When Brooke Elliott got the chance to mentor medical sales reps to become the industry’s next-generation leaders, she found fulfillment in becoming a full-time coach. In her desire to help even more people, she decided to start BE Complete Coaching & Consulting. In this special episode for Women’s History Month and International Women’s Day, Brooke joins Samuel Adeyinka to share how she brings out the best in medical sales reps today. She explains how to deal with your inner critic, build a healthy organizational culture, become an effective CEO, and create a truly harmonious life.

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Bringing Out The Best In Medical Sales Reps With Brooke Elliott

In this episode, we have with us another special guest, and she goes by the name of Brooke Elliot. Brooke is the Founder of Be Complete Coaching and Consulting LLC and former Leadership Development and Education and Enablement Executive in the medical sales space. She coaches, trains, and speaks in consulting areas of business, leadership development, synergistic teams, and dynamic cultures with a focus on building positive culture through change. This is a fantastic episode packed full of knowledge that anyone in any space within their career can learn from, especially those leading the way. As always, we do our best to bring you innovative guests that are doing things differently in the medical sales space. I do hope you enjoy this interview.

Brooke’s Story And Background

Before we get started, I have a couple of programs that show you exactly how to break into the medical sales industry, become a top-performing medical sales professional, and masterfully navigate your career to executive-level leadership. Visit EvolveYourSuccess.com to find out more. Brooke, how are we doing?

I am doing well, Samuel. How are you?

Fantastic. No complaints. Trying to get it all completed by the end of the year. I know you know what I mean.

It’s right around the corner.

Yes, it is. Why don’t you tell the audience who you are and what you do?

I’m Brooke Elliot. I am your Champion for Change. I help both individuals and organizations transition through change through coaching and consulting. I’m a certified life and executive coach, also a Myers-Briggs practitioner and HR organizational development practitioner. I absolutely love what I do.

When you talk about the companies you help, give us the type of companies you help.

There isn’t any prescription when it comes to a type of organization that I would help. Nonprofits, manufacturing, healthcare, you name it. I think it depends on what the need is of the organization, and that’s where I get more specific.

I think your career journey is fascinating, Brooke.

Thank you.

You’ve been in the healthcare space as a professional and then you took the leap of faith and you started your own business and here you are now. Let’s dig into that a little bit so everyone here can hear all the things that you do. Where did you start when you came out of college? Was it that, “One day, I’m going to be a founder and I’m going to help all these people in these organizations?” Was it something else entirely?

My two majors are Biology and French. I don’t think that I foresaw that I would be a coach or consultant down the line.

You majored in French? I know none of it. I’ve only been there once when I was very young, but I don’t think I talked to that many people that majored in a language, and that’s fascinating to me. What inspired that?

You’re giving me way too much credit. It was one of those things where I had some great teachers in middle and high school. By the time I got to college, I was able to major it in my sophomore year. I went to a very small school and there was literally, in some of my French classes, one other person. It’s like one-on-one interaction, which is fantastic, but it happened that way. Granted, you’re giving me too much credit because I can hardly speak a lick of it.

She’s like, “Don’t put me on my fluency here.”

Please don’t.

French and Biology, very cool. What are you thinking you’re going to be doing as you’re graduating? What was the plan?

I wanted to be a naturalist. I wanted to be a marine biologist. I thought I would move to Florida or California, but I had a fantastic internship opportunity with a division of McKesson when I was in school, and that introduced me to that organization. That’s where I started to begin my journey of contract negotiations.

There are a lot of people in our audience that aren’t familiar with all the amazing companies out there. In a sentence or two, what is McKesson?

There are so many divisions of McKesson. The specific division of McKesson that I worked for did projects for the government. Think of the NIH in Bethesda, Maryland. We were doing fantastic work for them on their research projects. Again, that’s just one piece of the McKesson puzzle. That’s the one I know best. I wouldn’t speak fluently like French on all the other ones, but yeah.

