Podcasts about people process

These days, you aren't limited to the area your business is located when looking for great team members. In this episode of the #DoorGrowShow, property management growth expert Jason Hull sits down with Laith Masarweh from Assistantly to talk about how hiring VAs can help you scale your business. You'll Learn [01:34] Creating an Offshore Talent Acquisition Company  [09:38] Importance of a People Process  [16:11] Virtual Executive Assistants and Operators [24:57] Finding Your Unicorn Tweetables  ” Having community and good compensation definitely is going to allow you to attract and have the best people.” “ If you are operating your business, you are not growing your business.” “ When you have good people, they help other good people grow.” “ The bottleneck is you.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Laith: When you have good people, they help other good people grow.  [00:00:03] Jason: Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow property manager. [00:00:23] DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not, because you realize that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I'm your host, property management, growth expert, Jason Hull, the founder and CEO of DoorGrow. [00:01:04] Now let's get into the show.  [00:01:07] All right. So my guest today is Laith. Laith, tell me how to say your last name. So I don't butcher it.  [00:01:13] Laith: It's all good, man. It's Masarweh.  [00:01:15] Jason: Masarweh. All right. Laith Masarweh. And awesome to have you here on the show. So in this episode, we're going to dive into the power of offshore talent, explore how businesses from startups to fortune 500s can unlock exponential growth. [00:01:31] And you run a company called Assistantly. Which I've heard great things about. You came highly recommended by one of my mentors, Sharran Srivatsa a, who runs a multi billion dollar real estate company called Real. And so tell me like a little bit about your background. [00:01:48] How'd you get into this? How did you get into entrepreneurism? [00:01:51] Yeah.  [00:01:54] Laith: I mean, I think I always had the entrepreneur inspiration since I was a kid. My dad always had like a small business that he was running and, you know, it made me want to be an entrepreneur from a young age. [00:02:03] He used to have me working in the grocery store shop since I was eight years old and it was cool to kind of develop, I guess, my like interpersonal and just learning more about the business at a, you know, such a young age and, you know, I knew I wanted to start my own business. I didn't know what I wanted to start it in. [00:02:18] Of course, you know, I attended Chapman University. I went to the business school. I thought I was into like virtual reality and tech. Didn't really know what my fit was. Got into corporate after college. I knew that wasn't a fit, even though I tried it. Didn't really work very well and then I started a real estate marketing company here in Orange County, California where we help agents, brokers whether you're residential, commercial, property management you know, we just have done what's like real estate marketing needs and during the pandemic, we got extremely busy and You know, we couldn't, there's too much demand and our team was super small and somebody was like, Hey, you should hire a virtual assistant. [00:02:53] And I thought that was like an AI robot and I didn't understand what that was. And I never learned about offshoring in college or any of that kind of stuff. And I got introduced to somebody thought she was local. She ended up being in the Philippines. I was like blown out of my mind because I've actually been working with her for years thinking she was in Irvine, California, but she was actually in the Philippines the entire time. [00:03:12] Our time I had, you could not tell any difference. And then I kind of got the spark in my head and I go, man, I work with so many real estate professionals, you know, and they're always asking me for help, whether it's administrative or operations or marketing. And I, you know, when I asked this girl, Hey, how many people are highly skilled, great communication skills, you know, looking for employment, like you? And she goes, I don't know, maybe like hundreds of thousands. And I said, hundreds of thousands, there's hundreds of thousands of talented people like you? And she goes, Oh yeah. And it kind of just clicked in my head. I'm like, Oh, People need this and it can't just be me. [00:03:45] And I pretty much started Assistantly 45 minutes after learning what offshoring was didn't know anything about it. And I'm just like, let me go, you know, I'll send it and kind of see kind of test it out, pilot it with a couple of my, you know, people in my network. And four years later, here we are. [00:03:58] And we started this obviously real estate, property management, law, tech, healthcare, finance, a little bit of everything.  [00:04:04] Jason: Yeah. All right. Awesome. So, so let's get into this. I mean, there's a lot of challenges that people have with this and everybody's had, I mean, a lot of property managers have tested the waters of working with, you know, VAs in the Philippines or maybe Mexico and there's kind of mixed feelings about how that's gone. If you've done this at all, you've had some bad experiences and maybe some good ones. And so it can be really difficult. And so you're kind of at the mercy, if you're using a company like yours or some third party company, you're kind of at the mercy of their hiring process to some degree. [00:04:43] And some of these vendors that provide VAs have better hiring processes than others. Some of them, you know, they all claim, Hey, we've got amazing talent or they all might sound American, you know, but then you end up kind of getting somebody that has a heavy accent. They aren't showing up, you know, on time or they just disappear and ghost you because they're non confrontational sometimes in the Philippines or some of these sort of issues, and I'm sure you see, you see some of this, right. [00:05:13] How do you kind of do things you think maybe differently at Assistantly versus some of these other players in the marketplace  [00:05:22] Laith: Yes, it's a great question, you know, obviously I started off, you know, really when I got into the industry I started hiring these people on my own whether they're from like people going to the upworks or the fivers of the world or like job boards and to like Interview a whole bunch of candidates to understand where they're located in the Philippines. [00:05:38] Like what type of equipment do they have? You Internet connection speeds. Do they really have that much experience? You know, because people obviously, whether you're US, Philippines, anywhere, they will always oversell on an interview or a resume. There's a lot of things that we do on like on our end. [00:05:52] So like, number one you taught me this and I think we had a conversation when we were, when I met you in Franklin about like that job description is so important when sourcing somebody, right? You know, everybody obviously wants a job, but you want to essentially attract people that are like, you know, that's their zone of genius, and they're passionate about it. [00:06:10] That's why we actually follow the four R's that Jason taught us a long time ago. And it's something that we actually, it's really important. The first step is crafting the job description to compel to candidates. So they're actually passionate and interested about it. So that's number one, filling that top of the funnel. [00:06:25] Number two, there's, you know, there's obviously a series of interviews. You can't just have one interview. We did multiple interviews. But like, I think obviously experience matters, of course. Like I want people that are mid to senior level that know what they're doing. If they're in property management, you know, I want, you know, helping with like property admin stuff, tenant communication daily operations through Appfolio. [00:06:42] Like I look for those types of things, of course. But also like, what's really important to me is like, when working with the client, like, you know, your personality and your culture is very different than my other, you know, than client Jamie or client James. Right. And I think that's very important when finding the right match. [00:06:58] And we do like a personality culture assessment that we built ourself to essentially line them up with like whatever role, whether it's an admin operations or marketing role to really understand what type of person they are, but like beyond just their experience. We also verify references like, right. [00:07:12] You know, because again, people could say, Hey, I worked somewhere for seven years. How do you know that? Right. You know, I put, I see people put like they went to Harvard on there. I mean, how do I know they went to Harvard? And it's those things that you've got to cross check, call references. I think that's super important. [00:07:27] But then we also vet out like equipment. Do they have 2020 and newer equipment? Because that's a big slowdown in the Philippines and like Mexico and a lot of these countries. When people go, my team member is so slow. Well, their equipment is from 2002. Like, of course, it's very slow, you know, or their internet connection is very slow. [00:07:44] Like, we vet out those types of things, which I think are very important. You know, so between like the job description, the interviews, the proprietary personality assessment, the reference checks you know, we've obviously sourced for these positions thousands of times, so like, we really know what makes an A level player slash we call them unicorns here at Assistantly. Unicorn meaning they're rare, not meaning they can do everything, you know, in the kitchen sink. But like those are things that we go kind of, you know, beyond our measures. Plus, like also one really important thing, whether you hire from us or you hire offshore is it's not just compensation that matters. [00:08:14] Like we, we give the highest compensation in the industry. But people really want a sense of community. That's what we built out a system where they feel supported, they feel loved, they feel cared for, we give really good benefits. And that's why like our retention is like, I think I've maybe what in four years, there's been like two people who leave. [00:08:31] And you know, and that was just for family emergency, not because they didn't like their job. So, but a couple of things to know.  [00:08:37] Jason: Yeah, I think that's really powerful. Having community and good compensation definitely is going to allow you to attract and have the best people. Yeah, and you mentioned like R docs like for us. Yeah. I got the four R's concept I got from one of my mentors Alex Charfen and then I started adding more R's to it because I was like this is I like And like, like the most significant, I've talked about this before on the show for those listening when hiring to attract the right personality type is this resonate section at the beginning where we describe the personality that would naturally love doing this. So that they can resonate with this, they read and go, Oh my gosh, that's me, which is way better than somebody going I would be willing to do this if you pay me enough, like, you know, that's a very different type of team member. And I think this goes back to regardless for those listening, I think anyone that is going to use any sort of company to collapse time on hiring, eventually every business needs their own hiring process internally. Even if I use Assistantly or other companies to get a team member, I'm still going to put them through my stuff, my process because I trust my process. And this is one of the things we do at DoorGrow is help our clients install a really good hiring mechanism. We just had a client come on board who was a past client. We'd helped clean up their branding, website, and now he's like at 200, 300 doors or something. And he just had total team turnover twice in the last six months. [00:10:06] He's on his third team in a six month period. And before that he said, life was amazing. He had this great virtual team. He had this person that was like trained or educated as a lawyer that was running everything. And then he lost that person. They went and found an actual law job. And then chaos started to ensue because he realized that person was so great. [00:10:25] They were carrying the entire team. And then he had no mechanism for knowing how to effectively hire or replace a team quickly. He had no real hiring machine. And what I've noticed, even in the largest companies, I've talked to people I talked to a guy the other day with 800 units, loves his business, doesn't want to change anything super comfortable. [00:10:45] And then I asked him questions about, you know, people, planning, and process, you know, what we call our super system. And he realized he didn't have a hiring mechanism and I could tell he got scared, like, and you know, people don't realize they're vulnerable when it comes to this, but they've built their team usually through a decade of Russian roulette. [00:11:04] And they finally have a great team, great culture. He's like, I've got great team. I trust them. Great culture. I'm like, cool. If you lost one of those key people, what would you do? You could see like panic sets in, right? He's like, well, yeah, I don't know, I guess. And so, I feel confident in my own business. [00:11:19] Even though everybody on my team, I feel like is like really great culture of it. I really care about them and they're really important. Some of them I've had a long time. If I lost any one of them because I have good process documentation, I know that I could get somebody else in to do that work pretty well pretty quickly to do the job. [00:11:40] But I know even more than that, I have way more safety and security and confidence as an entrepreneur. With the business because I know because of my hiring process I could get the right person relatively fast like within at least 30 days. I could have somebody else in play to be doing that may be as good at their role or better because usually if I lose a team member, it's because they kind of either the business outgrows them or they've outgrown the business, but there's like, they're no longer that culture fit maybe. [00:12:11] And then they leave, which is cool. Then I can go find somebody that's even better. And I, over time at DoorGrow, either my team members have leveled up, like I've had Adam for over a decade or I level up the team members like by getting new ones. Yeah.  [00:12:27] Laith: Well, there's different people for different phases of growth, right? [00:12:30] You know, you get to the zero 1 to 5 million, you get to the 10 million, you know, we've changed our team and it's evolved. I mean, I've had people that have been with me since I started instantly, but then there have been people like client success I think we should upload this position maybe with somebody with an ops background because they understand the client a little bit more. [00:12:47] And I just did that recently and I'm like, Oh my God, game changer. Like, you know, client success, having an ops brain, they can go and help our clients and say, Hey, you should think of things very differently. I also think like a misconception, like talking about the your example, because like one. [00:13:00] You know, one person left the whole team crumbles. If that ever happens and you have the wrong team, right? Because people, you know, I have people that will say, you know, like 20 percent of your team members make 80 percent of the work. I go, maybe at your company, not mine. I go a hundred percent of my team members make a hundred percent of the work. [00:13:16] Why would I have 20? And you know, the magic, I tell my team, Hey, just 20 percent of you guys are making pretty much all the work very consistently. Everybody's like, what the F am I doing here? Then if those 20 percent are taking over the work, like that's not. That's a misconception. Of course you have A level players, but, you know, and I always talk to our internal team about it. [00:13:32] I'm like, Why do we have an A level department here, but a B level department here, but then a C level department here? Like, why can't we all be A level and working towards the same goals and help each other, you know, collaborate. And I think like finding A plus players, they're not easy to find. But like A level players can also help those, let's say B level players become A level players. [00:13:50] Like that's like, that's part of it. When you have good people, they help other good people grow. And I think that's like a huge misconception. It's like, I have this really good person, but then like, I was here, but like the rest of my team is like, okay. I'm like, then you got to switch out your team, you know, keep your A level player, but then you need other A level players. [00:14:05] Cause like, if you're at 3 million in revenue, like you should be at seven and a half million with the right team, you know, and I see that even with my own thing is like when I switch out somebody, whether it's ops or client success or recruitment, I do this all the time. And I up level, Oh dude, like, I'm like, man, this is what heaven and unicorns and rainbows look like. [00:14:23] You know, I don't even have to worry about any of this stuff. They're just taking care of it. They own it. And that's where like the zone of genius comes in. Yeah. Yeah, because you want with that resonate section, right? You want people to be like, that's me. I want to work there so bad. Like, that's exactly what I want to do all day. [00:14:39] And people are like, really, you want to go through Appfolio all day? Like, that's what you want to do? And people were like, yes, I love Appfolio. I want to go through leases. I want to go, you know, coordinate with maintenance requests. Like there are people like that, that just because you don't enjoy it, which I don't blame you, you're an entrepreneur, owner, founder, whatever you are. [00:14:56] There are people that are like, that's my bread and butter. I got it. It's easy for me and I like to do it. And like that zone of genius, like if you could find people that go, I'm passionate about it, it energizes me, it makes me feel good. That's how you get A level players. Not somebody that's like, I'm good at it, but it's like a vampire sucked in my tongue. [00:15:13] Jason: Yeah, I call that them being a personality fit. Like if they're the, they resonate, they're the right personality fit for it. If they're the right culture fit, they'll believe in you and be inspired and want to support you and work for you. And then there's the skill fit, which really is, do they have the intellectual capacity to develop the skill or do they already possess it? [00:15:31] Right. Not everybody can have all three, you know, and if they can't have all three, they're not really going to be a great executive level team member that you can trust to think or make decisions. So then they become, maybe they could be people as process. Like they're like a robot, just do what I tell you to do. [00:15:46] So, and this may be a perception. Is everybody is Assistantly, is it all Filipino hiring? Where is talent sourced from this? [00:15:54] I guess my question.  [00:15:54] Laith: I got you. So externally, it's Philippines and Latin America, Argentina, Colombia, Mexico, and then the Philippines is our talent pool. I've also sourced from like Eastern Europe and different countries, but the Philippines and Latin America are typically the two talent pools in which we pick from. [00:16:11] Jason: So one of the things I've noticed that's a challenge in the property management space for those that are listening, I think there's one of the things I've noticed is that it's really common for entrepreneurs to be miserable in their own businesses, have an entire team, and not have an assistant for themselves. [00:16:28] And it's really mind boggling to me that they build an entire team around themselves and they don't support themselves and they don't have an assistant. So my usual recommendation is their first hire should probably be an assistant. It doubles their capacity immediately and allows them to be more effective at whatever they're doing. [00:16:47] And so that's kind of that first little bridge. I think a lot need to build in order to get to the next levels. They just need an assistant. Maybe around 50 units or something, they need an assistant and that allows them to get to another level. And then the next major, the most important hire that any of these property managers that are visionaries or entrepreneurs could bring into their business would be an operator because this is kind of an opposite personality type to the business owner. [00:17:13] Business owners like to create operational systems, but they don't like to run it. They don't like doing the details they don't like running the planning meetings or you know running the hiring system or building out process documentation. That's not usually the most fun For the entrepreneurs and it's usually that's all the stuff on their to do list that they've been avoiding for like months It's been on their to do list. [00:17:35] I got to do this. I need to do this And what they really need is an operator or an operational person now It can be challenging to find good operators, especially when you're trying to You offshore and stuff like this because you're needing somebody that's a high level of intelligence. They're not going to be this person is process that's just going to follow a to do item list. They need to think they need to make decisions. Is this something that is possible through Assistantly or through offshoring? Is this something you've been able to do even in your own business?  [00:18:05] Laith: Yeah, I mean, I'd say our three highest requested positions are executive assistants, operators, and marketers, right? [00:18:11] And that's typically what I see. And I say, don't get an EA confused with an operator. And I think a lot of people try to, like, kind of intertwine those roles. They're completely different. You know, so when somebody goes, well, I want an EA that has ops background. I'm like, no, what you need is an operator, and then you need, you know, you need an EA. [00:18:25] So EA, then operator. That's how I recommend, very similar. Talking about the EA, and then I'll get into the operators. So. EA, by far, is the number one hire for you, because like you said, it opens up time capacity. It's funny, I've been pitching EAs for four years, it took me three years, I hired an EA not too long ago, even though that's like, you know, what I pitch. [00:18:44] And I'm like, holy shit, dude. I go, I've been pitching this. Why haven't I had an EA? Oh man. I mean, like I've added to her plate for the last, who knows how long, but I mean, from like, if my email inbox every day is at zero, my calendar is always organized, you know, I have research on all my prospects. [00:18:59] I have research on all my meetings before like all prepped ready to go before I get into for the day. All the follow ups for me when, you know, when I talk to a client and I'm trying to close a client on a strategy call, for example, they think it comes from me, it comes from Angie. I don't do any of that stuff. [00:19:14] She creates the portal, she follows up with the client, she nurtures 'em, they close. I don't do anything. She, you know, engages with my LinkedIn for a couple hours a day. She helps with my post writing. She helps with the blogs. She helps with the case studies. She helps with the reviews. She's unbelievable. [00:19:28] And these are all the things that I used to do on my plate, especially that like sales component of like client communication. Dude, that used to take me hours a day, like at least two to three hours a day. Like for me to free up two to three hours a day in my own capacity to go focus on strategy and vision, infinite ROI for me. [00:19:44] Right. So like EAs, like, you know, email calendar management, you know, client prospect communication, CRM management, you know, obviously some light marketing, like light marketing tasks. And then also helping with your personal stuff. Like I go to a lot of conferences, I'm sure you do too. Masterminds, all that kind of jazz, like booking flights, itineraries, hotels, like, All that stuff's taken care of for me. [00:20:05] I don't ever have to worry about it. I check in. I'm in like the first 10, like I check in right at the time. I'm like always in a good seat. I, you know, so that always works out super well. So like, those are just some things in EA can do.  [00:20:16] Jason: Yeah.  [00:20:17] Laith: That I think like number one hire for like both personal and business get like EA, it will change your life. [00:20:22] It's a highest requested position, probably like in the United States, Canada, New Zealand, Australia at the moment is an EA. Like if you don't have an EA, I don't know how, like you're just doing everything on your own and then you're just going to throw it out.  [00:20:35] Jason: Yeah. I love not having to ever look at my email. [00:20:39] It's like my favorite. I like email is the email and having to like calendars and checklists and like these things are the bane of my existence. I love building things, creating things and being able to like coach and support people. And so for me to be able to stay in my area of genius and not have to do the stuff that I don't enjoy, I think it, I think as business owners, we often make the mistake early in the entrepreneur journey of believing that because we're the business owner, we have to be miserable or we have to do certain things like, Oh, well, I'm the business owner. [00:21:15] I have to do my own email or I have to do the accounting piece or I have to do sales or whatever it is you might not enjoy doing. And the reality is you don't have to do anything if you're king or queen of your business. You really don't have to do anything that you don't want to do If once you build the business up to a size where you can build an entire team around you But we usually build the wrong team because we're showing up consistently as the wrong person in the business  [00:21:42] Laith: Well, I always say, the bottleneck is you. [00:21:44] If you really look at it you're the one, you know, you're the one controlling everything. I mean, like you're saying that I got to respond to emails. They don't have my tone of voice. You know how people are going to not think it's me. Really? What? Why is that? I mean, do you look a couple of responses? [00:21:56] I mean, I even had my EA use Claude AI, she mapped, she got my tone dialed in. So if it's emails or blogs, or any of the social media posts, even my LinkedIn and comments and engagement, like people think it's me, she matched it through ai, like she's AI enhanced, like, and I have all that training I give to people on for EAs. [00:22:15] Hey, you want your EA to sound like you? I have it like, here it is. Make it easy for you. Yeah. There's no there, there's no excuses there. Getting into operators, 'cause like that's like, well, okay, ea I get it, they're an assistant level, but like operators, that's a high level role. What does that look like in the Philippines or you know, Latin America? [00:22:32] You can find a good operators, right? But again, operators are different than EAs in the fact we're like, they think of things very macro. They look at the business as a whole and see like where they can streamline things, where they can fill in gaps, where they can like stop the leaking of the holes. They love implementation of systems, implementation of processes, like they like to tweak that kind of stuff and especially property management, you can find really good, you know, operators, like even, I know, again, I'm going to use Appfolio as an example, or whatever, you know, there's a ton of tools out there like you should never be in your tools and platforms. [00:23:04] You should have your operator managing the day to day tasks in your, you know, because that's the whole idea when you hire somebody in offices and manage those day to day things in your business so that you don't have to deal with it. If there's a fire should be your operator that, you know, it should be that type of person to like, Hey I'm taking care of this. [00:23:19] I'm working on the day-to-day type of things. This is kind of high priority. This is medium priority, this is low priority. You know, because when you're operating, if you are operating your business, you are not growing your business 'cause you're the one operating it, right? Like, there's no way you can grow from 50 doors to a hundred doors to 300 doors. [00:23:35] I talked to the guy in Baltimore who just, he's a property management client. But he just came on and he is like, dude, I'm at like 800, 900 doors. But I can't get past a thousand. And I'm like, why? And he goes, well, I'm like working like 18 hours a day. I'm like, why are you working 18 hours a day? [00:23:50] Right? Because he's like, yeah, he's like, well, I'm pretty much the property management of a lot of these things. Yeah. And I'm like why don't you just hire somebody ? He's like naming the tasks, right? Of like, I'm like looking at it like, you know, pre qualifying leads and day to day operations with, you know, interactions with tenants and helping with the maintenance and responding to those maintenance tickets and scheduling the payments and, you know, all that kind of stuff. And I'm like, you're doing those for your clients? Why are you doing those for your clients?  [00:24:16] Jason: Yeah, that's like frontline level work. That's like the first exit to make in your business is to exit the frontline work. [00:24:22] Yeah.  [00:24:22] Laith: 100 percent and I'm like, just have somebody like, and that's what I'm saying with the whole operator. Cause like an EA is for you, an operator for your business. That's the difference, right? Like that's, you know, EA for you, operator for your business. And if you have yourself taken care of and you have your business taken care of, are you telling me you don't have capacity to grow your doors and scale and, you know, get to the revenue targets? [00:24:42] Like that's obviously like, once you have those two dialed in, you got time back, you know, you're looking at things, just you know, plugging in where you, you know, you need to, but it's not so much the day to day anymore, which is that's where you feel actually a sense of freedom. [00:24:56] Jason: Yeah, no, I love it. I want all of my clients to get an EA. We surveyed them and we were really surprised how few of them have an assistant. I was like, this is what we teach, but it's hard for them to justify. And they also are their control freaks in the beginning. And it's difficult for them to trust. [00:25:13] But once you have somebody that is a good culture fit, a good personality fit, a good skill fit, it's easy to start to let go of things, it's easy to start to trust. But before that, you shouldn't trust and that's the mistake, they've probably been burned, they brought in the wrong person and they tried to maybe trust and you can't, like, you're not, that's stupid, you're not supposed to trust people that you shouldn't trust. [00:25:36] Laith: And it takes, I mean, look, like I'm a full, honest and transparent person. Like sometimes it takes a couple of people to find your unicorn, right? Like I always say, you go through a couple of donkeys and zebras to get to your unicorn, right? Like it happens like, you know, is your first hire, like when you, whether it's local or offshore going to be your ultimate 10 year hire? I don't know, maybe, you know, hopefully, but maybe not. [00:25:56] And then you hire somebody else. Like I've been burned. Of course. Like I've hired you a Filipino and you've been burnt, but then you find like an Adam, and you're like, dude, this guy is like Lord and Savior to me. I can't function without this guy. And you have to go through the process, you know, because like, again, you being the bottleneck, if you don't just, you got to, it's like rep, you got to keep doing it until you find the right person. [00:26:16] Then you, when you find the right person, you're like, this is it. We're going to grow. There's no way we don't.  [00:26:21] Jason: Yeah, absolutely. So, what should people know about, well, what can they, what should they expect to spend to have a really good operator? I mean in the U. S. you're looking at like 60 to 80k minimum, right? [00:26:37] Minimum to have a decent operator by a year. What if they're using maybe Assistantly or going, you know, to these other countries, what? What's sort of the cost savings for those that are like, man, the operator sounds like a dream. How can I get one?  [00:26:51] Laith: Yeah. And it operator obviously depends on where you're located. [00:26:53] Of course. Let's say like I even like you find an operator in California, you're spending like probably six figures you know, depending obviously where you're located, but like, you know, let's say the average is. Let's just give an example. 75 grand, right? You know, like with us, and it's that 75 grand, you got to take care of HR, payroll, taxes, benefits, typically. [00:27:12] With us, you're typically spending between 30 to 36, 000 for the year. So it's pretty much half. And then we take care of all the HR, payroll, benefits. You don't have to worry about any of that stuff. Taxes, compliance, all that jazz. And then it's a write off for your business. It's like a software write off, which makes it even super attractive. [00:27:28] So, the fact that we will source, really great candidates for you. We will help you obviously interview because I think that's super important. Like, again, like Jason mentioned, everybody has a different process. You want to ask them questions according to you and make sure it's the right fit. [00:27:41] Then we will onboard you, but then we also manage them on a day to day as well. You know, making sure the clock in it. highest level, keeping them accountable. And we keep track of all that stuff on the backend. So that performance success on the talent side and the client side is, you know, part of our managed solution. [00:27:55] You know, and if anything doesn't ever, you know, for example, you hire Kate, after eight months, you're like, Hey, you know, I want to try somebody else. It's we offer a free replacement guarantee. We can switch out people as easy in 48 hours as possible. So, The cost savings, it's half. That's why people do it. [00:28:09] So, you know, even the guy from Baltimore, he goes, so you're telling me I can hire two people for the price of one?  [00:28:14] Jason: Yeah.  [00:28:14] Laith: I'm like yeah. You can hire essentially two virtual property managers for the price of one. That's exactly what I'm saying. And then I, and then we take care of all this stuff on our backend. [00:28:22] And so now his team can double the way he wants to, and he still gets that stuff taken care of on his plate.  [00:28:28] Jason: Yeah. Very cool. All right. Well, Laith, awesome having you here. I think everybody listening should reach out to Assistantly if they don't have an assistant yet, and get an assistant. I think we have a special DoorGrow code or something's set up with you guys I believe that they can use. Let me see if I can find it here in our vendor database. But yeah, I've heard great things about you guys from others. And I think it's, you guys would be a great company for people to go with. Yeah, so our clients get a 10 percent recurring discount on their subscription if they use our links. [00:29:03] So we'll make sure and throw that link out to the marketplace if people are looking for it. On our podcast episode, when we post this and yeah, and check out Assistantly. Well, what's the easiest way for people to get in touch with you besides that?  [00:29:17] Laith: Yeah, I mean, I mean, my email is Laith@assistantly.Com if you want to reach out to me. It's LAITH@assistantly.Com if you want to reach out to me directly. Otherwise, our website assistantly. com you can book a call. It typically gets routed to me or my team members. It's a great way for us to kind of have a good 30 minute strategy session where we're going to outline the role, the responsibilities. [00:29:37] Take all your blame dump of like, this is making me frustrated. I don't want to do this. I need help with this. Like, we take all, like, just, you literally come. You don't got to come with anything. You come, you just vent, we take it, we organize it, and we say, hey, how does this look, you know, for the job description? [00:29:51] According to the RDoc, essentially, right, template, how does this look? They go, great. And then, We can go head on accordingly. So we make it super easy for you. I mean, from you just brain dumping to us putting the JD to getting candidates to onboarding, like you sit back, relax, you take care of all that stuff off your plate. [00:30:06] So, any way I can help, I'm just here to support.  [00:30:09] Jason: Awesome. All right, Laith, appreciate you coming and hanging out with us here on the DoorGrow show and excited to do more stuff with you in the future.  [00:30:17] Laith: Awesome, Jason. Appreciate you, my man.  [00:30:20] Jason: All right. So, if you are a property management entrepreneur and you're wanting to grow your business ,add doors, you're struggling with operational stuff, you want some systems and some processes and mechanisms and an operating system, planning, people, process systems installed in your business.by an operator, you want some help getting these things in place, reach out to us at DoorGrow. We can help you with that and then you can leverage, you know Assistantly to get the bodies get the people that can really make the difference but you need to give good people good systems and good training and this is stuff that we can help you with here DoorGrow supporting your operators, we've got a call just for operators that we do every friday and we have a call every Wednesday for BDMs. [00:31:02] And this is how we're helping grow and scale companies rapidly. And if you want to be part of that rapid growth and be around other cool entrepreneurs talk to us about joining our mastermind and we'll see if you're the right fit for the group. So until next time, everybody to our mutual growth. Bye, everyone. [00:31:17] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow!  [00:31:44] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.

