Today we’d like to introduce you to Mary Grothe.
Mary, please share your story with us. How did you get to where you are today?
At 22 years old, after becoming frustrated with bad part-time jobs and late hours, I ran across an administrative position for a Fortune 1000 company called Paychex. At the time, I didn’t even know what a career in sales was but was offered a role that required me to support a sales team of 8 along with the sales manager, paid at just $13 per hour.
That sales manager ended up being an incredible mentor, teaching me everything about sales infrastructure, process, methodology, recruiting, and what a life in sales could look like. He helped me follow a sales training curriculum comprised of books, classroom education, and hands-on learning by slowly taking over critical functions from the sales team members.
I led projects such as telemarketing, following up with leads, picking up paperwork for closed sales, and performing many other operational tasks for the sales team. After two years, I was promoted to a mid-market sales role and within 30 days I became the #1 rep, bringing in millions in revenue. After nearly 8 years at Paychex, breaking records and inspiring other reps and managers through training, coaching, and in-the-field shadowing, I decided to start a consulting firm and teach sales teams across the country how to drive more profitable revenue growth.
I now own and run Sales BQ® as CEO and act as the primary sales trainer. We have 10 team members at Sales BQ® and serve over 40 companies coast to coast by rebuilding their sales infrastructure, recruiting top sales talent, and driving profitable revenue growth via in-the-field sales coaching and training.
Overall, has it been relatively smooth? If not, what were some of the struggles along the way?
Sales is a male-dominated field, however, many women are taking on sales careers now.
Early on, it was difficult for me to fit in and feel like “one of the guys,” which resulted in me bending who I was and acting more like my male counterparts. It took several years for me to become secure in my own identity as a woman in a sales role. It took even longer to have the confidence to pursue a sales leadership role.
Now, in my 30s, my confidence is high, and I consciously work to help inspire, motivate, and train other women in sales to excel in their careers and pursue a path to sales leadership if that’s a path they want.
Advice to women:
Dress the part. Speak the part. Be the part. Conduct yourself in a manner that will earn you the spot you desire. Don’t know enough yet? Learn. Not sure how to get there? Get a mentor. Not hitting your metrics? Wake up earlier, pour everything you have into it. Distracted with negativity, doubt, and fear? Put your head down and work… let the naysayers fuel your motivation to crush your goals.
Alright – so let’s talk business. Tell us about Sales BQ® – what should we know?
Many CEOs & VPs are too heavily involved in sales and don’t achieve the revenue they want. Whether they’re still selling the product or service themselves or are stuck managing a non-performing team, they need help driving revenue growth.
Some tried hiring sales reps, but never saw any results! Bad sales hires are costly, yet even “A-level” sales talent can’t perform without infrastructure, systems, and processes in place.
We identify what’s causing ineffective behavior (BQ) and construct a detailed plan to drive sales, stick around to implement it, and ensure the plan is profitable and gets an ROI.
In the last year, we served 42 companies in 14 states, grew their revenue by over 174% YoY (2 clients doubled revenues, 1 client tripled), placed 30+ A-level sales hires, 85% crushed their ramp quotas, 92% rose to the top 1/2 of their sales org in 12 months.
We are DIFFERENT and have disrupted this industry. There aren’t many sales firms who specialize in all 3 areas of consulting, recruiting, and training/coaching. Most focus on a singular area – but then the client doesn’t get the full ROI. We CREATE and build the infrastructure, then hire the talent to execute, and STICK around for months to ensure what we built is profitable for the company. We work in 6-month agreements. We take 30 days to rebuild the infrastructure and create a sales engine. Then we place candidates within a 2-4 week timeframe. From there, we work with the sales team both in the classroom and in-the-field via immersion learning. Meaning, NO butts-in-seats LONG training days. Training is 2-3 hours at a time, every week, and each sales rep is assigned a Sales BQ coach who works with them in the field to ensure they implement what they learn and improve. Our CEOs (clients) love how versatile my team is – they are full of energy and are very talented… they roll up their sleeves and work in the field with teams… no ivory tower here.
Also, our sales training content is updated MONTHLY – it never gets stale. The market changes constantly and we ensure our content is fresh and relevant and can get results as today’s buyer changes their buying habits. Some sales trainers have been teaching their same content for decades – don’t get me wrong, there are foundational sales principles that will always work and we use many of them in the core foundation of our training, BUT when it comes to prospecting, using automation, social channels, technology, scripting, word tracks, messaging, and developing cadences for communication, and customizing the “demo step” for our SaaS clients, we focus on developing fresh and relevant techniques that are proven to work with today’s buyer.
My team is extremely important to my business, so it’s imperative that I only surround myself with the best. I always believe in the concept of showing humility by hiring people who are better, faster and smarter than me. I’ll never let my ego get in the way of a great hire.
The people on my team have grit written in their DNA and the role they’re in comes naturally to them without being draining. They also have a passion for learning and take regular action to continue building their skills to be more effective in their roles.
I also believe it’s my job to continue developing them, so they can achieve greater career heights. That’s what my mentor did for me and I expect no less from myself as a leader.
SALES BQ® APPROACH: We (re)build sales departments for CEOs & VPs.
Kickoff: EVALUATE Existing Sales Team’s 21 Core Selling Competencies & Sales DNA
Step 1: BUILD Sales Infrastructure (playbook) <- And Comp Plans, Territory Carveouts, CRM
Step 2: HIRE Sales Team Members (recruit) <- OMG STAR Certified Recruiters
Step 3: DRIVE Revenue Growth (coach & train) <- Classroom & In-the-Field
Do you feel like there was something about the experiences you had growing up that played an outsized role in setting you up for success later in life?
My upbringing was difficult. Being raised in a family full of addiction and mental disease, I struggled to feel any worth or self-confidence until nearly 30 years of age. I started working at age 15 and have been financially and emotionally supporting myself ever since. I was forced to grow up at a young age, but I am thankful for it and wouldn’t change anything. I love who I am today. I believe my grit, perseverance, high-urgency, and the drive was a product of my raising. Additionally, now as a wife and a mom, I am dedicated and devoted to ensuring my family feels the love I never did!
- Address: 490 S Santa Fe Drive Suite C Denver, CO 80223
- Website: http://salesbq.com
- Phone: 833-BQ-SALES
- Email: firstname.lastname@example.org
- Instagram: @salesbq
- Facebook: @salesbq
- Twitter: @MaryLGrothe
- Other: http://marygrothe.com
Rylie Manross (individual photos of Mary). Dusty Jenkins (group photos)