Podcasts about kpis

Wanna see what actually goes into planning a seven-figure quarter? I'm pulling back the curtain and walking you through how I'm building Q3, live and in real-time. From filling my mastermind to launching a brand new app, you're getting the exact steps, milestones, KPIs, and projections we're using in the business. Grab your pen, your favorite drink, and your CEO hat, because this is the plan that keeps revenue rolling and impact growing!TIMESTAMPS:00:00 - Why you're not responsible for the outcome—just the actions00:55 - How I mapped out Q3 using my CEO Dashboard03:00 - Mastermind strategy: Pricing, projections, and personalized invites07:00 - Launching my new app: Beta group details + newsletter power13:00 - Why low-ticket offers are magic for list growth and revenue17:50 - KPI mapping: turning goals into team action20:00 - Reframing your role: Stop stressing over signups, focus on execution22:06 - How this works for YOUR business (yes, even if you don't have an app!)RESOURCES:

In this lively episode of Blue Collar Nation, Larry and Eric sit down with Jeff Jones—Director of Sales & Marketing and business coach at Violand Management—to unpack how trade businesses in the disaster restoration, HVAC, plumbing, and janitorial industries can thrive in today's slower market. Jeff shares his journey from family hardware stores to becoming VP of Everything Amazing, reveals why aggressive sales during downturns can lead to market dominance, and highlights essential future-forward skills: using AI, mastering financial KPIs, and building accountable, multi-generational teams. Plus, dive into Violand's signature training events—Executive Summits, business planning workshops, and targeted manager development programs—to fuel long‑term growth.TITLE SPONSOR:Super Tech UniversityDramatically improve your team's performance with a system of short daily video lessons training your team in soft skills. When you invest in your team and teach them soft skills, your team can make you more profit. Go to https://supertechu.com/ for more info.Click here for a discount: https://supertechu.com/register/podcastoffer/.Here is an entrepreneur's story you will relate to.SPONSOR: C&R MagazineC&R magazine is the leading periodical in the Cleaning and Restoration industry. Owner and editor Michelle Blevins has brought printed copies back from the dead to increase reader experience. Go to www.candrmagazine.com to get your free copy sent directly to your home or business.

IN THIS EPISODE...Meet Sarah Smart, the co-founder of HorizonHuman. Sarah leads initiatives in HR transformation and AI-driven talent strategies.In this conversation, she discusses how emerging technologies and evolving business needs reshape HR. Sarah emphasizes the critical role of AI literacy, user-centered design, and strategic decision-making in successful HR tech adoption. Furthermore, she explores common implementation pitfalls, such as overlooking user experience, and highlights the value of a design thinking approach. Looking ahead, Sarah foresees a rise in tech-savvy CHROs, agentic AI, and blended workforces.------------Full show notes, links to resources mentioned, and other compelling episodes can be found at http://BlendedWorkforcesAtWork. (Click the magnifying icon at the top right and type “Sarah”)If you love this show, please leave us a review. Go to http://RateThisPodcast.com/blended Love the show? Subscribe, rate, review, and share! Be sure to:Check out our website at http://BlendedWorkforcesAtWork Follow Karan on LinkedIn, X, and InstagramFollow SDL on LinkedIn, X, and InstagramABOUT SHOCKINGLY DIFFERENT LEADERSHIP (SDL):This podcast is brought to you by Shockingly Different Leadership, the go-to firm companies trust when needing to supplement their in-house HR teams with contract or interim HR, Learning, and Culture experts to assist with business-critical People initiatives during peak periods of work. Visit https://shockinglydifferent.com to learn more.-------------WHAT TO LISTEN FOR:1. What challenges do HR teams face when adopting new technologies?2. How can AI help improve HR processes?3. What is the importance of user experience in HR tech implementation?4. Why should companies define KPIs before using new technology?5. What are some common mistakes in HR tech implementation?6. Why is strategic decision-making critical in leadership?7. How can leaders learn from their mistakes?------------FEATURED TIMESTAMPS:[03:44] Sarah's Professional Journey and Co-Founding Horizon Human[07:08] Horizon Human's Approach to HR Transformation[14:05] Challenges and Best Practices in HR Tech Implementation[18:59] Signature Segment: Sarah's entry into the LATTOYG Playbook: Future Trends in HR Transformation[25:05] Signature Segment: Sarah's LATTOYG Tactic of Choice: Leading with Strategic Decision Making[27:33] Contact Information

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Send us a textThe CPG Guys are joined in this episode by Cristina Preston - Director of Digital Marketing at Schnuck Markets, Inc., a supermarket chain based in the St. Louis area. The company was founded in 1939 and currently operates over 100 stores in four states throughout the Midwest.This episode was recorded at the 2025 Digital Food & Beverage SummitFollow Cristina on LinkedIn at: https://www.linkedin.com/in/cristina-preston/Follow Scnucks on LinkedIn at: https://www.linkedin.com/company/schnuck-markets-inc-/Follow Schnucks online at: https://schnucks.com/suppliersCristina answers these questions:What role does personalization play in your digital campaigns, and how do you balance it with data privacy concerns?How do you measure the success of digital initiatives, and which KPIs are most critical for your team?How do you foster a culture of continuous learning and adaptability within your team?How does Schnucks leverage customer feedback to inform digital marketing decisions?What challenges have you faced in creating a seamless omnichannel experience for customers, and how have you addressed them?What emerging trends in digital marketing do you believe will have the most significant impact on the grocery retail industry?What role do partnerships and collaborations play in expanding Schnucks' digital reach?How do you see the role of digital marketing evolving in the next five years within the grocery sector?CPG Guys Website: http://CPGguys.comFMCG Guys Website: http://FMCGguys.comCPG Scoop Website: http://CPGscoop.comRhea Raj's Website: http://rhearaj.comLara Raj in Katseye: https://www.katseye.world/Subscribe to Chain Drug Review here: https://chaindrugreview.com/#/portal/signupSubscribe to Mass Market Retailers here:https://massmarketretailers.com/#/portal/signupDISCLAIMER: The content in this podcast episode is provided for general informational purposes only. By listening to our episode, you understand that no information contained in this episode should be construed as advice from CPGGUYS, LLC or the individual author, hosts, or guests, nor is it intended to be a substitute for research on any subject matter. Reference to any specific product or entity does not constitute an endorsement or recommendation by CPGGUYS, LLC. The views expressed by guests are their own and their appearance on the program does not imply an endorsement of them or any entity they represent. CPGGUYS LLC expressly disclaims any and all liability or responsibility for any direct, indirect, incidental, special, consequential or other damages arising out of any individual's use of, reference to, or inability to use this podcast or the information we presented in this podcast.

You have to be careful who you let represent your organization.    I didn't learn this lesson soon enough.     I'm not talking about someone who got fired from your team and started talking shit online about the company and you.    They'll do that, but think about things this way:    You hire a sales person who is absolutely manipulative.    Guess what?    When they train your new sales people, they'll train them to be the same.    You have to rank people based on what they are.    Are they a 5 or a 7?     Maybe they're a 10.    Who you put in leadership positions will be the representatives of your organization.    Whomever you put in that place, there's a trickle down effect.    Go for 10s.     The way you find 10s is to establish metrics and KPIs that represent excellence.    Hire those people and let them do their work.    Make sure they represent the core values and mission of your company above and beyond your expectations.    And watch your company thrive on autopilot.      About the ReWire Podcast   The ReWire Podcast with Ryan Stewman – Dive into powerful insights as Ryan Stewman, the HardCore Closer, breaks down mental barriers and shares actionable steps to rewire your thoughts. Each episode is a fast-paced journey designed to reshape your mindset, align your actions, and guide you toward becoming the best version of yourself. Join in for a daily dose of real talk that empowers you to embrace change and unlock your full potential.    Learn how you can become a member of a powerful community consistently rewiring itself for success at https://www.jointheapex.com/   Rise Above

Judy Weber is a serial entrepreneur and business expansion expert helping women grow confidence and incorporate proven business strategies for scale while building on a foundation of faith. A former trial lawyer who has built businesses across marketing, real estate and interior design, Judy teaches her clients to think and win like a courtroom dynamo, integrating her legal experience with her faith-fueled approach to entrepreneurship. Host of the long running, globally ranked Bold Business Bold Faith podcast, Judy's mission is to normalize miraculous results for Christian women in business, emphasizing that success is inevitable when one operates from a place of calm, confidence, and certainty. She serves service-based businesses with coaching and the “Miraculous Mastermind” to master scaling.

What got you here won't get you there, and holding onto your old identity may be the reason you're feeling stuck.Learn how to make the transition from owner-operator to CEO by aligning your identity, behaviors, and responsibilities with the business you're building. You'll get clear on what belongs on your scorecard, how to measure success with KPIs, and what it means to truly lead. Whether you're scaling to your next level or reclaiming time and energy, this is the mindset and operational structure that makes it possible.In this episode you will:Understand the mindset and behavior shift needed to fully become the CEOLearn how identity drives behavior, and how both are tied to your growth ceilingDiscover the role of scorecards, KPIs, and clear job descriptions in scaling leadershipExplore the “four rights” framework for hiring and retaining the right teamClarify whether your challenge is a who issue or a how issue—and what to do nextSee how creating optionality in your role builds freedom, energy, and long-term successEpisode Highlights1:38 — Why so many chiropractors struggle to answer, “What do I do when I become the CEO?”4:04 — The shift from laborer to leader requires both identity and behavioral changes.6:35 — How clarity through scorecards and KPIs helps scale with purpose and focus.7:15 — Why moving rocks isn't your value anymore—leading teams is.9:01 — Understanding the law of ones and threes to prepare for each level of growth.9:38 — The true job of the CEO: operationalize, professionalize, and optimize the business.12:40 — To scale, ask: is this a “who” issue or a “how” issue?13:32 — Use the Four Rights framework to hire the right person in the right role.14:45 — Clarify the right work and align it with scorecards, KPIs, and job descriptions.17:23 — Letting go of your old identity is key to stepping fully into your CEO role.20:13 — Optionality means you get to choose how to spend your time as CEO.22:46 — Revisit operationalizing, professionalizing, and optimizing—like fitness, it never stops.23:18 — Diagnose if your business issue is a person, process, proficiency, priority, or project.24:23 - Dr. Malcom is joined by Success partner, Dr. David Fletcher, from CLA Wealth. Discover how CLA's advanced scanning technology helps chiropractic practices attract new patients, boost conversions, and improve retention. By making nervous system health visible and measurable, CLA gives practices powerful tools to communicate progress, set goals, and build long-term patient relationships. Resources MentionedRegister Now for the TRP Conversion & Retention Immersion - June 27 & 28, 2025 in Sydney, AUS - https://theremarkablepractice.com/upcoming-events/  To learn more about the REM CEO Program, please visit:  http://www.theremarkablepractice.com/rem-ceoFor more information about CLA Wealth please visit: https://insightcla.comSchedule a Brainstorming call with Dr. PeteFollow Dr Stephen on Instagram: https://qr.me-qr.com/l/riDHVjqt  Follow Dr Pete on Instagram: https://qr.me-qr.com/I1nC7Hgg  Prefer to watch? Catch the podcast on YouTube at: https://www.youtube.com/@TheRemarkablePractice1To listen to more episodes visit https://theremarkablepractice.com/podcast/ or follow on your favorite podcast app.

