Are you ready to hammer down the competition with a resume that’s as polished as a new set of wrenches? Well, you’ve clicked on the right article! At FlexTrades, we’re all about helping you nail that first impression and saw through the job market with the precision of a fine-tuned lathe.

Know Your Tools: Understanding Resume Essentials

Before you climb up that career ladder, let’s talk about your toolbox, and by that we mean the essential sections of your resume. Just like a trusty tool belt, your resume should be equipped with a few fundamental gadgets… a gripping summary that showcases your professional blueprint, a skills list sharper than a carpenter’s chisel, work experience as solid as welded joints and educational credentials that stand sturdy like scaffolding. Oh, and let’s not forget the keywords… those little SEO nuggets that make sure your resume is as discoverable as a bright orange safety vest.

Build Your Foundation: The Structure of a Trades Resume

Constructing a resume is a lot like laying down the foundation of a house. You need a strong and clear structure. Start with your contact info, this is your address in the job market neighborhood. Then, draft a professional summary that’s as engaging as a foreman’s pep talk. List your skills like a proud display of shiny new tools on a pegboard. Detail your experience with the precision of a finely measured cut, and round it off with your academic and training credentials – your industry’s stamp of approval.

Show Your Craftsmanship: Customizing Your Resume

A customized resume is like picking the right tool for the job… it just works better. Tailor your resume for each application like you’re choosing a bit for your drill. Research the company, highlight the skills that match their job description and show them why you’re the master craftsman they need.

Polish to Impress: Formatting and Design Tips

A great tradesperson knows that the finishing touches make all the difference. Choose a resume format that’s as neat as a new job site. Opt for a clean, professional font that’s easy to read. Think of it as the level tool ensuring everything is balanced. And for that extra flair, why not add a touch of industry charm, like a blueprint motif for your headings?

Proof of Work: Certifications and Portfolio

In the trades, your work speaks volumes. Make sure your resume includes a section for certifications that are as up-to-date as the latest building codes. And don’t be shy to link to an online portfolio. It’s like opening your garage to show off your best builds and repairs.

SEO for the Win: Making Your Resume Findable

In today’s digital job workshop, SEO is your best buddy. Use job-relevant keywords throughout your resume so that it pops up faster than a popped nail in a tire. Consider the job titles and skills that hiring managers are searching for and weave them into your resume like a master electrician concealing wiring behind a wall.

Build Your Future:

Crafting the perfect resume is an art and a trade of its own. With these tips, you’re well on your way to creating a document that represents the best of your professional abilities and is geared for success in the 2024 job market and beyond.

Don’t hang up your tool belt just yet. FlexTrades is here to help you tighten any loose screws in your resume. Visit our website for more resources and to apply for open positions, or get in touch for personalized guidance. Let’s build your future together, one nail at a time!

FlexTrades plays a pivotal role in the manufacturing sector by providing highly skilled tradespeople, thereby enhancing production efficiency, minimizing downtime, and reducing backlogs. In essence, we bridge the talent gaps commonly encountered by manufacturers throughout the United States. Many of our clients operate in similar sectors, including:

  • Primary Metal Manufacturing
  • Fabricated Metal Product Manufacturing
  • Machinery Manufacturing,
  • Computer and Electronic Product Manufacturing
  • Electrical Equipment, Appliance, and Component Manufacturing
  • Transportation Equipment Manufacturing

But did you know that our capabilities extend even further?

Our team of technicians boasts diverse skills and backgrounds, allowing us to address production challenges in numerous other industries. Whether you are a manufacturer with requirements in these sectors or a tradesperson with relevant skills and experience, FlexTrades welcomes you with open arms.

  • Beverage & Tobacco
  • Food Manufacturing
  • Nonmetallic Mineral Product Mfg.
  • Textile Mills
  • Textile Product Mills
  • Apparel Mfg.
  • Leather & Allied Product Mfg.
  • Wood Product Mfg.
  • Printing & Related Support Activities
  • Petroleum & Coal Products Mfg.
  • Furniture & Related Product Mfg.
  • Merchant Wholesaler – Durable & Non-Durable Goods

Need a real-life example?

