athletes2business

Stop Hiring Sales People for Their Network

Fri, 01 May 2026 02:20:43 GMT

Why the best sales hire has nothing to do with who they already know.

There is a misconception floating around the market that I hear constantly. And honestly, it is amateur thinking in today's world.

"People do business with people they like."

It sounds right. It feels intuitive. And it is costing companies good hires.

The real reason people buy

People do not do business with people they like. Not primarily anyway.

People do business with products and services they like. Products that work. Services that solve a real problem. The salesperson is the conduit, not the product itself.

Think about it this way. If a business has been using Company A's product for two years and it is working well, they are not going to switch to Company B just because the salesperson they liked moved there. The buyer is not following the rep. They are staying with the solution that works.

The relationship was never the asset. The product was.

Where this misconception costs companies money

The place this thinking does the most damage is in the hiring process.

I see it constantly. A hiring manager gets excited because a candidate has an immediate network they can supposedly bring over. The logic goes something like this: this person is likeable, their contacts will follow them, and we will inherit a book of business overnight.

It rarely works that way.

Because when that salesperson moves companies, their previous clients are not moving with them. They are staying with the product they trust. They are staying with the service that works. The new company gets the salesperson but not the relationships they were hired to bring.

That is a big gamble built on a flawed premise.

What to look for instead

When you are hiring salespeople, stop chasing rolodexes.

The profile that wins long term is not the person with the biggest existing network. It is the person who can build from scratch. The hunter who can pick up the phone, open doors that do not exist yet and develop genuine relationships with people who have never heard of your company.

Here is what actually matters when assessing a sales hire:

Can they hunt for new business from zero? The best salespeople do not rely on who they already know. They are comfortable going into cold territory and building something from nothing. That skill does not depend on which company they are at or what industry they have come from.
Can they build relationships quickly? Speed of trust is a real competitive advantage in sales. The ability to walk into a first conversation and make someone feel heard, understood and valued is far more valuable than a list of existing contacts.
Can they run an exceptional discovery call? This is where great salespeople separate themselves. Not in the pitch. In the questions. The ability to uncover real pain, understand what a client actually needs and connect that to a solution is the craft of selling. It is what closes deals consistently over time.
Can they close? All of the above means nothing without the ability to ask for the business, handle objections and see a deal through to the end.

The bottom line

Likeable is a bonus. A hunter is a necessity.

When you build your hiring process around someone's existing network, you are hiring for the past. When you build it around someone's ability to sell, you are hiring for the future.

The salespeople who thrive regardless of company, product or market conditions are the ones who know how to create opportunity from nothing. That is the profile worth finding. That is the hire worth making.

If you are building a sales team and want to find people built for the long game, that is exactly what we do at Athlete2Business.

Get in touch at athlete2business.com or DM us directly.

Why I Reject 8 Out of Every 10 Athletes I Interview

Wed, 01 Apr 2026 03:58:30 GMT

The transition from sport to business is tough. Vagueness makes it impossible.

Out of every 10 athletes I interview, I reject 8.

The number one reason? Vagueness.

"I'm still exploring my options and would love to interview with your client."

"I'm open to sales or marketing, happy to jump on a call."

Let me be straight with you. I've got 3 kids and a mortgage to cover. The only way I make money is by placing you. So if you think I'm putting you in front of a client with that kind of vague attitude, think again.

What's Actually at Stake

My clients pay me serious money to find them the best. If you walk into their office half-committed and "kind of open," they don't just pass on you.

They call me and say: Alex doesn't qualify his candidates. He wastes our time.

I can't have that. I won't have that.

So if you don't know what you want yet, that's okay. Go and see a career transition coach. I recommend several. Come back to me when you're ready.

Beyond Clarity: What Else Gets Athletes Rejected

Vagueness is the biggest killer, but it's not the only one. Here's what else ends conversations before they've really started:

Poor communication skills. If you can't articulate your value clearly and confidently, the client won't be able to either. You'll get lost.

Lack of humility. Athletes who lead with ego and resist feedback don't adapt well to business environments. Clients notice immediately.

Low emotional intelligence and zero commercial awareness. Business runs on relationships and an understanding of how money flows. If you're not developing these, you're not ready.

Every Conversation Is an Assessment

Here's something most candidates don't realise. My clients want the best of the best, which means every conversation I have with you is an assessment, even when we're just talking about NBA scores.

The way you carry yourself, the questions you ask, how you listen, and how you respond under pressure, all of it counts. There is no off switch.

Be Clear. Be Sharp. Be Ready.

Elite sport taught you how to compete. It taught you discipline, resilience, and how to perform when it matters. But the transition to business demands one thing sport doesn't always require: clarity of direction.

Know what you want. Know why you want it. Know what you bring.

Because the moment you walk into my world, I'm watching.

Why You Should Hire Athletes in Sales

Tue, 24 Mar 2026 18:31:11 GMT

Why Ex-Athletes Could Be Your Next Best Sales Hire

There's a reason more high-performing sales teams are stacked with former athletes. It's not a trend. It's pattern recognition.

Ex-athletes come wired a little differently. And in sales, that difference shows up fast. If you're building or scaling a sales team, here's why they should be at the top of your shortlist.

They don't need motivating. They bring it with them

You're not chasing ex-athletes to hit numbers. They're chasing it themselves.

They've spent years training when no one was watching, showing up early, staying late, and repeating the same fundamentals until they get it right. That carries straight into pipeline building, follow-ups, and handling rejection without spiralling.

Consistency wins in sales. Ex-athletes already live there, and they'll bring that standard into your team from day one.

They're coachable without ego getting in the way

The best athletes don't think they know everything. They're built for feedback.

Film review, performance breakdowns, honest conversations about where they're falling short; that's just normal for them. So when your sales manager steps in to refine a pitch or adjust an approach, ex-athletes don't take it personally. They apply it.

That shortens ramp time. A lot. For you, that means faster ROI on every hire.

They handle pressure better than most

Quotas. Deadlines. Big deals on the line.

That pressure doesn't feel foreign to someone who's competed with everything on the line in a single moment. They've been there before and they didn't fold.

They don't panic when things get tight. They lean in. In sales, that composure is usually the difference between an average performer and a top one. That's the kind of person you want representing your business.

They're competitive in the right way

Not the loud, disruptive kind. The internal kind that quietly raises the bar for everyone around them.

They want to win, but more importantly, they want to improve. You'll see it in how they track their numbers, how they respond after a lost deal, and how quickly they bounce back. Losing doesn't knock them out. It sharpens them.

That mindset compounds over time, and it's contagious across a team.

They understand the long game

A lot of sales hires look for quick wins. Ex-athletes know better.

Progress takes time. Results follow discipline. They're comfortable putting in the reps without immediate payoff because they've done it their entire careers. For your business, that means stronger pipelines and more sustainable, long-term performance, not just a fast start that fades.

They make your culture stronger

Sales can get individual, but the best teams operate like a unit and ex-athletes already know how to do that.

They understand roles, accountability, and how their performance impacts the people around them. They know when to step up and when to support. That kind of team-first mentality strengthens culture, and culture drives results.

The misconception is costing businesses good hires

Too many hiring managers overlook ex-athletes because they don't have "traditional" sales experience. That's a mistake.

Sales is problem solving, relationship building, and performance under pressure. That's already second nature to athletes. You're not taking a risk. You're accessing an undervalued talent pool that your competitors haven't caught onto yet.

Ex-athletes aren't projects. They're assets.

With the right onboarding and structure, they don't just fit into sales teams, they elevate them. The foundation is already there. The drive, the discipline, the resilience. What they need is the right opportunity and a business willing to back them.

That's where you come in.

Ready to build a sales team that outperforms?

We specialise in connecting businesses with exceptional ex-athlete talent; people who are hungry, coachable, and built to perform under pressure.

If you're hiring and want to talk about what this could look like for your team, get in touch today . Let's find you your next top performer.

Six Years of A2B: The Emotions of Building a Business

Fri, 13 Mar 2026 18:08:07 GMT

Lessons, doubts and wins from six years of building a business one deal at a time.

Since running A2B in the last 6 years, I’ve written 2 long updates. One after 2020, and one towards end of 2024 at the height of the economic downfall.

Both articles were in theme parallel to a fiction book I was reading at the time. I love my fiction. If you’re curious, 2020 was “All the light we cannot see.” Just brilliant! 2024 was “Eleanor Oliphant is completely fine.” Not as brilliant but still very good.

Today marks 6 years in business for me. Coincidently, I’m reading “Tomorrow And Tomorrow And Tomorrow.” It’s a story that has all the feels – Love, happiness, sadness, anger, frustration, joy. A story of friendship, romance, life long love, loneliness, death, business and gaming!

Random I know.

It’s truly unique and will have you laughing, then 2 pages later maybe crying.

It’s funny…my business in the last 6 years has been similar. Strap in friends:

Fear:

I started in 2020 with $0 capital and 3 months worth of living expenses. Kids, mortgage etc. “Hire athletes in sales,” I said. Corporate world listened and it worked. Friends told friends and word quickly spread – “This Alex guy has a unique candidate pool, go talk to him.” $300k that first year.

Fast forward to today, for the past 5 years I’ve consistently hit $400-600k p/year with a high profit margin and a very nice salary for myself. Of course, except for that one year I had 5 staff, I was in the red. Big lesson! However, mostly very green. Yet, sometimes, I still feel “this thing is going to implode any second.” My business coach says, “it seems that mindset drives you to succeed.” Maybe he’s right. But, I would like a little more certainty going forward. Things to work on in the next 6 years ey.

Anxiety:

I think good recruiters have a high level of empathy (yes I just referred to myself as a good recruiter). With that, I think our emotions are maybe more heightened. Or it’s just me. I mean, I do start from $0 every month, and I do perm only. So I still ride every deal like I got everything riding on it. Well…I do have a lot riding on it. My emotions and mental wellbeing is often linked to how good my cash flow is. This is the cost of running your own business. I’d like to say that I am level headed and cool, calm and collected but nah! Talking to my wife, friends, peers and other entrepreneurs + my business coach who is a mental resilience coach has been a massive help. And regular exercise, that’s a non-negotiable.

Anger:

Especially a perm only recruitment business – that’s hard to scale. It’s high touch. I’m recruiting salespeople with an athlete mindset, with high EQ, commercial awareness and exceptional communication skills. This requires me to interview a lot of people. It requires a lot of my time and AI is not good enough yet to interview for EQ.

However, the last 6 years have been hustle and grind. This will get you to a certain point, which is where I am….or have been at. To reach that next stage, I know it’s all about ideas! I need to go from hustle and grind guy to ideas guy. Which is where….

Shiny Object come in play:

Most of my ideas have been shiny objects which distract me from my main thing. One thing I’ve learned, you need to make your main the main thing. As an entrepreneur it’s easy to get distracted especially in today’s attention heave world with AI and gadgets and tech and digital stuff and AI agents to work for you whilst you sip cocktails on the beach. Don’t they all make it sound like that? Everyone is “lead gen at your fingertips!” My view – picking up the phone still works! Especially in a game where I need to recruit high EQ people. In saying that, I am grateful I can tinker with shiny objects here and there…one of these days, one of them will scale my biz to 7 figures, but for now I am…

Happy:

Man, cmon! $500k a year is plenty. In a business I love with a genuine mission. Sometime I just want to say “f#ck scale” and “f#ck recurring revenue.” I know what I need to do to generate $400-600k a year, just do it! Enjoy it! I can work from the beach, how cool is that! I don’t have to be a “growth” or “learn new things” mindset. I see a lot of high performing salespeople and recruiters come to me with “I just want to do something new, I want to learn something new.” I get it, and sometimes I feel like this but then I’m like, start a side passion, learn something on weekends, take an online course. Just enjoy the day to day and enjoy this platform which has allowed me to build a nice life for our family. Just….happy!

Love:

I have a genuine WHY deeper then “I want this for my family and kids.” It’s worldly for me. I want every athlete to find their “sport” after sport and that new arena, new sport is sales! I actually spoke to a sales leader the other day. He was an AFL player in his former life. I asked him – “what’s kept you in sales for so long?” He said, “about 5 months into my sales career I realised…yep I found my new sport! It’s a high performance environment and I want to be a part of it!” I love that! I want that for all athletes because I know how hard athletes work and it’s unfair we get chewed up and spat out from the sport system. Sales is that new arena for athletes and they can get rewarded way more than they did in their sport. At the same time, companies capture high performing people.

I know that’s a long why, but that’s my why!!

Overall, I am a salesperson at heart and I enjoy it. Probably why I haven’t scaled, I still operate as an individual contributor, rainmaker! But…6 years later, I’m now really looking forward to continuing to be a salesperson, whilst learning to be a better business owner and ideas man ��

How to Use Your Athlete Story to Win in Sales

Mon, 05 Jan 2026 02:12:40 GMT

Use Your Unique Story To Win In Sales

If you’re a former athlete trying to break into the corporate world—especially in sales—read this carefully.

Because here’s the truth:

You have a story most people in business can’t compete with.
And if you learn how to use it right, you’ll build trust faster, open more doors, and close more deals.

Let’s break it down:

First—Understand the Power of Your Story

As an athlete, you’ve taken an unconventional path. Most people go to school, then University, then get a job.
You? You’ve been training. Travelling. Competing. Winning. Losing. Growing at a very, very elite level.
You’ve stepped into arenas, pushed your limits, and lived a life most people only dream about.

At the same time, you might have been studying, working part time or you're a full time athlete - regardless, less than 1% of the population has done what you've done.

You’re interesting.
Your story is engaging. It’s different. It makes people curious.

Never forget that.

CEOs Love Athletes — Use That To Your Advantage

Here’s something most people won’t tell you:
A huge number of CEOs, MDs, and C-suite leaders once dreamed of being professional athletes.

Some of them tried and failed.
So when you show up and you’ve actually done it… there’s a natural respect. Sometimes even a little jealousy.

Even if they weren’t athletes, most high-level businesspeople deeply admire what it takes to succeed in sport:

The discipline
The pressure
The grit
The sacrifice

That means: when you sell to these people, you’ve got an edge.

But you need to use it right. Be subtle. Be strategic.

Here’s How to Slide It In (Without Sounding Full of Yourself)

Let’s say you’re in a first meeting with a potential client.

You’re introducing yourself, setting the tone.

Set a clear agenda like this:

“Thanks for taking the time to meet with me. I know your time’s valuable, so I appreciate it.
To keep things on track and make this meeting productive, here’s what I suggest:

I’ll give you a quick rundown of our product/service.
I’ll give you a 30-second intro on who I am and how I work.
Then I’d love to learn more about your business and see if there’s a fit.”

Now— Point 2 is your moment.

“As for me, in my previous life I was a professional athlete for X years. So when I say I’m competitive, I mean it.
If we end up working together, I’ll fight tooth and nail to make sure you get the best service in the market.”

That’s it. Clean, confident, relevant.

What happens next?
Nine times out of ten, the client will lean in:

“Oh really? What sport? Where’d you play? What was that like?”

Now they’re engaged.
And without even realising it, you’re winning them over . You’ve built credibility, intrigue, and trust. And you’ve done it all without sounding arrogant.

A Few More Ways to Subtly Work In Your Story

Here are a few off-the-cuff situations where you can drop the athlete card naturally:

1. When soft skills come up:

Client says: “Discipline is a big thing for us.”
You say:
“Totally. When I played PROFESSIONAL rugby, that was actually a core team value. It wasn’t just about showing up—it was about being switched on every rep. Same mindset I bring within our team.

2. When they ask or talk about dealing with pressure or competition:

“Honestly, I thrive under pressure. In PRO sport, I was used to performing in front of thousands, cameras rolling, everything on the line. I try to bring that energy into my work—preparation, execution, results.”

3. When they talk about high standards or leadership:

“In my last season as team captain, we had a saying: raise the standard, then hold the line. I carry that into every team I’m part of today.”

This isn’t bragging.
This is storytelling with purpose.
You’re building connection and making the intangible tangible.

There's 100s other examples on how you can slide your story in, just keep an eye out for it and be aware of it. Remember - Never forget you were a pro athlete or student-athlete. It's a huge advantage in business. Be proud of it. Use it! Milk it! ;)

Prospecting? Here’s How to Use It on LinkedIn

When prospecting new clients on LinkedIn, check their profile:

Look in the About , Education , or Experience sections
See if they mention playing sport — even high school, college, or semi-pro

If you see something, reach out with:

“Great to see another athlete crushing it in business. Are you still involved in [insert sport] these days?”

That’s it.
Short, sharp, personal. They’ll likely click your profile, see you were an athlete too, and boom—you’ve got rapport.

You might have a few messages of back-and-forth about sport…
Then transition to business.
No hard pitch. Just warm it up and move to a meeting naturally.

One Last Thing: It’ll Feel Weird At First — Do It Anyway

If you’re new to sales, you might feel a little awkward sharing your story.
You might think, “Am I bragging? Is this lame?”

Here’s the truth: It’s not.

You’re not doing it to show off. You’re doing it to build trust.
You’re showing people who you are and why you’re different.

Trust me:
This is one of the easiest 1% edge moves you can make in sales.
And it could be the difference between being just another rep… or a top earner hitting high 6-figures and beyond.

Your athlete story isn’t something to hide. It’s your advantage. Use it in your meetings.
Use it in your prospecting. Use it on LinkedIn. Use it to build trust and open doors.

Subtle, strategic, and relevant.
That’s how you win.

For personalized help on how to use your athlete story as an advantage in business, email us at info@athlete2business.com.au

How To Effectively Onboard An Athlete

Thu, 18 Dec 2025 00:28:33 GMT

The most effective way to onboard an athlete on your sales team:

So you’ve just hired an athlete into your sales team.
Good move.

You’ve brought in someone with elite resilience , discipline, and work ethic.
They’re competitive. They hold themselves to a high standard. They know what it means to win and more importantly, they know how to show up, consistently.

Now it’s time to set them up for success .
Because if you do this right, they’ll not only succeed, they’ll raise the bar for your entire team.

Here’s how to onboard an athlete into sales, the right way.

1. Start With Structure and Clear Direction

“Tell me what to do and I’ll do it.”
That’s the athlete mindset. Especially in the early days.

Give them structure. Give them clear instruction.
Don’t sugar coat it. Don’t be vague.

Want them to follow a certain sales process? Say so.
Want 50 calls a day? Tell them.
Admin to log? Just give them the process.

They don’t need fluff, they need direction. And once they have it, they’ll execute.

2. Be Direct With Feedback - Athletes Crave It

One of the biggest mistakes I see?
Leaders tiptoeing around feedback with athletes.

Don’t.

Just say it like it is.

Athletes have been yelled at by coaches their whole life.
They’ve been benched, cut, challenged and they kept coming back for more.

Whether it’s praise or critique, they expect feedback .
If they’re underperforming, don’t water it down. If they’re smashing it, tell them that too.

The worst thing you can do is say nothing.

3. Training = Reps, Not Theory

Athletes learn by doing .

You want them to get better?

Don’t give them a 40-slide deck on sales psychology.
Get them in a role play .
Get them on the phones .
Let them shadow reps.
Let them run a client meeting (even if they mess it up).

They’re used to live reps, high pressure, and learning fast. So get them moving and debrief after.

4. Drip Feed Information - Don’t Overwhelm

If you overload them in Week 1 with everything under the sun - product, systems, messaging, territory, objections, case studies - you’re going to stall them.

Athletes thrive with layered learning . They want to master one thing at a time.

So give them what matters first:

Master the cold call
Then move onto LinkedIn DMs and emails
Then discovery calls
Then closing
Then pipeline management

This is a 3-month onboarding process. Not a 3-day info dump, which leads to burn out and disengagement by day 5.

5. Throw Them in the Fire Early

Let’s be real, athletes love action.
So give it to them.

Get them:

Making real calls
Joining real meetings
Sending real messages
Booking real demos

Early wins = early belief.

That could be:

A warm lead converted
A reply to an outbound email
A “good call” from a sales manager
A small deal closed

These wins fuel momentum.
Feed the ego early then let go and let them fly.

6. Plug Them Into the Team

Athletes aren’t just competitors - they’re teammates.

Even individual sport athletes have always had coaches, physios, trainers, and staff around them.

So help them see the bigger picture:

How does sales interact with ops?
How does marketing support them?
How can they help the team around them succeed?

If you position them as part of the machine, they’ll amplify the culture .
They’ll make people better. They’ll bring the locker room energy.

7. Support Their Ego Drop

Let’s not pretend - athletes are used to being the best at what they do.
They’ve trained for years. Performed at a high level. They’re used to winning.

Now they’re starting something new… and they’ll probably suck at it.

That’s tough for them.

Be ready to support them early:

Normalize failure
Encourage reps
Remind them: this is a process
Help them reconnect with the long game

They’ll hold themselves to elite standards - that’s good.
But if you don’t let them know it’s okay to fail early… they’ll spiral.

Once they’re comfortable being a rookie again, they’ll quickly get back to elite habits and outperform your veterans.

8. Get Them Moving - Literally

Athletes aren’t used to sitting still. A desk job will shock the system.

Get them moving every 30–45 mins:

Stand up
Walk-and-talks
Coffee runs
Tag along to a client meeting

Even better? Give them a glass of water , not a bottle. That way, they have to get up to refill it. (And yes, they drink a lot of water.)

Movement = energy.
Staying still = brain fog.

You’ll thank me later.

9. Leverage Their Personal Brand

If you hired them in part because they’re an athlete - great. Use it.

Help them:

Sprinkle their story into their LinkedIn profile
Reference their background in pitches or intros
Share it on your website (if marketing/PR is cool with it)

Athletes are interesting. Clients remember them.
It builds trust faster. It sparks better conversations. It closes deals. I've seen it time and time again!

You don’t need to overdo it, just a little seasoning goes a long way.

10. Tie Performance to Purpose

In sport, the goal is clear: win the game.
In sales? That line is fuzzier.

Help your athlete understand:

Why this role matters
Why their effort helps the team
Why the product matters to customers
Why hitting their target helps the whole business grow

They want to play for something .
If they believe in the mission, they’ll run through walls for you.

11. Recognise the Inputs - Not Just the Outcomes

In the beginning, they won’t be the top biller. That’s OK.

Celebrate:

High-quality calls
Improved objection handling
Great effort
Good messaging

Give them feedback early and often.
They’ll respond to it. They’ll adjust. And the results will follow.

12. Introduce a Scoreboard - Play To Their Competitive Nature

You want to unlock their competitiveness?

Give them:

A visible scoreboard
Daily or weekly updates
Mini-challenges
Peer matchups

Athletes are wired to track, improve, and win. And by the way they love winning! A lot!

They'll be your biggest competitor, use it! Lean in on it. Allow them to love the competition again.
Give them a game worth playing.

Hiring an athlete into your sales team is a strategic move — but only if you onboard them properly.

Give them structure.
Give them reps.
Give them purpose.
Give them momentum.
Then get out of the way.

They’ll perform.
They’ll lead.
And they’ll raise the bar for everyone around them.

Reach out to the team at Athlete2Business if you ever need assistance in onboarding.

Briefing Call

Wed, 03 Dec 2025 01:27:59 GMT

How a Briefing Call with Me Works (So We Nail the RIGHT Hire Faster)

Thank you for choosing to work with Athlete2Business to find your next sales superstar.

Time is money, especially in sales.

So when we jump on a briefing call together, the goal is simple: extract the right info, align fast, and get to work.

That means no fluff, no fishing, and no wasting time on things that don’t move the needle.

Here’s how the call runs and what I’ll ask, broken down into the key areas that matter.

The Role

This section is all about understanding why this role exists , what success looks like, and what kind of sales motion we're hiring for.

I’ll ask:

Why has this role opened up?
Is it for new business role, managing current accounts, or a bit of both?
Is it a 360 sales role, or do you have SDRs/marketing support?
Who is the salesperson targeting? What does your ICP actually look like?
What are the key success metrics?
Is the role office-based, hybrid, or mostly field-based?
What does success look like 12 months from now?
What do you expect in the first 3 months? First 6 months?
What does your onboarding process look like? How hands-on can you or your team be?
What’s your ideal start date?
If we found the right person tomorrow, how quickly could you move?
Is this an urgent hire or more of a strategic search?

The Product & Team

Here we dig into your team setup, the product’s value prop, and what type of salesperson thrives (or crashes) in your world.

I’ll ask:

Size of your current sales team — what’s worked well in the past? Your average tenure?
What habits or behaviours have your best performers had?
Why does your product or service exist?
Why do clients buy from you?
What’s the core problem you're solving?
What are the most common objections you face?
Who are your key competitors?
How would you describe your culture?
What have you liked and disliked about previous sales hires?
What’s your leadership style?
(Open/transparent? Stay-close/high-touch? Flexible/high-trust?)

The Salesperson

Now we get clear on who we’re targeting, what budget we’re working with, and what kind of profile is actually going to stick and perform.

I’ll ask:

What’s your budget + potential OTE? What’s the commission structure?
Are we targeting early-career, mid-level, or seasoned senior talent?
Are you open to tweaking the package to attract the right person?
(E.g. high base/low comms, or low base/high comms?)
Are you after a hunter (new biz) or a farmer (account manager)?
Must they come from your industry, or are you open to high-performers from outside?
How important is CRM usage, and which parts matter most to you?
What does progression look like in this role? What’s the longer-term path? Why work here?

Communication Style & Interview Process

This is arguably the most important part of the call. Why? Because this is where deals are made or broken. If we’re not aligned on comms and process, great candidates fall through the cracks.

I’ll ask:

How many interviews are you planning to run?
Who else is involved in the hiring decision?
Is there anyone else I should loop in early to avoid bottlenecks later?
What’s the fastest and most efficient way to communicate with you?
(Email? Text? Call? Slack? WhatsApp? Carrier Pigeon?)
What’s your ideal turnaround time on CVs, interviews, and offers?
In case things get busy, how comfortable are you with me following up via phone, text, email or carrier pigeon?
(Very comfortable / Comfortable / Once a day is enough / Don’t hound me / Everything’s fine except for the pigeon)
If I rewrote your job ad to actually attract the right person, what are the 3 most important things you’d want me to highlight?
What part of your company story do you want candidates to feel, not just read?

Why This Matters

When we run a tight, well-structured briefing call, here’s what happens:

I can pitch your business and the role with conviction
You get better-aligned candidates, faster
We avoid the classic post-interview “that’s not what I expected”
And together, we make sure this hire isn’t just a quick win, it’s a long-term success

We all agree on next step s and clear expectations on what the right hire is and process to find that person.

Remember, we don't charge $$$ upfront for our work, we charge and operate on TRUST! You and I then go all in on that TRUST - we follow the agreed upon process and brief, we find your ideal fit, we then charge $$$ and going forward have a long-standing TRUSTWORTHY working relationship.

Looking forward to working with you.

The Athlete2Business Team

How To Effectively Onboard A Seasoned Salesperson

Mon, 17 Nov 2025 04:21:38 GMT

For sales leaders/business leaders - This is how to onboard an experienced salesperson for maximum results!

Watch this short video to learn how to onboard experienced salespeople so they ramp faster and actually perform ��

This onboarding guide is based on 100s of direct hires I have made, 250 more my peers/close network have made throughout their sales leadership journey. This a collection of what's worked, what hasn't and the final product on this page is a summary of the most effective way to onboard a seasoned sales professional.

This will help with increased sales performance and long term retention of high performing salespeople.

Enjoy....

Hiring a seasoned salesperson can feel like a cheat code.

They’ve done the job.
They know how to sell.
They’re sharp, experienced, and don’t need micromanaging.

And they'll perform at a high clip and stay with me for at least 3+ years.

Right?

Sure, if you onboard them properly.

But here’s the truth:
Most onboarding for seasoned hires is either non-existent, too vague, or way too rigid.
And it's a huge reason why they underperform or leave.

This article is for sales leaders, founders, and CEOs who want to build high-performing sales teams - without burning good people or blaming the wrong problems.

1. Start With Structure - But Don’t Smother Them

Yes, seasoned salespeople are self-starters.
But that doesn’t mean you leave them to fend for themselves or walk them into chaos.

There’s a middle ground.

They need structure without control-freak micromanagement.
Here’s what that looks like:

Clear Expectations

What KPIs matter in your business? What daily rhythm works? What are they expected to achieve in 3, 6, and 12 months? See point 3 for further breakdown/clarification on KPIs.
Yes - they probably presented a 90-day plan in the interview, but now’s the time to break it down, together, into something real.
Start this in Week 1. Lock it in by Week 2.

A Basic Sales Process to Plug Into

What do your best reps do Monday to Friday?
And if sales have been founder-led until now - what did you do?
Walk them through what 20% activities (probably calls, prospecting, meetings, follow-ups, closing) generate 80% of your results. What time of day and day of week has been best for each of those activities? What is the sales script for each - prospecting messages/calls, meetings, follow ups, closing. If you don't have this set in stone yet, that's why you hired a seasoned sales rep, do it together.
Help them map this into their own working style... together . This should be set by week 3-4. They might try some scripts/sales methodologies live then start locking it in as a defined script for now. Of course this will always be adjusted, but let's set an early framework.

Communication Framework

How do you communicate?
WIP (work in progress) meeting once a week? Team catchup weekly/fortnightly? Slack, email, Loom updates? Training Wed mornings? (role plays etc) Again, expectations on this should have been communicated in the interview, but you dive deeper here.
Build a “coach-player” relationship, not boss-employee.

Make it clear from Day 1:
Make them feel comfortable to tell you what's on their mind anytime without fear of being fired - this is sooooo critical!!! If there's something pressing on that person's mind and the first person they call is me, the recruiter, you've failed as a leader! This can be solidified within the first 3 weeks.
And seriously… if the first person they call when they’re stressed is me (the recruiter), you’ve already lost them. Make them feel comfortable about approaching you.

Tools/Systems/Product/Industry: But Don’t Get CRM-Obsessed

Get them set up on your CRM, sales tools, calendars, sequences, templates - all of it. Let them play.
BUT don’t expect a seasoned rep to be a CRM guru. Most aren’t.
They like selling, not admin. So when it comes to CRM show them the 20% activities which generate 80% results (sorry, but logging every call, every touch point, every brown or grey sock the prospect puts on....unless this is automated with AI, it just ain't gonna happen!)
I’ve seen top closers get run out of good businesses because the sales manager was a “CRM Nazi.”

And I’ve seen reps who were excellent at CRM… but couldn’t close to save their life.
You tell me which one adds more revenue. And no you can't have best of both worlds, cause it doesn't exist. Don't do this - Your rep had 8 meetings, 30 calls, 8 follow up calls, it's now 5:30pm, long day, time to go home to family...."oh you haven't logged your calls??" That person will, I repeat, will get burnt out and you'll hinder their performance. At 8am the next day, is a good idea to quickly log their calls, and it shouldn't take more than 10 min (again, look at automating this or getting the sales support/admin person to do it). If in 3-6 months the person is underperforming, you have every right to be a CRM Nazi then!

Product/Industry - I've often said - It is more important to be a great salesperson than it is to be a great product/industry person. OK, so if the salesperson is new to your industry and product, teach them! The basics only. Then drip feed as you go, but by month 3-6 when they start seeing clients, making calls, they'll naturally learn. Have them do 1 on 1s with your engine room - sales support, product team, marketing, finance etc. Don't do it once, have them meet each person 2-3 times in the first 3 months.

Target Market/Getting after it!

Who are we going after? Why? What’s worked in the past? Who buys from us and why?
Get that done in the first week. Again, this was talked about in the interview process, we are now going deeper. And then allow them to get after it. Start making calls, setting meetings by week 2. Seasoned salespeople are doers! Let them do. And they also learn by doing, so set them free and open the flood gates.

Show Them What “Great” Looks Like

Let them shadow your best rep on a few meetings. If sales has been founder led, show them how it's done!
Listen to real calls.
Review winning deals.
Show them what a healthy pipeline looks like in your world and point out the process to get there (this was covered in the sales process section).
No fluff. Real examples. Let them see it. Let them feel it.

2. Speed to First Win Matters

Don't worry about the big sales/deal yet.
Forget the closed revenue.

Your first job is to get them a win - fast.

Not a trophy. Just momentum.

Examples:

A warm-up meeting (even with a client you haven’t spoken to in 12 months)
An outbound reply - even a rejection (“yes, we’re making progress!”) This sets the tone that rejection is OK (which of course it is). This will ease the pressure and they'll go hard at the input (calls) without fear.
A proposal sent
Moving a prospect from cold to meeting

Small wins build confidence.
And confidence drives performance.

Even seasoned pros want to feel like they’re on the right track.
Celebrate early momentum. It might seem minor but it’s everything.

3. Avoid the Founder KPI Trap

Founders - I’m talking to you. (Sales leaders, you might find some value in this too)

Do not give your new salesperson the same KPIs you hit when you were running sales.

Why?
Because:

You’re the founder. People take your call.
You’ve got market authority. Instant trust.
You work 12+ hours a day because you’re obsessed.

They are not you.
And holding them to your numbers out of the gate?
That’s how you burn a perfectly good hire and convince yourself “great salespeople don’t exist.”

Instead:

Figure out the minimum effective input required to drive results. Remember, this is just in month 1-3. You will increase the KPIs as they go. Drip feed them. Early wins drive momentum.

Quick story on this - I had a client implement this with an early hire. In his 2nd week, the sales rep called an emergency meeting with the Sales Manager (not me the recruiter, the sales manager). "Mate, my KPIs are too small. I'm here to make sales and make money! Sorry I know it's 2 weeks in but this isn't good enough for me, I need more!"

Sales Manager - Eureka! "Mate, done, I'll up the KPIs!" I guarantee it wouldn't have worked the other way around. Start small, then build up.

Add a small stretch and build from there over time.

Not sure where to start with KPIs?
Ask someone in your industry. Ask AI. Ask me (alex@athlete2business.com.au)
But don’t guess. Don’t wing it.

Month 1–3 is about building confidence and consistency, not superhero quotas.

Sales Leaders - With KPIs already in place and set in stone. Ask yourself, are we setting people up for success? Can we drip feed them? If they are what they are, this would've been communicated in the interview process, but now go deep on it and set the expectations.

4. Give Them Professional Autonomy

You want owner-level effort ?
Give them owner-level buy-in .

Let them feel like they’re running a business within your business .
This is where the best reps truly shine and commit!

If you’re the founder:

Show them real business numbers (when appropriate)
Be transparent about your vision
Let them in on strategic decisions over time

If you’re a sales leader:

Share weekly sales data
Run ideas by them
Ask them for advice - even if you already know the answer

When they feel like they have a seat at the table , they start thinking like owners.
And when they feel respected , they show up differently.

This isn’t just about performance, it’s about retention too.

And don’t stop there.
Introduce them to the engine room - the team that actually delivers the goods:

Sales support
Ops
Marketing
Customer service
Implementation/tech team

If they love the team behind the scenes, they’ll sell harder for them.

I once sold payroll for 3.5+ years.
Not exactly sexy. In fact, I rather watch pen ink dry.
But I stayed and I thrived because I loved the team. I loved the culture! They're good humans.
I wasn’t selling a product.
I was selling on behalf of people I believed in.

5. Don’t Avoid Tough Conversations - Lean In

Sales is a rollercoaster.
There will be dips - activity, pipeline, results.

