Episode 103: Sales Motivation Made Simple: Aligning Incentives with Corporate Goals
Bernie Kassar
Bernie Kassar, an accomplished senior executive turned Founder and CEO, with a proven track record of building and leading high-performing teams in Customer Success, Support, Renewals, Account Management, Alliances, and Business Development. Bernie isa master of the Go-to-Market strategy and brings a wealth of experience to the table. He is also the founder of Latitude39, a company that specializes in Incentive Compensation Management solutions for small to midsize businesses, streamline the tracking and payment of commissions, bonuses, and incentives. Beyond business, he’s a fan of great burgers and even better sunsets—bringing a perfect mix of drive and appreciation for life’s simple joys.
Watch the episode here
Salespeople are coin-operated, so if you put together a compensation plan that says this is how you're going to make money, there can be goodness for both the company as well as the sales rep. So if you tie your corporate objectives, every company should do this at the beginning of the year and check it quarterly to see if they're on plan.
If you tie your incentive plans to those corporate objectives, both parties win, and you can really design a plan that the sales rep can make a lot of money if they're doing really well, but then the company can as well and I'll give you a quick example of that.
You’re listening to Prospecting on Purpose, where we discuss all things prospecting, sales, business, and mindset.
I'm your host, Sara Murray, a sales champion who's here to show you that you can be a shark in business and still lead with intentionality and authenticity. Tune in each week as we dive into methods to connect with clients, communicate with confidence, and close the deal.
Today’s guest is Bernie Kassar, an accomplished senior executive turned founder and CEO with a proven track record of building and leading high-performing teams in customer success, support, renewals, account management, alliances, and business development. Bernie is a master of the go-to-market strategy and brings a wealth of experience to the table.
He is the founder of Latitude 39, a company that specializes in incentive compensation management solutions for small to mid-sized businesses. Streamlining the tracking and payment of commissions, bonuses and incentives. And then beyond business, Bernie is a great fan of burgers and even better sunsets. So bringing a nice mix of drive and appreciation for life's simple joys. Welcome to Prospecting on Purpose, Bernie.
Thank you. Thank you for having me.
Well, I am excited to talk to you today. We were able to chat a little bit before we hit record. And what we're going to talk about today is really building top-performing sales teams and then motivating them to achieve their top results and I think self-motivation and team motivation are huge topics for the listeners of this show. But before we get into that, Bernie, why don't you tell us a little bit about yourself, your background, and Latitude39?
Sure. So I live out in Northern California. I grew up in the Midwest and Minnesota of all places was actually born in North Africa but moved at a young age to the Midwest, which was a culture shock from a weather point of view, just to name the top reasons there's a couple of others.
But I've been in the, since I've been out in California since 99, I've been in the software space and I've been predominantly in the incentive compensation management or sales performance management, 2 different terms that we use for what we do. For over 25 years, 3 different companies, Latitude 39 being the 3rd and our whole goal is to motivate sales folks. So it's to streamline the process of paying commissions, but really driving behavior because incentives work and we all know that.
Yeah, I appreciate that. Let's talk a little bit about that comment that you just made. So incentives work. I mean, I have definitely said, show me the money to a boss once that hindsight probably wasn't the best move hopeful to Jerry Maguire, but what, talk a little bit about like the, the money and maybe the logic behind it, like, why are you focusing on this and why is it working?
Yeah, I feel like if you go into a sales profession and this is not a derogatory term because I started off in sales, but salespeople are coin-operated. So if you put together a compensation plan that says this is how you're going to make money, there can be goodness for both the company as well as the sales rep. So if you tie your corporate objectives, every company should do this at the beginning of the year and check it quarterly to see if they're on plan.
