Runwise Leadership & Management

How do your managers coach and support sales team members to reach their goals?

Our culture blends structure with real-time support. We have everything from weekly team training sessions to call shadowing, pitch practice, process improvement sessions, live call listen-ins and in-the-moment feedback throughout the day. This ensures coaching is timely, relevant and directly connected to what reps are experiencing on the floor. This open dialogue also contributes to collective team improvement. 

In addition, managers stay highly available through regular one-on-ones as well as impromptu huddles, Slack check-ins and informal conversations. Jack McCormack, our territory BDR manager, puts it best: We operate with the belief that “light is the best disinfectant,” encouraging reps to raise their hands early and often when questions, concerns or blockers arise. 

Beyond day-to-day performance, managers are intentional about long-term growth. Reps are encouraged to “do the job before they have the job” by taking on stretch opportunities, building new skills and experimenting with different approaches.

What practices or programs empower your salespeople to take ownership of their growth?

We empower salespeople by making growth visible, supported and worth chasing. Newer reps are paired with experienced mentors/team leads to develop specific skills and accelerate learning. These partnerships go beyond day-to-day selling to support broader professional and personal development, helping reps take real ownership of their growth path. 

Growth is further reinforced through a strong team culture built on camaraderie and recognition. Programs like MVP awards, monthly sales incentives and competitive blitz-style competitions make performance goals fun and motivating, while still driving meaningful results. Healthy competition is balanced with collaboration, creating an environment where individual wins and team success exist in tandem.

Finally, clear and fast promotion pathways tie it all together. Reps know exactly how strong performance, skill development and consistency translate into advancement at Runwise. When effort is clearly rewarded, people take initiative, seek feedback, and stay invested in getting better because they can see where their hard work will take them.

How do you balance accountability with autonomy across your sales organization?

Our North Star as a metrics-driven organization is clear expectations with flexibility in execution. We operate on a foundation of trust, clarity and ownership. Performance goals, activity benchmarks and outcomes are clearly defined, so everyone knows what success looks like. Within those guardrails, reps have the autonomy to manage their time, personalize their messaging, and experiment with different strategies, allowing them to work in ways that feel natural, effective and sustainable.

Managers coach toward outcomes, not every step along the way. We believe the strongest sales performance comes from authenticity, not rigidity, so reps are encouraged to lean into their strengths and develop their own style, which everyone can then learn from. When people feel trusted and empowered, accountability becomes shared, motivation comes from within, and people take pride in owning both how they work and the results they deliver.