Letting it slide? Avoiding the chat?
That’s what kills performance and makes average performance the norm.

Set the tone early:

“Hey - just a heads up. We give feedback around here like a pro sports team. It’s never personal. It’s about performance. And I want you to call me out too when I drop the ball too.”

Then, model it: (real life example you can use early on to make tough convos a norm)

“I’ve been off the last couple days. I’ll pick it up and get X done by Friday. Call me out if I don’t.”

That’s ownership.

Then, when their effort drops, you’ve created the space to say:

“I’ve noticed XYZ’s slipped. Is everything OK? Let’s talk about it.”

A wise person once told me, this is one of the best ways to start an uncomfortable conversation - "Hey, we are about to have an uncomfortable conversation, is that ok?"

You lead by example.
You hold with empathy.
And you build a culture of accountability.

6. Don’t Overcomplicate the Commission Structure

If they can’t explain it back to you in one sentence, it’s too complicated.

They want to know:

What do I get paid?
How do I earn more?
What happens if I overachieve?

Make it clear, fair, and trackable .
Don’t make them guess.
And whatever you decide — lock it in by Week 2 .

If you are unsure, email me for ideas/templates on commission structures - alex@athlete2business.com.au

7. Clarity Is the Real Onboarding Superpower

Above all, seasoned salespeople want clarity.

What does a good month look like?
What’s the real sales process here?
How much money can I make and how?
What support do I have (marketing, SDRs, leadership)?
Who do we sell to and why do they buy?
What are our most common objections?
What’s the product sweet spot?

Some of this should’ve been covered in the interview.
But onboarding is where you go deeper.
Make it real. Make it tactical. Remove ambiguity.

Uncertainty kills momentum.
Clarity creates action.

The Onboarding Timeline (Simple but Powerful)

Break it down like this:

Week 1–2:

Access Tools (CRM, Lead gen etc)
Shadowing/doing/making calls
Product/Industry
Early wins
Commission/KPI clarity
Communication rhythms (plant tough/uncomfortable conversations line)

Month 1–3:

Daily/weekly rhythm getting close to being locked in by end of month 3.
Early KPIs (input-based) slowly increased and locked in.
Momentum and confidence - continue to drip feed early wins
Role play, feedback, coaching
Product/Industry continued
2nd lot of one on one's with engine room.

Month 3–6:

Raise expectations
Shift to outcome-based KPIs and clarify the current input KPIs needed.
Autonomy, ownership, decision-making - build to this.
Focus on retention, longevity - are they buying into the culture/team? Is there clarity on the task at hand? Sales process and rhythm should be locked in by 6 months. Are they owning it and are they running their own business within a business?
They should be full throttle on sales activity now and pipeline should be closing if not already. Check process/if tough conversations need to be had they should feel natural as it's part of culture.

Quick Onboarding Checklist for Seasoned Sales Hires

(Download Onboarding Checklist At Bottom of Page)

Clear expectations set (KPIs, daily structure, pipeline goals)
Tools & systems access provided (CRM, sales tech, templates)
Commission structure explained (week 1–2)
Communication rhythm agreed (WIPs, open door policy)
Early win mapped out (meeting, proposal, pipeline progress)
Integrated with ops/engine room teams
Ownership & autonomy encouraged (shared data, involved in strategy)
Performance conversations normalised early
30/60/90 ramp structured
Clarity on key buyer profiles, objections, and product sweet spot

You didn’t hire someone to babysit them. You hired a professional.

Treat them like one. Give them structure. Give them autonomy.
Give them something to own.

And hold them accountable like a peer, not a junior.

The best onboarding programs aren’t flashy.
They’re clear, consistent, and human .

Get this right and you won’t just make your next salesperson successful.
You’ll build a high performing culture that brings in consistent results.

If you or anyone on your team needs help in onboarding your new sales hire, reach out to our team anytime .

I'm Alex Opacic - founder of Athlete2Business , a recruitment agency specialising in headhunting salespeople with an athlete mindset.

What Does Athlete2Business Do For Athletes?

Fri, 17 Oct 2025 03:18:18 GMT

Athlete - What Does A2B Do?

Watch the video version ��

Athletes - This Is Your Next Competitive Arena

You’ve dedicated years to pushing your limits - mentally, physically, emotionally. You’ve competed, persevered, and achieved. But now… you’re looking for what’s next.

That’s where we come in.

At Athlete2Business , we specialise in placing athletes into sales-oriented roles across Australia, Southeast Asia, and the USA. We help you transition from the sporting arena into careers that value your grit, resilience, drive, and competitive mindset - careers where those traits aren’t just respected, they’re rewarded.

What Kind of Roles Are We Talking About?

We focus on revenue-generating roles —where success is measured, competition is healthy, and performance is everything:

Business Development Manager (BDM): Win new clients and drive revenue growth.
Sales Development Representative (SDR): Open doors, generate leads, and build sales pipelines.
Account Manager: Nurture existing client relationships and uncover growth opportunities.
Territory Manager: Manage sales across a specific region—part sales, part strategy.
Relationship Manager: Build long-term client partnerships based on trust and value.
Sales Representative: Sell products or services, hit targets, and drive outcomes.
Recruitment Consultant: Match top talent to companies—sales meets people skills.

If you love setting goals, being part of a team, and winning under pressure—these roles are made for you.

We Work with Companies That Want You

We don’t just work with any business.

We partner with top-tier companies across Australia, Southeast Asia, and the USA who actively want to hire athletes —businesses that:

Value the athlete mindset
Offer structured onboarding & training
Invest in continuous learning and development
Understand what it takes to transition from sport into business

How Much Can You Earn?

While base salaries typically range from $60K to $90K , these roles often include commission or performance bonuses .
And we’ve seen many A2B athletes go on to earn $200K–$300K+ annually within 12–24 months.

Sales isn’t a ceiling—it’s a runway. And the mindset you’ve built through sport gives you an edge most others don’t have.

What’s the Process?

Reach out .
We’ll set up a free consultation to understand your goals, values, and skill set.
Get matched.
We’ll show you live opportunities, or go to market proactively to find the right role for you.
Get hired.
We’ll guide you through every step of the process—from interviews to onboarding.

It’s completely free for athletes. We charge companies to hire you—so you don’t pay a cent.

You’re Not Starting From Scratch

You might feel like you’re starting over - but you’re not.

You’ve already built the foundation for success:
✔️ You know how to take feedback and apply it
✔️ You’re comfortable being measured on performance
✔️ You thrive in competitive environments
✔️ You’re mentally tough
✔️ You’re resilient when things get hard
✔️ You understand what it means to be part of a team

You just need someone to help you take that mindset and apply it in the business world.

Ready to Start Your Next Season?

We’ve placed hundreds of athletes into sales and leadership roles across various industries - tech, recruitment, med-tech, construction, logistics, SaaS, and more.

Some have doubled their income. Others now lead teams. A few have even started businesses of their own.

You’ve already proven you can perform at an elite level.

Now it’s time to build a career you love as much as your sport.
Let’s go.

�� Get in touch with Athlete2Business today
And let’s start building your post-sport career - with purpose, performance, and possibility.

Why You Should Hire Athletes In Sales

info@athlete2business.com.au (Alex Opacic) — Sun, 20 Jul 2025 12:05:25 GMT

Growing Your Business Through Hiring Athletes In Sales

Recently, I had seven meetings with CEOs and business leaders about hiring athletes into their sales teams.

One CEO asked me:

“Why should I hire an athlete if they’ve never done this before?”

I looked at him and asked,
“Have you ever done the beep test?”

He said no.

So I explained:
“It’s a fitness test where you run back and forth nonstop, and every round gets faster.
You run until you physically can’t anymore.

Your mind wants to quit long before your body does.
But you push through.
You keep going.
You find a new level.”

And that’s just one of the thousands of stress tests elite athletes put themselves through mentally, physically, emotionally.

Now imagine taking that mindset and giving it 3–6 months of product training, industry knowledge, and sales coaching.

You’ll have your best employee. Full stop.

And they’ll take your business to a whole new level.

He paused. Smiled.
“Okay, I’m sold. Who you got?”

You’re in Good Company: The World’s Top Performers Know This

It’s no coincidence that 95% of Fortune 500 CEOs are former athletes .
Because the habits that drive success in sport - resilience, discipline, grit, performance under pressure - are the same traits that drive success in business.

Still not convinced?

Real Results: What Happens When Businesses Hire Athletes

Here’s what companies are experiencing when they hire athletes in sales:

A global med-tech giant (USD $35.5B in revenue) has hired 8 Athlete2Business athletes across their sales teams and every single one has delivered exceptional results. They are now one of the most dominant players in their industry worldwide and they've been hiring athletes across their teams since the 80s!
Multiple recruitment agencies have hired A2B athletes into their teams as Recruitment Consultants. Many became $500K+ billers within 18 months. A handful have crossed the $1 million mark in personal billings.
A mix of tech businesses have hired athletes across SDR, AE, BDM, and GTM roles - reporting spikes in revenue, rapid internal promotions, and improved team culture within their first 6–12 months.
A global tech consultancy hired sales professionals who were former athletes into senior sales roles across Australia, Thailand, Singapore, and South Korea. Revenue is up. Culture is high performance. And their teams are thriving.
A civil engineering firm hired one A2B athlete who became their top rookie and their best salesperson within two years.
A tech consultancy hired an elite rugby player with SaaS sales experience. Within eight months, he became their #1 rep and now leads the sales team.
A startup buyer’s agency brought in one A2B athlete when they had two employees. He helped grow the team to 10, drove major revenue growth, and is now their sales manager.
A global training and certification company hired six A2B athletes - three are now in their national top five, and others have moved into leadership.

These aren’t just “feel good” stories.
They’re examples of what happens when you hire people with a mindset built for pressure and performance and have patience whilst they learn the product/service.

Why Athletes Win in Sales

Athletes succeed in sales because they’re already built for it. Their entire lives have been spent:

Performing under intense pressure
Competing for results
Working in teams
Taking feedback and applying it quickly
Outworking their competition
Chasing measurable goals
Showing up, day in and day out
Doing the work even when they don’t feel like it

Sound familiar? That’s sales.
You either make sales or you don’t.
You either win or you don’t.
There are no grey areas and athletes thrive in that kind of environment.

They don’t make excuses.
They make results.

It’s Not About Experience. It’s About Capacity.

Experience can be taught.
Product knowledge can be learned.
But mindset, grit, and resilience can’t be faked.

If you want predictable, high-performing sales talent, invest in the people who’ve already proven they can fight through pressure, overcome failure, and find new levels.

Hire athletes.
And watch your business grow!

Athlete2Business is a recruitment firm specialising in placing former pro athletes into revenue generating roles. We work with athletes transitioning into their first role to senior sales leaders who were former athletes in their previous life.

Get in touch to learn more about our unique headhunting ability and how we've built a network of high performing sales professionals which can be deployed to help your business grow.

Tired of Sales Turnover? Here’s Why It’s Happening And How to Fix It

info@athlete2business.com.au (Alex Opacic) — Thu, 15 May 2025 23:29:15 GMT

Tired Of Sales Talent Turnover? Why It's Happening And How To Fix it!

Watch this short video to get the most important part to reducing turnover right - Hiring The Right People In the First Place! ��

You invest time, energy, and money into hiring a salesperson.
They look the part. Say the right things. You’re sold.
Then, six months in they’re either gone, underperforming, or disrupting your team dynamic.

Sound familiar?

High turnover in sales teams isn’t just expensive - it’s exhausting.
It impacts culture, drains morale, and steals your focus from what you should actually be doing: building, scaling, and leading.

So how do you fix it?

Here’s the truth most businesses overlook:
Reducing turnover starts way before onboarding.
It starts with who you hire, why you hire them, and how you set them up to succeed.

Let’s break it down.

1. Don’t Be Fooled by “Same Industry, Knows Our Product”

This is the biggest trap I see.
You meet a candidate from your industry, they speak your language, they’ve sold similar products, and they’re asking for the same base salary or maybe $10K more. Seems like a no-brainer, right?

�� Red flag.

If they’re truly a high performer, they should already be earning at least 40% more than their base in commission. Why would they leave a role they’re dominating… to do the same job for the same pay?

In most cases, they wouldn’t.

So who are you actually hiring?
Likely someone who knows how to interview well , but perform poorly.

And now you’ve onboarded someone who:

Can’t sell
Has no hunger
Disrupts the team
Leaves in 6 months

�� Instead, focus on sales competence, not just industry familiarity.
The best hires are those with proven ability to prospect, sell, close, and build trust, regardless of product.

2. Understand What Actually Motivates Salespeople Today

Let’s get one thing clear:

Most of the market is no longer commission-driven.
Security, safety, and a reliable income - that’s what drives today’s high performers.

With the rising cost of living and market uncertainty, commission-heavy packages feel like a gamble.
A strong base = peace of mind = better performance.

So if you’re worried about losing a top performer?
Pay them more on base.

If you’re hiring but can’t afford a high base?
Look outside your industry.
Find someone hungry to break in. Someone with raw sales talent and drive .
These people often outperform those with industry experience , because they’ve got something to prove.

Salespeople who are motivated by commission are usually entrepreneurial, likely to start their own business or side hustle any minute. They're here, there and everywhere. I was one of those people and honestly I wouldn't hire me! Id' say roughly 20% of salespeople are in this bracket and if you focus on this talent pool they're likely to add to your high turnover.

3. Get Onboarding Right Or Risk Losing Them Early

The first few weeks can make or break your new hire.

Onboarding should be:

Structured, but not overwhelming
Drip-fed, not dumped
Built to help them win early

Give them clarity, context, and confidence.
Not confusion and chaos.

And be realistic about early performance. If they’re not flying in month one, that’s not always a red flag, it’s normal. Focus on effort, mindset, and how quickly they’re learning.

4. Make Commissions Simple and Transparent

If your commission structure sounds like a puzzle, expect frustration.
Salespeople don’t want to guess what they’re earning.

Keep it:

Clear
Simple
Fair

The more confident they are in what they can earn, the harder they’ll work for it. As mentioned earlier, base salary is more important these days as career salespeople value this more than comms. However, they still want a carrot to chase, be clear on what attaining that carrot looks like .

5. Build a Culture Where Salespeople Feel Valued

This is the part many leaders miss.

Salespeople want to feel important.
Not just in terms of money but in their contribution to the mission.

Put yourself in their shoes.

Recognize them beyond revenue.
Challenge them with empathy.
Celebrate their effort, not just their wins.
Help them grow personally and professionally.

Especially when someone’s struggling, and they’ve shown high performance before, don’t jump to judgment.
Get curious. Understand the human. Then help them build momentum again.
A small win can reignite a fire.

6. Invest in Ongoing Training and Growth Opportunities

Turnover often happens when people feel stuck.

Want to keep great people?

Coach them.
Train them.
Show them what’s next.

People stay where they feel they can grow.
It’s that simple.

Why This Really Matters

This isn’t just about keeping your sales team intact.
It’s about building something that lasts.
It’s about creating a team you can trust.
It’s about reducing chaos so you can lead with confidence.

Because the more your people stay and perform,
…the more time you get back
…the more control you regain
…and the more freedom you earn to build the business and life you actually want.

Want to build a sales team that performs and sticks around?
That’s what I help with.
A+CHEC™ talent . Athlete mindset. High performance. Low drama.
Let’s talk.

How To Structure Salaries For Salespeople

info@athlete2business.com.au (Alex Opacic) — Sun, 09 Mar 2025 21:04:41 GMT

How to Structure a Salesperson's Remuneration Package: A No-Nonsense Guide

How do you pay your sales team? What’s the right balance between base salary and commission? What truly motivates high-performing salespeople?

I’ve spent seven years headhunting elite sales talent (2018–2025) across industries and seniority levels. This guide breaks down what actually works when structuring a competitive remuneration package that attracts and retains top performers.

Base Salary vs. Commission: What Salespeople Actually Want

The old-school belief that salespeople are purely motivated by commission is outdated. Security, stability, and guaranteed income (base salary) have become bigger motivators than potential earnings.

In major cities, the cost of living is high, and sales professionals—especially experienced ones—aren't taking risks on low base salaries with “unlimited commission potential.”

Here’s what top performers expect:

Senior-Level Sales Professionals (10+ years experience): $200K+ base
Mid-Level Sales Professionals: $150K–$180K+ base
Junior-Level Sales Professionals: $90K–$100K+ base

⚠️ The Risk Zone: $110K–$140K for Mid-Level Salespeople

This range can be problematic. It’s too high for junior talent but often too low to attract experienced mid-level professionals. If you’re hiring at this level, your commission structure needs to be bulletproof —more on that shortly.

Commission Structure: The 60/40 Rule and the Flight Risk Factor

Typically, top sales performers expect a 60/40 split (60% base, 40% commission). But here’s the key:

✅ Commission is secondary to base salary. With the right negotiation and rapport, high performers won’t be as focused on commission if the base is solid.

✅ Only ~20% of the market is truly commission-driven. These salespeople are entrepreneurial by nature, meaning they’re a flight risk —likely to jump ship when things get tough or leave to start their own business. If your team is built on commission-heavy hires, expect high turnover and a weak employer reputation.

Sales is no longer a “sink or swim” profession. It’s a legitimate career, just like law, engineering, or accounting, and sales professionals expect to be paid accordingly. High cost of living is creating pressure, stress and anxiety at alarming levels.

Secure base salary means safety, comfort and piece of mind which is an optimal performance mindset - something career salespeople will fight for, run through brick walls to ensure they keep. Safety motivates people more than potential earnings! (80% belong in this bracket!) 20% are able to be comfortable with being uncomfortable, they live in the risk zone - these are entrepreneurial salespeople and are a flight-risk as employees.

Finding and Paying A-Players: What Works (And What Doesn’t)

Now, let’s get granular on hiring high-performing salespeople at different salary levels.

Scenario 1: You Want a High Performer Who Can Convert Quickly

�� Required: Someone with a strong network, high closing ability, and industry credibility.
�� Realistic Salary Expectation: $150K+ base, with an OTE (On-Target Earnings) of at least 40% more.

A top sales pro who’s already earning well won’t move for the same money. If they have a loyal network that converts, they need a serious financial incentive, as wherever they are now, they should be converting that network into cash. The biggest factor in them moving that network from current company to yours, will be a base salary increase of at least $20-30k.

�� Hiring Tip: If budget is tight, consider this strategy:

Find a strong mid-level salesperson earning $120K base.
Offer $150K+ base but delay commissions for 12+ months (performance-dependent).
That extra $30K in guaranteed salary is a huge motivator for high performers.

✅ Key Hiring Test: Ensure their 90-day plan includes a clear, convincing strategy for converting their network. If they can’t articulate this, they don’t have a network worth leveraging.

Scenario 2: You Need a Strong Salesperson But Can Only Offer $100K–$120K Base

�� Common Employer Ask: “We want someone with a network who can convert.”
�� Reality Check: At this salary level, that’s unlikely. Well, the network part is unlikely.

Salespeople with strong networks who convert consistently earn $180K+ total comp. If someone at $100K–$120K claims they have a high-performing network, be sceptical—they’re likely just good at interviewing.

�� Better Approach: Instead of chasing an instant network, hire for:

Hunting ability (prospecting and new business development)
Strong closing skills
Some industry knowledge (but sales skills matter more than product knowledge)

If you’re relying on a strong commission structure, make sure it’s proven. If fewer than 40% of your current sales team hits their commission targets, your “strong comms structure” is irrelevant to high performers.

Scenario 3: Your Budget is $70K–$100K Base

�� Best Strategy: Hire for coachability, resilience, and a strong prospecting mindset.
�� Key Focus Areas:

Prospecting ability (more important than discovery or closing skills at this level).
Willingness to learn and be coached.
Competence in sales fundamentals.

If your time to coach is zero , don’t hire at this level. Even at $100K base, some level of guidance will be needed.

✅ High performers at this level expect commission potential of at least 40% on top of base. If you’re offering lower OTE, expect lower engagement.

⚠️ The Danger Zone: $110K–$140K for Mid-Level Salespeople

This salary range can be a tricky spot. It’s too high for junior talent and too low to consistently attract experienced mid-level professionals who are already performing at a high level. If you’re hiring in this range, your commission structure needs to be bulletproof —and you’ll need a compelling narrative around why someone would make the move.

Most commonly, high performers in this range are those with 2–5 years of experience , earning around $100K base and consistently hitting or overachieving target . But here’s the catch:
�� If they’re moving into a similar role, in the same industry, for the same base salary—you’ve got to ask: why are they really leaving?

There are exceptions, of course, but be cautious. At this salary range, you’re better off focusing on:

Prospecting and closing ability over network
Talent from outside your industry who are hungry to break in
Sales professionals who bring energy, resilience, and drive —even if they lack specific industry contacts

�� If industry network and contacts are a must , be prepared to offer $20K–$30K more on base to make the role attractive enough for someone to walk away from a good situation.

Bottom line: In this range, don’t get fooled by polished interviewers. Focus on real ability, upside, and hunger. There's a lot of career salespeople at this level who are mostly average, so be cautious.

Final Takeaways: What Defines a High-Performing Salesperson?

The best salespeople don’t just have “great energy” in interviews—they have:

✔️ Athlete Mindset : Resilience, competitiveness, discipline, and grit.
✔️ CHEC: Communication skills, Humble confidence, Emotional intelligence, and Commercial awareness.

And finally— always have a clear, structured commission plan. Especially at the lower salary levels, transparency on commission can make or break a hire.

Get the Pay Structure Right, and You’ll Attract the Best

�� Base salary is the #1 motivator for top salespeople today.
�� Commission matters, but only in a fair and achievable structure.
�� Misaligned pay expectations will either push top talent away—or leave you hiring the wrong people.

If you get this right, you won’t just attract great salespeople—you’ll build a team of high performers who stay, thrive, and consistently close deals.

Want to Hire Elite Sales Talent?

I specialize in headhunting top-performing sales professionals with the athlete mindset + CHEC. If you’re looking to build a high-impact sales team, let’s connect .

How To Guarantee ROI From Your Sales Hire

info@athlete2business.com.au (Alex Opacic) — Thu, 16 Jan 2025 03:54:58 GMT

How To Guarantee ROI From Your Sales Hire

Hiring the right sales professional is a pivotal decision that impacts the future of your business. With the right person on your team, the return on investment (ROI) can be extraordinary. However, to guarantee that ROI, it’s essential to look beyond industry-specific experience and focus on the core traits that drive sales success. A high-performing salesperson doesn’t just close deals; they build relationships, endure setbacks, and deliver consistent results. Let’s explore the key elements that will help ensure you get the most from your sales hire.

Focus on Skills Over Industry Experience

While industry experience and a robust network can be beneficial, it’s important not to prioritize these qualities over foundational sales skills. A candidate’s ability to sell is far more indicative of future success than the industry they come from. Here's why:

Industry Knowledge Isn't Always Transferable : Having a vast network or previous industry experience might offer initial advantages, but it doesn't guarantee long-term success. A great salesperson knows how to adapt to different markets and can build relationships from scratch, regardless of their prior knowledge.
Core Sales Skills Matter Most : Focus on whether the candidate can conduct successful discovery calls, actively listen to prospects, and understand their needs. These skills are essential for identifying pain points and presenting your product as the solution.

The Athlete Mindset: Resilience, Discipline, and Grit

The athlete mindset is essential for a high-performing sales professional. Just like elite athletes, top salespeople need resilience, discipline, and grit to thrive. These traits ensure they can navigate rejection, stay focused under pressure, and continually push for growth.

Resilience : In sales, rejection is inevitable. A "no" doesn’t demoralize high performers; instead, they bounce back quickly, learn from their experiences, and stay focused on their goals.
Discipline : Successful athletes follow structured training routines, and so should your sales team. Consistent effort, structured sales processes, and a focus on follow-ups are essential for generating long-term results.
Grit : Persistence is key in sales. High performers stay dedicated to the grind, even when the results aren’t immediate. The best salespeople push through obstacles, keep refining their strategies, and maintain their drive even when facing challenges.

CHEC: The Four Pillars of Sales Success

The CHEC framework is a comprehensive approach that ensures your sales hire has all the tools needed to succeed in a competitive environment. CHEC stands for Communication skills, Humble Confidence, Emotional Intelligence, and Commercial Awareness. Let’s break down each of these:

Communication Skills : Effective communication is the backbone of sales. High-performing salespeople can tailor their message to the needs of each client, actively listen, and ensure clear, persuasive conversations. Their ability to communicate trust and value makes them stand out.
Humble Confidence : Confidence is important, but it must be balanced with humility. A successful salesperson exudes self-assuredness but is also open to feedback and learning. This creates an authentic connection with clients, making them feel valued rather than pressured.
Emotional Intelligence (EQ) : Salespeople with high EQ are adept at reading and responding to the emotional cues of clients. Whether it’s handling objections or navigating a delicate negotiation, emotional intelligence allows them to connect with clients on a deeper level, build rapport, and foster long-term relationships.
Commercial Awareness : A great salesperson understands more than just their product—they know the market, their competition, and what drives their clients' business. Commercial awareness allows them to offer tailored solutions and position themselves as trusted advisors, not just vendors.

Bringing It All Together: How to Guarantee ROI

To ensure ROI from your sales hire, combine the athlete mindset with the CHEC framework. This integrated approach fosters resilience, skill, and emotional intelligence—all crucial elements for long-term sales success.

Resilience + CHEC : When your sales hire combines emotional resilience with strong communication skills and EQ, they’re equipped to manage rejection and turn prospects into clients with ease.
Discipline + Commercial Awareness : A disciplined approach to the sales process, paired with commercial awareness, allows your hire to stay consistent in their efforts while strategically positioning your product in the market.
Grit + Humble Confidence : Persistence and a growth-oriented mindset, combined with humble confidence, will enable your sales hire to overcome challenges, learn from their experiences, and ultimately, build stronger relationships with clients.

Final Thoughts

The key to guaranteeing ROI from your sales hire lies not in finding someone with the perfect network or the most relevant industry experience, but in hiring someone who has the right mindset, skills, and emotional intelligence. By emphasizing the athlete mindset—resilience, discipline, and grit—along with the CHEC framework—communication skills, humble confidence, emotional intelligence, and commercial awareness—you’ll set your sales team up for sustained success.

With the right traits and approach, your sales hires will not only meet but exceed your expectations, driving consistent revenue and building lasting client relationships. It’s about investing in the right people, fostering their growth, and ensuring they have the tools needed to thrive in an ever-changing sales landscape.

The Traits Of High Performing Salespeople

info@athlete2business.com.au (Alex Opacic) — Thu, 16 Jan 2025 02:28:37 GMT

The Traits Of High Performing Salespeople

The Makeup of a High-Performing Sales Professional

Sales is one of the most challenging and dynamic careers. It requires a unique combination of skills, traits, and mindset to consistently excel in a highly competitive field. High-performing sales professionals are often seen as natural-born persuaders, but in reality, they possess a powerful blend of traits and behaviors that allow them to thrive. These traits can be broken down into two major categories: the athlete mindset and the CHEC framework. Let's explore both and how they contribute to sales success.

The Athlete Mindset: Resilience, Discipline, Competitive Nature, and Grit

An athlete's mindset can be a game-changer for sales professionals. Just like athletes, top-tier salespeople need to endure setbacks, perform under pressure, and continuously strive for improvement. Here's how the athlete mindset translates into the world of sales:

Resilience: In sales, rejection is a given. A "no" from a prospect can feel personal, and the constant cycle of highs and lows can be draining. However, high performers don’t let failure stop them. Resilience enables them to bounce back quickly from setbacks, learn from their mistakes, and stay focused on their long-term goals.

Discipline: Just like an athlete follows a rigorous training schedule, top salespeople have well-established routines. Discipline is vital in maintaining consistent effort, sticking to a structured sales process, and meeting goals. It’s the ability to stay on track even when things get tough, ensuring that follow-up calls are made, research is done, and relationships are nurtured.

Competitive Nature: A healthy level of competition can fuel performance. High-performing salespeople often see themselves as competitors in a game, where closing deals is the prize. This competitive drive pushes them to work harder, push boundaries, and constantly outperform their own best.

Grit: Perhaps the most essential element of an athlete’s mindset is grit—the combination of passion, perseverance, and the ability to keep pushing forward even when things get tough. In sales, the grind is real, and success is often about persistence. The best sales professionals keep going, even when the path gets steep.

Having an athlete’s mindset means you can handle the demands of sales and maintain a focus on continuous growth, even when success isn’t immediate.

CHEC: The Essential Sales Framework

The CHEC acronym represents four essential qualities that every high-performing sales professional should cultivate: Communication skills, Humble Confidence, Emotional Intelligence, and Commercial Awareness. Each component plays a crucial role in how effectively they connect with clients, navigate challenges, and close deals.

Communication Skills: Sales is all about communication. Whether it’s articulating a value proposition, answering objections, or negotiating terms, strong communication is a foundational skill. High performers know how to tailor their message to different audiences, listen actively, and engage in meaningful conversations. Clear, concise, and persuasive communication builds trust with clients, making them more likely to buy.

Humble Confidence: Confidence is essential in sales. Buyers need to believe that the salesperson knows their product and can deliver on promises. However, humble confidence strikes the perfect balance between self-assuredness and humility. It’s not about arrogance or ego but rather a quiet certainty in one's abilities paired with the humility to listen, learn, and adapt. This quality makes clients feel valued, rather than pressured, creating stronger, more sustainable relationships.

Emotional Intelligence (EQ) : Emotional intelligence is the ability to understand, manage, and influence emotions—both your own and others'. In sales, EQ helps you build rapport, navigate difficult conversations, and manage rejection. Salespeople with high EQ can recognize emotional cues in clients, adjust their approach accordingly, and build trust more effectively. They know when to push for a close and when to step back and give a client space, enhancing the likelihood of a successful sale.

Commercial Awareness: To sell effectively, it’s important to understand not just the product you're selling but also the broader market in which your client operates. Commercial awareness includes staying informed about industry trends, understanding competitor offerings, and knowing what drives your clients’ business. Salespeople with strong commercial awareness are better equipped to offer tailored solutions, anticipate client needs, and position themselves as valuable partners rather than just vendors.

Bringing It All Together: A+CHEC

Now, imagine combining the athlete mindset with the CHEC framework. The result is a powerful approach to sales that fosters resilience, continuous growth, and exceptional client relationships. This combination of traits and skills can be summed up as A+CHEC—a philosophy that emphasizes not only the technical and emotional aspects of sales but also the mental fortitude required to succeed.

A (Athlete Mindset) + CHEC (Communication, Humble Confidence, Emotional Intelligence, and Commercial Awareness) creates a high-performing salesperson who is relentless in their pursuit of excellence, adaptable to the ever-changing landscape of sales, and capable of building lasting, meaningful client relationships.

If you're looking to create a high performing sales team in YOUR business through the A+CHEC framework, get in touch with A2B now .

How to Thrive in Your First 6–12 Months as a Senior Sales Professional

info@athlete2business.com.au (Alex Opacic) — Mon, 06 Jan 2025 09:34:17 GMT

Tips And Tools On How To Dominate In Your New Sales Role

Starting a new sales role as a senior professional is both exciting and challenging. Your reputation precedes you, but your first year in a new environment is where you prove your value. Here’s a guide to help you make a strong impression, deliver results, and solidify your position as a respected high performer.

1. Focus on Fitting in with the Culture

Every company has its unique culture, and understanding it early is crucial. Observe how people communicate, collaborate, and celebrate success.

Pro Tip: Build relationships with your team and stakeholders. Show genuine interest in their work, goals, and personalities. People support those they like and trust.
Recommended Reading: How to Win Friends and Influence People by Dale Carnegie offers timeless strategies to build rapport and influence effectively.

2. Prioritize High-Impact Activities

Activity breeds success in sales. In your first 6 months, immerse yourself in the day-to-day essentials:

Make calls and set up meetings consistently.
Ensure CRM data is accurate and up-to-date.
Build a pipeline that demonstrates your commitment to achieving results.
Take ownership of your onboarding and ask questions to quickly understand the company’s sales process and priorities.

3. Leverage Your Immediate Network

Bring value to the table quickly by tapping into your existing relationships. Share leads, introduce new connections, and identify opportunities you can pursue right away.

Pro Tip: Share wins with your manager or team early to show you’re taking initiative and making progress.
Bonus Tip: Utilize LinkedIn effectively .

4. Learn from the Best

Every sales team has top performers—befriend them. Observe how they approach prospects, handle objections, and close deals.

Pro Tip: Ask for advice and emulate their techniques while adding your personal touch. High performers often have insights about what works best in your new company’s sales environment.

5. Establish Yourself as a High Performer

Your first 6 months are all about building trust and earning respect. This comes from consistency in your results and behavior.

Always deliver on what you promise.
Be proactive in solving problems and contributing to team success.
Be visible—engage in meetings, share insights, and participate in company initiatives and most importantly do the activity!

6. Invest in Personal Development

Stay sharp by immersing yourself in resources that enhance your sales and marketing acumen.

Books to Read

Never Split the Difference by Chris Voss : Learn negotiation strategies that close deals without compromising value.
They Ask, You Answer by Marcus Sheridan : Understand how to align your sales approach with modern buyers’ needs by leveraging content marketing principles.

Podcasts to Follow

The Sales Hacker Podcast : Expert advice on modern B2B sales strategies.
Make It Happen Mondays with John Barrows : Tactical tips for improving your sales game.
The Advanced Selling Podcast : Insights on selling techniques and professional development for experienced sellers.

7. Measure Success in Small Wins

Your first year isn’t just about smashing sales targets—it’s about laying a solid foundation for long-term success. Celebrate the small wins:

Securing a key meeting.
Closing your first deal.
Earning praise from your manager or peers.

Each milestone reinforces your credibility and momentum.

As a senior sales professional, you have the skills and experience to succeed. By focusing on cultural alignment, consistent activity, continuous learning, and relationship-building, you’ll position yourself as a high performer in your new role.

Remember, your first 6–12 months set the tone for your future success. Be patient, stay disciplined, and keep pushing to create a lasting impact.

How My Clients Always Find The Best Salesperson

info@athlete2business.com.au (Alex Opacic) — Fri, 13 Sep 2024 23:09:15 GMT

Video Explanation ��

“Hey Alex, you got any candidates for us now?”

Fu*k I hate that question from clients!

I’m so sick and tired of the industry trying to speed up the recruitment process.

And it’s mostly the recruiters’ fault for not asking for exclusivity/retained and not educating our clients properly on what we actually do.

The recruitment game is a game of quality not speed! Especially when it comes to headhunting.

Speed will give you a candidate that’s a 6/10 and a quality/thorough process will give you a 9.5/10!

To answer the above question, “I have a huge network of high performing candidates, but are they ready to go for you Mr Client? It’s a big fat no!”

After spending an hour (sometimes more) with you to learn about your business and vacant role, I’m going to:

- Interview people who I think would be immediately open to it.

- Tap into my 1st network and interview suitable candidates.

- Headhunt people from my 2nd, 3rd and beyond network and pitch the role to them.

- Advertise on all my socials and job boards.

Then, 2–3 weeks later after following the above 4 steps and vetting suitable candidates, I will have a shortlist for you ready to go with the BEST possible candidates!

Quality, not speed !!!

The best candidates are often not actively looking. They're too busy being high performers and doing well for their current company.

