in a single goal of generating more revenue.

Intent Strategies featured in Usergems & Lonescale 🚀🚀

https://www.usergems.com/blog/champion-tracking-setup-guide
https://www.usergems.com/blog/how-to-implement-new-hire-sales-trigger
https://www.lonescale.com/articles/how-to-implement-job-offers-trigger

Passionate about learnings new things (aka lifelong student) 📚 - Working every day on elevating my IQ, EQ & TQ.

Skillset:

- GROWTH 🚀
- Revops
- Sales
- Analytics
- Conversion Rate Optimization

 Personality: Dynamic, "challenger", at ease in contacts, coach

Maxence de Villepion 🧱

Finding the right people in an account is not a title problem.
It’s a context problem.

The “right stakeholder” changes with company size, industry, and how the team actually operates.

Yet most teams still do this:
• Search by job title
• Pull 10–20 contacts
• Enrich all of them
• Dump them into CRM
• Let reps figure it out

What happens?
Reps stop trusting the data. Not because it’s wrong, but because they still have to reopen LinkedIn to understand who these people are and why they matter.

You didn’t help sales. You just gave them more work.

The shift is simple:
Stop auto-enriching by title.
Start qualifying people by their buying context.

1. Pull all plausible stakeholders.
2. Score them on seniority, ownership, and proximity to the problem.
3. Only enrich the top 3–5 (=highest scores) stakeholders

Tested this with a customer recently. They had ~15 contacts at a target company.

Everyone assumed a few of them were obvious priorities.
The system surfaced someone they would not have prioritized.

They checked the profile and said: 
“AI just schooled me. This is actually the best person for us to talk to in this company.”

Not a different function.
Not a different level.
Just the right person.

Contact sourcing shouldn’t give reps more people. It should provide them with the right people, better context, and a clear path to the decision.

Maxence de Villepion  🧱

Co-founder at Cargo (YC S23) — Building the revenue architecture of forward-thinking companies 🚀

Most teams think Revops is dashboards, workflows, and closing tickets.

It's not. Revops is infrastructure.

The old model: A rep needs enrichment → opens a ticket → Revops builds a workflow → rep executes days later.

That gap is revenue latency.

The new model: Revops builds the centralized engine:

• data models
• enrichment logic
• signal detection
• trigger-based flows
• deduplication

But instead of making reps wait for tickets or workflows, revops exposes vetted capabilities as self-serve:

• Enrich a lead email & phone (Slack Agent)
• Generate personalized copy (Browser extension)
• Get instant account research (CRM button)
• Find the right contacts automatically (CRM action)
• Reply management directly in Slack (human-in-the-loop)

Reps self-serve execution. Revops controls the logic.

Even the best Revops teams can't beat self-serve. Because reps act when the signal is hot, not when you have time for requests that should be available immediately.

This is what "centralize the logic, distribute the execution" actually means.

Build the engine once. Expose capabilities everywhere.

👇 Article in comment👇

Most "new hire" outreach fails for a boring reason:
it says nothing useful.

By the time someone joins, most messages sound the same:
"Congrats on joining {{company}} from {{previous_company}}."

I wrote about new-hire triggers five years ago.
Back then, it worked.

Now?
Everyone does it and everyone gets ignored.

The problem isn't the signal. It's what people do with it.
The leverage comes earlier.

Job offer = context
New hire = timing

The job description tells you why the role exists, what's broken, what they're expected to fix.

The new-hire signal tells you when to reach out.

Example:
What everyone sends:
 "Congrats on joining Acme as VP of Sales!"

What top operators send:
"I saw you were hired to drive operational excellence in EMEA. I put together a short guide on what to automate first to unlock revenue efficiency. 
Figured it might be useful as you ramp.
[Link to a personalized Gamma deck / custom "First 90 Days" checklist]"

Same trigger.
Completely different approach.

The content is tailored to what they were hired to solve, not a generic "First 90 Days for Every VP of Sales," but a guide built for their exact mission.

The difference isn't personalization.
It's understanding the context behind the hire.

Signals aren't just about timing. They're about how informed you are when you reach out, and what you do with that context.

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Maxence de Villepion 🧱

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