Podcasts about implementers

strategy marketing offer offering strategic discounts crete pricing strategies santorini boost sales source energy nicole smith forward momentum levay implementers sales maven society

Play Episode Listen Later Sep 30, 2024 36:08

Strategic pricing strategy matters. Marketing methods that used to work in the past are much more nuanced these days. This episode tackles strategic pricing strategy and how to approach discounts - who to offer them to, when, and how. This on-air coaching call features one of our unique and brilliant Sales Maven Society members, Nicole Smith Levay. Nicole is a transformational retreat leader and somatic coach who helps high-achieving women stop over-giving on autopilot and learn to prioritize themselves and their soul work. Nikki and Nicole dive into Nicole's concerns about her current pricing and promotional tactics. They investigate why the "inner circle" discount approach may be ineffective and explore how to structure pricing tiers for maximum impact. There is power in rewarding action-takers and early adopters. Nikki talks about how predicting who your buyers will be can backfire and shares a better approach for maximum impact. We also learn about increasing lifetime client value. Whether you need help with launches, unsure about discount strategies, or looking to boost sales without devaluing your services, this episode is packed with actionable insights on Strategic Pricing Strategy. Nikki invites you to join the Sales Maven Society. Take advantage of this opportunity to work together with you and Nikki. Bring your questions, concerns, and sales situations; she provides answers and guidance. Join the Sales Maven Society here, click Join Today, and then checkout and use coupon code 47trial to get your first month for $47.00! In This Episode: [01:11] Nicole is a transformational retreat leader and somatic coach. She helps women put their soul work first. She does this through somatics, breath work, and meditation. [02:24] She also has a group coaching program called Forward Momentum. [03:50] She helps women take their businesses from year one to three to four to seven more smoothly. [04:10] Nikki agrees that in business we reach levels where we know something has to give or change. [06:08] To make the changes we want to make in our lives, we can't keep acting on autopilot. We need to pause and check in with our bodies and see what's going on. [07:50] Nicole also hosts retreats. In two weeks, her group is going to Santorini and Crete and the theme is Connect with Source Energy. [11:17] This call is a coaching session. [11:41] Nikki has helped Nicole move through resistance and fears. [11:41] Nicole's question for this coaching session is about marketing her programs. [13:19] Her tried and true formula that she's been using for retreats isn't as effective for digital programs. She's not sure if it's how she does the launch or if it's her pricing structure. [14:24] Marketing has changed. Offering special pricing for an inner circle doesn't work as well as it used to. [14:50] It's fine to have tiers with a sequence attached. You could have a rollout and a launch with an email sequence attached to it. [15:06] Nikki tested this last year. [15:46] Nikki loves to reward action takers. Implementers get results. Implementers are often people who buy right away. [17:17] Don't be overly strategic in trying to predict who your buyers will be. Share your offer with the entire list. [17:32] Don't try to hit the trifecta. You don't really know what the right offer at the right time for the right buyer is. [18:53] Just put your offer out there to everyone. [20:04] Some elements in Nicole's past efforts might be about having control for who's right fit for her offers. [21:11] Have a small first step workshop to increase the lifetime value of clients and build trust. Give people an opportunity to get that first touch. [23:13] How can we put a really great offer in front of people that will allow them to dip their toe in the water? [25:27] Is there a way to pull a transformational experience out of the retreats and give someone a mini retreat? [29:30] Nikki's advice is to give people the opportunity to be willing to work with her. [30:36] In the Sales Maven Society, Nicole has learned to not be afraid to try new things and not to be afraid to follow up. [32:24] According to Nikki, working with people who are willing to take action is the best thing ever. [33:45] The Somatic Boundary Meditation helps you find where you're overextending yourself. For more actionable sales tips, download the FREE Closing The Sale Ebook. Find Nikki: Nikki Rausch nikki@yoursalesmaven.com Facebook | Twitter | LinkedIn | Instagram Sales Maven Society Work With Nikki Discussion To download free Resources from Nikki: www.yoursalesmaven.com/maven Find Nicole: Power Within Healing Free: Somatic Boundary Meditation Facebook | Instagram

Unlocking Revenue Growth with EOS I Kyle Mealy Ep 190

Better Business Better Life! Helping you live your Ideal Entrepreneurial Life through EOS & Experts

Play Episode Listen Later Sep 23, 2024 38:19

Welcome to another episode of Better Business, Better Life. Join host Debra Chantry-Taylor as she welcomes guest Kyle Mealy, a Fractional Chief Revenue Officer and founder of Next Level. Kyle shares his journey from lab manager to revenue expert, emphasising the importance of integrating marketing and sales into a single revenue strategy for businesses using EOS while also identifying common mistakes in EOS accountability charts. In this episode, he also introduces “Revenue Cascade” to improve conversion rates and marketing ROI and how his martial arts background influences his approach to business. Tune in to discover how to simplify your revenue process and grow your business. HOST'S DETAILS: ___________________________________________ ►Debra Chantry-Taylor is a Certified EOS Implementer | Entrepreneurial Leadership & Business Coach | Business Owner ►See how she can help you: https://businessaction.co.nz/ ____________________________________________ GUESTS DETAILS: ____________________________________________ ► https://www.readyforthenextlevel.com/ ► Kyle Mealy - LinkedIn   Chapters:   0:36 - Introduction 2:21 - Kyle's Journey 6:04 - The Concept of Fractional CRO 14:25 - Challenges in Implementing EOS Accountabilities 19:30 - The Revenue Cascade 24:35 - Simplifying Marketing and Sales for Better Results 25:05 - Applying Martial Arts Principles to Business 28:47 - Top Tips for Improving Business Revenue 32:57 - The Role of Implementers in Business Success 33:19 - Kyle's Upcoming Book and Final Thoughts

business challenges sales unlocking roi concept next level final thoughts business success top tips better life eos better business better results revenue growth upcoming book mealy implementers