Are your board members nodding along… but not really moving in sync with your priorities? In this episode, I break down why that misalignment happens even after you've clarified goals—and what you can do to fix it. Whether you're launching a new initiative, setting annual goals, or trying to get real traction on fundraising, I share three powerful moves that shift board engagement from passive to activated.We'll talk about what truly motivates people (hint: it's not a list of KPIs), how to use pushback as a strategic tool, and how to build real ownership—before your plans stall out. If you've ever felt like you're dragging your board along for the ride, this one's for you.

Join Nick Lamagna on The A Game Podcast with our guest Benmont Locker, a powerhouse in the real estate investing and coaching industry.  He is a partner of Eric Brewer and Integrity First Home Buyers known as the authority in novations and master of many ways to take down hundreds of real estate deals!  He is a builder of businesses, systems and processes for owners and entrepreneurs and a master integrator of putting these into action to make money. Fighting out of Pennsylvania and getting bit by the entrepreneur bug early on, he started out in the outdoor industry and ended up scaling it to 20 locations in 9 states before he sold what he coined as the, "Redneck TJ Maxx," for a profit.  He learned marketing, sales and SOPs through this experience and when almost becoming a dentist or ski instructor he this one-time soccer player found his calling in real estate helping an investment company stabilize, profit and scale their business and from there things have escalated quickly and efficiently He is now the CGO of Integrity First Home Buyers where he has helped add an extra hundred deals a year!  He now teaches investors just like you how to align strategy with targets, set clear goals and establish lucrative systems, processes, and operations through RampREI.  He is a father, husband, photographer, dirt bike rider and our guest who drops a TON of content on this no fluff episode! Topics for this episode include: ✅ Systems and processes in business and real estate ✅ The importance of relationships for success in business ✅ How to overcome fear and failures in business ✅ How to choose a correct time frame for KPIs ✅  How novation creates conventional financing opportunities + more! Check the show notes to connect with all things Benmont and RampREI!   Connect with Benmont: Benmont Locker on Facebook Benmont Locker on Instagram Benmont Locker on LinkedIn Benmont Locker on Twitter Benmont Locker on Youtube Benmont Locker on TikTok     Connect with RampREI: www.ramprei.com Ramp REI on Facebook Ramp REI on Instagram   Connect with Integrity First Home Buyers: www.integityfirsthomebuyers.com Integrity First Home Buyers on Facebook Integrity First Home Buyers on instagram Integrity First Home Buyers on LinkedIn Integrity First hHome Buyers on Youtube --- Connect with Nick Lamagna www.nicknicknick.com Text Nick (516)540-5733 Connect on ALL Social Media and Podcast Platforms Here FREE Checklist on how to bring more value to your buyers

This week on Corporate Cafecito, we sit down with the powerhouse Mariana Fagnilli, JD, LLM - a human rights lawyer turned global DEI executive, founder of Fagnilli Group, and now international change-maker redefining what real inclusion looks like.Mariana has led with purpose across industries from Argentina to Johnson & Johnson to Major League Soccer. Today, she serves on the Harvard Business Review, advises the World Economic Forum, and was named one of the Top Women Leaders of 2024.Her new book, Inclusion Driven Performance, lays out a bold 5-step framework that transforms culture into competitive strategy. It's already a #1 Amazon Best Seller!☕ In this cafecito, we dive into:- Why inclusion must be tied to KPIs, not just training- The danger of “checking boxes” versus creating lasting change- How Latines can lead the narrative in 2025 and beyond- The personal journey that led Mariana to a new life chapter in SpainWhether you lead a team, an ERG, or a business unit, or build something bold from the ground up, this conversation will fuel your next move.

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See where you stand in our industry benchmarks: coltivar.com/benchmarks Most contractors think they're making money until the bank account says otherwise. In this episode, Steve breaks down the dangerous gap between revenue, profit, and actual cash flow. He reveals the three costly mistakes killing contractor profits: gut-based decision-making, flawed estimating, and confusing deposits for real revenue. You'll also learn how to use financial dashboards, track the right KPIs, and finally understand what your numbers are really telling you. Book your free strategy call: coltivar.com/schedule-your-call Disclaimer:  The views expressed here are those of the individual Coltivar Group, LLC (“Coltivar”) personnel quoted and are not the views of Coltivar or its affiliates. Certain information contained in here has been obtained from third-party sources. While taken from sources believed to be reliable, Coltivar has not independently verified such information and makes no representations about the enduring accuracy of the information or its appropriateness for a given situation.  This content is provided for informational purposes only, and should not be relied upon as legal, business, investment, or tax advice. You should consult your own advisers as to those matters. References to any securities or digital assets are for illustrative purposes only, and do not constitute an investment recommendation or offer to provide investment advisory services. The Company is not registered or licensed by any governing body in any jurisdiction to give investing advice or provide investment recommendations. The Company is not affiliated with, nor does it receive compensation from, any specific security. Please see https://www.coltivar.com/privacy-policy-and-terms-of-use for additional important information.www.coltivar.com

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training Have you ever found yourself grinding endlessly, only to pause and think, “Is this really what I signed up for?” Maybe you started your business chasing freedom—only to end up feeling trapped by the very thing you built. It's a common trap: the belief that working harder and enduring more pressure will eventually earn you the right to enjoy life after a big exit. But as today's guest discovered, you don't need to wait 10 more years to start living. What you really need is a clearer why, a stronger structure, and the right people around you—people who understand your vision and support your growth. Blake Denman is the president and founder of Rickety Roo, a remote agency specializing in SEO and paid search marketing. He'll discuss his unconventional path into entrepreneurship, which was influenced by a personal injury, and the importance of designing your business and life around personal values, not just growth for growth's sake. He also shares his time management strategies, how he uses AI for self-reflection, and his perspective on the mental load of entrepreneurship. If you're an agency owner still doing everything—from ops to admin to taxes—you'll relate to his story. In this episode, we'll discuss: Strategic hires that might results in your identity crisis. Designing your life before it designs you. Time audits, energy filters & the “$5K task” rule. Figuring out what you actually want. Do you thrive in chaos? Manufacture some healthy pressure. Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources Wix: Today's episode of the Smart Agency Masterclass is sponsored by Wix Studio, the all-in-one platform designed to help agencies scale without the headaches. With intuitive tools, robust native business solutions, and low maintenance, Wix Studio lets your team focus on what matters most—delivering exceptional value to your clients. Ready to take your agency to the next level? Visit wix.com/studio and discover how Wix Studio can transform your workflow, boost profits, and strengthen client relationships. The Moment that Forced Him to Slow Down Blake didn't set out to build an agency. Like a lot of agency owners, he fell into it. What started as freelancing to pay the bills while he finished school and pursued a different career path took a hard left turn—literally—when a serious bike accident landed him with a traumatic brain injury. That moment forced Blake to slow down. Rebuild. Rethink. And when he got back into client work, he realized something: just because you can do it all doesn't mean you should. Like many agency owners, he hit the familiar ceiling of capacity. So he started hiring. First contractors. Then a coach in 2019. That's when the game really changed. The Pivot Point: Strategic Hires (and the Identity Crisis That Follows) When you've built your agency from the ground up, letting go isn't just hard—it can mess with your head. One of the pivots that really made a difference in Blake's agency was the strategic hires that required him to let go of some areas of the business. For instance, when he finally handed over operations. “I was like that John Travolta meme—just looking around wondering what to do with myself.” And that's the truth no one talks about: letting go of operations isn't just a tactical decision. It's emotional. You've tied your identity to being the guy who does everything. And suddenly… you're not. That shift sparked something deeper—what Blake calls “identity paralysis.” Not a crisis, but a freeze. A moment of, “If I'm not the operator, who am I now?” Spoiler: that question is the start of real CEO-level growth. Designing Your Life (Before It Designs You) Most agency owners plan every quarter like a military op: KPIs, OKRs, revenue targets. But how many plan their life that way? Blake started mapping his ideal year: the trips, the purchases, the experiences. Then he calculated what income he actually needed to live that life. We're mostly led to believe those goals are too far away, but the first time he did this he was just $1,500/month off. So many agency owners think they need to sell their business to finally live the life they want. But often, you don't need to sell—you just need to restructure. What if the business could serve your life now instead of being the thing you have to escape? Time Audits, Energy Filters & the “$5K Task” Rule Most people say they value their time but let it slip through their fingers, which is why you need a time tracking method that works for you. After trying a few, Blake got a framework from one of his early coaches. He categorizes his weekly tasks into four buckets: $5, $50, $500, and $5,000/hour value. If you think your time is worth $5,000 but the time audit shows its mostly spent in the $5 or $50 buckets, congrats—you've just diagnosed why your growth is stuck and your energy's tanked. To his surprise, this is what happened to Blake, who was spending way more time than he thought on the $5 and $50 columns. You don't scale by doing more. You scale by doing less of the wrong things. What Do You Actually Want? If your agency isn't giving you time, freedom, and joy… what the hell are you building it for? Blake now runs his agency with zero calls on Mondays. Focus time is blocked. The calendar is color-coded. And most importantly, the business doesn't need him 60 hours a week to grow. He also has the whole team on Brain.fm, a tool that uses science-backed audio to get you in the zone faster. Some would call that a lifestyle business, but so what? Lifestyle business can be extremely profitable too. Why not build your business around what you like and don't like? People who  struggle for 20 years to then sell their agency find that after all their work they have maybe ten years left to do the things they want to do. Lessons for the Owner-Operator Ready to Evolve If you're reading this and feeling that twinge—that mix of burnout and “I want more” clarity—take these cues from Blake: -Let go of the identity that your agency is you. -Map your ideal life, then build your business to fund it. -Hire for elevation, not just delegation. -Your value isn't in the tasks you do. It's in the vision you hold. From the Hustle Hamster Wheel to the Hedonic Treadmill You want the 8-figure agency, right? So did Blake. Until he realized that every time he hit a new goal, he'd feel good for a week… maybe five days. Then it was back to baseline. This is what's called the Hedonic Treadmill—and agency owners live on it without realizing it. We chase growth for growth's sake. Or worse, for external validation—from peers, clients, even family. Blake stopped to think about what was next after he had the money. Was he supposed to save it? Spend it? Did he even need that much? Define what you want your life to look like, and build your agency to support that. Don't fall into the trap of chasing growth for validation more than for yourself. If you let go of the idea of just hitting a number, surround yourself with the best team and clients, and set your priorities, you'll be able to go after what you really want and live your best life. Agency Owners & the Calm in the Chaos Most agency owners have had the type of upbringing that's them great under pressure. Calm in chaos. Laser-focused when everything's on fire. Of course, this can also become a trap if you start creating chaos just to feel normal. For instance, you may seek pressure to push you into action. In his case, after years of needing the chaos, Blake turned to Claude to figure out a way to manufacture chaos without the disastrous consequences. His AI coach creates a “painful penalty” for missing a goal. For instance, donate $1,000 to a political group you can't stand if you miss a revenue target. That'll light a fire. Point is: for some people motivation isn't just about dreaming big. If you need some added pressure to get working engineer consequences that make staying small more painful than pushing forward. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

