Benedetta
@benedetta
Benedetta
We spend so much of our lives living for external validation, rather than looking inward to understand who we truly are and what we desire.
Take a pause. Sit with yourself. Get to know who you really are.
Don't let their (different) CRM stop you!
Sales Ops vs RevOps
someone who has low self-esteem is really a narcissist in disguise, because both share the obsession with the self, no matter if it’s awesome or awful.
Alex Dobrenko • What Does Your Stupid Art Even Do for the World?
“The WORST feeling for a woman is when she tries to have a conversation with a man about his BEHAVIOR that hurts her every day, but instead of listening, he gets ANGRY and turns the situation around on her.
It’s a feeling that cuts deep—a mix of frustration, sadness, and emotional abandonment. She gathers the courage to speak up, not to argue, not
... See moreThe perfect RevOps team structure determines the team's success. When talking with clients, I encounter these situations often: - Our old RevOps builds things that nobody uses - We laid...
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1) Strategic RevOps leader (VP/Director).
You always need just one.
The only exception is if you are large and have two separate business units (e.g. AWS vs Amazon retail).
Usually, 2nd or 3rd hire.
The key is that they are strategic.
They will never change settings in your CRM.
They will never build an automation.
Rather, they will set quotas, work on pricing and commissions, and lead the team.
2) Generalist RevOps Manager
This is often your first RevOps hire.
With size, you will have multiple.
They can grow to become strategic.
They are the link between strategy and execution.
They can be technical but are not experts.
You can have focus areas:
- RevOps manager Marketing
- RevOps manager Customer Success
- RevOps manager growth
- RevOps manager enablement
- RevOps manager tooling
-etc
3) Subject matter experts
This should never be your first RevOps hire.
Those are your CRM admins, data analysts, automation, database, enablement, etc.
This can be 2nd/3rd hire.
Then you will end up with many of them.
** Team structure per time size
RevOps team of 1:
- Generalist RevOps Manager
RevOps team of 2 if more B2B enterprise:
- Strategic RevOps leader
- Generalist RevOps Manager
RevOps team of 2 if more PLG/transactional:
- Generalist RevOps Manager
- Subject matter experts
RevOps team of 3:
- Strategic RevOps leader
- Generalist RevOps Manager
- Subject matter experts
RevOps team of 4/5/6:
- Strategic RevOps leader
- Generalist RevOps Manager
- 2/3/4 Subject matter experts
RevOps team of 7:
- Strategic RevOps leader
- 2 Generalist RevOps Manager
- 4 Subject matter experts
RevOps team of 11:
- Strategic RevOps leader
- 2 Generalist RevOps Manager
- 5 Subject matter experts
As a general rule, 1 Generalist to 5 experts.
How big should your team be?
That is the wrong question.
Quality over quantity.
But as an another general rule:
- if your team is burned or resigned, then you are too late to hire
- if your team is working remotely from Bali, then you overhired
We tend to think of silence as the absence of sound, but silence has its own weight and quality. Silence is the void where we can hear the many sounds that we often ignore — the voice of our intuition telling us the truth, the sound of the breeze blowing, the hum of the radiator, and the noises we make just because we are alive.
Sit still and simply listen
Always a Student [Yoga Edition]
Intro to Patanjali’s Yoga Sutras and how they touch upon various aspects of mental and emotional well-being.