In Welcome to the Re-launch of the People, Process, Progress Podcast, Host Kevin Pannell reunites himself with listeners after a one-year detour. Kevin shares why he stepped away, why he's back, and what listeners can expect from him and his guests in the future.“Sooner or later, everything old is new again.” - Stephen KingFuture focus:Leadership and managementTeam building and collaborationPersonal development and growthInnovation and creativityand more!more at peopleprocessprogress.com

What You'll Learn: In this episode, hosts Andy Olrich, Catherine McDonald, and guest Ryan Weiss discuss Ryan's Optics System, which aligns people and processes for enhanced organizational performance. The system uses a five-step process: identifying the work stream, understanding its purpose, scope, and gaps, creating a SIPOC (Suppliers, Inputs, Process, Outputs, Customers) framework, defining quality, value, and speed expectations, and establishing an accountability and responsibility matrix (ARM). About the Guest:  Ryan is a former global executive with experience leading large multinational teams (180+), managing a global chemical technology portfolio ($500M), and living in multiple countries (Singapore, Philippines, USA). He left the corporate world in 2016 to become an entrepreneur for a second time. Since the founding of EPS, his team has created the OPTIC(S)(TM) system, developed a software platform to enable the system, launched a #1 Amazon best seller, and interviewed nearly 100 business leaders on his podcast OPTICS in Action!   Links: ⁠Click Here For Catherine McDonald's LinkedIn⁠ ⁠Click Here For Andy Olrich's LinkedIn⁠ Click Here For Ryan Weiss Linkedin Click Here For Ryan Weiss Website Click Here For Ryan Weiss Book --- Support this podcast: https://podcasters.spotify.com/pod/show/leansolutions/support

Dr. David Rice, a mentor and leader in the dental profession, discusses his journey and advice for young dentists. He emphasizes the importance of choosing the right mentors, who should be cheerleaders, top-tier professionals, and contrarians. Rice shares his own experiences, including his first failed associateship due to insufficient vetting and the value of postgraduate programs. He advises young dentists to focus on building self-determined futures, managing debt wisely, and prioritizing people, process, and production in their practices. Rice also highlights the significance of having a vision and seeking mentors who can help achieve that vision.

As we wrap up Cybersecurity Month, I had a chance to sit down with Wayne Selk, VP of CompTIA Cybersecurity Programs and Executive Director of CompTIA ISAO, to discuss Risk Management and its role in cybersecurity—flashback to the late 90s and the changes we have seen that bring us to today. --- Support this podcast: https://podcasters.spotify.com/pod/show/msp1337/support

In a world where business leaders are lauded for being cutthroat, Marcus Lemonis does it all with heart and compassion for the “people, process, and product” he aspires to elevate. Marcus Lemonis is a Lebanese-born American businessman, philanthropist and television personality best known for hosting The Profit on CNBC. He has helped numerous companies find success while also expanding his personal brand as a business expert and advocate for entrepreneurs.  In this episode, Marcus shares insights from his entrepreneurial journey and mission to help small businesses thrive. We explore the highs and lows of his career, and how his emphasis on building strong relationships has shaped his business philosophy. Key points: Reshaping how business is done  Betting on yourself, taking chances on people  How recognition and admission of mistakes lead to success Resources/Links:  Learn more about Marcus Lemnois  Follow us on Instagram! Watch full episodes of The Entrepreneur's Studio on YouTube. Credits:  The Entrepreneur's Studio is powered by Heartland Payment Systems. Providing nearly 1 million entrepreneurs with the technology to make money, move money, manage employees and engage customers.

In this episode of the OpsStars podcast, Jeremy Steinbring, Founder of Revonix Consulting, joins Don Otvos to discuss his unique journey from audio engineering to RevOps. They explore the challenges of tech stack management, the importance of a human-centric approach in RevOps, and the impact of AI on the future of revenue operations.