226 | Thuy-Ngan Trinh ist Managing Director von Project A und hat viele spätere Unicorns mit aufgebaut. In dieser Crossover-Folge reden wir darüber wie der Mittelstand von AI profitieren kann - und woran er bislang scheitert.Hol dir dein Ticket für den 1. KI Gipfel in Stuttgart am 7.7. Ich bin auch auf der Bühne! Code: ALEXMROZEK99Mehr Geschäftsideen findest du auf digitaleoptimisten.de/datenbank.Kapitel:(00:00) Intro & Crossover-Setup(03:56) AGI, ASI – und warum simple Agenten reichen(07:48) Use-Cases, Daten & die Tanzflächen-Metapher(16:00) AI-Demokratisierung vs. Blockaden – China schlägt Deutschland(28:29) Scarcity is the Mother of Invention(33:25) 10×-Ziele & KPI-Ambition im Mittelstand(40:47) Thuy-Ngans beste GeschäftsideeMehr Kontext:In dieser Crossover-Folge diskutieren Alex Mrozek und Thuy Ngan die aktuellen Entwicklungen und Herausforderungen im Bereich der Künstlichen Intelligenz (KI). Sie beleuchten die Unterschiede zwischen AGI und ASI, die Bedeutung von Datenprojekten und die Adoption von KI in Unternehmen. Zudem wird die Rolle von Bildung und die Verantwortung von Führungskräften in der KI-Transformation thematisiert. Abschließend wird die emotionale Dimension der Veränderung durch KI hervorgehoben und die Notwendigkeit, KPIs für die AI-Adoption zu überdenken.Keywords:Künstliche Intelligenz, AGI, ASI, Datenprojekte, KI-Adoption, Bildung, KPI, Transformation, Führungskräfte, Emotionen

How do you measure success when your AI is learning faster than your own business processes can keep up? That's the question I set out to answer in my conversation with SparkBeyond, a company that has spent the past decade transforming how enterprises harness AI. From crawling GitHub code in a modest garage experiment to driving measurable performance gains for global firms, SparkBeyond has charted a path that mirrors the rapid evolution of AI itself. In this episode, I explored how their focus has shifted from discovering hidden performance drivers in customer data to building agentic AI systems that actively close feedback loops and optimize themselves continuously. SparkBeyond brings the rigor of operational excellence into the world of AI agents, a space still notorious for inefficiencies and inconsistent results. Agentic AI isn't just the next shiny term; it represents a practical step forward from passive prediction to autonomous decision-making. Listening to examples like automated troubleshooting for large consumer electronics companies made it clear that this technology is already reshaping daily operations that once consumed countless human hours. We also dug into the realities behind the hype. While some companies have scaled back their experiments, SparkBeyond stays grounded by tying every agent's performance to the same KPIs a human would carry, providing clear ROI and minimizing guesswork. Sagie Davidovich shared thoughtful insights into why verifiability determines where agents thrive first. Digital tasks, high-frequency work, and software development stand out as the front runners.  It's hard to argue when you see the rise of coding assistants transforming entire workflows at breakneck speed. But the conversation didn't shy away from the challenges either, from handling biases baked into LLMs to the obstacles of applying agents in the physical world. SparkBeyond's upcoming open-source agent optimizer promises to accelerate adoption while keeping the human benchmarks in sight. This episode gave me a front-row seat to the next frontier of AI where systems aren't static but in a constant state of learning and improvement. If your organization still treats AI like a bolt-on experiment, this discussion may push you to rethink how deeply it should be woven into your daily operations. How ready is your business for an AI that never stops optimizing?      

In this episode of the Lights On Data Show, host George Firican discusses effective KPI management with veteran tech entrepreneur and product leader Lior Gerson, co-founder and CEO of Target Board. Lior shares his insights on overcoming common data challenges facing executives, the importance of a cohesive data strategy, and how Target Board simplifies KPI tracking and improves operational efficiency. Drawing from his experiences at Vroom, Placer.ai, and MySupermarket, Lior elaborates on how automation and AI can drastically reduce data friction and enhance decision-making processes for managers across various industries.

In this episode of Tech Talks Daily, I sit down with Jim Douglas, CEO of Instabug, to unpack the hidden world of mobile app development and the hurdles developers face every time you tap an icon on your phone. Mobile apps live in unpredictable conditions, surrounded by millions of device variations and users who are quick to abandon any app that fails to deliver a flawless experience.  Our discussion begins with a deep dive into why mobile apps remain so vulnerable to user churn. Jim shares a striking figure that 56 percent of users will delete an app after a single crash, a statistic that keeps many developers up at night. He explains how Instabug's platform provides a layer of mobile observability powered by AI, which helps catch problems early and offers real insights into how real people interact with apps. Instead of guessing why a user is frustrated, developers gain clear visibility through session replays and in-app surveys that reveal what KPIs alone cannot show. Jim also outlines how Instabug aims to push mobile development into a future where self-healing apps become reality. He describes Smart Resolve, a feature that already helps automate issue resolution, marking a first step toward a world where apps can detect and fix their own bugs. This evolution frees up development teams to invest their energy in innovation rather than repetitive troubleshooting. We look ahead to upcoming changes in the mobile ecosystem, touching on expectations for iOS 19, improvements in power management using AI, and the possibility that voice interfaces will soon play a bigger role in how we interact with our phones. This conversation is a must-listen for anyone building or using mobile apps who wonders why some apps feel polished while others crash and burn. Are self-healing apps closer than we imagine, and how will that reshape the daily work of developers and the experiences we all take for granted? Join us to find out.

Send us a textUnlocking the Secrets of Go-to-Market Success: The Top 10 KPIs You Need to TrackIn this episode, we dive deep into the essential metrics every business leader and marketer should monitor to ensure their go-to-market (GTM) strategy is on track. Whether you're launching a new product, entering a new market, or refining your sales process, understanding the right key performance indicators (KPIs) can make all the difference between success and stagnation.Join us as we break down the top 10 KPIs that provide actionable insights into your GTM effectiveness:Customer Acquisition Cost (CAC): Discover how much it really costs to win a new customer and why optimizing this metric is crucial for profitability.Customer Lifetime Value (CLV): Learn how to calculate and maximize the total revenue a customer brings over their relationship with your brand.Monthly and Annual Recurring Revenue (MRR & ARR): Track your revenue growth and forecast future performance with these foundational metrics.Net Promoter Score (NPS): Gauge customer satisfaction and loyalty to identify advocates and areas for improvement.Return on Ad Spend (ROAS): Ensure your marketing investments are delivering measurable returns.Support Tickets: Monitor customer issues and feedback to enhance your product and customer experience.شف أسرار نجاح استراتيجية الدخول إلى السوق: أهم 10 مؤشرات أداء يجب تتبعهافي هذه الحلقة، نغوص في أعماق أهم المؤشرات التي يجب على كل قائد أعمال ومسوق مراقبتها للتأكد من أن استراتيجية الدخول إلى السوق (GTM) تسير في الاتجاه الصحيح. سواء كنت تطلق منتجًا جديدًا، أو تدخل سوقًا جديدًا، أو تعمل على تحسين عملية المبيعات، فإن فهم مؤشرات الأداء الرئيسية الصحيحة يمكن أن يصنع الفارق بين النجاح والتراجع.انضم إلينا بينما نستعرض أهم 10 مؤشرات أداء توفر رؤى عملية حول فعالية استراتيجيتك:تكلفة اكتساب العميل (CAC): تعرف على التكلفة الحقيقية لجذب عميل جديد ولماذا يعد تحسين هذا المؤشر أمرًا حاسمًا للربحية.قيمة عمر العميل (CLV): تعلم كيفية حساب وتعظيم إجمالي الإيرادات التي يجلبها العميل طوال علاقته مع علامتك التجارية.الإيرادات الشهرية والسنوية المتكررة (MRR & ARR): تابع نمو إيراداتك وتوقع الأداء المستقبلي من خلال هذه المؤشرات الأساسية.مؤشر صافي المروجين (NPS): قِس رضا العملاء وولاءهم لتحديد الداعمين ومجالات التحسين.العائد على الإنفاق الإعلاني (ROAS): تأكد من أن استثماراتك التسويقية تحقق عوائد ملموسة.تذاكر الدعم: راقب مشاكل العملاء وملاحظاتهم لتحسين منتجك وتجربة العملاء.معدل تحويل المبيعات: اكتشف مدى فعالية تحويل الفرص إلى عملاء فعليين.معدل فقدان العملاء (Churn Rate): راقب معدل مغادرة العملاء لتقليل الخسائر وتعزيز النمو.مدة تهيئة العميل الجديد: قِس الوقت الذي يستغرقه العميل الجديد ليبدأ في تحقيق القيمة من منتجك.حجوزات العروض التوضيحية: تابع عدد العملاء المحتملين الذين يطلبون تجربة المنتج.استمع الآن لتتعرف على كيفية استخدام هذه المؤشرات في تحسين استراتيجيتك وتحقيق أهدافك التجارية! Support the showSupport the Podcast on:https://www.paypal.com/paypalme/okuwatly?locale.x=en_UShttps://www.buymeacoffee.com/MaBa3refSubscribe to Maba3ref Newsletter:https://maba3refbranching.beehiiv.com/Connect with Maba3ref Podcast:https://www.instagram.com/maba3refbyomarConnect on TIKTOK:https://www.tiktok.com/@okuwatly

