Professional Profile
Northeast Regional Territory Manager | Baylis Medical Technologies
B.S. Economics - Penn State University
M.S. in Management Candidate – University of Colorado Denver
I am a skilled sales trainer that has helped my peers and leadership increase efficiencies in an inefficient job function. I share macro-level concepts and practical linear steps to implement to accomplish specific goals. If I am ill-equipped to train or consult on a particular topic, I am a great connector and can direct the individual to someone who can provide them with value.
I have received feedback over the years that I have an infectious energy. Folks say I can get them excited about things they would otherwise not be excited about.
My answer to this question has evolved over the years. Presently, I am seeking a better work-life balance while maintaining a career that continues to positively impact people at scale. I plan to pivot out of my W2 and turn my business, Rep Coaching, into a sustainable source of income. I have many interests, so once this is achieved, I will pursue something new, build more, and serve more.
Rate yourself on a scale of 1 to 5:
I would rate myself as a 4 – I want to be a competent manager, but have limited managerial knowledge and experience
Answer these questions:
Why am I taking this Course? Hiring the right talent for the right job is one of the most essential roles of a manager. Next is retaining that talent within the organization if it makes sense for both parties. In Managing People for Competitive Advantage, I hope to learn how managers and employers can maintain employee satisfaction levels to minimize avoidable turnover. Employees outgrow roles and want to advance- this is important. However, if I can educate myself on actions to keep employees within the same organization for longer, this would be invaluable.
What do I expect to get out of the course? I look forward to uncovering my blind spots- concepts or ideas I had never considered before. I aim to learn more and enhance my perspective on effectively managing talent.
What do I have to offer to this course and to my classmates? I genuinely enjoy conversations with new people and like networking. If there is anything you’d like to discuss or a connection I can introduce you to, please ask! Additionally, if you are interested in learning more about the medical device sales space- what we do, how to break into the industry, or how to have a successful career, I am happy to help!
What do I have to offer an organization in regard to Managing for a Competitive Advantage? Hold managers, specifically middle management, accountable for their people-leadership performance, not only their performance of quantifiable metrics. Employees should know that they have several times a year that they are required to provide anonymous manager feedback. This feedback should be reviewed by the individual leading the manager, and if there are any unsavory trends, more feedback should be sought from the team. Many employees feel uncomfortable sharing their issues with their manager to HR. Mandating this practice will increase the likelihood of uncovering potential organizational pitfalls.
What is the one burning question you want to have answered from this course is? There is a concept that I have been thinking a lot about, and I believe with the right leader, it can work more often than not. Can a manager effectively earn enough trust from their employees that an employee feels comfortable sharing that they will begin looking for new opportunities? If so, what advice could you lend? The concept involves transparency from the employee because they can trust that their manager will not retaliate and terminate them prematurely. The hope is that a conversation can occur between the manager and employee to see if there is any way to retain the employee first. If not, the manager could seek a backfill early to mitigate productivity interruption. I think this level set of a trust and transparency-based relationship would need to occur during the interviewing process.