Podcast appearances and mentions of bradford smart

Explore the intricate and lengthy process behind affordable housing development. In this episode, Todd sits down with Evan Holladay, founder of Holladay Ventures, to discuss his journey from working with an established developer to creating his own business focused on building affordable and mixed-income communities. Evan shares insights on overcoming challenges, navigating regulations, and the rewarding aspects of bringing sustainable, affordable housing options to communities. Whether you're interested in real estate, community impact, or the mechanics of housing development, this episode offers a behind-the-scenes look at how affordable housing comes to life. Evan Holladay is an experienced real estate developer and investor known for his work in developing over $531 million in projects and 2,416 multifamily units. He is the Founder and CEO of Holladay Ventures, where he and his team specialize in creating and investing in affordable and mixed-income communities guided by intentional design, sustainability, and thoughtful place-making. Holladay Ventures has been recognized through awards such as the 2022 NEXT Award for Emerging Company in Real Estate and the 2023 NEXT Award as a Market Mover. You can learn more from Evan by connecting with him on Instagram or LinkedIn (Evan Holladay) or visiting his website www.holladayventures.com. 3 Pillars of Wealth 1. Focus on the people around you 2. Figure out your niche and be the best at it 3. Surround yourself with people that you can grow and learn from Book: Topgrading by Bradford Smart and Principles by Ray Dalio Welcome to Pillars of Wealth Creation, where we talk about building financial freedom with a special focus on business and Real Estate. Follow along as Todd Dexheimer interviews top entrepreneurs, investors, advisers, and coaches. YouTube: www.youtube.com/c/PillarsOfWealthCreation Interested in coaching? Schedule a call with Todd at www.coachwithdex.com Listen to the audio version on your favorite podcast host: SoundCloud: https://soundcloud.com/user-650270376 Apple Podcasts: https://podcasts.apple.com/.../pillars-of.../id1296372835... Google Podcasts: https://podcasts.google.com/.../aHR0cHM6Ly9mZWVkcy5zb3VuZ... iHeart Radio: https://www.iheart.com/.../pillars-of-wealth-creation.../ CastBox: https://castbox.fm/.../Pillars-Of-Wealth-Creation... Spotify: https://open.spotify.com/show/0FmGSJe9fzSOhQiFROc2O0 Pandora: https://pandora.app.link/YUP21NxF3kb Amazon/Audible: https://music.amazon.com/.../f6cf3e11-3ffa-450b-ac8c...

Increase your productivity without the strain? Yes, please! Executive assistants can make it happen. Mandi Ellefson shares how she cut 20 hours off her work week by hiring an executive assistant, and why every CEO should have one. Key Ideas: Trends are changing in the staffing industry, Mandi claims. Recently, it hasn't been as competitive as it has in the past. Through paid advertising, you're likely to find some really good candidates on LinkedIn. [4:06] If you could spend ten extra hours a week generating more sales, how much business could you bring in? Hint: it might be in the millions. Hiring an executive assistant to take care of the busy work frees up your energy and mental bandwidth so you can focus on tasks that are going to grow your company. [5:50] As a CEO, you should have an experienced EA. This doesn't necessarily mean someone with 2 decades under their belt, as they may not be up to speed with a lot of software or not excited to learn new things. You also need someone who fits your culture and values. [9:39] Avoid hiring people who are fractional resources. “I encourage you to have this role be 30-40 hours per week, [more of a] full-time job,” Mandi advises. It's not that they can't have other side hustles, but as EA is a role that requires you to have 100% access to them when you need to, your hours should match. [14:45] When screening EA candidates, you should ask specific questions and pay attention to the responses. Those that go into detail are usually more suitable; those that give vague answers are typically bluffing. [21:28] Resources Mandi Ellefson on LinkedIn | Twitter | Facebook Hands-Off CEO - Executive Briefing Hiring for Attitude by Mark Murphy Topgrading by Bradford Smart

Special guest Corey Walker, Managing Partner of Ncite Partners (https://ncitepartners.com) shares his expertise in talent recruiting, corporate culture building, the value of retention vs. turnover, the value of diversity in employees and much more. Walker offers great advice for building a better business structure and red flags mistakes to avoid. 01:41 – About Ncite Partners 3:21 – What drew Walker to Talent Recruiting? 