The Pavilion Podcast
The Pavilion Podcast

Episode · 10 months ago

Ep 112: Never Burn a Bridge w/ Nicole Hutzul

ABOUT THIS EPISODE

Ep 112: Never Burn a Bridge w/ Nicole Hutzul

Part of the "Is This A Good Time?" series hosted by Brandon Barton. 

Hello everyone and welcome back to the pavilion podcast. This is episode 50. What quick reminder programming note If you have somebody who you think would be great to be on my version of the Pavilion podcast. Is this a good time? Shoot me a note. Would love a D. M and slack. You all know how to get me. Brandon Barton, That's fine. I would love to hear from you if you wanted to nominate somebody. I have people, but I want to also throw it out for those that want to raise their hands. Would love to see if, you know, we'll get some interesting people that way that are outside of who I've been normally thinking. So anyway, back to the, to the regular programming. This is is this a good time. And this is a show where I asked a million members, basic questions. They have great answers. It's a lot of fun as you probably know. We're out on Tuesdays and Thursdays. Hit subscribe. Don't miss a episode today. Our guest is Nicole Hutzell. She's the VP of enterprise sales in Canada for you next. And we talk about the power of your former colleagues and why never to burn a bridge. Pretty awesome conversation. This episode was brought to buy drift. More than 50,000 businesses use drift to grow revenue and increase customer lifetime value faster drift, helps their customers align sales and marketing on a single platform to deliver a unified customer experience where people are free to have a conversation with businesses at any time on their terms, learn more at drift dot com. Alright, let's do this episode 50. Is this a good time? All right, so happy to have Nicole Hutzell with us. She is the regional vice president of enterprise sales in Canada for you next somewhat new new market for yet. So, I'm excited to talk about that. Nicole. So great to have you on the pod. Nice to be here. Thank you for having me. Well look, we as we do on the Pavilion podcast here, I'll meet no filler. Just jumping right in. Tell us about your current role and then also you know how you got here? Well, the paths are getting here. That's a great...

...question. So I'm currently running enterprise sales for you next in Canada. Which funnily enough was recently identified as a country by my north american based or new york based business. It was managed through the Northeast in the U. S. For a while and I laugh about it because we actually have really large customers here in Canada customers like Rogers and Bell and Canada goose roots, tim Hortons kind of a who's who of Canadian clients. So I've been agitating for a while that we're a country. I received this promotion. However, after successfully managing a region in the US for yes for the last two plus years. So it was definitely a long time in coming and my journey has been one of really networking and working with and for and employing former colleagues. So how I got here to you next is through two former colleagues at Adobe. One of them I had also worked with an exact target and then Salesforce and I have been actively pursuing former employees from companies ranging from Adobe in an exact target sales force to a recent stint I did at a company that was acquired by S. A. P. Called a Marcis. I now have about eight former colleagues working here with me at next interesting. So you so you bring them over but it sounds like you also have somewhat of a job strategy of seeking out former colleagues to find how do they like what they're doing in the companies that they're at and going to those places? Is that gonna have that right as well? It's kind of like both sides of it. Yeah, I think it goes back to that adage, it's not what, you know, it's who, you know, I think if you keep your network close, even if you move on or they move on, identifying strengths and recognizing who could be successful in a, in a different or new role and then taking that person and giving them that opportunity helps you build a base or foundation of strong people at any...

...company you work at. And plus there's a little bit of shared experience so you can say, well let's do this like we did that thing and so forth. Totally true. I'm curious just pulling on this a little bit further for most of the folks that either you, let's just take the, let's take the group that you hired and brought over. Were you close with them in the other companies or did you respect what they did from afar or a mix of boat? That's a really good question. And most of the individuals who I have brought over at least two yes have worked for me as my former employees. And the interesting thing is part of what I focus on when I am coaching or growing employees is strength and so identifying their strengths helps me be able to identify whether or not they would fit into a role at the next company. And in fact, the gentleman who supports my team from a solutions consultant perspective was a seller for me at two separate companies, but had spoken about his career path and his desire to learn and be a more technical resource sales and he had that opportunity here due to my, my engagement on it. Yeah, I mean you saw a role and you said, you know what, even though hey, everyone next, this person doesn't have this inexperienced, but they're going to be perfect. So, so you know, so listen to me and I'll, and you know, obviously there's a little bit of risk on your side for that, right? Uh, you know, look, you may be right, but it's funny because that risk comes with that loyalty, right? Because that person knows you're taking the risk and they say, even if this isn't all that I, I wanted out of a role, maybe I was looking over the fence, seeing a greener field here, I'm still gonna kick ass at it because Nicole put her word out there for me. I love that as a strategy. Well, I think that and interesting to talk about meeting people and so forth because there's so...