Contract negotiations, you’re doing that, and then what happens next? You are working for McKesson?

Yes. I had a life change that brought me down to Charlotte, North Carolina. It just so happened that my contract negotiation skills transferred very well to an organization called Premier Healthcare Alliance which is a purchasing organization. There’s many different departments within Premier as well. I sat within the sourcing team, and I had the opportunity within that role to negotiate contracts with medical device suppliers and med-surg suppliers for hospitals across the nation.

For those of you tuning in that aren’t in medical devices, you’re going to learn that GPOs and what she’s talking about are critically important part of your business when you get into the position of being a medical sales rep. This is awesome that you’re sharing this with us, Brooke. Let’s get back into that. You’re working for Premier, you’re doing well, and I see that you got promoted over and over again.

Thank you.

Talk to us about something that was happening in your mind that said, “I love what I’m doing and I’m good at it, but there’s a calling I have.” Share with us what happened.

If anybody’s been through self-discovery before and learning about your personality type, I’m an introvert. Negotiating contracts, going to the negotiation table, and learning something new was definitely outside of my comfort zone, but it’s what drove me because I love to grow. I’m a continuous learner. I believe in that. However, as an introvert, we know too that the way that we direct and receive energy is that we are our best only for a little bit, and then we need to go and pretty much hide in the corner and take naps, because we spent all our energy doing what we did.

I realized that it wasn’t the best journey for me. Not necessarily only because of the introversion, but because something in my heart told me that this isn’t what I was supposed to do when I grew up. I was open to exploring other avenues and very transparent about it. That’s when an opportunity showed itself within the organization.

Becoming A Coach

The million-dollar question that I have, you get into founding Be, you’re working with all these different clients, at some point, I’m sure you had this epiphany that, “This is what I get to do now.” If you can, share with us as much as you can, what was that moment like? Give us as much as you can about when you had that.

In my career, I had the opportunity to coach and mentor employees and to develop them within the organization, so next generation leaders. I got to see them grow. That was absolutely fulfilling to me. I wanted more of that. I wanted to be able to help more. I was grateful to have leadership that saw that that was something that I wanted to do and had asked me if I had ever wanted to explore coaching certification. At the time, I had no idea that that even existed, but I went on the journey for two years and became a certified life and executive coach, but it didn’t happen before I got some news that I was going to be impacted by a change within the organization.

It was absolutely instrumental, a huge change in my life. I’d been with the organization for sixteen years. It was like my family. I was very dedicated to the work I did, but at the same time, it opened my eyes to the possibilities of how I could fulfill my dream. That’s when I made the decision. I was going to work with my own coaches to go through a journey of, if this is truly the journey I want to be on or if I’m clinging on to the first thing because I went on to get certified with the International Coaching Federation as well. January 3rd coming up two years ago, I started Be Complete Coaching And Consulting.

Talk to us about the value of coaching. As a fellow coach, I know the value. I do it, I’ve experienced it, but I do feel that not enough people understand what’s happening. For the people that are tuning in right now, talk to us about what coaching is doing and why it’s so important.

I know that you agree with this, but when an individual is coached, we’re not necessarily giving them the answers, we’re not giving them the solutions to problems. We’re pulling the resources out of them that they already have and allowing them to leverage their strengths and the things that they have inside them versus allowing their fears to control them.

What’s beautiful about the coaching experience is that it’s a transformation from being an individual that may not be the best version of themselves or fully tapping into their potential, to somebody that’s overly confident in going after their dreams with a “bring it on” attitude. They understand that not everything’s going to work all the time. We don’t see things as failure, but as opportunities. We’re going to keep going. To me, that’s the journey of coaching is that you’re learning about yourself, what’s possible, and then you take action.