The best recruiters will have trusted relationships with these high performing individuals, therefore it will be easier for that recruiter to sell your opportunity! However, that salesperson will not make a decision over night...it takes time and rightfully so!

Headhunting is a game of patience, creating trust and showing value to the right candidate, that's what the best recruiters do!

Athlete2Business is a search firm specializing in headhunting former elite athletes who have transitioned their high performing habits from sport, into b2b sales.

Why Hiring An Athlete Is Not For You!

info@athlete2business.com.au (Alex Opacic) — Fri, 13 Sep 2024 22:43:26 GMT

Prefer a Visual Explanation? ��

The body content of your post goes here. To edit this text, click on it and delete this default text and start typing your own or paste your own from a different source.

The Most Effective Way to Recruit Sales Talent in the Corporate Sector: A Guide for Sales Leaders and Business Owners

info@athlete2business.com.au (Alex Opacic) — Wed, 21 Aug 2024 10:10:41 GMT

The Most Effective Way To Recruit Sales Talent

In the highly competitive corporate sector, particularly within sales, finding and securing the right talent is crucial. Sales leaders and business owners understand that the quality of their sales team directly impacts their bottom line. However, the recruitment process can be challenging, especially if not handled strategically. Here’s how to effectively recruit top-tier sales talent while ensuring you’re getting the best possible candidates.

1. Leverage a Recruitment Agency for Access to Passive Talent

One of the most effective strategies for recruiting high-performing sales staff is partnering with a reputable recruitment agency. Unlike direct job postings, which attract active job seekers, recruitment agencies have access to a vast pool of passive talent. These individuals aren’t actively looking for new roles, but they might be open to the right opportunity if it’s presented by someone they trust.

The key is to work with a recruitment agency that has strong influence within this passive talent pool. A recruiter who is well-connected, respected, and trusted by high performers can effectively sell your job and company to these candidates. They can highlight the unique benefits of your role, your company culture, and the opportunities for growth, making your offer more attractive to top talent who might not have considered a change otherwise.

2. Use One Agency Exclusively or on a Retained Basis

When engaging a recruitment agency, exclusivity is critical. By using one agency exclusively or on a retained basis, you ensure that the recruiter is fully invested in finding the best candidate for your role. This approach gives the recruiter confidence that they will be compensated for their efforts, motivating them to dedicate their full resources and energy to your search.

An exclusive or retained arrangement means the recruiter will prioritize your role above others, putting 100% effort into sourcing, vetting, and presenting top-tier candidates. This focused effort often results in a better-quality hire, as the recruiter can take the time to thoroughly understand your needs and find candidates who are not just qualified but also a perfect fit for your company.

3. Avoid Splitting the Role Among Multiple Recruiters

While it might seem like a good idea to give your role to multiple recruiters to increase your chances of finding the right candidate quickly, this strategy often backfires. When you divide the role among several agencies, you’re essentially dividing the effort. Each recruiter may only dedicate a fraction of their resources to your search, leading to a diluted and less effective hiring process.

In this scenario, you’re likely to receive a lot of mediocre candidates as recruiters rush to be the first to present someone, rather than taking the time to find the best match. By focusing on a single agency, you’re ensuring that the full weight of their expertise and network is being used to find the ideal candidate for your sales team.

4. Prioritize Quality Over Speed

When multiple agencies are competing to fill the same role, the process often turns into a race. The focus shifts from finding the best candidate to being the first to submit a candidate. This rush can lead to poor hiring decisions, as the emphasis on speed can overshadow the importance of quality.

Recruiting sales talent requires patience. The best candidates are not always available immediately; sometimes, they need to be cultivated and nurtured into considering your opportunity. By working with a single, dedicated recruiter, you can afford to take the time needed to identify and secure the best possible hire, rather than settling for someone who’s just “good enough.”

5. Save Time by Streamlining the Process

When you engage multiple agencies, you also take on the burden of briefing each one individually. This process can be time-consuming and inefficient, especially if you’re trying to ensure consistency in the message being delivered to potential candidates. How much of your valuable time is being consumed by repetitive briefings and follow-ups?

By working exclusively with one agency, you streamline the recruitment process. You only need to brief one recruiter, who can then take your message to the market. This not only saves you time but also ensures that your job opportunity is being presented consistently and effectively.

6. Maintain Brand Consistency in the Market

Your company’s brand is one of its most valuable assets, and how it’s represented in the market is crucial. When multiple agencies are pitching your brand to potential candidates, there’s a significant risk that your message will become diluted or inconsistent. Each recruiter might have a slightly different interpretation of your brand, leading to confusion among candidates and a less cohesive brand image.

A single recruitment agency, fully aligned with your company’s values and messaging, can present your brand consistently and accurately. This ensures that every candidate, whether they are ultimately hired or not, has the same positive experience and understanding of what your company stands for.

Focused Effort Yields the Best Results

In the corporate sector, particularly when hiring sales talent, the recruitment process should be handled with precision and care. By partnering with a recruitment agency that has access to a passive talent pool, working with them exclusively, and focusing on quality over speed, you can significantly improve your chances of finding the right candidate.

Remember, the best results come from focused effort. By streamlining your recruitment process and maintaining brand consistency, you’ll not only attract top-tier sales talent but also build a strong, cohesive team that drives your company’s success in the long term.

Prefer a video explanation:

Success Strategies On Hiring Sales Talent During A Market Downturn

info@athlete2business.com.au (Alex Opacic) — Sun, 07 Jul 2024 07:39:15 GMT

Why And How You Should Hire Sales Talent During A Market Downturn!

Winning Hiring Strategies During a Market Downturn

Let’s call out the elephant in the room and state the obvious – it’s not a buyer's market right now. Decision-makers are still making purchases, but the landscape has shifted significantly compared to 5-6 years ago. In today's challenging economic climate, hiring the right sales talent and setting realistic expectations are crucial for long-term success. Here’s how to navigate hiring during a market downturn effectively.

Understand the Market Reality

The days when hiring salespeople who could immediately generate revenue are gone. Today’s market requires a different approach. It's unrealistic to expect your sales team to hit the ground running and start generating significant revenue within the first few months. Instead, hiring managers need to adopt a long-term perspective and understand that building a successful sales force takes time, especially in a down market. Certainly, it's not impossible to make sales right away, we all need to do more, go the extra mile, however it's going to be tougher than ever to make it rain and you need to understand this! $$$

Focus on Foundations and Patience

Currently, making sales is not impossible, but it takes longer than it used to. The best salespeople are aware of this shift. They are laying the foundations now, building momentum, listening more than pitching, solving problems, and offering free advice. These foundational activities are essential for future success.

By giving your sales talent the time they need to adapt and grow, you’re investing in their long-term potential and setting the stage for your business to reach new heights once the market rebounds. It's crucial to give your new hires the space to establish themselves without the pressure of immediate, unrealistic targets.

Hire for Values, Attitude, and Competence

In a downturn, it's more important than ever to hire based on values, attitude, and competence rather than just experience. Sales talent with the right mindset and work ethic will be more adaptable and resilient in challenging times. Look for candidates who show a genuine passion for problem-solving, strong communication skills, and the ability to build lasting relationships with clients.

Investing in training and development for these hires is also crucial. Equip them with the skills and knowledge they need to succeed in your industry, and be patient as they grow into their roles. Your investment in their development will pay off when they start delivering consistent results.

Set Realistic Expectations

It’s vital to set carefully forecasted and realistic targets for your sales team. During a downturn, the sales cycle may be longer, and deals may take more time to close. Ensure that your expectations align with the current market conditions and communicate these clearly to your sales team.

If it’s detrimental to your business if a salesperson doesn’t hit your targets within 3-6 months, reconsider your hiring strategy. You’re setting both yourself and the new hire up for failure and disappointment. If that's the case, we strongly suggest you wait until the market is stronger before hiring. So if you do want to hire now, focus on long-term growth and stability, allowing your salespeople the time they need to build a strong pipeline and convert leads into loyal customers.

Invest in Long-Term Success

Successful businesses understand the importance of long-term planning, especially during a downturn. By giving your sales talent time to develop and succeed, you’re investing in the future of your company. The great salespeople are those who understand the current market challenges, are patient, and continue to build relationships and solve problems. When the market recovers, they will be the ones driving your business to new heights.

Hiring during a market downturn requires a strategic and patient approach. Focus on hiring for the right values, attitude, and competence . Set realistic expectations and invest in the long-term development of your sales team. By doing so, you’ll not only navigate the current challenges more effectively but also position your business for greater success when the market rebounds. Remember, the foundation you build now will determine your future growth and stability.

Prefer a visual explanation?

Why You Should Avoid Hiring Salespeople from Within Your Industry (and Consider Poaching from Others)

info@athlete2business.com.au (Alex Opacic) — Wed, 29 May 2024 11:08:42 GMT

Hiring the right sales professionals is a game-changer for any company. Yet, many businesses fall into the trap of looking only within their own industry for talent. Today, let's talk about why that’s a mistake and why you should broaden your horizons to include high performers from different industries.

The Industry Insider Trap

1. The Cost Factor To snag a high performer from within your industry, you’d need to significantly up the ante—think at least a 50% increase in base salary. If I'm already earning $250k+ OTE (on-target earnings), why would I make a lateral move to do the same job unless you’re offering me a $200k base? Simply put, it’s a steep price to pay.

2. The Underperformer Risk When you hire within your industry, you might end up with someone who’s not performing well at their current job. On paper, they look perfect, and they can ace the interview because, let’s face it, salespeople are good at selling themselves. But this can be a dangerous pitfall.

3. The Boredom Factor Many mid-to-senior level sales professionals are tired of the "same old, same old." If you want them to sell the same product again, you need a compelling reason—and unless you’re offering that $200k base, it’s a tough sell.

4. The Account Manager Dilemma Chances are, you're hiring an account manager (farmer) rather than a business development manager (hunter). Why would they start from scratch and hunt for new clients when they’ve spent the last 4-5 years building their current client base? Once again, the only real incentive is a significantly higher salary.

Why You Should Poach High Performers from Other Industries

1. A New Challenge at a Better Price High performers from other industries might be willing to take a slight pay cut for the excitement of learning something new and selling a fresh product. They’re motivated by new challenges and opportunities, not just the paycheck.

2. Proven Sales Skills A high performer in any industry has demonstrated exceptional sales skills. They’re not just good at selling a specific product—they’re good at selling, period. This makes them versatile and adaptable, ready to excel in your industry.

3. Relationship Builders and Hunters These professionals excel at building relationships and are true sales hunters. Starting from scratch in a new industry doesn’t intimidate them; it motivates them. They thrive on the challenge of building something from the ground up.

4. Fresh Perspectives Bringing in talent from another industry means new ideas and different approaches. This fresh perspective can transform your sales strategies and processes, leading to innovation and growth. It’s a far cry from the "same old, same old."

Expanding Your Talent Search

If you want the best sales hunters, it’s time to expand your search beyond the confines of your industry. Here’s how to do it:

Highlight the Opportunity : Emphasize the excitement and challenges of selling something new.
Showcase Your Culture : A vibrant, dynamic work environment can be a big draw.
Offer Competitive Compensation : Be prepared to offer a fair package, even if it’s not top of the market. The opportunity for growth and new experiences can often outweigh a slight pay cut.
Provide Training and Support : Help them understand the nuances of your industry and set them up for success.

So, while it might seem safer to hire within your industry, the real game-changers often come from outside. They bring fresh energy, innovative ideas, and proven sales skills that can take your team to the next level. So, next time you’re hiring, think outside the box—and your industry. Happy hunting!

The 5 Common Mistakes When Hiring Sales Professionals

info@athlete2business.com.au (Alex Opacic) — Wed, 15 May 2024 08:34:53 GMT

Hiring sales professionals can feel like navigating a minefield. There are pitfalls everywhere, from overemphasizing experience to sticking rigidly to industry norms. Let’s dive into the five most common mistakes hiring managers make and how to avoid them. Trust me, your hiring process will thank you.

Mistake #1: The Years of Experience Trap

“$150k, must have 7+ years of experience!” Sound familiar? This is one of the oldest hiring tropes, yet it’s flawed. Years of experience often get mistaken for competence, but shouldn't we be asking, “$150k, must be very fkn good at what you do!” instead?

Consider Anthony Edwards, a 22-year-old NBA player who’s already one of the top 5 players in the world, and Steven Bartlett, a 31-year-old CEO and investor worth millions. These guys aren’t excelling because of their age or the years they've been working; they're excelling because they’re just very fkn good at what they do.

When hiring your next salesperson, throw the years of experience out the window. Focus on:

Cultural Fit : Do they align with your company's values and work ethic?
Achievements : Look at their numbers and what they've actually accomplished.
Communication Skills and EQ : Can they connect with clients and colleagues effectively?
Continual Learning : Are they students of the game, constantly improving their skills?

Remember, sometimes 7 years of experience can just be 1 year of bad habits repeated 7 times. It’s all about performance and competence, not just time served.

Mistake #2: Sticking to Industry Insiders

Another common mistake is the tendency to hire salespeople from within your industry. It's tempting to think, "They’ll get up to speed faster," but this can be a trap. The best salespeople have a proven sales process, love the game, and know how to build relationships – qualities that transcend industry lines.

When you restrict your search to industry insiders, you're just regurgitating the same talent pool. Think about it: Why would someone leave their current job to do the same thing at your company? Unless you're offering a significant pay bump, they're likely moving because of poor performance. And remember, all salespeople excel at interviews – it’s part of their skill set. They’ll sell themselves convincingly, and you might be blindsided by their industry experience, missing the fact that they might just be good at maintaining an existing client list rather than generating new business.

The other pull towards industry experience is their network, but here's why that's overrated - There's non compete clauses, it's usually hard for companies to cancel one provider and go to a new one just because their previous sales rep is there now. And most importantly, what happens when they run out of their network? Are they going to chase new business? So, prioritise a sales hunter closely related to your product/service who's network might be a fit, not someone directly in your industry who is a bonafide Account Manager but in the interview will seem like a hunter because he/she is very good at interviewing.

By opening your search to candidates from outside your industry, you’re giving yourself a chance to find high performers who can bring fresh perspectives and proven sales success.

Mistake #3: Overvaluing Charisma Over Substance

Charisma is great. It can charm clients, boost team morale, and close deals. But too often, hiring managers are dazzled by a candidate’s charisma during the interview and overlooking the actual substance. It’s easy to be impressed by a confident, smooth-talking salesperson, but charisma should be the icing on the cake, not the whole dessert.

Instead, dig deeper:

Ask for specific examples of past successes.
Request to see their numbers and metrics.
Look for evidence of their sales process and strategy.

Charisma can help open doors, but it’s competence and a solid track record that will keep those doors open.

Mistake #4: Ignoring Cultural Fit

A salesperson might have stellar numbers and great industry experience, but if they don’t fit into your company’s culture, it’s a recipe for disaster. Cultural fit doesn’t mean hiring clones; it means finding people who share your company’s values and can work well within your team’s dynamic.

Consider how they approach teamwork, handle stress, and align with your company’s mission and values. A great cultural fit will enhance team cohesion and long-term success.

Mistake #5: Neglecting Ongoing Development

The hiring process doesn’t end when the offer letter is signed. One of the biggest mistakes is thinking your job is done once you’ve hired a top performer. High performers crave growth and development. If you’re not providing opportunities for them to learn and advance, they’ll start looking elsewhere.

Invest in training programs, offer mentorship opportunities, and encourage continual learning. Show your salespeople that you’re committed to their growth, and they’ll be more committed to your company.

Hall of Fame Talent Pool

info@athlete2business.com.au (Alex Opacic) — Mon, 13 May 2024 00:21:50 GMT

According to Fortune magazine, 95% of Fortune 500 CEOs were athletes (pro, college or elite in high school)

Over the last 5 years we haven’t met all those CEOs (working on it) but we've developed relationships with 100s of C-suite executives, senior sales professionals (10+ years business experience) and executive leaders who were athletes in their previous careers.

These high performing individuals all contribute their success in business to the habits, routines and attitudes they have developed in sport (you can delve further into this in my podcast).

Due to the strong bonds & connections we have made with these high level business executives we have developed the executive search arm to Athlete2Business which we call our “Hall Of Fame” Talent Pool .

So if your business is looking for senior high performing individual contributors, leaders or C-suite execs who will turn your business culture into a well oiled high performing machine, speak to us and one of our consultants will introduce you to our Hall Of Famers!

The Power Of A Strong Headhunting Strategy

info@athlete2business.com.au (Alex Opacic) — Wed, 24 Apr 2024 06:33:19 GMT

Passive Candidates

Here's a strong example of what happens when you have access to a passive candidate market and an ability to really create strong, trustworthy relationships with those high performing passive candidates.

Passive candidates = Not looking for new opportunities, but if someone approaches them about an extraordinary opportunity they’ll consider it.

A media company recently approached me as they needed a senior sales professional with 10+ years experience in media sales and have been struggling to find one.

I said “leave it with me…”

The beauty of Athlete2Business is that it’s allowed me to build strong bonds with former athletes who are high performing senior sales professionals.

Why? Because they’re on board with my mission and we are like minded.

So I ended up finding a former elite athlete with 10+ years experience in media sales, I passionately presented my client’s opportunity, the candidate loved it, client offered the role and the candidate accepted!

That’s the power of a2b.

I have access to a passive market of high performing sales/business professionals and a deep bond & trusting relationship with those individuals.

By partnering with Athlete2Business you get access to this market and can have the athlete mindset competitive advantage in your business!

Our Number One Offer = Proven & Successful Sales Hunters

info@athlete2business.com.au (Alex Opacic) — Mon, 22 Apr 2024 00:32:11 GMT

The true value of athlete2business

A prospective client recently asked me, “Alex, what’s the #1 value you provide to your clients?”

Me: “I have a huge network of successful sales hunters who provide huge ROI for their employers, and by partnering with me you get access to that network.”

Client: “I thought you place rookies (athletes retiring) into their first sales job?”

No….

When I first started the business, I was placing athletes into their first role. And I still do.

However, it’s been over 4 years since I started Athlete2Business and my platform/mission has allowed me to meet 1000s of former athletes kicking goals in sales and leadership.

Athlete = diligence, resilience, perseverance, persistence, work ethic, drive, discipline, go getter! HUNTER!

Therefore athletes often become successful SALES HUNTERS and I know a lot of them and will match the right one for you

Also, the athletes I placed 4 years ago, are not rookies anymore are they?

So to sum up, if you’re looking for an entry level sales hunter hire an athlete as statistically speaking they turn into exceptional sales people.

But if you’re looking for an experienced proven sales hunter, hire a former athlete with sales experience as they have the innate hunting mindset & capability.

The core of our offering is sales professionals (who have continued their high performance mindset from sport into business) who are seasoned sales veterans with a proven track record of success. By tapping into our network of talent, businesses can gain access to some of the best sales hunters in the nation – individuals who bring a winning mindset, unparalleled work ethic, and a relentless drive to succeed. If you're ready to take your sales efforts to the next level, look no further than Athlete2Business.

https://youtu.be/_PDZxgYgvrk?si=Udjis09fIBAMsE5q

How To Attract & Retain High Performers

Sun, 10 Mar 2024 10:05:07 GMT

5 Proven Strategies On Attracting & Retaining Top Performers

In the fiercely competitive business landscape, the success of a company is intricately linked to the calibre of its workforce. Attracting and retaining high-performing employees is not just a goal but a strategic imperative. We'll delve into five effective strategies that can help your business not only draw in top talent but also keep them engaged and committed for the long haul.

Competitive Compensation and Benefits Packages:

It's no secret, pay more! High performers are always going to want to be paid more, if you want them, you're gonna have to come to the party! So, salary is a critical factor, but it's not just about the paycheck. Ensure your benefits package is robust, including health insurance, work/life initiatives, and other perks that enhance the overall employee experience. Regularly review and adjust compensation packages to stay competitive within your industry.

2. Professional Development Opportunities:

High performers are often driven by a desire for personal and professional growth. Offering ongoing learning and development opportunities can be a powerful tool for both attraction and retention. Implement mentorship programs, provide access to workshops and courses, and support employees in pursuing certifications or advanced degrees. By investing in their growth, you not only enhance their skills but also demonstrate a commitment to their long-term success.

3. Strategic Employee Recognition Programs:

Recognition is a fundamental human need, and high-performing employees thrive when their efforts are acknowledged. Implementing a robust employee recognition program can significantly impact morale and retention. Recognize achievements publicly, whether through employee of the month awards, shoutouts in meetings, or other forms of acknowledgment. Also, consider personalized rewards tailored to individual preferences, fostering a culture that values and appreciates exceptional contributions.

4. Employee Share Scheme:

An Employee Share Scheme (ESS) is a powerful strategy to align the interests of employees with the success of the company. By offering shares or stock options, you not only create a sense of ownership and loyalty but also provide employees with a tangible stake in the organization's growth. This not only attracts high performers looking for long-term commitments but also fosters a culture of shared success, boosting overall employee morale. If you want to take it even further, have an exit strategy in place , and share this with your top performers that you'd want to keep long term.

5. Strategic Headhunting:

While traditional recruitment methods are essential, strategic headhunting can give your company a competitive edge in attracting top talent. Invest in building relationships with industry experts and recruiters who specialize in your field. Actively seek out high-performing individuals and demonstrate why your organization is the ideal place for them to thrive. Position your company as a leader in innovation, culture, and career development to entice top talent to make the switch.

Attracting and retaining high-performing employees is a multifaceted challenge that demands a holistic approach. By offering competitive compensation, prioritizing professional development, implementing strategic recognition programs, introducing an Employee Share Scheme, and leveraging strategic headhunting, your business can build a workforce that not only meets but exceeds expectations. Invest in your employees, and they will undoubtedly invest in the success and growth of your organization.

Athlete2Business is a search firm that specializes in placing former elite athletes into roles that maximize their unique skills and experiences, with companies who value a high performance mindset.

Unleashing the Competitive Edge: How 'Athlete2Business' Empowers Athletes in the Business World

info@athlete2business.com.au (Alex Opacic) — Wed, 20 Dec 2023 04:13:34 GMT

An Athlete's Guide To A Successful Post-Sport Career!

The journey from professional sports to the business world is a challenging yet rewarding path. " Athlete2Business - An Athlete's Guide To A Successful Post-Sport Career ," authored by Alex Opacic, a former professional basketball player and successful entrepreneur, offers a roadmap for this transition. Drawing from his own experiences, Alex provides practical advice for athletes seeking to leverage their skills in the business sector.

Alex Opacic's Journey: From the Basketball Court to the Boardroom
Alex's transition from sports to business is a story of adaptability and resilience. His experiences in professional basketball, both in Europe and Australia, laid the foundation for his entrepreneurial journey, leading to the establishment of Athlete2Business - Search firm placing former pro athletes into roles which maximize their unique skills and experiences, a company dedicated to helping athletes transition to business careers & helping businesses find high performing staff.

The Essence of ' Athlete2Business - An Athlete's Guide To A Successful Post-Sport Career '
The book provides athletes with a practical guide to transitioning their skills into business success. It's not just about finding a job; it's about excelling in it. The book details how traits like discipline, strategy, and teamwork can translate into business acumen.

** Adapting to the Business World: A Key to Success **
Alex Opacic's story exemplifies how adaptability and resilience, traits honed in sports, are crucial in the business world. His journey shows how these qualities are vital in high-stakes roles like sales and leadership.

**Why This Book Is a Must-Read for Athletes Transitioning to Business**
For athletes at a career crossroads, "Athlete2Business" is an invaluable resource. In a blog post, When Athletes Should Consider Quitting Their Sports Dreams , Alex discusses the critical decision point many athletes face, offering insights from his personal experience.

**Your Next Winning Move**
As athletes look to pivot from sports to business, "Athlete2Business" provides guidance and inspiration. With Alex Opacic's insights and your competitive spirit, the business world becomes a field ripe for success.

Order your copy of this book here and get ready to accelerate your business success!

When Athletes Should Consider Quitting Their Sports Dreams

info@athlete2business.com.au (Alex Opacic) — Mon, 23 Oct 2023 09:44:07 GMT

When Athletes Should Consider Quitting Their Sports Dreams

Introduction:

Every aspiring athlete dreams of reaching the pinnacle of their sport, whether it's the NRL, AFL, NBA, MLB, NFL, or the Olympics. The journey is often characterized by unwavering dedication, years of training, and a relentless pursuit of excellence. But for most athletes, the path to professional success is a challenging one, and very few will ever get to taste the glory of the highest level of competition.

In this blog post, we'll explore the critical decision point that many athletes face around the ages of 24 to 26 – the moment when they must decide whether to continue chasing their sporting dreams or shift their focus to a different career path. Drawing from personal experiences and insights, we'll discuss why making this decision sooner rather than later can be beneficial.

The Typical Athlete's Journey:

The majority of athletes start their journey with the dream of competing at the highest level possible. From ages 13 to 21, they pour their heart and soul into their sport, fueled by the hope of making it to the big leagues. However, the harsh reality is that only a tiny fraction of athletes achieve this dream.

By ages 21 to 24, many athletes find themselves at a crossroads. They might not have made it to the top level, but they are still determined to keep trying. They continue to play at lower levels, often balancing it with part-time work or studies.

From ages 24 to 30, some athletes still haven't achieved their ultimate goal. Yet, they continue to play because they love the game and hold onto a glimmer of hope that they might still make it. In the meantime, they might scrape by with a full-time or part-time job.

The Decision Point:

Around ages 24 to 26, most athletes come to a pivotal decision point. It's a moment of truth – do they persist in their athletic pursuits or choose a different path? This is a critical juncture that can shape the rest of their lives.

For those who choose to move on, it can be an incredibly tough decision, but one that often leads to a fulfilling and successful future. This choice allows them to redirect their focus towards building a career outside of sports.

Personal Experience:

The decision to move on from a sports dream is never easy. It can be an emotional and challenging process, as I experienced when I chose to leave basketball at the age of 26. However, looking back, it was one of the best decisions I've ever made. It allowed me to discover new passions and opportunities that have enriched my life.

Why Quitting Sooner Can Be Advantageous:

Diminishing Odds: As each year passes without reaching the top level, the likelihood of "making it" decreases. It's essential to be realistic about the chances of success.
Falling Behind: Athletes who continue to pursue their dreams may find themselves falling behind in terms of developing a career in other fields. Starting early in a new career can provide a significant advantage.
Personal Growth: Quitting the relentless pursuit of athletic success can offer a chance to mature, explore new interests, and develop a well-rounded life.

Conclusion:

While the allure of an athlete's life is undoubtedly enticing, there comes a time when reality must take precedence. Choosing to move on from one's sporting dreams at the right moment can open doors to a world of opportunities and personal growth.

So, if you're an athlete who hasn't reached your sports dream by ages 24 to 26, it might be time to consider a different path. Remember that it's not a defeat but a strategic choice that can lead to a more fulfilling and successful future. Don't hesitate to reach out to others who have walked this path for guidance and support – there's a world of possibilities beyond the playing field.

If you require further support on this topic, get in touch with the team at A2B .

The Importance of Another Plan A

Tue, 08 Aug 2023 04:20:58 GMT

The Importance of Another Plan A

The journey of a professional athlete is one of dedication, passion, and resilience. The drive that pushes athletes to give their all on the field is the same force that propels them to success. However, the reality is that sports careers have a finite lifespan. To ensure a smooth transition into a new phase of life, athletes must recognise the importance of having a Plan A, beyond their athletic endeavors.

This is where "Another Plan A" comes into play.

In the realm of sports, it's easy to fall into the trap of believing that the success and invincibility will last forever. But just as the final whistle sounds on a game, at some point or another, whether planned or forced, the time comes for every athlete to hang up their jersey. It's crucial to channel the same confidence and determination that drove your sports career into shaping a fulfilling life post-retirement.

For athletes seeking inspiration, guidance, and connection as they transition away from sports, Another Plan A offers a transformative 7-week program. Designed exclusively for athletes, this program takes participants through an innovative approach to reimagining their career trajectory. The program fosters collaboration, challenging conventional thinking and encouraging personal growth.

One of the strengths of athletes is their ability to commit themselves wholeheartedly to their craft. Another Plan A capitalises on this by helping participants identify and amplify these skills in a business environment. By harnessing the same dedication and resilience that led to success in sports, athletes can seamlessly transition into their new careers.

Led by experienced life coaches and career practitioners with over two decades of leadership coaching, the workshops provide a safe and supportive environment for athletes to explore their potential. These facilitators, including members of the Career Development Association of Australia (CDAA) and HCS Future Ready accredited professionals, bring a wealth of knowledge to help participants chart their new path.

Another Plan A encourages athletes to invest in their own growth by participating in the program. With a focus on individual attention and personal development, each program accommodates 4-6 participants per coach, ensuring a rich and transformative experience.

The Another Plan A program understands that a fulfilling life after sports requires finding a new passion on par with athletic achievement. Whether it involves pursuing part-time work during an ongoing sports career or brainstorming actionable career plans for retirement, this program is designed to help athletes discover and cultivate passions beyond sports.

The transition from being a professional athlete to a new career can be daunting, but with the right guidance and mindset, it can also be a fulfilling and exciting journey. Another Plan A empowers athletes to embrace their next chapter with the same enthusiasm, dedication, and determination that defined their sports career. By investing in their personal growth and pursuing passions beyond sports, athletes can continue to score A's in the game of life.

Don't wait for your sports career to end; start searching for your Another Plan A now. You can read more about our program here.

Embracing the Evolution: Nurturing New Passions after Sports

Wed, 02 Aug 2023 04:01:20 GMT

Embracing the Evolution: Nurturing New Passions after Sports

As athletes, our passion for sports is an indescribable high. The thrill of competition, the rush of victory, and the camaraderie with teammates creates a unique and fulfilling experience. However, as our athletic careers transition to new chapters, it's essential to recognise that clinging solely to our past passion and our previous feelings of that may lead to unnecessary disappointment. Instead, we should celebrate the evolution of our journey and embrace the potential for new passions to enrich our lives.

1. The Intensity of Athletic Passion:

There's no denying that the passion we experience as athletes is unparalleled. The dedication, hard work, and love for the sport drive us to achieve extraordinary feats. It becomes ingrained in our identity, making the transition away from sports especially challenging. While this passion should be cherished, it's crucial not to expect every aspect of life to match its intensity.

2. Acknowledging Change and Transition:

Transitioning from an athletic career can feel like embarking on uncharted territory. It's natural to long for the same level of passion we felt for sports in every other aspect of life. However, it is unrealistic to believe that we will immediately find another passion just as fulfilling. Life is a journey of growth and change, and our passions can evolve over time, even in areas that we didn't expect. Recognising that different passions can bring unique fulfillment is the first step toward embracing new opportunities.

3. Finding New Passions through Exploration:

Instead of setting ourselves up for disappointment by comparing everything to our previous passion for sports, we should approach life with curiosity and openness. Engaging in new experiences, hobbies, and learning endeavors can lead to the discovery of unexpected passions. By exploring various interests, we broaden our horizons and open ourselves to a world of exciting possibilities.

4. Embracing the Learning Process:

Just as we learned and honed our skills in sports, we can apply the same dedication to learning in other areas of life. Taking on challenges with a growth mindset allows us to develop expertise and proficiency in different domains. Embracing the learning process itself can become a passion, leading to a sense of fulfillment and accomplishment.

5. Shifting Perspectives for a Fulfilling Journey:

Rather than dwelling on the loss of our past passion, we should shift our perspective to view our athletic career as a foundation for growth. The discipline, resilience, and determination cultivated during our sports journey become valuable assets in any endeavor we pursue. By acknowledging that passions can evolve, we liberate ourselves from unrealistic expectations and allow new passions to flourish.

Listen to our founder explain this topic here:

How to attract & retain talented staff

Wed, 19 Jul 2023 04:47:19 GMT

How to attract & maintain talented staff

In today's competitive job market, attracting and retaining talented staff is a crucial priority for businesses. In fact, it could be THE most important factor that is going to make or break your business. In sales, people don’t buy products, they buy people. Your employees are on the frontline, flying your companies' flag. Without good people that feel valued, have support, and are working hard for your team, you have nothing.

In this blog post we run through several points that impact staff retention, and how they can be effectively implemented to attract and maintain talented employees. We challenge employers to reflect and reconsider their personal procedures. How is your company measuring up?

Flexible work policies:

Flexible work policies are increasingly important to attract and retain talented staff, but they won’t work without managers taking the initiative and ensuring transparency, industry leaders say. Recently, many leading businesses have formally adopted a flexible work policy, which has increased engagement and productivity levels. Working from home, flexible hours, trust in their staff, flexibility around family and extra days off are all part of their culture. By prioritising employee wellbeing and their work life balance, studies have shown an increase in staff retention and productivity.

A flexible work policy allows you to retain top talent that may otherwise become burnt out, especially in sales roles where pressure to perform KPIs and win new business is high. In one-on-one meetings with employees among companies with flexibility in the workforce, the consensus is they are more comfortable with flexible work as they perceive the company as mature enough to trust them. Specifically with sales staff, uncapped commission structures are becoming more desirable and sought after along with flexibility. Flexible work arrangements can definitely be achieved in a sales environment, but they require the right type of self-motivated and mature individuals to make it work. Athlete2Business works with exactly those types of individuals – retired pro athletes who are self-motivated, mature & proven, worldly and hungry to succeed.

Trusting and Acknowledging Employees:

Building trust within the workplace is essential for fostering a productive and motivated workforce. When employees feel trusted and appreciated, they are more likely to go above and beyond their duties and contribute to the company's success. Employers can demonstrate trust by delegating responsibilities, encouraging autonomy, and providing opportunities for employees to showcase their skills and talents. It is habitual for humans to feel valued and have a sense of belonging, that is why regular acknowledgment of employees' contributions and achievements is essential. Whether it's through a simple praise, recognition program, or even a performance review, these examples all reinforce their value within the organisation. Trust and appreciation create a positive work environment where employees feel motivated to work towards common goals.

Competitive Compensation:

Paying employees a competitive rate is crucial to attract and retain top talent. When employees are compensated appropriately, they feel valued and recognised for their skills and contributions. Competitive compensation not only helps to retain high-performing employees but also motivates them to work harder, achieve goals, and drive business growth. Neglecting to pay employees at market value increases the risk of losing them to competitors who offer better financial incentives. With the rising cost of living, what we knew as a ‘competitive’ rate is now just the normal.

The harsh reality, whether you accept it or not, is that if you choose not to offer appropriate compensation, someone else will. Consequently, you may end up with underperforming employees and a high turnover rate. Providing fair and competitive compensation is an essential investment in retaining motivated and high-quality staff, and it should not be negotiable. If you choose to compromise on this crucial aspect, you cannot complain when your company begins to face difficulties. Ultimately, you made this decision knowing the consequences.

Thorough Onboarding and Professional Development Opportunities:

Effective onboarding processes are vital to setting employees up for success in their roles. Providing comprehensive training and clear guidelines during the onboarding period helps employees understand their responsibilities, expectations, and the company's values and culture. This confidence boosts their performance and job satisfaction. Additionally, offering professional development opportunities, such as workshops, seminars, or mentorship programs, allows employees to continuously enhance their skills and knowledge.