Brands rely on KPIs to know if they're on the right track — but what if the metrics you're using are actually leading you off course? In this episode, I break down the KPI mistake that could be costing you customers and killing your growth — especially if you're trying to reach a more diverse audience. As an inclusive marketing strategist, I've seen how traditional KPIs often fail to tell the full story. I'll share what most brands overlook, and how to reframe your metrics to make better, more inclusive decisions. Get the Inclusion & Marketing Newsletter - www.inclusionandmarketing.com/newsletter Ep. 146: How to use data to increase customer success for all - https://inclusionandmarketing.com/ep-146-how-to-use-data-to-increase-customer-success-for-all-with-deborah-pickett/

➡️ Join 321,000 people who read my free weekly newsletter: https://newsletter.scottdclary.com➡️ Like The Podcast? Leave A Rating: https://ratethispodcast.com/successstoryJay Abraham is one of the world's preeminent business growth strategists, renowned for his ability to uncover hidden assets, overlooked opportunities, and underutilized resources within any company. With a career spanning decades and over 1,000 industries, Abraham has become a trusted advisor to Fortune 500 giants, entrepreneurial startups, and everything in between. Nicknamed the “$50 Billion Man” for the immense value he's helped generate, he's revered not just for his marketing genius, but for engineering profit breakthroughs that transform stagnant businesses into category leaders. His work continues to shape the thinking of top executives and marketers around the globe.➡️ Show Linkshttps://www.instagram.com/realjayabraham/ https://www.youtube.com/abrahamadvantage/ https://www.linkedin.com/in/jayabrahamofficial/ ➡️ Podcast SponsorsHubspot - https://hubspot.com/ Vanta - https://www.vanta.com/scott Cornbread Hemp - https://cornbreadhemp.com/success (Code: Success)FreshBooks - https://www.freshbooks.com/pricing-offer/ Prolon - https://prolonlife.com/clary Northwest Registered Agent - https://northwestregisteredagent.com/success Superhero Leadership Podcast - https://www.petercuneo.com/podcast NetSuite — https://netsuite.com/scottclary/ Indeed - https://indeed.com/clary➡️ Talking Points00:00 – Intro01:36 – What Jay Really Does03:01 – Jay's Backstory12:36 – Understanding Today's Consumer23:02 – Break Buyer Beliefs25:27 – Sponsor Break28:37 – Best Preeminence Example32:07 – KPIs vs OPIs34:52 – Entrepreneur Blindspots48:36 – Escaping Linear Thinking54:18 – Sponsor Break56:30 – Winning Big Deals1:00:11 – When Innovation Fails1:04:02 – What Drives Jay Today1:11:18 – The One-Trick Trap1:20:49 – Why Most People Don't Stand Out1:22:27 – Go the Extra Mile1:24:28 – Jay's Final Advice1:31:22 – The #1 Lesson for His KidsSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Tiff and Dana give guidance on how to successfully manage a practice through an office manager, including long-term business vision, powerful leadership, productive systems, and a ton more. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:01) Hello Dental A Team listeners. Dana and I are back at it again today ⁓ with our podcasting spirits behind us and we are so excited to be here with you guys today. Gosh Dana, this is like the beginning of summer for us right now and no matter where you're at in the country, I think you've either been on summer for a few weeks or you're just barely getting there. feel like summer breaks are wild. Like Brody is in school two weeks past my niece. Like it's just been crazy but.   The most fun part about this for both of us is that, I don't know if you guys know this or not, we get asked this question a lot, where is your headquarters? Like, where are you guys based out of? And Dana and I, Britt and I, gosh, I think most of the consultants at this point are in Arizona. Our HQ is actually Reno, Nevada, but we work from home. So, fun part about podcasting during the summer is that each of us have some sort of little or family member or someone   At the door honestly like I had to text in our you know got a family chat go and that's like hey guys FYI and Dana's like let me put a sign on the door so Dana welcome I know I know being a mom is something that lights both of us up and I think one of the best I don't know most I don't know it was like fun parts of our relationship is being able to also laugh about what it's like to be a mom in   Arizona in the sports and in the summer and I love that about the two of us and Dana tell me what has what's the start of summer looking like for you guys over there you've got your I have it easy I will never never discredit the amount of moming that you do over there so tell me how is mom life today Dana   Dana (01:47) it's good. You know, I mean,   it's wild, right? Like, there's a beauty of being able to work from home in that, like, I can very quickly throw chicken nuggets out the door and everybody is fed, right? Yes. But they like all summer long, there are no go zones, depending on what I am doing during the day. So like, if I am on calls, the front room is off limits, because it's directly beside my office. And so I can hear everything that you do.   The Dental A Team (01:58) You just turn them down the whole way, get it. Yep.   I love   that.   Dana (02:17) So I'm constantly like chunking my windows of time as to like where they can be in the house and I've had to put signs up because my neighbor kids also want to come get my kids and I'm like well we just can't knock on the door right now.   The Dental A Team (02:31) Yeah,   yeah, please just give us a moment. I love that. And honestly, though, it's kind of ⁓ like time blocking for practices, right? Because like, when can you do certain procedures? Like you don't want, you know, sedation in the front room with everybody walking by, you've got to have a very specific place for the sedation and a very specific, like no-go zone of do not pass this line once we've started. So it kind of kind of makes me think   Dana (02:34) Yeah.   question.   The Dental A Team (02:59) of how synchronistic life is in general. I say this a lot, with clients that tell us work-life balance, right? We just talked to a client about this together recently, and I'm like, goodness gracious, like we just need a life-life balance, because if we take the systems that work in whatever aspect of life it's coming to you, and if you've got systems that are working at work,   you can probably duplicate them at home and vice versa. If you have systems that are working at home, you can probably take that same thought and that same theory and apply it at work. And it works truly like tremendously because your brain's already wired to think that way. So when you can just stop trying to recreate the wheel and use what you know works, applying it in all areas of your life, things just are easy. I feel like that's how you create easy discipline.   and how you create easy habits. So taking that like time blocking and room blocking and like, guys, from these hours, this is what you're gonna be doing. It's very similar. Billing, you know, all those things. Billing coordinators need to be like, don't bother me between these hours. It's just like, you've got your kids on the other side. I tell doctors constantly or office managers, leadership teams that people are people. We learn how we learn. And if we look at how we teach our children, we can duplicate that.   Dana (03:59) Yeah.   Thank you.   The Dental A Team (04:18) in training systems as well. So Dana, I just spiraled my whole brain right there. I love it. Thank you. Thanks for being such an incredible mom. You are truly impressive. And for those of you who don't know, she's got a slew of children and animals and happenings at her home constantly. And the way that you manage all of that truly is impressive. I think you're an incredible person, Dana.   Dana (04:41) Thank you, Tib. It is a whole lot of winging it. So I appreciate that.   The Dental A Team (04:44) But winging   it, I mean, I think we all wing it when it comes to parenting. I don't think anybody actually knows the step-by-step on what we're doing. So we're all winging it and we're all doing the best that we can, but you also make time for you. You make time for work. You make time for making sure that you're prioritizing what makes you happy and fulfilled because I think that is then teaching your children to do the same and it's super cool to watch. So having an almost grown kid.   I live vicariously through you watching you parent your children and it's super fun from over here. So thanks. Thanks for continuing to have more for us. I'm here for it. I'm here for it. And I hope all of you are here for it too. know you guys, I know you guys get a kick out of my questions I give to Dana because Dana just intrigues me her life and really her choices intrigue me. She's always got something that I'm like, give me all the goods. What can I do now? Brody brought home a soda the other day or I guess the water.   Dana (05:11) you   Keep enjoying the video, Jeff.   you   The Dental A Team (05:38) that you had mentioned a couple weeks ago and I was like, oh my gosh, I know what that is because Dana told me. So you guys, she's here for the tips. If you want them, write in, ask them. Ask Dana, go on Instagram on Mondays now I think it is. Mondays or Fridays, it pops up all week for me. I find them, but she's on there too you guys. She's constantly just divvying out the tips. Find Dana, she's our tip master. And today I'm going to pick your brain some Dana. I want to talk about really effectively   Dana (05:41) you   The Dental A Team (06:06) running a practice through an office manager. And doctors, I don't want you to hear that and think, OK, I don't have to listen to this. Let me go get my manager. Nope, this is for all of you guys. This is for everyone. This is for dentists, owners, office managers, leadership, anyone aspiring to become an office manager, anyone aspiring to just give good tips to the team. Office management can come in varying sizes. And the label office manager, we found even just in hiring consultants, right?   hiring when we were in practice that office manager really doesn't have a good definition for it in the industry. Anything can be an office manager. Most of the time, Dana, maybe you could speak to this as well, I have found that the office manager position, like quote unquote there, usually narrows into billing or dealing with upset patients and really doesn't broaden outside of that. Have you found that as well, Dana? Yeah.   Dana (07:04) Mm Yeah. Yep.   And I usually feel like anytime it is promoted within right, it's typically like, well, she's really good in those insurance. So yeah, yep, I agree with you. Sometimes, you know, yeah, there's some HR pieces added in there or like, you know, I, but I feel like it does encompass mostly keeping track of AR and the money, which is fine.   The Dental A Team (07:11) Yeah.   Yeah, yeah, I agree. I think that's one aspect of it, right? And being able to oversee everything. So there's different avatars for a billing representative, a billing person, and most other positions in the practice. That's gonna come with a different kind of avatar. So depending on the type of office manager that you want in your practice, that's gonna be making a decision there on what your avatar is going to look like. And for us, your office manager in your practice is really helping to run the practice. think Dental A Team considers an office manager   like a secondary owner almost, right? You're looking at it as this is my practice. This is something that I'm fully invested in growing and I love it the same as I would if it were my own business. So that kind of investment really comes from a certain personality type and a certain leadership type. So that style of office manager is really what we're speaking to today. And there's nothing wrong with any type of office manager, any style, any avatar, like you do whatever your business needs.   is what your avatar needs to look like. So today we're speaking towards that different kind of mindset of really growing the practice and being fully invested in it. The reason that we look at it that way is we really think that there's two different minds between a dentist and the office manager that needs to push the agenda of the practice. Our dentist is kind of our idea maker. They're the person who's just coming up with all of the plans. And I think we all   can name a few of these. have one on our team. Ms. Kierdent is fantastic at this. She has the brains and the ideas behind most of the things that we do. And they're just shouting things out, right? They're like, my gosh, we could do this. We could do that. We could do this. And the team is like, stop changing things. Well, when you leave the practice management up to the dentist who's there to create ideas, and there's no one there to filter ideas through,   and to project manage when things do make it past go and we're like, yes, we're gonna do this. When it's all on the doctor, you are gonna suffer those changes consistently because no one's there to say, hey, is this projecting us towards the goals we're working on or is this confusing us and keeping us from reaching those goals? So then we do have teams that are in constant chaos and constant change and they're like, Dana, I can't take another word from this doctor. It's like, well, that's.   We gotta get the doctor out of that position. So that's the type of office manager we're speaking to today is a type of office manager that can say, yes, that's a fantastic idea. Let's see where it will take us. Is this going to push us towards those goals? I have to just brag a little on a client that I've worked with for a while now. Near and dear to my heart, like just two of my favorite humans in the whole world. And honestly, their whole practice is full of some of my favorite humans, but.   not that they didn't start as my favorite humans, but they didn't start there, right? They didn't start where they are today, years later. They started in a very different position. And when they came to me, their goals were to grow production. were like, everybody's goal, right? I want to grow production, which actually means I want to grow collections, right? I want more income. We want more saved on the side. They wanted to reinvest in the building. They wanted to do a little bit of a build out, but they knew that they didn't have a lot of space, so they needed to work with what they had.   