In this dynamic episode, Nicole Baldassarre, Strategic Activator at Beyond Academics, joins Dustin to discuss the intersection of human-centered skills, AI, and higher education transformation. Nicole shares her journey into ed tech, explores the role of empathy and emotional intelligence in today's evolving workforce, and emphasizes the importance of technology as a tool to empower—not replace—human potential. From AI-driven efficiencies to the need for human connection, this conversation dives deep into how institutions can leverage both technology and human skills to stay ahead.Guest Name: Nicole Baldassarre, Strategic Activator at Beyond AcademicsGuest Social: LinkedInGuest Bio: Nicole Baldassarre is the Strategic Activator at Beyond Academics, leveraging her strengths in seeing patterns where others see complexity to develop human-centered strategies that inspire action across higher ed. Nicole leads with curiosity and authenticity, and is passionate about restoring the lost art of human connection in the networked age. In her free time you can find her hosting gatherings accompanied by her signature cheese and charcuterie boards and/or bothering her fluffy, grumpy-face orange cat, Ziggy. - - - -Connect With Our Host:Dustin Ramsdellhttps://www.linkedin.com/in/dustinramsdell/https://twitter.com/HigherEd_GeekAbout The Enrollify Podcast Network:The Higher Ed Geek is a part of the Enrollify Podcast Network. If you like this podcast, chances are you'll like other Enrollify shows too! Some of our favorites include Generation AI and I Wanna Work There. Enrollify is made possible by Element451 — the next-generation AI student engagement platform helping institutions create meaningful and personalized interactions with students. Learn more at element451.com.Element451 is hosting the AI Engage Summit on Oct 29 and 30Register now for this free, virtual event.The future of higher ed is being redefined by the transformative power of AI. The AI Engage Summit brings together higher ed leaders, innovators, and many of your favorite Enrollify creators to explore AI's impact on student engagement, enrollment marketing, and institutional success. Experience firsthand how AI is improving content personalization at scale, impacting strategic decision-making, and intuitively automating the mundane tasks that consume our time. The schedule is packed with real examples and case studies, so you leave knowing how to harness AI to drive meaningful change at your institution. Whether you're looking to enhance student outcomes, optimize enrollment marketing, or simply stay ahead of the curve, the AI Engage Summit is your gateway to the next level of higher education innovation. Registration is free, save your spot today.

This week we continue our conversation with Justin Firesheets from Church of the Highlands focusing on growing and caring for our teams.

Terry Ziemniak, fractional cybersecurity executive (CISO), shares his knowledge of cyber threat modeling and business risk.  Along the way we discuss – managing you Cybersecurity "hygiene" (17:35), the Nigerian Prince scam (23:00), outsourced cybercrime (24:30) and cybersecurity career paths (32:40). Checkout Terry's operational base at TechCXO. Use the code for 40% off your MagicMind Mental Performance Shot. Reclaim your brain. https://magicmind.com/LEN40 Music intro and outro from the creative brilliance of Kenny Kilgore, lead guitarist for The Shadows @ Blind Willie's Blues Club, Marietta, Georgia. Lowriders and Beautiful Rainy Day. 

This week we continue our conversation with Justin Firesheets from Church of the Highlands focusing on growing and caring for our teams.

This is our third and final episode of this miniseries.  In this episode we are joined by Ross Young, a well-established member of the cybersecurity community with a storied background and penchant for giving back via various means.  Ross joins Allan and Drew in exploring the role of technology in the People, Process and Technology triad. Questions covered: The traditional triad of people, process, technology has been with us since 1964, from an era when digital systems were in their infancy and computing as we know it today was science fiction.  Is PPT still the right way to look at business problems? Has technology taken its place as "first amongst equals", or are we still right to say "cyber isn't a technology problem"? Given the evolution of technology and even more so with what is on the horizon with AI and other autonomous systems, are we moving past "technology enables humans" to "technology replaces humans" for some parts of the cyber challenge? How do you see the technology portfolio developing over the next 5 years? What is the future of data science? Thanks as always for listening.  Y'all be good now!

The TBC Leadership Podcast is back for the Fall Season. We are kicking off a new installment of our “Leading Yourself” series focusing on leading in an organization. How do we as Christ Followers lead well at work? We're joined by Justin Firesheets from Church of the Highlands to highlight how we should be focused on growing teams in our organizations.

Howdy, y'all!  In part two of our three-part miniseries, we tackle Process with Malcolm Harkins.  Malcolm is former CISO at Intel, a good friend of Allan's, former Cylance Chief Trust and Security Officer, member of the board of director over at TrustMAPP (where Allan used to be COO), and is now at Hidden Layer, working to secure AI.  Hidden Layer did not sponsor this show. Allan, Drew and Malcolm discuss the following: People, process technology – what is the role of process in that triad? How do we craft good process?  What part of process definition is capturing the as-is state vs. being aspirational? How do we ensure good process is followed? When should technology drive process vs process drive technology?  Where does process traditionally fall short? What would you improve about process in general? Tell us a bit about Hidden Layer, as this is some very new technology... Thank you for listening!  Y'all be good now!

Jeremiah Roe has held many roles in cybersecurity:  Field CISO, Red Teamer, Advisor, Consultant, Etc.  He currently advises for OffSec, who provide quality cybersecurity training.  Drew Simonis and Allan Alford determined that Jeremiah would be a great guest for launching a 3-part mini series - each of the three shows exploring People, Process and Technology respectively. The three cover the following topics in a lively conversation that journeys into several aspects of People as they relate to cybersecurity: People, Process, and Technology - Which is most important? If they knew what we knew about cybersecurity, would they behave differently? How to leverage training budges for a win-win-win. People gonna peop, businesses gonna biz. Incentivization, Positive Reinforcement and Deputization Enabling camaraderie - not just good culture Groupthink and Tribalism Join the three as they ride the cyber trails of "People" in the PPT triad! Y'all be good now!

Welcome back to the Innovator Insights podcast, hosted by Louder Co. Today we welcome our visionary guest Steve Scalia, President at Tanner Pharma Group. In this episode Steve shares his expertise on how the right combination of people, streamlined processes, and cutting-edge technology can drive significant enterprise growth. Striking the perfect balance while staying at the forefront of innovation is essential to maintaining a competitive edge. Steve's insights will open your eyes to new, innovative ideas on how to adapt and succeed in today's fast-paced world. Website: Louderco.com Sign up for our AI Newsletter: bit.ly/3VURS5J

891: Proper cybersecurity practices within a company involve a shared responsibility across the entire enterprise, not just the IT organization, requiring a unified approach that encompasses people, processes, and technology. In this episode of Technovation, Peter High interviews Sesh Tirumala, Chief Information Officer of Western Digital, to discuss the company's focus on cybersecurity, employee experience, and engineering excellence. Sesh details his experience handling a major cyber incident at Western Digital and the framework he applied to identify vulnerabilities and establish guardrails to mitigate future cyber incidents. He also talks about his approach to improving operational and engineering excellence at the company and explains the importance of culture in IT. Furthermore, he reflects on his journey across various scaled and fast-growing technology companies and shares the future trends in technology that excite him, such as generative AI and digital twins in manufacturing.

891: Proper cybersecurity practices within a company involve a shared responsibility across the entire enterprise, not just the IT organization, requiring a unified approach that encompasses people, processes, and technology. In this episode of Technovation, Peter High interviews Sesh Tirumala, Chief Information Officer of Western Digital, to discuss the company's focus on cybersecurity, employee experience, and engineering excellence. Sesh details his experience handling a major cyber incident at Western Digital and the framework he applied to identify vulnerabilities and establish guardrails to mitigate future cyber incidents. He also talks about his approach to improving operational and engineering excellence at the company and explains the importance of culture in IT. Furthermore, he reflects on his journey across various scaled and fast-growing technology companies and shares the future trends in technology that excite him, such as generative AI and digital twins in manufacturing.