The investment in their growth and learning demonstrates the company's commitment to their long-term success and fosters a culture of continuous improvement. Employers occasionally compromise on these crucial aspects due to time constraints or a perception of their limited availability. However, regrettably, this approach ultimately leads to negative outcomes. It is unrealistic to expect exceptional results without providing adequate support and assistance. Failing to prioritise these factors is only going to set oneself up for failure.

Hiring Attitude, train skill:

To combat high turnover rates, it is beneficial to prioritise hiring employees with the right skills and qualities that align with the company's values and goals. Instead of trying to modify or tweak candidates who have 'experience' on paper, investing time and resources in training new hires with an exceptional attitude can yield better results. When employers hire people with the right skills and invest in their training, they are hiring a blank canvas with great potential and can mold them into their dream employees. This not only saves time and energy in the long haul but also guarantees that employees get the support and guidance they need right from the beginning. This creates a great work culture, filled with trust and mutual respect- and this sets the company up for success.

I’m sure this blog was a hard pill to swallow for some but attracting and maintaining talented staff requires a multifaceted approach. It is no surprise that successful companies have become successful, just because. It requires time and effort, but boy does it pay off! To attract and maintain talented staff employers should consider flexible work arrangements, trusting and acknowledging their employees, competitive compensation, thorough onboarding, and opportunities for professional development. By implementing these strategies, companies can create an environment where employees feel valued, motivated, and supported, ultimately driving individual and organisational success.

What qualities are behind a high performing individual?

Wed, 28 Jun 2023 00:56:29 GMT

What qualities are behind a high performing individual?

In the realm of business, the pursuit of excellence and success often requires more than just technical skills and experience. Just as elite athletes possess certain qualities that set them apart, high performers in the business world exhibit a unique mindset and a distinct set of characteristics. By combining the traits of an elite athlete mentality with the key attributes of a high performer, these individuals become a force to be reckoned with. In this blog, we will explore the characteristics that define a high performer in the business arena.

So, what exactly defines a high performer?

1. Competitive Nature: High performers possess an unwavering competitive spirit. They thrive on challenges and view competition as an opportunity for growth. They set ambitious goals, constantly strive to surpass them, and channel their energy into achieving outstanding results. Their innate drive for success pushes them to continually improve and stay ahead of the game.

2. Resilience: Resilience is the ability to bounce back from setbacks and persevere in the face of adversity. High performers understand that failures and obstacles are an integral part of the journey to success. They embrace challenges, learn from their mistakes, and adapt their strategies accordingly. Their unwavering determination allows them to navigate through difficult times and emerge stronger on the other side.

3. Strong Work Ethic: A high performer in business possesses an unmatched work ethic. They are willing to put in the extra effort and go the extra mile to achieve their goals. They understand that success is not achieved overnight and are willing to invest the necessary time and energy into their work. Their commitment to excellence is evident in their dedication, consistency, and ability to deliver exceptional results.

4. Discipline: Discipline is the cornerstone of success in any endeavor, and high performers understand this well. They have the discipline to prioritize their tasks, manage their time effectively, and maintain focus on their objectives. They resist distractions and temptations that may hinder their progress, ensuring that they remain on track and make the most of their abilities.

5. Motivation: High performers possess an intrinsic drive and motivation to succeed. They set clear goals, envision their desired outcomes, and use this vision as fuel to propel them forward. They are self-starters who take initiative and actively seek opportunities for growth and advancement. Their unwavering motivation inspires and motivates those around them.

6. Coachability: A high performer recognizes that they do not possess all the answers and that continuous learning is essential for growth. They are open to feedback, actively seek guidance from mentors and experts, and are willing to adapt their strategies based on new insights. Their coachable nature enables them to embrace change, continuously improve their skills, and stay ahead in a dynamic business environment.

7. Grit: Grit refers to the combination of passion and perseverance in the pursuit of long-term goals. High performers display an exceptional level of grit, allowing them to overcome obstacles, setbacks, and even failures. They have the mental toughness to stay committed to their objectives, no matter how challenging the journey becomes. Grit enables them to push through difficult times, maintain focus, and emerge triumphantly.

You might be wondering, if these are the characteristics to look for in a high performer... how are you supposed to find them?

At Athlete2Business we have created a "CHEC-list" that we use to qualify our candidates before passing them onto our clients to ensure they have both elite athlete mentality and a high performing nature. So, what does the CHEC-list entail? Great question.

C: " Communication Skills"- High performers excel in effectively conveying their ideas, actively listening, and articulating their thoughts clearly. They possess the ability to influence and inspire others through their communication, facilitating collaboration and achieving common objectives.

H: " Humble Confidence"- High performers strike a balance between confidence and humility. They are self-assured in their abilities and knowledge while remaining open to new perspectives and ideas. Their humility enables them to foster healthy relationships, build strong teams, and inspire trust.

E: " Emotional Intelligence"- High performers possess a heightened awareness of their own emotions and the emotions of others. They are adept at managing their emotions, empathizing with colleagues and clients, and leveraging emotional intelligence to build meaningful connections and navigate complex interpersonal dynamics- which is crucial when working with people in a business setting.

C: " Commercial Awareness"- High performers have a deep understanding of the business landscape in which they operate. They stay updated on industry trends, market conditions, and competitors, allowing them to make informed decisions and seize opportunities for growth.

By utilizing this CHEC-list, you can gain valuable insights into an individual's characteristics and determine their potential as a high performer.

Want a visual/audio explanation? Watch here:

You get what you pay for

Wed, 24 May 2023 09:37:44 GMT

You get what you pay for

Balancing Talent and Cost: Making the Right Hiring Decision

In the competitive world of hiring, employers often face a difficult decision: Should they strive

to hire a high-performing candidate who meets all the criteria or settle for someone who may

not check all the boxes? This dilemma boils down to a trade-off between talent and cost. On

one hand, hiring top-tier performers comes with a hefty price tag, while on the other hand,

choosing candidates who may not meet all the requirements can lead to cost savings. In this

blog post, we'll explore the pros and cons of both options and provide insights to help

employers make informed hiring decisions.

Option 1: Investing in Top Talent:

When aiming to recruit a candidate who not only meets the desired qualifications but also

exceeds expectations, employers must be prepared to pay a premium. Just like signing a

superstar athlete, such as Cristiano Ronaldo in football, acquiring top performers in any field

often requires a significant financial investment. These individuals possess exceptional skills,

experience, and a proven track record, making them highly sought-after and, therefore,

capable of commanding higher salaries.

While hiring high-performing candidates can be costly, the benefits they bring to an

organization can far outweigh the initial investment. These individuals tend to hit the ground

running, driving innovation, productivity, and overall team performance. Their expertise and

competence can propel the organization to new heights, leading to improved

competitiveness and success in the long run.

Option 2: Compromising on Criteria:

Alternatively, employers may opt to hire candidates who don't necessarily meet all the

criteria but still possess the potential to perform well in the role. By doing so, organizations

can often save on salary expenditures. It's important to note, however, that this approach

comes with inherent risks. Settling for below-average performers may result in compromised

output, missed opportunities, and a potential negative impact on team dynamics.

The adage, "You get what you pay for," holds true in this scenario. If an employer is content

with average or subpar performance, then offering a below-average salary might attract

candidates who fit that profile. However, it's crucial to assess the trade-offs between cost

savings and the potential impact on productivity and organizational success.

Ultimately, the decision to prioritise talent or cost in the hiring process rests with employers.

However, it's essential to remember that salaries play a crucial role in attracting and retaining

top talent. By investing in high-performing individuals, organisations can create a culture of

excellence and foster an environment that encourages growth and success. While the

financial implications of hiring top talent may be daunting, the long-term benefits can

outweigh the upfront costs. Balancing talent and cost is a delicate endeavor, but when

employers choose wisely and aim high, their teams can soar to new heights of achievement.

Want a visual/audio explanation? Watch here:

Where do you find talent?

Tue, 16 May 2023 01:36:18 GMT

Where do you find talent?

So, you’re a business or hiring manager, and you want to hire the best? Where are you finding your talent? Interestingly, business and sports share many similarities in terms of talent acquisition. Let's take a look at some strategies and outcomes for sourcing talent.

Let's imagine that a football club wants to sign a couple of new players. Ideally, they want to find the best players available that they can afford.

Now if that professional football club were to advertise for “open tryouts”, they might get a few hundred players show up. Amongst those few hundred players there might be 1 or 2 promising players who with a bit of guidance could maybe contribute something to the team.

The players that are not going to show up to that open tryout, are the players who are already performing well for another team.

So, in order to get access to the best players possible. Whether that be the best veterans, or the best rookies coming through. The club needs a network of talent scouts and agents that are keeping an eye on the talent in various football markets.

If the club were to recruit solely based on who showed up to open tryouts. Then it’s highly likely, the club would fail to reach their lofty ambitions that season.

Now, if you’re a business owner or hiring manager, looking to grow your team and you also have big ambitions to achieve in the next couple of years.

What’s your plan for finding high performing talent?

Do you rely solely on posting job ads? Which is essentially like holding an open trial?

If you’re only holding open tryouts, you might find one or two promising candidates… or you might not…

Where are your next batch of high performers coming from?

Who is your talent scout out in the market building relationships with the best talent, guiding them towards you and your business when you want to grow?

If you don’t have a trusted talent scout to help you grow your team, then we highly recommend you find one.

At Athlete2Business, we work with former elite athletes with varying levels of industry experience from business rookies to C-Suite executives.

Don’t hold open tryouts and expect Messi to show up. Get yourself a talent scout like Athlete2Business to keep an eye on existing and emerging talent in your market.

Want a visual/audio explanation? Watch here:

Headhunting 101

Mon, 15 May 2023 01:25:37 GMT

Headhunting 101

As a business owner or hiring manager, you understand that the success of your company relies on having a strong sales team. But finding top-performing sales professionals can be a challenge. Often, the best salespeople are not actively seeking new job opportunities, and they are likely already successful in their current positions. So, how do you go about headhunting the best sales professionals for your business?

Here are three key strategies to consider:

1. The best sales professionals are not applying for job ads.

The most successful salespeople are likely already employed and performing at a high level for their current company. They are not actively searching for new job opportunities, but they may be open to new opportunities if they are approached with the right offer. This means that in order to find the best of the best, you need to actively seek them out and headhunt them.

2. Get active on LinkedIn and in-person networking events.

One effective way to find top sales professionals is to use LinkedIn to identify and reach out to candidates who meet your criteria. You can use LinkedIn's search functionality to filter by location, industry, and job title to find potential candidates who are a good fit for your business. Additionally, attending industry conferences, trade shows, and other networking events can be an effective way to meet high-performing sales professionals in person.

3. Interview candidates three times.

Once you have identified potential candidates, it's important to conduct a thorough interview process to ensure that they are a good fit for your company. This process should include at least three interviews. During the first interview, focus on getting to know the candidate on a personal level to assess whether they would be a good cultural fit for your business. During the second interview, delve into the candidate's sales process and numbers to gain a deeper understanding of their skills and experience. Finally, during the third interview, conduct a role-play pitch to see how the candidate performs in a real-world scenario.

H iring the best sales professionals for your business requires a proactive approach. By actively seeking out top-performing candidates, networking in person and online, and conducting a thorough interview process, you can increase your chances of finding the right sales professional for your company. Remember, finding the right candidate takes time, but the investment will pay off in the long run with a strong and successful sales team.

Want a visual/audio explanation? Watch here:

What is a recruitment agency?

Thu, 04 May 2023 06:32:18 GMT

What is a recruitment agency?

Recruitment agencies are the business world’s matchmakers, helping companies find the perfect fit for their team while connecting job seekers with their dream employers. Think of them as the Cupid of the business world, shooting quality resumes to businesses and job opportunities to worthy job seekers.

But what’s in it for the employers? Although there’s a small fee attached to the process, employers understand that outsourcing recruitment saves them time and resources. Time is a precious commodity in today’s fast-paced world, and recruiters help businesses cut through the clutter by sifting through applicants and presenting only the most outstanding candidates. This ensures a quality hire and allows employers to focus on their own responsibilities.

Athlete2Business is a recruitment agency who specialises in connecting high-performing athletes with companies seeking top talent. Like a sports agent, we help athletes transition to careers in business by finding job opportunities that fit their skills and interests. Companies come to us seeking athletes with unique skill sets and attributes, and we work to find the right match for both the athlete and the company. After a successful placement, we check in to ensure the athlete’s career is thriving. Ultimately, Athlete2Business helps both companies seeking talented individuals and athletes looking to transition to a successful career in business.

If you’d like a visual explanation please watch below:

What does a2b actually do?

Thu, 27 Apr 2023 06:26:26 GMT

What does a2b actually do?

For athletes, their sport is often their life. From a young age, they put in countless hours of practice and training, honing their skills and perfecting their craft. But as much as they love their sport, the reality is that few athletes are able to make a lifelong career out of it.

Eventually, they will need to hang up their jerseys and move on to the next phase of their lives. For many, this means transitioning to a corporate career, but this can be a daunting prospect. That’s where Athlete2Business comes in.

Athlete2Business is a recruitment agency that specializes in helping former athletes transition to corporate careers. As a recruitment agency, our job is to connect job seekers with employers, but we go beyond that. We provide personalized support throughout the entire job search process, from resume building to interview preparation and beyond.

So, what exactly is a recruitment agency, and how does it work? At its core, a recruitment agency is a business that helps companies find suitable candidates for their job openings.

When a company has a job opening, they can turn to a recruitment agency to help them find the right candidate. The recruitment agency will then advertise the job opening, screen potential candidates, and provide a shortlist of qualified candidates to the company. The company can then interview the candidates and make their selection.

However, at Athlete2Business, we do more than just connect job seekers with employers. We understand that the transition from the sports world to the corporate world can be a difficult one, and we’re here to help athletes navigate that transition. We understand the unique skills and experiences that athletes bring to the table, and we work to showcase those in the job search process.

For example, athletes possess many valuable skills that are highly valued in the corporate world. Teamwork, discipline, and a strong work ethic are just a few examples. These are qualities that many employers are looking for, and we work to highlight these qualities in our clients’ resumes and job applications.

But it’s not just about highlighting the skills that athletes already have. We also work to help our clients develop new skills that will be valuable in their new careers. For example, we offer one-on-one coaching sessions to help our clients prepare for job interviews. We understand that interviews can be intimidating for anyone, but we work to help our clients feel confident and prepared for any questions that may come their way.

Once our clients have been placed in a new job, our support doesn’t stop there. We understand that adjusting to a new career can be challenging, and we want to make sure our clients are set up for success. We check in with our clients regularly to ensure they are adjusting well to their new roles and offer any additional support they may need.

At Athlete2Business, we understand that the transition from the sports world to the corporate world can be a difficult one, but we’re here to help. We understand the unique challenges that athletes may face in the job search process, and we’re committed to providing personalized support every step of the way. We believe that athletes have a lot to offer in the corporate world, and we want to help them showcase their talents and achieve their career goals.

If you’re a former athlete looking to make the transition to a corporate career, we invite you to contact us to learn more about how we can help you achieve your goals. We offer a range of services designed to help athletes succeed in their new careers, and we’re here to support you every step of the way.

Written by Regan Fathers.

Want a visual explanation? Watch here:

Why should I worry about this now? It's only going to distract me from my goal of being an athlete

Tue, 25 Apr 2023 06:18:41 GMT

Why should I worry about this now? It's only going to distract me from my goal of being an athlete

As an athlete, what’s your instinctive reaction when someone says, “You really should pursue other interests outside of sport?”. If your natural and honest response would be to cover your ears and nod sarcastically. We get it.

You have worked so hard to get to where you are standing now, why would you focus your time on something that is going to take you away from your dream, when you are living your dream right now?

We believe you should play for as long as you can, for as long as your body allows, as long as that’s what you want to do.

Sometimes, the length of your career is not entirely within your control. Life can throw unforeseen circumstances that affect the longevity of your career. For instance, you may not be offered another contract, or you may experience a career-ending injury. While these are possibilities that we hope you never to face, they are real realities for some individuals.

It’s crucial to acknowledge these possibilities and have a sense of what you enjoy outside of sport. That way, if the unexpected does happen, the transition can be smoother for you. We also believe that knowing what gives you meaning and purpose away from sport, can bring your life more balance away from the court and make you a better athlete when you’re on the court.

Throughout the course of a season, performances and results can go up and down. If you’re like most of us, then this can result in a constant emotional roller coaster of ups and downs.

Good games make you happy during the week. Bad games make you unhappy during week. It can be very easy to get stuck in a cycle of bad game = bad mood, bad mood = bad training, bad training = bad game and the cycle repeats itself. It then becomes very hard to change that momentum.

Some athletes will sadly deal with these tough times with harmful coping mechanisms like drinking or gambling which long term can cause further struggles in performance and of course terrible ramifications on personal life and well-being.

Having something outside of sport that you are working on, even it’s as small as learning a language or instrument, writing a book, painting pictures, or taking a short course in something you’re curious about like social media marketing, can help bring balance to your life. As you attempt to master a new skill. Even just for an hour a week. This can help free your mind from that “emotional roller coaster” feeling, because all your meaning and purpose does not rely on “just” being an athlete.

That one hour a week, can boost your mood and self-worth because your brain enjoys the feeling of making progress. We can use these personal interests and activities to boost your mood. Good mood = good training. Good training = good game.

It can be especially helpful during injury rehabilitation as during these periods we can almost never rely on sport to boost our mood or self-worth.

Many of the best athletes in the world have side projects and passions they pursue outside of sport on a weekly basis. So if it’s good enough for the best in the world. Then it’s good enough for you too.

We don’t want to talk about the long term too much. You’re enjoying your career now. But some day in the future, when you finish competing. Someone will ask you, what are you interested in?

And that future version of you, will be very grateful that you explored your personal interests throughout your sporting career.

How to hire the best sales talent

Thu, 13 Apr 2023 12:34:15 GMT

How to hire the best sales talent

Hiring the right people is crucial for any organisation’s success. However, it’s often the most rushed process because it can be quite time consuming. If you can’t afford a recruiter to find you the best talent, we recommend taking your time throughout the hire process, even if it takes you away from your immediate day-to-day tasks. New hires can make or break company culture, performance and ultimately success.

It’s crucial to approach hiring with a strategic mindset, as it can make or break the future success of your team and business. Therefore, it’s important to follow best practices for an effective hiring process.

So how are you supposed to hire the right person? Here are some best practices for an effective hiring process:

Define the job requirements: Before starting the hiring process, it is essential to define the job requirements and qualifications for the position. This will help to ensure that candidates have the necessary skills and experience required to perform the job. Along with this, ensure you have set expectations for the first 3, 6 and 12 months of what success looks like in the role.
Understand Market Rates: Organisations should be aware of what the going base rates for sales professionals are. As of today (2023), entry level is $60-80k. Mid level is $90-110k and senior level (5 years +) is $120k-180k. If we look at those with enterprise level experience, going rate is $150k+. Typical commission rate is a 60/40 split. So if your REALISTIC OTE is lower, you should look at increasing the base, if it’s higher you can play with decreasing the base. If you find a good candidate that you think is going to be an asset to your team, you should compensate them accordingly. Studies have consistently demonstrated that companies who prioritise their employees’ well-being and offer fair compensation tend to create a higher retention rate and foster a positive company culture. This is because when employees feel valued and respected, they are more motivated to work harder and contribute to the overall success of the company. By prioritising employee satisfaction, businesses can create a more loyal and engaged workforce that is committed to achieving shared goals. If you don’t prioritise these things, candidates will likely be poached within the first 3-6 months by a company who is willing to treat their employees properly, your candidates will likely underperform because they feel they’re not being appreciated, there will be lower employee happiness/satisfaction and also lower employee focus and attention.
Resumes/Interview process: Sometimes, salespeople are really good at interviews but bad on the job and sometimes they’re bad at interviews and good on the job, just be aware of this. The better questions you ask, the better answers you’ll get and the more likely their true self will come out. Try and stick to 3 interviews tops. The first to get to know them and make sure they are a culture fit. The 2nd, more technical and in the 3rd (if needed) a sales role play.
Headhunting: In our experiences, when it comes to mid-level/senior hires, most of the time the best sales professionals are not on the job market. They’re already working and making sales. Don’t be afraid to do some headhunting on LinkedIn and even other social media platforms like Instagram.
LinkedIn: Especially for a sales professional, these days being effective on LinkedIn is an excellent sales strategy/tool. Check out their LI activities/actions and see how they operate & brand themselves in the market.
Question/References: These days, most candidates will find a good reference. They can be valuable in giving you an indication of their past experiences and clarifying that they’re not a serial killer. We recommend asking candidates these questions usually at the 2nd/last stage:

What would your current/past manager say about you?
How did you fit in your current company culture/or enhance their culture?
Then with their permission, call their current/past manager or someone who knows their manager and ask them those same questions to make sure there’s consistency in answers.

By having a well-designed hiring process & strategy in place it can help organisations find the best candidates quickly and efficiently, and ultimately help you find the needle in the haystack to ensure your companies success.

Navigating the unknown

Wed, 05 Apr 2023 06:06:13 GMT

Navigating the unknown

Navigating life away from sports can be a daunting experience. As athletes, we often feel most confident on the field, where we’ve spent countless hours perfecting our craft and have a deep understanding of the game. However, stepping into the unfamiliar world beyond sports can be overwhelming, especially when we’re no longer experts in our environment.

Whether you’re forced to retire due to injury, missed out on a contract, or simply want to plan for the future, figuring out what you want to do next can be challenging. It’s normal to feel confused and unsure about where to start, and it’s essential to remember that it’s a journey that requires patience and persistence.

Research shows that the average adult changes careers eight times in their working life, so it’s likely that if you do have an idea of what you want to do, it’s probably not going to be where you end up. It’s okay to not have all the answers right away.

There’s so much you can do to develop in this place but we suggest starting simple by trying to understand and identify what your values and personal character strengths are. If you’re unsure where to start on this, we have a number of options available for you. Firstly, we recommend completing a character strength questionnaire such as 16Personalities or the VIA Character Strengths Survey. We have a number of activities that you can use to compliment the results you receive, if you are interested please reach out to learn more.

After identifying our values and personal strengths, it’s really important to try and consciously apply them in our daily lives. Studies reveal that individuals who align with their values and leverage their personal strengths have more connection to their meaning and purpose, which can lead to greater happiness and sense of fulfillment. While this process may take time, and we may not immediately find a role or industry that ticks every box we’re looking for, it’s critical to remain open to new experiences and opportunities during the discovery phase whilst identifying our “non-negotiables”. The intriguing part is that opportunities may surface in unexpected places, making it vital to keep an open mind.

While there’s no one-size-fits-all solution, following your passions and taking note of the scenarios you don’t enjoy being in can help you narrow down your options. Don’t be discouraged if it takes time to figure out what you like; identifying what you don’t like is just as valuable.

For instance, our A2B consultant, Bec Beeson, thought she wanted to work in marketing but after working in the industry for 3 years she realised that it didn’t align with her goals and interests. She discovered that she wanted to be challenged and find a role that complemented her skills and personality. Even though she didn’t know anything about recruitment, an opportunity presented itself in this industry. Curious to see where it could take her and what she could learn, Bec took the opportunity and run with it. Now a year on in her current role, it has been a rewarding experience for her where she has learnt, grown and received valuable experience for opportunities down the track.

At Athlete2Business, we specialise in placing athletes into sales and recruitment roles as their skillsets, values, and attitudes tend to transfer well into this space. If sales or recruitment isn’t for you, that’s okay too. We can act as your “career agent” and help you explore alternative corporate career fields.

Remember, finding the right career path takes time, effort, and self-reflection. It’s crucial to be patient and persistent in pursuing your goals and open to new opportunities that can help you grow and succeed.

Hear from Bec about her experiences here:

How is sales & recruitment going to benefit career in long term?

Wed, 29 Mar 2023 05:39:30 GMT

How is sales & recruitment going to benefit your career long term?

Athletes possess several valuable qualities that can be transferred into sales and recruitment. These skills include leadership, communication, teamwork, discipline, and goal-setting and are explained in detail in our last blog, From the Field to the Office: Athletes working in sales and recruitment . If you’re asking yourself “okay cool, but how is this going to benefit me in the long term?” We’re so glad you asked, buckle in.

Develop your Personal Skills

Sales and recruitment provide a fertile ground for personal development, affording you daily opportunities to refine your interpersonal skills, which are pivotal to any career path. Through effective communication and exposure to understanding human behaviour, you will enhance your ability to connect with others, build trust and forge lasting partnerships. As an athlete, you are likely well-equipped to handle pressure in high-stakes situations. Yet, in the realm of sales and recruitment, you can transfer this self-confidence and resilience to a business setting, unlocking new levels of achievement and growth that are priceless.

Career Growth

Athletes have a proven track record of success in the business world, with 95% of Fortune 500 CEOs being former athletes themselves. This speaks to the transformative power of athletics, where the pursuit of excellence and the development of key traits like perseverance, teamwork, and leadership can translate into incredible success in the business world. As you continue to hone your skills and gain confidence in transferring your abilities, you’ll find yourself presented with exciting opportunities to take on new challenges, expand your responsibilities, and make an even greater impact in your chosen field. With each step forward, you’ll be building a foundation of achievement and excellence that can propel you towards the top of your profession.

Networking �� is �� Everything ��

Networking has become an indispensable aspect of professional success in today’s world, and in sales and recruitment, it plays a particularly vital role. As you engage with people on a daily basis, you are building relationships and expanding your connections. Even if you are not considering a career move right now, these relationships and connections can serve as valuable assets down the line. You never know when an opportunity will present itself or when a chance encounter will lead to a breakthrough moment in your career. Every conversation, every interaction and every relationship is a seed planted in the soil of your professional network. And while you may not see immediate results, the exciting truth is that these seeds will inevitably flower, bearing fruit in unexpected and sometimes life-changing ways. By focusing on developing your network and investing in your relationships, you are sowing the seeds of your own success and laying the foundation for a fulfilling and rewarding career.

Athletes wondering how sales and recruitment will benefit their career long term are wise to consider the potential advantages of developing their personal skills, laying down the foundation for career growth, and networking. These three factors can play a significant role in helping athletes achieve success and longevity in their careers and some of the key reasons why sales and recruitment can kick start your career, no matter what your goals.

Want a visual explanation? Watch and listen here:

From the field to the office: athletes working in sales and recruitment

Thu, 23 Mar 2023 05:28:31 GMT

From the field to the office: athletes working in sales and recruitment

Working in sales and recruitment can be a great career option for athletes who are looking for opportunities outside of sports. Many athletes have the skills and traits required to excel in these fields , it can be financially rewarding, and the industries have many direct correlations with sports.

In this article, we will explore what it’s like for athletes to work in sales and recruitment, why there is a stigma attached to the industries, and how they can make successful transitions into these fields.

Why Sales and Recruitment?

Many athletes start exploring opportunities outside of their sport, either during their sporting careers or after retirement. A common interest among athletes is to step into the business world, work their way up the company, and maybe become a manager someday. Others aspire to be their own boss and fulfill their passion by becoming an entrepreneur. Regardless of their aspirations, in order to excel in these areas, it helps an individual if they have lived experience in and understand the sales process.

The interesting thing is, whenever we mention the word “sales,” many athletes back away from the conversation, saying it’s not for them. They make the assumption that sales involve talking a lot, being manipulative, “pushy”, and tricking people into buying something they didn’t want. But this is far from the truth.

Sales and recruitment are about understanding a company’s ambitions. Once you understand their goals, you seek to understand the obstacles that prevent them from reaching those ambitions. Once you understand the obstacles, you can ask yourself if you have the solution that’s going to help them achieve their goals. If you do, what you offer them is extremely valuable, as it’s helping them succeed, and that’s why they’re happy to partner with you and pay for your product or service.

The Direct Correlations Between Sales, Recruitment and Sports

There are many direct correlations between sales, recruitment and sports. Firstly, it’s fast-paced, you set goals and targets to chase after. There’s an element of competition, and your reward comes down to your effort and the quality of your work. To do well in these industries, it helps to be sociable, enjoy networking, enjoy building relationships with people, and the most important trait is probably the ability to listen effectively and empathise with others’ struggles.

Athletes already possess many of these traits. They know how to set goals and work hard to achieve them. They understand competition and know how to win. They also know how to build relationships with their teammates, coaches, and sponsors. All of these skills can be transferred to a career in sales or recruitment.

The Transition Process

For athletes interested in transitioning into sales or recruitment, the process starts with understanding the industry and its requirements. It’s important to learn the necessary skills, such as effective communication, active listening, and relationship-building. Athletes should also be willing to start at an entry-level position and work their way up the ladder, just like they did in sports.

Sales and recruitment can be excellent career options for athletes looking for opportunities outside of sports. These industries have many direct correlations with sports, and athletes already possess many of the skills required to succeed. With the right training and support, athletes can make successful transitions into sales and recruitment and find fulfilling careers beyond sports.

Want a visual explanation? Watch here:

Hire attitude, train skill.

Fri, 17 Mar 2023 12:25:49 GMT

Hire attitude, train skill.

If you’re not hiring athletes, you’re missing out on the opportunity to work with some of the most valuable employees. We recommend reading Why should you hire athletes? for some further information on why we think this.

Athletes come from high-performance backgrounds that have taught them crucial transferrable skills and attitudes that can be applied to the business world. They know how to work within a team, have exceptional time management skills, are resilient and persevere through diversity, are coachable because they want to succeed and have an extraordinary work ethic.

Unfortunately, some businesses overlook these superhumans as they might prefer someone with industry experience over an athlete transitioning from sport. However, as the world continues to develop and demand new ways of thinking, hiring based solely on industry experience will no longer be sufficient. Businesses need to adapt and progress to meet the demands of the changing world, and as a result, their employees must do the same.

Athletes offer a unique perspective and have the potential to adapt and thrive in new environments. When you hire an athlete, you’re not just filling a vacant position. You’re hiring someone who is willing to work hard, be committed to company purpose, and has the potential to grow and develop into a leading industry professional. They possess invisible skills that are often overlooked, such as character, loyalty, and perspective. These skills are crucial to the long-term growth and success of a business.

Successful businesses understand the importance of hiring character over skill. They value good people who are committed to working hard. When considering candidates, it’s essential to ask questions beyond their industry experience. Are they loyal? Will they bring innovation and perspective to the company? These questions can help you identify the right attitude and drive long-term business growth.

In addition to the transferrable skills and attitudes that athletes bring to the table, hiring athletes can also have a positive impact on company culture. As previously mentioned athletes are accustomed to working in high-pressure, team-oriented environments, which can translate to a positive and supportive workplace culture. They are also typically competitive and driven, which can inspire and motivate other employees to strive for excellence. By embracing athletes in the workplace, businesses can foster a culture of hard work, dedication, and teamwork that can contribute to the overall success of the company. I wonder if another candidate with industry experience, but no experience working in a united team towards a common goal would be able to do this?

As a hiring manager, it’s crucial to look beyond industry experience and consider the value that athletes can bring to your company. By hiring the right attitude- even if a candidate doesn’t have industry experience, you’re investing in the future growth and success of your business. Period.

If you would like a visual explanation please watch our founder and CEO explain here:

7 reasons why athletes are valuable employees

Wed, 08 Mar 2023 04:57:59 GMT

7 reasons why athletes are valuable employees

Many athletes that we work with ask us “Why would I be valued as an athlete? I feel like I have no experience”.

They usually have dedicated their entire lives to perfecting their craft and competing as an athlete, so on paper it makes sense why they might feel like this. Technically, it might be true that they have no industry experience (what the business world calls relevant work experience), and yes, it’s true that this is important in some cases.

However, it’s important to note that industry experience is not all employers look for and often they’re looking at the broader picture. Athletes develop an array of transferable skills throughout their sporting experiences that increase their likelihood of becoming a high performer in their next career. This includes their:

Competitiveness: it’s in an athlete’s DNA to compete. They’re going to work their butt off to outwork teammates & competitors. If they’re not the leading performers, they’re at least going to boost overall team productivity and their going to create/add to a healthy team culture.
Resilience: Athletes are some of the most motivated and dedicated people you will ever meet. Once they have decided they’re doing something, it doesn’t matter what they need to sacrifice, or how long they need to persevere. You know that if anyone is going to get it done, it is them.
Ability to set goals and achieve them: Wondering whether an athlete can set a goal and then has the drive to achieve it, is like wondering if Tom Gleeson is going to offend anyone in one of his comedy shows. Put the house on it, you know it’s going to happen.
Attitude: Athletes show up everyday. Despite the weather, or how they’re feeling, or what’s happened in their personal life, or whether they’re facing a new challenge. They show up and give 100% no matter what. No excuses.
Discipline: Athletes are dedicated to the one percenters that are going to get them one step closer to their goal. They are constantly moving forward, and they won’t look back until they get there.
Grit: They get knocked down 8 times, they get up 9! It doesn’t matter if they don’t have any industry experience, athletes have the perseverance to learn, fail and get back up again until their industry leaders.
Growth mindset: Successful athletes want to learn, and they’re not afraid to admit their wrong if it’s going to move the needle forward. They know feedback is an opportunity to improve, to become efficient and to get closer to their goal sooner. As a result, they seek, welcome, and apply feedback, and they won’t be afraid to ask for help if they need it.

These are just some traits that are extremely valuable in the business world, and that employers are looking for.

For any senior athletes looking for work, your high performance mindset will set you apart from other job seekers with similar industry experience. Not to mention leadership qualities that elite athletes tend to possess.

Imagine you are an employer and you have to choose between two job-seekers for a role. Both have 4 years industry experience, both are qualified for the role, but one candidate also has had a 10 year professional sport career and, in that time, dealt with pressure, early morning training sessions, form slumps, injury setbacks and became a highly resilient person because of it.

Who are you choosing?

We work with companies that believe having an elite athlete background is a competitive advantage, and this is why athlete backgrounds are valued in the workforce.

Want a visual explanation? Watch here:

What kind of athletes do we work with?

Wed, 01 Mar 2023 13:10:46 GMT

What kind of athletes do we work with?

Do we only work with professional athletes? Great question.

If you don’t have the time to read this entire blog post, the short answer is- no, we do not only work with professional athletes.

If you do have the time, buckle in for the long (and much more fun) answer.

The concept behind A2B is simple. We believe athletes who excel in their chosen sport, develop a unique set of skills and habits that are transferable to other areas of their lives- specifically within a business environment.

Being a World champion, or the best in the world at your craft is nothing short of incredible. However in the business world it doesn’t matter if you’re a world record holder, or if you have a medal around your neck. Sure, it’s helps your status and gives you tangible proof that you’re hard working, dedicated, goal driven and committed (just to name a few).

However, it doesn’t define you in a professional setting. What does define you, is your daily effort, determination, resilience, discipline, focus, teamwork, and grit. This is what sets you apart from everyone else. We don’t believe you need a medal as proof of these traits, if you did, only a small 1% of athletes would be defined as high performers. Whereas the truth is, many athletes “fail” along their journey, some never making it all, and this is the difference.

Athletes train their whole lives for a handful of chances at a medal, with the likelihood of them going home with nothing being extremely high. This is what sets elite level athletes apart, whether they “made it” or not. They face adversity everyday but persevere anyway.