If you tie your incentive plans to those corporate objectives, both parties win and you can really design a plan that the sales rep can make a lot of money if they're doing really well, but then the company can as well and I'll give you a quick example of that. If you're selling higher margin products, and you have your reps focus on that. The company does well, as well as the rep, and it's funny how, when you put focus in a compensation plan, and this goes back to coin-operated, sales reps quickly gravitate to where they're going to make the highest percentage in a sale, and so really being able to provide that sort of bridge between corporate objectives and comp plans is huge.
But to answer your question specifically, I think it's just the nature and the DNA of the right sales reps. There's a lot of people that go in sales that shouldn't be in sales, but you quickly identify that, and once, you know the person that's driven by their comp plan, then those are the profiles you should be looking to hire, and we can talk about, whether they're good or not in a minute, but for specific reasons, incentives work, because of the DNA and the profile that you're hiring.
Okay. I like that. One of the things that, In my background and expertise, and when you're looking at different teams, it's almost like you have to identify who are the hunters and who are the farmers and understand what motivates them because not everyone is one size fits all. Everyone has different reasons why they show up to work and why they service their clients.
Yeah, I 100 percent agree with that. You have the folks that are looking to find new relationships, can build rapport quickly, trust quickly, and explain their product, in the pre-call, you were talking about how a lot of salespeople get trained to just sell features and functions and product stuff versus the really good ones understand the problem that the client needs solved and tie more of the results and tie more of the story around how we're going to help you get from point A to point B. With the product and the features never really being mentioned, they're an intricate part of the process.
But when you focus on somebody's pain, it becomes completely different, with the reaction you're going to get from them and the response.
Do you find, so I read that quote the other day about if you're selling vitamins versus painkillers, you're selling pleasure versus pain. And you just spoke to that. It's what we understand when we're selling client problems. How does that translate to incentives though? I mean, obviously you want people to take action for pleasure, or you want to be a positive motivator, not a carrot versus the stick. So how does that come into play in your work? What do you see your clients do that are successful with not making it a stick, but still getting the behavior they're looking for?
Yeah, I think visibility. So a lot of times you get come into these workforces and one of their biggest problems is retention. And so it comes back to the visibility of your comp and more importantly, trust. Are you getting paid properly? I can't tell you how many companies we've walked into where the VP of sales and the head of finance. There's a little bit of a clash and you really want to build that trust because it flows all the way down to your sales reps. And if your top performers don't feel like they're getting paid properly and they leave, that has a ripple effect across the whole organization.
So it's just providing the visibility is the first step. So the rep knows that, okay, this is what I'm going to get paid. Whether they get the payment within a week, 2 weeks, 3 weeks, even at the end of the quarter doesn't matter as much as getting acknowledgment that this is what I'm going to get paid when the pay period is over and giving them that visibility before is one huge thing 2nd within our software and a lot of people do this outside of software. It's just more difficult is giving them a weight of estimating their commissions. So if I can figure this order this way. This is how I'm going to get paid. And this is how much commission I'm going to get, and they might reconfigure the order so that they're not discounting as much, and they're not, they're not doing certain things that are going to benefit the rep as well as the company.
Okay. That's very clever because most of the people that I work with, most of the listeners of the show, you have a whole menu of things that you can sell. I'm complicated very quickly. And so you obviously want to find the right product for the client. That's, you know, baseline expectation, but finding the right puzzle pieces. I see a lot of people race to the bottom just to get the deal, and they're almost afraid to show the numbers. And that's why I like to stay in the luxury space and sell business models versus commodities. But I love that you can configure it in a way where you understand what you're going to make on the project or on the sale. I think that's very clever.
Yeah, and I think it's funny because I think it's human nature to round numbers, especially for sales reps, and jumping quickly to a 20 percent discount or a 10 percent discount versus, you know what, that's going to be tough, how about 7%? And those 3 percentage points matter over course of time throughout the whole year when you're starting to look at things versus just going to the quick, even number, splitting the difference things of that nature, make it a little bit harder and over half the times you're going to win the lower discount amount, and that's going to add up over the course of the year versus always going to the 10%. You might end up at the 10%, but what if you end up at 9 or 8 or 7 versus just quickly going from 5 to 10 or 10 to 15 or 15 to 20.