And the dentist who was there, he really, really wanted to be a dentist. He loves having a business, but entrepreneurship just is a path for his dentistry. So he truly wants to be a dentist, and he wanted to do more surgery. He wanted to do more involved dentistry. So I was like, fantastic. Office manager, let's talk. Now this specific office manager had never been in dentistry before, at all.   at all, very different career path. could tell you all about it on a whole, it would take a whole podcast because the career is just so cool. Very different career path, probably about as far from dentistry as you could possibly get. And he made the decision to support the doctor and said, I'm going to figure this out. And he was a great manager, right? He managed expectations, but really felt stressed out, second guessed his decision.   He's like, don't think this was right for me. I don't think I'm cut out for this. And I was like, well, let's test the waters. Let's see. And we went down a journey together that has changed, I think, the course of both of our lives, probably. It's just been so cool to take this journey with them. But taking an office manager, Dana's done this too. I think all of us at some point have taken an office manager who's never worked in dentistry before and helped to create an amazing office manager.   So all of you dentists who are like, well, they don't have experience. It's not always necessary if the other pieces are there and if the dentistry can be taught if there's space for it. So keep that in mind. I don't I'm not telling you go find someone with no experience. I'm not telling you you have to have experience. Like I'm telling you it's just got to fit for you. This specific manager and a couple others that I've worked with didn't have that experience. And what we worked on then was what it takes to be an office manager, which is actually leadership.   And Dana, I know you work on this a lot with a lot of practices, starting with the leadership and really becoming the person that a team can look up to, starting with the culture and creating what you want your practice to look like. Because without that, Dana's freaking systems queen. But Dana, how difficult is it to create systems for a practice that we can't imagine what we want it to look like?   as compared to being able to imagine what we want the business and the practice to look like and what the leadership should look like, then the system's followed. Which do you feel like in your experience, especially with an office manager who's never been trained in dentistry, which do you feel like is the path that you take the most frequently?   Dana (13:06) Thank   ⁓ hands down it's building the vision and figuring out what you want because anywhere in dentistry when it comes to the schedule when it comes to your leadership team when it comes to goals like you have to know what you're trying to achieve before you build the pieces to achieve it   The Dental A Team (13:41) Yeah, exactly. And I think a lot of people start with the systems, right, Dana? And that's where it gets really confusing. And it's like, the systems are so tailored to an individual. Systems are so tailored to a specific practice, and that practice is goals. So when you start out just blanket systems, it could be anything. You could create anything, and it will or won't work. It's it's hard to tell. It's like throwing spaghetti at a wall and hoping that it sticks, that it's done.   you just, don't know. But when you have a vision and you can create something that supports that vision, which you want that to ultimately look like, you're able to custom tailor it. And that's what we were able to do with this practice and working side by side with the office manager in leadership, teaching him how to speak to people, how to have conversations hard or easy, how to invest in other people and really showing him or giving him the opportunity to see what it feels like.   when you put yourself aside and you put someone else almost ahead of you without it being ahead of you. Like that's hard to say out loud. Like him investing in his team and his team's success in the practice gave him such a high, I couldn't even stop, like his trajectory. He was just running because he felt so good about having this higher purpose. And his higher purpose truly turned out to be   investing in ⁓ leading and guiding his team members for them to be their best selves. So within that, we learned, ⁓ what he learned is really like hiring and firing the systems behind a five star patient experience, the handoffs, like what creates this relationship that I'm having with my team members, with my team members and my patients. So it started to spin once we got some really good leadership footholds in there, some really good communication skills and practicing.   ⁓ weeding out the team members that didn't need to be there and replacing them with team members that should be there, narrowing down those avatars, narrowing all of this down. He was really able to see how the slightest movements that he made truly affected every piece of the practice. He would move one needle just slightly. I always think of implant torquing, right? Like two millimeters is a lot when it comes to an implant. And that two millimeter change in a system   or in a statement or a word that you use can create a massive difference. It's the success or the failure of an implant. And same goes for everything you do in life. said earlier, everything you do, you just duplicate it. So if you're making a two millimeter change on an implant, what's going to happen in that respect when it comes to words, to leadership, and to guidance? And he truly took all of that and invested in people. And he said, hey, I'm learning too. Help me learn. And he got his team on board. It's been.   Incredible to see their success and so between the leadership and then the systems which gosh guys we talk systems constantly Dana Dana we did NDTR I Mean you guys are basic our basic core systems of Dental A Team truly work and they are case in point leadership is an ideal leadership is kind of that like personal side of it, there's not a   Dana (16:43) you   The Dental A Team (16:59) black and white, follow these steps and now you're a great leader. It's a learning system. It's something that is in you, something you have to desire, something you have to want. But the core systems, the handoffs, the NDTR, the ICRP, the communicating between team members, ⁓ gosh, blocked scheduling. We implemented blocked scheduling. We implemented time management skills. We implemented avatars for every team member, avatars for our patients, marketing.   All of the core pieces of what Dental A Team has to offer, we've implemented with this practice and gained his leadership skills as well as an entire team full of leaders at this point. They have leaders of departments, but you guys, every single team member on their team is a leader because they are manning their ships and they're acting as if they're leaders for the good of the practice overall. And it's been incredible. So that first year we worked on core systems of NDTR.   blocked scheduling and just literally ICRP handoffs to your side. Leadership in conjunction with that. So getting rid of some team members that no longer fit the needs of the practice or just weren't on board with the trajectory, replaced some great new team members in there, got them trained up. And you guys within that first year, remember their goals were to increase production, start a build out, right? And get the doctor doing dentistry.   So we were able to remove the doctor from a lot of those pieces, a lot of the decisions that he didn't have to make, we took them away from him. He didn't have to make them anymore and he trusted doctors, he trusted the process, he trusted the office manager. So things that the office manager could decide that if, you know what, if the office manager decided incorrectly, could be fixed, right? Or it's like, it's not that big of a deal. We could have gone the other way, but it's not that big of a deal, okay? Strategically moving those decisions over to the office manager.   We started doing that so that the doctor was in the chair more. He increased his surgery so much, you guys. increased, they were able to with one doctor and two hygienists, they were able to increase their production by $800,000 that first year just by narrowing down the systems and the leadership, getting the right people in the right seats, getting the right systems in place, using them and really knowing where they were going. And that first year was incredible. Stack on top of that.   They've decreased the decisions from the doctor, increased the amount of productivity that he was able to do without, by the way, expanding his hours. He stayed within the same hours. And we also, the end of that first year, got them ready for that associate space because they wanted to see that expansion. So they started the conversations on what it looked like to expand the physical building, and then what is it going to look like to add another dentist. And we projected.   five years out and then worked backwards on one, three and five years of even down to like how many hygienists and how many assistants will we need to hire? What will your overhead cost be based on current employee numbers, et cetera, all of those pieces. And we were able to just spear this incredible trajectory of growth, not even just for their first year, but gosh, five years later now, Dana, you know, they've got this massive building. They have impacted the community.   so much. Like there are people that come up to them on the streets of their community and thank them for what they were able to do for a friend or a family member, not even for themselves. They have had literal strangers say, I know who you are and you changed my friend's life. Like that's crazy, Dana, crazy. And to think that it started from leadership skills, just from someone who is invested in that blows my mind, you know?   Dana (20:53) Yeah, yeah. And I think that it's when you have an office manager that can make a mindset shift of leading versus managing, right?   And I know it's called an office manager, right? So we can kind of get ourselves stuck in that place, but it's like managing is the tasks, right? That's the tasks, the leadership, right? That's the people and the culture. And when you have those pieces running smoothly, then the task part becomes so much easier. And so I do feel like that is when you have a manager who is focused on the people, the culture and leading.   leading to the tasks versus like being the one that feels like they have to complete all the tasks themselves.   The Dental A Team (21:35) Yeah, yeah,   that's a great point. I love that because that's massive, I think for everyone listening. you've got, gosh, like if there's KPIs on you, right? There's a measurable that you're responsible for. I think one of the biggest things that we do really well, is getting people to understand you don't have to do all of the pieces to create that result. You just have to make sure the result happens.   To your point, a lot of managers and lot of doctors who are managing hold it all to themselves in order to manage the results to get the right result. But then we end up not having space for whatever it is that we need to get done, right? And we get lost in that and it gets a little chaotic. I know I've done that. I did that as a manager in practice and my team suffered tremendously because I kept everything. So one, I was not empowering my team.   I was basically telling them that they couldn't do it, right? They didn't know how to do it. I could do it better. I was overworked, overburdened and burnt out. I was angry constantly. Like I woke up one day and I was like, this is not who I am. What have I done? What have I done and how can I change this? And it was that exact thing. It was the fact that when you become an office manager, sometimes it feels like you're supposed to do all of the things.   And we forget that we have an entire team of people who want to help us. And I think Dana doctors do that too. We've seen that as well. And coaching them out of that, think is sometimes part of our biggest jobs as consultants. The biggest contributor is coaching them out of holding all of the cards to themselves. Would you agree?   Dana (23:26) Yeah, yep, absolutely.   The Dental A Team (23:28) Yeah. Well, guys, I know that sometimes we can chat and you can say, gosh, I see myself in that. I hear that. I've done that. ⁓ Or I want to do that or something similar. So I hope that today you heard something that you can take for face value, something that you can utilize if it's systems that you need to go back to. You guys, there's a slew of podcasts all over the place. We have a million of them.   Just search NDTR if you don't know what that is. We're not explaining it today because we've done it a million times. So search it on our website, you guys, on our website, TheDentalATeam.com. can go to podcasts and then you can search within our podcast. So search some of those systems, you guys. Search Avatar. Search all of those pieces and figure out where are you at right now and how can you guide yourself towards those goals. Dana, thank you so much for doing this podcast with me. I love our time together as always and I know.   It's busy season for everybody right now, so thank you for carving out the time. I appreciate you. Listeners, thank you so much for being here. We find this so valuable. We love our time together. You give us this opportunity to be quote unquote face to face. Thank goodness for visual podcasts nowadays. And you give us this opportunity to give our speech to the world. So thank you. Please drop us a five star review below and let us know how valuable you felt this was. And as always, reach out   Hello@TheDentalATeam.com. We're here to help. Thanks guys.  