4:00 – Building Corporate Culture 5:58 – Working with 3rd party professional service providers 8:04 – Customized approach to recruiting 9:56 – The value of diversity in hiring 14:43 – Overcoming preconceived notations to improve processes 16:22 – Benefits of retaining employees vs. turn over churn 19:02 – Employees as brand evangelist 20:37 – Bradford Smart “Topgrading” strategy in talent acquisition 23:08 – Post-COVID changes in the C-suite 25:30 – Use of new technology in the hiring process 27:21 – Changes in hiring due to COVID-19 31:00 – Hiring family / friends 32:07 – HR red flags 36:39 – Favorite advice for hiring right On every #NeoMarketing podcast, we discuss best practices, latest trends and modern techniques for professional business communications including advertising, marketing, digital channels, social media, public relations and alternative options. To contact us for advice, assistance or collaboration: https://thegoldinggroup.com/contact-us/ Let’s engage! Follow us: Twitter: https://twitter.com/GoldingGroup @GoldingGroup Facebook: https://www.facebook.com/StrategicBusinessGrowth LinkedIn: https://www.linkedin.com/company/the-golding-group/ Instagram: https://www.instagram.com/thegoldinggroup/ @TheGoldingGroup Listen, Watch, Subscribe or Stream the podcast: http://bit.ly/NeoMarketingSubscribe Subscribe: iTunes: http://bit.ly/TheGoldingGroup Spotify: http://bit.ly/NeoPodcast (Login First) iHeartRadio: http://bit.ly/NeoMarketingPod Spreaker: https://www.spreaker.com/user/thegoldinggroup Google Podcast: http://bit.ly/NeoMarketingGP Podchaser: http://bit.ly/NeoPodchaser Pod.Link: https://pod.link/1275659816 Deezer: http://bit.ly/NeoPodDeezer Podcast Addict: http://bit.ly/NeoPodAddict Audry: https://bit.ly/NeoPodAudry YouTube: http://bit.ly/GoldingGroupYouTube

Dr. Stephen Francis DC talks to Dr. Justin Trosclair DC on A Doctor's Perspective Podcast Practice scalability, durability and transfer-ability can include hiring an associate. We discuss all the details involved. Staff, systems and retention are a major part of Dr. Stephen Franson DC the Remarkable Practice also, family expectations. Main Goals: Teaching Systems in the office for doctors, wellness lifestyle, clinical outcomes, patient education, empowering people as their coach, and creating world class teams A big part of the remarkable practice is to create a business and not just a job that owns you: successful in practice but without losing your family and kids (aka the point of this podcast) What to look for in a staff member so we hire correctly the first time around? Hint: you have to know what role and responsibilities you are hiring for. Plus you need someone to compliment your personality - which could be the opposite of your style (introvert vs extrovert) Any gaps on your team that need to be filled and do you have a “staff infection”? Scalability, Durability, and Transfer ability are typically the type of clinics and doctors he attracts to coach. Many clients will have multiple associates or multiple clinics or integrated with PT's etc. Hiring an Associate and Being an Associate: Advice on when a doctor is ready to hire and how an associate can be better represent themselves to get the best salary and bonus structure.  With 67% of associate positions failing, tune in to his ideas. (check the website --  chiromatchmakers ) 1, Get the legal writing correct 2. Terms of the contract: salary, bonus, what exactly is the hiring doctor looking to get out of the associate.  A big reason to know what you want out of the associate is because you will be looking for a different type of personality in that associate doctor based on your goals. Are you looking for more capacity – just need someone to adjust more clients. Are you looking for someone to do more outside marketing and grow the business side in that way. Both of these bring value to a clinic and he helps us see the potential in rewarding the associate in both styles of roles. More Services: Attracting new patients, converts and retention are the 3 main pillars of his services but he found out a 4th pillar is team building since he got asked about it by clients all the time. Is marketing to get new patients the number one issue or is it trying to retain the patients you have gotten in the door already. How do membership practices take the fear of paying out of the equation when a patient feels like they should get checked by the chiropractor after a stressful weekend or minor flare up? While Dr. Franson does encourage twice a month check ups, he doesn't claim the adjustment will take the place of a proper diet and exercise or that an adjustment will cure all that bothers you. Be careful how you describe success because you will spend a lifetime trying to achieve it. What is a vision story (core values) for your family and are your behaviors setup / aligned to honor those values?  Balance is a terrible goal but a great reference point. Communication and agreement and having integrity about the time line can really go a long way to keep harmony in the family. Prayer of Jabez is part of his morning routine. How can an associate get the best positions --  https://chiromatchmakers.com/ Programs he offers: Body Signals Program, Immersion Program, Bonfire health program, Vital signs -track clinic numbers Books: Top grading –Bradford Smart, The One Thing by Gary Keller, Essentialism : Disciplined Pursuit of Less by Greg McKeown, Traction: Get a Grip on Business by Gino Wickman   theremarkablepractice book coming in 2019 more info: www.theremarkablepractice.com      Show notes can be found at www.adoctorsperspective.net/112 here you can also find links to things mentioned and the full t...