And I think I don't want to speak for all salespeople, but I'll speak from my own lens of experience. You're out and about, you're on the road, you're driving, you're at lunches, you're at events, it’s really hard. At least it was really hard for me. It was really hard to then come home and sit at my screen and just spend all the time figuring it out. So part of the 10 percent rounding is just for ease because I didn't have the time tol. So I like that. I like that example. Why visibility helps ease that pain.
Yeah. And it's mental math. I'll do the same thing. So it's taken a while to figure out, okay. Round numbers don't have to be the way you run your life.
Okay. Oh my God. That needs to be the call-out quote. Round numbers don't have to be the way you run your life.
But that's a helpful reminder. What are some other, do you find like a gamifying aspect to it? Like what are some of the other benefits to giving visibility to the team?
So, there's definitely just your regular com plan, but if you introduce SPIFs, are you familiar with SPFs in your world?
Yeah, we can explain it for the audience. Why don't we explain what a SPIF is?
Yeah, Special Performance Incentive Fund. So, you're, looking in a specific period of time. It can be a week. It could be a month. It could be a quarter where you're going to try to drive additional sales on something specific.
So you'll say, Hey, for this week, and it could be as easy as the person that sets the most appointments is going to get a gift certificate for X amount of dollars. And it could be a dinner or whatever the case might be. You might run a, I've seen watch spiffs from a Rolex to different types of watches to get people really into that contest mood of, there's two things with salespeople, they're definitely coin operated, but they're also very competitive, so they want to be on that leaderboard and sometimes just being in the top three has more value to them being recognized as being, you know, the top performer has just more value or the same amount of value as the money that they're going to get because it's a byproduct that they're going to make more money if they're on the top of the list. But just seeing that encourages them.
So in our software, you can actually have folks, you can have a list of your top performers. And some people call it shaming, some people call it motivation. It all depends on your corporate culture. But there's something to be said about teams knowing where people stand. And if it fits into your culture, it's a fun thing.
You can make it into a fun thing versus, we talked a little bit about the carrot and the stick, but this is more about recognition and being on top of the game.
which I think, you know, if you're hustling, you're working hard and you're doing the right things and you're getting your numbers. I mean, I think it would be nice to be on the leaderboard.
It's so funny too. It was right before we started recording, I'm about to hit my next medallion status on Delta and I open that sucker every day just to see where I'm at. And the other day I had a book a flight and I was like, I'm just going to book first class because I want to like, no, for sure I'm going to hit medallion next year and.
And Delta totally incentivized my behavior. I did not need a first-class ticket, but I bought one because I wanted to make sure. So it's funny from the consumer standpoint, you see it too. Like, you know, it works. Like I want the Peloton badges. I want these things to help keep me motivated.
Yeah, I 100 percent agree. Actually, there's a Netflix show and I shouldn't be bringing it up because I can't remember the name of it. But it was talking about being a consumer economy right now. And it was just talking about, it looked like I just saw the trailer. So I haven't watched it yet, but. They were interviewing people that worked at Amazon, what was the other company, but basically the tactics and the psychology and I think Facebook did this as well of keeping people engaged and how these companies have gone to the next level of making us as consumers buy stuff we don't even need and we become that type of, unfortunately, that type of economy, that type of environment that it has obviously a ripple effect on just buying a lot of stuff that you don't need that ends up somewhere in some a lot of the storyline or trailer, ends up in dumps and, places that are hurting the earth, right? But it was just funny how they've gone into the psychology of how to keep us always engaged and wanting to go to the next level.
Well, and I think that it's an interesting little peek into the human psyche too. I have a new health coach that I'm working with and I bought an Apple watch, a walking pad, two new pairs of Nikes. Like I went and bought stuff and instead of just doing the workout, you know, and I think that that's.
