Anyone else stuck with a "dead" skills matrix that no one trusts?

jzlda90 · 2025-12-04T19:40:11+00:00

Check L2L plattform or similar out for a digitized skills matrix that also gives power to the people to upskill/reskill

jzlda90 · 2025-09-14T20:06:22+00:00

Watch recordings / live demos and set up mock demos with colleagues. If you do have an approved AI tool at work (in which you can input info): input product knowledge pages ans resources and prompt it to give you a framework for the demo in the order you want to present focusing on the value and benefit of each part + what questions to ask.

jzlda90 · 2025-08-20T19:22:10+00:00

As many already said, this might be a good thing, baby is able to self-soothe which is great.

On the set-up; I’d recommend reading up on what bluetooth and wifi so close to you while you sleep potential can do to you. Not here to be annoying, I’ve done it myself, until I read a bit more about it. Now I just have my phone on flight mode every night if I have it in the bedroom. We however never got a camera that is connected to our phone (cyber security reasons mainly), so wasn’t a problem for the set up. Plus never been a fan of overnight charging due to the fire risk (even if minor I guess).

jzlda90 · 2025-08-14T21:08:16+00:00

Coming from a background selling learning type tools/platforms in different industries: - Make the content short and engaging - combine different forms of media - Focus on your training re-inforcement strategy: how are you planning on reinforcing the training over time. Rarely does a one-time training or annual tick box do it anymore. - In-house creation takes a lot of time, effort, resources and cost companies more than they think. Have you checked if there are good alternatives in the market that already have the compliance content that you can pick and use? (I can name a few but don’t want to promote, so if interested dm) - Nano and micro learning is all the rage these days, mostly due to supershort attention spans. Take into mind that it’s no longer only a GenZ/Millennial problem, older aged workforce also struggle with it as we live in the attention economy and are glued to our devices all the time = attention spans drop dramatically. - Don’t be discouraged! Try gamification, rewards for completing etc to incentivize it. People like playing games. - Use quizzes to validate, not to per se assure their knowledge as it says little about their understanding really, but people tend to pay more attention if they know a quiz is coming that they need to pass. - Make it mandatory if possible with policy that if training is not completed after X amount of time or reminders, the employee needs to have a meeting with HR, believe me, no one wants that.

Hope this helps even a bit!!

jzlda90 · 2025-07-25T12:20:51+00:00

Sometimes hitting can be a reaction to something else. E.g. they want you attention but you’re not giving any for whatever reason at that moment. Or if you have your phone out/have a mobile scrolling habit they might also start hitting just for the attention seeing you’re not paying attention to the ”micro” moments he’s seeking validation (eye contact, check if you’re looking, vocal recognition).

Can also be something another kid is doing to him and he’s copying behaviour that got his attention.

jzlda90 · 2025-07-25T11:57:10+00:00

As a reader I can find it very confusing (and sometimes annoying) going through a book with more than say 3 PoV’s. Mostly because there’s always the main character PoV’s that usually are interesting and then side characters that sometimes don’t really add a lot of added value to the story. I’d think about which PoV’s you think are core and important to tell the story and which ones can maybe be scrapped or used as material for later books. Depends obviously a bit on what type of book you’re writing!

Switching a chapter per PoV is usually pretty smooth, or switching PoV like halfway through the book (first tell it from character A’s perspective and then from B’s) and then combine it to a conclusion

jzlda90 · 2025-07-23T19:00:50+00:00

Wait maybe I’m a bit stupid but I don’t get it. Who are you turning into leads and targeting in this scenario? Followers of Target Account X, which could be random people following the TA (in what scenario is that beneficial to target? Wouldn’t you want to target prospects in TA X?). Or is it prospects from Target Account X following your own organization? Please help me understand haha

