Core Values That Build Successful Sales Teams
core values that build successful sales teams
How can business owners prioritize both family and business success?
I’ve seen many successful business people leave a trail of unsuccessful families behind. Years ago, I followed someone like Tai Lopez, and one of the best things I learned from his course was how to take what you admire from mentors without adopting everything they do. I love business and sales, but I’m even more passionate about my family. Just because someone is successful in business doesn’t mean I’ll follow their entire approach.
As I carve my own path, I’m seeing success in men who balance business and family. For me, if I don’t have success with my family, nothing else matters. I can be the most successful businessperson on the planet, but if my family isn’t happy, then I’m not successful.
I constantly check my motivations—am I driven by money or by what others think, or am I following what God says about family, fatherhood, and being a husband? At the end of the day, I have to choose what I bow down to. I’ve wrestled with this a lot, but I’ve learned to trust God and believe He will guide my path.
It’s easy to think working more equals more success. The fear is that if I work less, I won’t be successful. But through my experiences, I’ve learned that by trusting in God, loving my family, and working in unity with them, I can be more successful—sometimes with less work. I’d rather work less and be in harmony with my family, than work endlessly and try to manage my family reactively. The former will always lead to greater long-term success.
How does trust impact a successful sales team?
As a business owner with a sales focus, I've learned that who you are as a person directly impacts your ability to build trust and credibility. It’s not just about how well you can sell; it’s about the total package. People look at me, my values, and my character before deciding if they want to buy from me.
There are many sales cultures out there—some are ultra-aggressive, flashy, and loud. But that’s not my approach. I’ve found that being the best version of myself—an authentic, thoughtful, and connected person—builds the right kind of trust. It’s about creating a culture where my audience can respect and relate to me, both in business and life.
Sales is not just about closing deals; it’s about who you are. If you’re selfish, pushy, or all about the sale, it will hurt your ability to succeed. On the other hand, if you’re growth-minded, humble, and respected by your peers, people will want to work with you and be inspired by you.
That’s what I’ve aimed to build in my brand: transforming myself into the best version of who I can be, both professionally and personally. While no one is perfect, maintaining a solid reputation is essential. If people think you care more about money than people, it can ruin you. Building trust is crucial, and I want my clients to see me as the best option because of how I conduct myself and the values I bring to the table.
What steps can business owners take to build high-performing sales teams?
There are several key aspects to building a team, particularly in sales. When you're building a team, you're essentially selling people on taking action—getting them to work together in a way that's collaborative and aligned with your vision. Recruiting is a critical part of this process. You need to attract the right people who will represent your brand well. High performers won’t join your team if they don’t see a clear vision, a path for growth, and competence in leadership. They may like you, but they won’t invest their future in your company if they don't see the potential.
To recruit effectively, you need a well-structured sales plan, solid compensation, and a proven track record. If you don’t have a track record, you need to sell them on your own experiences and how you’ve succeeded. Once you’ve recruited top talent, you must follow through on your promises by providing a clear path, training, mentorship, and ongoing coaching.
A strong compensation plan is essential, along with proper onboarding, consistent training, and feedback. High performers thrive when they have objective standards to measure their success against, and when they’re surrounded by peers who inspire them to improve. If they’re the best in a small pond, they may lose motivation, so you need to create an environment that continuously challenges them.
It’s not just about hiring anyone—it’s about building a high-performing team. Attracting and retaining high-caliber talent requires the right tools, vision, and support. And remember, the first person you hire can set the tone for the entire team. A rockstar hire will attract other high performers, creating a ripple effect throughout the organization. If you settle for average, that’s what you’ll replicate in your team.
What can business owners do to become inspiring leaders?
I've heard it said that a manager is someone you have to follow, while a leader is someone you want to follow. That’s the key difference for me. Leaders inspire, motivate, and get people invested in the long term, while managers ensure that the day-to-day tasks are being managed, keeping the team on track and accountable.
*This interview has been edited and condensed for clarity.*