By recognising the weight these skills can hold, and then knowing how to apply them in one’s professional lives- athletes become secret weapons within the business world. This is why we work with current and former athletes from a variety of different competitive levels.

Whether you’re an Olympian, World champion, state or national team representative, senior-grade local athlete, or a former elite high school athlete- you have all pursued excellence and this is what sets you apart.

On top of this, athletes dedicate their entire lives to having a chance at achieving a goal, knowing that one day everything they’ve work towards will have to stop and they’ll have to transition into a new career.

The complicated reality is that transition could come at any time. Perhaps it’s due to injury, a loss of contract or even a loss of love for the game? Perhaps it was after a long, successful career, that ended on your own terms? We hope for everyone that it is the later, but unfortunately it is not always the case.

Regardless of the path, it can be a trying and confusing crossroads filled with unique challenges and opportunity. The ability to navigate, overcome and succeed despite these challenges only further confirms why all athletes are valuable.

Want a visual explanation? Watch here:

Why do we work with athletes from varying levels of sport?

Tue, 21 Feb 2023 11:49:52 GMT

Why do we work with athletes from varying levels of sport?

Regardless of what level an athlete reaches, the ones who commit to the pursuit of elite sport gain a different kind of education compared to other walks of life.

If you’re an athlete and you’re currently reading this thinking “but I feel like I don’t have much to offer?”. You’d be surprised at how your behaviour habits and personal expectations measure up compared to other potential candidates. The characteristics, attitude and skillset athletes acquire throughout their sporting experience makes them a different breed of employee.

Being competitive is the most obvious transferable trait when looking at an athlete stepping into business. But there is so much more beneath the surface of an athlete that makes them valuable.

Athletes are hyper productive, can take and apply tough feedback, dedicated, driven to win, thrive in high performance environments and have growth mindsets.

They learn to show up on time, be disciplined and be accountable for their actions and preparation.

They’re team players, coachable, leaders.

They fail and get back up every day. They suffer setbacks and adapt the plan to get back to work immediately.

Some of us get to live the dream as a professional, others lead dual careers while playing semi-pro, some retiring after they have played a college level.

Regardless of the destination, the athlete journey is what has moulded you into a valuable asset. Our business partners don’t care about how far you’ve gotten in the sporting arena, they care about how hard you’re going to work for their team. That’s why we work with athletes from varying levels.

Want a visual explanation? Watch here:

Why should you hire athletes?

Tue, 14 Feb 2023 09:01:13 GMT

Why should you hire Athletes?

As a business owner or hiring manager, you’re on the hunt for high performers who are going to get you results. At the end of the day, your goal is to find dedicated individuals who are going to add value to your team and ultimately increase your ROI.

For many, the traditional answer is to hire individuals with the most industry experience. This of course makes sense on paper and fills your businesses need in the short term. However considering our modern day society, I’d like to pose the question whether you think this method is supporting your businesses growth in the long term?

Our reality is evolving every day and traditional measures simply just won’t cut it soon. As the world slowly transitions online, what we have known in business is changing, and as a result what we need in employees is also developing.

Successful employees need to be innovative, proactive, able to work individually or as a team, adaptable, motivated, confident, coachable, resilient, competitive and willing to put the hard yards in.

The Capability.Co have highlighted that an employee’s “invisible skills” such as their mindset, potential to adapt, and their commitment to company purpose and colleagues should be far more valued than their “visible skills” such as their industry experience and university degrees. Statistics show that:

– 80% of the 280,000 jobs created in 2018-2028 will not fit within our current standards of how we classify existing occupations or industries. This means your employees are going to have to learn a lot of new skills- and fast if they want to stay current/valuable.

– 85% of the jobs that will exist in 2030 do not exist today. This means the world is changing, therefore so is the demand of our customers, and in extension the demand of your employees.

– 63% of occupational skills will be non-technical, soft skill intensive by 2030. This means hiring on character will take you and your company a long way.

Athletes are high performers on and off the field, and a smart hiring choice. The experiences and skills athletes have developed throughout their sporting careers creates character that is their own unique superpower and sets them apart from other candidates.

Do you want employees who…?

…can perform under pressure? KPI’s don’t scare athletes, they have to meet them every day in the sporting arena. Imagine standing in front of the goal. The score is tied. You have the ball in your hand. And there are 2 seconds left on the clock.

…are resilient? They show up, everyday and give 100%. Regardless of the weather, how they’re feeling or what is going on in their personal life, they are hardwired to work hard and not give up when circumstances are tough.

…crave self-improvement? Athletes have spent years perfecting their craft through feedback, and know that it will get them one step closer to success. They welcome and apply advice.

…are phenomenal team players? Athletes know that they are only as strong as their weakest link. Imagine building a team culture where every athlete trusts their teammates to block the tackle that could leave them with permanent brain damage.

…are 100% committed to a goal? Imagine training for three decades, all for a chance at a gold medal, with the odds being incredibly high that you’ll go home with nothing. That’s dedication.

I know who I’d want on my team.

Hire character, and train the skill. I encourage you to be forward thinking next time you’re hiring and to consider what will drive your long term growth in this modern day society.

Written by Stef Weiler.

Want a visual explanation? Listen to our founder explain the perks of hiring athletes below:

The real life superhumans

Wed, 30 Nov 2022 09:09:05 GMT

The real life superhumans

We wanted to take this opportunity to educate the Australian business community- and whoever else is willing to listen, exactly what a student athlete is in the US college system and why this makes them an invaluable asset to any team in a business setting.

Student athletes are potentially some of the most overlook prospects for the business world. On a yearly basis, there are hundreds of Australian student athletes graduating from the US college system. These include Basketballers, Baseballers, Volleyballers, Softballers, Footballers, Soccer players, Water polo players, Hockey players, fencers, Wrestlers, Lacrosse players, Gymnasts, Rowers, Tennis players, Track and field athletes, Swimmers, Divers…you name it, there’s an Aussie who’s doing it.

Although it’s an amateur competition because athletes are also studying a 4 year degree, the athletic competition is considered the best in the world. The level of competition/coaching, access to funding/resources, and the ability to receive a free education (from scholarship) attracts the best athletes globally aged 18-23.

If the pressure of expectation to excel in the classroom wasn’t enough by having to maintain a certain GPA (grade point average) to keep their scholarship and be eligible to play, as well as studying full time, student-athletes are also training full time too.

Their schedule makes me tired just writing it down for this article, a typical day would like look:

6:00am-7:30am- Training

8:00am-1:30pm- Class

1:30-2:30pm- Weights

3:00-4:00pm- Class

5:00-6:30pm- Training

7:30-9:30pm- Study Hall

Repeat

…and please, don’t even make me explain what pre-season looks likes!

From a sporting performance point of view, the pressure and expectation doesn’t waiver either. They’re competing against each other in front of crowds of 20,000+ people, and all games are filmed and streamed on national/international TV. The NCAA generates billions of dollars each year in ticket sales, TV deals and merchandise. Their facilities are better than most pro sports facilities, and student-athletes are truly treated like they are professionals being paid the big bucks- because from the college’s point of view, they are. Full ride scholarships are valued anywhere between $350,000-$550,000 depending on the school.The body content of your post goes here. To edit this text, click on it and delete this default text and start typing your own or paste your own from a different source.

So, you’re probably wondering. After 4 years what’s the end result?

The athletes probably don’t realise it at the time, but those 4 years of full-on scheduling, high pressure environments, expectations, hard work, chasing KPI’s and goals, resilience, teamwork, and commitment have basically made them a superhuman. These high performing habits simply don’t just go away once they leave college, they have become so drilled into them in order to thrive at college, it becomes a part of their genetic makeup and the way they function their day to day life.

What athletes choose to do after their 4 years at college is up to them, and depends on many varying factors:

– They may have a crack at breaking into professional leagues

– Injury might force them to come back home earlier than they wanted

– They might choose to step back from their athlete life and pursue another career

Regardless of which avenue they choose, it’s guaranteed these high performing habits will follow them into their next chapter of life and make them an incredible addition to any team, no matter the environment.

If your business would like to meet these incredible superhuman graduates, get in touch with us to discuss potential opportunities.

Creating a high performance environment

Wed, 05 Oct 2022 09:15:52 GMT

Creating a high performance environment

If you’re reading this, congratulations! You’ve just made your first step towards instilling a high-performance environment in your business culture by hiring an athlete. If you haven’t recently hired an athlete, but you’re considering it, then do yourself a favour and read our blogs on “Why You Should Hire Attitude Over Experience” and “5 Reasons Why Employers Love Athletes” to learn why you should.

Now let’s get to the good stuff. This blog post will give you an idea of what it’s like to work with athletes, provide you with some tips for the onboarding process, help you fulfil an athlete’s high-performance potential as soon as possible and ultimately ensure you, your business and the athlete are kicking goals and being successful.

The engine that drives athletes

We are of course talking about, feedback! Athletes love it, they crave it. They know that feedback, even though it’s sometimes hard to hear, is the fastest way they’re going to improve. They embrace it, seek it out, and apply it to adapt and overcome.

When you’re giving feedback as an employer, don’t hold back. Say it like it is, you’re not doing anyone favours by sugar coating it. Athletes won’t complain or quit because you gave them tough feedback, it’s likely they’ll thankyou because you’re helping them get one step close to success. They’re use to hearing feedback all the time from their coaches, “no”, “nope”, “again”, “almost, but..”, “again”, “that was better, but..”, so don’t be afraid to challenge them. From time to time, it will also be beneficial to give them some positive feedback on their performance regardless of how they’re doing, as this has been proven to increase motivation and create more positive work.

Keep calm and follow the process

Through years of dedication in training, athletes are hardwired to chase and achieve KPI’s. Their mindset looks a little like “tell me what to do and I’ll do it”. Give them a process to follow and they’ll get it done. In the first 3-6 months, it’s possible they may make mistakes. Allow them to do this, as this is how they learn best. Know that with the right guidance and mentoring, they will likely never make that mistake again. Athletes are fearless and thrive under pressure, they’re not afraid to get after it so let them do things sooner rather than later, and mould them as you go.

Let’s talk about acting

Some people may find this a little awkward, but that’s the whole point. One of the best and quickest ways you can bring athletes up to speed is, drumroll please….role plays! Most people learn best through inquiry-based learning, and the best way to replicate this in the office is simulating difficult situations such a taking a call with a customer who isn’t interested. We encourage you to conduct a variety of different sales role plays to challenge your employee and ask them questions that they are unfamiliar with. The purpose of this is to help your employee become comfortable with the uncomfortable and equip them with the skills to feel prepared for any situation.

In the sporting world athletes train every day to prepare for their match on the weekend. The purpose of training is to make it as close as possible to the real thing so that when the game comes around, everyone feels prepared. In the business world, role plays are the business professionals equivalent to training. Regardless of an employees experience, role plays are always beneficial.

Are you leading a champion team or a team of champions?

It’s important to have great employees, but we’d like to argue it’s even better if you can create a great team. When people feel valued, workplace engagement and performance improve. Athletes can achieve some great things individually, but the magic you can’t buy occurs when teams come together, and they feel like they’re working hard for something bigger than themselves. Never underestimate what is possible by simply showing you care and uniting your team.

Slow drip coffee is better

Honestly, I don’t believe this to be true and I don’t want to lie to you. But now that I have your attention, we do think it’s better to drip feed responsibilities!

Don’t overwhelm employees and give them 10 things to learn all at once, instead, drip feed them information. It will keep they engaged, focused, and excited because they’re always learning something new. It also increases the likelihood of them becoming masters of all 10 responsibilities over a 12 week period, rather than doing a couple of them well and neglecting the rest.

Avoid overwhelming new employees in the first 2 weeks. Instead teach them the absolute essentials and let them become familiar with concepts like your:

CRM
sales process
clients
prospects
admin

Think about what the most important thing they need to learn is for the business to be successful, then take it from there. For example, if they learn how to generate their own leads, but don’t know CRM to its full capacity, have poor admin, or are not great at email etiquette, it is counterproductive to the success of the business. In time, they will learn everything eventually, but if you teach everything at once, you are teaching nothing. Less is more!

If you have someone who has been working with you for a while or is a seasoned professional needing minor guidance but you’re unsure how to support them, focus on the 80/20 rule. What 20% of activities are going to lead to 80% of their success? Teach them more of that 20%.

Don’t forget to call in the professionals

Along with learning your sales process and strategy, it’s a great idea to outsource sales coaching as well. It saves you time and you know they are being taught by the best in the industry. 2 coaches we recommend are:

Luigi Prestinenzi from Sales IQ
Patrick Boucousis from The Sales Natural

Reach out to them directly or get in touch with your A2B representative if you would like us to make an intro.

Please feel free to reach out to your A2B representative too if you ever need more tips, helps or advice about onboarding and managing athletes. We are more than happy to help.

How can athlete2business help you?

Tue, 20 Sep 2022 11:57:39 GMT

How can athlete2business help you?

Have you hung up the boots and are ready for your next opportunity post sport? Maybe you’ve got an ambitious semi-professional playing future ahead of you, but you need to support yourself financially as well?

If this resonates with you, this post will cut to the chase and let you know whether we’ll be able to help you. Read on to myth bust and clarify any curiosities you may have about Athlete2Business and learn how we can support athletes.

Who are Athlete2Business?

First things first, Athlete2Business is a recruitment agency who specialise in placing current/ex athletes into corporate roles across sales, marketing, operations, consulting, recruitment, admin and other white collar professions.

What the heck is a recruitment agency and why are you willing to help me?

If you haven’t heard of a recruitment agency before, are confused about how they operate or have ever thought “but what’s the catch?”, essentially businesses hire recruiters to find them quality candidates for job vacancies they need to fill.

Once a suitable athlete-candidate is hired by one of our clients we are working with, they then pay us a recruitment fee for the service of finding them a quality employee. This is how we make our revenue and is why Athlete2Business is a completely free service for athletes and sporting organisations.

What kind of opportunities can Athlete2Business provide?

We’ve partnered with hundreds of businesses across Australia and South East Asia who value the athlete mindset and would love to have athlete candidates on their teams.

We have placed hundreds of athletes into industries such as technology, recruitment, construction, sport, media, sustainability, healthcare and professional services.

The roles available vary from marketing, operations, project management, consulting and administration, but the main area we specialise in is sales and recruitment. This is because sales and recruitment have zero barrier entry, and you don’t need any prior experience or study.

Through years of experience in the industry, we’ve realised the skillset athletes develop throughout their years of playing give them the potential to be incredibly successful within sales and recruitment realms. Athletes are naturally hardworking, resilient, have grit, are willing to apply and seek feedback, and are motivated to chase and achieve KPI’s. It’s also a financially rewarding and fulfilling career, with some candidates earning $150k + within the first 24 months.

What kind of commitment do you require from athletes?

At the moment we are only able to help facilitate full time roles and support athletes who’s #1 priority is their business or corporate career. If you’re someone who is still trying to make it in your sport, feel free to check our blog of tips and tools on how to prepare for a post sport life. When you are ready to transition out of sport, we are more than happy to help when sport is your #2 priority.

Let’s talk dollars…

Our roles vary from $60k in base salary to $200k in base salary depending on your experience and expertise. Sales and Recruitment roles come with commission along with a base salary. As an example you can earn $60k base but by 12 months your total earning could be $150k+ depending on your job performance. You can check out our full list of jobs and attached salaries here .

What does an athlete do if they’re keen to know more?

If you’re still reading and are interested in knowing how we can help you, the process is simple. We will start you off with a free introduction chat with one of our consultants so we can get to know you. The aim of this chat is to:

learn what you bring to the table in terms of your current skillset
unpack your career goals and what industries you might be suited for
get to know your values to ensure we match you with the right organisation with a similar culture fit

If you would like to speak with one of our consultants about your next career move, you can do so here.

Working with A2B - Business Client

Tue, 23 Aug 2022 09:30:49 GMT

Working with Athlete2Business

Thank you for taking an interest in Athlete2Business , we are grateful to have the opportunity to work with you.

A2B specializes in headhunting salespeople with an athlete mindset who have mastered CHEC :

�� C ommunication Skills – They articulate ideas clearly, inspire action, and foster trust.
�� H umble Confidence – Self-assured yet coachable, always striving for growth.
�� E motional Intelligence – They know what to say, when to say it, and how to say it.
�� C ommercial Awareness – Always two steps ahead, spotting revenue opportunities before anyone else.

We work with 3 types of athlete candidates:

Recently retired athletes – Typically have been professional athletes all their lives and are now transitioning into a new career. Most fit for entry level or early career sales roles.
Graduate student athletes – Competing at elite level in their sport (Olympic or world level) and completed a university degree at the same time. Fit for similar roles as above.
Former elite or semi-pro athletes with business/sales experience – Competed at the same elite level as above but have had extensive experience in sales. Most fit for mid-senior level sales roles.

All our athlete-candidates encompass the same traits – athlete mindset + CHEC .

Our fees:

For jobs with salaries up to $100k (inc super) we charge 15% of the salary.

$100,001 – $150k we charge 18%

$150,001 + we charge 21%

Deep dive into our athlete-candidates:

They possess these attributes gained from sport + have strong communication skills, humble confidence, emotional intelligence and commercial awareness (CHEC)
Our overarching motto is hire attitude, teach skill. We’ve got plenty of examples of where this has worked for our clients . To delve deeper into this, for experience of 3 years and under in sales and base salaries of under $80k we’ve found prior sales experience is irrelevant to future performance.
When expectations are “prior sales experience is a must”, we only work with clients with a budget of $80k+ on base. Sales competence is more important than product/industry knowledge, so we’ll strongly suggest to open your mind to sales people from all industries, not just yours.

Our advice to you:

If you don’t have time and resources to train the sales person, don’t hire anyone without prior success in a sales role. Therefore, you need to be prepared to pay $80k+ on base.
If you do have time to train and coach, you will most likely find a lot of success from above mentioned athlete-candidates #1 and #2 .

Message from the founder: Key/Highly Important points to remember if we were to work together:

We don't charge up front. We work for FREE until we deliver the goods. We operate on a currency of TRUST!

I believe when there is full TRUST amongst capable professionals in a working relationship, it's always going to be a win/win outcome.

I am a family man with 3 kids and a mortgage. I have full belief when our process is followed, our clients will get the best outcome, once outcome is reached you will pay me and my family will be taken care of.

During the process of reaching this success outcome (finding you the best salesperson in the market) we work for free. I repeat, we work for FREE! Therefore if the below process cannot be followed, let's not engage each other.

The Process:

Once our terms are signed, we will run a 45 min - 1 hour briefing call.

Some questions we will ask you in our briefing call:

Why is the role available/purpose of the role?
What does success look like 3 month, 6 months and 12 months from now?
What is your current sales process? How do you generate new business/upsell current clients?
How would your current and past employees describe your culture?
Take us through your onboarding process and ongoing training if applicable?
What are the growth prospects for the business & the salesperson?

Read the structure of our full briefing call HERE .

2. Once we agree on what the ideal candidate looks like, my team and I will commit to a 2 week headhunting project. By end of these 2 weeks, we will aim to have a shortlist of 1-3 best candidates for you so you can interview them.

3. We expect you to acknowledge our shortlist within 24-48 hours and we'll organize candidate interviews. If you cannot respond within 48 hours, if you are too busy to interview candidates, let's not engage each other. Candidates might have other roles they're looking at, they will also judge your process and interest in them, the longer things take, the more likely you land 2nd best, as opposed to the best candidate.

4. Once interviews commence, we will collect feedback from the candidate immediately post interview. We will also collect feedback from you within 24-48 hours. If you cannot provide feedback within 48 hours (ideally 24 hours) post interview, let's not engage each other, and explore this when it's a priority for you.

5. Once we get to offer stage, we will give the candidate a verbal offer and conduct any negotiation if needed (if you'd prefer to do this part yourself, you are welcome to). At final/offer stages, we expect your communication to be prompt within 24 hours. Again, you don't want to get to this stage and lose the candidate due to delays. Also, as I said, we work for FREE - although it would be a waste of time for all parties, for me, it would be deadly! (3 kids, mortgage). When I commit to a job, I go all in! If you are unable to respond within 24 hours at final/offer stages, let's not engage each other.

Other key things to keep in mind:

- Our consultants don't work on more than 3 headhunting jobs at a time. Therefore, all our efforts (FOR FREE), will go into finding YOU the best candidate in the market. Not the best available - the best in the market - most of the time "the best" is not looking or available, but we will make them "be available" for you ;)

- If whilst engaging us, you will also search for someone yourself, don't engage us! Remember, you are outsourcing everything to us, so you can focus on what you do best! Without sounding arrogant, we headhunt better than you!

- If for any reason the role might be cancelled or put on hold during our headhunting/interview process, don't engage us! Remember, we work for FREE, so if you pull the role half way through, my kids don't eat and my mortgage is not paid and I will be mad as hell!

- Throughout the process, if we can't reach you, we will follow you up diligently. Remember, the longer things take, the more likely we lose the best candidate. We will call you, email you, text you, send a carrier pigeon. If whatever reason we don't reach you within 24-48 hours and we start following up diligently and you get pissed off by this, don't engage us.

Our post placement process:

- We will send the candidate some sales material to read and tips/resources on how to perform at optimal level.

- We will also send you an onboarding guide.

- We will send our invoice 7 days before the candidate starts and invoice payment terms are 14 days.

- If invoice is past due date, I will call you, text you, email you and send a carrier pigeon until the invoice is paid.

- We will check in with the candidate and you after week 1, week 2, month 1, month 2, month 3 and month 6. If other check ins are required outside those check points, we of course will do that. These check ins are important to ensure the candidate is happy and you are happy with their performance. We operate in full transparency during these check ins and will raise any red flags immediately.

If you TRUST us with the above process and we can TRUST you with the above process I guarantee a successful outcome! If the outcome is not a success 3 months post placement, we will then work for free until success. So again, essentially when there is TRUST, I am guaranteeing you success!

If you have any further questions about working with us or before our briefing call, please don’t hesitate to reach out to your representative from A2B or our broader team.

Careers in project management

Thu, 18 Aug 2022 12:09:42 GMT

Careers in project management

I can almost guarantee you’ve all heard of Project Management, but what does it actually entail? Have you ever wondered how you get into it, or whether it might be a suitable career path for you?

If you’re considering becoming a Project Manager or are just plain curious, read on! We’ll cover everything from the absolute essentials, the possibilities and where you need to start. We’ve just partnered with one of Australia’s leading tech business who are looking to sponsor athletes throughout their playing careers who are willing to pursue a career down the project management yellow brick road. Let’s find out if this opportunity is for you…

As a long-term trend, the demand for project management skills of every level continues to grow across a multitude of industries. As a result, both lucrative incentives and rewarding careers are also on the rise. When it comes to building your project management skills, having both hard skills and soft skills is an absolute essential. The ideal project manager is someone who can…

Strategise: they have a solution for everything and love solving problems that arise.
Lead: They are able to bring together all the moving pieces of the project management puzzle to ensure a projects success.
Manage risk: they must be able to see the bigger picture but also break every detail down to the wire. They must be adept at budgeting, scheduling, and planning to ensure the project stays on track and that it’s finished on time.
Have expert knowledge of the industry: knowledge is power, and this includes project management tools, techniques, and methodologies that are specific to your preferred field.
Communicate: creating and maintaining relationships is a critical component of this role, without it, you have nothing.

If you’re convinced this is you, but have no idea where to start, don’t worry we got you. Usually to enter the project management space you require a bachelor degree specific to project management. However if you already have some level of understanding of project management principles through work experience or previous study, our partner can support you through shorter term certificate and diploma courses to gain the required knowledge. There’s 3 main steps on the pathway.

Project Coordinator: Usually Project Coordinators report to the Project Manager to assist with administrative tasks on projects. The focus for a Project Coordinator is on making sure the day-to-day activity and tasks are taken care of. The salary of a Project Coordinator largely varies by industry, however the typical range is from $110,000-$120,000 per year.
Project Manager: Once you have some Project Coordinator experience under your belt, it’s likely you will have most of the technical skills in place required to run projects and become a Project Manager. Project Managers take the lead on a project and oversee everything from the project planning through to the completion of the project. On a daily basis the Project Manager is in charge of overseeing the budget, reporting on the progress of the job, managing stakeholder engagement, communicating with team members and planning for the upcoming requirements of the project. The salary of a Project Coordinator largely varies by industry, however the typical range is from $140,000-$150,000 per year.
Project Director: The next step up the food chain involves having a broad understanding of the company’s objectives and the varying projects and programs that are running at the same time. The key difference between a Project Manager and Project Director, is as a Project Manager you will dedicate your time to one project and know the finer details of the job, whereas a Project Director will often be across multiple projects. The salary of a Project Coordinator largely varies by industry, however the typical range is from $190,000-200,000 per year.

If you’re interested in this Project Management sponsor/employment opportunity please get in touch to find out more.

The sales process

Wed, 10 Aug 2022 12:16:00 GMT

The sales process

Sales can be done is many different ways. At the end of the day, it’s not your sales goals that will enable success, it’s your daily systems and processes. Losers and winners have the same goals – to win. The one that wins is ultimately the one that has better systems and processes in place and executes without emotional attachment to the results. To put it in sports terms – At the start of an NBA season most teams’ goals will be to make the playoffs or win a championship. Yet only one team wins the championship. Why is that? They might have the best players, but ultimately they have the best daily systems and processes that they follow and execute. Sales in business is exactly the same. Here is a proven sales process (I did not invent this, it’s been around for decades), tweaked specifically for the digital age we live in. If you follow this everyday, you should see success.

It’s a 4 stage process:

Prospecting
The Call
Discovery Meeting
Presentation/Closing The Deal

Prospecting:

This is the process of searching for your ideal customer. Identify the decision maker and contact them to get a meeting. You will need to learn about their business problems and gain an opportunity to provide your product or service as the solution and win them as a customer.

Depending on the product or service you are selling, identify 50-100 businesses you can sell to. Do your research on Google, LinkedIn, your company’s CRM and find these businesses. This is the process of identifying your ideal customer/client.

You need to find a genuine business reason to contact these businesses. I call it a VBR (Valid Business Reason). For example, if you are selling radio advertising, look for companies with multiple locations in your city who need to reach a large customer base for a sale they are doing. Your sales manager or colleagues can help you identify a VBR for each of the customers you found. Do not call anyone if you don’t have a genuine VBR, you’d be wasting your time and their time.

On an Excel document (or something similar) for each of the companies you found, write down the decision maker (can easily find them on the company website or LinkedIn page), their phone number (again, on website or their LinkedIn profile once you’ve connected) and find a solid VBR. Ideally you want to find the decision maker’s mobile. The main way to do this is by sending a connection request on LinkedIn. Once they accept, you will be able to see their number under “contact info.” If not, just find the company’s switch board number which is usually on their website.

Use LinkedIn, LinkedIn premium or sales navigator to message the decision maker. The free version of LinkedIn will allow you to message and search for a limited number of people. If you want a higher reach, approach your company about getting a LinkedIn premium or Sales Navigator Licence If not, you might be able to find the decision maker’s email on their website or a google search and email them.

Your message/email should be crafted like this:

Compliment: Give them a genuine compliment which you can find on their LinkedIn page or googling their name/business.
Intro: who you are and what you do.
VBR: State the reason for your call.
Close: Ask to jump on an introductory call or meeting to show them your value.

Keep in mind, people love talking about themselves. The more that your message is about them and their business and the less it is about you and your business, the better.

2. The Call:

You now have your list of prospects whom you messaged on LinkedIn or sent an email to get their attention.

If they haven’t got back to you within two to three days on LinkedIn or email, call them to gain a meeting. Your call needs to be short, sharp and straight to the point. People are busy, especially high-level decision makers, so you have roughly ten seconds to win them over.

Here’s the structure of your call:

Compliment: As soon as they answer, compliment them. Their ego will love it. A genuine compliment about their recent achievements or business success.
Introduction: Quickly introduce yourself and your company.
VBR: Then, hit them with your valid business reason for the call. Get straight to the point on why you’re calling.
Close: Get them to commit to a forty-five minute meeting where you can sell your product or service properly.

Here is my call script when I was working in radio sales, feel free to use it and make it your own:

“Hi Mr XXX, firstly I wanna say huge congrats on tripling your business revenue this year, it’s a huge testament to your leadership, tenacity and work ethic, I am inspired. (Usually they say something here, so play along accordingly. Obviously do your research to give a legit compliment.)

My name is Alex and I am an account manager at KIIS 106.5, #1 radio station in Sydney. The reason for my call is I noticed you’re running a promotion at thirty percent off on all your products next week. How would you like to advertise this to our million weekly listeners who are looking for what you’re selling?”

From there, use your common sense and emotional intelligence. Remember, come from an angle of helping, saving time, saving or increasing revenue. It’s about them, not about you. Ask questions and listen with empathy. When dealing with rejection, also ask questions and listen with empathy. One of the most common rejections I used to get is “I don’t need this right now,” or “I don’t have a budget, no thanks.”

I always handle rejections with questions that make them think about their pain points/problems or a business opportunity (that I researched and knew they had) – “No problem, if you don’t mind me asking, how would it make you feel if you sold your products at 20% off in 2 days, as opposed to a whole week selling at 30% off?” Usually, an opportunity to make more revenue in shorter time got their attention. However, with a carefully crafted message/call with a strong compliment and VBR, chances of objections significantly decrease.

Never give your price on this initial call. If they are interested or asking questions, get them to commit to a meeting where you can learn more about their business and give more insight into how your product/service can be a fit, including price. Never give out too much info on the initial call. Otherwise, there is no point for an in person/video meeting where you will have a much better chance building a legit relationship and closing the deal.

3. Discovery Meeting:

You’ve won the prospect on your call and they are keen to meet you in person to learn more about your product/service. Remember, sales is all about solving problems or creating an opportunity. It often might happen where the call is not even needed, as the prospect returns your initial message or email.

So, in this discovery meeting you need to find out what their problems or potential business opportunities are. Everyone has problems or is open to an opportunity. The only way to uncover a problem or an opportunity where you can provide your product or service as a solution is to ask intelligent questions and listen.

I use the 70/30 rule. The customer should be talking 70% of the time and you should be talking 30% of the time. If you fail to do this, you’ll most likely lose the sale.

Once you’ve asked intelligent questions and uncovered a problem, give them a rundown of your service/product and how you will be able to solve their problem. Based on the information you have collated from the customer, you will put together a tailored solution to solve their problem. The solution presentation should happen within a week of this discovery meeting. Before you do that, close them before the close.

Here’s how: “Mr. Client, if I was to come back next week with a tailored solution to the problem/issue/opportunity we have discovered today, at a cost of $123 (now give them a price), would you be ready to commit to this?”

It sets expectations, and if needed, you can solve all objection right there and then.

4. Presentation/The Close:

This is the final meeting where you are to present your solution to the client and close the deal. All objections should have been covered in the discovery meeting and all you are to do is present a compelling presentation and get their signature. This should be the easiest part as you would have also established some trust.

If they can’t make a decision right after the presentation, follow them up until they give you an answer.

So, there it is. Prospecting, The Call, Discovery Meeting and The Close. If you follow these four steps working in sales, you have the potential to earn big $$$!

The key to this whole operation is having prospects to call each week. Every Monday morning, if you don’t have 50-100 prospects on your list, you’ll most likely be average. As an athlete and high performer and someone who wants to earn six-figures +, get that 50-100 and trust the process.

For further sales training and tips, get in touch with our team .

The day to day in recruitment

Wed, 06 Jul 2022 12:38:05 GMT

The Day To Day In Recruitment

From all the athletes we’ve placed in recruitment, the consensus is – “recruitment is very fun and rewarding!”

So what does the day to day look like?

2020 and all the light we cannot see

Thu, 17 Dec 2020 12:56:09 GMT

2020 and all the light we cannot see

I typically read 8-9 fiction books per year, this year it’s taken me 9 months to read one. I’m not necessarily a fan of a particular genre, I just like a good story that captures me and allows me to escape into its world.

My least favourite genre is war history but at the start of this year I wanted to see what all the hype about “ All The Light We Cannot See ” by Anthony Doer was all about, and I must say, my curiosity couldn’t have been more timely.

Set in World War 2, the story follows a blind French girl and a German boy as they navigate through life in a world filled with darkness, hate and hopelessness, all leading up to their world’s crossing paths and together trying to survive. Doer does an amazing job of telling the story through their eyes and elegantly describes some of the beauty they experience in an apocalyptic world.

The book is made up of short chapters with a theme for each chapter. I picked up the book late January, and in March the following happened in this exact order:

Our (my pregnant wife and I) almost 2 year old daughter was starting her terrible 2s early, I quit my full time job to launch into my own business ( athlete2business ), Covid hit and was officially a world pandemic, a global economic crisis happened, classed as the worst recession in 100 years and finally our 2nd daughter was born. About this time (late March) I was up to chapter 3 themed “The Girl.” In a way, what was happening in the book, was happening in reality and I think that’s why I was so drawn to it.

The best way I can summarize the last 9 months of my life is by borrowing Anthony Doer’s style and telling my story in themes (don’t expect the same literary genius please) and no better way to start than that same chapter/theme I was on in March…

The Girls

March 12th, 2pm I quit my full time job and officially launched into my business and at 2:30pm the NBA was cancelled “due to Covid.” I saw the news on social media as I walked out of my ex-employer’s office and immediately thought “WTF is going on!” I straight away knew this Covid stuff was serious, the world is in trouble and so is the economy…I’m in trouble. My salary was $0, I had 3 months worth of savings and just launched a recruitment agency when employers were firing instead of hiring.

I got home that day and immediately held my wife, her pregnant belly and our daughter. We hugged for a while and a sense of happiness, excitement, and burning desire swept me. I knew as long as we have each other, everything was going to be fine. With that in mind, I went to work and started building my business. A couple weeks later, our 2nd daughter was born and our family was complete. Amaliya was born at 3:30am April 2nd, and at 8:45am that day I had my 1st client inquiry in my inbox. My girls are my life. Their love gives me fuel to keep thriving, pushing forward and instils a sense of purpose and passion everyday. Somehow, that client who inquired that morning, gravitated towards this passion, partnered with a2b and I took off.

Education & Awareness

The reason I started this business is to help athletes transition from sport into a post-sport career they can be passionate about and fulfilled in. After I finished playing basketball I struggled for a long time to find that passion and fulfilment I had in sport, so I wanted to ensure no athlete goes through the same rough patch I did.

I also wanted to make the corporate world aware of the high performance habits athletes can transfer into their organisation/business and the value they bring not only to a business culture but the bottom line too $$!

I religiously began using social media & technology (Webinars) to educate athletes on how to transition better and I started raising awareness of their high performance habits, skills and attributes which the corporate world can benefit from. Businesses started listening and reached out to me to hire athletes. Athletes found value in my content and I quickly started emerging as “ The athlete transition guy . ”

2-2-4

To survive in business you need sales. In the middle of Covid, sales were tough to find. Businesses who were actually hiring were few and far between. So I had to be tough and diligent with my time and process. With the help of my business coach Paul Lyons , I came up with a process that I followed diligently without being emotionally attached to the results. The process is 2-2-4. That’s 2 hours of business development (cold calling, online networking etc), 2 hours of candidate sourcing (looking for athletes who are/can be high performing sales professionals) and 4 hours of everything else which included social media activity, running webinars, partnering with referral partners and admin. If I did that everyday, I should survive. I followed 2-2-4 and not only did I survive, I thrived.