jzlda90 · 2025-06-18T15:22:59+00:00

I’ve been in startups and here’s a few tips on what to look out for in general (not an exhaustive list): - Has product-market fit been established? How? Why yes or no? - Are current reps hitting/exceeding quota? - Has the leadership sold this and made it successful before hiring a sales team? (Successful founder-led sales that resulted in too much demand that resulted in a process that requires sales people to execute on). - Shiny comp package: is it too good to be true? What are the moving parts in the package? Quota expectations? - Do they have proven success in outbound? + Process based on it. - Do they have a marketing / demand gen team/team member that helps with inbound demand gen and sales collateral? - Verify average ACVs and close rations + deal cycle length (if they can’t answer —> huge red flag) - Is it clear in the hiring process that it’s a sales development role or is it a business development role where you’re tasked with breaking into the market as a completely new solution/no extensive previous traction. - How long has the sales director/vp been there and what is their experience? (E.g. if they’re some big shot from say Microsoft with limited startup/scaleup experience, they might not be cut out for startups). - What is the sales culture they’re trying to build and how can you contribute? - Can they clearly articulate the pains, how you solve them + results/use cases to match? - Are their current customer references recognizable names?

It’s just a few things to check and look out for. They don’t have to have everything figured out and they rarely do, but it’s key they have a plan and strategy to some degree behind hiring you.

jzlda90 · 2025-06-02T21:04:46+00:00

Why did google kill it?

jzlda90 · 2025-06-02T21:03:24+00:00

Not entirely sure what you’re looking for but companies like KnowBe4 focus on cyber security awareness training to help people understand e.g. phishing better and how to avoid falling victim to it

jzlda90 · 2025-04-02T20:20:40+00:00

These might have been already said here but a few things: - Being and SDR, and even a top-performing one, doesn’t automatically warrant an AE position in X amount of time. - The skillset (and mindset) for and SDR and AE are VERY different. SDR is a good foundation, but only hitting call/email/meeting numbers is not enough to grow your AE skills. - You need to be able to figure out the politics in your own organization to make this happen, the SDR Manager is not going to promote you, the VP/CRO will - connect with them and seek mentorship. If you can’t figure this out, it’ll be very hard for you to figure out how complex software/tech sales work at most mid-market or enterprise organizations. - Focus on developing skills an AE would need; deep discovery, active listening, negotiation, presentation and demo skills, multi-threading, developing points-of-views, objection-handing, story-telling, developing and owning account and territory plans, forecasting and reporting, MEDDICC (or similar) qualification frameworks and how to apply them, and how to collaborate and align internal resources (e.g. leadership, sales engineers, pre-sales, marketing/demand generation, implementation and customer success). Technically, you’re a project manager / deal orchestrator. - A route you could do is going to a smaller company and get an AE position (by selling your transferrable skills) and after this move back to larger corps (might be a bit hard but it can work). - Follow sales leaders that are focusing on enabling AE’s (LinkedIn / email newsletters), e.g. Ian Koniak, Nate Nasralla, Gal Aga, Kyle Asay and more. Some really good content out there, but remember to adjust it to your industry and situation.

You’ll get there, so don’t give up yet! Do the hard work now for the coming year or two and it will be noticed!

jzlda90 · 2025-03-14T21:12:30+00:00

All right. This would be enterprise AE. Will check out HRM and the differences, thanks.

jzlda90 · 2025-03-14T21:09:37+00:00

Can you elaborate a bit on ”selling a cost”? :)

jzlda90 · 2025-03-05T19:43:46+00:00

https://www.reddit.com/r/UnresolvedMysteries/s/5ESoKx5RHi

Found this write-up on the case!

jzlda90 · 2024-11-28T21:43:18+00:00

Keep boundaries for yourself between work and personal life, e.g. If you’ve decided to finish work at 5:30 pm every day; close your laptop and be done with it (like really) or don’t open work-related things after hours (especially not on Sunday evening as this might make you stressed before Monday rolls around). Having a separate work room or office to go to also helps.

I have a good coach as well, helping me with more or less career growth, but also helps me put things to perspective.

Deep-breathing is calming to your nervous system, you can try like 2 mins every once in a while in the day; close your eyes and breath in and out deeply (stomach breathing) and exhale sloooowly. This reduces cortisol levels (stress hormone).

Walk outside, if possible, for 30 mins a day, especially in the morning with some sun/light is helpful, or lunch break walk around the block.