What’s something that is not as obvious with coaching that you don’t think enough people know? There’s a number of things that I saw and learned in coaching that wouldn’t think about if you weren’t in the field. I’m sure people who are tuning in right now, they’re thinking, “I guess I could use a coach, I guess I see the value, but I don’t need one. I don’t want to become anything outside of doing my job well and I guess being better.” What are some of the non-obvious things that you could share about why coaching is so important for almost anyone?

I do a speaking topic from mentor to coach, because when you think about a coach, people don’t understand what it is compared to a mentor. A coach is a supportive partner, a confidential space where somebody can be transparent without any bias. They’re not internal to an organization. They’re providing that outside perspective and support, which is phenomenal. It’s not somebody that’s going to tell you what to do. They’re going to help bring the things out of you and show you all the different resources that you have and put on. It’s like a platter on the table.

[bctt tweet=”A coach is a support partner. They are transparent and without bias in providing outside perspective and support.” via=”no”]

Here’s all the great things. Now, how do we move forward so that you are in a place of success based on your definition of success? It also explores what’s holding those individuals back from being there. To me, that’s the foundation of all of it, because the inner critics and the saboteurs are what absolutely holds us back from being in those positions that we’ve been seeking all this time, or being the leaders we’re meant to be, or perhaps going for those positions that we want to be in.

Dealing With Your Inner Critic

You said it’s another show, but we’re going to talk about a little bit here. We have to. We can’t as coaches not talk about limiting beliefs and I’d love for you to share on this. One thing that we see working with a lot of clients is we see people that they don’t have the confidence. They have everything that they need as far as the actual skillset, the background, even the current position they’re in. They have everything they need to get into medical sales, for example, but the confidence, for whatever reason, they’re intimidated by. Talk to us a little bit about what it means to have these, you didn’t call them limiting beliefs.

They’re critics or saboteurs.

Talk to us a little bit about what that is and then of course, share with us how you help your clients manage that.

Confidence is typically born through experience and the decision that you’re going to tackle anything moving forward, even if it is a failure. A part of that is that voice in your head that’s saying, “You can’t do it. You can’t move forward. You failed at that before. You’re not good enough.” Those inner critics and those saboteurs have an absolute impact, negative impact on our ability to be confident. That’s a layer of it. Also, in building authenticity, if an individual doesn’t know who they are and they fully haven’t gone through a journey of self-discovery to understand their strengths, their personality, and if they talk about medical sales positions, everybody’s in sales, but at the same time, it takes certain strengths and a certain personality to overly achieve in those types of roles.

If you are fully not discovering who you are and whether or not your authentic self can be successful in those roles, you’re going to go for something that perhaps you aspire to for whatever reason or somebody else is pushing you towards perhaps. That self-discovery foundation is important, as well as being able to lower the voices of your inner critics. That leads to that greater confidence. Ability to walk into that interview knowing that this is my line. There is no competition. Absolutely not, because nobody is Samuel, nobody is Sally, nobody is Dan. We’re all different. If I don’t get that job, then the person that does was meant to get that. There’s something else out there for me that’s better. Truly believe that.

It almost sounds like you’re training people on having a harmony with life.

Harmony is my word. Yes. I love it. I think it’s stacks of rocks right now.

I hope you’re enjoying this episode. I want to let you know that I have a couple of programs that show you exactly how to break into the medical sales industry, become a top-performing medical sales professional, and masterfully navigate your career to executive-level leadership. Visit EvolveYourSuccess.com to find out more.

I’m going to give you a scenario, and I want you to talk about how do people deal with this. Let’s say you’re naturally a confident person and you see yourself as a performer at your job. Whether it’s the job you had in medical sales or maybe something before you entered medical sales. Whatever you’re currently doing, you see yourself a performer, you’re confident, you’re bringing it, you have a bad quarter, then you have another bad quarter, and then you have another bad quarter. Now, you’re saying, “I’m a performer. I know who I am. I know what I can do, but three quarters now, my performance is not there. Maybe I’m not as good as I thought.” What are you telling that person?