So, you know, teachable moment for me, but I would love to switch gears a tiny bit, Bernie, and talk about what if someone's not on the top three leaderboard, have you found, I mean, sometimes I feel like you see, especially we're recording this near the end of the year, 2024, you start to kind of see people say, Oh, I'll just start again next year. I mean, have you found, what would you do? Or I guess what advice would you give to both team leaders and individuals when they're not hitting the numbers?
Yeah. Yeah. So having been in this space for a long time, it's always been about how do you help the corporation or the company reduce costs by automation, by streamlining the process so you're getting things done quicker so you can have your resources focus on other things? And then the 3rd gem, which we've talked about is giving that visibility and building that trust between sales organizations and finance so that they can go sell more when you visibly see your comp plan and you visibly see where you stand if you sell X amount of products, I can get to that accelerator. That's going to drive some behavior. But watch, you know, that's fun to sell the companies, but I have this personal passion of from a personal standpoint as an individual contributor and actually having sat in that seat. It's the end of the year to your point, if you're not there, the best way to start creating a new process that’s beneficial, it's obviously discipline.
But New Year's resolutions, everybody starts January 1st, but why not start December 1st because it takes a while to get those new habits in play. And so what I would tell people is you really have to a lot of this is just common sense and basics, but a lot of people just don't do it, Is writing down things so sitting down writing down what you're going to do different because obviously what you're doing today isn't working so coming up with a plan keeping it simple I like the rule of three but you start writing down what you want to accomplish. Tie a time period to it and then break it down to what do you need to do each day in order to get to that next milestone and you'll quickly realize it's not as hard as you think when you try to think of the end goal from the beginning and picturing everything it can be daunting.
But if you break it down to and I'll just give the quick example of if your sales process you need to make 50 calls to get 5 appointments and you need 5 appointments every week in order to get 1 sale. I'm really simplifying this. Then you need to say, okay, I need to make those 50 calls every day, and that's going to result into the sales numbers you need, and that becomes the discipline part. That's the part where you write it.
And that's the part where you look at it once a week at the end of the week. Did I say what I was going to do? But it's really that simple. It's never too late. And it always takes from all the different books I've read 21 days of doing something straight creates a new habit. And it's not only the books I've read, I've actually experienced it, where you can then become a new, you can become a new person and whatever you're trying to accomplish.
I like that a lot. I mean, I think that it's so powerful to think about December 1st as the New Year's resolution. That's why I'm starting my health coaching now during the holidays. So I'm not delaying it till January, but I think that there can definitely be this feeling of heaviness when the team's not meeting the goals. You know, the sales team meetings are a lot quieter. It's hard to find things to celebrate. So when that happens, let's say we're mid-year next year and the team's not performing, what are some things just from a, you know, outside of staying disciplined, what are some things that leaders can do to really help their team?
So at a macro level, I mean, the economy has been a little bit different depending on what industry you're in over the course of the last 24 months. And so that's the hard part as leaders. They're everybody can be doing all the right things, but things aren't lining up because just there's people that are waiting to pull the trigger.
I think this election was a big deal because I think there was people that didn't matter who won. They weren't going to do anything because of the uncertainty and I'm hoping we get over that hump in January because now people know what, what the outcome is. And now let's try to move forward with things.
But it's that mid-year slump where things are happening. Yeah, I find talking there's 2 things 1, there's the team motivation. So, when you're on those team calls, it could be as simple as starting the first two minutes with a motivational video. I think videos are very powerful and sometimes just changing things up than the normal routine. Hey, how's your weekend? Blah, blah, blah. Okay. Let's jump into it. You jump right into the numbers, but telling stories are very powerful, especially personal stories. So if you can find a video that tells a bigger story, and we all know how videos grasp emotion. They do.