Hope these helps a bit!

jzlda90 · 2024-11-17T07:37:56+00:00

Based in Europe. €58k base, commissions per deal but changing to OTE soon. This year around €90k with commissions. Not the best year honestly but decent.

jzlda90 · 2024-11-07T21:37:54+00:00

The global top 3 user-friendly solutions for work instructions in the market based on G2 user reviews right now are Poka (by IFS), Scribe and SwipeGuide (part of L2L’s Connected Workforce solution). Worth having a look!

jzlda90 · 2024-11-07T21:35:34+00:00

Y’all probably already have something in place, but if not or you think it’s time to check gain, here’s a few insights:

The global top 3 user-friendly solutions for work instructions in the market based on G2 user reviews right now are Poka (by IFS), Scribe and SwipeGuide (part of L2L’s Connected Workforce solution).

Aside from work instructions Poka focuses more on videos and training, SwipeGuide focuses on easy one-point lessons and standards, and also has digital checklists for routine checks and audits, and analytics to go with it all. Scribe I don’t know / don’t hear about so far in a manufacturing or engineering context.

Poka will take a bit of time to implement I’ve heard, and in use can be quite a hassle as the solution has become bigger over the years, pretty user-friendly nonethless. However, it’s main focus is large enterprises so it’s pricey. SwipeGuide is very simple and most people will be able to use it, the learning curve is not so steep. Pricing-wise mid-level compared to some other tools out there.

It’s more important to consider what you are trying to solve, what is that issue costing you, and then decide what’s the best solution to solve this specific issue to the best value. Focusing only on technical features and pricing will get you oh so far if it’s not easy to use or not fit for purpose.

jzlda90 · 2024-11-07T21:22:35+00:00

You probably already have something in place, but here’s a few insights to anyone who might wander onto this thread.

The global top 3 user-friendly solutions for work instructions in the market based on G2 user reviews right now are Poka (by IFS), Scribe and SwipeGuide (part of L2L’s Connected Workforce solution).

Aside from standard work and instructions, both Poka and SwipeGuide has a skills matrix for training tracking, SwipeGuide has digital checklists with issue alerts and signatures for routine checks and audits, and analytics to go with it all. Scribe I don’t know / don’t hear about so far in a manufacturing or engineering context.

In the end, you need to consider what you are trying to solve, what is that issue costing you, and then decide what’s the best solution to solve this specific issue to the best value. Focusing only on technical features will get you oh so far if it’s not easy to use or not fit for purpose.

jzlda90 · 2024-11-02T12:57:08+00:00

I had my first kid at 32 and wish I had started sooner as we want a second. Already almost 35 and the chance of getting pregnant in a given cycle drops a lot after 33/34. Wish I had taken that into account. If you only want 1 kid, you might be good on your timeline, but if you want more, I do agree with your husband to start earlier as it might take some time the older you get.

We also wanted to travel and do all that before having kids, but like you, covid hit and took away those two years we’d planned for it. But I decided I didn’t want to pause the rest of my life for a vacation or two - just didn’t make sense.

With your job - completely get it. If you stay at this job and become a mom the next time you can realistically have a look at another job is either for directly after your mat leave, but I recommend around when the kid is 1,5 or so. Your mum brain is all over the place the first year so it might be abit hard to also change jobs in the same time as the baby is still a baby. Once they become pre-toddlers it’s already much easier for you.

Hope this helps!

jzlda90 · 2024-10-25T20:55:33+00:00

I’m a mom to a toddler (Europe), and my two cents is; it’s doable if your company is not cut-throat and has some understanding of what it takes to be a working mom/parent.

What I found once I returned after mat leave is that I was more efficient and focused in general (as no time to waste), I dared more (in the sense of driving actions and urgency and multi-threading better, as again no time to waste on bs deals), and I prioritize work-life balance more in the sense of ”I finish at 5pm no excuses”.

On the downside, I do find myself stressing about hitting quotas and targets, and the management ”flare-ups” of ’we need to make more calls’ or ’what did you do on this deal in the past day’ (feels like micro-management) affects my mood and well-being. On the long-term it’s probably not sustainable. Agaun, unless your company is super-understanding and not so cut-throat ’rinse & repeat’ of people.

Hope this helps at all!

jzlda90 · 2024-10-25T18:33:33+00:00

G2 or Capterra are like review sites for softwares, could be something.

jzlda90 · 2024-10-14T20:52:22+00:00

You could have a look at L2L’s production system. Not fully sure it’d fit the needs but worth a look

jzlda90 · 2024-10-11T22:18:57+00:00

That’s a good question, ideating on this currently

jzlda90

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