Right there is an inner critic. We want to get the individual to a place where that inner critic is no longer there. Typically, if you’re going through the journey of tackling your saboteurs, you have developed a practice where the minute you feel the emotion or the challenge or the change that triggers that, you’re able to quickly lower it. That individual, I would say first going through a journey of understanding their inner critic is important. It’s a change. When those types of situations occur, they don’t falter, they continue forward. That’s when I also say, “What other options are out there? What are you not thinking of?” It’s because there’s one element of who you are, self-discovery and your confidence, but the other elements are strategy.

Common Organizational Issues

What are you not thinking of perhaps? What is breaking down in the process? Is it that you understand yourself, but you don’t understand the people that you’re working with? How strong are your relationships? What are the other angles that you need to take? How innovative are you being? There’s a lot of things in that. Everybody can be taught. You can’t be taught the confidence and the understanding of the inner critics as easily. That’s something that grows over time. I would say in that case, that individual would want to tackle that first and then go to strategy.

When you have clients that they came to you because they’re no longer experiencing the success they once experienced, how common is that first off?

I don’t know if it’s that they’re not experiencing the success so much as it’s that their heart isn’t in what they’re doing anymore.

I see. The most of the people you’re working with, it’s not, “I’m not performing,” it’s, “I don’t even want to be here.”

It could be that they’re not performing because they don’t want to be there.

Is that what you find most of the time when you do come across the one that hasn’t performed? When you get to the root, is it normally because they want to be doing something else? Is it usually having something else?

Talk about my life coaching piece. It does come down to purpose, the leveraging of their strengths and truly, if they’re in a role that they’re able to be successful and sustainably for the long run. The other piece that comes up here is who they’re working for, the culture, and the why of what they’re doing. That’s why I love what I do. I get to do it on the front end, and then I get to work with organizations on the back end where if their culture needs some help because their employees are finding that they’re this person over here that doesn’t want to do it anymore, perhaps it’s not them, it’s not necessarily their heart. Maybe it’s the heart of the organization.

[bctt tweet=”If employees don’t want to do their jobs anymore, perhaps the problem is not necessarily in them. Maybe it is the heart of the organization that needs fixing.” via=”no”]

When it comes to serving the people that you do, I want to understand what are the most common things you see? Let’s start with the organization. You’re about to start working with an organization. They’re having issues. What are usually their issues? What do they usually want help with?

The issues are that the individuals don’t first understand who they are, what’s important to them, and what strengths they can leverage in their roles. They don’t feel appreciated. They don’t feel like they’re able to do the best in their jobs, perhaps they’re not on the right projects. The second level of that is that they don’t understand their peers and their teammates. They’re not engaging, they’re not communicating, they’re not collaborating. A lot of that is to do with the fact that they’re not taking the time to understand each other and leverage each other’s strengths.

This was another podcast a long time ago, it’s a collaborative quotient. When everybody has their hands in the game and they have each other’s backs because they know their lane, but they also know and value the performance across the lanes. “I know that I have to perform here, but I also know the value of helping you perform because I’m strong here. Let me help you do that because you’re not strong there.” That’s part of it.

We’re talking about the problems that the companies you help, what are the most common problems? We’re getting there. What I also want you to iterate here is, when you have a company that you’re working with and they’re having as you described, is it top-down? You’re spending time with the CEO first, and then spending time with the managers? Is it bottom-up or is it something else entirely? How do you assess what’s going on? I know that they’re telling you one thing, but you still got to go and see what’s going on. How do you assess that?

A good process start with the leader and hearing their perspective. A good process to follow is to do interviews with the team so that I can hear their perspective as well. That can perhaps uncover and unpack some of the things that didn’t come up from leadership.

You need that time away from the leaders to hear how the teams feel. How do you get them to share honestly?

You don’t ever fully know what, but building that relationship, ensuring that it’s a confidential space, and that I’m only taking away the common themes that I hear from the interviews so that I can share those back. It helps them share, it helps them want to be a solution to the problem that’s come about in the organization. Being that I have gone through many assessments and self-discovery exercises, there’s definitely a level of implementing what I’ve learned in those situations.

