Favorite Parts Of Being A Partner Manager At Dell Technologies
Matthew, a Partner Manager at Dell Technologies, finds the most rewarding aspect of his leadership role is "developing people," identifying their strengths and passions to place them in roles where they can thrive, even if it means moving them outside of a traditional promotion track; this allows Matthew to see the positive impact on their lives, such as enabling "put their kids in the school they want" and take desired vacations.
Leadership, Mentorship, Career Development, Sales, People Management
Advizer Information
Name
Job Title
Company
Undergrad
Grad Programs
Majors
Industries
Job Functions
Traits
Matthew Ferguson
Partner Manager
Dell Technologies
Loughborough University, 2008
N/A
Criminal Justice
Technology
Business Strategy
Took Out Loans, First Generation College Student
Video Highlights
1. Developing people is the most enjoyable aspect of the role, helping them identify and utilize their strengths, even if it means finding them a better fit outside their current position.
2. The Partner Manager takes pride in helping team members get promoted or moved to roles that better suit their skills and interests, improving job satisfaction and quality of life.
3. The most rewarding aspect for the manager is seeing team members succeed and achieve personal goals, such as providing for their families, because of the opportunities they have been given.
Transcript
What do you enjoy most about being in this role?
Developing people is absolutely the top aspect of leadership by an absolute mile. This comes in a variety of forms. It doesn't necessarily mean getting someone the promotion they want in their direct sales role.
Seeing your people who aren't strong in a certain skill or have room for growth, and helping them realize that, is the most fun part of any sales leadership role. It's something I particularly prided myself on. I got more people promoted and moved into more advantageous roles than any other leader.
If you spend time developing your people, you can pick out the things they are not only good at but also what they really enjoy doing. Combining these things in a work environment creates something they'll really like doing day to day.
I say this, but it's not necessarily about advancing into the roles many people desire, like account manager two or three, and getting those promotions and pay raises. Sometimes, you have people in a role where you realize they are very strong in areas not suited to that specific job. You have to be strong enough to have that conversation and say, "I don't think you're great in this role, but I think you would crush it elsewhere."
As an example, we had technical specialists who were great at the granular aspects of configuration but maybe not so good at the sales game. It was rare to find someone with that combined skill. So, you could have those conversations: "You're not great at the sales game or planning and forecasting your business, but you can handle meticulous technical data really effectively. Let's get you trained in something like a technical role where you can really shine."
By far, that is the most fun aspect of leadership, especially when people get promoted and can put their kids in the schools they want or go on the vacations they desire. It's so great to see in leadership when people are happy and doing what they want to do. That is, by far, my top answer.
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