We recently joined forces with a prominent rice manufacturing company. As the harvest season approached, they faced a substantial workload. However, their facility was situated in a rural area, making it impractical to significantly expand their internal workforce temporarily. Consequently, they turned to FlexTrades for support. Our skilled technicians were deployed to meet the demands of the harvest season and more. They assumed various roles such as Scale Attendants, Heavy Equipment Operators, Line/Machine Operators, Sanitation Technicians, Maintenance Technicians, Control Room Operators, Lab Technicians, Packaging Operators, and Material Handlers. Thanks to our skilled trades technicians, FlexTrades ensured that all rice processed at the facility adhered to high-quality standards before being packaged and shipped to grocery store shelves.

Manufacturers: Schedule a Call with FlexTrades Now!

Skilled Technicians: Browse Our Jobs and Apply Here! 

Educators at universities and colleges across the country, in just about every field, invite employers into their classrooms to give presentations to students. Employers embrace the opportunity to show students the work, pay, and benefits their company offers. Some employers take it further and provide tools that will help graduates get their first job and be successful.

When FlexTrades does a ReTool Employer Presentation for students, we show that we offer a rewarding career in the trades with excellent benefits. But we also understand that many students have other companies in mind, have already accepted jobs, or have plans to put their education to work elsewhere. Half of our presentation is catered to ANY job seeker, even if they aren’t interested in FlexTrades at the moment.

Below is an outline of the script for our ReTool Employer Presentation.

Act 1: About FlexTrades

The first act of a FlexTrades employer presentation is shamelessly, and genuinely, promoting the opportunities our company offers. We name drop some of our clients who are among the nation’s largest manufacturers in heavy agriculture, aerospace, consumer products, and more. We talk about our need for skilled technicians throughout every step of the manufacturing process.

The pay and benefits FlexTrades offers to employees are competitive nationwide. We talk about travel and how many of our technicians see travel as another benefit; seeing the country and enjoying hobbies and activities they can’t do at home. To close Act 1, we talk about the many opportunities for growth within the company and how to get started pursuing a career with us.

Act 2: Career Tips & Advice

Degrees, certifications, and hundreds of hours of time-on-tool get you a baseline of knowledge to do the job. But a resume must get you an interview, and that interview must go well before you ever get paid for those skills.

Our longest slide in the entire presentation is called “Resume & Interview Tips.” We share tips and advice that apply to anyone listening, whether they’re interested in FlexTrades or not. For example, calling out your skills and certifications correctly on a resume can determine whether you even get a chance to interview. Preparing for an interview by researching the company and practicing your responses to tough questions is equally important.

Act 2 answers one of the most important questions we should ask: What’s ahead in manufacturing? We talk about Industry 4.0 and what it means. You’ll need to hear our presentation for the full answer, but (spoiler alert) robots are not coming to take our jobs! Skilled tradespeople will always be needed, but we will need to adapt and continue to learn new skills.

Act 3: Questions & Answers

We place a lot of information in our ReTool Employer Presentation, so we always open it up to questions after the slideshow. Many students are curious to hear more about travel, where they might get to go, and how we get them there. Some students ask what tools they need to bring on a project (hint: very few). We are often asked what an apprentice-level ReTool employee can expect on their first few projects.

Instructors usually jump in to ask questions, too. They know their students better than we do, so they often anticipate questions students haven’t thought of yet. Some instructors even ask about how they can work on a FlexTrades project over summer break, or once they’ve retired from teaching.

We’re always excited to dig deeper into any of the topics we cover!


We understand that we aren’t the only employer out there, but we might be the perfect fit for a student who hasn’t found the right job yet. Or we might be a better fit when they’re looking for a change later in their career. Some of the students we speak to will go on to manage a facility or start their own company and may need FlexTrades technicians to get the job done.

We genuinely care about the next generation of skilled tradespeople and the world of manufacturing that they are entering. We want to encourage students in trade school programs to stay on the path and start a great career. If you’re an educator or instructor at a trade school, we would love to show you and your students our ReTool Employer Presentation live!

Ever since COVID-19, virtual presentations have become extremely popular. To book a ReTool Virtual Employer Presentation for your class, just click here to pick a time that works best for you!

If you’d like us to make an in-person presentation, or if you have any questions, please reach out to If you or someone you know is looking for work, resumes can also be sent to

We appreciate your time today, and look forward to working with you and your team soon. 

What is the definition of a dream job in manufacturing? There is no wrong answer to this question. Most of us will have a different definition, and that will probably change over the course of our careers. My dream job allows me to excel at my craft, learn new skills, and have a seamless work-life balance to enjoy my hobbies and time with family and friends. The “Flex” in FlexTrades means that we offer flexibility to our employees by allowing them to build an exciting and rewarding career, however you define the term “dream job.”