Michael Falls of Reveel & Jennifer Mitchell of GOAT Group talk about tariffs, network design, SKU analysis, carrier negotiation and decision intelligence.  IN THIS EPISODE WE DISCUSS:   [02.22] An introduction to Michael, his background, and what excites him about supply chain. “Work smarter, not harder – that's what I'm passionate about. There's great technology out there that shippers can leverage, but so many people are still working out of spreadsheets. That hasn't changed as rapidly in our industry as it has in others.” [03.49] An overview of Reveel, who they are, and what they do. “Our CEO always says that modeling is the hill we're going to die on. We have a lot of tools in our repertoire that are different to a lot of the other analytics tools on the market.” [04.36] An introduction to Jennifer, her background, and her company GOAT Group. [05.58] An overview of the current tariff landscape, and how businesses are approaching adaptability and cost impacts. “We're now in a period where shippers have a new normal, which is: we don't know what the future will hold, but we know we're going to have to adapt to change.” “Now there's a very public conversation around who absorbs the cost of tariffs. Tariffs are here to stay. The question is: are consumers going to pay for them, or are companies going to absorb the cost and use that as a competitive advantage?” [07.55] How tariffs have impacted GOAT Group, and why increased tariffs for China are driving up apparel costs and forcing companies to rethink their manufacturing locations. [09.07] From cost volatility to the impact of the unknown, the biggest negative impacts, driven by the current tariff landscape, for shippers. “It's ever-changing. The minute you make a decision to do something, it changes and you're back to square one.” [11.34] Network design and optimization, and why shippers need intelligence, agility, and a strategic command of their shipping network to manage current volatility. [14.28] How network design and optimization can help companies to design more efficient distribution strategies, what those strategies might look like, and the positive impact they can have for shippers. [15.16] How SKU profitability analysis can help businesses identify problem products and make more informed decisions on their portfolio. “There's much more that you can do with SKU level insights than just explore profitability.” [17.13] Why contract negotiations have changed, and how Reveel can help to simulate ‘what-if' scenarios and compare carrier performance so shippers can push for reductions or pivot. “You can't manage what you don't measure. So we empower our customers to measure all the KPIs that are going to impact their transportation spend.” “The duopoly is over!.. Carrier contract negotiation is becoming an ongoing activity.” [20.07] The importance of flexibility and expanding carrier options to reduce dependency, lower cost, and improve customer experience. “Flexibility is crucial… Customers expect more from delivery, they expect it faster, more personalized. The bigger carriers are very rigid in what they do and a lot of these emerging carriers have more flexibility, they're more customizable to your company.” [21.23] Why, when tariffs are out of our control, intelligence is the best defence, how companies can use intelligence to stay competitive, and why parcel spend management can be an organizations competitive advantage in an unpredictable global market. “There's so much noise. Carrier billing data has hundreds of elements, it's not normalized… Having a shipping intelligence platform helps arm you with the most important insights at a glance.” “A lot of shippers are just resigned to this belief that the carriers are going to do what the carriers are going to do, and we have to sit back and take it… But I would say that any shipper has between 5-30% of spend that's available to be eliminated.” [23.47] The ideal client for Reveel, and the types of clients they're currently onboarding most. [24.41] GOAT group's experience with onboarding and implementation with Reveel. [25.52] The biggest challenges GOAT Group were experiencing, why they chose to work with Reveel, and the benefits they see from their ongoing partnership. [27.38] In a constantly evolving market, what shippers might expect over the next few months. “The only thing we know for sure is that more change is coming!.. But the shippers that have the best data, the best data-driven insights, and the best technology are ultimately the ones that are going to come out ahead.” RESOURCES AND LINKS MENTIONED:   Head over to Reveel's website now to find out more and discover how they could help you too. You can also connect with Reveel and keep up to date with the latest over   on LinkedIn, Facebook or Twitter, or you can connect with Michael or Jennifer on LinkedIn. If you enjoyed this episode and want to hear more from Reveel, check out 453: Driving Supply Chain Innovation with Reveel and Deposco or 357: Leverage the Power of Shipping Intelligence, with Reveel.

In this episode of The Shades of Entrepreneurship, host Gabriel Flores welcomes Pranav Dalal, founder and CEO of Office Beacon. Pranav shares how he pioneered remote staffing long before it became a trend, scaling his global team to thousands of full-time employees across four countries. Discover how he identifies strategic "hooks," builds world-class teams, and leverages both human capital and AI to help businesses thrive. Learn about his unique lead generation strategies, the role of KPIs in onboarding, and why he believes outsourcing is key to scaling smart. Whether you're a startup founder, business leader, or aspiring entrepreneur, this episode is packed with lessons on resilience, strategy, and global scalability.Support the showSubscribe at theshadesofe.com

In this episode, we're joined by Emelie Linheden, VP of Marketing at Younium, a Subscription Management tool that helps B2B SaaS companies in Europe and North America streamline subscription management, invoicing and billing, financial reporting, and data insights. We talked with Emelie about how Younium's event strategy has fueled their growth, and specifically how you make the most out of your investment in external events. Here are some of the key questions we address: - What are the most important criteria you use when deciding which external events to sponsor? - What are the key things a team needs to do in the 4-6 weeks leading up to an event? - How do you build a pre-event outreach strategy to ensure you're not just showing up cold? - What's your approach to lead capture, note-taking, and team coordination on-site?   - Who “owns” post-event results and how do you ensure accountability? - What's your timeline and process for post-event follow-up? - How do you turn an event into a broader campaign that lasts beyond the week of the show? - What KPIs do you track to evaluate event success—and how early do you define them? Tune in to learn from Emelie how you also can make the most out of your event budget and plan, to ultimately drive real business value for your organization.

Sales and marketing alignment may sound straightforward, but it's often reduced to process charts and dashboards, rather than focusing on the people doing the work. In this episode, Lia Davidson, CMO at EAB, joins Adam and Saima for a refreshingly honest conversation about what real alignment looks like inside complex organizations. She shares how building trust with sales didn't come from structure or incentives, but from solving problems together and staying radically candid. Lia also unpacks the moment she realized marketing needed to stop celebrating metrics that didn't match sales outcomes—and how shifting to shared KPIs changed everything. Plus, why personality tests, casual hangs, and a simple phone call can outperform strategy offsites. In this episode, you'll learn:Why marketers should rethink their funnel language to reflect real sales impactHow to lead with empathy when functional teams aren't getting along What happens when marketing and sales review pipeline togetherHow to create team alignment without reporting lines or reorgsJump into the conversation: (00:00) Introducing Lia Davidson and sales-marketing alignment (02:47) The human side of misalignment and why process alone doesn't fix it (04:38) How Lia's early sales experience shaped her approach as a CMO (06:44) A people problem disguised as a pipeline problem (08:15) The offsite that solved misalignment without touching strategy (10:19) Why marketing can't claim green if sales is red (12:52) How Lia celebrates marketing wins while staying tied to revenue (14:32) Building one team without a shared reporting structure (18:59) Why “one funnel mentality” is more than just a slogan