Title: Avoid Growing PainsTopic: How you can grow your business healthfully … for it and for YOU!During this edition of CareyBrosPros, you’ll find out: ➢How growing too fast depletes your resources. ➢How delegating and training helps you grow successfully. ➢That hiring well is a skill worth developing!Guest: Brad Smith – President of Stellar Insight Website: www.StellarInsightInc.com Phone: (360) 260-0138 3 Points for Success – from Brad Smith: ➢To Hire better: get Topgrading by Bradford Smart on Audible and listen to it while driving. ➢To get more time for yourself: do the “Bucket List” exercise - write down all the things you do in a week/month and put it into % of total time – then, build a “delegation list” for the things you have no business doing. ➢Build a training process for the habits of doing the right thing at the right time into each employee, and they will work smarter.Brad also recommended the book: Secrets of Question-Based Selling by Thomas Freese. #business #businessgrowth #construction #hiring #hiringsmart

Title: Avoid Growing PainsTopic: How you can grow your business healthfully … for it and for YOU!During this edition of CareyBrosPros, you’ll find out: ➢How growing too fast depletes your resources. ➢How delegating and training helps you grow successfully. ➢That hiring well is a skill worth developing!Guest: Brad Smith – President of Stellar Insight Website: www.StellarInsightInc.com Phone: (360) 260-0138 3 Points for Success – from Brad Smith: ➢To Hire better: get Topgrading by Bradford Smart on Audible and listen to it while driving. ➢To get more time for yourself: do the “Bucket List” exercise - write down all the things you do in a week/month and put it into % of total time – then, build a “delegation list” for the things you have no business doing. ➢Build a training process for the habits of doing the right thing at the right time into each employee, and they will work smarter.Brad also recommended the book: Secrets of Question-Based Selling by Thomas Freese. #business #businessgrowth #construction #hiring #hiringsmart

Melanie Wong, CEO of Premium Inc., is proud to have earned various awards including entrepreneur of the year, small business person of the year, top women’s business in Hawaii, and ranked in Hawaii’s top 200 businesses. Today on the EO Podcast, Melanie discusses the importance of continuing your education beyond the classroom and how a good company culture can save you in the worst of times. Tune-in to learn how Melanie handled a sudden end to her warehouse lease, two major floodings, wire thieves, and condescension from vendors and clients when entering a new market as a female entrepreneur. Time Stamped Show Notes: 00:40 – Melanie is the CEO of Premium Inc. 01:00 – Melanie’s background 01:04 – Part of EO and YPO, moved from Hong Kong to Hawaii for High School 1:50 – Her father lent another Hong Kong business owner a large sum of money, and he filed for bankruptcy 02:20 – Her mother started Premium in Hawaii, her brother took over afterwards with no business background 03:03 – Brother went back to Hong Kong to help father and she graduated college 03:30 – She moved back to Hawaii in 1988 and her senior thesis was about the company 04:00 – She applied her marketing and finance degree to real life when she took over Premium 04:40 – Premium is one of the top 200 businesses in Hawaii and an Ernst and Young award winner 05:00 – Awards give instant credibility; she didn’t care about prizes or awards in the past 06:15 – Her banker nominated her for entrepreneur of the year, small business person of the year, top women business in Hawaii and Hawaii top 200 business, and when they won they started getting bigger clients and more exposure 07:04 – Habits for success include continued learning 07:20 – Chinese parents typically want a specialty 08:00 – College was to “learn how to learn,” and she believes in using that learned skill 08:20 – Encourages her employees, even the older ones, to continue learning and end the belief that their learning ended when they finished school 08:45 – Went to University of Miami and Stanford University and learned that she needed a board of advisors and how to create one 09:45 – Asked Andrew Sherman, a founder and legal counselor of EO, to be on her board 10:05 – She is in Harvard YPO program (case-study based, peer reviewed) 11:10 – She uses what she learns in the case studies to apply in her own business and shows her team members so they read it 11:48 – The case studies that stand out most for her are the ones of companies with a strong culture 12:30 – Something she admires about the culture is that the company requires a book report from employees before they get promoted 13:20 – Favorite books: “Mastering the Rockefeller Habits” and “Scaling Up” by Verne Harnish and “Topgrading” by Bradford Smart 13:45 – She has her executive team and middle management read the books 13:50 - “How to Win Friends and Influence People” by Dale Carnegie 14:09 – “How do you put yourself through the worst times?” 