Five Ways Technicians Can “Flex” With FlexTrades

Variety of work: At FlexTrades, you have the flexibility to pick and choose which project to accept. One Technician may choose projects to get experience with new tools or new processes. Another Technician may only choose projects using the tool they are most experienced with. Whether you want to become a jack of all trades or the very best at a specific skill, you can find the right fit with FlexTrades.

Work your preferred schedule: The flexibility to choose when you work, and when you have time off, is not easy to find. Some of our Technicians are true ‘road warriors’ who go from project-to-project to bank experience and pay as quickly as possible. Some of our Technicians take a well-deserved break between projects. Some of our Technicians even prefer third-shift projects while others prefer second shift. FlexTrades is flexible and allows you to work the schedule that suits you best.

Choose your workplace: Our clients range from small mom-and-pop shops to massive Fortune 100 companies. Do you want the community of a smaller shop? Do you want to operate cutting edge equipment in a multi-million-dollar facility? With FlexTrades, you have the flexibility to choose the type of company you want to work with.

Go where you want: Our technicians have the flexibility to choose where they travel for assignments. Some choose the next project based on how soon they can start and will travel wherever the work brings them. Others choose to stay closer to home so they can visit their family and friends on a day off. Many choose projects based on what the region has to offer for hiking, fishing, hunting, or other hobbies to pursue in their free time.

Commitment to one project at a time: Once you’ve completed a project commitment, there are no strings attached. If you want to go right to the next project, you can. If you want to take time off at home before choosing your next project, you can do that, too. If you want to bring your experience to a facility in your town, we’ve got you covered. FlexTrades is flexible so as to encourage our Technicians to always do what is best for their themselves, their family and their careers.

We chose the name “FlexTrades” because we recognize the importance of being flexible. Our Technicians take advantage of that flexibility.

If you are seeking more freedom with your job, take a look at some of our open positions. If you’re ready to apply, contact a recruiter today. We’d love for you to see for yourself what puts the “flex” in FlexTrades!

Why Corey Loves Working With FlexTrades:

Jeremy P. Loves the Ability to Travel

In a recent interview with one of our skilled technicians, Shane, I asked who inspired him to start his work in the trades. He went on to tell me how he owes it all to his mother. I just smiled and thought about how my mom was the biggest influence on my career path too. I’m certain Shane and I aren’t the only ones in that boat!

My mom worked as a middle school teacher for over 40 years. She touches tools as infrequently as possible. Most folks who know her would agree that her mechanical aptitude can be described as “limited at best.” It’s safe to say I learned most of my technical skills from somebody else. Despite this, every skill I have that has made me stand out from others over the years WAS learned from her. And there’s nothing technical about them.

Career Lessons from Mom

Your technical skills get you hired but your soft skills are what keep you hired and allow you to advance. I’ve said that to every class at every tech school I’ve ever visited. I learned the truth of that lesson myself over decades working with people possessing far more “craft” than I do. However, I learned the skills themselves from a life spent as my mother’s child. I had no idea they would all be relevant to life in the trades as well.

Work Ethic – My mom never missed a day of work unless she was physically unable to work. She’s never paid another person to do a job she could do herself. She does extra so others can do less. And she never complains about it. Unsurprisingly, she’s consistently viewed as an indispensable team member.

Organization – No matter how many events, projects, parties, or tasks my mom must juggle she never drops the ball. Calendars on the fridge, post-its in her purse, and notes in her phone all help my mom keep her work (and life) properly prioritized and on-schedule. Her rigorous planning means she rarely wastes time or effort and is universally assumed to be always on-point.

Punctuality – Being late doesn’t make you a bad person but it can make for some bad problems – especially when it comes to your employment. Being early never cost anybody anything except a few extra minutes. Show up everywhere early with something to fill your time and you’ll always be there when it matters. Do it enough and people will notice. My mother’s adherence to this principle didn’t just result in a good reputation. Punctuality means she is never the one seeking out critical information that was missed, but frequently is the one dispensing it.

Photo of young office woman looking on her watch while sitting at the meeting table surrounded by office equipment and her colleagues. Being punctual.