In this episode of Cannabis Insider, the hosts interview Christine Apple, CEO and Founder of Grön, and Dan Neville, CEO of AFC Gamma. They discuss the partnership between AFC Gamma and Grön, the current investment landscape in the cannabis industry, and the importance of social fairness. They also talk about the expansion plans of Grön, including entering new markets and developing new products. The episode highlights the availability of capital in the industry and the potential for growth and innovation.Featured Guest(s):Christine Apple, CEO & Founder - GrönDan Neville, CEO - AFC Gammahttps://afcgamma.com/(NASDAQ: AFCG)Meet The Host(s):Patricio Liddle, Cannabis Writer - BenzingaAbbey Higginbotham, Cannabis Writer - Benzinga

We are delighted to have Andrew Wakelin, Regional Operations Director -Stellantis &You,  with us for the next two episodes. Andrew started in the trade valeting cars, in the days when it's fair to say the management style was very different from what we like to see now.  It was then, he vowed not to treat staff in the way he was treated and how important it is to know who is working for you. We discuss some of his successes along his career journey and his top tips for getting that promotion.  Here are the highlights: {06.07} Walk in through the workshop {11:17} Do yourself out of a job {14:25} People & Process {22:59} 168th to 1st  {26:51} Leadership About Symco Training: Symco Training was founded in 2000 by Simon Bowkett and it was his belief that the business had to offer its clients something different. That difference was clear to Simon from his days in the dealership when he experienced many sales trainers who had all the answers, but were unable, unwilling or both to actually show the delegate how they could be implemented. It remains the ethos of the business today. You see, Symco only employ trainers that are committed to delivering not only inspiring and insightful training, but are equally as happy to demonstrate these skills and techniques with real customers in your own showroom. We believe in order for sales training to be effective and in Simon's words ‘real world', it needs to be tried and tested in the only place it matters the showroom floor. There is no room for theory when your goals are for your team to sell more cars, hours or parts and retain more profit. In dealerships around the world the focus applied by many of the sales executives is to try and sell a deal. Symco specialise in getting your teams to focus on selling themselves, the product and then supporting this with the deal. To find out more visit: www.symcotraining.co.uk

In this enlightening episode of Recruiting Trailblazers, Marcus sits down with Kate Brogden, a seasoned professional in the executive search and recruiting industry. With over a decade of experience, Kate shares invaluable insights into her journey from a CPA at PricewaterhouseCoopers to founding her own boutique national executive search and recruiting firm, Evolve Partners. Tune in as Marcus delves into the catalyst behind Kate's entrepreneurial leap, the challenges she faced, and the innovative approaches that set Evolve Partners apart in a competitive market.- Marcus asks Kate about her transition from working as a CPA at PwC to entering the recruiting industry and eventually founding Evolve Partners. - Kate discusses the realization that sparked her decision to start her own firm, emphasizing the importance of innovation in recruiting. - Marcus questions the sales aspects of the business and how Kate adapted to it coming from a background with no sales experience at PwC. - They discuss the challenges of establishing a personal brand and the impact of social media on the recruiting process. - Kate shares her thoughts on performance management within her firm, highlighting the balance between motivational and metric-driven approaches. - The conversation steers towards the intricacies of the recruitment process, including comprehensive intake procedures, sourcing strategies, and the benefits of different search models (contingency, retained, and container). - Finally, Marcus inquires about the significance of creating a collaborative work environment and the culture at Evolve Partners.The three biggest takeaways from this episode are: 1. The importance of innovation in the recruiting industry can't be overstated. Staying ahead requires a willingness to adopt new strategies and tools, as highlighted by Kate's perspective on moving beyond traditional cold-calling metrics. 2. A comprehensive approach to client engagement, including a detailed intake process and transparent client communication, is critical for success in executive search and recruiting, ensuring a deep understanding of client needs and fostering strong partnerships. 3. Building a personal brand is essential for recruiters in the digital age. Utilizing platforms like LinkedIn to showcase expertise and connect with both clients and candidates can significantly enhance visibility and credibility in the industry.

Is your business culture suffering due to inconsistency and the need to be more organized? It's time to embrace the power of well-documented systems. People + Process = Proficiency. Glenda Acevedo is a documentologist. She talks about what a documentologist is and how she can help get some systems in place for increased productivity, superior teamwork, and enhanced customer loyalty. Contact Glenda at thedocumentologist.com. She will help you develop an actionable plan for long-term success in your practice. Everything is customizable, the first 2 practitioners to reach out will receive $500. Contact Glenda at glenda@glendaacevedo.com for your customized proposal. To learn more about eAssist Dental Solutions, visit dentalbilling.com. To schedule your free consultation with eAssist, visit https://shorturl.at/deiR9.

Dr Carrie Hayward is a Melbourne based clinical psychologist who specialises in Acceptance and Commitment Therapy. She speaks to Jesse.

The Up Bus podcast, co-hosted by industry leaders Jasen Rice and Jasen Harris, discusses industry topics and best practices to boost sales during the automotive industry's current challenges. Learn more at ⁠⁠www.theupbus.com

In this episode of the Exchanges podcast, hosts Adam Piercy and Jonathan Yundt discuss the concept of Invisible CRM and how it can revolutionize the way businesses approach customer relationship management. They dive into the methodology behind Invisible CRM, focusing on understanding people, processes, and data before diving into technology.Adam and Jonathan discuss the importance of defining personas, uncovering hidden processes, and ensuring quality data to drive successful CRM implementations - emphasizing the need for meeting users where they work and delivering information in the most effective way. Key takeaways from this episode include:Adopt a mindset of understanding people, processes, and data before implementing technology.Meet users where they work by surfacing information when, where, and how they need it.Focus on extensibility rather than customization to leverage the full potential of CRM platforms.global.hitachi-solutions.com

Episode 005 of Real Estate Team OS features Tiffany Gelzinis, who became a real estate agent after building a career as a marketing leader in industries like chemical manufacturing, construction, and defense and space manufacturing.  She started her team early on - and her production supported and cash flowed the team. She shares successes and mistakes she made on the way - including the challenge of the shift to team leader.Listen to this episode for Tiffany's insights into: - The need for patience with the process and with your people- Why dollars and cents are trailing indicators and what to pay more attention to instead- Specific practices for reinforcing and celebrating team culture and core values- How apprenticeship is designed and how it helps agents new to the team- “The most challenging time of building a team” (going from high-performing agent to team leader)- How to get agents more productive without having time to hold any hands- Solutions to common recruiting challenges (especially if you're recruiting from out of the industry)- The “Base Plus” compensation model and its benefits- The regret of trying to grow the team faster than her model would allow- Creating more leverage for agents- Overcoming the problem of “got a minute” conversations … gracefully and productively!- What she learned by auditing her time (and why she recommends it)- Advice for agents thinking about starting a team- Reasons an agent should consider joining a team (and the reasons they don't)- Why your GCI doesn't mean as much as you think At the end, Tiffany shares why she appreciates Renee Funk, one key task she's not yet levered, and how she gets ideas by creating proximity to others. Learn more about The Gelzinis Group: - https://www.thegelzinisgroup.comFollow or connect with Tiffany Gelzinis: - Tiffany Gelzinis on Instagram - Tiffany Gelzinis on FacebookLearn more about Real Estate Team OS: - https://www.realestateteamos.com - https://linktr.ee/realestateteamosFollow Real Estate Team OS: - https://www.instagram.com/realestateteamos/- https://www.tiktok.com/@realestateteamos

In the latest episode of Let's Be Civil, Chad and Nate are joined by Adam Dawidowicz, CCM, and Mike Ossa, PE, to discuss human-centric and technology-centric approaches to construction industry safety. The panel discusses the differences in safety for horizontal and vertical construction, the role of different technologies in both eliminating or increasing risk, and how an evolving philosophy and workforce are impacting the industry approach to safety. Hosts: Nate Binder & Chad Schafer, Infotech Guests: Adam Dawidowicz, Infotech Mike Ossa, GM2 Associates About Infotech: https://www.infotechinc.com/

Ever had a wake-up call that transformed your life? Well, my guest, Claire Chandler, had a big one and she's here to share her inspiring journey. President and Founder of Talent Boost, Claire's life took a sharp turn when she received a cancer diagnosis. This health scare led her to reevaluate her career and discover her true passion. Now, Claire is dedicated to helping organizations and leaders tap into the potential of their people, and she has some valuable insights to share.Let's talk growth. People, process, and performance - the three pillars that fuel an organization's growth. Claire breaks down the importance of understanding the 'why' behind an organization and how this aligns with these three pillars. We also tackle the ever-evolving perspectives on what brings fulfillment and purpose in the business world today. And, guess what? Leadership isn't always as glamorous as it appears. From self-doubt to talent decisions, we delve into the common challenges faced by new leaders and how they can impact an organization's success.Mergers and acquisitions can be a minefield, especially when it comes to aligning leadership teams. But don't worry, Claire has some strategies to share. Self-awareness, team-building exercises, and creating a safe space for dialogue are just a few of the ingredients to successful post-merger integration. Lastly, we discuss how organizations can strategically build their culture, growth plan, and processes around a core purpose. Why choose the right people over the best people? Tune in to find out.https://www.clairechandler.net/https://www.clairechandler.net/culturehttps://www.linkedin.com/in/clairechandlersphr/https://twitter.com/Claire_TalentA rising tide raises all ships, and I invite you along in this journey to Evoke Greatness!Check out my website: www.evokegreatness.comFollow me on: https://www.linkedin.com/in/sonnie-linebarger-899b9a52/ https://www.instagram.com/evoke.greatness/

Omnichannel has always felt like an unsatisfying word, maybe slightly better than all the other bad options for describing what we are trying to achieve. Our guest today thinks of it from the consumer lens with the concept of seamless shopping. Michael Klein is a consultant who brings a wealth of experience as a retail buyer and merchandiser, and for the last 14 years at Adobe as Global Director, Industry Strategy & Marketing for Retail, Travel & Consumer Goods sectors. He joined us to talk about what is required for brands and retailers to turn the concept into action.