14:15 – In 2015 her warehouse landlord wouldn’t renew her lease and there was nowhere to move and her old warehouse was too small 16:00 – She paid 2.5x the appraised value to buy the warehouse and put everything she owned on the line 17:20 – After moving in, a sprinkler broke in her old warehouse flooding it and damaging a significant amount of property inside, wire thieves stole copper wire, and her warehouse was flooded a second time 18:50 – Her weekly overtime hours were greater than the regular hours during that time 19:03 – Melanie thanks her good company culture for getting through that tough time; everyone did what they had to do, put in 100%, and customers didn’t even notice a change in service 19:53 – Her sales manager knows her well and would say Melanie is focused, knows what she wants, and is very transparent 21:00 – She also thinks quickly, changes the subject, and multi-tasks, so her sales manager balances her out and helps keep others on track 21:45 – She’s learning to be more patient and understanding 22:00 – Challenges as a female entrepreneur: She understands many of her challenges were simply those of an entrepreneur and not having to do with being female or Asian 22:22 – Recognizes some challenges have to do with being a woman, short, and speaking with an accent 22:42 – She was challenged and scolded for wanting to enter the market of selling cleaning chemicals and did so anyway 23:54 – Advice for other women entrepreneurs 24:00 – Continue you education, increase your network to keep learning from others, and join a professional network like EO or YPO 3 Key Points: Always continue to learn – Learning shouldn’t stop when your schooling does. When faced with extreme challenges, do what you need to do and rely on your team for support.   Continue learning by expanding your networks, reading, and involving your staff in the learning process. Resources Mentioned: Entrepreneur's Organization – The EO Network Premium Inc. – Melanie’s Company YPO (Young Professionals Organization) – Professional Network “Mastering the Rockefeller Habits” and “Scaling Up” by Verne Harnish “Topgrading” by Bradford Smart “How to Win Friends and Influence People” by Dale Carnegie Credits: Show Notes provided by Melissa Valder  

Most business experts agree that the single most important factor in an organization's success is human capital or talent. In this podcast we interview HR expert, Rachel Freedberg, about how employers can implement Topgrading Methods created by Bradford Smart to hire top performers and ensure that their hiring process is free from bias. For more information visit GETSHIFTHR.com

Sean Evans is the founder of STEP Consulting in Toronto. He is a Certified Gazelles International Coach, a Certified Topgrading Coach, and holds an MBA from London Business School in the United Kingdom. Sean helps companies get out of the weeds and assists them to focus more on building their businesses.   What is Topgrading? Topgrading is a methodology created by Bradford Smart. It is the standard of hiring, coaching, and retaining top talent. You want to fill every position within your company with ‘A’ players. Companies need to know what a candidate is about, so they need to dive deep into their history.   What's the process in recruiting talent? The number one thing a company wants to do is create a specific job description; this is a typical hiring problem in most companies. There are four areas of a job scorecard: describing the company with excitement, creating a job mission, accurate accountability that can be measured, and a list of key competencies. The best way to find the best people is to recruit from your networks.   What can managers do on their own to find the best candidates for the job? You need to read Topgrading: How to Hire, Coach and Keep A Players by Brad & Geoff Smart and Who: The A Method of Hiring by Geoff and Randy Street.   What is a higher level step in the hiring practices? Companies shouldn’t rely on behavioral-based interviews, which is a hypothetical situational analysis. Businesses should rely on evidence-based interviewing. Topgrading is hiring based on the fact that someone's past behavior is going to be highly indicative of their future conduct.   