Edmunds Career Growth & Development

What new skill or role did you want to learn? Why was this important to you?
For years, I have been interested in improving my public speaking skills. With my manager's encouragement, I've seized every opportunity from leading meetings to reporting on monthly metrics to joining the Edmunds Speech Craft club. I was determined to exercise that particular muscle I had not truly used since undergrad.

So when Edmunds announced TEDxEdmunds — a TEDx-inspired speaking opportunity where employees were encouraged to deliver TED talks on how they motivate themselves, find inspiration to go the extra mile and how they plan to apply that to the year ahead — I immediately saw it as a call to action to stretch that skill (and myself) to the limit. Many if not most of the people I admire both professionally and personally are excellent orators. The ability to effectively tell a story, deliver an update or inspire a room of people may be considered a “soft skill” but as with many soft skills, it highlights something extraordinary about your capabilities outside of whether you can simply perform a task or not.

How did your employer help support this time of learning and professional development?
The amount of time dedicated to the speakers and our experience was instrumental in my own ability to see it through to the end. The Edmunds employee experience team, specifically, completely nurtured and developed the entire TEDxEdmunds journey from beginning to end. An immense amount of support and care was provided to the cohort of speakers at every turn — from biweekly TEDx course sessions to weekly open hours for practicing speakers to share ideas and roadblocks and receive thoughtful and tangible feedback or often just much-needed and appreciated encouragement. We were each assigned accountability partners, fellow speakers we could share our in-progress talks with and bounce ideas off of each other. These safe yet highly collaborative spaces pushed many of us out of our comfort zones in the best and most unexpected ways.

Companywide, there was a sense of excitement and anticipation as the four month long process unfolded. Ultimately, Edmunds provided the speakers with a fully dedicated TEDxEdmunds event day, curated and marketed to the entire company, quite literally providing the stage to shine a spotlight on all of our hard work.

What was the outcome of this experience? How did it impact your future growth in your profession?
Being selected to deliver my own TED talk at TEDxEdmunds was a dream I didn’t even know I had. Months later, I am still processing and comprehending that once-in-a-lifetime experience. Edmunds has consistently prioritized professional development throughout my six years here, beginning as a contractor. It is programs like Edmunds’ Learning Days, leadership development sessions, FUEL and countless other examples of Edmunds’ commitment to pouring back into employees like me that makes this company not just an exceptional place to work but to grow.
Oftentimes, professionals avoid the vulnerability and discomfort associated with public speaking, but I have experienced nothing but rewards right from the beginning. Not only am I a more confident and conscientious speaker, but participating in this program has also opened the door for individuals to approach me with their ideas to strengthen the communication and collaboration among our partnering teams. Additionally, the connections I have made with my fellow TEDxEdmunds speakers will only strengthen our professional journeys. I will always look to my TEDxEdmunds experience as a reminder that anything is possible.

Describe your leadership philosophy as it relates to employee engagement.

A successful team is built on an understanding of what drives each individual within the group. As a leader, it is paramount to truly understand your employees; their motivations, aspirations and unique working styles. This knowledge enables me to provide resources that align with employee talents, empowering them to perform at their best and make meaningful contributions.

Effective communication and mutual trust are absolutely fundamental when providing feedback. Feedback should be a constructive dialogue, not a one-way street. When employees trust their leaders, they are more receptive to feedback, viewing it as an opportunity for growth rather than criticism. This transparent and respectful approach builds a stronger, more resilient team.

Recognizing accomplishments, both individual and collective, is crucial for fostering an inclusive and positive atmosphere. Celebrating successes, no matter how small, reinforces positive behaviors and demonstrates that every contribution is valued. An inclusive environment where every voice is heard and every contribution is recognized builds an engaged, motivated team committed to shared goals.

What types of resources — coaching, tools training, mentorship, etc. — does your team leverage to keep sellers engaged? How does this engagement directly impact their success and the success of the business?

Peer-to-peer mentorship is a powerful tool for building team synergy and success. I’ve found that individuals often learn most effectively from those who share similar experiences, challenges and successes. The synergy created through these shared journeys empowers team members to support, motivate and elevate each other toward collective and individual triumphs. We put this approach into practice by strategically transforming team meetings into interactive learning hubs.

We dedicate significant portions of these gatherings to success story sharing, where team members discuss their achievements and the strategies that led to them, providing tangible examples for others to emulate. We also create a safe space for open discussion on overcoming challenges, allowing peers to offer insights, alternative approaches and empathetic support. This collaborative problem-solving strengthens resilience and fosters a sense of shared purpose. Lastly, we use these meetings for focused training and open discussion on a specific topic, report or skill area. This hands-on, interactive learning is often more impactful than traditional top-down instruction.

What advice would you offer to leaders in your field eager to drive greater engagement on their sales teams?

Consistency is key to effective leadership, and it starts with consistent communication. By implementing weekly team meetings and monthly or bi-weekly one-on-one sessions, you ensure that your direct reports feel heard, which in turn fosters a culture of trust and transparency. These regular check-ins are the perfect opportunity to set clear expectations, define monthly goals and track progress toward them.

Beyond day-to-day work, it is essential to build a positive and supportive environment. This means celebrating achievements, no matter their scale, as every success contributes to the broader objectives. Recognizing these wins significantly boosts employee morale, cultivating an atmosphere that promotes team camaraderie and a collective determination to succeed.

Ultimately, a truly supportive leader leads by example. While you may not have all the answers, actively seeking solutions to remove obstacles is crucial. Always treat your employees with the same respect and consideration you expect to receive, setting a clear standard for how team members should interact with one another.