Communication – Sharing blood doesn’t mean that you share a communication style. That’s certainly true in my family. But whether my mom “speaks my language” or not, she still needs me to receive her information and provide mine to her in a manner we both can absorb. This means she’s constantly trying out new phrasing, imagery, and tools. She even got a Snapchat account to continue that effort with her next generation of communication failures (her grandkids). This commitment to communication has allowed her to understand (and be understood by) many generations of different ages, races, creeds, genders, etc. It has also kept her professionally relevant well into her fifth decade in the workforce. 

technology, old age and people concept - happy smiling senior woman taking selfie or having video call at summer garden

Professional Pride – Whatever you do, do it to the best of your ability and then stand by it. This is true regardless of whether the final result ends up being good or bad. If you try your hardest and own your work, you will benefit by either an increase in esteem (external factor) or knowledge (internal factor). Both will always benefit your career. Knowing this has allowed my mom to change with the times to continue to provide the same quality of education to students today as she first did so many years ago, throughout very different eras.

This Mother’s Day I hope you all take the time to think about what your own mom has done to help form the person and professional you’ve become. Then tell her why and make sure to say “thank you”. She deserves it. If those of you who are mothers would like to further influence your child by getting them to think about a career in the trades, that’s a great idea! I can’t think of a better way to celebrate this holiday (and the trades) than by having a conversation with mom.

Spring means a lot of things across America but in hiring and educational circles it mostly means one thing – career fair season. There are events everywhere put on by schools, community groups, and sometimes even by employers. A fair is easy to find, you only need to look online or in your local paper but getting satisfactory results can be a lot more difficult. You can already find a lot of info online to help prepare for a fair ahead of time. But we’ve come up with three easy, actionable tips so everyone involved with a career fair can find success while at the event. 


Door Prizes – Foot traffic is the name of the game for employer events. Prizes and giveaways can help a lot when it comes to getting people in the building for your event. Fewer prizes with bigger values will always be a bigger draw, even if it means you must give them away in a drawing or raffle. 

Employer Maps – Students, alumni, and community members come to a career fair to find a job. Make it easy for them to find the kind of jobs for which they’re searching. The easiest way to do this is with a booth map showing where each employer is located and clearly calling out the skillsets/positions for which they’re hiring. 

Walk Around – Surveys after the event can be helpful when planning for your next one but walking around during your event allows you to connect with employers and job seekers in real time. This gives you the best chance to put on a great event by ensuring you can tackle problems and questions immediately.Surveyor asking attendees questions about the career fair they are attending 


Make Jobs Obvious – Attendees at a career fair are looking for jobs. Make it easy for people with the right skills for the jobs you’re filling to find you. Hiring welders or drivers or office admins? Then say it clearly and specifically in your signage and table literature rather than something ambiguous like, “Now hiring for ALL positions.” 

Use Images – A picture says a thousand words, so using a view pictures or videos can replace thousands of words in your signage. This saves money and space as well as simplifying your message and creating a neater overall booth appearance. Quality images also help you draw more ESL speakers or people that may not read well from a distance into your booth too. 

Know Your Product – This may sound self-explanatory, but it is a frequent problem at career fairs. Companies often send out people that know their hiring process best, but those people don’t always know the day-to-day details of the work itself. Having an event team that can speak to the full employee experience (onboarding, compensation, benefits, daily work duties, etc.) goes a long way to generating interested candidates. 

Job Seekers

Do Your Research – Some hiring events can get truly huge with hundreds of employers and thousands of job seekers. Showing up unprepared to such an event is a sure way to get overwhelmed quickly. To avoid this, do your homework first. Research employers on the internet ahead of time to create a list of target companies you want to connect with and to make sure you have questions ready for them once you do! 

Take Notes – You can make a great many connections, and learn a lot of information, in a short time at a career fair. Don’t trust your memory to remember it all! Whether you take an actual notebook, take pictures and notes on your phone, or just jot down details on the back of business cards – writing down who said what and when will be extremely helpful for follow ups and actual interviews. 

Make It a Game – The real benefit to a career fair for a job seeker is sheer volume. The more potential employers you talk to, the more likely you are to find the right opportunity for you. To capitalize on this, try incentivizing yourself to hit as many booths as possible. You can do so by pre-determining a “reward” for yourself if you speak with X number of employers or simply making a competition between friends to see who can connect with the most. 

We hope you find this list helpful in getting the most out of the next employer event you attend. If it winds up leading you to your next career, you may want some additional help too. Remember, if you have ideas for things to do, or NOT to do, (or places and situations in which you shouldn’t do them) we’re happy to share those too! Just send them to our Writing Team and we’ll cover them in a future blog. 