Staying nimble, operationally efficient, and making the best quality beer is key in our current industry.In this webinar, you'll learn how to calculate your true COGS by factoring in WIP losses and final loss, track costs vs. profitability per batch, analyze year-over-year trends for sales, understand tank utilization, and fine-tune your efficiency to keep more money in your pocket.Discover how real-time data tracking, forecasting, and COGS analysis can help your brewery reach higher profitability without sacrificing the quality of your beer.Join Pulkit K. Agrawal, Founder and CEO of Beer30 by The 5th Ingredient, for a look at the brewery KPIs that most brewers miss, resulting in a hit to your bottom line. Staying nimble, operationally efficient, and making the best quality beer is key in our current industry.Learn how to calculate your true COGS by factoring in WIP losses and final loss, track costs vs. profitability per batch, analyze year-over-year trends for sales, understand tank utilization, and fine-tune your efficiency to keep more money in your pocket.In this talk, PK will break down how real-time data tracking, forecasting, and COGS analysis can help your brewery reach higher profitability without sacrificing the quality of your beer.Stay up to date with CBP: http://update.craftbeerprofessionals.org

I think this was the move of the week. Housing Minister Chris Bishop dropped the bombshell on local body operators that the Government has decided to give him the power to intervene around housing in local body decision making. Mind you, we could argue scrapping the calamitous Census was a good move, and indeed I'm a massive fan of reporting inflation data on a monthly basis, which sort of makes us look like a first world country. These are all good decisions. But as regards councils and housing, in the broader interests of this small country finally getting its fiscal act together, this move cannot come soon enough. The simple truth is we are over councilled. We have ludicrous numbers of local do-gooders in a vast array of fiefdoms making decisions that may, or may not, make any sense locally, far less incorporating themselves into the bigger national picture. Part of the problem is too often councils have not been up to much. Too many councils are littered with acrimony and in-fighting, progress is stalled, or watered down, or major work is ignored in favour of more headline grabbing material that makes the local representatives look good. Not all of course, but too many. From Tauranga, to Wellington, to Christchurch, to Invercargill; the infighting and dysfunction has become legendary. What you can say about central Government that you can't say about local Government is most of us took part in the democratic process and as a result this Government, rightly or wrongly, has a mandate to get on and do stuff. Mainly, stuff that got cocked up by the previous Government. If there has been a constant theme of this current Government, even from its broad-based supporters, it is that they haven't done as much as they might have. They have plans and ideas and announcements and KPIs. What they don't have is a vast array of results. They don't have tangible things that have been changed leading to us quite clearly being better off. With the Bishop announcement it would appear that message and the lack of traction is finally hitting home, and they have sat around the Cabinet table and worked out they have about a year left to put some major runs on the board so that election time is about delivery and not more promises. The country basically is too small for this many councils and committees. A lot of decisions have major national economic implications and as such, central Government has, or should have, a say. They will hate it of course. They will gnash and wail and moan about local democracy. But guess what? Big picture economic success is more important. The big picture, generally, is more important. The national story is more important. Christchurch learned this last week over their intensification scrap, which lasted years and cost them millions, that this Government is serious and on a central vs local head-to-head, only one side is coming out on top. See omnystudio.com/listener for privacy information.

In this brutally honest episode, Matej interviews Zino Rost Van Tonningen, CEO of Tyr Ads, live from MAU (with zero construction noise this time). The focus is on running rewarded UA without getting burned by fraud, bad partners, or weak setups. Zino shares knowledge from his journey through agency work, the wild world of offer walls, and leading Tyr Ads from rewards app to global SDK powerhouse.What's inside:The Fraud Playbook: How faked events, cheat engines, and emulator hackers can drain $20,000 from your budget in minutes if your setup is not rock solid.How to Bulletproof Your Attribution: Why server-to-server (S2S) events, signature V5 for Adjust, and secure MMP integrations are non-negotiable. If you are not set up right, your numbers are toast.Reward Structures 101: Single reward, multi-reward, playtime offers, and daily re-engagement, the real impact on UA and long-term player progression.Choosing the Right Platform: How to interrogate your reward partner, avoid lazy multi-reward copycats, and demand daily re-engagement, data-driven nudges, and flexible KPIs.Scaling and Surviving: Why will most offerwall partners disappear in the next year unless they build better engagement and retention features? If your partner cannot adapt, you are the next victim.iOS is Heating Up: Why Apple's rules are loosening, the offerwall boom is just starting, and iOS users behave differently from Android.Key Takeaway:Rewarded UA is at a turning point: trust your numbers, interrogate your partners, demand retention and scale, or get left behind in the coming wave of consolidation.Get our MERCH NOW: 25gamers.com/shop---------------------------------------This is no BS gaming podcast 2.5 gamers session. Sharing actionable insights, dropping knowledge from our day-to-day User Acquisition, Game Design, and Ad monetization jobs. We are definitely not discussing the latest industry news, but having so much fun! Let's not forget this is a 4 a.m. conference discussion vibe, so let's not take it too seriously.Panelists: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Matej Lancaric⁠Special guest: Zino Rost Van Tonningenhttps://www.linkedin.com/in/rovato/https://tyrads.com/Podcast: Join our slack channel here: https://join.slack.com/t/two-and-half-gamers/shared_invite/zt-2um8eguhf-c~H9idcxM271mnPzdWbipgChapters---------------------------------------Matej LancaricUser Acquisition & Creatives Consultant⁠https://lancaric.me---------------------------------------Please share the podcast with your industry friends, dogs & cats. Especially cats! They love it!Hit the Subscribe button on YouTube, Spotify, and Apple!Please share feedback and comments - matej@lancaric.me---------------------------------------If you are interested in getting UA tips every week on Monday, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠lancaric.substack.com⁠⁠⁠⁠⁠⁠ & sign up for the Brutally Honest newsletter by Matej LancaricDo you have UA questions nobody can answer? Ask ⁠⁠⁠⁠⁠⁠⁠⁠Matej AI⁠⁠⁠⁠⁠⁠ - the First UA AI in the gaming industry! https://lancaric.me/matej-ai

Steven and Susan Moss are the owners of Wilson Tire Pros and Automotive, a three-location tire and automotive repair business in Burlington, North Carolina. Steven, who took over the business from his father in 2009, brings a hands-on background in automotive repair and business operations. Susan, after managing military contracts in her family's hosiery business, joined Steven full-time, catalyzing the company's growth and operational evolution. Together, they've become prominent leaders in the Tire Pros network, with Susan now serving as the first female Chair of the National Dealer Council. In this episode… Family-run businesses are the heartbeat of many industries, including automotive service and repair. Growing from one location to three while balancing family, legacy, and leadership challenges requires grit, planning, and deep support systems. What lessons can other shop owners learn from a husband-and-wife team who grew their business through heart and hustle? According to Susan and Steven Moss, who own and operate Wilson Tire Pros and Automotive, success comes from building community, embracing mentorship, and working through the numbers. From joining Tire Pros to implementing lessons from a 20 Group, they transformed their family business by leaning into smart processes and strategic relationships. Their journey offers a blueprint for growth-minded entrepreneurs. On this episode of Gain Traction, host Mike Edge welcomes Steven and Susan for a conversation about growing a multi-location tire business, the transition from technician to leader, and the power of industry networking. They share the sacrifices behind their success, how joining Tire Pros and a 20 Group transformed their business, and why trusting your team is essential for growth. Here's a glimpse of what you'll learn:  [01:39] The origin of Wilson Tire Pros  [04:11] Why Susan Moss' full-time involvement helped accelerate business expansion [08:18] How joining Tire Pros supported early growth through marketing and discounts [09:44] The impact of working with a dedicated Tire Pros marketing manager [13:38] Steven Moss' unorthodox but successful journey to ASE certification [20:45] The personal sacrifices and teamwork that fueled early growth [26:48] Why growing from one to two locations is the hardest jump Resources mentioned in this episode: Steven Moss on LinkedIn Susan Moss on LinkedIn  Wilson Tire Pros and Automotive  Tire Pros 20 Groups Mike Edge on LinkedIn Tread Partners Quotable Moments:  "It's not rocket science — just treat people the way you want to be treated." "Every car should be treated like it belongs to Grandma Moss: everything it needs, nothing it doesn't." "Our biggest asset is knowing every job in the shop — our worst asset is also knowing every job in the shop." "The jump from one to two locations is the scariest, but it's also the most important step." "We couldn't have grown this business without each other's full support, both at home and at work." Action Steps:  Leverage your network for support: Cultivate relationships in the industry for guidance and encouragement. Transition out of technician mode: Focus on leadership and growth by training and trusting your team to take on responsibilities. Use business metrics to guide decisions: Learn your KPIs, understand your numbers, and manage your shop with data, not guesswork. Join a business peer group: Consider a 20 Group or similar cohort to share best practices and gain accountability from like-minded shop owners. Balance family and business intentionally: Create routines and backup systems at home and at work to support long-term sustainability. Sponsor for this episode... This episode is brought to you by Tread Partners.  At Tread Partners, we provide digital marketing for multi-location tire dealers and auto repair shops.  By using our strategy, branding, and marketing services, we help shops sell more tires and put more cars in bays. We've helped companies like Action Gator Tire, Colony Tire and Service, and Ulmer's Auto Care Center bring extreme growth in paid leads, ROI, and searches.  So, what are you waiting for? Visit www.treadpartners.com or email info@treadpartners.com to learn more.