What is TORC? TORC stands for Threat of a Reference Check. Companies should not rely on the references the candidate provides. You need to pick out a manager on their resume, ask them if it would be ok to speak to that manager and if they say yes, great. If they say no, then that is a red flag. The candidate will know that you are going to be fact checking everything they are saying about that position. They have to tell the truth because you are going to check on it.     Interview Links:  Topgrading: How to Hire, Coach and Keep A Players by Brad & Geoff Smart Who: The A Method of Hiring by Geoff and Randy Street http://www.topgrading.com http://stepconsulting.ca   More Resources: ScalingUpBusiness.com:  Learn about how growth coaching can help you and and your business see big results. Scaling Up Business Growth Workshops: Take the first step to mastering the Rockefeller Habits by attending one of our workshops. Bill on YouTube: Short videos to keep you Scaling Up.   Did you enjoy today's episode? If so then head over to iTunes and leave a review. It helps other business leaders discover the Scaling Up Business Podcast so they can also benefit from the knowledge shared in these podcasts. __ Scaling Up is the best-selling book, by Verne Harnish and the team at Gazelles, on how the fastest growing companies succeed where so many others fail. My name is Bill Gallagher and I'm a certified Gazelles business coach.  We help leadership teams to get the 4 Decisions around People, Strategy, Execution, and Cash right so that they can Scale Up successfully and beat the odds of business growth success. Our 4 Decisions are all part of the Rockefeller Habits 2.0 (from the original best-selling business book, Mastering the Rockefeller Habits).

Show Notes... Overview of Episode #12: This episode will help you in your interviewing and hiring efforts so that you can be sure to put the right people in the right seats. Build more business success and outsmart your competition by doing the things, in the interview, that help you notice and attract the best employees.  Five Benefits Interview Team is Better Than Going Alone Take the Free Top Thirteen Hiring Manager/Interview Mistakes Quiz Selection Criteria for Picking Interviewers Getting Your Interview Team Ready in Five Steps See the full shownotes here. Contact Suzie at suzie@pricelessprofessional.com or call me at 770-578-6976 Topic #1:  Get a Free Audio Download for Podcast Listeners Timing on Recording: @ 4:00 --- Audible offering to Wake Up Eager Workforce Podcast Listeners:  Get an free audio download and a thirty-day trial, here. Over 150,000 titles are available.  Two books that I recommend, that will help you in the employee selection arena are:  Good to Great by Jim Collins and Topgrading by Dr. Bradford Smart.  Go to: www.pricelessprofessional.com/audible to get either one for free. Timing on Recording: @  7:30 --- Topic # 2: The Problems with Having an Unprepared Interview Team Having a unprepared interview team is like going to the grocery store in a rush...  The new guy, who sounded great in the interview and the the entire interview team liked him, but turns out he's missing a important 'ingredients'  and you end up making the best of what you had, but it's not what you intended, and it's not ideal. Bad hiring is costly.Listen to an earlier podcast about the costs and the top three mistakes interviewers make: www.pricelessprofessional.com/interviewmistakes Timing on Recording: @  14:15 --- Topic #3: The Benefits of having an Interview Team and not going it alone… The benefits of involving others in the interview process are many, and include More “eyes” and insights from others about the candidates, Ability to dive deeper into import- ant topic areas by dividing up focus areas during the interview Use it as a development opportunity to up and coming leaders in the organization Creates increased buy-in and support for the new hire Improves new hire retention Take the Free Hiring Manager Mistakes Quiz around the top thirteen mistakes interviewers make to see if you make any of them:  www.pricelessprofessional.com/hiringmistakesquiz Timing on Recording: @ 17:45 --- Topic #4: One to one Interview Benefits and Interview Team Member Selection Criteria I recommend one-to-one interviews, over and above Panel Interviews. Here are some benefits of one-to-one interviews: Create more comfort for the candidate to ask questions and tell more about who they really are Help interviewers have more in-depth discussions Reveals more clearly, how well the candidate does or does not fit into the team and company culture Two Important Interviewer Selection Criteria: 1. Each interviewer on your interview team must have a vested interested in the success of the position. 