Vice President | Talent Developer | Global Revenue Leader | Board Member | Startup Advisor
Seattle, Washington, United States
13K followers
500+ connections
About
Eighteen plus years of sales leadership, a business builder who has operated across multiple countries, and a brand builder who has focused on helping others achieve their goals. My name is Scott Bond, and my focus is on helping the organizations I work for establish and achieve their goals.
I'm currently a Vice President for a real estate services and technology company called rennie group where I've expanded the company cross the Canadian border and into multiple US markets.
Prior to that, I lived in Dubai, where I served as Vice President at Property Finder, overseeing all aspects of the United Arab Emirates operation.
Some of my most exciting career moments came during my almost six years at Zillow Group where I served as General Manager and eventually Senior Director of Sales while we built and expanded Zillow Offers nationally.
I've operated across two different industries: media and real estate tech. My career has taken me from Seattle to Dubai and back. I've been responsible for millions and billions in revenue, hundreds of people in an org that I built, and owned the stage as the face of a country. However, none of that is as important as what I've been able to do with helping people get promoted, unlock their mindset, and achieve their career aspirations. My focus is, first and foremost, on people, and my brand has showcased that over almost two decades.
Some of my favorite career highlights include:
-Building and leading a ~400 person revenue org for Zillow Group
-Working internationally across seven countries in my career
-Expanding the rennie group Canadian brand to the United States
-Earning multiple leadership awards across various organizations
-Breaking share goal and revenue records across local CBS Television stations
-Published two books on Amazon
I hope to connect with you soon
Articles by Scott
Contributions
-
How do you measure the impact and effectiveness of your leadership on organizational performance?
Retention rates and promotions are another metric you can measure to understand leadership impact and effectiveness. Teams that have low attrition rates are generally working in a strong culture, with good leaders who are focused on developing their people. Teams with a high retention rate signal a leadership team or manager that is disconnected, and not providing the proper level of support. In addition, the number of people who are promoted in an organization are a sign of leadership effectiveness to help the overall development of all. Teams that are stagnant in promotions showcase a lack of investment of time, knowledge, education, and support.
-
How do you measure the impact and effectiveness of your leadership on organizational performance?
It's important to know what you want to stand for as a leader. SMART goals are great for accomplishing tasks or projects, and OKR's can keep you on track, but the real value here is knowing what your brand is and how you want to live behind that brand. Many leaders don't know who they are, what they want to be, and why they are even in the seat. It's hard to optimize for impact and have goals as a leader if you don't know your own why or purpose. Define who you are, why you are there, what you want to be known for, and what values you have, and only then you can start to set a chartered path towards the long term growth.
-
How do you measure the impact and effectiveness of your leadership on organizational performance?
I describe this as having an open heart and open mind along the way. You must be willing to get uncomfortable, learn from feedback, make mistakes, and move ahead. The best leaders are focused on making an impact in everything they do, but they know they're not perfect and they need learnings along the way to develop. Stay humble, stay hungry, and always be wiling to listen to others around you.
-
How do you measure the impact and effectiveness of your leadership on organizational performance?
Employee surveys are always a great way to collect feedback, but the act of doing the survey is only the beginning. The best organizations create impact by collecting the data, analyzing the data, engaging their employees in to understand what the data means, and then creating task forces or small groups to act on the data. You must create a two way door of information with surveys that showcase you are willing to listen, and make impact. This begins with the right framework, but also the right leaders in the organization who take the feedback seriously.
Experience
-
-
-
-
-
-
Zillow Group
-
-
-
-
-
-
Marketing
Seattle Sonics & Storm
Education
Volunteer Experience
-
Murrow School of Communication Mentor
Washington State University
- Present 12 years 4 months
Working with students in the Murrow School of Communication at Washington State University as they graduate and head into the working world. Focus is on working on their resume, networking, and all things encompassing graduation as a College Senior.
-
Leadership Chair
The Leukemia & Lymphoma Society
- 2 years 1 month
Health
Leadership Chair lead for the Man & Woman of the Year campaign for the WA/Alaska chapter where I've been responsible for raising over $1M over three campaigns.
-
-
Volunteer
DECA Inc.
- Present 11 years 11 months
Volunteer with Washington State DECA for various events including speaking to the students and judging student competitions.
-
Leadership Studies Mentor
Western Washington University
- 5 years
Work with students in the Leadership Studies class on the role of leadership as an individual. The role of leadership follows everyone whether as a manager, a student, or a friend.
Publications
-
It Probably Doesn't Fucking Matter
Kindle Direct Publishing (Amazon)
See publicationIn "It Probably Doesn't Fucking Matter: A Corporate Tale of Working Under Stress, in Toxic Environments, and for Ineffective Leaders" by Scott Bond, embark on an all too true journey through the chaotic lives of corporate employees as they navigate the high-stress, pressure-cooker environments of their respective workplaces.
Steve, an IT professional at Softech Software, faces the daunting challenge of a hacked network, only to realize that the stress might not be worth working for a…In "It Probably Doesn't Fucking Matter: A Corporate Tale of Working Under Stress, in Toxic Environments, and for Ineffective Leaders" by Scott Bond, embark on an all too true journey through the chaotic lives of corporate employees as they navigate the high-stress, pressure-cooker environments of their respective workplaces.
Steve, an IT professional at Softech Software, faces the daunting challenge of a hacked network, only to realize that the stress might not be worth working for a leader he despises. Mia, working in finance for Franklin Food Processing, grapples with sleepless nights over a critical presentation, only to realize that nobody even paid attention to her work.
Christopher in sales, Suzy in marketing, Lou in operations, Paula in legal, Tina in events, and Hunter leading a sales team—all experience their own share of workplace anxiety, only to discover that the source of their stress probably doesn't fucking matter in the grand scheme of things as a result of companies that don't value their impact.
As the characters' stories intertwine, a powerful realization dawns upon them. In the face of corporate chaos, they unite to start their own company, challenging the traditional norms of the corporate world. They prioritize work-life balance, pay their employees generously, and foster a culture that maximizes the impact of their people.
"It probably doesn’t fucking matter" is not just a tale of workplace woes; it's a call out for a better way of doing business. Join these characters as they redefine success, find meaning beyond the daily grind, and prove that, in the end, it probably does fucking matter.
If you've ever worked in a toxic environment for an ineffective leader surrounded by hypocrisy and fake core values, then you know exactly what the characters in this book are going through. More importantly, you know that the stress and anxiety these environments create aren't worth it in the end. -
The Collections of Office Fiction
Scott Bond
See publicationMy first book, The Collections of Office Fiction is a series of writings, written for the manger by the manager. Topics include everything from hiring and firing to the inner dealings of the multiple personalities you'll deal with on a day to day basis as a manager.
Courses
-
Creation Account Accelerator Workshop
Center for Sales Strategy
-
Digital Training Workshop
Leslie Laredo
-
Facilitator Certification Workshop
Center for Sales Strategy
-
Fast Forward Program
Eckstein Summers
-
Talent Focused Management
Center for Sales Strategy
Honors & Awards
-
Man of the Year Award
Leukemia & Lymphoma Society (NW Chapter)
Raised $30K with my team for team for the LLS Man & Woman of the Year campaign.
Recommendations received
16 people have recommended Scott
Join now to viewOther similar profiles
Explore collaborative articles
We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
Explore MoreOthers named Scott Bond in United States
-
Scott Bond
Associate Vice President and Head of Administration, IRCAD North America
-
Scott Bond
President at Ecosource Energy LLC
-
scott bond
-
Scott Bond
Principal Consultant
123 others named Scott Bond in United States are on LinkedIn
See others named Scott Bond