I mean, Nike does a great job of this. You mentioned Nike earlier, but they just do a great job of those commercials or videos that are about motivation., I like sports. So sports videos are really compelling, but there's a lot of business videos that are compelling with short speeches where other people do the work for you. But then the key is after that video, have a story that ties a personal aspect of as a leader. Hey, I showed you that video because X, Y, and Z and at any time you can be vulnerable and talk about times that are tough in your life that you're able to flip it. I feel like I'm talking about things that can sometimes be common sense.
But everybody needs reminders, even myself. And so it's like, Oh, yeah, I forget. I remember that one boss that I had that did this. I love that. And so it's a one thing that you might not even get a reaction in that meeting. But a month later, Hey, you know, when you played this, it really changed something inside of me.
Oh, I love that because I think that you're hitting on the vulnerability piece. You're hitting on why am I showing you this? And I think that's really where, because there's so much noise, sometimes salespeople are inundated with things to do, KPIs, metrics, etc. It's just tell me why you're doing this, why am I, why am I doing this activity? And I think that that's, that's what I like about your background is, you're showing people the why. Yeah, from the individual standpoint, the team standpoint and the organization standpoint.
The why is huge. I mean, you could carry that right back to our earlier part of the conversation with the features functions talking about who cares? Why, would I want to do this? And what are they going to be the, and start asking the questions that are going to help with the why and starting with the why, whether you're giving a presentation, almost start with the end of, and let me tell you why we're going to do this. Now let's walk through the details.
Cause then you're not dragging it along. It's like, this is the why. I think, um, these phones have become a huge distraction to everybody. And so I think focus is something that's being lost along the way. And we can, we can definitely talk about it now, or a little bit later about what just if we want to continue talking about the personal, how to keep people personally motivated, there's this focus aspect that I think is lost and it's unfortunate and it's unfortunate because everybody's caught in this trap with those phones.
Yeah, I would love to talk about it. And I think a nice kind of bridge between the professional and the personal would be around the lines of aligning the sales team incentives with the company's organizational goals. Because we feel like even if you're a solopreneur, or a business of one or a small business, or you're an individual contributor at a larger organization, understanding where, like, what are your goals and what are you're getting to, and what are you focusing on for the year, that's what's going to differentiate the team from everyone else is the people who can stay disciplined and focused. So let's, I would love to talk a little bit more about, how does the personal piece plays into this and making our sales team successful.
Yeah. So we've been doing a lot of work. I mentioned, you know, always focused on the corporate aspect of how do you make it easier for the company to pay commissions and then there's also a by-product where it's benefiting the sales rep, but always in the back of my mind, I've always thought of, I like self-help books. I like self-help gurus, whether it's Tony Robbins, or folks like that, because they really break it down to some simple things, which is write down your goals, create a plan, and then execute against that plan.
And, if you monitor your results, then you have the ability to go change what's not working. But if you don't have something to compare against, then you don't know what's working, what's not working. So we've really been focused in December. We're going to release a product, it's called Hit Quota.
It'll be at hitquota. com, but it's not available quite yet, but the whole idea is two things. The early version of it is all about how do you become, how do you have a purpose and what you're doing, and then more importantly, how do you then execute it by focus time. And. The actual, it's going to be a landing page where you have a dashboard as an individual contributor where you have things that are important to you right in front of you.
Certain metrics activities you want to do on a daily basis. It's a way of keeping you accountable but also motivated. You'll have beautiful pictures of just nature, which I think is great to wake up to with quotes and mantras. Really quick little doses that you don't even know are happening, but they're positive doses versus the consumer doses I was talking about before and they're personalized. So you have the ability to write down what your plan is going to be, how you're going to execute against that plan.
But the key part that I think a lot of people aren't taught today in this interruption-driven society, unfortunately, is focus time. And so if you are familiar with the Pomodoro method, where you take 25 minutes to do something that's focused and remove all distraction, take a 5 minute break, and then come back to what you were doing.