2. Each interviewer on your interview team should have some training into how to interview. Interview Training That Suzie Offers: -  Get 70+ interview questions, plus interview training,  in my self-paced class: How to Conduct An Interview - Book: How to Hire Superior Performers: 70 Best Practices, Strategies and Tips -Workshop: Dodge the Duds, Pick the Winners: The Secret to Superior Performance Topic #5: Hiring Process and Five Step READY Interview Team Strategy Meeting Timing on Recording:  : @ 21:30 --- Here is an image of the Eight Step Superior Performance Hiring Process that I recommend.  If the image is not showing in the show notes - here is a link to it online.   My Book: How to Hire Superior Performers: 70 Best Practices, Strategies and Tips Five Step Process R.E.A.D.Y.   (get the meeting agenda form, here.)R. Review. Why the Position is open; Timeline for Filling; Job Description Superior Performance Hiring Worksheet; Candidate Resumes of Upcoming Interviews E. Evaluation & Feedback Selection Meeting Scheduled Schedule this meeting 24 hours (or less) after candidate interviews; can be in person or by conference call; make this a mandatory meeting. A.Assign Interview Focus Areas  Focus Area Worksheet: blank – form fill-in online PDF worksheet. Worksheet for focus areas, here. D. Determine & Create Competency, Behavioral-Based Interview Questions Articles with information and many sample interview questions, here: www.pricelessprofessional.com/hiringarticles   You can also get 70+ interview questions, plus interview training,  in my self-paced class: How to Conduct An Interview Y "Why" Sharing by Each Interview Team Member Topic #6: The "Why" of the Why Statement Timing on Recording: @ 29:30  --- What is the Why Statement: Sharing with candidates, near the end of the interview, your answers to: “Why I work for the Company.” “Why this position is valuable to the company and the team.” While you are focused on vetting the candidate and you're looking for job fit by asking competency, behavioral-based interview questions, putting on your pleasant but response-neutral face and listening aggressively, you also need to remember that the interview is a mutual selection process. The best candidates usually have several options that they are considering. They are focused on selecting the best employer that meets their needs. Everything the company does during the interview process reflects on the company brand and the candidate's perceptions as to whether your company is good place to work. How to use this in the Interview Team Strategy Meeting: Ask each interviewer to share, in the meeting in round-robin fashion with you and their peers, their answers to those two questions.  Having each interviewer share their “why” statements in the READY meeting helps each interviewer practice what he or she will share. It will also help others who are not sure what to say to candidates share more clearly and be more effective. Closing the meeting with a round-robin exercise like this ends the meeting on a high note. It also helps everyone remember that while they are vetting. Help In Creating a Solid Why Statement: It's important to have a strong and succinct “why” statement and to share it with your candidate as the last step in the TALENT interview agenda. Sharing a powerful and meaningful “why” statement will be one of the last impressions you leave with the candidate. Step 1.  Brainstorm (an uncensored list) all the ideas and thoughts you have around why working at your company and in this role is so great. Step 2. Pick three to five key points from your brainstorm list that best explain why working at your company and in this position is desirable. Use these prompts to get your brainstorming started: •    Share the organization's mission, vision, and values •    Describe the culture as dynamic, stimulating, and growing •    Mention low turnover, strong loyalty, and employee commitment •    Share about the awards the company has received •    Detail the exciting and interesting aspects of the job •    Outline the business results the company has accomplished •    Talk about the forecast for the future •    Remind the candidate of the great location, benefits, leadership, or team.   Subscribe via iTunes or Leave a Review Related Podcasts: The Three Biggest Interview Mistakes and How to Avoid Them Related Service: How to Conduct an Interview Self-Paced Class Dodge the Duds Workshop Employee Selection Assessment Tools and Resources Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce?  Subscribe to this Podcast Here.   You can also sign up for monthly email updates, here.   Thank you for being a part of this!!