Embrace The Struggle

I spoke to 100s of ex-athletes who have become successful sales executives. I asked every single one, “how did you manage to be successful in sport and now also in business?” Almost all of them have said “I embrace the struggle.” This inspired me as I felt I was constantly struggling.

New born causing lack of sleep, a two year old who is probably the world’s MVP of terrible two’s, growing a start-up business in the middle of a global pandemic and recession, bills, mortgage, being there for my wife and also trying to look after my health and keeping our family safe. I was struggling to keep it all together. Firstly, my wife is the ROCK of this family and incredibly supportive so without her I’d be beyond lost.

I was struggling but I embraced it. My purpose (helping athletes find their post-sport purpose) and the love for my girls kept me focused and I just pushed through the struggle.

Resilience. When I was a BDM, my colleagues would often say I’m one of the most resilient people they’ve met. I truly believe that came from sport. Elite level sport is mostly a struggle. Athletes learn to embrace it and become resilient. This resilience stays with us for the rest of our lives.

The Flow State

Throughout this year I’ve been so focused on growing my business, sometimes I forgot who I was doing all this for – my girls. I work from 7am-5pm, I come home help with the night time routine (sometimes neglected that too) and at 7pm when the girls are asleep I’d work again until 11pm. I did that for months. I was oblivious to the fact I was neglecting the most important people in my life – my family. I woke up to this fact when my wife pulled me up on it and we had a heart to heart discussion. Communication and empathy is key in any relationship ��

At a similar point in time when my wife and I had this talk, I came across Jason Silva’s video about describing the flow state . He mentions high performance or flow happens when you operate half way between surrender and discipline. Athletes especially are familiar with the flow state ( Kobe describes it brilliantly ) but I’ve never seen it explained theoretically as Jason did. Take his explanation as you may, but this is how I took it – Life is short so spend it with those you love. Business success doesn’t really matter in life, being a good husband, father and human does. Let go of the chase for monetary success, f#ck it. Just enjoy life and those around you, that is all that really matters. However, be disciplined enough to get your work done, chase your dreams without any attachment to the results because the only results that matter are to find love and peace within.

So funnily enough, the last 3 months I’ve operated between surrender and discipline and my business results have sky-rocketed. This is my flow and “I’m feeling it.”

The Future

It’s been an unbelievable year filled with ups and downs. Throughout the downs, I’ve tried really hard to focus on all the light in my life – I’m doing what I love, my work is a 10 min walk from my house, I have my girls and we are healthy.

I’ve been so grateful of the support I’ve been getting from clients, athletes, people in the community, friends and family. Everyone has stated how important and needed my work is – creating employment pathways for athletes. I of course feel the same. More importantly, I feel strongly about the transferable skills & attributes that athletes gain from sport, which allows them to succeed in business. I’m so focused on getting this message out throughout the world in 2021 and beyond.

My vision is to be the world’s leading provider of athlete transition services and supplier of high performance staff.

Be aware of the light in your life, focus, love, be disciplined, work hard.

2020 was a big lesson, I hope everyone has a prosperous and happy 2021!

2020 is the year of the mentally tough sales rep

Fri, 22 May 2020 04:48:20 GMT

2020 is the year of the mentally tough sales rep

“We’re heading into the worst recession in 300 years!” “Unemployment is rapidly rising!” “People are losing their jobs everywhere!” “No one is buying sh*t!” “Companies are cutting back their spend.” “I’d hate to be a sales rep or business development manager in this climate!”

That’s news headlines and general conversation everywhere around the global, and rightfully so. It’s a tough market out there! It’s scary!

Enter Mike – Mike is a Business Development Manager for a boutique media agency in Sydney. Due to the global pandemic the agency has lost revenue and has had to cut Mike’s base salary by 30%. His Mum was made redundant from her job and his dad has also lost his job and forced to apply for welfare payments whilst he searches for another job which doesn’t exist right now. Mike and his fiance (who is pregnant) have been saving up for a house. He’s also still paying off that engagement ring, but she doesn’t need to know that.

To add to the stress, 4 of Mike’s colleagues who are also BDMs have recently been let go. Mike knows he’s gotta be on the blocks as he had a poor month recently being 30% shy off budget.

To make matters worse, most of Mike’s clients are cutting back on their marketing and advertising spend so this month ain’t looking much better.

Times are fuc*ed! Mike has 2 options from here:

Relax, there’s no point of selling anymore as no one is buying. Start looking for another job just in case I get fired.
Go HAM (Hard as a Motherfu*ker) on finding businesses who are looking to grow during this period, who need our marketing services and who I can help survive! Make more sales, more commission, build new relationships so when the market turns around I’ll have all these new leads!

Mike was also a collegiate Football player (wide receiver) and helped his team to a championship back in 2012. Mike decided to tap into that “athlete mindset” and go HAM on option 2!

He devised a new sales pitch (one that doesn’t sound desperate and is consultative), started prospecting for clients at night and called them during the day. He started being more active on social media outlining his marketing expertise and offering free advice to businesses. Instead of making 50 calls p/week he started making 100! Instead of having 8 F2F meetings p/week he started having 20 zoom meetings p/week. He started reading books and listening to podcasts on sales and negotiation.

He was rejected a lot. He wanted to give up on numerous occasions. But he didn’t! He just kept sticking to his process and going HAM!

Fast forward 4 months and Mike has increased his salary by 40% from his original salary (prior to the pandemic), smashed his last monthly budget and has developed a pipeline that is forecasting to grow the overall business by 15%.

Mike is resilient! Mentally tough! He had this innate mental toughness about him, built from his elite Football days. He was able to apply that mindset during this massive setback and come out a high achiever!

There’s no questions about it. The sales teams that will survive 2020 will have to have reps with the mindset of Mike. The resilient and mentally tough rep will not only survive, but flourish!

Good luck everyone, happy selling!

Alex Opacic is the founder of athlete2business – a recruitment agency specializing in placing former athletes into b2b sales roles.

If your business wants to meet one of our highly resilient athlete-candidates for a sales position, get in touch with Alex now – info@athlete2business.com.au

Meet the founder

Sun, 26 Apr 2020 04:50:29 GMT

Meet the founder

I fell in love with the game of basketball at age 12. After growing too tall for football (my first love), my dad suggested I join the school basketball team. I did kinda look awkward on the football pitch, being 2 heads taller then everybody and probably 3 steps slower, I decided basketball it is!

As soon I stepped on the court, it was an instant love story.

My natural footwork ability and hand eye coordination (probably developed from playing football from age 3) plus my height enabled me to dominate instantly. Basketball became a passion. I gained a deep desire to keep playing, winning and continuously getting better.

That same year I started playing, I watched this Michael Jordan guy play and wanted to be just “like Mike.” C’mon, if any pro baller out there says they didn’t wanna be just like Mike, they lying! I began having this deep obsession for the game – dribbling the ball to and from school, sleeping with it, playing before, during and after school.

It’s all I ever spoke about and all I ever wanted to do!

I had a dream and it was to play college basketball and become a pro basketball player!

Given this love and obsession for the game, I quickly started emerging as one of the best players in the country for my age. Towards end of high school all my hard work started paying off as I was awarded a scholarship at the Australian Institute of Sport (AIS), where I played alongside some of today’s NBA stars and greatest Aussie sports heroes – Patty Mills, Joe Ingles and Aaron Baynes to name a few.

The AIS not only gave me a chance to make my dreams a reality, but more importantly it taught me the meaning of hard work and how to fight for what you want.

Our days consisted of 5+ hours of training, school, studying, physio work, learning about nutrition, health, body and mind. It taught me that suffering is good (I learned that many years after), discipline, work ethic, time management, resilience, how to compete, team work and much more – lessons that I still carry on today.

The passion, desire and hard work then led me to a full basketball scholarship at Furman University , a NCAA division 1 school in South Carolina. A dream come true!

During those 4 years – I competed against some of the best 18-24 year old’s in the world (including Steph Curry – had to throw that in there), met some amazing people from all over the world, graduated with a degree in Communication and further learned the value of hard work, discipline, time management, team work, knowing how to compete, being resilient and gaining grit.

Most importantly, studying overseas, competing at such a high level and being in the public eye I gained empathy, learned how to be personable and build relationships with multiple personalities and people of different cultural backgrounds. I also improved my communication and negotiation skills.

I didn’t know this at the time and didn’t figure it out until years later but my biggest lesson in University was how to be emotionally intelligent.

All my energy, passion and focus still remained on basketball which upon graduation led me to a professional contract in Europe playing across Greece, Cyprus, Macedonia and Croatia. Another dream come true!

Two years into my pro career, it all came crashing down…I developed a serious knee issue, had 2 surgeries and was forced to sit out for at least 1.5 years. I returned home to Sydney and had no choice but to find a job. I was lost!

I didn’t know what I wanted to do, had zero skills (so I thought) and no confidence in anything outside of basketball. I didn’t know who to turn to for help or how to even go about finding a job. I felt completely useless, worthless and sad. My self esteem was at an all time low and I had no hope for any kind of future. This lasted for the whole year and half during my knee rehab.

When I’m used to waking up everyday chasing a dream and following a passion/obsession, I didn’t know what to do with myself when that dream was dead. I had no other passion or dream to chase and it felt empty and hard to accept and to move on.

After my knee somewhat recovered, I was good enough for a semi-pro contract in Albury-Wodonga and it was the start of the best thing that happened to me (career wise). To supplement my basketball contract I needed to get a full time job as well. I was lucky enough to meet a media sales manager who saw the potential in me and offered me a job as a sales rep for one of the biggest media companies in APAC (their Albury branch). After 6 months in the role she said “you’re an elite athlete, I knew you had the mongrel, fire, resilience and work ethic in you to be a successful sales rep. I can tell you didn’t know that but I was confident enough to get it out of you!”

And boy was she right!

I began to accept the fact I wasn’t going to be a pro baller in Europe anymore and started obsessing about my new found career – sales! I learned to tap into my competitive fire, resilience, discipline, work ethic and drive from basketball and apply it to my media sales job. I started to succeed.

The harder I worked in media sales the more successful I got! Same philosophy as sport. That basketball team I was a part of was the hardest working, most close knit and dedicated team I ever played on. That’s why we won! I was clever enough to apply those same principles into business and three years later it all paid off as I received a promotion into the Sydney office and moved back home.

Although my business career was now well established and flying, my basketball career was over forever.

Then it hit me! What’s my dream now? What am I passionate about? What am I working towards? I have no fulfillment in my life anymore, how do I find it again??

Like basketball, I began obsessing about becoming a successful business professional, that’s all I could do. I somehow had faith that my next passion would find me, as long as I kept trying to be the best sales person I can, even though I wasn’t passionate about my current job. I began listening to business podcasts, reading books, taking public speaking & presentation courses, sales training and more. In the next 3 years I became infatuated with entrepreneurship.

I still wasn’t passionate about my job and I wasn’t 100% happy, but by listening to all those podcasts, reading business books and trying to perfect my sales process I could somehow smell my passion around the corner.

Along my business journey, I met a lot of ex-athletes who were successful in business by learning to apply the skills and attributes gained from their sport. Like myself, I also met a lot of athletes who needed a help in hand in applying the skills and attributes from sport into the business world.

That’s when I had a light bulb moment. I knew businesses can benefit from having athletes on their teams and I knew I could help other athletes transition better then I did by helping them apply the skills from their sport into the business world. My passion was born – athlete2business !

As I write this and perform my day to day duties of athlete2business, I feel like I’m playing basketball again! I’m finally fulfilled and passionate about what I do again!

I’m lucky enough to have personal fulfillment as a husband and a father of 2 beautiful daughters, I can now also add professional fulfillment as I chase my new dream of becoming the global leader in athlete transition services.

I wouldn’t have found this passion If I didn’t:

Work my ass off in sales and try to be the very best I can, even though I wasn’t passionate about what I was selling.
Apply the same principals from sport into the business world.
Accept the fact that basketball was over and focus on learning and developing new skills.
Obsess about learning the best sales process and business productivity.
Listen to all those business podcasts and read business books.
Learn to enjoy working in B2B sales by obsessing about the best sales process and hitting sales targets.
Network like a beast and build towards my personal post-sport brand.
Surround myself with like-minded, ambitious and positive people.
Learn how to sell and market a product/service by working in B2B sales.

Mistakes I made that other athletes should avoid:

I didn’t care about anything outside of basketball.
I never read a non-fiction book until basketball was over.
I had a plan B, but not another plan A
I did the bare minimum to up-skill myself whilst I was playing basketball.
Whilst playing basketball I thought about my post-sport career zero times.
Whist playing basketball I planned for my post-sport career zero times.
I wish I took University more seriously.
I wish it didn’t take me 1.5 years to start applying the lessons/skills from sport into business.
During my playing career I should’ve started to build my post-sport network via networking events and LinkedIn .

A couple of important things I’ve learned is to never stopping dreaming, finding passion and aspiring for greatness. For a period of time, I lost that ambition but once I found it again I realized you never really stop being an athlete. Instead of being competitive, hard working, resilient, determined, motivated, disciplined and focused on the court, I now apply those high performing habits in the boardroom!

Now I’m highly passionate about instilling that athlete culture within business teams by placing high performing athlete-candidates within companies who can utilize their high performing habits, unique skills and experiences.

I also work hand in hand with sports teams & organisation, current and former athletes directly by conducting various workshops focused on helping athletes find Another Plan A and provide them with essential tools to ensure a successful transition into a post-sport life.

How athletes can grow their post-sport network via linkedin

Wed, 22 Apr 2020 05:23:10 GMT

How athletes can grow their post-sport network via linkedin

This article will focus on how to use LinkedIn if you’re an athlete wanting to get a job now, or if you simply want to use this downtime to grow your network so you have a number of employment opportunities available once you retire.

I’m assuming your LI profile is already set up. It needs to scream “athlete!” Your transferable skills need to stand out!

If you haven’t set up your profile or need help with it check out our online course on how athletes should use LinkedIn .

3 Things this article will focus on:

Prospecting the company you want to work for and the hiring manager
Sending a direct message to the hiring manager and the structure of the message
Follow up call structure

Outside of the above 3 points, staying active on LinkedIn by posting, creating articles, commenting on other’s posts and sharing relevant articles enables your profile to be seen by a large network of professionals and hiring managers. You create a digital resume for yourself.

Being active on LinkedIn shows: your written skills, vulnerability, shows initiative, but most importantly you automatically stand out – Athlete is interesting!!

1. Prospecting:

Research at least 10 companies you want to work for and write down their number, hiring manager for the role you want and company name on an excel or word doc. Pick an industry that would most like be booming at this stage and research the companies in that industry – stay away from sport for now.
For example, E-Commerce is growing right now. You might want to work as a social media coordinator for an E-Commerce agency. So google “top 10 E-Commerce agencies in Sydney.” Write down the companies, their number and hiring manager associated with hiring “social media coordinators.” To find the hiring manager (if not on their website), on the LinkedIn search bar type in “company name and marketing manager.” You should see the marketing manager associated with that company. Simply hit the “connect” button next to their name. Do this for every company you researched.

2. Send Direct Message:

Once people accept your connection request, you can message them directly.
Finding the hiring manager and sending a direct message shows proactiveness, initiative, research skills, go-getter, proof of your transferable skills!
Structure of the message: Compliment, intro, valid reason or why, close (let’s chat on phone)

Compliment example: Check their activities and if there is a post that resonates with you, accomplishments, something that inspires you from their experiences, let them know!

Intro – I’m an elite athlete who has won XYZ and now ready to transfer the skills and attributes I learnt from sport into managing business social media accounts. (try be specific)

Valid reason:

Eg: Wanted to touch base and see if you might potentially be hiring a social media manager? With the discipline, work ethic and time management skills I have gained from sport along with experience in managing professional social media accounts, I strongly believe I would be a valuable asset to your business.

Close: If you’re interested, I’d love to organise an introductory phone chat, give you further insight into my capabilities and how I can contribute to your business growth?

(If you’re looking to connect for the future, your close should be a question about what you can do now to further up-skill yourself to be more then ready when the time comes.)

If you want to connect to set up employment opportunities for the future adjust it for future tense, what you’re currently doing to up-skill etc.

3. Follow up call structure:

Getting through the gate keeper: Ask for the hiring manager specifically, “calling in regards to social media coordinator role, following up from our online correspondence with (insert hiring manager name).”

Hi Mr hiring manager, this is first name last name, how are you?
Repeat compliment
Following up from LI message, tell them what you do and why you’re calling.
If you’re looking to connect for the future, ask that question and close with “would love to stay in touch.”

Keep a database of all the companies and managers you’ve spoken to and touch base twice a year, if you’re getting closer to retirement 4 times a year.

Remember, stay active on LI, post, write articles, publish articles in blog format and keep connecting.

If you want further assistance on how to use LinkedIn to grow your personal brand and create a post-sport network check out our video seminar .

To pre-register for our short “LinkedIn course” click HERE .

How to build your post-sport network and land the job you want

Sat, 04 Apr 2020 05:34:46 GMT

Are you an athlete currently affected by what’s happening in the world

Are you an athlete currently affected by what’s happening in the world?

Has your sporting career suddenly been brought to an abrupt halt?

Are you feeling uncertain about your sporting future?

Perhaps you are just wanting to prepare yourself in the best possible way to land your perfect job for when the time comes?

Or are you simply ready to transition into a post-sport life and don’t know where to start or are struggling to find employment?

Then this article is for YOU! I will show you WHY EMPLOYERS LOVE ATHLETES and how you can find a part-time, casual, full time or contract job and put yourself in the best possible position to land an ideal job that’s right for you!

3 key points in the article:

1. Which industries are hiring NOW

Thousands of people are currently losing jobs due to this pandemic. News headlines use these negative stories to gain more viewers as viewers equals advertisers and advertisers equals money!

So, on that note, not to make light of a bad situation, BUT!…there are pockets of industries which are booming from this and are 100% hiring!

2. LinkedIn – your number 1 tool, I’ll show you how, and why!

LinkedIn will be your ultimate weapon to get in front of the right decision makers, make them want you and land the job you want. Not only that, you can use LinkedIn NOW to build your network so when you do retire from sport, you will have a huge network of Employers to access.

3. HOW to ACE your job interview.

The common theme across these lessons is that you as an athlete have a competitive advantage in the employment market right now and you need to make that stand out!! You are resilient, a proven winner, competitive, driven, disciplined, fearless, able to adapt to change and are a go getter! That’s what employers want!!

OK, so let’s get into it!

As an athlete here’s how you get proactive and stand out from other applicants.

Aside from being reactive and using popular online job search engines, get proactive and narrow and focus your job search directly to booming industries. These current industries include:

Disinfectant brands like hand sanitizers, TV Networks, FMCG companies, Call Centres for banks and insurance companies, digital marketing agencies, logistics companies, household cleaning brands, pharmaceuticals, online food delivery and much more.

Roles that would be in demand – sales, business support, customer service, social media coordinator and manager, account manager, editor, sales coordinator, change manager and much more!

OK, so here’s what you do. Pick some of these industries that appeal to you and google the top companies from each.

In an excel doc write down the company name, phone number and key decision maker in regards to the job role you want! Do the same for jobs you apply for via a job search platform. You can knock this out in 2-3 hours.

So, what next and how do you find the decision makers or hiring managers??

This brings me to lesson number 2 – LinkedIn!!

If you don’t have LinkedIn, you don’t exist! LinkedIn is the new resume. The more active you are on LinkedIn the higher chance you have of being noticed by the right people. This is where you build you post-sport personal brand!

After you’ve created your profile, outlining how the skills and experiences you’ve picked up from sport will enable you to succeed in your next career, start searching for those hiring managers from the companies you’ve written down in lesson number 1.

Here’s 1 example how: let’s say you want to be a social media coordinator for company ABC in Sydney – in the search bar type in “Company ABC” and “marketing manager,” and hit ENTER. You should see a bunch of people pop up from Company ABC with the job title “marketing” or similar. In the “location” section at the top, type in “Sydney” and it will narrow your search to the people in company ABC’s Sydney office.

Now, hit the “connect” button next to all the relevant people. If you’re not sure if they’re relevant, hit the connect button!

Get Tinder like on it! Just connect, connect, connect! The more fishing lines you throw, the more chances you have of landing a job! That’s what LinkedIn is for, they don’t mind you connecting with them, and trust me, because you’re an athlete, they will love it!!

Once they accept your connection request, you will get a notification that they’ve accepted and then you can message them directly! This is where the magic happens.

Send a direct message!

Remember – the common theme in this message needs to be how your attitude and aptitude from sport is highly transferable to their organisation and job title you are pursuing.

In the “contact info” section of their profile you should have their email address and phone number. If not, you can easily find the company phone number on google.

After sending the message, if there is no reply for 2-3 days, give them a ring! Follow them up! It might sound intrusive, but it’s not. Remember, you’re an athlete!! What do athletes do?

We’re proactive, we get things done, we go after it and we chase goals! This whole process I just explained, is you getting after it!! Which is what people value in their employees! Everyone wants a go-getter!!

Repeat that process for all the companies you’ve written down – pick an industry booming right now, research some companies within that industry, connect with key decision makers on LinkedIn, send a DM to these decision makers, then follow up with a phone call!

You do that, you should have plenty of job interviews lined up!!

Remember, you can apply this same process for jobs you apply for via a job search platform. Find out who the hiring manager is, and connect with them on LinkedIn.

Other proactive things you can do on LinkedIn – write articles, post content, share relevant content, comment, like, connect – all centered around your transferable skills from sport.

So, our 3 ^rd lesson – the job interview:

3 key things you need to know:

Be sure of yourself and have clarity on your career path
Understand the job description
Study the company as much as you can

Most importantly don’t just talk about your sporting experiences and achievements. Focus on the skills and attributes you’ve gained from sport that are transferable to the role.

Here are the most common questions athletes get wrong in a job interview and how you can avoid it:

“Tell me about yourself?” Hiring managers and recruiters love asking this question right away as it’s a great indication of how good the candidate is. It then sets the tone for the rest of the interview. If you waffle on too long or don’t say enough you lose! The answer needs to be just the right amount of length, straight to the point with a bit of flair.

“What are your weaknesses?” Again, very tricky question. You can’t not have any! And you can’t show any huge detrimental weaknesses. Best thing to do is pick a subtle weakness and what you are currently doing to improve on it!

Lastly, have some pre-determined answers ready to go to bail you out of a tough situation.

For example:

Let’s say you’re applying for a sales job, you can use this answer – “What’s enabled me to become a professional athlete and succeed at the highest level is my dedication to hard work, time management skills, competitive nature, resilience and mostly my drive and hunger to succeed. I believe it’s those same principles that will enable me to succeed in business.”

This answer can be given for questions like What makes you good in sales? Give me an example when you’ve had to deal with a tough situation? What are your strengths? What are you most proud of in your career so far? How would you deal with a tough customer?

Just be savvy enough to slightly change the answer based on the question.

Remember, you need to make the following things stand out: Your resilience, work ethic, competitive nature, drive and ambition, hunger for success, discipline and team work. Everything that enabled you to be an elite athlete will enable you to be an elite business professional. Show it!! That’s why they want you and that’s why you’re in the job interview.

To check out a video seminar on the above and more tips, you can watch here.

For all my essential insights and more in-depth info on the things we’ve briefly touched on, be sure to check out my new online course “ Another Plan A ”. Pre-registration available now with the course going live in just a couple of weeks!

Another Plan A will guide you through exactly how to up-skill yourself, grow your business network to ensure you have a smooth transition into a post-sport career and truly stand out in this current frantic job searching market. You will learn:

How to use your experiences as an athlete to stand out to employers/hiring managers. What to do and how to do it.
What are the current booming industries and how to get in front of the right people.
How to set up your LinkedIn profile, what content to post and how to use it.
Exactly what message to send to hiring managers and employers you connect with. I will provide you with a clear and concise template to use.
How to write the perfect resume using my top tips and PDF guide.
Precisely what to say when calling decision makers after your LinkedIn message & job application submission.
Important skills through job interview role plays and how to answer those tough questions.
4 prepared answers that you can use to bail you out of a tough situation.
What questions you should ask at the end of the interview and why.

Pre-Register now for ‘Another Plan A’ to take advantage of our limited time only price of $49.95, usually $99.95 (once course is released). If you want to stand out from the crowd and secure your ideal job, build your business network, this course is for you!

Click HERE to sign up.

Is hands-on experience better than school?

Tue, 18 Feb 2020 05:51:48 GMT

Is hands-on experience better than school?

If you’re an athlete thinking of venturing into the business world and have some down time during the off-season, what’s the best way to spend your time to ensure you’re prepared to succeed in business? Should you go to school or get a job? Here is an extremely insightful and valuable article to help you make that decision. Written by Pierre Collura who is an Olympian turned successful entrepreneur now providing his wisdom to other athletes thinking of taking the entrepreneurial leap.

It’s not easy. School or real hands-on experience? That’s a big question for an athlete because you are dealing with the dilemma on how do you use your downtime? And, what is going to help you the most to find success and fulfillment beyond sports ?

After my entrepreneurial journey and knowing what I know today, I’d opt for real hands-on experience as much as possible. The problem with school is that you are developing general and theoretical knowledge about a broad range of topics. But, when you want to solve a problem and bring results in a real work situation, you need a very specific and practical set of skills and knowledge. In fact, there is a chance that most of what you’ve learned in school can be completely useless in that case. So, what does this mean for you as an athlete?

When you are transitioning from sports to business, you are moving towards a very specific role in a business organization – whether it will be CEO of your own business, salesperson, marketing manager or whatever. So, you need to focus your learning, practice and experiences as much as you can towards developing those specific skills and knowledge that will allow you to be good at your job.

And, the best way to do that is through hands-on experience because, when you are in the center of the action, all your practice is very focused so you won’t get distracted and spend time learning things that are not really useful for your job. But, the benefits of hands on experience don’t end here. Read on.

YOU LEARN FROM PEOPLE THAT HAVE REAL EXPERIENCE

One of the best aspects of getting hands-on experience is that you can interact and learn from people that have more experience compared to you. It’s kind of like when we were young athletes and were studying the tapes of the great ones in our sports, or even sometimes we got the chance of training with them. When you get into the trenches, you really see how things are done and how the pros are doing it. This will drastically cut your learning curve. But, there’s more.

YOU START BUILDING UP YOUR PROFESSIONAL NETWORK AND A TRACK RECORD

People know you as the athlete and that’s great for the sport environment. But, on the professional front, there is little or no information about your capabilities. So, when you get real hands-on experiences you can start demonstrating to everyone you encounter – whether they’ll be co-workers, superiors, vendors, or clients – your ability to deliver in a professional business environment. This will build a track record, relationships and a personal brand so that in the future you can get access to great opportunities.

So, here is the bottom line. Hands-on work experience can give you an edge in the transition from sports to the world of business. School is great at giving you a set of broad and general knowledge. But, whenever you can, focus your efforts on getting as much hands-on experience as possible and remember to work to learn, not to earn.

If you have any questions don’t hesitate to reach out to me via Linkedin or IG . And, if you want some mentoring or help to grow your business, join the FREE growth planning workshop for athletes . Now, go out there, start grinding and bring some results home!

Top 5 job search tips for the holiday period

Fri, 20 Dec 2019 06:00:18 GMT

Top 5 job search tips for the holiday period

If you’re an athlete searching for a new corporate (or post-sport) job in 2021, here 5 highly effective things you can do in the next 2 months to ensure you land your desired role:

Apply for as many jobs as possible between now and 12th January – Obviously know what you want and where you can bring value, but the more jobs you apply for the higher chance you have of finding one. Use Seek , Indeed , Jora , LinkedIn and reach out to your own network. Hopefully you end up getting multiple offers and you can pick the one with the best training and development, on-boarding and opportunity for growth. It’s highly important that you tailor your resume and cover letter to each job, otherwise you’re wasting your time.
Keep a list of each job you apply for and follow them up – Note down each job you apply for. Write down the company number, the hiring manager and his/her email address. By 13th January, most hiring managers should be back at work and it’s highly important that you follow them up with a phone call! It’s a short and simple conversation, you’re just following up to see if they’ve had a chance to review your application and possible interview dates. Hiring managers absolutely love this!! It shows initiative, proactiveness, fearlessness and your organisational skills.
Know exactly what jobs you applied for – There’s nothing worse then when a hiring manager calls a candidate and the candidate is not sure who they are, where they’re calling from and in relation to which job. Even worse, you think it’s job XYZ instead it’s job ABC. You automatically eliminate yourself from the position. Another great reason to keep a list of the jobs you’re applying for so when they call you, you can give assertive, prompt answers. You look prepared.
Update you LinkedIn page & be active – In today’s employment market, your LinkedIn is more important then your resume. In fact, it is the new resume! LinkedIn is extremely easy to set up and is very user friendly . Make sure you have all the fields filled out and your career history matches the career history on your PDF resume sent for each job application. If you don’t have 500+ connections yet, start connecting! Connect with each hiring manager from your job application, connect with your sports network, people in the industry you are trying to work in and with recruiters. Most importantly, outline your background as an athlete and how the skills & attributes you gained from sport will enable you to succeed in business.
Get ready for Interviews – If you’re serious about finding a new job, from 13th January you should have at least 3-4 interviews per week until you land a job. It’s highly important you brush up on your interview skills as you want to present your best self forward for each interview. There are plenty of resources online to help with interview preparation, however here is one specific for athletes.

If you commit to these 5 steps, you should land your ideal job by mid February!

Happy job hunting!

Getting through the first 90 days

Sun, 14 Jul 2019 06:05:21 GMT

Getting through the first 90 days

So you go the job!! Congrats!!

However, the hard part starts now!!

Picture pre-season training – The early mornings, two a days, sprint and conditioning training, beep test, grueling cardio sessions, strict diet, in bed by 8pm, wake up at 5am, 3 hour practices, fitness tests, feeling tired non-stop…that’s what the first 90 days in your new job will be like! Maybe even the first 12 months!

Especially if it’s your first job since sport, it’s a completely new ball game! Not only will there be information overload, you’ll meet a lot of people, you’ll be watched like a hawk! There’ll be high expectations and constant pressure to pick things up as fast as possible. Even though you have minimum to no experience on the job, you’ll be expected to learn and perform at a rapid pace. If you don’t, you’ll most likely not pass the probationary period! Basically, it’s like an extension of the interview process, so you have to be on your game 24/7!

Yes, sounds scary but don’t be scared! You’ll get through it just like you got through pre-season training and successfully powered through the season.

Here are some proven tips that if you take to heart, action and truly implement, I guarantee you will not only pass probation, you’ll instantly be a company superstar!

The Week Before

Now is the time to do any research you missed in the interview stage. Find out anything you can about the company – its history, core values and aspirations for the future. Connect with your new colleagues on LinkedIn and begin updating your LinkedIn page. Think about your role & duties and start educating yourself so you can get a head start. Go to a library or book store and grab a relevant book – if you’re about to start a sales job, grab a copy of “ How To Win Friends And Influence People ” by Dale Carnegie – probably the best sales book ever written! Prepare the stationary you need, get a haircut, buy a new shirt, make sure your clothes are dry cleaned and ready to go. Whether you’re driving or taking public transport, make sure you know the way and how long it will take you to get there so you can arrive 15 minutes early on the first day.

Be Friendly, Approachable And Enthusiastic

First impressions are highly important! If there’s anywhere they count, it’s in the first couple weeks in your new job. Be enthusiastic by smiling, displaying positive body language and being very approachable. Get to know the people around you first and begin introducing your self to the entire company. Be especially extra friendly with the people around you, after all you’ll be seeing them up to 8 hours a day. Ask questions about them and be extra interested to know all about who they are – How long they been in the company? Ask about their families when appropriate and fits in with the convo. What their role is? Where are they from? Favorite coffee, book, movie? Be curious about the person next to you! It’s highly important you’re social with your team and are trying to fit in (without trying too hard, let it flow naturally) Be aware of your timing, arrive a little early and leave a little late, be early to meetings – it shows you’re keen! Highly important to remain positive and open to feedback and show you’re willing to learn.

Take Notes

The first 3-6 months will be information overload. From the manager’s point of view it’s just enough information, but as it’s a new role for you, naturally it will be information overload. Most companies will try to get their new employees to pick things up as fast as possible so they throw material/info at you at million miles an hour in large chunks. Remember, unfortunately they don’t see things from your point of view (this is new to me, slow/calm down), they think throwing info at you in bulk is the best way for you to learn. Sometimes it is the best way, maybe not the most effective & efficient but it can work. Keep in mind, they don’t care if you make mistakes they just want to see you are trying to learn and are showing signs of understanding.

So the best thing you can do to a) learn and b) show your manager you are willing to learn, is to take notes, and take more notes, in fact over-note things! Exaggerate on the note taking to the point of “the coffee barista’s name downstairs is Jason and his favourite socks are blue.” Almost go that far on the notes. More importantly have a little pocket sized notebook (where you keep your notes) & pen you take to every meeting with you, have with you 24/7 and always be reading this notebook! It shows your manager you’re all over it and gives them more confidence in you. If 30 minutes have passed and you haven’t taken a note down…take a note down! Even if it’s gibberish, your manager is thinking “wow this person is really trying to learn.” Sometimes perception is key! So…TAKE NOTES ALL THE TIME!!

Ask Questions

Along with taking notes, ask a lot of questions and ask more questions. Naturally things will get confusing as you are learning new products, processes etc. Don’t be afraid to ask questions. Throughout the day as you are learning and there’s no-one you can ask a question right now or you feel it’s inappropriate to ask a question, write the questions in your notebook and put a large “Q” next to it and highlight it. By end of the day you should have lots of “Qs,” in your notebook that you carry 24/7 and flaunt in your manager’s face (you know what I mean) approach your manager and/or a colleague and say “I have xx number of questions from today, when is the best time for me to ask these where you have some free time to go through them?” Guarantee your manager will get excited by this! You will have a lot of moments of confusion and uncertainty, the best way to gain clarity is by asking questions. Make sure you’re always thanking people for helping you! Never forget this quote – “the quality of your life is determined by the quality of your questions.”

Throw Yourself In The Fire

As soon as you pick up little bits and pieces and almost feel even a tiny bit confident with something take action! Start performing your duties/tasks. Ultimately, that’s how you will learn and your manager will love the activity. If it’s making phone calls, just make phone calls and fail! If it’s data entry, enter data and make mistakes! If it’s baking cakes, bake cakes and burn them! In the first 3-6 months your manager won’t care if you make mistakes, as long as you learn from each (repeating the same mistake 2-3 times is a no no, can’t help you there). All they want to see is you taking action and doing the activity! So go for it….Ready, Fire, Aim!!