And you can change those times up. But that's the starter version is 25 minutes of focus, 5 minutes of break, and then back to 25 minutes over time. You can increase that focus time. What we're trying to do with this release of hit quota is get sales reps to learn how to provide focus time on what they need to do.
And I guarantee you, it allows you to start thinking, getting deeper into how you're going to execute with an actual deal with an actual call with an actual meeting that's going to result in better, it's just gonna have better results because you're not having all the distractions and you have the think time, which I believe we've lost a lot of think time, especially as sales individuals because of the distractions.
Well, it's so funny you say that too. I was chatting with somebody the other day about how coming out of the pandemic, it feels like life is back to normal, but on double time, double speed. And I think it's because we were so available. Everyone is available during the pandemic because we're stuck at home.
You could access people now more. Now we're not stuck at home, but we have that same level of expectation on response times. And I think as a culture, I love that. We're talking about this now because we almost need to retrain ourselves to not continue to behave that way. Like I wear my noise canceling headphones for 25 minutes and I have to put my phone in the other room to get anything done these days and it's helping a lot but I would love to learn, you know, I'll, I'll make sure that we include that in the show notes, but the hip quota seems like it's tying the personal with the professional together.
Yeah, we're working through our tagline. So I, I hate releasing things before they're done, but I think this is kind of fun. So it's more about what is your purpose. And that purpose can cover a lot of things from personal families, and accomplishments you want to make to material things that you want to buy and certain milestones you want to hit. I want to be 200 percent of My.
But what is your purpose? And the purpose usually has some emotion tied to it. Then it's actually. Okay, how do I focus on that? So creating that plan that will allow you to execute against that and then actually having the focus time to go back and do what you say you're going to do. So, purpose, plan, focus, in my opinion, is equals results and productivity, which is all we want. Right?
Well, it's such a different type of incentive because it's motivation from your heart, really. I mean, my health, my new health coach is my friend, and I feel more motivated to do the work because I want her business to be successful.
I want to be a great case study for her. So it's kind of putting the goal outside of myself. And that's been really helping motivate me. So if you're looking at, you know, You want to provide, you know, buy a home for your family in 2025. Well, that's going to help you motivate to hit your sales numbers so that you can hit your commission and incentives, and you can make the money that you want to accomplish your personal goals. So they vary are much hand in hand. And sometimes I think just companies, individuals, we separate them, but they're not separate. They're, they're tied.
I'm glad to hear you say that because that's the application is really for two, consumers. One, I want to give the power to the individual contributor. So the actual sales rep at a very affordable price so that they can have a plan. They see it every day. They see the example of the house was perfect. What if you had a picture of the house you want to build or buy and you tied a timeline to it and you saw that repeatedly throughout the day, It's gonna keep you motivated or you saw your family in Hawaii because you want to take that vacation, It's got an emotional tie.
That is a huge part of that day-to-day interaction and being able to tie the emotional and personal piece to it.
Yeah, and I like that we talked about this too, Bernie, because I do think that sales professionals sometimes get this like, Oh, commission breath, you know, pitch slapping, you hear all that language and that's just not for the sake of my listeners.
That's just not the case because we're varsity players over here, but I do think that that's something that we have to kind of overcome as an industry. And it's not getting any easier. So I really appreciated that this conversation was brought up as part of the incentive conversation, because it's not all monetary, but the money part usually gets us to the other goals that we want to achieve.
Hundred percent. I said, there are two buyers. So one is the individual contributor. The second one is for sales teams. So a leader, whether you're a leader of a territory, if you have 2 to 10 reps or you're the head of the whole organization and you have hundreds or thousands of people. We sell to the SMB. So thousands are not really relevant, but if you could use this solution if you do have a bigger sales team where the sales leader now has a platform.
So everybody's using the same format of time, personal to corporate objectives of how they're going to meet their comp plan. But then the sales leader has a communication device where people are already here. They can do a short video at the beginning of the week to get people motivated and boom, they have it in everybody's hands.