In today's episode I speak with Kevin Brockland, Founder and Managing Partner at Indelible Ventures, a seed stage venture fund in Malaysia. We go through the three Ps needed to build products and companies with impact: People, Process & Product.The conversation is packed with Product gems - we go deep in product growth, onboarding optimization, removing friction, customer mapping, fluidity in processes and much more!Let's dive into it!

Marcus Lemonis is a remarkable business magnate, philanthropist, and the acclaimed star of CNBC's The Profit — and he's the latest guest on The Game Changing Attorney Podcast. With a wealth of experience in entrepreneurship and investment, Marcus has garnered invaluable insights into fostering business growth and steering them towards success. Get ready to explore the essence of Marcus Lemonis beyond his public persona, discussing important topics such as: Prioritizing the happenings on the shop floor over boardroom discussions Managing a multi-million dollar corporation like a small family-owned business The importance of embracing and learning from your mistakes Links & Resources: Episode Shownotes Senator Bob Graham Wayne Huizenga Lee Iococa Auto Nation Camping World 8-track tape U.S. Securities and Exchange Commission The Profit (TV show) CRM

"Human Capital is not some subset of 'HR.' It's less about process and more about people, the culture they desire, and a vested commitment to the development of their skills."   Jess Elqmuist is the CHRO and Chief Evangelist at Phenom, a company whose mission is to help 1 billion people find the right job. Their Talent Experience platform bridges people, data, and interactions to great experiences, using AI and automation, so that leaders can hire faster and retain their employees. What Jess enjoys most is helping C-suite leaders maximize the potential of their team. "My best days are when I'm bringing solutions to CEOs and CHROs that help their workforces run at peak performance. And I do it from the perspective of a people and workplace culture executive who believes in the power of human capital to help organizations thrive." Jess Von Bank and I welcomed our Special Guest: Jess Elmquist, to talk about putting the HUMAN back into HR and how leaders can find, develop and retain the best talent using 3-Ps: Purpose, People & Process.

PPT is an adage for companies, but Clark brings a hard-hitting topic on managing it effectively. This episode runs long and details our experience managing people, processes, and technology, how to evaluate them, and what to do when everything breaks. Useful LinksVisit our website to contact us and submit topicsJoin the conversation on the Corporate Fam DiscordFollow us on LinkedInGet some Corporate Strategy MerchElevator Music by Julian Avila Promoted by MrSnoozeDon't forget ⭐⭐⭐⭐⭐ it helps!

Cybercrime Magazine CISO Minute host Theresa Payton, Former White House CIO, discusses some important advice from Laura Deaner, CISO at Northwestern Mutual. The CISO Minute is sponsored by https://knowbe4.com/ • For more on cybersecurity, visit us at https://cybersecurityventures.com/

Omri Sorek grew up in construction. He knows the responsibility of construction leadership and its influence on project results. Influential construction leaders know and support their teams. Good construction leaders understand the importance of collaboration and communication. Building today involves a combination of people and systems. Great leaders enable their teams to align on the same goal and enable the collision of technology and construction to be positive, impactful, supportive, and team-focused. As the CEO of Trusstor, Omri enables the digitization of construction to give project teams insights based on their data for enhancing efficiency and safety, improving profit margins and saving lives - easier, better, and faster project delivery.   Connect with Omri via LinkedIn https://www.linkedin.com/in/omri-sorek-aa662a57/ Website at https://trusstor.com/   Connect with Felipe via Social media and Free Lean and Scrum Training Resources at https://thefelipe.bio.link RSM Podia Course Link: https://store.theebfcshow.com/rsm Subscribe on YouTube to never miss new videos here: https://rb.gy/q5vaht     --- Today's episode is sponsored by Bosch RefinemySite. It's a cloud-based construction platform. Bosch uses Lean principles to enable your entire team, from owners to trade contractors – to plan, communicate, document, and execute in real-time. It's the digital tool that supports the Last Planner System® process and puts it all together in one simple, collaborative ecosystem. Bosch RefinemySite empowers your team, builds trust, creates a culture of responsibility, and enhances communication. Learn more and Try for free at https://www.bosch-refinemysite.us/tryforfree     Today's episode is sponsored by the Lean Construction Institute (LCI). This non-profit organization operates as a catalyst to transform the industry through Lean project delivery using an operating system centered on a common language, fundamental principles, and basic practices. Learn more at https://www.leanconstruction.org  

Today we're going to talk about how the people, process, and platforms of a great Employee Experience translate into a great Customer Experience. To help me discuss this topic, I'd like to welcome Joe Berger, Area Vice President, Digital Experiences at World Wide Technology. Resources World Wide Technology website: https://www.wwt.com The Agile Brand podcast website: https://www.gregkihlstrom.com/theagilebrandpodcast Sign up for The Agile Brand newsletter here: https://www.gregkihlstrom.com Get the latest news and updates on LinkedIn here: https://www.linkedin.com/company/the-agile-brand/ For consulting on marketing technology, customer experience, and more visit GK5A: https://www.gk5a.com The Agile Brand podcast is brought to you by TEKsystems. Learn more here: https://www.teksystems.com/versionnextnow If you are struggling with projects, sign up for Basecamp. Their pricing is simple and they give you ALL their features in a single plan. No upsells. No upgrades. Go to basecamp.com/agile and try Basecamp for free. No credit card required and cancel anytime. Thank you, Basecamp for sponsoring this episode!

Links for full episode - 010 Doing Hard Shit with Jeremy Goldberg iTunes Spotify Youtube Website Connect with Jeremy Instagram  Website

In this episode, we talk with Tony Scribner of Ntirety, who challenges the way we think about build-or-buy decisions and how to apply security. Does it really move the needle? Jump in and get ready for the newest episode of the AVANT Technology Insights podcast.

We thought technology could solve almost everything, but with the wrong systems in place, it can even magnify the errors of our business. This episode explores the journey of Lisa Levy, an entrepreneur who left behind a corporate career in 2009 to pursue her own business. She speaks about the importance of managing people and processes before introducing technology and explains the benefits of coaching and consulting when it comes to leading through change. Additionally, she speaks to the challenges that come with customer relationships, resilience in the face of adversity, and why every leader should have an advisor or coach in their corner. Ultimately, Lisa's story encourages listeners to take a mess and make it a message of what's possible.    [00:01 - 13:17] Embracing Rather than Fearing the Uncertainty From following the rules to being a rule breaker Moving from a secure corporate job to building a startup Facing the big lie of safety and security in corporate work [13:18 - 43:06] Adaptive Transformation: Empowering Others is the Value Helping entrepreneurs plan and reach milestones efficiently There is no turning back - keep on evolving and growing Explaining the formula (People + Process) x Technology = Growth and Scale [43:07 - 50:37] Turning a Mess into a Message of Hope Nothing ever goes according to plan - how do you face it? Dealing with the tough, emotionally charged conversations Have someone in your corner to help you show up better [50:38 - 53:45] Closing Segment Put your puzzle pieces together Connect with Lisa! Closing words  Tweetable Quotes: “My equation is really simple. You have people, and then you have processes, and you enable those with technology. If you don't get the people through the change process…they will revert back to the way they've always done it because it's comfortable, it's secure, it's familiar, and it's human nature. We don't like to change.” - Lisa L. Levy “Anything that's wrong in your environment gets magnified by the technology.” - Lisa L. Levy Connect with Lisa! Linkedin: https://www.linkedin.com/in/lisallevy/    LEAVE A REVIEW + help someone who wants to explode their business growth by sharing this episode or click here to listen to our previous episodes.   Dreamcatchers is an inclusive organization that targets people's interest in being more instead of a certain demographic. We have people from all walks of life at many different ages. Find out more at www.dreamsshouldbereal.com. Find out more about Jerome at www.d3v3loping.com or www.myersmethods.com. Learn more about your ad choices. Visit megaphone.fm/adchoices