#889: Here's Where Practices Fall Short When Hiring

Dental A Team w/ Kiera Dent and Dr. Mark Costes

Play Episode Listen Later Sep 12, 2024 43:28

Cory Pinegar of CallForce joins Tiff to talk about how to successfully hire the best people for your practice. They discuss the importance of consistent communication, what happens when one team member isn't fitting, bringing on remote workers, and more. Episode resources: Check out CallForce Get in touch with Cory directly: cory@getcallforce.com Listen to episode 526: Applying Healthy Boundaries Tune Into DAT's Monthly Webinar Practice Momentum Group Consulting Subscribe to The Dental A-Team podcast Become Dental A-Team Platinum! Review the podcast Transcript: The Dental A Team (00:01.058) You guys I'm so excited to be here today with the one and only Corey from reach and I just I'm blown away Corey that I get to do this podcast with you. I know I told you this a couple times we chatted a little bit yesterday we had a little bit this morning but for the world that's out there this man's brain has just done wonders for the dental industry in the last eight years it has blown me away. I've watched you grow. I've watched your companies grow. I told you before when I was in practice, you know, way back in the day, long time ago, I actually used some of the products that you ended up purchasing and taking over. And I have seen that massively improve the dental industry. In my opinion, I've used them personally in practice. And I have a ton of practices that use both sides of what you do. So Corey, I I'm blown away again, like I said that I get to do this podcast with you. know you've done a couple with Kara. She's fantastic at them and I listened to them over and over. And I'm like, gosh, there's so many great nuggets. send them to a lot of clients and I can't wait to dive into what we have today. Corey, how are you doing today on this beautiful sunny Tuesday? Is it sunny in Salt Lake? It's freaking hot here in sunny. So I just make the assumption. What is it like out there? How are you Corey? Cory Pinegar (01:15.44) Hey, it's not as hot as it is in Arizona, which we're grateful for, but thank you for having me. Your team has always been amazing and it's a pleasure to be here today. The Dental A Team (01:18.283) It's bad. Yeah. The Dental A Team (01:25.385) Awesome. Thank you. We love you. We love your products and we love supporting you guys. And honestly, I truly I have a few clients who use your products already. And I love being able to recommend something from someone that we know we can trust that's done your due diligence to create an incredible company that reaches the masses and really, honestly, I love the benefits that you guys bring to not only our country, but other countries is just really, really cool. So If you guys don't know this company, I want you to do your due diligence. Follow the link below that Sissy and the ladies will tag in there, learn more. We're going to talk some about it. But Corey, I think what we've chatted about, what we've decided is really relevant and prevalent right now in the world and in our industry is really exciting for me. So we're going to do our due diligence and we're going to talk about both companies. But I think I want to pick your brain today. done this incredible job of really learning how to onboard employees, hire great team members, really vet different people. And right now in the industry, what I'm seeing with a lot of my clients, I told you this morning, I just got off a call last night with a doctor and I'm like, gosh, like I just, my heart pours out to him and I want to go work in his office. I'm like, gosh, just, I will just come do it. Like I can't, we cannot fill this position. And every time we get somebody that we're like, okay, great. This is going to be awesome. they don't show up the first day or they have childcare issues or something happens and all of a sudden they can't be there. And I'm like, what the heck? It's just the way the world is right now in the hiring industry. was like, Hey, it's just hygiene. And now it's like dental assistants and front office and just finding people has become increasingly more difficult. And Corey yesterday when we chatted, you had some incredible ideas and ways that you've actually learned how to vet really great team members for your company, for other companies to use as virtual assistants. And so, so that you guys know out there, Corey's company has has two different sides. have, you know, the re care, recall, phone answering all that. But then they've recently within the last year and a half or so been really, really, really taking over, in my opinion, the virtual assisting world. The Dental A Team (03:48.841) with ways of hiring that I don't think other companies are really using and it's making a huge difference and a huge impact. I'm seeing it in my own personal clients. And I'm honestly seeing it in the industry, just reviews that I've seen of your company. Like I am blown away by the way that you go about hiring these individuals and the thought process that you put into it. So Corey, will you just kind of give us some of your biggest tidbits? What do you look for when hiring and how are you really? vetting these people as humans to be good people that are actually showing up for work because they are showing up virtually but they are showing up. How are you doing this? How are you creating this magic? Cory Pinegar (04:29.332) Well, I actually want to even take a step back before we hop into it. I, one, appreciate your kind words. We're not a perfect company, but we're really passionate about the market. And we believe that there's a lot to do better for patients and practitioners. Before we even dive into some of our hiring practice tips and tricks, one thing that I want to talk about is you have to create an environment in your company or in your practice that is a win. And what I mean by that is there has to be or there is three stakeholders or shareholders in any business. There's customers, there's employees, and there is the business itself. And the business has to make money. If a business consistently loses money, then eventually the business goes out of business and there's no more employees and there's no more customers. If you don't treat your customers, The Dental A Team (05:21.009) Yeah. Cory Pinegar (05:25.108) really well, then your customers don't refer, your customers don't stick around. And if you don't treat your employees well, if you don't create a sustainable, happy, healthy, not perfect, but environment that cares, your employees don't stick around and they don't treat your customers great. And so even before you go, if you go hire the world's best person, but then you don't have a winning environment and winning team, nothing is going to happen. And so what I and all of us in dentistry, The Dental A Team (05:51.569) for sure. Cory Pinegar (05:54.792) are entrepreneurs, everyone who's listening today owns or has started and wants to grow their own practice. And something that I've learned from doing this from eight years and inheriting it with no formal business training, like a lot of doctors as well, is businesses have to be built to be sustainable. And so you have to look at your environment well before you go to your hiring practices or go find the best person in the world and you have to say, Does a team member walk in here and do they have the opportunity to grow? Is it a safe space? Is it a space where they can be pushed professionally? Is the business producing capital that returns to you as the owner that is meaningful and moves your family and life forward? And number three, and equally as important, is are your patients raving patients at the end of the day? And if you do those three, you create a flywheel, that means the business is even sustainable beyond yourself. That's the number one thing that I do. You go for it. The Dental A Team (06:51.987) So I'm gonna jump in, because I have questions. Okay, so I think that's beautiful. That right there, like drop the mic, you've done everything. Fix those things and you've got at least a place I think where you can attract the right people. So my question then is the practices you aren't really maybe even realizing that they need to focus more internally, like we need to fix the foundation before we bring more people in. Do you see... within your experience as a business owner and watching other business owners, do you see that that translates to maybe an ability to hire? Like we need somebody and we're like scraping and trying to hire, but we can't, or hiring the wrong people or not realizing who we need to hire without that kind of foundation. What are the repercussions that you've seen in your experience with that when they're not doing the right things yet, or maybe not knowing? Cory Pinegar (07:43.988) Yeah. So when a business isn't sustainable, especially on the employee side, they have higher turnover naturally. Who wants to work in an environment where they don't feel valued, where they can grow personally, professionally, and financially? And so you see higher turnover. Then what we see from the practices is an urge to fill the gap quickly because the turnover is consistent. And so what they look for is, I want someone with dental experience in revenue cycle management or insurance verification, and I want them to start as soon as possible. I want an able body to get in there. And that is the next step of the death sentence. Because if I've seen anything through my eight years and hiring thousands of people and having hundreds of them not work out to I've goofed it up as bad as anyone has. What I've learned is The Dental A Team (08:15.613) yet. Yeah. Cory Pinegar (08:36.992) personality, soft skills and EQ, emotional intelligence skills, can not be trained. And different practices need different types of people. But what happens is when a practice is in a pinch, what they're doing is they're sub diverting all of those core skills that can't be trained and going to someone saying, you can ride a bike. Well, we need a bike rider. But then what happens is six months down the road again, it's not the right personality fit. They don't have the right soft skills for the job. And that turnover is created again. It's a systemic system that then just until the core problem is fixed and until the practice starts saying we hire for fit, then we hire for skill, it re -incess and repeats and the doctor and the practice is often wondering what the heck is happening when it really takes a step back, a slow down. and improvement and then you can create something that is sustainable and less stressful. The Dental A Team (09:40.546) For sure, for sure. I love all of that. And I think what that translates into, right, is you can find someone, I think, with the IQ, with the emotional intelligence, with all of those personality traits that you're like, this is fantastic. This is the person we can train, he or she, to do anything that we want them to. But when that foundation isn't there, like to go back to that piece, if our foundation of team and patient and business experience isn't there. So our team experience is met, our patient experience is like, how many can we get churned through, or it's just not 100 % because our team's not super happy. And the business maybe isn't going in the directions that we really want to see it growing in. We bring that person in, we're like, I found them. I've heard this tip, I found the person. She's the perfect fit. She's gonna solve all our problems. I'm like, fantastic. let's see how this works, like let's get it on. But when those other pieces haven't been solved yet or even found, maybe they don't even know that they're an issue yet, that person fails, right? Or the team, the business fails that person. And so they don't last because those other pieces haven't been there yet. So then it's like, well, shoot, you told me to hire for the personality, Tiff, and that didn't work. Now I'm gonna hire for, I need someone who can fill a schedule. I need someone who knows treatment planning. know need someone who knows how to schedule an open dental and can answer the phone. And I'm like, cool. So then we fly into that other space where they're hiring for need and they're hiring for the quote unquote experience that they have, but they might end up with someone who didn't have those emotional intelligence pieces. So as a business owner, and I think, I mean, we've gone through it, like everybody goes through these trends in a business, this is just part of business, you get stuck on one spot of the business and you're turning and you're turning and you forget the other pieces or they just kind of fall to the wayside. But in your experience, when you've seen that in your business or in other businesses, you help a lot of doctors across this country. How do you see them like realize like what are the key points that they can see? They've got the turnover, but are there other areas where they can see? I think this might be a foundational thing. The Dental A Team (12:01.191) I keep having this turnover, keep having people come in. How do they notice that? How do they know? I've got to focus in on my team's experience because there's an issue here. Cory Pinegar (12:11.722) think some people are naturally wired. Some people are lucky enough to be gifted to see the whole picture. The reality is it's a painful level of introspection and listening. I recently hired a coach who went and surveyed all of my direct reports and came back and it's a painful colonoscopy. But it's really insightful because you see the way you act and everyone thinks they act a certain way well. The Dental A Team (12:33.192) It is. Cory Pinegar (12:38.89) Perception is generally reality and perception of other people looking at you is the reality that generally matters in business. And so it's taking those moments to slow down, realize how you're acting, learn about better ways. And then it's the continued art of always learning. I am so far from perfect, but I think I probably either read or listen to educational content for 30 minutes to an hour and a half every single day. And it's the only way that we can then take our team back and develop people and process to truly allow us as owners and leaders to step back or else the chaos always continues. The Dental A Team (13:11.19) Well, I love that. I love that. The Dental A Team (13:17.814) Mm -hmm. The Dental A Team (13:25.322) Yeah. What are you choosing for your personal development? What are you, what are you learning right now? What are you taking back to your team? Cory Pinegar (13:32.852) What am I taking right now? I'm working on developing trust in our organization. And so how do we build pillars that then work and support together? And what's been really interesting is the coach that I've been working with has then gone through the pillars of trust. And so it's credibility, it's the ability to be reliable, it's the ability to have personable conversations. Sometimes I look at leadership or trust, these large... The Dental A Team (13:38.038) Yeah. Cory Pinegar (14:00.254) almost gargantuan words that are hard to define. And it's been really helpful to take a step back and get a coach. But the only ways that I've been able to do it is swallowing the pride pill, which I still struggle to swallow every day and getting outside help and continuing to learn. There is no magic sauce that we wake up with it one day. The Dental A Team (14:15.532) Yeah. Yeah. The Dental A Team (14:20.962) Yeah. Yeah, I love that you say that. What I see in the dental world from our perspective, you know, our clients are coming and our prospective clients or people who are just reaching out just for information, they're coming for systems. It's always systems. I'm like, I always know, right? I know when I get a new client, I'm like, I know your systems. But we can't focus on systems and fix systems or do quote unquote, the right systems. If on a foundational level, the leader and the leadership isn't in the right space. So focusing on the leader first, focusing on the doctor, the practice owner, and making sure that that human being is where they need to be in order to grow a business and grow a team and sustain the life that they're there after really reach that life and sustain it and project it into their future. Then you can go after the systems. But we always get systems first and I'm always like, cool, we've got to take a step back because we've got to look at the foundation. Cory Pinegar (15:24.478) We talk a lot about it internally and it took me years to figure it out, it's a business as a layer of people process, but it's a layer starts with the leadership. Then you have elementary processes that begin to start. Leaders are generally or visionaries. Entrepreneurs are generally not the best process people. could not be worse. Tell me to design a process. I've already failed the project, but it's then bringing in people who can help design those processes more. And then they bring design processes that then allow people to live within. The Dental A Team (15:50.264) Mm Cory Pinegar (15:54.388) those processes, but it's a layered cake. It's not people then process and then you're done. It's a continued stacking as you build an organization. The Dental A Team (16:04.001) Absolutely. Absolutely. One of the biggest struggles I see from leaders and tell me if this maybe lies true for you as well for leaders for entrepreneurs for those go get our visionaries, right? The dreamers is the ability to bring clarity to that vision. And so when when my entrepreneurs and my dreamers, my visionaries, they're like, I have an idea, I have an idea. And they're telling someone like, this is what I want you to do. And then the implementer, right? Implementers, I'm an implementer. I can dream, but I'm an implementer where I'm like, cool, this is what I think you meant, let me do it. And then come back and I like, well, that's totally off the mark. So bringing that clarity into that vision is difficult because you don't have, if you had the clarity, you could implement it. But then in order for an implementer to implement it, they need the clarity. And so how do you find as you're building this trust within your team and building these aspects and going through the coaching, how do you find the ability to bring some of that clarity into your ideas to make them a reality for the people who are implementing for you? Cory Pinegar (17:11.284) This is an amazing question. And I am far from perfect. I have moments when I'm like, I swear I said it this way and it, I asked for a bagel and it came back as toast. But I've realized at the end of the day, there's nothing that beats consistent communication. And out of the one thing that I probably see practices go wrong on significantly is there's this one and done mentality. And that just, doesn't exist. The Dental A Team (17:13.6) Yeah Cory Pinegar (17:41.312) It is every day looking in and saying, OK, well, how did you understand that? it's involvement as a manager and as a leader with your team. There is no thing as, hey, go get it done. And then it's going to come out perfect. Because what's stewed in my brain at night for 14 days, and then I'm going to regurgitate it in a three and a half minute conversation and expect someone to nail the vision that I've been conceptually building in my head, I don't have the clarity. but it's learning to over communicate, consistently communicate, and then provide feedback where it's off. But when it's off and it comes back as a piece of toast, I know that it's on me, because I didn't drive clear communication and clarity. The Dental A Team (18:25.41) I love that. So I, I want everyone to hear all of those pieces. want you to like rewind, re -listen, look at all those pieces again, because when we're leaders, when we're in a leadership position, when we're a practice owners, when we're doing these things where we're really leading, guiding and growing people, it is important to make sure that we're like good with ourselves first. If we're not true to ourselves, if we can't trust ourselves, if I can't trust my word, Right, if I'm telling myself I'm gonna get up and go for a run every morning at 5am, but I hate getting up at 5am so I never do it. Like I'm lying to myself every single day, right? I've done it, I've been there and I'm like. Cory Pinegar (19:02.686) And I do that every night before I go to bed. I tell myself I'm going to the gym. And damn it, we're here. The Dental A Team (19:05.722) I do. I know, I know, but I'm like, I'm not a morning person. So I just need to switch it right to build that internal trust. But if we're not focusing in on the, like you said, those trust pillars, those pieces where it really, really brings that ownership and integrity to you as a business owner, a practice owner, a leader, whatever your position might be, if you don't have those personal integrity pieces in alignment, you're not able to be held accountable. You're not holding yourself accountable. I think that's where a lot of people, business owners miss that mark of building a team. Because if you can't say it and own it, you're just, anything you do, you're training your team to do. So if you want a team that owns it, team that's like, you know what, I have an idea, I'm gonna go try it. I think this might work. think I should call people in this order. I think I should say these words when I call for a re -care because I think people will call back. quicker. If you want people to have ideas run with them and make changes and do amazing things in your company, you have to be willing to do those things too. And then when it doesn't go right, be like, shoot, that sucked and try again, because you're training your team to do whatever it is you are doing. If you're stressed out, if you're uneasy, if you're manic, if your emotions are everywhere, and you're telling your team your emotions constantly, you've got an emotional team. You're just like, you're going to create your reality based on the way that you hold yourself. And like you said, the perception, like the way people perceive you, that's the reality that you're living in. And I love that you mentioned that earlier, those self -evaluate or those evaluations of leaders, those are hard. Those are high. We've done them in our company. I've had to have them on me and I'm like, all right, give it to me. But it's really a reflection of what you're putting out there. No matter what somebody could perceive me a certain way. But I did something that allowed them to perceive me in that way, no matter what, hands down, something I did or said allowed that perception to be their reality. So it is reality, whether I meant it that way or not. So being able to take a look at that and really dive into it and do the personal work on it makes a huge difference. And then I am a huge fan of podcasting first thing in the morning, like listening to something that's just like inspiring or The Dental A Team (21:27.157) leadership techniques or tactics or something that just like gets you motivated. So I love that you're doing that stuff too. think that was that was huge because those are the foundational levels. If your leadership isn't there as the owner, you can't expect your team underneath you to do more than you are. They're going to rise to whatever bar and standard you've set. And they're not typically going to go above that if they are going above that. they're probably going to go start a business soon. They're an entrepreneur who's just looking for the space to be able to do it on their own. And that's fantastic too and grow them and let them fly because I think that's incredible too. But when you're not in that space, it's really hard to expect others to be there too. So when we've got that now, I love the emotional intelligence. That's like my jam. My, my jam is personal development, leadership, growth, all of those pieces. that's literally what I specialize in. So that just, you just, you know, have me going on cloud nine over here. Now relate that if you would like you've said you've hired thousands and you've gone through, you know, hundreds that didn't work. And that's totally fair. think there's gotta be some sort of ratio there. Otherwise you're just like superhuman over here and you've got to do a lot more with that. Cory Pinegar (22:41.542) I wish we were. The Dental A Team (22:45.256) How are you, or what tools maybe are you using that really help you to see what their personality is like before getting them into the practice, like into work? How are you able to see those pieces ahead of time? Cory Pinegar (23:00.148) Yeah, really good question. So we have a recruiting team that does an amazing job. Number one, we're clearing the air on expectations to start. So well before we go to an interview, we want to make sure is what you're looking for, what we're looking for instead of starting this process and then losing each other at the end. So there's almost a series of knockout questions to make sure that we're not misusing the candidate's time or misusing our time. The second thing that we're looking at is are they a good cultural fit? What soft skills do they have? What emotional intelligence do they have? And you can get a read from that, but then we use certain assessments. There's people plus purpose, there's certain EQ ones, and we'll send them to certain candidates in certain positions. And then we actually backtrace those against our most successful candidates. The Dental A Team (23:51.101) Beautiful. Cory Pinegar (23:51.265) we can look at the superstars and then say, okay, from a data perspective, how do we begin to replicate those? And it is amazing when you look at the pure data of hiring, a recruiter can hire on their gut and they are right or wrong, just like blackjack can about 50 % of the time. The Dental A Team (24:09.563) Yeah, for sure. Cory Pinegar (24:10.333) And so it's a mix of taking those soft skills, making sure they hit the requirements, but then making a database decision. And that means you still miss every once in a while, but you can correlate it to your best team's performance in those certain positions. The Dental A Team (24:26.459) That's beautiful. And that would take the people on your team doing those assessments first. So if you're a doctor who's hiring for a physician now, making sure that you know where your team lies and that way you see, okay, this rock star or these rock stars, the people who are really rising up, where are they landing on these certain things within their performance in their EQ, their soft skills, because now when you're doing that, you've got data to compare it to. But when you're just getting data, you're like, yeah, feels like it's still like a shot in the dark like gut instinct because it's like, yeah, it feels like those are the pieces that I'm looking for, but not actually having that data to know in comparison makes it much more difficult. I love that. I love that. What do you think a doctor who, and I'm just like making this up right now because I'm like so intrigued by all of this, but what do you think a doctor who is sitting here today, they're listening to us and they're like, gosh, dang it. I think Corey is onto something like I think I need to fix my foundation. Like where do, where does a doctor start? Where do they start when they say, I'm having a lot of turnover. I just haven't been able to figure it out and I need to look internally. What is, what is the step one? Do you think that they could do to look internally and say, okay, where do I start? Cory Pinegar (25:46.9) I mean, that's a hard assessment to make blind. Where I look at myself is there's two base layers. I, and I ask myself it consistently, are we providing value to our employees? If not, where are we missing? Are we providing value to our customers? If not, where are we missing? Or where could we make it better? And am I providing value to myself? Because if I am providing value to my people and providing value to our customers, but I'm run ragged. I'm not taking home pay. I'm working 14 hours a day. I'm showing up probably like a total ass. And so you have to look across the board and say, where am I missing? number two is, and one of the biggest, I think, learnings for me is you just have to care. If you don't care for your people, if you don't care and sincerely care for your people and sincerely care for your customers, you can't fake it and people can sense it. The Dental A Team (26:19.421) Yeah, yeah, that's fair. Cory Pinegar (26:43.506) And so it's those base layers of assessing, but where I feel I started to move my foot forward in leadership is I knew the right things to say before or holding a one -on -one or an annual overview and giving someone a raise. But I have to look and say, do I sincerely care for you? And do I want and am I able to move you and your career and your family forward? And if I'm not there, then I'm not serving their best interest. And people can sense that. The Dental A Team (26:43.86) a polygrapher. The Dental A Team (27:12.353) Totally. Yeah. And I say constantly, if it's not right, like for me, if I'm not, if it's not working for me, it's not working for you either. They may not have realized it as quickly as you did, but it's, it's true. It's not, it's got to be a two way street. It's got to work. And if it's not working for them, it's also not working for you. So when people are, you know, in that space, if it's, if it's not wrong seat, wrong, you know, space of life and we can move them to somewhere else, they might thrive. If they're not thriving with you, there's a reason. and we've got to figure those things out. Cory Pinegar (27:43.296) You nailed something and it's almost a little contrarian to what we've talked about today that in the first 60 to 90 days, they can interview great, they can start great. Sometimes they're not right and that's not a knock against them, that's not a knock against you, but it's better to raise your hand and have those conversations. There have been times in my career where... because I wanted to be kind or empathetic or I was unwilling to confront the hard conversations that I've allowed bad to brew in an organization and people. are almost similar to cancer and it spreads where if you're not holding a high standard of how we engage our patients or how we treat our team, that begins to spread. And so our job as leaders is to hold that standard and to make those changes when we realize that they're not right. And it doesn't mean at the end of the day that you don't care. I had this exact same conversation with someone yesterday. I care for them as an individual, but I know what we need and what they have is not right. And so we are driving two semi trucks at each other at the same time. And it's better for us to raise our hand instead of crashing those semi trucks. And though it seems contrary into caring, it's better to clear where you need to clear, but do it empathetically and leading with their interests first. The Dental A Team (28:52.926) percent. The Dental A Team (29:07.115) I think in business, we oftentimes do or when we own a team and we're, you know, trying to own our feelings and all these pieces, we take the individual out of the team. And when we can't, when we can't see this, I love your semi, you know, theory there. I love that when we can't see that the semis are running towards each other and we just want to save that other semi. We're like, we think we're chasing the semi to save them. And we pull this one person out of the team and we say, gosh, Let me change things. Let me move you to a different space. Let me do this. We're grasping at this one person who's just not a fit. They're not working. We forget to care about the rest of the team in most instances. And so now we're putting this one person who's just not fitting. They couldn't be a fantastic human, but they're just not the right human for this space of life right now. Now we've put 5, 10, 20, 200 other people underneath this one person that we're trying, we're gasping at trying to save. And now the potential, the trust loss, the relationship loss, the connection and communication that you've lost with the rest of the team is at the non -benefit here of this person who's gotta go anyways. And so now you're rebuilding all over again. with a full team because you've lost those pieces, whether they're willing to admit it or not, internally you have lost trust with these people because you put this other person ahead of them. But when you can just say, you know what, it's just not jiving, it's not a fit, and I think you're going to be happier in a place that you 100 % fit, and we're gonna be better off not trying to force a square into a circle, your team respects that and they feel respected. They're at the brunt of this person not making it. They're the ones picking up the slack and then for you to put them ahead, it's it's this vicious cycle that I think now you go all the way back to the beginning of our conversation because now at a foundational level, we've tanked, we've lost so much momentum and so much growth and gain that you had before. So I do think that was an incredibly important thing to bring up and incredibly important. The Dental A Team (31:19.309) piece to talk about is you have to be willing to say goodbye when it's time to say goodbye and be okay with that empathetically, obviously, but that was huge. That was huge. So foundational level, making sure that we're good on a team, a client and a business space, make sure that you're actually a leader. You're not just a manager, you're a leader and you're leading a team. We talked about some hiring tips hiring for personality, making sure that they're the right fit for your team when you know what that fit needs to look like, and making sure that you know who you're trying to hire that avatar is just as important as the person that you're bringing in. So making sure you know what that looks like. And I love the idea of comparing them to your rock stars. Now once you get that person will quickly go through this one, Corey, but something that you and I have chatted a lot about and I think it is imperative to the success of business and people is the onboarding piece. And this is something that is dramatically overlooked and not, it's just not seen in dentistry as a whole. Dentistry does not understand the idea of fully onboarding a person onto their team. We throw dental assistants tear side with our highest, you know, highest quality dental assistant. And we say, go figure it out. We throw associate dentists in and we're like, you know what you're doing, do it, hygienist, all of them, front office. Like we just throw people in and we're like, you should know what you're doing, figure it out. This is, you know, as easy as riding a bike and it doesn't work. So how do you suggest or how have you seen your most successful practices onboard, even these remote virtual assistants that you've got in your company, onboarding them onto their team and how are you? enforcing onboarding, I want to use that word because you have an incredible layout and system for this within your company of virtual assistants for the world. Cory Pinegar (33:14.41) Yeah, really good question. So there's three things that I think lead to anyone onboarding successfully. It revolves around clarity, communication, and expectations. Number one, when someone comes into the role, is it truly defined? Have you sat down and said, OK, I want a wide receiver, and I expect them to catch this, and they're going to run these type of routes? And it also helps you hire in that role. It's not you need an office manager. It's what does winning? The Dental A Team (33:17.219) you Cory Pinegar (33:43.28) for you actually look like because people get thrust into roles, oftentimes with some templated office manager, receptionist description. And because of that, there's not clarity and alignment. What you talked about earlier, we've all got to be going to the same place. Number two is then you've got to communicate. You've got to get them trained. They can come with dental experience. They cannot come with dental experience. Both of those come different ways. I think the misnomer is, okay, well, They have a dental background, they know insurance verifications. Well, do they know your dentrics? Do they know the networks that are insurances that are in or out of network? Do they know how you want to file certain things? And that often gets looked at, people will just naturally pick it up. All of the dentists went to school for three to four years, depending on where they went, and sometimes even more specialized training. It's years of work to get it down. And we expect people in a week. in a practice to pick it up and be integrated. And it's just a slow uphill climb where I really think to truly integrate someone well, it's six months of consistent communication where you're stacking bricks and building a house. And then that final note is once you're consistently communicating and training, it's setting expectations and deliverables and where they should be. It's not, hey, you should be great at answering the phones at the end of week one. It's. at end of week one, you're going to master new patients. And at the end of week four, we're going to train you. And then there's a guide map where then they can look at themselves because people want to know how they're doing in the job and where they should be. And instead of this vague, ambiguous job description and not knowing where they land, it's OK, here are the deliverables. And it allows that mountain climb where everyone can be paced and have expectations that are reasonable. Second thing. We specialize in remote team members. Practices are so used to the concept of you hire someone, just as you said with the assistant, you can bring them in, you sit next to someone. The biggest struggle that we see at Reach is people love the idea of virtual assistants. They're cost effective, you get engaged people who truly do care. But then day one starts and you go, do I send them a Zoom link? How do I? The Dental A Team (36:07.031) There you go. Cory Pinegar (36:08.006) shadow them on calls. And so our goal, the reason that we have success managers at Reach is, number one, they still need to drive clarity. They still need to have expectations. They still need to communicate. But then can we help them in areas of what technology should you be using? When and how should you be checking them in? But one big tip that I would get on the remote side is, and I mentioned this in our meeting before, I hate the term outsourcing. Because outsourcing typically means I'm gonna take my pieces of paper, I'm gonna take my revenue cycle management, I'm gonna throw them to another company. We've all outsourced and we've all gotten poor quality work back because there wasn't communication and there wasn't clarity. What we really specialize in at Reach is bringing someone in who does work remote, but integrating them into your team. They are part of your team. If they're not joining your morning huddles, if they're not... getting the updates on what's happening within the practice, you cannot truly play a game of basketball with one player, not communicating with everyone else. so remote is different and our goal is to help guide people through the nuances there. But the biggest thing that leads people to be uber successful or to struggle is the idea of this is now someone who's joining my team. They joined digitally, but we're gonna treat and respect them just the same. And I can promise you. that the level of engagement and dedication that you get back when you respect a global worker like that is unparalleled because they yearn to be a part of a team and be a part of a movement where they can give better healthcare. And those are the practices that take it to the next level. The Dental A Team (37:49.193) I totally agree. And I saved that one for the last because I feel like everything you just said right there wraps up and wraps back into everything that we talked about this entire podcast because the clarity, the wins, knowing how to win for both sides, the accountability, all of that goes straight back to that foundational level. And what we spoke about with entrepreneurs being able to narrow in that clarity and really being able to narrow in what it is that you want. If you don't know what you want from a team member, whether it's in person or whether it's these incredible global workers that Corey's out, reached to reached out to, I was going to say, with reach, it doesn't matter. If you don't know how you want them to win, like if you don't know what it looks like for them, I've seen it both sides, with remote workers, both sides, the side that says, this is exactly what I want you to do. This is how we're going to get you there. This is how both sides win. and the side that's like, wait, you don't come with like, I just want you to do this, just go do your thing. And I've seen it work and not work. And it's that clarity piece that makes the world of difference. And I love what you said. am totally for, we've got plenty of outsource like billing companies and people, insurance verification companies that we've utilized that we recommend that we love, but it's not the same as a virtual assistant. through your company. It's not they're drastically different. And then the level of dedication, the care and the actual integration into your team is different. And I think Corey, that it's because on a foundational level, you as the leader and your company knows the expectations of these workers that you're bringing in, and it sets the practices up for so much success as long as they follow your lead. So all just ties back to each other. you guys, this has been incredible. Corey, thank you so much for letting me pick your brain and pivot and go back to what we talked about and like go all over the place. That's how my brain works. And I love that you were able to follow with me. Thank you. It gets a little crazy in there sometimes. I want you and this again, I'm just throwing things at you. If you could sum up today's podcast and say, gosh, this is the thing. This is start here. What would you leave? The Dental A Team (40:11.351) our listeners with today. What would be the magic sauce sentence at the end of what the most important piece was that we talked about? Cory Pinegar (40:21.29) great people and a sustainable business model leads ultimately to a less stressful life and a very successful business. The Dental A Team (40:29.625) Thank you. totally agree. I totally agree. I focus a lot of my coaching and my consulting on the person, the leader, the owner and the life that we're trying to create for him or her. Because if we can see that as the guideline, that's our why. That's our, that's our guiding star. Everything else falls thereafter. It's very easy to bring in all the accountability and the ownership and the leadership when we know what it is that we're going after. It's when you're mind is so muddled and you can't figure out that clarity piece that things get more difficult. So I love that narrow it in, get things done. Corey, thank you so much for your time today. Thank you for your time we spent with us yesterday as well. We are going to link in the show notes, all kinds of information you guys, Corey, your team, you are incredible. And what you're doing for the dental industry here and the industry outside of our country truly like makes my heart on fire. I'm so Wes to know you and be able to do this podcast with you this morning. Thank you so much, Corey. Cory Pinegar (41:31.818) Thank you for the time. The Dental A Team (41:33.175) Of course, of course. And we can't wait to have you back again, because we know we will. Dental A Team listeners, thank you so much for being here with us. Listen to this again, you guys. There are so many notes to be taken, so many tidbits, so many pieces that you need to do. Go run, do it faster. And then as always, reach out to us, Hello@TheDentalATeam.com. If you have any questions, if you need information, if you need us to connect you to Corey and his team in any way, let us know. We're here for you. Thank you.