Advice For Budding CEOs

Let’s talk about that when it comes to leadership. If you could give a message to budding CEOs, people that entrepreneurial, they have a service, they want to grow their company. You’ve seen a lot in your two years working with these different companies. What’s a piece of advice you’d share with these budding entrepreneurs that want to be CEOs and want to have this strong company that they need to be very mindful of that they might be missing.

One piece or can I give three?

You know what, I set you up for that. Go ahead. Give it to us all please.

I’d go back to the foundation. The foundation is their own self-awareness. The entrepreneurial mindset profile is a great assessment for those entrepreneurs to take to understand where they sit in that entrepreneurial mind. That gives them a perspective on perhaps where they can improve what they can adjust to be the best entrepreneur they can be. Also going back to self-discovery. I believe in know thyself, grow thyself, and then grow others, and you can’t grow others until you know thyself. You spend the time doing it and you prove to your teams that you have done that, and then you invest back in them.

What that does is when you understand yourself, you have the perspective to understand the differences of the team, you’re able to then diagnose the team and you’re then able to make sure that you leverage the different strengths and abilities across the team so that your organization can perform at its highest. Sustainable culture, sustainable and aligned culture is what it’s all about. That is the foundation, if you do not build that at the beginning, there’s a good chance that you’re not going to grow.

Building A Strong Culture

Culture piece. It’s a tough one. Would you say the definition of culture is a subjective definition or can you clearly say what it means to have a culture at your organization?

I think of culture as the collective behaviors, artifacts, and assumptions that the organization is displaying, but then also staying in closed doors. It’s a collection of beliefs, it’s a collection of artifacts or things you see in the actual rooms of the organization. That’s part of a ritual. A lot of people say that the games in the break room is not part of the culture. In an aligned culture, it is. In an aligned culture, you strategically place certain things inside the doors of the building that align to the foundation. If you’re a competitive culture, what competitive games do you put in the break room? It’s absolutely artifacts.

Culture then, I guess what I want to get to is, to give your chance to create a powerful culture, a strong culture, what’s that number one thing that needs to be done? Can it even be quantified as number 1 thing, or are there 3 things or 5 things? Is there something that can be done to give yourself the best chance of creating a very strong culture?

Yes. I believe it’s setting the right foundation. If you’re an organization that has been around, you’re not starting up and you have a current culture, assessing that current culture versus your ideal state, and then setting that foundation. Again, I go back to the word “aligned,” so then your values, your culture statement, your operating principles, everything that you set for the culture to set the behavior of the individuals in the culture has to be aligned to that ideal state.

[bctt tweet=”Your values, culture statement, and operating principles have to be aligned with your organization’s ideal state.” via=”no”]

That goes down to even as deep as the words and the language used, the things they see on the walls and how you display those values. To me, that is the absolute starting point, because that is the foundation. It’s not the strategy because culture eats strategy for breakfast all day long. We know that you cannot execute strategy without a great culture because the culture is the people. At the end of the day, it’s the people and the things that the people create. I get passionate about it if it’s a little obvious to you.

The Importance Of Life

I think you’re right. I almost want to say that it seems like a lot of companies or the people in these companies operate with the ideal state in mind, but there’s a disconnect between what is happening. A lot of these leaders sometimes, they don’t even want to look at what is happening, and they want to focus on the ideal state. To your point, how can you close that gap if you don’t assess what’s currently happening? Let’s go to the individual now. You work with individuals of all types that want to perform or show up or find where they’re supposed to be in their careers. Talk to us a little bit about what’s the most common issue you see with people that you work with, individuals that you work with. What’s usually the common issue that you normally come across to?