As a leader, do you know how to help others succeed? Do you have what it takes to not only create processes but also to lead leaders to become successful? In today's episode, host John Laurito talks with a visionary and the President of Pena Global Consulting Group. They talk about how the pandemic brought about more leadership opportunities for A players, the importance of knowing your leadership type, and more.With over 25 years of experience working with individuals, businesses, and Fortune 500 companies worldwide, Rico is a dynamic consultant, facilitator, author, and business development specialist. He works with executives to define, hire, train, and develop high-performing teams and high-net-worth business models. He combines innovative business strategies, Tactical Behavioral Science the latest technologies to guide companies to achieve productive and profitable growth. He is bilingual and a former Marine author as well as a multi-award-winning, minority-owned, and service-disabled veteran-owned business. Rico has trained, facilitated or presented in six continents and to over 100,000 people in the last 15 years.                   Where to find more of Rico:Pena Global website: https://www.penaglobal.net/IG: https://www.instagram.com/penaglobal/LinkedIn: https://www.linkedin.com/in/ricopena/Show notes:[1:45] How someone can succeed as a new leader[5:29] On figuring out what type of leader you are[9:59] Six characteristics of a great leader[15:59] On being adaptable as a leader[20:29] Paving success when you promote someone into a leadership role[27:41] The best places to find Rico Pena[29:20] OutroGet a copy of Tomorrow's Leader on Amazon https://tinyurl.com/huseae9hText LEADER to 617-393-5383 to receive The Top 10 Things That The Best Leaders Are Doing Right NowFor questions, suggestions, or speaker inquiries, contact me at john@lauritogroup.com

"People, process, technology - to me these are the three core pillars in our pursuit of supply chain and procurement excellence.” Over the span of his 23 year career, Arul Mathew, Vice President of Global Supply Chain and Procurement at Lubrizol, has used his unique blend of global experiences and strong external perspective to bring customer-focused supply chain strategies to Lubrizol. In this episode, Arul provides invaluable insight to issues facing the global supply chain, as well as a fascinating glimpse into his personal story and philosophies.

We believe that there are three components to running a great manufacturing company: People, process, and performance. And properly managing each of these areas will drive the success of your business. In this episode of MakingChips, we moderate a panel at the CV Manufacturing Conference with special guests Mike Allison and Ryan Howard. We cover everything from finding and retaining top talent to achieving and sustaining high-output results. Don't miss this special edition of the MakingChips podcast! Segments [1:20] How MakingChips got its start [4:28] Introducing Mike Allison and Ryan Howard [6:42] Strategies to find, hire and retain top talent  [14:05] How manufacturing can make an impact on your family [18:54] How to build on the strengths of your employees [26:32] Using personality tests to identify motivations for employees [30:46] The processes they use to meet customer's demands [38:50] Key characteristics of a best-in-class supplier [42:20] What Mike and Ryan are doing differently with processes [46:16] How to achieve and sustain high output results [52:06] Using gamification to help motivate employees to level up [57:53] Sharing who's receiving rewards for excellence in manufacturing [1:01:30] Make sure you actually implement your “open door” policy  [1:04:30] Setting the example for your employees post-Covid [1:11:36] Where to get started with the MakingChips podcast! Resources mentioned on this episode Mike Allison with Power Engineering and Manufacturing Ryan Howard with John Deere How to Create a Bonus Incentive Program that Drives Results Connect With MakingChips www.MakingChips.com On Facebook On LinkedIn On Instagram On Twitter On YouTube

Changing business outcomes requires people processes to change. The problem for many organisations is that they think new technology will do that, which is one reason why change and transformation initiatives have been failing for decades. Max Blumberg - a visiting Professor at Leeds University Business School - explains why you'd better get input from people on what changes would be acceptable and what changes would be best. Otherwise, no one will use the changed process, for which you might have paid a consulting firm a small fortune to conjure up!

Navigating business growth is similar to maneuvering a traffic circle. There are opportunities before you, but knowing which one to take may require outside support. Allora co-founders Kat & Ashleigh explain how people, process & planning create the framework for a scalable business.

In today's world, purchasing technology is no longer a sure fire way to solve a business problem. In addition to the right technology you need to have the right people, following the right process and leveraging the right technology to solve the complex business problems law firms are facing. But how do you connect these three concepts within your organizations? Listen to this discussion with Rachel Shields Williams from Sidley Austin and Debbie Foster from Affinity Consulting Group. Questions Rachel will ask Debbie: · What is the secret to connecting people, process and technology in today's modern law firm. · Is there one part of the “People, Process, and Technology” that leaders should focus on more? Or do you see people focus one more than the other? · Common pit falls when trying to connect the dots? · What is one piece of advice that you would give to anyone trying to connect the dots? Moderator: @Rachel Shields Williams - Director, Knowledge Management, Sidley Austin LLP Speaker: @Debbie Foster - Partner, Affinity Consulting Group Recorded on 09-19-2022

Today is the last part of our 3 part series on People Process, and Technology. We are all in on technology, and how is it unique to Power BI? This is one of our more dynamic / explosive conversations, you do not want to miss! Get in touch: Send in your questions or topics you want us to discuss by tweeting to @PowerBITips with the hashtag #empMailbag or submit on the PowerBI.tips Podcast Page. Visit PowerBI.tips: https://powerbi.tips/ Watch the episodes live every Tuesday and Thursday morning at 730am CST on YouTube: https://www.youtube.com/powerbitips Subscribe on Spotify: https://open.spotify.com/show/230fp78XmHHRXTiYICRLVv Subscribe on Apple: https://podcasts.apple.com/us/podcast/explicit-measures-podcast/id1568944083‎ Follow Mike: https://www.linkedin.com/in/michaelcarlo/ Follow Seth: https://www.linkedin.com/in/seth-bauer/ Follow Tommy: https://www.linkedin.com/in/tommypuglia/

Today is part two of our series on #powerbi and People, Process, and technology. Today, process. The most underrated of the 3, and potentially the most vague. What does process mean, and what does it in touch in the Power BI realm. Get in touch: Send in your questions or topics you want us to discuss by tweeting to @PowerBITips with the hashtag #empMailbag or submit on the PowerBI.tips Podcast Page. Visit PowerBI.tips: https://powerbi.tips/ Watch the episodes live every Tuesday and Thursday morning at 730am CST on YouTube: https://www.youtube.com/powerbitips Subscribe on Spotify: https://open.spotify.com/show/230fp78XmHHRXTiYICRLVv Subscribe on Apple: https://podcasts.apple.com/us/podcast/explicit-measures-podcast/id1568944083‎ Follow Mike: https://www.linkedin.com/in/michaelcarlo/ Follow Seth: https://www.linkedin.com/in/seth-bauer/ Follow Tommy: https://www.linkedin.com/in/tommypuglia/

How do you balance people, process, and technology, the three pillars of information security, to achieve a balanced security program? What can you do to bolster each pillar? Johannes Wiklund, the Head of Information Security at Jotforms, shares his experience on this, why he thinks a systematic approach to troubleshooting is important, and his key takeaways from the recent RSA conference. Tune in to this episode of Ask A CISO to hear:

Learn more here -- www.anglepoint.com   Software Asset Management is all about People, Process, & Technology. People Defined as the personnel (dedicated or not) and associated roles involved IT & Software Asset Management (ITAM/SAM).   Process Defined as the activities and workflows developed to implement policy and facilitate ITAM/SAM strategy.   Technology Defined as the software, tools, or systems leveraged to drive automation, scalability, and repeatability.   People, Process, & Technology: This is SAM nirvana – a sustainable, scalable, and consistent program. Learn more about Anglepoint's approach to People, Process, & Technology at Anglepoint.com/services/sam-program-development/

Technology is not the answer to everything, but it can certainly help us be more efficient. In this episode, we hear from Molly K. McCarthy, National Director of US Health Provider and Plans for Microsoft, about how new models of care that integrate technology and human resources can improve health systems. Thinking differently about how people approach to care, technology, and processes can be challenging. Molly talks about how there can be innovative human-centered models that use technology to address workforce challenges and pressure, isolation, and burnout. Microsoft's acquisition of Nuance will bring new inclusive designs, development processes, and ambient clinical intelligence improvements. Additionally, Molly discusses care-at-home as a developing model of care and how social determinants of health are essential for its implementation. Tune in to this episode to listen about how technology can complement and improve new and existing models of care!