entrepreneur zoom arizona reach leaders hiring practices perception iq fix eq mm dentistry salt lake fall short implementers cory pinegar callforce

How the Entrepreneurial Operating System (EOS) Can Transform Your Business With Stephany Day

Capitalist Culture

Play Episode Listen Later Aug 8, 2024 68:30

I'm excited to share some incredible insights from our latest podcast episode, where I had the pleasure of chatting with Stephany Day, the Chief Operating Officer and Integrator at Kip Search. If you're an investment group leader or a growth-stage business owner, this episode is packed with valuable lessons that can transform your business operations.Here are the key takeaways:Understanding the Entrepreneurial Operating System (EOS)What is EOS?: A comprehensive business system that helps organizations clarify their vision, gain traction, and foster a healthy team culture.Visionaries vs. Integrators: Visionaries are the big-picture thinkers, while integrators turn those ideas into actionable plans. Both roles are crucial for business success.Stephany's Journey and InsightsFrom Project Management to Operations: Stephany's transition from project management to operations, driven by her passion for leadership development.The Power of EOS: How reading "Traction" and "Rocket Fuel" by Gino Wickman helped Stephany identify her role as an integrator and transform her approach to business.The Visionary and Integrator DynamicComplementary Roles: Visionaries focus on relationships and innovation, while integrators excel in creating processes and ensuring accountability.Crucial Relationship: The synergy between visionaries and integrators is essential for a business's growth and efficiency.Core Values and Company CultureDefining Core Values: Core values should be actionable and meaningful, guiding hiring, firing, and rewarding employees.Creating a Strong Culture: Engage the leadership team in defining core values to ensure alignment and foster a cohesive work environment.Implementers vs. IntegratorsDifferent Roles: Implementers guide businesses in adopting EOS principles, while integrators manage day-to-day operations.Trusted Integrators: Having a reliable integrator is vital for the successful implementation of EOS.Servant Leadership and Positive MindsetServant Leadership: True leaders focus on the success of their team rather than seeking personal accolades.Positive Mindset: Concentrate on your strengths and contributions rather than criticizing competitors.Recommended Reading"Unreasonable Hospitality": A must-read for enhancing client and candidate interactions, making them more memorable and emotionally resonant.This episode is a treasure trove of practical advice and inspiring stories. Whether you're looking to implement EOS, refine your core values, or understand the dynamics of effective leadership, Stephany's insights are sure to provide valuable guidance.Send us a Text Message.

Unlocking EOS Brilliance for Self-Implementers I Adam Harris & Debra Chantry-Taylor I Ep 177

Better Business Better Life! Helping you live your Ideal Entrepreneurial Life through EOS & Experts

Play Episode Listen Later Jun 10, 2024 50:21

Welcome to Better Business Better Life podcast. In this episode, join host Debra Chantry-Taylor for an enlightening episode with Adam Harris, a professional EOS implementer and founder of Frank and Fearless With his extensive experience in leadership and strategic business growth, Adam shares his journey and insights into the transformative power of the Entrepreneurial Operating System (EOS). Back again in revolutionising business operations with EOS, Debra and Adam share their expertise, turning business challenges into opportunities for exceptional growth and success as they discuss the simplicity and effectiveness of EOS in creating clarity, driving growth, and fostering a culture of accountability. Whether you're a business veteran or just beginning your EOS journey, this episode is packed with valuable advice to help you navigate and overcome common challenges. Gain practical tips on EOS implementation, setting and managing rocks, and ensuring team alignment. Tune in to unlock the full potential of EOS and discover how it can propel your business to new heights. HOST'S DETAILS: ___________________________________________ ►Debra Chantry-Taylor is a Certified EOS Implementer | Entrepreneurial Leadership & Business Coach | Business Owner ►See how she can help you: https://businessaction.co.nz/ ____________________________________________ GUESTS DETAILS: ____________________________________________ ► https://frankandfearless.com/ ► Adam Harris - LinkedIn Chapters: 00:31 - Introduction 01:03 - Journey with EOS 04:53 - Balancing Multiple Business Interests 06:57 - The Role of the Integrator 10:54 - Setting and Managing Rocks 12:00 - The Importance of Level 10 Meetings 21:17 - Rolling Out EOS to the Entire Organisation 28:23 - Clarity Breaks and Their Benefits 35:00 - Favourite EOS Tools 44:00 - Mid Manager Meetings and LMA 48:15 - Closing Remarks --- Send in a voice message: https://podcasters.spotify.com/pod/show/betterbusiness-betterlife/message

unlocking meetings brilliance eos entrepreneurial operating system integrator lma adam harris chantry implementers closing remarks send

Should I go above the person I am speaking to?

Diary of a Sales Expert

Play Episode Listen Later Mar 20, 2024 17:10

In this episode, James dives into why sometimes you might need to talk to someone higher up than the person you're dealing with, but also why it's usually not the best move. He breaks down the three kinds of people you'll find in any company: Decision Makers, Influencers, and Implementers. James shows us how knowing who's who helps us tailor our sales pitch to make sure we're talking to the right person with the right message.Tune in to sharpen your sales skills and learn how to navigate company structures more effectively.If you have found this episode helpful, be sure to subscribe for more weekly sales-related podcasts on your podcast provider.And if you would like to get in the mind of your buyer, check out our weekly newsletter here: https://www.jameswhite.business/newsletter-sign-up/

speaking influencers decision makers implementers

How To Create Wealth Online - Mastering Excellence

trust discover online fire wake invest excellence mastering internationally create wealth nikki rausch scott aaron sales maven implementers sales maven society

Play Episode Listen Later Mar 4, 2024 50:30

Online business changes the lives of so many people, which is why it's such a sought-after goal. Many people make it seem easy so there's confusion about how to make an online business successful. What does it really take to thrive in online business? Your very own Sales Maven, Nikki Rausch, is here to offer tips, techniques, and strategies to master your sales conversations. Discover methods to place yourself in the position to thrive in business and produce true value for your audience. Today, learn how to create wealth online in this Mastering Excellence Series conversation on this episode of the Sales Maven Show. Internationally acclaimed and award-winning online marketer, best-selling author, top podcaster, and speaker, Scott Aaron, is the go-to specialist when it comes to converting traffic, establishing connections, generating leads, creating sales, and building personal brands all using LinkedIn. Scott is passionate about helping fellow entrepreneurs achieve success while building their own network organically and without complicated and costly marketing tactics. In today's episode, Nikki and Scott discuss ways to create wealth online. Scott talks about adding value to the platforms where you engage your audience. Listen as Nikki and Scott talk about building the “Know, Like, and Trust” factors with your audience while managing your entrepreneurial journey. Nikki invites you to join the Sales Maven Society; take advantage of this opportunity for you and Nikki to work together. Bring your questions, concerns, and sales situations; she provides answers and guidance to boost your confidence. Join the Sales Maven Society here, click add to cart, and then at checkout, use coupon code: 47trial to get your first month for $47.00! In This Episode: [00:27] - Welcome, and thank you for listening! [02:05] - Scott Aaron talks about the catalyst for his journey. [04:23] - Was there a pivotal moment that changed Scott's initial trajectory? [07:21] - Scott recalls the funny coincidence of how he ended up choosing his college major. [10:06] - “I get to do it all.” (and so can you) [12:39] - You must build the “Know, Like, and Trust” factors with your audience. [15:10] - Wake up to live, not only to work. [17:54] - Scott talks about adding value to the platforms where you engage your audience. [20:11] - Scott shares his thoughts on continuing to strive for the next level. [22:46] - How does Scott approach goals? [25:39] - Scott explains how to break down the numbers of your goals. [28:25] - What are some highlights of having an online business? [31:18] - Here's why you shouldn't immediately “Fire your boss” as some gurus may tell you. [33:57] - Not everyone is meant to be an entrepreneur. [36:40] - Are you fully committed? [38:31] - Scott talks about changing your money mindset for investing in your business. [40:59] - Invest in yourself before asking others to do so. [43:41] - “Implementers get results.” [45:36] - Scott enjoys spending time with his family, friends, and community. [47:16] - What's next for Scott? [49:06] - Thank you for listening. Nikki is so grateful you are here! For more actionable sales tips, download the FREE Closing The Sale Ebook. Find Nikki: Nikki Rausch nikki@yoursalesmaven.com Facebook | Twitter | LinkedIn | Instagram Sales Maven Society Work With Nikki Discussion To download free Resources from Nikki: www.yoursalesmaven.com/maven Find Scott: Scott Aaron Networking and Marketing Made Simple Podcast The Time to Grow LinkedIn | Facebook | Twitter | Instagram