...much of kind of good luck that goes into that. But I think that hard work and good luck both contribute to getting people where they are. Give me a story of either one that that just kind of was pivotal in getting you to to the place you are today. So I love how you you brought that up because I always use that cliche, which is you know, luck comes to those who work the hardest. And I noted, I I really have focused on capitalizing on my strengths as well as the strength of the people that I work with. So when I I look at how I I've gotten lucky per se. It's really based on peer collaboration and those identification of um personal and then strengths on the other side of the fence. So a good example of this is I know my strengths are people leadership, strategic selling sales coaching training, quite articulate, so I do a lot of public speaking etcetera. But I'm terrible at math and math is really important to uh understanding of PML doing ri calculations, business value assessments and what I look for are people who have those strengths and then can accommodate or really balance out and create a whole within a group. So when I hire, when I engage, when I pure collaborate, I look for people who fill in the gaps that I have. And then when I put them together in teams, I look to find complementary strengths as well. And I think that helps the luck by doing the heavy lifting or the hard work at the beginning. I also would say this comes with the hard work question. I believe your team and your customers and your prospects should never walk into an empty room. So I do, like I say...

...this to my two. I don't use the auto responders. I'm not asking that anybody else doesn't, but I make sure that I respond to every communication that is relevant with a hey, I'm on vacation, I'm doing this, I'm doing that. I'll get back to you. But I always put an answer and responsiveness or engagement to any engagement in any outbound engagement. That's a hell of a lot of hard work it is, but people don't want an immediate answer necessarily what they want to have as somebody acknowledge that they have asked that question or that they've reached out or that they're there Anything, an acknowledgement gets you 80% of the way there. And then the last thing I would say is we were talking about the engagement with my former employees becoming current employees. I really focus on not burning bridges and I think that makes you luckier because people don't have a, you don't have a target on your back. So I really work hard to carry myself in a way in and out of every engagement from a professional perspective and a personal perspective where there's no bridges berg, I love that. I feel like I've done a little scorched earth in the past and uh it's always short term thinking as opposed to long term thinking. So I'm a big fan of trying to end everything as as strong as if it was, you know, day one of starting it. Well, you know, it seems like I already gave us one. Maybe this tactic is not, doesn't apply to everyone to answer all the emails. Even on vacation, it does not apply to me by the way, just for those listening, you will see an auto responder up there because I need that, that, that time for me. But give us a tactic would give us something that you think from a sales or marketing perspective that people can put into their daily practice. So this isn't a daily practice or you might end up with a bad liver. But one of the things that I did when I was an individual contributor and I tend to do this with my teams even now is I do fear 30 blitzes. So I ask everybody who does...

...drink to pour drink around 33 30 on friday afternoons and pick up the phone, call customers called prospects, call agencies called partners, pick up the phone and say, look, I'm having a drink right now. I was thinking of you, I just wanted to see where your business was that. Do you have a few minutes to chat? Why don't you pour yourself a drink as well? And what I found is having a drink in your hand and I'm not advocating alcoholism because I don't drink that much, but having a drink in your hand, having a few sips of that Changes your demeanor. It opens up your and loosens you up as you are talking with people and it gives you something to talk about. Look, we're doing a happy hour blitz right now or beer 30 blitz or whatever your regional way of describing your drinking in the afternoon is uh spirit, whatever wine mom. And really it has been so successful because a lot of times people don't have meetings at that time, so you can actually get him on the phone. It humanizes how your engagement is and it doesn't have to be come on strong. Is this called, are you calling maybe people that you have had former contact with or this is cold, cold, warm, anything public. I I this is this is good. This is dangerous folks from Beit listening. We are not doing this. No, I like it. I like it. It's an outside. Especially in the summer, right? Like uh whole like second half of the, you know, we're sitting here in a beautiful, I hope it's a beautiful in toronto beautiful friday. Like you know people my drink of choice is captain and diet a little bit of uh you know captain morgan and a little bit of a caffeine and and a couple hours of picking up the phone and I even do it even as a people leader, I try to do it with my team that I love that. So are you looking for any new people to be...

