🧠 Shannon Smith, J.D., M.S. 🚀 Email & Phone Number

Kirkland, Wa, Us

Kirkland, Wa, Us

Kirkland, Wa, Us

Seattle, Washington, United States

I'm a co-creator of the SalesSage sales pre-hire assessment tool. Hiring salespeople is fraught with risk. From missed quotas to premature turnover, nearly 50% of sales hires never work out. When factoring in recruiting, training, and lost opportunities costs, a single sales mis-hire can easily exceed $250,000 in OpEx risk. SalesSage has been designed to help sales leaders, hiring managers, and recruiters to gain valuable insights into sales professionals BEFORE making a hire.

Bellevue, Washington, United States

Helping founders be more effective in sales

Seattle

Close more sales by understanding the buyers brain.

Seattle

Consulting

Seattle

Rebootyourbrain.xyz Game Your Way to New Habits. Join the beta for a free years worth of games. https://discord.gg/nTaB5URSPf

Led change strategy and implementation

Organizational change strategy and execution for multi-million dollar projects

Redmond

• Led organizational readiness activities for a $3 million enhancement to the newly implemented digital user experience platform, including resistance management, communications, training, risk management, coaching and metrics.• Led day-to-day organizational readiness activities (Beta 1 & 2) for a $40 million large-scale cloud transformation project to re-define digital user experience impacting 110K customers, vendors and suppliers while streamlining platforms, processes and systems.• Established 4 stakeholder communities, an Ambassador program and a Super User program to increase stakeholder buy-in/adoption and mitigate the productivity dip that occurs during change. • Redesigned and launched the sentiment survey program for ~16k hiring managers, 1500 global talent acquisition and all external candidates.

Overland Park, Ks

•Served as the change management lead on an enterprise-wide performance differentiation project that alters the performance management system, manager behaviors, STI and ACR outcomes.•Planned and facilitated strategy sessions with the Sales Ops Leadership Team that resulted in clarified roles and expectations, org structure readjustment, governance structure implementation and prioritized initiatives.•Served as the change management SME on the 2015 transformation journey. •Served on three work streams on the overall transformation journey that are designed to eliminate shadow organizations, to create one, centralized go-to-market process for the enterprise and to decentralize the organization into four markets.•Absorbed responsibility for the PMO in the Chicago and Miami pilot markets for an international joint venture. Stood up a brand new organization and opened 15 stores ahead of schedule. Created the budget for unforeseen incremental costs regarding labor cost timing and additional training so that stores were able to open early, be fully staffed, fully merchandised, and technologically capable of making sales. Absorbed reporting for this project both on a tactical and executive-level view. Served as the communications/change management lead; five different change plans resulted.•Implemented a governance structure for business sales go-to-market teams after identifying gaps in the current vs. future state. Additionally, designed several org options that would enhance the go-to-market process that were scored against criteria and presented to top-level executives.•Worked with several newly hired executives to re-design their organizations.

• Designed, developed, implemented and managed strategic change plans specific to employee engagement in a union/regulated environment, which were primarily focused on the manager relationship for a variety of reasons (e.g., ROI, data, best practices). Created and facilitated training for this initiative. One-on-one coaching sessions were provided on top of train-the-trainer sessions.• Designed a change management plan specific to diversity while managing the expectations of the union.• Strategized and collaborated with employees from C-level executives to managers regarding talent management (i.e., succession planning, training and development, HIPO programs) and how those items will evolve in the coming years.• Assessed the organization by BU, and engaged in company-wide strategic workforce planning. • Designed, developed, implemented and managed an updated selection process for various business units; created and facilitated training for this new process. The new process is in compliance with both union contracts, the EEOC and OFCCP.• Designed and implemented an assessment to enhance the selection process company-wide, which the unions approved.• Collaborated with two BU heads to improve their business using various OE/OD/Lean Six Sigma theory and practice.• Coached and collaborated with the Director of HRBPs/partners to extend strategic reach and advocacy throughout the company to ensure strategic initiatives were, in fact, long-term while keeping the union contracts/regulators top of mind.

• Created strategic change in operations by providing direction on how to improve customer satisfaction per unit, using a plethora of raw data and analyses for partner field employees.• Developed, implemented and oversaw training/leadership development to facilitate the new customer-centric culture shift.• Formulated corporate partner metrics, targets and strategic initiatives for over 75,000 + employees.• Presented empirical findings and recommendations to C- level executives.• Managed overall project execution and cross-functional workstreams.

Neuroscience, 1

Bachelor Of Arts, Psychology And Communications

Master Of Science, Industrial/Organizational Psychology

Activities and Societies: Thesis: What Makes an Effective Salesperson, Personality or Behaviors?

Juris Doctor, Law