Back to the 90s

Fully Vested

Play Episode Listen Later Mar 1, 2024 72:37

Is Generative AI disruptive or sustaining?A quick recap of Clayton Christensen's conceptual framework of disruptive and enabling innovations...Disruptive InnovationDisruptive Innovation: This refers to a process where a smaller company with fewer resources successfully challenges established incumbent businesses. Disruptive innovations typically start by capturing the lower end of the market – offering products or services that are more affordable and accessible. Over time, these innovations improve in quality and performance, eventually displacing the established competitors. Disruptive innovations often change the competitive landscape and can lead to the creation of entirely new markets. A classic example is how digital photography disrupted the traditional film photography industry.Arguments For GenAI As Disruptive InnovationLow-End Disruption: Christensen often emphasized how disruptive innovations initially target the lower end of the market. In the case of Generative AI, it could initially appeal to smaller businesses or individuals who couldn't previously afford professional services in fields like design, content creation, or data analysis.Market Transformation: Generative AI has the potential to create new markets and value networks, especially in fields like art, content creation, and design, where it enables the creation of novel content that was previously not possible or required extensive human effort.Accessibility: By democratizing skills that were once niche or expert-level (like graphic design, coding, or prose writing), generative AI can disrupt traditional industries by making these skills accessible to a wider audience.Cost Efficiency: It can significantly reduce costs in content production, potentially disrupting sectors reliant on human labor for these tasks.Innovative Business Models: The technology could lead to new business models, particularly in personalized content creation, marketing, and customer interaction, disrupting conventional business strategies.Arguments Against GenAI As Disruptive InnovationDependency on Existing Infrastructure: Generative AI is highly dependent on existing data and computing infrastructure, suggesting it's more of an evolution than a radical market disruptor.Ethical and Regulatory Constraints: Potential ethical issues and regulatory hurdles, especially around data privacy and intellectual property, might slow down its disruptive impact.Integration with Current Systems: Rather than replacing existing systems, generative AI is often used to enhance them, suggesting a more gradual market evolution.Sustaining InnovationSustaining Innovation: Sustaining innovations, on the other hand, do not disrupt existing markets but rather evolve them. These innovations enhance or improve existing products, services, or processes, making them more efficient, effective, or accessible. They tend to support and extend the life of existing companies or industries rather than replacing them. An example of sustaining innovation could be the evolution of smartphones, where each new model offers improvements and additional features that enhance user experience but do not necessarily disrupt the existing market in the way the first smartphones did.Arguments For GenAI As Sustaining InnovationEnhancing Current Products: Generative AI often acts as an enhancement to existing digital products, like improving software with AI capabilities, which aligns with sustaining innovation.Gradual Improvement: The technology is seeing incremental improvements, aligning with the idea of gradual enhancements characteristic of sustaining innovation.Appealing to Existing Market: In many cases, it serves the existing market better by offering more efficient, high-quality outputs (like in graphic design, coding, or data analysis).Arguments Against GenAI As Sustaining InnovationPotential for Market Transformation: The long-term potential of generative AI could be to completely transform markets, not just sustain them.Beyond Mere Improvement: Generative AI introduces capabilities (like creating new forms of art or generating new data) that go beyond simple improvements of existing products.Altering Consumer Behavior: Its ability to change how consumers interact with technology (for instance, preferring AI-generated content) suggests a shift in market dynamics, not just sustaining existing ones.Further Reading

Unraveling Belbin's Team Roles Model for Business Success

Psych in Business

Play Episode Listen Later Feb 9, 2024 10:22

In this episode of the Psych in Business podcast, your host, Dr. Ernest Wayde delves into the Belbin Team Role model, a concept developed by psychologist Dr. Meredith Belbin in the 70s to understand team dynamics and enhance team effectiveness.Dr. Belbin identified nine roles crucial for team success: Resource Investigator, Team Worker, Coordinator, Plant, Monitor Evaluator, Specialist, Shaper, Implementer, and Completer Finisher. These roles were derived from factors such as personality, mental ability, experience, role learning, and field constraints. To simplify, these roles fall into three categories: action-centered roles, people-centered roles, and thinking or analytical-centered roles. Dr. Wayde walks us through each category and role, highlighting strengths and challenges.In action-centered roles, Completer Finishers are meticulous but may struggle with delegation. Implementers are disciplined and reliable but resistant to change, while Shapers are dynamic but can be provocative.Moving to people-centered roles, Coordinators are positive leaders but may appear manipulative. Team Workers are cooperative but may seem indecisive. Resource Investigators are optimistic communicators but can lose focus quickly. In the thinking-centered roles, Specialists bring expertise but may lack people skills, and Plants are creative but may struggle with communication.Dr. Wayde also discusses Belbin's six stages of team development, linking specific roles to each stage. He acknowledges criticism of the model but emphasizes its utility in identifying individual preferences within a team.Listeners are encouraged to explore the Belbin Team Role model further to enhance team dynamics and effectiveness. Tune in for a deep dive into understanding team roles and improving collaboration.You can visit his business website at: https://www.waydeconsulting.com/

business moving model plant plants roles specialist coordinators unraveling business success psych specialists shaper shapers wayde implementer belbin implementers

The Pentagon's AI Implementers

ChinaTalk

Play Episode Listen Later Jan 5, 2024 56:14

Margaret Palmieri is the Deputy Chief Digital Artificial Intelligence Officer. I had her on to dicusss: Innovation vs diffusion in the DoD context Data issues making her life difficult How CDAO sources and tests ideas for implementing AI into different corners of the kill chain Thanks to the Andrew Marshall Foundation and the Hudson Institute's Center for Defense Concepts and Technology for bringing you this episode. Outtro music: SCIENTISTS & ENGINEERS Andre 3k, Killer Mike, Future, Erykah Badu https://www.youtube.com/watch?v=kU0SmxKucCw Learn more about your ad choices. Visit megaphone.fm/adchoices

ai technology future innovation scientists pentagon erykah badu killer mike hudson institute outtro implementers defense concepts

The Pentagon's AI Implementers

ChinaEconTalk

Play Episode Listen Later Jan 5, 2024 56:14

ai technology future innovation scientists pentagon erykah badu killer mike outtro implementers defense concepts

''We failed to have decisive leadership. We failed to have good strategies and implementers of those strategies''

Update@Noon

Play Episode Listen Later Nov 3, 2023 5:39

President Cyril Ramaphosa opened the Africa Growth and Opportunity Act (AGOA) Forum in Johannesburg, South Africa, The forum aims to strengthen economic partnerships between the US and eligible African states, focusing on fostering resilient, sustainable, and inclusive economic growth. The forum will include discussions on enhancing trade and investment ties, addressing challenges in export diversification, and improving AGOA utilization. The AGOA, which expires in 2025, is expected to promote inward investment in Africa and support the African Continental Free Trade Area (AfCFTA). The forum will also showcase successful beneficiary stories. Sakina Kamwendo Spoke to chartered accountant and former fnb easy plan CEO Gift Manyanga

strategy leadership africa south africa african failed johannesburg decisive cyril ramaphosa agoa implementers

Applied Learning for Oracle Cloud Applications

Oracle University Podcast

Play Episode Listen Later Oct 10, 2023 8:44

Wouldn't it be great if you could practice your Oracle Cloud Apps implementation in a safe, controlled lab environment? Well, now you can! Join Lois Houston and Nikita Abraham, along with Bill Lawson, as they discuss the new Applied Learning for Fusion Cloud Applications Implementation projects, which provide practical use cases and business scenarios that you can work through to apply the concepts you've learned and expand your skills. Oracle MyLearn: https://mylearn.oracle.com/ Oracle University Learning Community: https://education.oracle.com/ou-community LinkedIn: https://www.linkedin.com/showcase/oracle-university/ Twitter: https://twitter.com/Oracle_Edu Special thanks to Arijit Ghosh, David Wright, Kris-Ann Nansen, Radhika Banka, Sujatha Kalahasthi Raju, and the OU Studio Team for helping us create this episode. -------------------------------------------------------- Episode Transcript: 00:00 Welcome to the Oracle University Podcast, the first stop on your cloud journey. During this series of informative podcasts, we'll bring you foundational training on the most popular Oracle technologies. Let's get started. 00:26 Nikita: Hello and welcome to the Oracle University Podcast. I'm Nikita Abraham, Principal Technical Editor with Oracle University, and with me is Lois Houston, Director of Innovation Programs. Lois: Hello everyone! In our last episode, we spoke about HCM business processes and learned about the Talent Life Cycle. Today, we're going to take a look at some related training that's just launched in our Cloud Learning Subscriptions. This new training was developed based on requests from our customers and partners. You asked, and we listened. 00:58 Nikita: We're joined by Senior Director of Cloud Applications Product Management, Bill Lawson, who you've heard from before, and he will be telling us all about this exciting new program. Lois: Bill, we're so happy you're back with us today. So, as I mentioned, this new program was a direct result of customer and partner feedback. Can you tell us a little bit more about how that happened and what this new training is all about? 01:20 Bill: I'm happy to be back as well, Lois. And very excited to share details about the Applied Learning for Fusion Cloud Application Implementation projects that are now available. And you're correct. This was in direct response to requests we received from our customers and partners. As you're aware, we hold quarterly feedback sessions with some of our strategic partners and customers, and one thing we heard was the need to have some practical applications of concepts learned in our implementation courses. 01:46 Bill: So, we got our subject matter experts on the task and challenged them with creating some real-world scenarios that students can work through in our hands-on lab practice environments. In these scenarios, students will work their way through examples of some of the decisions and configurations that they and customers might need to go through in an implementation of Oracle Cloud Applications. It's a great way to expand your skills and apply the concepts you've learned in implementation classes in a safe, controlled lab environment. Then, you can take that back to your workplace and apply that knowledge in your own implementation projects. 02:19 Nikita: Wow, that's really cool, Bill. And how exciting that we're taking feedback directly from our customers and developing the training that they are asking for. Bill: Yes, Niki, it is. And we're planning to continue that listening program in our Oracle University Learning Community. We've launched an Idea Incubator and we're looking forward to hearing from our members about their content ideas and suggestions. Who knows what new types of courses will come out of that? 02:43 Lois: It's another great reason to join the Community for sure. Bill: Indeed, it is. Nikita: Ok, Bill, back to the Applied Learning for Fusion Cloud Application Implementations program. Who is this training best suited for? Bill: Well, Niki, it's really aimed at those people who are going to be actively involved in an Oracle Cloud Apps implementation. So, your solution consultants, implementers, administrators, project teams, etc. etc. 03:07 Nikita: And can you give us an example of what one of these projects looks like? Bill: I sure can, Niki. One of the new Applied Learning Implementation projects is centered around Fusion Enterprise Structures & General Ledger in the ERP space. In the project scenario, we follow a fictional company, which is a startup that has decided to implement Oracle Fusion Cloud Financials to streamline their business processes while taking advantage of the latest functionality Oracle Cloud Applications has to offer. The case study outlines the business requirements of the company and then provides a challenge to the learner. The student must determine how these requirements would be met within the application, complete the setup and configuration, and validate that they've done it correctly. 03:48 Lois: That's really neat. So essentially, it's mimicking a business scenario that you may come upon in a conference room pilot during an implementation and would have to configure using Fusion Applications. Bill: Right, Lois. Providing a practical business scenario based on the customers' requirements for the student to configure a solution in a safe practice environment. The student will be prepared to tackle the scenario based on the foundation of knowledge they've gained when they completed the implementation learning path training in the learning subscription or during their previous implementation experience. 04:22 Have an idea for a new course or learning opportunity? We'd love to hear it! Visit the Oracle University Learning Community and share your thoughts with us. Your suggestion could find a place in future development projects. If you're already an Oracle MyLearn user, go to MyLearn to join the community. You will need to log in first. If you've not yet accessed Oracle MyLearn, visit mylearn.oracle.com and create an account to get started. 04:51 Nikita: Welcome back. Ok, Bill, so the students do this setup. How do they know it was done correctly? What if they get stumped and don't know what to do? Bill: If they're completely stumped, then it's probably a good indication that they need to revisit the training and check that they understand the core concepts. But once they've completed the challenge, there will be a solution video in which our SME will walk through one of the possible solutions. Bear in mind, there may be more than one solution that is possible. We will show one possibility, but learners may opt for a different route when they approach the challenge. And that's ok. We want people to be able to explore the options and learn while they're doing so. 05:28 Lois: And all of this is done within MyLearn and the lab environments provided to our learning subscribers, right? Bill: That's correct, Lois. This content is available to our MyLearn subscribers. The projects are included as part of the Cloud Applications Implementation training. So, if you go to mylearn.oracle.com and search by the phrase “Applied Learning,” you will find all the applicable learning. You can also search by “Implementer” to see the Implementation training that is available. Applied learning projects will be part of this implementation training. The content is available on a paid subscription basis only, but very well worth the investment if you're in the middle of an Oracle Cloud Apps implementation. If you already have a subscription, you can dive right in and give one of our projects a try. 06:12 Nikita: Bill, where are these Applied Learning scenarios found? Is it only for General Ledger? Bill: No, Niki, it's not. We've got Applied Learning projects available for 10 of our most popular product areas, such as General Ledger, Payables, Receivables, Project Management, Accounting Hub, Global Human Resources, Talent Management, Recruiting, Inventory, and Procurement. Lois: So, we're covering all the bases here – ERP, SCM, HCM… Bill: Exactly. 06:42 Lois: Is there anything else we should know about the Applied Learning program? Bill: Well funny you should ask, Lois, because one of the unique things we're doing with this new program is we're offering the opportunity to engage with other people who are completing the project via a discussion in the Oracle University Learning Community. Lois: You knew that was a loaded question, right? Bill: Haha, I sure did. You're the champion of our Community. So, in the Community, people can ask questions, share their solutions, and more. It's a great way to expand the learning experience and see how other people approached those same scenarios based on their knowledge and experience. 07:13 Nikita: And if people have ideas for other Applied Learning scenarios, what should they do? Bill: They can always suggest those in the Idea Incubator in the Community, Niki. Lois: Yep. The Community has a lot of great things to offer. If you're not a member, you should join today by accessing it via mylearn.oracle.com. 07:29 Nikita: Thank you so much, Bill, for coming back to talk to us about the Applied Learning program. I really think it's such a great new resource for our learners. Bill: I'm always happy to be here with you ladies. Thank you for having me. Lois: Thanks Bill. Ok, next week we've got another great topic lined up. If you followed along with some of the announcements at Oracle Cloud World, you'll know that we launched a new certification and training path centered around Artificial Intelligence. Next week, we'll be talking with Rohit Rahi to learn more about this free training that is available, in an episode we're calling AI for Everyone. You won't want to miss that. 08:03 Nikita: And if you want to learn more about these Applied Learning projects, visit mylearn.oracle.com. Lois: Right, Niki. So that's all for today. Until next time, this is Lois Houston… Nikita: And Nikita Abraham, signing off! 08:15 That's all for this episode of the Oracle University Podcast. If you enjoyed listening, please click Subscribe to get all the latest episodes. We'd also love it if you would take a moment to rate and review us on your podcast app. See you again on the next episode of the Oracle University Podcast.