This is the reason why I’m a life and executive coach, because no executive, no individual can speak professional without life. No one can. Life always transitions into professional and professional always transitions into personal. What I would say is that what always comes up is that life thing, when you talk about life coaching, it’s those saboteurs, it’s those inner critics that hold us back. When I talk about a foundation with individual coaching, that is typically what it comes down to. It always shows up every single time.

I’m not doing that because this or I don’t believe that I can truly achieve that. Why not? What’s holding you back? It’s usually a fear or that voice in their head that’s saying you’ve done this before. “I’ve done that before over and over again. Is that aligned to your purpose?” Let’s go back to that foundation and see perhaps if that’s a reason or if it’s truly because this inner critic keeps showing up in your life. How do we control that better so that you can truly move forward in the fashion you’re supposed to. Always. No matter who the client is, it’s always there.

Working With Brooke

How does somebody work with you? Where could we find you?

I am all the time on LinkedIn, so you could follow me on LinkedIn or you can reach me at Brooke@BeCompleteCC.com. I also have a website, BeCompleteCC.com. I’m always willing to have conversations and assess if there’s a fit. I always have three questions I ask potential clients. The first one is, are you coachable? It’s because not everybody is coachable. Until we figure out through the coaching experience, perhaps that it is not a fit.

It may be where they are in their life, per se versus the investment they’re able to make in themselves. The second would be, are you willing to put in the hard work? Six months with me, you’re going to have homework. I’m going to ask you some tough questions, and I’m going to ask you and require you to show up because I’m going to give you 1000% and I need 1000% from you. Believe it.

No other way to do it.

The third one is, are you willing to change? Not change who you are authentically, even though in the self-discovery phase, we are truly defining your authentic self. Are you willing to change these behaviors that are keeping you from moving forward? Those are three questions I love to ask my clients. Once we identify that and we identify those goals and we’re on the same page and we have identified that it is a great fit, we move forward.

Maintaining A Harmonious Social Life

How do you make this all work? You have a stellar career. You’re an entrepreneur now that’s created this wonderful business that’s providing all this value to all these people. How do you make it work with your social life?

I believe harmony is all mindset. I didn’t always have that. I wasn’t always able to manage it. Granted, I read a lot of books: The ONE Thing, The 12 Week Year, the 4DX Principles.

I read all of those.

I’m a nerd and you’re a nerd too.

I’m like, wow, she’s speaking my language right now.

The thing about it is that you have to apply it. Many people read these things, they learn these things, they got to push through them, and then they stuff it under the table. You have to apply it. It comes down to mindset, setting those priorities, knowing how to set them well, and knowing what’s important to you. Part of your purpose. Why are you here? What are you trying to achieve? As long as you wake up every day with that mindset and that goal in your mind, I believe that things can go very well.

When it comes to social, honestly, most of my social is either with my family or it’s with the groups that I’m part of, which are absolutely to me, my social life. Part of some fantastic women groups and networking groups. To me, I don’t see it as work, I see it as connection. That’s the way I approach it, is developing great connection with people and relationships. That’s so fulfilling to me.

It’s the way you describe it, it’s like a lifestyle as opposed to somebody working social life. You have a lifestyle and this is all part of it.

Yes. You have to make the right choices of who you want to surround yourself with. Making sure that the choices you make are aligned to that purpose and the thing that you’re trying to achieve. All about alignment.

Lightning Round

I love it. This was fantastic, Brooke. Everyone that’s tuning in, Brooke’s information will be in the show notes. She’s doing amazing work out there, whether you’re an entrepreneur with a company or a CEO with a company or an individual that knows that they either want to find where they’re supposed to be or find how to perform at the higher level than she is your lady. We will have her information to show notes. With that being said, Brooke, are you ready for the lightning round?

Sure. Bring it on.

What is the best book you’ve read in the last six months?

The Culture System is one of my favorite. I have a lot of tidbits that I pull from that. I always share with CEOs or leaders because it helps with identifying changes that need to be made.

Adding that to the list. I have not read that one. Who wrote The Culture System?