Find A Buddy

Your company might have a “buddy system” and pair you up with someone, but if they don’t, find one! A buddy is someone who is doing the same role/job you are who becomes a mentor to you. It’s someone who’s been in the company for a number of years and is a high achiever. This is typically not your manager or someone from another department, it needs to be a colleague who is doing the exact same job as you and can show you the ropes. If the company doesn’t appoint a buddy, here are some useful tips in finding/approaching one:

Pick out someone who you think you’ll most likely get along with. When appropriate and the person has time, gently approach them with questions about the role. Make this person the one you ask questions more then anyone else (naturally, your buddy should be sitting/working in close proximity). Use gentle and subtle tactics when approaching you potential buddy – “so sorry to bother you, just had a quick question if that’s OK?” “Hey, sorry do you have a quick second, promise it won’t take long?” Going back to the “ask questions” section when you write a letter “Q” next to all the notes you wanted to ask more questions about – “Hey, if you’re free tomorrow morning 8:30am, would love to buy you a quick coffee and ask a few questions if you don’t mind?” It’s hard to refuse that approach! Building rapport with your buddy is a sure thing to engross you within the company culture. Ultimately, fitting in with company culture is the most important factor when it comes to passing probation.

Agree With Everything Your Manager Says & Accept And Welcome Criticism

Even when they’re wrong! Accept the criticism & suggestions, take it on-board and move on. Throw your ego, pride out the window! The only thing you will ever achieve by arguing or disagreeing with your manager is….absolutely f*ck all!! Actually, you’ll Immediately be in the bad books and riding a slippery slope to failing probation.

Look at it this way – Is Lebron James allowed to talk back to his coach? Absolutely! Lebron is one of the greatest basketball players of all time, he’s been in the game a long time. His comments will always be respected. A good coach will respect what Lebron has to say and together they’ll come to an agreement. Rewind 18 years ago, is a rookie Lebron James allowed to talk back to his coach? Absolutely not! Easy rook, you just just started what do you know??

Same goes for your new job. You just started, you have no leg to stand on. Your manager’s been there a long time and has a big ego and all the power! (rightfully so) Keep your mouth shut and and agree with criticism, good or bad, true or not. Take your money, go home and do it again $$$!! The moment you agree and accept what your manager throws down, it sends warm & loving signals to your manager’s brain – “I like this person, they’re taking on-board what I’m saying, I’m a good manager, big tick for me.” In that moment your manager will automatically associate you with good, warm and positive feelings – That’s where you want to float in the first 3-6 months. You stay in that “positive” circle, and after a year in the role you’ve gained some experience, won respect and trust – OK, now you can SLOWLY start imposing your will, piece of mind and input. If you truly think your manager or a colleague is in the wrong, you most respectfully and professionally tell them (a year in the role, you will know the best way to go about it). However, in that first 3-6 months, keep your emotions in check, ego and pride out the window, listen, agree, accept criticism (right or wrong) and keep working hard – you do that and you will have a very successful post-sport career!

In summary – Be proactive about fitting in with the team culture, be social, make friends, show you’re eager to learn and succeed , take notes and ask lots of questions. If you truly follow and implement the above points, you will have a successful “pre-season” and be well on your way to have a winning season/s!

15 side hustle ideas for athletes

Mon, 24 Jun 2019 06:11:47 GMT

15 side hustle ideas for athletes

Being a professional athlete is one of the most amazing careers you can have! For those who get to live and experience the life of a pro athlete, it’s a dream come true. From a very young age as an amateur sports star through to retirement as a professional, an athlete’s life is full of passion, fulfillment, adrenaline, excitement and emotion. However, it’s a short lived career with the average span across all sports lasting 4-5 years.

Especially for the first few years after retirement , life post-sport can be tough. Trying to find a new passion, new goal, new career, a new purpose can be daunting and overwhelming.

However, it doesn’t have to be that way! There are numerous things you can do as a current pro athlete to prepare for life after sport .

One of the biggest action steps you can take is start a side business or project whilst you are still a pro athlete. Not only does it give you a chance to make extra income but more importantly you build skills and knowledge that will prepare you for life after sport. You also have nothing to lose, it gives you a chance to validate different ideas – if you are able to make an income whilst doing it on the side, imagine what you can do once you dive into it full time! Most importantly, if your side hustle idea takes off – well you’ve just found yourself a post-sport career!

Of course, it won’t be easy! You have to find time to do it outside your sporting commitments, you have to be interested in it and have to have some sort of skills & expertise in the area. Everyone is different and will have different ideas and interests & time management capabilities but here are 15 side hustle ideas athletes can jump into right away: (disclaimer – please check with your agent/club/team if you are allowed to do any of these, make sure there’s no conflict of interest)

Coaching – Sports coaching is a tremendously growing area all across the world. Elite athletes are not the only ones paying for sports coaches, amateur athletes all across the world are trying to get a competitive advantage on the field, court or pool. Parents are paying upwards of $100 p/hour to give their kids the best possible chance to become pro athletes! So who better to coach these people then a pro athlete!! You can do group coaching or one on one. You can even set up online coaching and sell your services across the world! Here are some tips on how to set up a coaching business.
E-Commerce store via Shopify – It’s now easier then ever to sell products online , through avenues like shopify. You just need to pick a product and start promoting through your online and offline channels. Things you can sell: Protein, health related products, clothing, sporting goods, sports drinks, and much more.
Start a Blog – Think blogging is no longer a viable source of income? Think again. Tens of thousands of bloggers are creating profitable content on topics as diverse as scrapbooking, home cooking, travel, film, lifestyle, business, personal finance and more. And these people are growing their blogs into six-figure businesses thanks to a combination of email subscribers, affiliate marketing, blog sponsorships, and other revenue streams. An interesting idea from an athlete’s point of view is “a day in the life of pro athlete.” There’s numerous directions athletes can take, you just have to start!
Motivational Speaking – Becoming a pro athlete is one of the most inspirational journeys one can take. There’s no doubt about it, you have to work hard and put successful processes in place! That’s why so many people are inspired by athletes. Businesses, schools and community groups all invite ex-athletes to speak to their staff, students and groups to inspire them. Athletes are prime suspects to become motivational speakers. Here is a great article on how to become a motivational speaker.
E-Books – Packaging your skills and knowledge into e-books and providing value to those who need the content is a great way to make extra income. Pick a topic around your sport and training as you are the expert therefore people are more likely to purchase your e-book .
Instagram Marketing – By building an Insta following you can quickly approach brands (if you build enough of a following, they’ll approach you) and start charging for posts relevant to their brand & your content. All you need is a little marketing skills .
Online Coaching – I alluded to it in idea #1, but this is such a good idea it needs its own space! With an online coaching course it gives you capability to reach a larger market around the world but more importantly you can create on-going revenue or make money whilst you sleep! Creating coaching courses around your sport is an obvious way to go, you just need to learn how to create the courses .
Amazon Reselling – Buying low and selling high on amazon or e-bay is an effective side hustle idea, especially if you’re an avid online shopper. People have grown this side business idea from their homes to having to purchase warehouses to stock their products. Here is a detailed guide on how to sell through Amazon and eBay .
Commission Only Sales – There a numerous benefits for athletes working in sales . Especially if you have knack for connecting with people and an ability to influence, taking on a freelance commission based sales role is a great side business idea. You can do it from the comfort of your own home and develop one of the most integral skills required to succeed in business – selling ! You can jump on Seek , type in “commission based sales,” and pick a product or service that interests you – the beauty of this is if you don’t like the thing you’re selling, you can pick another product or service.
Personal Trainer – If I want to get fit, healthy and ripped there’s no better role model then a professional athlete! If you have some business sense and charisma, getting clients should be relatively easy for you. You can start out small with a few clients that can fit into your schedule, once you retire grow it into a full time business. Check out these tips on a successful personal training business.
Health & Lifestyle Coach – Athletes are perceived as the modern day gladiators – optimum image for health and fitness. Using your socials to post your eating, exercise and daily routine habits can lead to people reaching out for advice. With enough demand, you can start charging for this advice by creating tailor made diet and exercise plans. Why not up-skill yourself and become a certified dietitian .
Start a YouTube Channel – Yes, spending time on YouTube can be a legitimate business idea if you take it seriously. Creating value driven video content can increase your subscribers – if you get to the thousands brands will start paying for ads on your videos. There are numerous YouTube millionaires out there who’ve succeeded by creating valuable, creative and entertaining video content. For a great example of an athlete creating a successful side-hustle YouTube channel check out the Toronto Raptors and NBA Champion Serge Ibaka’s page . Check out some tools and tips on starting a YouTube Channel .
Investing Your Money – If you got some spare time and a savings account not doing much for you, investing your money in stocks can be a great side business idea. There’s plenty of financial professional out there who would advise you on investing in stocks or real estate and guide you along the way.
Brew Your Own Beer – Love drinking beer? Why not turn it into a business! With enough patience and skill you might end up brewing something that others are willing to pay to drink. You can use your popularity and network to promote your “brand of beer.” Check out some online tool kits on how to craft your own beer .
Podcasting – If you can create a regular audience for your topic, you can then get brands to sponsor your podcast. Similar to a YouTube channel make sure your podcast is providing value to your audience. One idea is – interviewing athletes in your network about their daily routines that make them successful. Another idea is going down the comedic route having a good old yarn about sport and stories – check out NBA players podcast called Road Trippin by Richard Jefferson and Channing Frye. For insights into how to make money podcasting check out some tools and tips by a former athlete now lifestyle entrepreneur Lewis Howes.

If none of those ideas resonate with you, check out 101 more!

The importance of fitting in with company culture

Mon, 13 May 2019 06:19:17 GMT

The importance of fitting in with company culture

One of the biggest challenges an athlete will experience in the first couple years within the corporate world is adjusting to their new teammates and surroundings. Especially in the first couple years post-sport, how you fit in with company culture will play a huge factor in setting you up for success. You could be the Kobe Bryant of your “business” team, if you don’t fit in & get along with the business culture it will be an uphill battle for you that might lead to an early exit.

However, fitting in with the team culture is not hard. I know it’s a little thing but if done right, you’re well on your way to a successful post-sport career. Here are 5 things you can do to fit in with the business culture right away:

1. YOUR BUSINESS TEAM CULTURE WILL NOT BE THE SAME AS YOUR SPORT TEAM CULTURE:

On the surface level, the team aspect from sport is very transferable to business – your ability to work with a team, understanding each person has a role to play, working together to reach a common goal, picking people up when they are down and much more!

However the emotionally deep connection you had with your teammates will most likely not exist in the business world (especially in a large corporate). Let’s say you’re a basketball player, you and your teammates will live, breath and eat basketball! You’ll go to “war” together and go through ups and downs. You’ll most likely hang out after games and training and you will have a lot of commonalities. You can call each other by profanities openly, you can get in a fight at training and it somehow strengthens your relationship. Now, let’s say you work in recruitment – most people fell into recruitment. It’s enjoyable, however it’s not a life long passion that you and your basketball teammates pursued. In business people will have different passions, different interests and your team will most likely not be as emotionally connected as it was in sport.

Although you can’t 100% relax and be yourself within a corporate culture (you can’t really call your colleagues by weird names, you can’t punch someone in the face and be besties the next day), it gives you a chance to dig deep and discover your “business professional” self. You need to discover how to work with teammates who have completely different interests & passions to you and figure out how to bond with them. Find what their interests are, ask questions and become genuinely interested in them. It’s a great way to start completely stepping outside of “sport comradery” and learn how win and influence new people as it will be a vital skill in becoming a successful business person. Accept your new surrounding, be grateful of the life long emotional connections you made in sport and accept it can’t ever be the same again!

2. BE OVERALY ENTHUSIASTIC

Companies want to hire and retain people who are excited about what they do. A genius employee with an innate ability to crush any logic problem and write the most complex algorithms may also be unfriendly and clearly only chasing a paycheck without having any real interest in the company. A good programmer, on the other hand, who is not technically brilliant but genuinely cares about the company’s mission, goals and values will almost certainly be the better employee.

How do you prove that you care? Show up early and leave a little late. Work harder then anyone in the office. Consciously try and be friends with everyone. Offer to buy your team coffee. Offer your help. Listen carefully and ask questions. Openly admit if you don’t understand something, ask to understand it, listen and implement what you learned. Walk around with a smile. Say “good morning” when you walk in and “see you tomorrow” when you go home. Acknowledge everyone, from the cleaners to the CEO and treat everyone with the same respect.

3. ASK QUESTIONS THEN ASK MORE QUESTIONS

There’s nothing worse to a manager then when giving instructions to an employee, the employee says “yep, I understand,” yet they do the wrong thing! If you don’t understand something, simply ask. If you still don’t understand it, ask again!

Most athletes starting out in the corporate world will most likely have minimum to no skills & knowledge of the job….which is completely OK. You were hired based on your attitude and ability to learn new skills. To prove themselves, most athletes will act like they understand things and figure it out when the time comes. It’s great to have that confidence, but very risky. It’s a new job and new world, if you don’t understand ask questions. In fact, even if you understand still ask questions. Managers love it when new employees ask lots of questions – it shows enthusiasm and desire to learn.

Not only that, managers love it when you ask questions because it makes them feel important. Same goes for your senior colleagues, ask them questions too! It’s the quickest way to bond with them but also be known as the person “who really wants to learn and succeed!” This is extremely vital especially in the first 6 months.

Remember, it’s better to ask stupid questions and know the answer, then it is to ask no questions and be wrong.

4. GENUINELY GET TO KNOW YOUR COLLEAGUES

Best way to develop rapport with your colleagues is to show interest in their interests & passions. Get to know what they are. But make sure it’s genuine! Ask about their weekends as it’s the most common way to get people to open up about what they do outside work. Dig deeper and probe. Ask about their kids & family and note their names.

When you get people talking about what they love it releases postive vibes & energy in them (dopamine). Therefore you will be associated with those postive vibes. So every time they look at you or are around you they feel good. This doesn’t only apply to your colleagues it applies to clients, customers and anyone you come across in business! Get to know people’s interests and passions.

5. STAY AWAY FROM OFFICE POLITICS

Office politics – people talking behind each other’s backs, backchatting & complaining, disrespectful & unnecessary arguing, ass kissers, useless & boring team meetings where nothing gets done, undeserving promotions, favouritism and more.

Stay away from it all and remain neutral. Don’t choose sides, be mature and use your commons sense. Maintain your positive & professional reputation. If people come to you for advice or to vent be as respectful as possible without slandering or putting anyone else down. Offer advice in favour of progression, positivity and the bigger picture.

You might come across a high achieving senior sales person who will gravitate towards you for various reasons (a lot of people will love to hear more about your pro sports history, use it to your advantage to build rapport) and want to drag you along to long lunches and drinks at the pub. Don’t get destructed. Respectfully refuse! He or she can do that because they’re making money for the company…you’re not yet! Exceed your target then you can take a few long lunches here and there!

And lastly, there will be boring & useless team meetings – stay enthusiastic and remain postive. The best you can get out of these meetings is observing how the manager is or is not keeping everyone engaged. As you never know the day you may become the manager and the one running the meetings. You will then know what or what not to do to keep the meeting interesting and engaging.

A book I highly recommend to read – How to win friends and influence people by Dale Carnegie.

It’s a step by step guide on how to succeed in business.

How to find fulfilment in life after sport

Tue, 23 Apr 2019 06:26:51 GMT

How to find fulfilment in life after sport

Why is this question so important? Why do athletes need to find another passion or fulfillment after retiring from sport? Simple. Because most your life you’ve been performing at the highest level in a sport you love and enjoy. You’ve been chasing a dream, a goal and it makes you feel alive, it’s a rush, it gives you purpose and meaning. The blood, sweat and tears are worth it because not only do you enjoy the process, you love the rewards that come when you win – fan admiration, money, gratitude, personal growth & confidence, feeling of being on top of the world! When you stop playing, you no longer have anything to dream about, to chase, passionate goals to set…no fulfillment which can be a slippery slope to loss of identity, feeling of sadness and being stuck in a rut!

Here are some action steps you can take to keep the momentum of passion & fulfilment rolling or if you’re an ex-athlete needing to find that winning feeling & excitement back:

ACCEPTANCE

This is a non-negotiable! If you can’t accept that you’re retired, you’ll never move on and always be living in the past in a state of anger. Be grateful! Tony Robbins says it best “you can’t be simultaneously grateful and angry - it’s impossible!” Be grateful that you actually lived the life of a professional athlete. Most people dream of being pro athletes, yet less then 1% do it…you did it! Accept that your dream career has ended and you must do something else. Accept the challenge of finding another a career and the fact that passion & fulfillment doesn’t grow on trees and that it’ll take you a while to find it! Learn to do something you don’t love, most people do, it’s slightly sad but true. However, the truly happy people find passion & fulfillment even in a job they don’t love. Not saying you’ll hate your next career, but know even if you do, with patience you will find passion & fulfillment.

START DOING

Try and do lots of different things. If you’re like most athletes, you probably have no idea what you want to do next. Well, there’s no point of sitting there thinking about it, just start doing lots of different things and learn along the way. Apply for 10 jobs a day, not sure what? There are plenty of jobs athletes are highly suitable for and plenty of resources to guide you and help you find jobs . Take university & tafe courses to up-skill yourself. If you’re not sure which classes to take, apply for multiple and narrow your focus to one or two as you start learning more about your post-sport self. Again, your focus won’t narrow overnight, it it’s a long road, but with persistence, perseverance and the right attitude you will find the one job, or one course suited to you long-term. Look for volunteering jobs & internships – reach out to your or your team’s sponsors. Get involved with the community and start networking – join the local chamber of commerce, get in touch with schools and see how you can give back, attend different business meet-ups .

BE A SPONGE

Especially in the first 4 years after retirement , you’ll most likely try various different jobs, come up with multiple business ideas, start and quit different projects (if you do it’s completely normal and highly desirable), it’s highly important you pay attention and soak everything in. You might be a chef but within 2 weeks realize it’s not what you want to do – good! You’re starting to figure out what you like and don’t like. However, stay and be a chef for another couple months, watch and learn how the other chefs interact with customers, communicate with their peers…in fact buddy up with the most successful chef and find out their daily habits & routines and what makes them successful. You might work in a sales job you hate and want to leave right away….don’t! Learn the good habits off the best sales person, build yourself a network, learn the best processes and start understand the shit processes! Because what you learn now, will 100% help you in the new passion once you find it. Start listening to podcasts , reading non-fiction books, learn as much as you can every chance you get. Is your new work commute 1.5 hours each way?? Awesome!! You have 3 hours each day to learn something new!

ALIGN YOUR VALUES & SKILLS

As you start doing and learning, you’ll begin to understand what you’re good at and what you’re not so good at (your skills). You will also start coming up with a set of values & beliefs you live your life by (if you already know these, all power to you). Another way people like to announce their values is through their “why.” They key to finding fulfilment is aligning your values with your skills. For example – Tony Robbins values helping others and he’s really good at public speaking so he combined the two to become a motivational speaker. Another highly specific & narrowed example – I value the experiences & fraternity I built as an athlete and strongly believe athletes can be powerful in a corporate environment, I’m also a good salesman therefore I started athlete2business – selling how the skills & attributes of ex-athletes can benefit corporations . The only way to know your skills and narrow your values & beliefs & your why is to do and try different things with an open mind and positive attitude.

START A SIDE HUSTLE & PROJECT

If you can’t find fulfilment in your 9 to 5 or post-sport career/job take matters into your own hands – start a side hustle in that passion or dream you have. Don’t have one? There are plenty of resources out there with thousands of side hustle ideas . Currently in the U.S. there are 40 million people with side projects, from web development and online retailers to service and consulting businesses. It’s a great way to try a variety of different projects with absolutely nothing to lose, as you still have your full time job to fall back on which is worse case scenario…best case scenario, your side project takes off and it becomes you full time source of income. If anything, it can be an extra source of revenue for you. However, as it is a side project you need to make sure you don’t burn out so it needs to be something you’re passionate about or love doing. You become more fulfilled & focused on your full time job as you start looking at it differently – it’s the source that funds your side hustle! It’s also important to note that your purpose doesn’t have to align with your career.

The fulfilment you’re looking for doesn’t have to generate you income. It can just be a side passion, completely separate from your career – you might want to help the homeless, volunteer at the zoo, travel, bake, do a triathlon…it doesn’t generate income, but it brings purpose & fulfilment, which is completely fine and your full time job then becomes the source that funds your side passion. This might make you more productive & engaged in your full time job.

SURROUND YOURSELF WITH POSITIVE PEOPLE

It’s cliche but true – “you are the average of the 5 people you hang out with.” If you have negative people in your life dragging you down, start avoiding them. If you’ve recently retired from sport because it’s time to move on and you know it’s not good for your future to keep playing yet you have friends & family urging you on to keep playing, calling you names for retiring, avoid them! Ignore them! Align yourself with people who support your move, who are doing the same as you and groups who help athletes with the transition into a post sport life . If you know what field you’d like to get into next, seek a mentor within that field. Even if you’re not sure what you’d like to do next, finding a mentor is a great way to help you figure out your next move and hold you accountable – keep in mind, once you retire there’s no more coaches, physios, agents supporting you, you’re on your own. If not in person, there are plenty of “mentors” you can follow – Tony Robbins, Tim Ferris, Lewis Howes, Gary V, Pat Flynn, Ed Mylett and much more! Keeping an open and clear mind is key, so not only surround yourself with positive & inspirational people helps, but meditation is a great way to achieve mental clarity.

AVOID THE MONEY TRAP

If you’re doing well in a job you hate, getting a promotion or a higher offer from a competitor will not help! It will just amplify the problem even more as you will be given more responsibility & duties in the job you hate. Yes, initially you might be on a high as you’ve just earned more money, but this too will wear off and you’ll go back to hating it. Understand why you hate the job – it could be your boss, the company culture, the commute, your values don’t align with the company’s (back to culture). However, the most common reason why an ex-athlete might hate their job is it simply doesn’t fulfill them. A promotion or higher offer from a competitor is great, but don’t expect to find fulfilment in it. As Tony Robbins (clearly someone I follow) says, “success without fulfilment is the ultimate failure!” So don’t fall for that trap!

So in summary, retiring from sport doesn’t mean it’s the end of a passionate & fulfilling life, it’s just the end of that chapter of your life and a beginning of a new passion…a new exciting adventure! With patience, a positive attitude and aligning your values with your skills, this new chapter can be even more exciting and fulfilling than your old one!

7 reasons why athletes should consider a career in recruitment

Wed, 13 Mar 2019 06:33:39 GMT

7 reasons why athletes should consider a career in recruitment

The recruitment industry generally receives some bad press. It’s seen as a challenging career that sometimes requires long hours and hard to hit sales targets. To be successful you need to be self-motivated, resilient, have grit, be an excellent communicator, express empathy, know how to work in a team and show determination. This is exactly why athletes would make ideal recruiters and generally why recruitment agencies look for an “athlete mindset” when hiring.

As you may know by now, athlete2business places former pro athletes into corporate jobs. Almost 60% of our successful placements have been in the recruitment industry. The athletes we’ve placed have not only been successful in their role, but also found fulfillment they’ve been missing since retiring from pro sports.

Recruitment can not only be a lucrative career, but also a fulfilling one! Here are 7 reasons why:

Meeting Clients : Unlike most office jobs, you’re not chained to your desk. You’re attending meetings at various client’s head office locations dissecting their hiring needs. You’re also attending various networking events in order to win new clients. Not only are you perfecting your communication skills (you’re talking to people all day everyday), you’re building relationships with high level executives which will last a lifetime! If there is no immediate benefit for those relationships, there certainly might be in the future as having a business network adds massive value to your resume.
Meeting candidates : Just like meetings clients, you’re meeting with candidates to assess their skills and ascertain whether they’re the right fit for your client. You become an expert listener, which again adds massive value not only to your resume but life in general.
Finding the perfect match : Essentially you’re like a real life dating app. Instead of finding love, you help people find the right career and clients find the right candidate. When the match ends up being perfect and the client offers your candidate the job and the candidate takes it, the feeling is honestly similar to hitting the game winning shot, pitching a perfect game, hitting a home run, scoring the winning goal or try, winning a race, setting you PB or winning a championship!
Enhancing people’s lives : Work and career is a massive part of people’s lives. We spend most of the day working and providing for out families. Whether you like it or not, your career has a massive impact on our general self esteem. Working in recruitment, you help people find their first job or enhance their career with better jobs which means you have a massive impact on people’s lives and they have you to thank for it.
Career Consultant : The longer you work in recruitment the more you learn what skills and qualifications are needed to succeed in a certain career. Also the longer you stay in the industry, the more you’re seen as a “go-to” career consultant. People will come to you for career advice on how to enhance their skills and what training courses to take to add value to their resume. Same applies for clients, they’ll see you as an expert on company culture and how to attract the best talent.
Money : As recruitment is a sales orientated job, in most agencies you will have a generous base salary along with a commission structure. So, the more jobs you find for people the more money you will make. To put it in perspective, it takes lawyers 4 years of studying plus another 4 years of experience to make $90k. In recruitment, you can make $100k in your first year.
Build confidence : Of course, recruitment is challenging and you deal with a lot of rejection. For every “yes,” you might get 10 “no’s.” Therefore, it takes some serious resilience and patience to be successful. Due to overcoming rejections and securing jobs for people, you eventually build a huge level of confidence. You can carry this confidence to propel you to succeed not only in your career, but life in general.

If you would like to explore a career in recruitment get in touch with us for a free consultation.

info@athlete2business.com.au

Interview prep

Fri, 28 Dec 2018 06:38:20 GMT

Interview prep

The general conception of job interviews is that they’re daunting, nerve-racking and stressful. Even if you’ve been on numerous interviews before, you’re still meeting new people, selling yourself and your skills and you need to stay up-beat and enthusiastic through it all. Not every interviewer is the same so strategies that worked for one employer might not work for another, hence all the reason more why job interviews are considered stressful.

However, there are definitely ways to make job interviews less stressful and give yourself the best chance to succeed. A little preparation can go a long way in making you feel more comfortable and confident. Below are some general strategies & tips designed for retired athletes on how to successfully ace an interview:

Highly Important: Have an understanding of what you’ve done so far and how the skills you’ve picked up are transferable to business. Be absolutely clear of mind about what you’re doing next and what your career goals are . If you’re like most athletes you probably have no idea what’s next. However, you still need to craft a clear and concise career goal & path and talk about what drives & motivate you now, as employers are looking for confident & assertive individuals.

Dress Appropriately: Suit and tie, suit and tie, suit and tie and suit and tie. Always overdress for a job interview – wear a suit and tie, be groomed and well presented (ladies – of course, business professional outfit). I don’t care if you’re going for a plumber job, cashier, forklift driver or sky diving instructor, fellas always wear a suit and tie and ladies business professional outfit. First impressions count and if you’re in a suit you can’t impress any better then that!
Research the company and the interviewer: It’s highly important you learn as much as possible about the company and the person interviewing you. It shows you care, you know how to research and you’re well prepared. Don’t only go through the company’s website, google them and find most recent & relevant articles. As far as the interviewer, look them up on LinkedIn and get familiar with their path to management & leadership.
Know the job & job description inside-out: This one seems like common sense, but you’ll be surprised by how many people don’t know how to articulate a particular job and what’s required of them. Of course, read the job description and know what your duties will be but also google the job and find out more information on it. For example if you’re going for a recruitment job, google “day to day activities of a recruiter,” and learn what they do on a daily basis. Learn what’s hard and challenging about it and best practices to overcome such challenges. If you’re going for a sales job, find out what are the best ways to find & win new clients.
Be ready for some of the most commonly asked questions and remember that your answers should emphasize the skills that are most important to the employer and relevant to the position. Also, when answering questions, always use specific examples that highlight your skills:

Tell me a little about yourself? They’re just trying to find something out about you that’s not on your resume. Be generic and don’t give too much information about your personal life. Focus on community work you might have done, mentorship programs, something you're passionate about outside of your most common profession but then tie it back professionally and how it relates to the position. For example: “When I’m not working, I love to spend a lot of time with my 2 year old daughter, take her to the park, play dates with other kids and watch movies with her. To me it’s fascinating how in the moment and curious she always is, as adults I think we lose that sense of “being in the present and curiosity.” Being with her has helped me grasp that again and it’s helped me perform better on the field as I’m always focused on the task at hand and if there’s something I don’t understand I’m not afraid to ask and research for answers".

Tell me a little about your experience? This question will most likely stem from the above question. Sometimes, they’ll just expect you to go straight into your professional experience after telling them a little about your self without asking, just read the situation and act accordingly. Make sure you go over exactly what’s on your resume and highlight the accomplishments & lessons that are relevant to the employer and job position. For example, if you’re a recently retired athlete going for a B2B sales job: “I’ve been a professional rugby player for the past 8 years, playing at the highest levels in Australia, France, England and Japan. During this experience, I’ve developed relationships with many people across different personalities, behaviors and cultural backgrounds. I was able to forge strong relationships due to my ability to adjust to various different personalities and empathize with a variety of different people. I believe this same skill is essential to succeed in sales – you need to be able to forge relationship with different decision makers.”

Why do you want to work in sales? With this question, always tie it back to how the current role you’re going for has elements you’re passionate about from sport. Pick 1 or 2 things you would enjoy, that would challenge and fulfill you and expand on that. For example: “Due to playing pro sports I’ve developed a highly competitive spirit. I’m always chasing wins and goals. Now that I’m retired, I believe sales will fill that void – winning deals and chasing targets, I need that adrenaline rush again. Also, I’m a people person, I love meeting and interacting with people.”

What do you know about our company? This goes back to point 2. Make sure you research the company and don’t be afraid to have some dot points written down on a note pad which you can take with you to the interview and use as a reference. Make sure you’re only using your notes as reminders or reference and keep eye contact with the interviewer as much as possible.

Why are you leaving your current job? Don’t forget the delivery of this answer is just as important as its content (this goes for all the answers), so make sure you practice out loud and tailor your answer to your situation. Avoid bad mouthing your previous employer and avoid using phrases like “more money,” “seeing what’s out there,” and “my boss was bad.” If your an ex-athlete with a few years business experience, focus on “I’m seeking bigger opportunities to grow my career and achieve my professional & personal goals.”

What are your strengths? Remember, the main reason employers ask this questions is to find out if your skills meet their needs for the company and job requirements. Hence, why it’s highly important you research the company and know exactly what’s required on the job. For example, if the job description requires someone who is a “hunter” and “not afraid to pick up the phone”, highlight this as your strength and give a specific example on how you’ve done that in your previous job. If you’re a recently retired athlete, focus on your proactive (go getter) attitude and ability to speak in front of large groups, that is the equivalent of a hunter and someone who’s not afraid to pick up the phone.

What are your weaknesses? Best way to answer this is to mention a skill you’re lacking, that is not an essential skill needed to be successful in that particular job, but then come up with a way you are turning it into a positive or something you’re currently doing to better yourself in that area. For example, if you’re going for a sales job: “My administrative skills in areas such as Microsoft Excel and Powerpoint are not the best, however I am currently taking weekend classes to get better.” Avoid stating a weakness that is a key skill in being successful in the job, for example if you’re going for a sales job, never say “I’m not comfortable in talking to people or I don’t feel comfortable presenting to a large group of people.”

How will your skills and experience transfer to the job? There is a variety of ways you can answer this questions. The best way is to know the job description and tailor your answer to that. As an athlete, you’ve built a variety of skills that will transfer perfectly into business: Example 1, example 2, and example 3 all have great insights which you can use to answer this questions.

Give me an example of something that challenged you in your previous experience and how you overcame it? Similarly to talking about your weaknesses, come up with something that you found challenging and how you overcame it. Study the job description and find something you think would actually challenge you and give the employer that specific example. For example, if the job description states “must be able to build relationships with high level CEOs. Give an example of how you were forced to mingle with various business owners (sponsors) at your team’s networking events. You initially found it daunting but prior to the event did some research on best ways to act & mingle at business networking events, implemented your studies and made quite an impression on the sponsors. How do you know you did? Your coach received some great feedback on your communication skills and likability.

Other questions to be ready for: How do you handle failure? How do you handle success? How does this job fit with your career plan? How would your peers describe you? What motivates you? What are you passionate about? What sets you apart from other candidates? Why should we hire you? Describe a time when you had a heavy workload and how you handled it?

5. Have 3 predetermined answers ready to go : Like a politician, if you ever get stuck on a question, have some extremely generic answers ready to go to bail you out of a tough situation. Remember, use your common sense about when you can use these and how. Be savvy enough to slightly adjust the answer to the question. As a retired athlete, here are the best 3 answers to have ready to go – 1. I’ve been a professional rugby player for the past 8 years, playing at the highest levels in Australia, France, England and Japan. During this experience, I’ve developed relationships with many people across different personalities, behaviors and cultural backgrounds. I was able to forge strong relationships due to my ability to adjust to various different personalities and empathize with a variety of different people. I believe this same skill is essential to succeed in sales – you need to be able to forge relationship with different decision makers. 2. What’s enabled me to become a professional athlete and succeed at the highest level is my dedication to hard work, time management skills, competitive nature, resilience and mostly my drive and hunger to succeed. I believe it’s those same principles that will enable me to succeed in business. 3. Sticking to a process and having good daily habits is key to success. For example, I would train at the gym on Monday, Wednesday and Friday mornings. On-field training is on Monday and Thursday arvos. Physio and message is Friday arvos. Doctor & dietitian visit is Mondays. I would also break down each training session so I know exactly what I’m doing and how. Even my rest days have a process I followed. I found by following a set process and putting tailored good habits in place it enabled me to generate positive outcomes. Within the first 3 months of this role, I would work out the best process to follow & habits to put in place to produce best results

6. Have some questions ready to go : Towards the end of the interview, the interviewer will ask you if you have some questions for them. You should 100% have some questions. It shows you care and also that you are prepared. Again, there’s nothing wrong with bringing a notepad with you with some of these questions written down. Some questions to ask are:

Would I be part of a team and if so how many people on my team?
What are some attributes or habits of your most successful employee?
For those that are not performing as well, why is that? And how do you help them get back on track?
Where do you see the company in 5 years time? What are some goals you have for the business in 3, 5 and 10 years?

Remember, the person interviewing you is just as nervous as you are. They are hoping you do well as much as you are hoping you do well. They want to find any reason to hire you. Hiring is a tough process, the longer they take to fill the position the more money they are losing and the more pressure they have to find someone ASAP! Another thing to remember, they’re hoping you like them and the company as much as you’re hoping they like you. You are also interviewing them because their business values and culture needs to align with your values and wants. So, relax and breath because the person interviewing you is probably more nervous and has more pressure on them.

Bonus Tip: After the interview, send a follow up email to the interviewer thanking them for their time and how excited you are of the potential of working with them.

Top 5 jobs for retired athletes

Thu, 08 Nov 2018 06:59:16 GMT

Top 5 jobs for retired athletes

Retiring from professional sports can be a daunting and confusing time. It can be especially hard if you’ve never really thought about a career outside sport. You’re about to enter a whole new world, try to conquer new mountains…but probably have no idea what world you want to enter or what mountain to climb, so you feel overwhelmed and for the first time in a long time a little uncertain.

That’s OK, a lot of athletes feel this way. However, know that there are numerous opportunities for your post-sports career and variety of ways to stay challenged, fulfilled and ultimately successful.

To ease your mind and point you in the right directions, here are top 5 career choices to consider after retiring from professional sports: (ex-athletes tend to enjoy, transition easier and succeed in these jobs. Business ownership or contracting is not considered, full time employment is. Sports commentating, coaching or ownership are not considered as it’s an obvious choice for those who have the luxury. Money is not the biggest factor, however it’s combined with fulfilment, enjoyment, success and ease of transition. Generally, qualifications or industry experience is not required in these jobs, however your experience as a pro athlete helps).