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MTA Ep 67_09212023_Justin Spears_Keep Implementers Implementing

Military Transition Academy Podcast

Play Episode Listen Later Sep 26, 2023 63:41

Justin Spears is the founder of MXI Consulting and a seasoned business management executive with a passion for driving growth and transformation. As a United States Navy veteran, Justin brings a wealth of experience in directing complex projects and programs, launching new divisions and programs, and driving continuous improvement across organizations. He is a certified Scrum Master, certified Safe 5 Agilist, and holds certifications in Change Management, Design Thinking, and Lean Six Sigma. With an M.A. in Intellectual Leadership and an M.B.A. in Entrepreneurship and Innovation, Justin is a strategic thinker who provides expert guidance in entrepreneurship, change management, business growth, industry expansion, product development, organizational culture, and Agile and LEAN management. He has a demonstrated history of developing and implementing scalable programs in both government and commercial industries, directing change initiatives, and leading process modifications and continuous improvements. --- Support this podcast: https://podcasters.spotify.com/pod/show/vets2pm/support

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Colloque - Lutter contre la pauvreté : de la science aux politiques publiques : Perspectives from Project Implementers

Colloques du CollÃ¨ge de France - CollÃ¨ge de France

Play Episode Listen Later Jun 23, 2023 23:21

Esther DufloCollège de FrancePauvreté et politiques publiques2022-2023Colloque - Lutter contre la pauvreté : de la science aux politiques publiques : Perspectives from Project ImplementersIntervenant(s)Naomi Kirungu, Lead, Partnerships - SME, African Management InstituteAlison Naftalin, Chief Executive Officer, Lively MindsKwabena Tandoh, Deputy Director General, Ghana Education Services

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#115 Visionaries need good implementers

Intentional Disruption

Play Episode Listen Later Jun 5, 2023 13:26

Today I want to discuss the critical relationship between the visionary (owner) and implementer inside of businesses. I will give real world examples from the week inside my consultancy and share why it is critical to have a good working relationship between these two roles. Having a good implementer can drive your profit margin, overall profits and give you back quality of life as you step out from the day to day of your business. You can connect with me here: https://www.growwithdelta.com https://www.linkedin.com/in/mike-demo/ https://www.facebook.com/mike.demo/

visionaries implementers

EOS Part 2: Insider Tips & Tricks | Ep 105 | Jeni & Nick Clift & Debra Chantry-Taylor | EOS Implementers

Better Business Better Life! Helping you live your Ideal Entrepreneurial Life through EOS & Experts

Play Episode Listen Later Mar 13, 2023 54:11

Welcome back to the Better Business Better Life podcast. In part two of our two-part series on the Entrepreneurial Operating System (EOS), our expert guests provide insights on how to unlock the mysteries of EOS and implement it effectively in your business. Our guests share their personal experiences and challenges with implementing EOS, and provide valuable tips and advice for overcoming common obstacles. We discuss the benefits of having a consistent methodology for running your business, and how to build a strong leadership team to achieve your goals. We also touch on the importance of accountability, communication, and teamwork in achieving success with EOS. Join us as we continue to explore the Entrepreneurial Operating System and learn how to build a better business and live a better life. If you missed part one of our series, be sure to check it out for an introduction to the tools and concepts of EOS. HOST'S DETAILS: ___________________________________________ ►Debra Chantry-Taylor is a Professional EOS Implementer | Entrepreneurial Leadership & Business Coach | Business Owner ►See how she can help you: https://businessaction.co.nz/ ____________________________________________ GUESTS DETAILS: ____________________________________________ ►Nick's Website:https://www.eosworldwide.com/nick-clift ►Jeni's Website:https://www.eosworldwide.com/jeni-clift ___________________________________________ --- Send in a voice message: https://podcasters.spotify.com/pod/show/betterbusiness-betterlife/message

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EOS Part 1: Tools and Strategies for Business Growth | Ep 104 | Jeni & Nick Clift & Debra Chantry-Taylor | EOS Implementers

Better Business Better Life! Helping you live your Ideal Entrepreneurial Life through EOS & Experts

Play Episode Listen Later Mar 8, 2023 28:04

Welcome back to the Better Business Better Life podcast. In the first part of our two part series on the Entrepreneurial Operating System (EOS), we start by discussing some of the tools of EOS, such as the Level 10 meeting, the scorecard, and the People Analyzer, which can help business owners and their teams to stay on track and achieve their goals. Debra emphasises the importance of having a clear vision, building a strong leadership team, and creating a culture of open and honest communication. We also hear about Nick and Jeni's personal journey with implementing EOS in their businesses, including their experiences with mergers and acquisitions, as well as the challenges of managing a growing team. Debra provides valuable tips and pointers for implementing EOS in your own business, and we discuss the benefits of having a consistent methodology for running your business. We also touch on the difference between leadership and management, and the importance of accountability in achieving your goals. If you're looking to improve your business and take it to the next level, then this is the podcast series for you. Join us as we explore the Entrepreneurial Operating System and learn how to build a better business and live a better life. HOST'S DETAILS: ___________________________________________ ►Debra Chantry-Taylor is a Professional EOS Implementer | Entrepreneurial Leadership & Business Coach | Business Owner ►See how she can help you: https://businessaction.co.nz/ ____________________________________________ GUESTS DETAILS: ____________________________________________ ►Nick's Website:https://www.eosworldwide.com/nick-clift ►Jeni's Website:https://www.eosworldwide.com/jeni-clift ___________________________________________ 00:00 - Introduction 02:03 – Merging: How EOS Can Help Streamline the Process 03:11 - Nick's Background: How His Experience Led to Implementing EOS 05:02 - What is EOS?: A Comprehensive Overview of the System 08:48 - EOS in Action: Deborah's Success Story with Entrepreneurs 09:54 - Unlocking Potential: How EOS Excites People to Improve Their Businesses 12:46 - Impact of EOS Tools: Level 10 Meetings, Scorecards, and People Analyzer 13:55 - Building a Passionate Team: Importance of Right People in Right Seats 15:08 - The Human Mind's Limit: Only 5 Things at Once 19:45 - The Power of Cohesive Teams: Having Adult Conversations for Growth 21:01 - The Power of Open and Honest Conversations in Business 23:03 - The Importance of Having a Clear Strategy in Business 26:00 - How a Strong Vision and Plan Can Help with Recruitment --- Send in a voice message: https://podcasters.spotify.com/pod/show/betterbusiness-betterlife/message

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Season 2 Episode 7: The Implementers

The Accidental Plan Sponsor®

Play Episode Listen Later Feb 22, 2023 39:47

Josh Cohen and guest co-host Michael Kreps have been telling the story of how some policy makers, think tanks, industry groups and politicians worked to address some of the gaps in our retirement system. One of those gaps is the millions of Americans that don't have access to workplace savings plans. In this episode, they focus on the work being done at the state level and the process of moving from policy design and legislation, to implementation. They speak with two individuals who have been instrumental in getting these plans implemented: Katie Selenski, executive director of the CalSavers Retirement Savings Board, and Angela Antonelli, research professor and executive director of the Georgetown University Center for Retirement Initiatives at the McCourt School of Public Policy in Washington DC.

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133 - Do Fractional Integrators Compete With EOS Implementers? - Rachel Lebowitz

Win Win - An Entrepreneurial Community

Play Episode Listen Later Feb 21, 2023 58:54

Do Fractional Integrators compete with EOS Implementers®? Do they work at all? What type of business owner should use one? What's the difference between an Integrator and an Implementer? In this far-reaching conversation, our host, Ben Wolf, who is the founder of the largest Fractional COO / Integrator firm, Wolf's Edge Integrators (https://wolfsedgeintegrators.com/), *was interviewed by our guest*, Rachel Lebowitz, who is a Professional EOS Implementer (www.EOSWorldwide.com/Rachel-Lebowitz), about everything related to Integrators, both fractional and full-time, and implementers. Rachel and her husband bought a Flexible Printing Packaging company and, within three years of implementing EOS, turned it around and grew it from 30 to 100 employees and from $10 to $30 million in revenue. She then went on to become a Professional EOS Implementer herself. Check out the conversation! Listen to the show on Apple podcasts (https://podcasts.apple.com/us/podcast/win-win-an-entrepreneurial-community/id1465488607), wherever you normally get your podcasts, or listen on the web at www.FractionalLeadership.io/Podcast.

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#161 Announcing 3I (Implementers Interviewing Implementers) - Mesh Musings 36

Data Mesh Radio

Play Episode Listen Later Nov 29, 2022 8:46

Data Mesh Radio Patreon - get access to interviews well before they are releasedEpisode list and links to all available episode transcripts (most interviews from #32 on) hereProvided as a free resource by DataStax AstraDB; George Trujillo's contact info: email (george.trujillo@datastax.com) and LinkedInData Mesh Radio is hosted by Scott Hirleman. If you want to connect with Scott, reach out to him at community at datameshlearning.com or on LinkedIn: https://www.linkedin.com/in/scotthirleman/If you want to learn more and/or join the Data Mesh Learning Community, see here: https://datameshlearning.com/community/If you want to be a guest or give feedback (suggestions for topics, comments, etc.), please see hereAll music used this episode was found on PixaBay and was created by (including slight edits by Scott Hirleman): Lesfm, MondayHopes, SergeQuadrado, ItsWatR, Lexin_Music, and/or nevesfData Mesh Radio is brought to you as a community resource by DataStax. Check out their high-scale, multi-region database offering (w/ lots of great APIs) and use code DAAP500 for a free $500 credit (apply under "add payment"): AstraDB

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SAIIA'S 2022 YLC | YOUTH AS IMPLEMENTERS OF CHANGE

Activating Youth Activism

Play Episode Listen Later Jul 22, 2022 54:04

Hello Young Activist, Thank You for tuning into Activating Youth Activism. In this episode, our host Simphiwe Masilo will be interviewing three young leaders, who attended the Youth@SAIIA'S young leaders conference from 10-15 July. This year's conference was held under the theme "Youth As Implementers of Change". Stay tuned to hear what our young leaders have to say about being IMPLEMENTERS OF CHANGE --- Send in a voice message: https://anchor.fm/activating-youth-activism/message

change youth implementers

How To Sell High-Ticket Offers Through Speaking: Mastering Excellence Series

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Play Episode Listen Later Jul 18, 2022 54:19

Emotional attachments and mindset limits distract most entrepreneurs from the actions that will actually move them and their clients forward. They unintentionally micromanage the process. Instead, you can create an offer that brings in massive revenue and remains low-maintenance. Give your clients the chance to take up your high-value, high-ticket offer. Your very own Sales Maven, Nikki Rausch, is here to offer tips, techniques, and strategies to master your sales conversations. Discover methods to place yourself in the position to thrive in business and produce true value for your audience. Today, learn about how to sell high-ticket offers through speaking in this Mastering Excellence Series conversation on this episode of the Sales Maven Show. Eileen Wilder is a bestselling author and business consultant helping entrepreneurs do 6 & 7 figure days with virtual events. Previously, she was a Pastor for over two decades, and she and her family were used to living on very humble means. That all changed one day when she found a way to make more in a day than she was used to making in an entire year! Despite the fact that she used to be deathly afraid of public speaking, she is now one of the highest paid speakers on the planet. Called by major industry leaders, “The Queen of Stages” she has spoken on stages with Russell Brunson, Tony Robbins and Dan Kennedy. When you listen to her teach, you will immediately recognize that she is one of the most masterful communicators and teachers you have ever heard. In today's episode, Nikki and Eileen discuss how to build a results-based system so you can sell high-ticket offers through speaking. Eileen talks about “fixing” your mind on the necessary things to let go of anything that's a hindrance. Then, she shares how taking yourself out of the picture is actually more beneficial to yourself and your client. Listen to Eileen explain her checkpoint strategy for getting clients from A to Z, how to keep offers simple, and why offer creation is wealth creation. Nikki invites you to join the Sales Maven Society, don't miss this opportunity for you and Nikki to work together. Bring your questions, concerns, sales challenges, and she provides answers and guidance to boost your confidence. Join the Sales Maven Society here, click add to cart, and then checkout and use coupon code: 47trial to get your first month for $47.00! In This Episode: [00:42] - Welcome, and thank you for listening! [02:34] - Eileen Wilder says she is inspired by the growth of the people she helps. [04:51] - What did Eileen's mentor say that helped her redirect her nervousness during her first event? [07:52] - Eileen talks about turning her nerves into excitement. [10:23] - The offer you don't make, no one can take. [13:00] - Let go of your attachment to money. [14:50] - It's nice to be around people who are comfortable talking about making money. [17:05] - Offer creation is wealth creation. [19:58] - People don't care about getting advice. They want a result. [22:03] - Sell your system. Not your time. [24:22] - Eileen walks everyone through an example of her A to Z analogy. [26:36] - Be the guide and accountability partner. [28:29] - Implementers get results. [30:52] - Great offers come from listening. [33:42] - What does Eileen consider as “online shopping”? [36:43] - Eileen asks herself this question to figure out if an offer should keep going or stop. [39:04] - There is an infinite amount of abundance in the world. [41:24] - Don't be afraid to put distance between you and unnecessary negative energy. [44:08] - Eileen wishes she could communicate more of her story to help others. [46:57] - Focus on what's good about you. [49:02] - Eileen found another way to get her clients to a 6-figure day more quickly. [51:29] - Thank you for listening. Nikki is so grateful you are here! Find Nikki: Nikki Rausch nikki@yoursalesmaven.com @yoursalesmaven Facebook | Twitter | LinkedIn | Instagram Sales Maven Society To download free Resources from Nikki: www.yoursalesmaven.com/maven Find Eileen: Eileen Wilder Facebook | Instagram

The People Part of Your Growing Business with Mark O'Donnell, CEO and Visionary of EOS Worldwide

Play Episode Listen Later Jul 7, 2022 38:29

EOS Worldwide helps entrepreneurs live their ideal life. One of the ways EOS Implementers™ and companies running on EOS accomplish this is through the use of Kolbe assessments and solutions. Likewise, Kolbe Corp proudly runs on EOS to help others use their instinctive strengths to accomplish what they care about most. So, why not get two visionaries together to help provide more insight for everyone about the people part of business? In this episode of the Powered by Instinct podcast, Kolbe Corp CEO and Visionary David Kolbe welcomes Mark O'Donnell, the CEO of and Visionary at EOS Worldwide. They talk about how the Entrepreneurial Operating System (EOS) prepares you for tough times, why culture beats strategy, how EOS utilizes Kolbe and vice-versa, and why fun-loving teams are more productive. Guest-at-a-Glance

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[PRODUCTIVE PROFITS] The Essential Element of Winning Digital Teams: Why Segmenting Your Team As ‘Visionaries' or ‘Implementers' Will Cost You Big & How To Unlock Your Team's Potential By Making A Subtle Paradigm Shift

#dogoodwork

Play Episode Listen Later May 30, 2022 13:59

As a leader of a team, how do you enable your employees or members? The success of a team depends on how a leader can unlock the potential and empower the people. But how can you do that? For today's episode, Raul talks about how you can unlock your team's potential by making a paradigm shift. He also describes how and when a business becomes irrelevant and eventually dies and how to avoid it from happening, as well as the essential elements of a winning digital team that you can apply to your organization or team and allow your members to contribute towards a shared vision. Highlights What the topics for today's episode are Having a vision for your company: Is it a good thing or a bad thing? When the companies begin to die What are the ways to avoid early death and becoming irrelevant for a business The difference between prejudice and observation What the essential elements of winning digital teams are What the two forms of drivers are Episode Resources Connect with Raul Hernandez Ochoa https://www.linkedin.com/in/dogoodwork https://dogoodwork.io/work-with-raul https://dogoodwork.io/podcast

Are You An Implementor Or An Owner?