J.P. Nerbun. I’m so bad at remembering authors and names of books. I am the same way with songs and movies. Don’t rely on me for that.

Don’t you worry. The best in the last six months, TV show or movie.

The only thing I can think of is some zombie show that my husband has been making me watch and I only do it because it’s a mindless thing that you have to have at the end of the day.

That is hilarious. Don’t let him listen to this episode. You’re going to break his heart. Next question. How about this? The best meal you’ve had and we want restaurant and whatever you ordered for the last six months.

I’m starting along with another woman in the Rock Hill area, starting a Rock Hill Chapter Women’s Business League, and excited about it. We’re making history here with that because women need support here. She suggested we have our first event at a little restaurant called Corks, Cooks, and Books. They sell books. The two owners, one is the publisher, the other one is the book writer. They came together, became best friends, it’s Mindy and Shanel Lee, they’re fantastic.

They make the absolute best food. They’ve got an indoor area, sometimes they have music. They’ve got an outdoor area that’s fantastic. You can go in and read a book. They have little goodies they sell. The food is amazing. It’s like the real delectable, almost like Charleston style. When I think of the food there, it’s like Charleston style food because it’s so unique and delicious.

Where is the restaurant again?

It’s in the heart of Rock Hill. I believe it’s off of India Hook Road.

This is also going to be in the show notes, but when you describe that, the culture alone sounds, how it all came together, I have to figure out what that’s about. Thank you. Last question. The best experience you’ve had in the last six months.

I would have to say first and foremost is seeing my son start kindergarten. It has been amazing and incredible to see him grow. It’s sad as a mom to see him grow like he is so quickly, but at the same time, he’s a sponge and learning. I’ve also had the opportunity to work with some amazing organizations that have been so willing to make change, and that is also very fulfilling for me. It makes my heart skip a beat. It does. Nothing compares to my family and my son, but my clients are near second when it comes to their willingness to change.

Brooke, this was awesome. Thank you for spending time with us and sharing everything you’ve shared with us.

Thank you for giving me the opportunity and it’s been fantastic getting to know you.

That was Brooke Elliot. She’s doing amazing things out there with her new endeavor, coaching, consulting, and speaking all over the country. You might have tuned in to this episode and thought to yourself, “She leveraged her career into something that has given her the freedom to do what she likes.” This is important to note because the cool thing that I love about the medical sales career is you can give it your all, you can receive all the compensation and reward you put out there, and still leverage what you did with your career into another career that can give back and help with as much impact. That’s exactly what Brook’s doing.

You already know what I’m going to say. If you are thinking, “I need to get started and to get started, I need to get into medical sales. To make that happen, where do I make that happen?” You make that happen at EvolveYourSuccess.com. Make sure you visit EvolveYourSuccess.com, fill out the application, schedule some time with one of our account executives, and let’s get you exactly where you want to be. As always, we do our best to bring you guests that are doing things differently in the medical sales space. I do hope you tune in next week for another episode.

Important Links

• Brooke Elliot
• The ONE Thing
• The 12 Week Year
• The Culture System
• Brooke@BeCompleteCC.com
• BeCompleteCC.com

About Brooke Elliott

Brooke is the Founder of BE Complete Coaching & Consulting, LLC and former Leadership Development and Education & Enablement Executive. Brooke coaches, trains, speaks, and consults in the areas of Women in Business, Leadership Development & Synergistic Teams, and Dynamic Cultures with a focus on building positive culture through change. She comes with two decades of experience leading talent initiatives such as learning and development, internship programs, and next-generation leadership teams. Brooke is an Associate-Certified Coach through the ICF and holds certifications in Life Coaching, Executive Coaching, Executive Leadership, Supplier Readiness, and is a certified Myers Briggs practitioner. She is the Vice-Chair, Organizational Leadership Development for Professional Women in Healthcare where she performs succession planning for the Board and a ProjectOne Mentor.

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