It's anywhere from 2 minutes to 5 minutes, but they're telling them what's on their mind and being able to provide that they can put in some quotes or mantras for the week. That is interesting, and maybe very timely for whatever that company is doing. So if they're doing the launch, if you find some cool quotes about innovation and things of that nature, you get to inject that, but it's all about this positive dashboard that's there for the individual, but also we're going to give it the capabilities to sales teams to have that same communication and making it personal.
I love that. I could say, Hey, sales rep, Jerry helped Sally May, and here's how her life has improved. You know, it could be like case studies or different customer stories to really kind of drive the purpose behind it because selling with selling with purpose obviously is something that's important to us as well.
Absolutely.
Oh, awesome. Well, Bernie, before we wrap up, is there anything we didn't talk about that you want to make sure we hit on?
Yeah, so if this is a selfishly personal commercial, I think if you're a small company out there that has a sales team that is looking to automate the process of commissions and tying it to your CRM, if you don't have a CRM, you still want to automate the commission to get the benefits of visibility, check out Latitude 39.
I talked a little bit about the hit quota that's coming in December. That's tying the sales team are actually tying the individual contributors' personal goals to what they're trying to accomplish for the company and really making it the leaders that understand that you drive. Behavior by making a personal really do some really cool things and make build successful businesses as well as build very unique relationships 1 on 1. So, that would be the 2nd part, but the 3rd part that has nothing to do with, was selling software latitude 39 is I'm really passionate about people writing down their goals, building out a process and having that discipline and being able to compare where they're at in any given time.
We're just providing tools to help accelerate that. But even if you don't use I think just really being purpose-driven and understanding what you want and being able to write that down. There are a lot of studies, scientific, just the act of writing, not typing, but actually writing things down really helps you start achieving those types of goals or whatever you write down.
Wonnderful and for 2025 to everyone listening. We're having purpose-driven motivations. We're understanding why we're doing things and then we're writing them down.
Bernie. I will link everything in the YouTube comments, the shows on YouTube, and also in the show notes for the streaming platforms where can people reach out to you directly if they want to connect?
So, LinkedIn is a great place to connect directly and it's just Bernie Kassar, and that'll all be in the notes. If you're interested in learning more about Latitude 39, if you go to our website, there's a Contact Us button. So feel free to fill that out and make sure you mention where you heard about us.
So mention the show and, if you put in just Sara and capital, that would, that would work, but if you mentioned the show, that helps understand the impact that we're having out there. Big fan of your show. And I think you should keep doing what you're doing cause you're not, you're not only helping sales teams, but you're helping the individuals who are listening as well.
Thanks, Bernie. Thanks for saying that. I will say doing a podcast is a nice exercise in discipline.
Yeah. It is
Really had to work on it!
I think the other thing is, that you have an impact. So you're giving it back or paying it forward. However, you want to call it, but it's, you never know how these types of shows or different, I get a lot of ideas from listening to podcasts.
So you never know how you're impacting somebody because they're not always going to send you a note, but it's just a cool feeling that you have the ability to reach the masses with a positive message.
Thank you. And I get to have cool conversations like this. I learned so much from our conversation today. So I want to thank you for taking the time to come on prospecting on purpose.
Well, I appreciate you having me and, likewise, you always want to be a learner.
That's the 2025 Goal 2 team. We're learning always. Thank you so much, Bernie.
Thanks..
If you loved what you heard today, subscribe to the podcast and please rate and leave a review. For more info on me, or if you'd like to work together, feel free to go to my website, Saramurray.com. On social media, I'm usually hanging out @Saramurraysales. Thanks again for joining me and I'll see you next time.
Connect with Bernie
Website: Latitude 39
LinkedIn: Bernie Kassar
Connect with Sara
YouTube: https://www.youtube.com/@saramurraysales
LinkedIn: https://www.linkedin.com/in/saramurraysales/
Instagram: https://www.instagram.com/saramurraysales/