...joining this, this happy hour? Who you're hiring right now? So that's a great, great question. We actually are looking for an additional seller in the G. T. A. Enterprise seller to work with enterprise level accounts and we define an enterprise account as 500 million or more in terms of annual revenue. And then I'm looking for somebody bilingual in Quebec. We're also hiring a solutions consultant. Somebody who's customer facing has experienced doing sort of solution consulting in demos. Doesn't have to be hypertechnical. Really, we can teach the technology, it's really about the capability of condensing technical information into consumable solutions. And then we're also looking for somebody new in their career BDR to be calling into our Canadian market as well where people sit in Toronto or no. so right now we uh, we don't have an office, so this would be a remote role. Okay, cool, cool. Love that bilingual BDR probably is better than not. Yeah, you know, I, I bilingual be great, but I'm not, I think english speaking is fine if we need to, I I just want somebody in the Quebec market who's bilingual so that we can cover, cover our bases. They're totally got that. Alright, well look, give us some shout outs who are some people that you kind of follow their content and appreciate kind of the things that, that they contribute to your thinking, oh my God, if you haven't heard of Todd Caponi, he is amazing. He wrote a book called the transparency sale and from what I understand, he's writing one for sales managers as well. I was fortunate enough to be enabled by him when I was back at exact target. He is one of the most, he did a number of podcasts or presentations. I say webinars through the sales assembly that you can probably still get about selling into...

...uncertain times during the covid. He is dynamic his book, the transparency cell is transformative. It goes against the grain of what we envision sellers to be aggressive, lying, cheating, back biting. It's the exact opposite. And he has a really good blog. It's called the transparency cell. It's a so he is somebody who if you are looking for the kinder, gentler, warmer way of selling. He's the man, I love it. I love it. That, that sounds like a great person to follow. I'm gonna I'm just looking up his book now, maybe once already on the way to the house, love it and then last but not least. It is frankly, my, my most important question, where are we eating? What's a spot? Give me a spot that we can go eat. Let's say it has to be north of the border. Gotta support up in Canada. They've had a hard time with Covid. I love that question because I had to think about it a lot because when I traveled to the U. S. You know, we take clients out to fancy fancy restaurants. And you know, my first candidly, my first response was going to be like, we have momofuku ko up here in Toronto and things like I'm thinking about, know what am I craving right now? And up in Montreal, there's a restaurant right outside of your Montreal called Lavinia Hall. And they do local Canadian food. It's seasonal, it's amazing. And I haven't been there obviously since october of 2019 because it's uh you know, because 2020 hit and we haven't been outside of the borders, but it is our go to place. It's, you know, obviously it's, it's not one of the fancy, fancy ones. It's really just real genuine Canadian food. And the ambience is as Canadian. They have an amazing poutine. They have, you know, fresh, if you like game while game, they, you know, they pushed a little bit as well. So it's, it's just amazing. I love it sounds delicious. I'll add it...

...to the the 400,000 calories that I need to put in my body when I go to Montreal. Uh love it. Well, Nicole so great to meet and hear your story. I I love so many little parts of it, including just kind of uh you know, there's a lesson here to everybody, be nice to your colleagues, they're gonna hire you in the future or you're gonna be hiring them. It's either way so love it. Nicole. Best of luck with everything. Looking forward to keeping in touch. Thank you so much. All right, that is our show. Thank you so much for listening. Can't believe we got to 50. Going to get to 100 before the end of the year. It's pretty fun if you love the show. Great review in the Apple podcasts or Spotify have send it to friends, do all the stuff reminder. This episode is brought to you by drift. The new way businesses by from businesses. You can learn more and get the conversation started at drift dot com. I had fun. Hope you did too. Now go crush your numbers. Mhm.

In-Stream Audio Search

NEW

Search across all episodes within this podcast

Episodes (230)