In general, there are two types of job markets, a candidate-driven jobs market and an employer-driven jobs market. As it stands today, the United States is in a candidate-driven jobs market, but what is that and what does it mean?

What is a Candidate-Driven Jobs Market?

A candidate-driven jobs market happens when candidates have the upper hand. What this means is that jobs are abundant and employees (candidates) call the shots.

What Does a Candidate-Driven Jobs Market Mean for Employers?

  • It’s time to rethink compensation. Where can improvements be made? Is company-wide compensation equal or better than the competition?
  • Candidates are prepared to negotiate pay, perks, and benefits. Companies should be willing to negotiate and also willing to concede, if necessary.
  • Reconsider the years of experience required. This invites those with fewer years of experience to apply and, oftentimes, it’s those applicants who are most eager to do the job.
  • Make sure that there is room for advancement. Having an upskilling path and a plan for the advancement of every employee is critical to retaining employees.
  • Think again about the critical skills needed in a role. Are there any “must-haves” that aren’t really “must-haves?” Make those skills a “nice-to-have,” and watch the applications roll in.
  • Not everyone is actively looking for a new job. Targeting passive candidates who aren’t seeking new jobs may be interested in what else is available.

Recruiting Top Talent is Hard

In this market, it can be hard to recruit (and retain) top talent. That’s where FlexTrades comes in. With our technical knowledge and team of skilled technicians located nationwide, we can help you and your company find the people you need to continue thriving. Contact FlexTrades today to learn how we can help your company bridge the gap between where you are now and where you want to be as a manufacturer.

When one door closes,

How long do we wait until another one opens?

How long do we stall, our hands floating above the doorknob wondering

What lies beneath?

The anxiety floats through on a wave,

Rippling into existence.

The excitement crashes down upon it,

Creating a shockwave beneath it.

You shake away the feeling,

Reminding yourself that you are in charge.

With a gulp

The door swings open.

Your sweaty hand turns into eager footsteps as you step through the threshold.

Sunlight filters through.

A whole new world stands before you.

Chuckling to yourself

You remember.

This new beginning is for you.

In general, there are two types of job markets.

  1. The candidate-driven market
  2. The employer-driven market

As it stands today, the United States is in a candidate-driven job market. What exactly is that and what does it mean for job seekers?

What is a Candidate-Driven Job Market?

A candidate-driven job market sees candidates with the upper hand rather than employers. What this means is that jobs are abundant, employers are in need, and job seekers call the shots.

What Does It Mean for Candidates?

  1. There is plenty of room to negotiate pay, perks, and benefits.
  2. Companies are reducing experience requirements. This can open up the path to a new (or dream) job for candidates.
  3. Upskilling and training are more prevalent, and companies are more willing to provide these opportunities to get someone in the door. With this, candidates turn “weaknesses” into strengths and build their repertoire of skills by participating in the upskilling and training process.
  4. Companies are changing “must-haves” to “nice-to-haves.” Candidates should (and can) apply for jobs even if they can’t check the box for every requirement.
  5. Passive candidates can get to know the playing field. What’s out there? How in-demand are their skillset? Where can they earn more, and how can they use that information to negotiate better pay with their current employer?

In this current, candidate-driven job market, it’s all about the job seeker. But that’s nothing new for FlexTrades.

FlexTrades values and, has always valued, its Technicians (candidates).

Join the FlexTrades team today to experience top-notch pay, the opportunity to travel, and the ability to work and learn new skills with some of the best manufacturers in the United States!

If you’re new(er) to manufacturing, don’t worry. We have that covered, too! Join our ReTool team for the opportunity to learn from the best, increase your skillet and train for your dream job.

Sales Coaching vs. Sales Management

In 2023, if you look up the definitions for “coach” and “manager,” you will get very interesting results. For example…

  • Coach – An instructor or trainer.
  • Manager – A person responsible for controlling or administering all, or part, of a company or similar organization.

At first glance, one sounds helpful and fun while the other sounds a little stifling and strict, right? 

Let me share a little story with you. Some years ago, a previous company I was working for hired a new manager for our team. At first, everything was okay. After some time, however, chinks in the armor slowly started to show. I quickly realized that the company had hired one of the worst candidates they could have found for this position. I was easily convinced that because of his actions, his lack of leadership skills and lack of modeling by example, there was nothing I could learn from this new manager. 

Boy, was I wrong. 