Sales – A career in sales allows you to work autonomously, grow your salary fast and once you become really successful, set your own hours. One of the biggest aspects of sport you will miss is the adrenaline rush. Sales definitely fulfills this void – finding customers to purchase your product, presenting your pitch in front of large groups, winning and losing deals, receiving large sums of money as bonuses – at first it’s scary and daunting but as you step across the lines becomes exhilarating and exciting! To be successful in sales you must possess resilience, a competitive spirit, be fearless, set goals and chase targets plus be comfortable talking with people. As most athletes possess these attributes, hiring managers jump at the opportunity to hire an ex-athlete. If you goal is to one day run you own business or pursue an entrepreneurial venture, Sales is by far the most fitting career to prepare you for entrepreneurship – teaches you how to sell and network. Variations of sales include: Business Development Manager, Sales Rep, Account Manager, Relationship Manager, Account Director, Executive and Lead Generation.
Business Administration – If you’d like to ease yourself into the business world and gain some experience before tackling roles with high expectations & pressure then an admin role is perfect. Whereas sales is mostly outgoing and being proactive, an administrator role is the opposite – dealing with incoming customer questions, answering the phone, data input, processing electronic files, following directions and supporting sales teams through drafting presentations or organising pitches. This is a perfect entry level role for someone who’d like to develop business acumen & awareness, observe how the office environment works and how to communicate in a business setting. Basically a warm up or stepping stone whilst you figure out what mountain to climb and what post-sport career to conquer. It’s a great way to learn basic business processes, gain experience and prepare yourself for the next big thing. Variations of administrative roles include: Administrator, client services, business support, sales support, receptionist, internal sales, customer support, coordinator, customer care officer and inside team sales rep.
Community Development Officer – If you’d like to make a difference in your community and give back, this is a perfect role. Typically working for the local council, charity or non-forprofit organisation your role would be to organise community events within sports and recreation and education. Promoting healthy living and community engagement amongst different age groups, ethnicities, groups of socioeconomic status, gender and schools. Being proactive in community planning and development, this role is for those who want to influence other’s lives for the better and create a postive environment within their community. Being a former athlete, people in the community already look up to you and are more likely to pay attention and be influenced by your actions. Required skills are interpersonal communication, relationship building and influencing, strategic and creative thinking but ultimately commitment to community development and well-being. Variations of Community Development include: Community liaison officer, Community Support, Inclusions Officer, Community well-being Officer, Social Worker, Social Support, Mentorship, Boys and Girls Club Manager, Case Manager and Community Coordinator.
Digital Communication – Being a pro athlete you’re often in the public eye, therefore a role model & influencer for a lot of people. Naturally, your social media following is large and you’re often engaged through your social networks ie: Insta, Facebook and Twitter. Most athletes are savvy enough to realise they can use their social followings to promote various brands that fit with their values and beliefs. As we live in a digital world, businesses invest heavily on savvy social media experts to run their social media sites and grow followers through engaging content, effective communication and interactive posts. Some hiring managers might require relevant university degrees, however your experience growing your own social media following can suffice. Examples of various digital communication roles include: Digital marketing Manager, Digital Marketing liaison, Digital Coordinator, Communication Director, Digital Communication Officer, Social Media Director, Online Marketing Manager and Digital Communication Officer.
Head of Performance – Reaching the very highest pinnacle of sport is what every kid dreams of. The fact that you’ve done it makes you an expert on the process and path it takes to become a professional athlete. That is why pro athletes are perfect candidates to be in charge of junior development for various different sporting associations. For example, there are various junior basketball and soccer associations around Australia (some privately funded and some government funded) that all compete at a high levels in their cities. Each association has one person who is in charge of developing their junior athletes – retired pro athletes are the perfect mentors/coaches for these young athletes. Typically, these roles have a low financial ceiling, however they’re extremely fulfilling and it gives you an opportunity to give back to the sport. Example of other head of performer roles are: CEO of association xyz, Head of Development, Head of Junior Development, Elite Program Coordinator, Association Director, Director of performance & development and High Performance Director.

Other roles suitable for athletes: (these jobs require further education and qualifications)

Fitness Coach – Requires helping people reach their optimal fitness, lose & gain weight or achieve fitness goals. Other titles include personal trainer, exercise coach and health and fitness liaison. Places like the Australian Institute of Fitness allow you to get quailified within 8 weeks.
Dietician – Helping people reach their optimal health through food. Other titles include nutritionist and health coach. There are variety online courses that will help you get qualified.
Teacher – Requires a 4 year university degree. Athletes are great mentors for the next generation. Being a teacher enables you to enrich other’s lives.
Public Relations – You are responsible for the image of the company and how the public perceives the brand. Job duties include writing media articles, talking to the press (all to familiar for athletes) and giving public talks. Typically requires a marketing or communication degree.
Recruitment Consultant – It’s exactly like being a sports agent but in the business world. Connecting people with businesses who require staff that meet their hiring needs. If you do well, your salary can be doubled and tripled in very little time. Typically doesn’t require qualifications but you need to be outgoing and entrepreneurial.

Why and how athletes benefit from cold calling and b2b sales

Wed, 10 Oct 2018 07:07:21 GMT

Why and how athletes benefit from cold calling and b2b sales

After retiring from professional basketball, sales was the last thing on my mind. I never even thought about it nor gave it the respect it deserved. Firstly, I never even thought about a career outside sports but with a degree in Communication, upon retirement I thought PR, marketing or journalism were the best paths. Sales was by far the most distant thought and an undesirable career choice.

I was wrong!

Sales is a profession requiring resilience and skill. It’s built on empathy and discipline. It is the art of connecting, listening and engaging with another person. Sales is human engineering — Solve problems through conversation, that’s all there is to it.

Sales enabled me to connect and build relationships with some of Australia’s most successful business owners. It taught me the art of negotiating and public speaking. It helped me understand business processes and how to build a business from nothing. Whereas sport helped me tap into my physical + mental energy, working in sales enabled me to tap into my cognitive energy. Most importantly, it taught me the most essential skill in progressing my career and/or running my own business – how to sell!

Here are some benefits of cold calling and working in sales:

You build a network – Not only are you selling your company’s product, you’re selling yourself. Sales give you the opportunity to build your own network and get paid for it. Most likely, you’re connecting with high level executives, hiring managers and decisions makers. You never know when someone you connect with now, might be someone that helps you out in the future – use as a reference for a future job, someone you might work for or your first client in your own business. So keep a database and notes of everyone you meet and stay in touch.
It builds resilience – Most pro athletes are resilient, that’s why they’re a pro athlete! Working in sales teaches you business resilience. It’s hard work and there’s lots of rejection involved. It’s like baseball – 3 hits out of 10 at bats is amazing! Same applies in sales – 3 yes’ out of 10 tries is brilliant. The positives definitely outweigh the negatives, but the negatives will outweigh the positives if you let them. You keep searching for the “yes” and learn from the “no.” Highly essential skill to have in business!
Public Speaking competence – Sales forces you to become an expert in public speaking…and you get paid for it! You’re constantly presenting or pitching to a group of people, negotiating with decisions makers, meeting with high level executives and holding internal talks. You have to constantly refine your communication Skills. Your company will most likely send you to various public speaking courses and provide extensive training. Eventually, you become an expert in public speaking & communication and a confident negotiator.
It replaces the adrenaline rush you had – As an athlete, game day is one of the most exciting days of the week. The anticipation & preparation leading up to game day is intense and process driven…but you love it, it keeps you “alive.” All that hard work leading up to game time is expressed during the game and it’s such an adrenaline rush!! Your performance determines whether you win or lose and you love the responsibility. Mostly, you love the feeling of winning! That same process and feeling happens in sales – you follow a strict process to find clients & customers. Once you find them you have a big presentation Friday morning to convince the client to purchase what you are selling. That is a huge adrenaline rush! Then the client has a week to think about your pitch and you start anticipating whether they’ll buy or not. You follow up a week later and they say “yes”, it’s an exhilarating feeling! You’re winning again and the rewards are uncapped $$$. Sales replaces the adrenaline rush & winning feeling from sport!
Sales teaches you how to sell & make money – Ultimately, sales teaches you the most essential skill needed to advance your career and/or start your own business – how to sell yourself and a product or service. Through listening and asking for constant feedback, you can always learn from every failed sale. Eventually, you learn to perfect your pitch and negotiation skills, hence become a confident and skilled negotiator. This is an essential skill when you are interviewing for a promotion or job that offers a higher salary but most importantly if you’re ever going to start your own business you need to know how to sell. Working in sales, you’re essentially on the front lines. The amount of sales you make in any given month, determines the revenue the business you work for makes. This enables you to see the process of selling a product or service from start to finish and play a part in the strategy sessions. I can’t think of any other environment to be part of where you get to learn how to run a business, sell your product & service…whilst getting paid for it!

If you’re a pro athlete and not sure what career path to go down upon retirement, definitely consider sales!

If you want to explore the sales industry now, get in touch with the team at Athlete2Business – info@athlete2business.com.au

How to structure your resume

Mon, 01 Oct 2018 07:12:01 GMT

How to structure your resume

When applying for jobs, it is extremely important that your resume is of a high professional standard. Although the purpose of a resume is to highlight your experience and expertise, you are instantly judged by your written communication skills and creativeness. First impressions DO count!

Whether you’re an athlete transitioning into a business career for the first time or you’ve got multiple years experience, here are some tips on creating a professional resume and making sure you’re putting your best foot forward:

Have a short and concise career summary section which highlights your professional sports background and how the skills you’ve developed as an athlete have & will enable you to succeed in business. Believe me!…Hiring managers absolutely love elite athletes. If they see that on your resume, they’ll pay extra attention to it and consider you over other applicants.
Structure your resume wisely : Hiring managers read 100’s of resumers for each role. Generally, they skim through the resumes and spend about 25 seconds on each. Highlight what’s relevant & important, be smart about your formatting, use wide margins and bullet forms, bold & italics for titles. No more than 4 pages.
Tailor your resume to the job description: If they’re looking for a hungry & motivated individual with a hunter mentality, your opening line in the summary should be, “I’m a hungry & motivated individual who’s always been a hunter.” Carefully tailoring your resume shows your listening and comprehension skills. Of course, this is a case by case scenario.
Identify accomplishments, not just your job descriptions: Focus on what your accomplishments on the job were, not just your duties. The description & duties for each role should be about 2-3 sentences, the rest should be quantifying the value & accomplishments you brought to the company. Instead of “convinced various businesses to purchase our software,” write “brought on board 2-3 new businesses per month.”
No more than 3-4 jobs on your resume: Changing jobs regularly does not look good. It shows you have no commitment nor patience. Focus on 3 or 4 jobs you did that are relevant to the job you are applying for and expand on those experiences. No need to mention every single experience you’ve had to date!!

Below is an example & guide on how to structure your resume for an Account Manager role within the advertising space (if you want a professionally tailored resume for you and your niche, get in touch with the team at Athlete2Business – info@athlete2business.com.au)

John Smith

Sydney NSW 2000

04324987092

Johnsmith@hotmail.com

CAREER PROFILE:

A former professional athlete who’s transferred his work ethic into business and become an experienced and result driven Account Manager, with strong business relationship management experience and the ability to develop creative marketing and advertising strategies with agencies, local businesses and community groups.

A highly disciplined and professional approach to all work, backed by sound communication skills has resulted in the development of profitable and sustainable business partnerships.

KEY COMPETENCIES:

High level sales and negotiation skills

Proven experience in delivering sales. A demonstrated ability to build relationships, negotiate with stakeholders and achieve outcomes.

Honesty, integrity and strong work ethic

Possess strong ethics and have inherent understanding that honesty, integrity and hard work foster and build long lasting and sustainable business relationships.

Demonstrated creative and strategic skills

Demonstrated creative and strategic skills within a business-to-business environment. Development of key advertising initiatives and implementation of strategic plans for clients from various industries.

Strong business acumen

A lateral thinker who understands business, marketing and strategic direction. The ability to see opportunity to bring groups together and broker partnerships to get the desired outcomes.

CAREER OVERVIEW

EMPLOYMENT HISTORY

Date Length (2016-2017)

Company, location (Microsoft, Sydney)

A quick 1 paragraph summary on the company (what they do and how, highlight successes)

Job Title (Account Manager)

Key Responsibilities

Maintain and grow key stakeholders while finding and securing new business
Responsibility 2
Responsibility 3
Responsibility 4

Key Achievements

Consistently achieving budget and bringing in the most new businesses amongst 28 account managers
Achievement 2
Achievement 3

Repeat above layout for employment experience 2 and 3 (and 4 if absolutely needed)

PROFESSIONAL DEVELOPMENT

Education/training 2

Education/training 3

SOFTWARE COMPETENCIES

Microsoft Word
Microsoft Excel
Microsoft Powerpoint
Microsoft Outlook
Sales Force

COMMUNITY WORK/PROFESSIONAL MEMBERSHIPS

Any charity work
Boys and Girls clubs
Mentoring programs etc
If still playing elite level sports, list here

PERSONAL ACCOMPLISHMENTS

Pro athlete (list sport and years)
Fitness goals reached (climbed mountain, completed marathon etc)
Mentoring young athletes

INTERESTS & HOBBIES

Movies
Books
Gym

REFERENCES UPON REQUEST

The first 4 years after pro sport retirement

Wed, 12 Sep 2018 08:49:39 GMT

The first 4 years after pro sport retirement

Transitioning from professional athlete to business professional can be a very daunting time. Especially if your whole sporting career has centered around one main focus and goal – being the very best professional athlete you can be. Unfortunately, and understandably so, the majority of athletes in today’s pro sports industry do little to nothing to prepare for a career after sports.

This is understandable, as to be the very best in your sport you need to work on your game day in day out, have minimal distractions and have a single focus. Of course, this is a common misconception but it’s how most athletes think.

That’s why after retirement athlete’s are hit with a harsh reality – “What on earth do I do now and how!!”

If you’ve never focused on anything outside your sport, this reality can be very hard to come to terms with. However, if you don’t tackle this reality head on, it can be a downwards spiral towards long term unfulfillment and a life of struggle after sport. That’s why the first 4 years after retirement are highly critical in setting yourself up for a successful career in business and a fulfilling life!

Here are some tips to ensure the first 4 years are the best they can be:

Forget about passion – Playing your sport is something you’re highly passionate about. Outside your family, nothing else compares to that level of passion. So when “playing your sport” stops and you’re forced to do something else, it’s weird, sad, shit and uncomfortable to be doing something you’re not as passionate about. Well…get over it!! You’re not going to find that passion right away and probably not for a long time! You need to learn to “do” and “perform” in something you’re not passionate about. Eventually once you discover that passion you’ll work harder because you’ll appreciate the hard work it took to get there so for now…
Focus your attention on learning – As mentioned in point 1, you’ll most likely hate your first few jobs, however, the hate & lack of passion can be controlled by shifting your attention on learning. Knowing that the universe has bigger plans in store for you, for now focus on learning as much as possible in your current job. Nothing beats real life experience. These days if you have 15 degrees, masters, published articles, honors etc the first thing an employer asks in an interview is “what experience do you have?” Well…soak in and pay attention in your current job experience – perfect your communication, written skills, computer skills, internal coms, business acumen, sales pitch, admin, how to negotiate and much more. Look at it as a 4 year university course where you actually get paid! What you learn now, will make you better later!
Read non-fiction books – Immerse yourself in self help & business books & podcasts. On your commute to and from work read and listen to podcasts about business and entrepreneurship. This is on the same theme as point 2 but it will help you discover what you really want to do. The same way you worked on your game in sport, this is how you work on your business game! Podcasts that helped me (when I say helped, I mean dragged me out of the gutter after being broken due to retirement and helped me discover my passion outside of sport) are The School of Greatness with Lewis Howes , The Tim Ferris Show and The Smart Passive income Show! Highly recommend all 3!! Changed my life!
Take Public Speaking Courses – One of the biggest challenges athletes face transitioning into business are confidence and business acumen. This could be confidence in job interviews, on the job presentations, business negotiations and more. To ensure you perfect these skills faster take different public speaking courses. Take some general classes and business specific ones. There’s nothing that builds confidence more then facing your fears head on! In the first 4 years, you should be taking 3-4 public speaking courses per year.
Work on your digital & paper resume – Get your resume professionally done! Your resume is what makes the first impression. Take some time and invest $200-$400 in getting your resume professionally done as the return on investment can be astronomical! Along the lines of first impressions and showing your “personal business brand” you must be active on LinkedIn. Study on how to use LinkedIn and leverage its power to grow your business stock and hireability.
6 months rule – Along the common theme of hating your first few roles in business and struggling to find fulfillment you will have a strong urge to quit your job within a week. As mentioned in point 1, you need to get over yourself, the lack of passion, the hate and just get on with the job. For the reasons of, chopping and changing jobs looks HORRIBLE on your resume but more importantly to really take advantage of point 2, you need to give yourself at least 6 months so you can learn as much as possible! Remember, it’s a paid university course…not a free education…they pay you to learn!!!
Grow your network – In business, it really is who you know more then what you know! Referrals help you get sales! Staying in a role for as long as possible is great so you can learn more, however, it is even more important so you can grow and develop business relationships. Who you meet now might be the exact same person that helps you 4-5 years from now, or becomes your first customer when you start your own business! Other ways to grow your business network is by attending networking events, being active on LinkedIn and joining networking groups.

Why you should hire attitude over experience

Sun, 26 Aug 2018 08:55:30 GMT

Why you should hire attitude over experience

With the money circulating in today’s professional sports industry, we can come to 2 conclusions:

The public prefers live sports as their most desired form of entertainment.
Businesses are recognising this, therefore sponsoring/investing in pro sports teams in order for their brand to be seen.

Due to this, there are now more professional sports teams and athletes then ever before. To give you an example, most countries in Europe will have at least 3 divisions of pro leagues in soccer and basketball with at least 10 teams per division. That’s only 2 sports and just Europe – the growth is on a world scale and across many sports.

As the pro sports industry grows, participation & competition from grassroots is higher then ever. Therefore, there is still one common statistic that remains the same – less then 1% become pro athletes!

In order to become a professional athlete you must resemble some serious grit, perseverance, resilience, confidence, determination, work ethic, teamwork, leadership skills, competitiveness, ability to handle adversity and much more!

This is why athletes tend to succeed in business – the transferrable skills & attitude learnt from sport give them the ability to become the best performing employees, managers, entrepreneurs & business owners. However, a lot of hiring managers miss out on the opportunity to employ athletes transitioning from sport because they prefer someone with industry experience. Here is why that’s wrong and why they should consider athletes :

When hiring someone only because of their industry experience, you must question the candidates’s loyalty: did you offer them $10-15k higher salary and they accepted? Do you really want to hire someone motivated by money only? They’re most likely not loyal, therefore when your competitor offers them more money they’ll leave you too!
Only considering someone with industry experience eliminates the chances of innovation & different perspective: You’re completely closing the door to a number of superstars from other industries who could bring a different prospective & strategy to drive your business forward.
Showcase your leadership & management ability: I get it, the goal of every business is to grow and drive revenue. The easiest way to do that is to hire people with industry knowledge, who you don’t need to train, they can hit the ground running. However, to truly dominate in business you need the exact attitude athletes posses described above – that’s very hard to find. Be a manager & leader, if you have the opportunity to hire someone with grit but no industry experience, invest in a solid 3-4 months training regime and watch your hire turn into a superstar in 12-24 months time. Although you might not see an immediate return, the revenue will flow in the long-term.
Studies show athletes are high performers beyond sports across a diverse range of roles : As opposed to a non-athlete, elite athletes were found to be more confident in carrying out broader roles across the workplace & open to organisational change . Athletes are better at identifying opportunities, taking action and persevering until results are achieved. These individuals also have potential to be future leaders & influencers and deliver indirect benefits to the performance of their colleagues which leads to the whole team raising their game.
Athletes create a fun & vibrant culture in the workplace: Working alongside world-class athletes lifts overall workplace morale. Their healthy lifestyle habits (diet & exercise) rubs off on other employees and promotes a more efficient workplace. Their motivation and overall determination to achieve results filters to other co-workers and facilitates business growth. Also, their likeable nature and fun & loving personalities creates a great workplace culture, not to mention it’s also great PR for your business.

So next time you’re hiring, as opposed to taking the easy road and hiring industry experience, be innovative & forward thinking and consider the benefits of hiring the right attitude and how that drives long-term business growth.

5 ways athletes can prepare for a post sports career

Tue, 24 Jul 2018 10:43:33 GMT

5 ways athletes can prepare for a post sports career

Being a professional athlete is a dream job! It’s one of the most exciting, fulfilling and rewarding careers one can have. However, it doesn’t last forever, in fact it’s very short. The average career of a professional athlete lasts 5-7 years. Most athletes live in the moment and focus on their next game or race and hardly ever focus on a career after sport.

Here are 5 ways athletes can set them selves up for a successful career after sport:

Education : Studying a part time course whilst playing is a great way to build other skills and start discovering passions outside of sport. Pro athletes have already developed certain skills or are better at then others in – time management, extreme discipline, elite dedication, working in a team, determination and resilience – adding an educational course to this resume looks advantageous to potential employers but more importantly teaches you new skills. If you’re unsure where to start, googling “part time study,” gives you plenty of options. If you’re unsure what course to take – communication studies or business administration is a great start to build business acumen and general confidence.
Media interviews : During their career athletes appear in the media numerous of times. Whether it’s in interviews, articles, TV shows or documentaries, being the public eye is a common occurrence for an athlete. Portraying yourself in the most professional manner, whilst also expressing your personality can be a huge advantage in setting up a successful transition into a post sports career. As you never know who is watching – potential future employer, sponsor, investor etc – showing sound communication skills, intelligence and carrying yourself professionally & with utmost maturity looks impressive. This is why a public speaking class is a great idea!
Create a LinkedIn account : These days, a LinkedIn account is your professional resume. If you don’t have a LinkedIn, some employers won’t even look at you! The good news is that athletes have a great reason to start a LinkedIn page and it’s very easy to set up . Most people use LinkedIn to connect professionally, grow their network, show off their resume and most importantly read motivational and self improvement tips. Who better to teach about motivation and self improvement then an athlete!! As less then 1% make it professionally in their respective sports, it takes some serious determination, hard work and discipline to achieve “professional athlete” status. People want to hear your story and learn your routines and habits in how you achieved success. Posting motivational and self improvement content on LinkedIn is a great way to grow a following and potentially discover a career after pro sports.
Networking : The saying “it’s not what you know but who you know,” is often said for a reason. Developing relationships with as many business minded people as possible gives you an advantage in being set up for a career after sports. The best way to develop relationships with business owners, investors, CEO’s and entrepreneurs is by attending networking events. Whether it’s a sponsor’s event, club or sporting organisation, community or local council chamber of commerce, the bigger your network the more opportunities come your way post sports. Inviting a local business owner or entrepreneur to a game, race or sporting event (if you are allowed ticket allocation for friends and family) also goes a long way in opening up opportunities for a post sports career.
Starting a side gig : With technology and the internet, it’s now easier then ever to start your own business. In fact, more then 40 million people in the U.S. alone have a side business along with their full time work. Whether it’s an online retail business through shopify or a face to face consulting business, with patience, hard work and time management it’s all possible. As athletes, growing your brand and getting your business name out there can be done through your social media streams and network of fans. With a side gig, you have nothing to lose and everything to gain. At the very least, it will be a massive learning curve and give you business experience. For ideas and “how to” on side gigs check out these podcasts.

Adaptability to change through feedback

Sun, 08 Jul 2018 10:48:28 GMT

Adaptability to change through feedback

Athletes’ ability to adapt to change moments after receiving feedback is remarkable. Here is an example:

A basketball team might have a big final in 3 weeks time. Their systems, strategies and style of play for the past couple of years is the reason they’ve made it to the final. Their daily training sessions have all had the same principals and routines which the players have implemented into games perfectly. Each player has a different role and understands that performing their designated role to perfection ensures the team’s success. It’s all been working so far as the team has been very successful so there’s no reason to change anything.

Fast forward 3 weeks and the big final is here. The first half has played out and the team is losing. Their usual strategies and principals are not working, actually it’s the reason they’re losing. The coach gives a big half time speech, changes their strategy, assigns different roles to players and stresses the importance of performing this new strategy in the 2nd half to ensure they get back in the game and win. The players listened, adapted to their new strategy within minutes, executed it, and ultimately won the game! The players could’ve complained, not listened to coach, spoke back aggressively, disagreed, failed to perform a completely new strategy that was implemented only minutes ago…but no…they kept shut, took the feedback on board and successfully performed their new tasks which ultimately led to the team winning the final!

This a common trait amongst athletes from all sports. Their ability to listen, accept feedback and instantly change and perform new strategies is highly desirable.

This same trait is why athletes are successful in business. The business world is ever changing – new and emerging technologies, economic & environmental changes, new competition, staff turnover, new hires, company re-structures, market fluctuations, stock market crashes, new CEO implementing new sales goals & strategies and so on. The company’s employees ability to adapt to change, accept feedback and implement new strategies swiftly and successfully determines whether or not the company surpasses their competition and rises as market leaders in their field.

Especially in today’s business landscape, no matter what business you’re involved in, due to emerging technologies your strategy will constantly need changing and adapting. Having employees that are disciplined enough to accept that, gives you the upper hand in business. Get on board with athletes!

How to transition from being a pro athlete to a successful business pro

Thu, 14 Jun 2018 11:17:01 GMT

How to transition from being a pro athlete to a successful business pro

As a professional athlete you were loved and idolised by your fans, teams and coaches (most coaches anyway). You were financially rewarded and were extremely good at what you do. People went out of their way to be around you – brands, agents, advisors, businesses all wanted to be associated with you.

That’s all in the past now, today you are retired from your sport. Especially if you’ve recently retired, you are probably not thinking about what’s next yet…but trust me, that will come at you very fast, like a ton of bricks! There will be a morning you wake up and think “Shit, what do I do now?”

The transition from being a professional athlete to a business owner or employee can be extremely daunting and challenging. You’re used to people saying “yes” to you, agents taking care of your needs, coaches giving you direction, assistant coaches setting up your daily & weekly schedules, scouting reports on other teams/players drawn up for you, people taking care of your needs at every turn, all you gotta do is turn up and play….all the sudden that’s all GONE! You’re agent is too busy looking for his next superstar athlete, coaches are focused on current players and now you’re not sure who to trust with your money or who to turn to for advice.

Less then 1% of the population become professional athletes. Millions of people try and yet you are one of the few that gets to live out your childhood dreams. The amount of commitment and effort it takes to become less then 1% in any field is ridiculous. Any employer would love to have that level of commitment in their business. Other skills you’ve developed in your sport can be easily transferable to business and the non-athlete candidates you’re going up against may not possess – team work, social awareness, handling media, speaking in a public environment, answering tough questions live on TV, competitive AF, resilience, handling losing, coachable and much more.

You’re extremely likeable, people want to be around you and hear your story. This is why networking is a great way to meet business professionals and hiring managers. Leveraging your LinkedIn profile can help you land your ideal job. The ability to network, build and maintain business relationships can really set you apart from other employees. Being active on LinkedIn, attending networking events, joining your local chamber of commerce are all great ways to create a reputation in the business world.

When networking, your selling points are: “Public speaker, motivator, retired pro athlete, financial and equity analyst, business development manager, relationship manager.” These are all experiences you’ve had as a professional athlete: speaking to groups of people, motivating community groups, dealing with large amounts of money, networking with sponsors and attracting members.

There are many opportunities for retired athletes. Ride the wave of confidence from being a pro athlete, keep an open mind and attack the only way you know. Trust me, pro athletes become even better business professionals!

Why athletes need another career plan

Tue, 05 Jun 2018 11:28:41 GMT

Why athletes need another career plan

Being a professional athlete is one of the most fulfilling and amazing careers ever! You’re playing a sport you’ve loved playing since you were a kid and now you’re getting paid well for it. Most people dream of being pro athletes, yet less then 1% become one. Fans adore you, people look up to you, kids idolize you, you’re a role model, everything is given to you and most athletes get to travel the world. Of course, you worked hard to get to that level and you deserve it.

However, know that being a pro athlete is a short career and be savvy enough to start planning for Another Plan A . Reality is, most athletes don’t make enough money throughout their careers to support themselves and their families post sports.

Here are the average salaries and length of careers in the major Australian professional leagues:

NRL : Average salary $313k, average playing career 3 years.

AFL : Average salary $371k, average playing career 6 years.

Domestic Cricket : Average salary $234k, playing career 6 years.

A-league : Average salary $99k, playing career 6-8 years

NBL : Average salary $79k, playing career 5-7 years

Remember, this is the average and not the median which is slightly lower. (most athletes are not lucky enough to have an “average career”)

Let’s take best case scenario here, which is AFL: if you play for 6 years you will earn $2.26 million. Of course, with cost of living, rent, other bills, entertainment, being conservative let’s say you keep $1.5 million. Average cost of housing in Sydney is just over $1 mill, so you still don’t make enough to buy a home. Plus, let’s say you retire at 30, you still have 70 years ahead of you so the $2.26 mil of course won’t cut it. Clearly, this is all common sense and simple but must be said to emphasise the importance of why athletes need to start planning for a post sports career, during their sporting careers.

The good news is, the skills and attributes you built in sports are highly desirable and sought after by many businesses and hiring managers. You know the meaning of hard work, you listen, you’re resilient, competitive, hungry for success and very persistent – to name a few.

Enjoy your sporting career whilst it lasts, as it’s an unforgettable period of your life. However, in order to secure a smooth transition into a post sports career, the preparation needs to start whilst you are a pro athlete! Start searching for a passion outside your sport , so when retirement (or god forbid injury) comes you are ready to transition into another career.

5 reasons why employers love athletes?

Wed, 30 May 2018 11:33:31 GMT

5 reasons why employers love athletes

Retiring from your sport can be a heartbreaking, emotional and tough time. Something you’ve been so passionate about for a long time is coming to an end, yet you’ve got your whole life ahead of you. The uncertainty of transitioning into a new career , no matter who you are, can be scary and nerve-racking. However, here’s something to ease your nerves and create a little excitement around retirement – EMPLOYERS LOVE ATHLETES! Businesses want to work with you and be around you. Athletes are highly desirable and here’s why:

You know how to work within a team : Every business has teams of employees who have one common goal. Each employee in those teams is given a role to perform. What determines the success of a team is how well these employees can work together to reach that one common goal. Whether you were a pro athlete in a team sport or individual sport, no athlete can succeed or get ahead without working with their support teams. Business owners admire your “working in a team” experience and want your expertise.
Your time management skills are exceptional : Wake up, stretch, breakfast, training, physio, gym, community work, lunch, massage, 2nd training, media duties, team practice, dinner, study/work/read, stretch then bed. Repeat! Depends what sport you play, game day is obviously different. Being a pro athlete/student athlete is full on….being a successful business person is no different. Business owners know what you’ve been through and want that culture apart of their teams.
You’re resilient and battle through adversity : As an athlete you’ve lost and failed many times. You’ve been cut from teams, you’ve failed to reach milestones, you’ve missed many shots but that is the reason you succeed. You don’t take shit personal, you just keep going onto the next one. This mentality is highly desired by employers as you’ll fall many times in business too. It’s your ability to bounce back and fight that attracts hiring managers.
You’re coachable : As an athlete you must learn to listen and apply what you’ve learned in action. Business owners desire those who can listen, learn and apply what they’ve learned as promptly as possible.
Extraordinary work ethic : To become a professional athlete or a student athlete you must be in the 1 percentile in your field. There are literally millions of people who dream of being professional athletes and performing at elite levels. The percentages of becoming a pro athlete are extremely low. To become one you must work harder then millions of people. What business owner doesn’t want that work ethic in their business culture??

So retiring from your sport should also be exciting as doors to many opportunities will open up!

About athlete culture

Tue, 24 Apr 2018 11:44:30 GMT

About athlete culture

Retiring from pro sports and transitioning into a new career can be a scary, lonely, anxious, uncertain and confusing time for athletes. The effort, blood, sweat and tears athletes put into a career suddenly ends and they’re faced with a whole new career outlook. Loss of identity, confidence and self worth are common side effects that some athletes feel with such a drastic career change.

However, the attributes & characteristics athletes build in sport can be used to open doors to new passions, amazing opportunities and facilitate success in business. The life experiences that athletes go through in their sporting careers are invaluable and extremely rare. These experiences enable them to be extremely successful in business and in their next career phase.

Athlete Culture is a blog that is all about former athletes in business – their success stories, how they transitioned, how they use the skills built in sport in their new careers, their habits and routines that make them successful and much more. This blog is proof that retiring from sport can be a smooth, exciting and opportunistic time for an athlete (yes, it is also a little sad lets not kid ourselves).

Designed by athletes for athletes and anyone else that wants to pick up successful habits and routines and live the athlete culture.

Author of Athlete Culture blog: Alex Opacic – creator of Athlete2Business

athletes2business

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1. When soft skills come up:

2. When they ask or talk about dealing with pressure or competition:

3. When they talk about high standards or leadership:

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How To Effectively Onboard An Athlete

The most effective way to onboard an athlete on your sales team:

1. Start With Structure and Clear Direction

2. Be Direct With Feedback - Athletes Crave It

3. Training = Reps, Not Theory

4. Drip Feed Information - Don’t Overwhelm

5. Throw Them in the Fire Early

6. Plug Them Into the Team

7. Support Their Ego Drop

8. Get Them Moving - Literally

9. Leverage Their Personal Brand

10. Tie Performance to Purpose

11. Recognise the Inputs - Not Just the Outcomes

12. Introduce a Scoreboard - Play To Their Competitive Nature

Briefing Call

How a Briefing Call with Me Works (So We Nail the RIGHT Hire Faster)

The Role

The Product & Team

The Salesperson

Communication Style & Interview Process

Why This Matters

How To Effectively Onboard A Seasoned Salesperson

For sales leaders/business leaders - This is how to onboard an experienced salesperson for maximum results!

1. Start With Structure - But Don’t Smother Them

Clear Expectations

A Basic Sales Process to Plug Into

Communication Framework

Tools/Systems/Product/Industry: But Don’t Get CRM-Obsessed

Target Market/Getting after it!

Show Them What “Great” Looks Like

2. Speed to First Win Matters

3. Avoid the Founder KPI Trap

4. Give Them Professional Autonomy

5. Don’t Avoid Tough Conversations - Lean In

6. Don’t Overcomplicate the Commission Structure

7. Clarity Is the Real Onboarding Superpower

The Onboarding Timeline (Simple but Powerful)

Quick Onboarding Checklist for Seasoned Sales Hires

(Download Onboarding Checklist At Bottom of Page)

What Does Athlete2Business Do For Athletes?

Athlete - What Does A2B Do?

Athletes - This Is Your Next Competitive Arena

What Kind of Roles Are We Talking About?

We Work with Companies That Want You

How Much Can You Earn?

What’s the Process?

You’re Not Starting From Scratch

Ready to Start Your Next Season?

Why You Should Hire Athletes In Sales

Growing Your Business Through Hiring Athletes In Sales

You’re in Good Company: The World’s Top Performers Know This

Real Results: What Happens When Businesses Hire Athletes

Why Athletes Win in Sales

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