The Future of Work With Jacob Morgan

Play Episode Listen Later Nov 17, 2021 5:05

Are you an implementer or an owner? According to Kate Johnson, president of Microsoft U.S., an implementer is somebody who takes somebody else's vision and actions and implements it. Implementers typically give the accountability and responsibility to somebody else. An owner is somebody who sets the vision and course of action. They provide clarity on the outcome and how a team or organization can achieve that outcome. Owners also take on the accountability and their responsibility without passing it off to someone else. If you want to become an owner at your organization, you need to be more accountable for driving change. Volunteer for the tough projects that nobody else wants to take on. Be more humble and vulnerable when it comes to making mistakes and learning from them. And think of where you can create value inside of your organization and as a part of your team. Implementers keep the ship running. But owners change the world. We need both, which one are you? --------------------------- This episode is sponsored by Workplace from Meta. Whatever you bring to work to help you be you, Workplace celebrates it. Our familiar features help everyone work together in new ways. To make your place of work a great place to work, visit workplace.com/human Get the latest insights on the Future of Work, Leadership and employee experience through my daily newsletter at futureofworknewsletter.com Let's connect on social! Linkedin: http://www.linkedin.com/in/jacobmorgan8 Instagram: https://instagram.com/jacobmorgan8 Twitter: http://www.twitter.com/jacobm Facebook: https://www.facebook.com/FuturistJacob

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Cold Calling Done Right: A Sales Success Story With Julie Bourbeau

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Play Episode Listen Later Nov 1, 2021 21:09

Do you have your outreach strategy ready to go? Are you ready to implement your strategy at any time, or is the strategy a reactive process? Often, entrepreneurs wait for a shift in business to pivot or prepare a strategy. Having strategies ready-to-go is a sign that an entrepreneur is thinking ahead, and understands the power of early action deposits. Your very own Sales Maven, Nikki Rausch, is here to offer tips, techniques, and strategies to master your sales conversations. Discover methods to place yourself in the position to thrive in business and produce true value for your audience. Today, learn how to enhance the impact of your cold outreach on this episode of the Sales Maven Show. Julie Bourbeau is here to share the Sales Success Story of her Montreal-based translation service. Her work through “Julie Bourbeau, Translation Services” allows businesses and nonprofits to extend value to the francophone market, increase their visibility, and have a coherent bilingual voice. Julie originally launched a business to be a stay at home mom for her kids, and 15 years later is still providing assistance in translation services. When working with businesses and nonprofits, Julie finds clients through networking and the partners of her current clients. Julie explains how cold outreach grew her business to reach its current capacity. A significant part of her strategy includes techniques and approaches from Nikki's resources. Listen to Nikki and Julie talk about wording, effectively using sales language templates, and choosing proactive strategies that return value to the business in the future. Nikki wants to invite you to join the Sales Maven Society, don't miss this opportunity for you and Nikki to work together. Bring your questions, concerns, sales challenges, and she provides answers and guidance to boost your confidence. Join the Sales Maven Society here, click add to cart, and then checkout and use coupon code: 47trial to get your first month for $47.00! In This Episode: [00:42] - Welcome, and thank you for listening! [03:07] - Julie Bourbeau explains how her clients find her services, and how the current strategy from Sales Maven Society she uses to connect with more clients. [05:43] - Nikki tells you about the Like-minded Clients technique that Julie included in her strategy, and how to learn the technique. [07:22] - Julie talks through using the Language of Sales Manual to ensure a cohesive communication approach with referrals. [09:41] - Implementers get results. [11:50] - When is the best time to do outreach? Why is it effective to be proactive? [14:01] - Julie talks about what she likes about the Sales Maven Society, like the training materials and Q&A sessions. [17:15] - Here's where you can connect with Julie! [18:32] - Here's a question to use when during the initial conversation with potential clients. [20:14] - Thank you for listening. Nikki is so grateful you are here! Find Nikki: Nikki Rausch nikki@yoursalesmaven.com @yoursalesmaven Facebook | Twitter | LinkedIn | Instagram Sales Maven Society To download free Resources from Nikki: www.yoursalesmaven.com/maven Find Julie: Julie Bourbeau julie@juliebourbeau.com LinkedIn | Facebook

079: How to Lead Managers vs. Implementers (Part Two)

Scale Your Way

Play Episode Listen Later Oct 13, 2021 21:19

Learning how to lead your managers and implementers is a key part of running your business. In this episode, I am picking back up where I left off in the last episode and talking about more transitions that are helpful as you move from leading implementers to managers on your team. You'll hear about why I don't believe in the notion that feelings don't belong at work and why you need to honor your feelings (and those of your team members) to create a safe space for everyone. What's in this episode: A recap of part one of this series Why you should show up how you want your team to show up The importance of honoring your feelings in the workplace (and allowing others to too) Why you have to let your team lead in their own way The magic that can happen when you lean in How to create a safe space for feedback For full show notes, resources, and links, head to https://nicolejacksonmiller.com/079 Interested in delegating at least 50% of client delivery in 12 months or less? Applications are open for AGENCY: nicolejacksonmiller.com/agency Want to know when new episodes are released? Subscribe on your platform of choice so you can learn all of the scaling strategies I'm implementing in my own business and with my clients. Let's be friends. Send me a DM on Instagram at https://www.instagram.com/nicolejacksonmiller or Facebook at https://www.facebook.com/nicolejacksonmiller.

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078: How to Lead Managers vs. Implementers (Part One)

Scale Your Way

Play Episode Listen Later Oct 6, 2021 27:13

Managing the managers on your team requires an entirely different skill set than managing the implementers on your team. As you step into that role of agency owner and CEO you'll soon realize that you have to break a few habits that you've formed and start forming new ones to be able to empower your team to run your business. In this episode, I am uncovering the two major transitions to consider as you start to lead managers. You'll learn why this is vastly different from managing implementers and why this can feel like a difficult transition. What's in this episode: Why managing managers versus implementers can feel different The 2 major transitions to consider How to support your team in solving their problems What it means to become a coach for your team How to cultivate a culture that promotes team members coming to the table with solutions How to teach your team to make judgment calls For full show notes, resources, and links, head to https://nicolejacksonmiller.com/078 Interested in delegating at least 50% of client delivery in 12 months or less? Applications are open for AGENCY: nicolejacksonmiller.com/agency Want to know when new episodes are released? Subscribe on your platform of choice so you can learn all of the scaling strategies I'm implementing in my own business and with my clients. Let's be friends. Send me a DM on Instagram at https://www.instagram.com/nicolejacksonmiller or Facebook at https://www.facebook.com/nicolejacksonmiller.

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Episode 87: Visionaries, Implementers and Leveraging Experience with Ashton Levarek

The Lessons in Real Estate Show

Play Episode Listen Later Sep 9, 2021 52:54

We are joined today by Ashton [in Afghanistan], the other half of the Levarek brother duo that runs Valkere group. They went from bouncing off each other's ideas to finding their complementing. Ashton was a helicopter rescue for the Coast Guard for 6 years and then retired as an Air Force Pararescue. All Ashton ever wanted was to be deployed as much as he could. Today he is a visionary leader for their fund group. Join us and find out how Ashton went from jumping off helicopters to jumping in real estate. Click now on the link below to find how you can begin a success story just like this. pintocapitalinvestments.com. In this episode, we explore: Military stint Brotherly ideas Leveraging other's expertise and experience Going from Residential to Commercial Difference between looking for partners and looking for capital Visionaries and Implementers Commitment and taking action Leveraging the blessing of technology “Who is your tribe?” About Ashton: (Provided by Client) Ashton acts as the sales and marketing manager for Valkere Investment Group. He coordinates the development of new and existing partner relationships and provides innovative ways to increase brand awareness. Ashton is a retired Air Force Special Warfare Pararescue Jumper, a Sniper and Combat Diver. With over 10 combat deployments and 21 years of experience working within US Special Operations, Ashton is a strong believer in leveraging expertise and professional experience to ensure mission success and therefore focuses on building effective teams to ensure our investments are successful. Ashton now lives in Oregon with his wife Vivian, and their two little girls, where he enjoys traveling the world, as well as teaching his girls to surf and snowboard. Snapshot Timestamp: What is your number one failure in real estate? The struggle of 60-70k under budget What advice do you have for other military investors to be successful? Do it What inspired you to serve your country? Jumping out of helicopters and busting drug dealers What is your dream? To start a non-profit for Spec Ops and their families Quotes: [[00:15:23]] "Know thyself and be free" [[00:40:10]] "Have fun, that's what we're here to do" [[00:42:41]] "You miss 100% of the shots you don't take" - Wayne Gretzky Connecting with the Guest Website: valkeregroup.com LinkedIn: https://www.linkedin.com/in/ashton-levarek-ba03b4161/ #leveraging #studenthousing #mobilehomeparks

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Let's Talk About Leadership Strategies for Implementers w/ Danny Toney

The COO Show

Play Episode Listen Later Jul 15, 2021 18:57 Transcription Available

Entrepreneurial leaders deal with 136 problems simultaneously. At minimum. But instead of believing all 136 problems need individual solutions, the EOS (Entrepreneurial Operating System) view has it that there are only six key components at the root of each problem facing entrepreneurs. In this inaugural episode of the COO Show, I interview Danny Toney, COO at Signal Wealth Advisors and EOS Implementer at Toney Co., LLC, about EOS implementation strategy. What we talked about: The power of principles EOS basics and the six key components Trust, leadership, & repetition Committing to the system and to your people Do you have ideas for or feedback about this show? Email your host Bill Reed at bill@sweetfishmedia.com. Be sure to hear every conversation about innovative COO strategies at Apple Podcasts, Spotify, and our website.

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69. James Ashcroft, Certified EOS Implementer — Adopting the Entrepreneurial Operating System and the Importance of Implementers

Personal Injury Marketing Mastermind

Play Episode Listen Later Apr 22, 2021 36:51

James Ashcroft is a businessman and certified coach for the Entrepreneurial Operating System, a framework that businesses, including law firms, can use to create healthy workplaces in order to help them achieve their goals. As an EOS coach and implementer, James has helped countless business owners to establish their vision and gain traction, including our very own Rankings.io.In this episode of The Rankings Podcast, James tells us all about his coaching journey and how both seeking and delivering coaching has benefited his personal and professional life. He also gives his advice on how to self-implement a business framework and shares his thoughts on the best way to choose any kind of coach.What's In This Episode Who is James Ashcroft? How James went from the sofa to the finish line of a half-Ironman in just 4 months. What is EOS? Why hiring a coach is a must when implementing a business framework. What the differences are between “core”, “permission to play” and “aspirational” values. How you can achieve your BHAGs. Why implementing just a few elements of EOS will place you streaks ahead of your competitors.

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The Starting 5 of a Successful Business with Walter Bond

Destined to Achieve Podcast

Play Episode Listen Later Apr 19, 2021 51:16

Winless in first organized sports. Played college basketball as a reserve. Left undrafted in the NBA. Even against all odds, Walter Bond has built a successful career as a keynote speaker, business coach, author, and business leader.He talks about the sports lessons we can apply in our business, including knowing a team's work expressions. What are work expressions and why should leaders know them? This is an approach that can help leaders put their team in a better place to succeed. It's like an actionable step to build your starters in your team. Let's listen to Walter and build your starting 5 for your business! [00:01 - 04:23] Opening Segment Let's get to know Walter Bond From winning nothing to hating losing at 12 years old [04:24 - 09:39] The Mentality of a True Leader Be humble and relatable despite your success Sports lessons that you can apply in your business The no. 1 job of business leaders according to Walter [09:40 - 22:29] A Lesson From Sharks and Sucker Fish The best teammate Walter ever had in the NBA Why these players are the best Walter shares tips to build your discipline The relationship between sharks and sucker fish How it can be applied in business [22:30 - 37:40] The Starters of a Successful Business The role of mentors in Walter's life The skill that all leaders should have What are work expressions and why should you learn them? [37:41 - 47:25] Improvers and Implementers Find out what an “improver” is and see if you are one Are you an implementer? Walter breaks down an implementer's traits What smart companies are doing right now [47:26 - 51:15] Closing Segment Connect with Walter. Links below Final thoughts Tweetable Quotes: “I want my leaders to understand their focus is the team, not themselves.” - Walter Bond “Stay in learning mode. Always be teachable. Always be humble. Always be the person that doesn't know it all.” - Walter Bond Resources Mentioned: Mark Victor Hansen Book Chicken Soup for the Soul Good to Great Connect with Walter on LinkedIn, Facebook, Twitter, Instagram, and YouTube. Is Walter your next keynote speaker? Find out here. DISCOVER your ultimate professional abilities! Start here. Make teamwork your greatest strength. Check this. Learn the 6 secrets of planning a powerful off season here. SUBSCRIBE to this podcast to hear more inspiring stories from high achievers, hustlers, busy parents, and everyone else on the daily grind. LEAVE A 5-STAR REVIEW and let's go achieve something great! Check us out on Facebook, Instagram, and Twitter. Email mace.jared@gmail.com to reach out to me. Connect with me on my website, Facebook, Twitter, Instagram, LinkedIn, YouTube, and TikTok.