I learned two very valuable lessons from that person. They are… 

  1. What not to do/how not to be.
  2. How to write effective emails. 

You see, although his leadership style was not ideal or effective for me or the team, it wasn’t until he sat me down to show me how to write effective emails that I learned how to expertly communicate with clients. In this scenario, he took the time to explain, model, and show me how to write emails that are clear, concise and cut straight to the value. It’s a skill that I still carry to this day.

Humble brag: I’ve been complimented on my email communications over the years, and I owe him that. I usually chuckle to myself when I share where I actually learned it from.

So, why did I share that story with you?

Many times, new leaders are hired and come into an organization with big ideas, big initiatives, and lofty titles but fail to see the big picture. In the professional world, we have job functions known as Sales Coaching and Sales Management. Today, I want to spend some time unpacking what I call “Sales Coaching for Success” so we can learn how to best apply the principles that make a Sales Coach effective while also avoiding the pitfalls of poor leadership.

What is “Sales Coaching for Success?”

Simply put, “Sales Coaching for Success” means coaching for positive progress through influence and modeling the way. Notice, I didn’t say perfection. I didn’t say results. Anyone can coach for results through metrics. But it is a leader who coaches for progress (in the right direction) that organically leads to positive impact within an organization.

I’ve worked with seasoned professionals. I’ve worked with new hires to the industry, and one thing remains consistent across both groups. People love to be invested in. A manager is great at micro-managing, reporting on metrics, holding people accountable to job expectations, and so on. A coach should be great at leading by example while inspiring and influencing people to greatness. Do you see the difference? You can make wine by crushing grapes, but its taste will vary depending on the process.

So, how do we accomplish “Sales Coaching for Success”?

I believe the way to achieve this goal is to apply the following principles. They can be applied to just about any other leadership role as well.

Principle #1 – Be available to your team.

A Sales Coach should make the time to spend the time. If we agree that people generally love being invested in, then we must make the time to invest in our team’s development. This takes time. This takes work. And your level of care (or lack thereof) for the individual will show over time.

Principle #2 – Own your team’s success.

A Sales Coach should be fully invested and own their team’s success; seeing their progress (or lack thereof) as a direct reflection of their influence and impact. If you, as a Sales Coach, don’t care about progress and small wins then why should your team?

Principle #3 – Inspire greatness.

To me, this is the most important principle on the list. A Sales Coach should always find ways to challenge their team(s) to go just beyond their current reach to achieve the team’s personal and professional goals. In other words, the coach puts the team’s goals front and center then helps them achieve those goals both individually and corporately. 

A Sales Coach should leave people better than they found them. A Sales Coach should become all things to all people in order to win and encourage them to greatness. A Sales Coach needs to be someone who inspires greatness, motivation, and stimulates the team in a positive way. 

As a quick sidenote, the goals of the team should always align with company goals to ensure both parties win. 

The beautiful thing about this principle is that “greatness” is a subjective term that is defined by the people you are coaching and by you. This is a positive because, as you help your team grow, you can continue to inspire them to push beyond their old goals and on to new ones. What was “greatness” to a new sales rep in their first month on the job will look a lot different once they’re with you after five years… and so on.

Principle #4 – Be honest/transparent.

One of the biggest pitfalls we need to watch out for is not being honest with our team(s). I have this saying, “Transparency translates to trust” (the 4 T’s). The reason this is so critical is because your team can only grow with consistent, honest, and direct feedback — not “sugarcoated” feedback. The last thing a sales rep wants is to be told that they are killing it when, in fact, they are not. Typically, sales professionals love acknowledgement. They love a spotlight and some kudos. On the flipside, they need honest feedback to be able to know what isn’t working and what is. You owe it to your team to let them know how they are doing. Just like your leader owes it to you to share how you are doing. 

Is this starting to make sense?

Another important component to keep in mind is this… if you don’t know the answer, don’t fake the funk! I would much rather have someone be honest with me about not knowing the answer to my question than have them give me an incorrect response with inaccurate information. As a Sales Coach, if you don’t know the answer, be the resource that helps them find the answer. You’re still bringing value.


I hope you can see that these principles don’t just apply within the sales world — they apply to just about any leadership role. The principles are universal. When applied correctly, these principles will help you and your team by gaining organic productivity increases and efficiencies. You will see improved sales/company culture. And you will help foster better team and collaborative environments. So, don’t just be a “boss.” Be a leader. Be available to your team. Own their success. Be honest/transparent. And inspire greatness! Coach for success and you will see the fruits of your labor. Remember, the coach is on the field too — they’re just on the sidelines.