Monte Carlo Career Growth & Development

Describe your leadership philosophy as it relates to employee engagement.

My leadership philosophy is built on clarity, empathy and empowerment. High-performing teams thrive when expectations are clear, coaching is consistent and every rep feels heard. I view the SDR role as a career launchpad, tailoring development plans to each rep’s motivations and goals. My coaching is direct, constructive and often in the moment, because growth happens fastest with real-time feedback.

Collaboration is critical; no one wins alone, so I create a culture of shared learning, call blitzes and cross-functional alignment. Curiosity is a superpower, so I push my team to challenge assumptions, share insights and keep learning. Above all, I lead with intentional energy and positivity. Engagement happens when reps know I have their back and future in mind, and that’s what earns me the right to push them to be their best.

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

Our team thrives because engagement is intentional, from the tools we use to the way we coach. We leverage platforms like Outreach and Nooks, whose live-call analytics and AI insights make coaching sharper and more impactful. Coaching is never one-size-fits-all. Onboarding builds a strong foundation, followed by real-time feedback, tailored coaching and peer-to-peer enablement.

Mentorship is key. SDRs are paired with account executives to learn how to think like full-cycle sellers, fostering ownership and proactivity. We also create space for reps to share expertise with one another, reinforcing a culture of continuous learning. Just as important, I customize growth paths based on each rep’s aspirations, giving them visibility into multiple career trajectories. The results speak for themselves: We’ve had nine SDR promotions in the last 16 to 18 months. This investment in engagement builds confidence, accelerates careers and fuels the pipeline that drives business growth.

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

Start by uncovering each rep’s “why.” Engagement is personal; what drives one seller may not matter to another. Take time to understand their goals and aspirations, then tailor coaching and development around them. This creates true buy-in and makes feedback more impactful.

From there, make clarity and accountability non-negotiable. Set clear expectations, but pair them with empathy and support so reps know you have their back. Build a culture of proactive ownership by coaching reps to run their pipeline like AEs and empowering them to diagnose their own success. Foster collaboration through peer learning and cross-functional alignment, because no one wins alone.

Finally, lead with intentional energy. Your tone sets the pace for the team, and positivity, resilience and belief are contagious. When reps feel seen, supported and challenged, they stay engaged, and when engagement is high, performance follows.