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102: Using Business KPI Metrics To Hold People Accountable

Franchise Secrets Podcast

Play Episode Listen Later Mar 31, 2021 50:29

On this episode of the Franchise Secrets podcast, Erik is joined by Mighty Dog Roofing co-founder and CFO, Tony Hulbert. Erik and Tony discuss everything to do with business KPI metrics and using them to hold people accountable. No matter what department, defining your KPIs and setting goals is the only way to determine if everyone is hitting their marks. Whether it’s something high-level for the entire business or just an individual’s performance, properly defined and measured KPI metrics allow businesses to notice trends early and hold everyone accountable Listen to Erik and Tony talk about business KPI metrics: Tony’s background (1:47) Tony goes over his experience prior to Mighty Dog Roofing, including working as a CFO for a large Pepsi distributor. Business KPI metrics and dashboards (5:38) With an accounting background, Tony discusses how he gathers the right data to determine KPIs to create dashboards for a company. Getting people to buy into business KPI metrics (10:01) As Tony and Erik point out, not everyone wants to define their KPIs and be measured by them. Tony believes that hiring the right people from the start is the best way to get them on board with being measured. However, he also thinks you can guide employees into accepting it by helping to establish the business KPI metrics together. Leading vs. Lagging indicators (12:57) Tony breaks down the differences between leading and lagging indicators, how to measure them, and how important they are to a business. Dashboards: Purpose and important data points (16:32) Tony explains the purpose of a dashboard, highlighting how it can make you aware of key indicators earlier. Erik and Tony also breaks down some of the important data points you should have on your dashboard. Accountability (33:12) With your business KPI metrics defined, it’s now about holding people accountable to them. Erik and Tony talk about the importance of keeping everyone accountable “Traction” (35:14) Tony shares his experience with “Traction” and how implementing it fully allows the business to practically run itself. Visionary vs. Implementer (37:24) Erik says entrepreneurs should read the book “Rocketfuel,” which breaks down people into two key subsections: Visionaries or Implementers. Erik believes understanding the characteristics of both people will allow you to better understand the people you’re working with and how to maximize their potential. Overview of “Traction” (41:00) Tony discusses the key components of “Traction” and how the vision step really drives everything else. Links: Franchise Secrets - Website Franchise Secrets - Facebook group Mighty Dog Roofing franchising opportunities - Email

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AI and Robotic Process Automation, Microsoft D365 Transformation Case Study, Evaluating ERP Implementers

Transformation Ground Control

Play Episode Listen Later Mar 24, 2021 143:58

The Transformation Ground Control podcast covers a number of topics important to digital and business transformation. Hosted by Eric Kimberling and Paresa Noble from Third Stage Consulting Group, this episode features interviews and guests covering topics critical to achieving success on transformation initiatives. This episode covers: 0:02:10 The role of artificial intelligence and robotic process automation in digital transformation (Eric and Paresa) 0:18:42 Lessons from managing a complex Microsoft Dynamics 365 implementation (interview with Tony Ford from Third Stage Consulting) 1:27:21 How to evaluate enterprise software systems integrators (interview with Bonnie Tinder from Raven Intel) We also cover a number of other relevant topics related to digital and business transformation throughout the show. This weekly podcast series premiers live on YouTube every Wednesday at 10am NYC time / 3pm London / 11pm Hong Kong. You can also subscribe to the podcast on Apple, Google, Spotify, Pandora, or your favorite podcast platform. WATCH MORE EPISODES HERE: https://youtube.com/playlist?list=PLyI-oIQSgI2DGXQKvUz-farHwls_B3G3i ------------------ DOWNLOAD THE 2021 DIGITAL TRANSFORMATION REPORT: http://resource.thirdstage-consulting.com/2021-digital-transformation-report TOP 10 ERP SYSTEMS RANKING: https://www.thirdstage-consulting.com/the-top-10-erp-systems-for-2020/ TOP 10 ERP SYSTEMS FOR SMALL BUSINESSES: https://www.thirdstage-consulting.com/top-erp-systems-for-small-businesses/ TOP 10 CRM SYSTEMS: https://www.thirdstage-consulting.com/top-10-crm-systems-for-digital-transformations GUIDE TO ORGANIZATIONAL CHANGE MANAGEMENT: http://resource.thirdstage-consulting.com/the-definitive-guide-to-erp-hcm-organizational-change-management DOWNLOAD 20 LESSONS FROM 1,000 ERP IMPLEMENTATIONS: https://resource.thirdstage-consulting.com/lessons-from-1000-erp-implementations-ebook WATCH MY WEEKLY PODCAST: https://youtube.com/playlist?list=PLyI-oIQSgI2DGXQKvUz-farHwls_B3G3i FOLLOW THIRD STAGE ON LINKEDIN: https://www.linkedin.com/company/third-stage-consulting-group/ CONNECT WITH ME ON LINKEDIN: https://www.linkedin.com/in/erickimberling/ CONTACT ME TO BRAINSTORM IDEAS FOR YOUR DIGITAL TRANSFORMATION: eric.kimberling@thirdstage-consulting.com ------------------ MUSIC FEATURED IN THIS EPISODE: Get Im Ready by The Eiffels here https://t.lickd.co/geq6gnjo3Y8 License ID: YdljrnxWjDW Get Saturday by Sam Fender here https://t.lickd.co/BLdrjO75dO9 License ID: jrQ0rpV6Z9l Get Epic by Faith No More here https://t.lickd.co/zG5VzByg51a License ID: yb1XWrvNqZE Get Flowerball by The Wombats here https://t.lickd.co/kjQd8VqmQJM License ID: Bb3gxxaLg1Y Get You Worry Me by Nathaniel Rateliff & The Night Sweats here https://t.lickd.co/XzBW917yD6r License ID: 5w6VBYDgPGD Get this and other songs for your next YouTube video at https://lickd.co

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Implementers vs. Allies

CARE Failing Forward

Play Episode Listen Later Oct 14, 2020 19:42

Tatiana Bertolucci--CARE's Regional Director for Latin America and the Caribbean--talks about what she learned closing the CARE Brazil office. We need to engage with curiosity and treat organizations in the global south as powerful allies, not people who merely implement our agenda. We also need to invest in more diverse boards. "There is knowledge everywhere if we will listen to it." Another lesson is "scream for help sooner" when something is not working.

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SEL Implementers vs. SEL Sustainers with Dr. Maurice Elias

Move This World with Sara

Play Episode Listen Later Oct 8, 2020 54:38

Systemic change takes time, and SEL is no different. When it comes to impact, there is a big difference between implementing SEL and sustaining SEL. This week, host Sara LaHayne speaks with Dr. Maurice Elias, Director of the Social Emotional & Character Development Lab at Rutgers University and the “Godfather of SEL,” about SEL and sustainability. Move This World with Sara is produced by the Move This World Audio Network. Hosted by Sara Potler LaHayne Edited by Aaron Altounian Theme music composed by Rachel Altounian

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Implementers, Solvers, and Finders

Josh on Narro

Play Episode Listen Later May 18, 2020 9:32

I was talking to a former student when he brought up an article written by a well-seasoned programmer regretting his choice of career. This fellow had rejec... https://rkoutnik.com/2016/04/21/implementers-solvers-and-finders.html an article written by a well-seasoned programmer regretting his choice of careerPeople want power because they want autonomyPsychologist Daniel Pink agreesincredibly easy to gameinterviewing your interviewerDone and get things smartBrilliant Jerksisf at rkoutnik.com

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Where do WordPress implementers fit in?

Matt Report - A WordPress podcast for digital business owners

Play Episode Listen Later May 8, 2020 36:34

WordPress implementers, the webmasters or site builders in our community, were placed back into the spotlight as I read through Mark Uraines post, Care and Influence: A theory about the WordPress community. I'm convinced Tom McFarlins post, WordPress Developers: Clarifying the title, remains the best definition for these two competing roles in our community — give it a read through if you haven't already. Mark's post is great, but I feel it illustrates a percentage of implementers still “need a home” in the community. Twitter conversation referenced in the episode. In todays episode, I'm breaking down my opinion on the matter and sharing some of my own real world experience finding a fit amongst my WordPress peers. I'm interested to learn your thoughts, either comment below or connect on Twitter. In other news, I found the use of Gutenberg in this Chatterbox idea to be a telling story on how “WordPress” might reach a larger footprint of the web. If you enjoy todays episode, please share it with others! Thanks to our sponsors! Todays episode is brought to you by SearchWP and CheckoutWC! If you're looking for better search with more control over results, speed, and reporting look no further than SearchWP! If you need to customize your WooCommerce checkout experience or improve overall conversions, CheckoutWC is for you!

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We hope you were blessed by this message! Help us move into our new building: https://myhouseofworship.org/donations Follow Us! Website: https://myhouseofworship.org/ Facebook: https://www.facebook.com/HOWRANDALLSTOWN/ Instagram: https://www.instagram.com/myhouseofworship/ --- Send in a voice message: https://anchor.fm/houseofworship/message

Dream Implementers 2

House of Worship

Play Episode Listen Later Apr 8, 2020 43:26

Dream Implementers

House of Worship

Play Episode Listen Later Apr 7, 2020 34:43

How to Recognize and Act on Buying Signals

recognize invite nikki rausch sales maven buying signals implementers

Play Episode Listen Later Mar 16, 2020 38:10

Do you know when a client is giving you buying signals? Listen as your host Nikki Rausch shares the noise she hears in her head when a buying signal is activated. She has been teaching buying signals for years, and they are one of the main reasons she started her own business. Nikki is here to offer you sales techniques and strategies to help you master the sales conversation. Nikki shares her definition of a buying signal, discusses putting together training for the top ten missed buying signals and her book Buying Signals, Converting Casual Conversation Into Sales. Nikki issues a challenge to the listeners and details the top five buying signals she discussed in this episode. She is also giving away a free download with the additional twelve missed buying signals that she didn’t have time to explain. Go to the Sales Maven website to download your copy now. Have you ever had a conversation with a potential client that made you think, hmmm, are they interested in being my client, yet didn’t act on it? If so, you probably missed the signal they were giving you. Listen as Nikki details the top five missed signals and see if it doesn’t make you want to revisit past conversations with clients you didn’t pursue. Nikki believes everyone needs to be turned on and tuned in to buying signals because they are everywhere. Nikki had done this training for years, and every time someone tells her they had no idea. If your business is suffering because you can’t seem to get potential clients to ask for your services, maybe it’s time you started issuing invitations. If you follow the steps as Nikki has them laid out, you can’t help but be successful. In This Episode: [00:43] Welcome and thank you for listening to the show. [01:01] In this episode, Nikki is speaking about buying signals. [02:11] Nikki shares what she hears when buying signals go off. [02:51] Nikki talks about a time when she had to inform someone about the buying signals a potential client was sending her. [04:07] She discusses the training she put together that covered the top ten buying signals that she noticed were being ignored. [05:48] Nikki gives her definition of a buying signal. [06:40] Buying Signals Converting Casual Conversations Into Sales is the book Nikki wrote. [08:01] Nikki issues a challenge to the listeners to think back on conversations they have had and see if they missed a buying signal. [08:42] If you act on something in this episode and gain a new client, please reach out and tell Nikki your success story. [09:34] Nikki is discussing the top five most missed buying signals. [10:05] If someone asks you about your rate, it is a buying signal. [11:41] Nikki shares what happened at a networking meeting with a client and her potential client. [13:59] Implementers get results! [15:23] Nikki speaks about a person she didn’t want to work with even though he was giving her a buying signal. [16:34] Bringing up a negative experience of someone they have worked with in the past that does something like you, a buying signal. [18:48] When people ask you to repeat the information, you have already given them a buying signal. [20:45] Nikki chats with a guy that attended one of her training seminars. [22:08] When someone asks you for a discount, it is a buying signal. [22:37] Follow up with an invitation even if you are not willing to give a discount. [24:09] When people make positive comments about your work or products, buying signals. [25:13] Nikki shares a conversation she had with a woman who started complimenting her training and how she followed through. [28:23] She chats about how she ended up with the lady as a client. [30:45] Get out there and start inviting people to work with you. [31:08] Do you need an antenna to recognize buying signals? [32:17] Nikki has one final story to share about buying signals. [34:12] Do you believe that if someone wants to hire you, they will let you know? [35:30] Invite people to take the next step with you; you might end up with new clients. [36:25] Go to the www.yoursalesmaven/maven to get the free download for the rest of the most missed buying signals. [37:19] Thank you for tuning in today! Find Nikki: Nikki Rausch Email @yoursalesmaven Facebook | Twitter | LinkedIn Sales Maven Society To download free Resources from Nikki: www.yoursalesmaven.com/maven

Sherry Maupin

SpotLightMcCall

Play Episode Listen Later Feb 15, 2020 52:18

Sherry personifies community engagement. She relates her unusual journey into banking as a young woman, developing a knack for seeing what communities need and finding ways to make things happen. Visionaries aren't always Implementers with a capacity for details.Sherry’s big-picture ideals have helped generate solutions and projects in our community. We didn’t win the final ABC round or pass a recreation district; however other cool things are happening because of those efforts--trails and access, anyone?Do you live, work, shop, or play in Valley Country? Why would anyone want to be a County Commissioner creating structures for those things? Sherry reveals her motivation, learning curve, and facing the unexpected. She shares disasters (literally), wins, and challenges we are all facing.If you care about the sustainability and future of our community, here are some insights from a leader we see in the grocery store, full of news and ready to serve us all.

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836 » Why You Need A Vision For Your Business

Real Estate Investing Mastery Podcast Volume 3

Play Episode Listen Later Feb 12, 2020 60:49

Real estate experts love to focus on so many different things, like wholesaling and raising capital and flipping houses, and oh, rehabbing too. All of these scattered focus shows up in their bank balance. They work 80 hours a week so they don't have to work 40 hours a week, and they listen to that voice that tells them to hustle their face-off. Who gave you that vision anyway? Shaun McCloskey knows this culture well, and he wants you to have a better vision. 85% of people don't like what they're doing, he says, and not many of us are keeping our New Year's resolutions either. We want some change in our life, but we don't know how to make that happen. For 13 years, Shaun's been coaching high-level entrepreneurs to create a vision that allows them to live the life they want. He starts with their vision first and then helps them build their business around that. He breaks that down for me and then shows me what that kind of work looks like for some of his clients. By helping his clients combine what they love, what the world needs, what they can make money at, and what they're really good at, he can help them identify their new direction. He talks about how he uses Humanlytics to create a personality profile that helps his clients get to the point where they truly “Know Thyself”. Shaun walks us through some of the thinking exercises that he does with clients, helping them see what they truly want in their personal and business lives. Today's podcast is a closeup view of the workshop he's hosting in St. Louis on March 12-14th, which you should totally come to since I'm speaking at it. He's invited 12 experts (and me!) to a panel to talk about how you can create a life vision that you really love. If you come to this event, you can expect to prune some things out of your life to make room for more success, more family time, and more personal development. What's Inside: —Shaun talks about his pivotal moment in coaching. —How Shaun uses the Japanese idea of “ikigai” to teach his clients. —Using a worst-case scenario model, Shaun helps his clients see what they truly want. —What Disney Imagineers, Engineers, and Implementers have to do with creating a vision. —If your business burns to the ground, how would you rebuild? —Get tickets to meet with Shaun in St. Louis on March 12-14th.

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836 » Why You Need A Vision For Your Business

Real Estate Investing Mastery Podcast

Play Episode Listen Later Feb 12, 2020 60:49

Real estate experts love to focus on so many different things, like wholesaling and raising capital and flipping houses, and oh, rehabbing too. All of these scattered focus shows up in their bank balance. They work 80 hours a week so they don’t have to work 40 hours a week, and they listen to that voice that tells them to hustle their face-off. Who gave you that vision anyway? Shaun McCloskey knows this culture well, and he wants you to have a better vision. 85% of people don’t like what they’re doing, he says, and not many of us are keeping our New Year’s resolutions either. We want some change in our life, but we don’t know how to make that happen. For 13 years, Shaun’s been coaching high-level entrepreneurs to create a vision that allows them to live the life they want. He starts with their vision first and then helps them build their business around that. He breaks that down for me and then shows me what that kind of work looks like for some of his clients. By helping his clients combine what they love, what the world needs, what they can make money at, and what they’re really good at, he can help them identify their new direction. He talks about how he uses Humanlytics to create a personality profile that helps his clients get to the point where they truly “Know Thyself”. Shaun walks us through some of the thinking exercises that he does with clients, helping them see what they truly want in their personal and business lives. Today’s podcast is a closeup view of the workshop he’s hosting in St. Louis on March 12-14th, which you should totally come to since I’m speaking at it. He’s invited 12 experts (and me!) to a panel to talk about how you can create a life vision that you really love. If you come to this event, you can expect to prune some things out of your life to make room for more success, more family time, and more personal development. What’s Inside: —Shaun talks about his pivotal moment in coaching. —How Shaun uses the Japanese idea of “ikigai” to teach his clients. —Using a worst-case scenario model, Shaun helps his clients see what they truly want. —What Disney Imagineers, Engineers, and Implementers have to do with creating a vision. —If your business burns to the ground, how would you rebuild? —Get tickets to meet with Shaun in St. Louis on March 12-14th.

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014 - What Great Implementers Know w/ Ken "The Hurricane" DeWitt

Tractionville

Play Episode Listen Later Nov 18, 2019 35:56

Ken talks about how he got the nickname "The Hurricane", explains what makes great implementers great, and discusses some mistakes all companies make. Learn more about Ken: dewittllc.com This episode is sponsored by Keystone Search If hiring a "rock star" Integrator is in your future, go to www.keystonesearch.com to download more information or give them a call - KeyStone Search is here to help.

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Bull Implementers & Float Fornicators. Baby Barbie Bandit & Pierre's Piece.

Leland Conway

Play Episode Listen Later Jun 17, 2019 32:14

06-17-19 Hour 1 Guests: ABC's Jim Ryan & Pierre Thomas.

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Eth 2.0 Implementers Call #2 [08.30.18]

Play Episode Listen Later Sep 27, 2018 90:41

Latest episode of Ethereum Foundation --- Support this podcast: https://anchor.fm/ethereumfoundation/support

Eth 2.0 Implementers Call #1 [08.16.18]

Play Episode Listen Later Sep 27, 2018 63:45

Latest episode of Ethereum Foundation --- Support this podcast: https://anchor.fm/ethereumfoundation/support

Eth 2.0 Implementers Call #3 [09.13.18]

Play Episode Listen Later Sep 27, 2018 68:24

Latest episode of Ethereum Foundation --- Support this podcast: https://anchor.fm/ethereumfoundation/support

Eth 2.0 Implementers Call #4 [09.27.18]

Play Episode Listen Later Sep 27, 2018 93:51

Latest episode of Ethereum Foundation --- Support this podcast: https://anchor.fm/ethereumfoundation/support

What priorities govern agency Management?

sharing management team professional agency priorities govern management team adhering implementers

Play Episode Listen Later Sep 3, 2018 6:11

Adhering to the guiding principles is essential for achieving agency excellence. The Management Team is responsible for agency Management, i.e., for assuring the successful functioning of the internal eco system. Members of the Team implement the policies, rules, and guidelines promulgated by Authorizers and Implementers as well as manage the day-to-day functioning of the agency. Their Management activities reflect a thorough understanding of and acceptance of each of the guiding principles. Team members also understand and accept the priorities discussed below in order to better assure the successful functioning of the internal eco system. Hannagan 1995 page 37-69 in his discussion of leadership styles, organizational culture, and associated patterns of accomplishing necessary work asserts, "In order for any group to operate effectively, both tasks and problem solving functions have to be performed, and at the same time, group maintenance for social functions. It can be argued that any group of people need to have leadership in both functions so that on the one hand, decisions are made and on the other hand, the ideas and feelings of the whole group are considered." page 48 Keep this dual focus in mind when considering these priorities. … Management Team members emphasize cooperation and a helpful, supportive approach to relationships and activities. As they interact with and support the work of others within the agency, their focus is on how they can help others succeed. As Management Team members focus on helping others succeed, loyalty is an important aspect of their relationships with others. Team members emphasize working with others by accommodating to their special needs and interests and by facilitating positive resolutions of problems or issues. The first approach with people is always to understand why problems come up and attempt to work things out and never to simply use authority to force people to change their behavior. For Team members, caring matters. They emphasize concern for and interest in the activities, successes, and problems of all staff members. To be a successful Management Team member, how others feel, what they think, and what is important to them professionally and personally matter. This not only includes how things affect agency operations, but also includes how they are affecting or might affect agency staff members and other people they personally care about. Sharing is also a priority for Team members. They emphasize talking with staff members, reciprocal assistance, and mutual problem solving. Within the internal eco system, interdependence and mutual interest are recognized and valued by Team members. Sharing is not simply a nice thing to do, it is essential for agency success. For Team members, respect is more than a simple priority. It is fundamental to the functioning of the eco system and to agency success. Without it, the system quickly reduces to chaos. Team members insist staff members always relate and interact respectfully. They model this expectation by emphasizing acceptance of others' beliefs and values, receptivity to everyone's thoughts and ideas, and sensitivity to others' feelings and interests. Team members give other staff members the benefit of the doubt without blaming, accusing, or threatening. This level of trust is at the essence of how Team members perceive and relate to other people. They assume the other person did not knowingly or intentionally do anything wrong and do everything they do honestly and to the best of their ability. If there is an apparent problem or issue, Team members work with the other person to understand what happened, why it happened from the other person's perspective, and how they can work together to resolve the issue and reduce the likelihood of recurrence. Professional and personal integrity are hallmarks of successful Management Team members. They consistently keep commitments to and agreements made with everyone.

01 – What to expect on the Go Cultivate! podcast

Go Cultivate!

Play Episode Listen Later Aug 9, 2018 41:54

In the first episode of Go Cultivate!, we discuss what it means for a city to be financially resilient, resource-conscious, and people-friendly. Then, we talk about 5 key groups of community leaders. 1:03 – Why Go Cultivate? And what's up with the name VERDUNITY? 5:00 – Revisiting the purpose of the podcast: "helping community leaders grow financially resilient, resource-conscious, and people-friendly cities. 5:51 – "Financially resilient" 7:00 – "Resource-conscious" 8:00 – "People-friendly" 11:40 – What is the status quo and what keeps the status quo in place? 16:32 – Community leaders: five broad groups 17:52 – Elected officials 22:21 – City administrators 23:50 – City technical staff 25:28 – Economic development 27:17 – Implementers! 27:50 – The importance of making citizens feel like their contribution is welcome – and what a city might look like when they don't 31:36 – Implementers as allies to official city leaders 35:21 – The connection between working on yourself, your neighborhood, and your community (The music in this episode is by Custodian of Records) https://gocultivate.org/podcast-episode-01

community design planning records economic cities cultivate resource financially elected custodians implementers

The Management Team

management agency managers management team organizational structure implementers

Play Episode Listen Later Aug 3, 2018 35:03

Taken from Ecological Human Services Management Shift focus now to consider human services agency excellence from a Management Perspective. Earlier, we saw the agency is not a static entity with fixed relationships to other entities and elements. It is more like an organism whose survival and success are interdependent with the survival and success of many other organisms and elements in the incorporating environment. As we consider internal agency functioning, the organic analogy applies just as it does within the Helping Triangle. The people -- agency staff -- associated with the internal operation of the agency are not static entities with fixed relationships to other entities. Rather, they are separate, autonomous organisms dynamically associating to form the internal portion of the agency's eco system. I refer to this as the internal eco system. Taking the analogy a step further, the purpose of agency Management is to establish, support, and sustain the internal eco system. There is an underlying point here that is somewhat counter-intuitive. The purpose of agency Management is not to manage people. The purpose is to establish, support, and sustain the internal eco system. Agency Managers do not manage people. They manage the internal eco system or aspects of the eco system. Agency staff function as self-managing organisms within the internal eco system. De Pree (2004, page 15-17) When talking about organizational leaders advised us in part that leaders owe the organization's people a clear statement of the values of the organization; a new reference point for what caring, purposeful, committed people can be in the institutional setting; maturity as a sense of self worth, a sense of belonging, a sense of expectancy, a sense of responsibility, a sense of accountability, a sense of equality; rationality valuing trust, human dignity, and self fulfillment; and space to grow and exercise diversity. As managers manage the internal eco system, they must keep this covenant with everyone associated with the agency. … What principles govern agency Management? There are five guiding principles agency Managers follow in order to successfully manage the internal eco system. First, agency Managers understand, accept, and support the mission of the agency, i.e. the purpose for which the agency exists. Only people who can and do strictly adhere to this principle function as agency Managers. No exceptions. No excuses. Second, the Authorizers and Implementers, with or without the collaborative involvement of agency Management, establish policies, rules, and operating guidelines representing restrictions and expectations with which the agency must conform. It is the responsibility of agency Management to understand and fully implement those policies, assure agency operations are in compliance with the rules, and maintain the functioning of the internal eco system in accord with the guidelines. The policies, rules, and guidelines do not prescribe how agency Management will achieve these outcomes, only that the outcomes will be achieved. No exceptions. No excuses. The third guiding principle requires agency Management to define and maintain a rational, flexible Organizational Structure and internal environment within which agency staff members function with a minimum of administrative or bureaucratic control or interference. Understanding and accepting this principle is fundamental to successfully managing the internal eco system. Staff members are autonomous organisms dynamically associating to form the internal eco system. Management control of or interference with their functioning are counterproductive with respect to the overall functioning of the internal eco system. Agency Management maintains the internal eco system with a minimum of administrative or bureaucratic control or interference. No exceptions. No excuses. The fourth guiding principle requires agency Management to provide clear,

ETHINKSTL-068-KC SourceLink | Making Entrepreneurship Easier

Entrepreneurially Thinking: Innovation | Experimentation | Creativity | Business

Play Episode Listen Later Apr 25, 2018 39:25

Joining us today are Maria Meyers and Kate Pope Hodel of Sourcelink, a program of the University of Missouri- Innovation Center with a single mission: to make entrepreneurship easier. Maria is Founder Executive Director. Kate is with Special Projects. Together they run the network that builds entrepreneurial communities and stacks the cards in your favor! SourceLink has helped communities transform fragmented economic development organizations into vibrant and vital ecosystems. Developed through support from the Ewing Marion Kauffman Foundation, the U.S. Small Business Administration and the University of Missouri-Kansas City, SourceLink connects resources to each other and to a national network of best practices to help communities create jobs, accelerate business and strengthen local economies. In this episode: - How Maria became known as “the queen of entrepreneurship” throughout the Midwest. - The origins of SourceLink. - The biggest challenges for business owners. - Where business owners are least effective...Most effective...Seeking direction... - How Sourcelink establishes the ecosystems and networks. - Kate is a master of data. What stories do the numbers tell. - How an entrepreneur should find and use data. - What sources and kinds of data are best indicators. - Breakthrough programs with the Kauffman Foundation - How Sourcelink creates a pathway for success with clients. - What Kate learned from the best in the field and thought leaders. - What we can learn from the “on-the-ground implementers”. - Kate's advice for businesses owners to step outside of their comfort zone. Learn more: @joinsourcelink (Twitter) @joinsourcelink (Facebook)

ETHINKSTL-068-KC SourceLink | Making Entrepreneurship Easier

Play Episode Listen Later Apr 25, 2018 38:10

Joining us today are Maria Meyers and Kate Pope Hodel of Sourcelink, a program of the University of Missouri- Innovation Center with a single mission: to make entrepreneurship easier. Maria is Founder Executive Director. Kate is with Special Projects. Together they run the network that builds entrepreneurial communities and stacks the cards in your favor! SourceLink has helped communities transform fragmented economic development organizations into vibrant and vital ecosystems. Developed through support from the Ewing Marion Kauffman Foundation, the U.S. Small Business Administration and the University of Missouri-Kansas City, SourceLink connects resources to each other and to a national network of best practices to help communities create jobs, accelerate business and strengthen local economies. In this episode: - How Maria became known as “the queen of entrepreneurship” throughout the Midwest. - The origins of SourceLink. - The biggest challenges for business owners. - Where business owners are least effective...Most effective...Seeking direction... - How Sourcelink establishes the ecosystems and networks. - Kate is a master of data. What stories do the numbers tell. - How an entrepreneur should find and use data. - What sources and kinds of data are best indicators. - Breakthrough programs with the Kauffman Foundation - How Sourcelink creates a pathway for success with clients. - What Kate learned from the best in the field and thought leaders. - What we can learn from the “on-the-ground implementers”. - Kate's advice for businesses owners to step outside of their comfort zone. Learn more: www.joinsourcelink.com @joinsourcelink (Twitter) @joinsourcelink (Facebook)

ETHINKSTL-068-KC SourceLink | Making Entrepreneurship Easier

Play Episode Listen Later Apr 25, 2018 38:10

Joining us today are Maria Meyers and Kate Pope Hodel of Sourcelink, a program of the University of Missouri- Innovation Center with a single mission: to make entrepreneurship easier. Maria is Founder Executive Director. Kate is with Special Projects. Together they run the network that builds entrepreneurial communities and stacks the cards in your favor! SourceLink has helped communities transform fragmented economic development organizations into vibrant and vital ecosystems. Developed through support from the Ewing Marion Kauffman Foundation, the U.S. Small Business Administration and the University of Missouri-Kansas City, SourceLink connects resources to each other and to a national network of best practices to help communities create jobs, accelerate business and strengthen local economies. In this episode: - How Maria became known as “the queen of entrepreneurship” throughout the Midwest. - The origins of SourceLink. - The biggest challenges for business owners. - Where business owners are least effective...Most effective...Seeking direction... - How Sourcelink establishes the ecosystems and networks. - Kate is a master of data. What stories do the numbers tell. - How an entrepreneur should find and use data. - What sources and kinds of data are best indicators. - Breakthrough programs with the Kauffman Foundation - How Sourcelink creates a pathway for success with clients. - What Kate learned from the best in the field and thought leaders. - What we can learn from the “on-the-ground implementers”. - Kate's advice for businesses owners to step outside of their comfort zone. Learn more: www.joinsourcelink.com @joinsourcelink (Twitter) @joinsourcelink (Facebook)

The Helping Triangle: Summary & Conclusion – Audio TidBits Podcast

management conclusion triangle providers tidbits leadership team implementers

Play Episode Listen Later Mar 11, 2018 9:54

Once the Leadership Team completes the steps and activities discussed earlier, it has a Leadership Perspective from which it can successfully participate within the agency's incorporating environment. Through its Initiators and Authorizers, the agency develops and sustains sufficient resources and auspices to continue operations. Through its Implementers and agency Management, it assures services are in place to serve its clients and that those services and agency operations conform to accepted regulations, standards, and guidelines. Through the agency's services structure and its Providers, the agency works to assure the help it provides is the help its clients need and deserve. Through its connection with and attention to potential clients and to those who may refer potential clients to the agency, the likelihood people in need will be better able to cope with their needs, problems, and vulnerabilities down the road increases. Further, everyone associated with the agency is better able to contribute to the success of other people and organizations in ways far beyond the agency's narrow responsibilities. Only when all participants in the human services community succeed can an individual human services agency make a difference consistent with its full potential. I hope the point has been made the Management Perspective and the Leadership Perspective are not the same and they both are required for agency excellence. I also hope the point is clear neither is more or less important than the other. Both are essential perspectives from which to pursue agency excellence. Let me reiterate one other critical point here. Help is only helpful if it helps. Everything we do should support and further the success of our stakeholders in general and our clients in particular. Nothing we do should jeopardize their success or serve any other purpose. As I said in Chapter One, the point of developing a human services agency is to help people cope with the needs, problems, and vulnerabilities in their lives. Everything we do should further this outcome and nothing we do should interfere with achieving the outcome. The standard is simple. Do the right things right, the first time, on time, every time, one client at a time. What is the right thing? This is also simple. Make sure the help we provide is help that truly helps. … The posts in this series are excerpted from Ecological Human Services Management: An Organic Model For Practice.

Agency Creation: Iteration Two

agency providers initiator iteration first mover implementers

Play Episode Listen Later Jan 15, 2018 5:20

In Iteration One, we saw human services agencies are the end product of a complex process, starting with the action of the First Mover who sees people potential clients experiencing difficulty coping with their day-to-day circumstances. The First Mover recruits the Initiators who pursue auspices and associated resources through the Authorizers. The Implementers then develop the elements needed to create a human services agency where appropriate supports and services are available to the people who need them. The Providers then encourage use of the services by appropriate clients. If all goes well, potential clients are reclassified as clients, service provision proceeds, and the Helping Triangle is closed. The First Mover and the potential client are at point "A" on the Helping Triangle. If developing a human services agency were not the preferred outcome, the First Mover could simply talk with the potential client and then do something they both thought might help. Instead, the First Mover turns away to enlist the assistance of the Initiators shown along the left side of the triangle. Even if potential clients participate in the Initiator group, and they frequently do not, there is a serious, potential misfit between the person/problem and the problem/solution. …

Pause to consider: Create a Human Services Agency