Kiera gives tips to get your practice to become one where team members have accountability and ownership. Set clear expectations and empower decision-making. Create measurable goals. Celebrate those who achieve. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent (00:00.834) Hello, Dental A Team Listeners, this is Kiera, and I hope you are just having an amazing day. I hope that things are going so well for you. I hope that things are just really, really, really incredible for you. I am so excited to be podcasting with you. I just truly, truly love and adore all of you. And I just think that the world of dentistry is such a great place for us to be a part of. And so today I just wanted to dive in. I wanted to give you guys some tips. I wanted to have some fun with you today.   And a topic that comes up often is how do we honestly help our team have ownership and accountability? It's something I hear a lot on sales calls. It's things that I hear from clients of, Kiera, like I just want my team to want to own this company. I want them to be accountable. I want them to feel like they own part of this. And so I wanted to just dig into this because the reality is there are a lot of ways to do this. And I just want to ask you, what would it be like if every team member in your practice actually took ownership? Like, what would it look like?   So today let's talk about how to make this happen. The reality is when we have accountability, there is better basic care. There's higher efficiency. There's like we get stronger team engagement. We're able to have better profitability in the business. We're able to have a happier, more cohesive team. All these things are super, super powerful for you. And the reality is that these are gonna be some effective strategies to help you create that culture of ownership in your practice. So.   You guys know us, we are the Dental A team. We love what we do. We love being here with you. We love serving you. We love giving you tips and tricks to make your practice even better and easier. So that's what we're about. That's what we're here for. And we are so excited to have you here. The reality is we have coached hundreds of practices, thousands of team members and helped them figure out exactly how to give this ownership feel, how to give accountability feels, how to be able to do these things within your practice. And I'm happy to share those things with you.   We do work in person and virtually with practices. We work across the nation and we do it in a fun and effective way. We're truly the experts in consulting and it's something that I just love and obsess of working with clients. Today, I just want to do this quick short actionable episode with you guys so that way you guys could go implement them. I like it to be tactical, practical, having a good time. What do you say? I'm here for it. I hope you're here for it. So step one to get this ownership and accountability is   Kiera Dent (02:16.386) Number one, you wanna have clear expectations and empower decision making. So something that we did just recently was we changed up job descriptions and we were able to make it to where people knew exactly what their decision making power was. And I thought that that was something so just weird. I was like, do people really need to have this? And what I realized is they do, they need to know, they need to know what is it? Like, what can I make decisions on? And Britt and I talked a little bit about these six principles.   of how to make decisions of like, number one is look into it, report it and I'll decide what to do. Number two is look into it, report alternatives with pros and cons and your recommendation. Number three is look into it, let me know what you intend to do, but don't do it unless I say yes. Number four is look into it, let me know what you intend to do and do it unless I say no. And five is take action, let me know what you did. Six is take action, no further contact required. And what's interesting is when you start to give team members   kind of even these levels, which one do you want them to do? How can they make it? What are the areas that they have control over to make decisions and really empowering your team? That way it doesn't fall all back onto to leaders. This really can help them start to feel a sense of ownership because now they know, they know their department, they know the areas that they can actually influence and impact because otherwise it just becomes blaming, it becomes waiting, it becomes like, hey, we don't really know. And so what you've got to do is you've really got to make sure that there's clear defined roles.   I notice the front office is often what I call sloppy soup. We don't know who's doing what, everybody's doing everything and no one is actually accountable. Nobody actually can do things. They have no idea what they're doing. And so let's get out of that. Let's figure out what are the clear roles, what are the responsibilities, and what is the KPI or key performance indicator? What is the number that that role is going to actually impact and have an effect over? That's really what we wanna look into. We wanna dive into that. That's gonna help them out.   Then within that, we help them also know what is your decision making authority and also who do you report to within that. What this now does is we've just set the rules of the game. Your team now knows who do I talk to? What can I make decisions over? What my number is? What my job is? There's a lot less confusion. And I know this sounds like so cliche and like, but Kara, that's really it. A lot of times the ownership just comes from a lack of clarity. It comes from a lack of, don't even know what I need to do. This is where we're going to be able to get.   Kiera Dent (04:36.27) people super empowered, super on top of it, super on their A game and helping them to really be able to make decisions. A lot of times people don't have ownership, not because they don't care, because they don't want to, but because they honest to goodness just don't know, like they feel they can't take the ownership, they feel they can't make the decisions. So I have really loved those six areas of how can I get feedback? So when Brit has a project or we're working on something new, so let's say we're rolling out a new project or we're hiring a new team member.   I try hard to tell Britt like, okay, this is a number four. So look into it, let me know what you intend to do and do it unless I say no. And when you're working with new team members and new leaders, sometimes they are gonna be at this like look into it, report and I'll figure out what to do. But that doesn't give a lot of ownership. That gives a lot of dictation and dictatorship rather than ownership. And so if you really, really want to have your practice flourish, help them know what the clear expectations are, what their role is, and then what their decision-making authority is.   There's a practice that I watched do this really, really, really successfully. Well, and what's interesting is the owner doctor picks, like they are, they're growing, they have multiple practices, multiple locations. And the owner doctor picks and says like, this is where we're going to actually have the practice be after that, the team members get to make all the rest of the decisions and it's leadership and then the office managers. And I think what's really incredible about that of the rules of the game have been laid out and then they're allowed to make those decisions. How much ownership do think this practice has? It's insane.   and they fall through and they're accountable because they feel that they actually can contribute. They feel like they can own this. And I think that's one of the biggest pieces to helping your teams have that. So that's number one. So call to action on that is like, your key responsibilities, figure out the KPIs, get clear job descriptions, and then help them know what the decision-making power is. How can they do this? And even start using those six steps. They really, really, really do help. It's been incredible to watch it work out. Step two is going to be making sure that they have measurable goals and accountability system.   What we're gonna do is we've got job descriptions, it's defined, they know what their number is, but now like what are the goals? What are we even reaching for? And then how do we follow up on this? So Tiff and I were talking about this with a client and it's interesting because when you actually have strong accountability with your practice, team members flourish. But if we don't have accountability, we don't follow up if something's off track. We don't look into it and ask them like, hey, I noticed this, what is your plan to get this back on track? This is going to really struggle because A, our numbers are going to go down.   Kiera Dent (07:02.678) And B, our accountability is really lacking. And it's wild because when you start to track your KPIs and we track them consistently, and then when they're off track, we figure out why and we get them back on track. Like it's this whole tracking progress and having follow through to make sure things are actually moving forward. Otherwise we just sit there. Otherwise team members are just like, well, we track numbers for the sake of tracking numbers, but what does it really matter? Or we don't even track numbers. You're looking for trends and we want to teach our team to look at these numbers, their KPIs, the numbers that they have.   We want to teach them to use these numbers to be able to be levers. and I talk about this often of how numbers are levers in a business. And once you know what your numbers are, you can actually then know, I raise our production? Do we need to increase our diagnosis? Do we need to increase our case acceptance? Do we need to decrease our costs? Do we need to make more outbound calls? Like what really needs to happen? And we utilize all those numbers to figure out exactly what we're doing with it. So it really becomes something of like,   tracking on a scorecard and all of our practices track it. We have team members tracking this. And then we teach leaders how to follow through with accountability. And accountability is really just being consistent in a lot of ways and empowering them like, hey, this number's off track. What's your game plan? What's your plan for it? And this way we can constantly review it. So we recommend tracking your numbers weekly and then reviewing them in depth monthly is what we do with a lot of our offices to make sure that our numbers are moving forward, that things are tracking in a really good way. This is what it's going to be. And what's crazy is   People who start using KPI trackers, people who start tracking their numbers with their team is going to be an area where they actually like truly they start hitting numbers that they've never hit and they're like, wow, just as tracking numbers, instantly we started to become more profitable. Instantly we start to have more production on the schedule. Why? Because we're focused on it. And what you focus on is what you're going to achieve. So if we're focusing on these numbers, you better believe they're going to start to increase. We then start to change systems and implement other pieces based on what the numbers are telling us.   Otherwise, we're not gonna change things. So this is where it's super powerful and super fun because now you've got numbers. You've got all these different pieces that are going to impact it and influence it that are really truly going to help you and your team thrive. So really building up a simple tracking system to track those KPIs weekly and monthly is going to exponentially help you. And then number three, when I think about ownership, like...   Kiera Dent (09:23.022) I don't know how to say this in a polite way, so I'll just say it. I also think for owners realizing that your team, you are still the owner and team members might not take as much ownership and that's not to say there's anything wrong. So I think also being like realistic with what's going on with it, but then also really truly highlighting those who take ownership. So within our company, we have our team read extreme ownership. We have pens, I'm not even joking. I have it right here, I saw it.   Literally, extreme ownership. have pens, there we go, sorry, extreme ownership. And we share it with our team and we remind them that we want them to have extreme ownership. I want them to take ownership of their position. I want our leaders to take ownership of their departments within the realms. Remember, we put the bumper lanes there of what are the realms and what can they do? And then I want them to truly take ownership of their practice. I want to constantly highlight team members that are taking ownership.   So we put that in our Friday five shout outs. put that in our core value shout outs. I put that in highlights in the team chat of celebrating and encouraging when people are taking ownership. And then if someone's not having that honest conversation with them of, this is what I'm expecting. What's going on? What are the hurdles? What are the stumbling blocks and how can we overcome those together? That way we can truly own our business. And I think when I realized like bottom line is a lot of team members may never care about the business as much as I do. And that's okay.   I really hope you heard that. That's okay. But there will also be a lot of team members who do care about the business like you do. They care about it maybe even more than you do and that's really beautiful. And so hold on to those ones who are truly incredible and they own all their positions and then also be okay when people aren't necessarily that way. They don't necessarily care about it as much as you do. That's also okay. But we wanna create a culture of ownership. We wanna create a culture of accountability and follow through. We wanna create a culture.   where we're following through on numbers and KPIs. And that's something that we're super, super, super paramount about doing. This is going to help you really have it. And it's wild, because when I watch offices highlight people and shout people out and I watch it within our team and I watch it within other teams, people start to follow through on that. We had an ownership award all last year and it was really fun to see who was winning ownership and who was the person who was taking this on and who was getting those MVP awards. And what's wild is you will see an increase for Rao.   Kiera Dent (11:46.446) you'll see an increase in culture and you'll see an increase in ownership being taken in your practice. So whatever you need to do to create a culture and recognition of that, I would recommend highly implementing that. So this was a quick down and dirty episode with you of these quick actionable items for you of number one, creating clear expectations and job descriptions, making sure that we really are super crystal clear and empower that decision-making ability. Then after that, we wanna make sure we've got tracking our KPIs with accountability and follow through.   So we don't just track for tracking, we track with actual follow through updates, making sure we're getting the results that we're looking for. And lastly, finding a way for us to celebrate those who are taking great ownership within our practice and our company, really truly empowering them, giving them the praise, giving them the recognition and teaching our team that this is the culture that we want. Giving them, like I said, the reading opportunities, different opportunities, letting them know this is the culture that we want to have.   We want extreme ownership. We want to have our team taking ownership. I want you to feel like this is your practice because it is. So if this is your practice, what do you want to do? How do we want to behave? What are the core values we want to be living by and really empowering your leadership team to influence and push that forward for you. The reality is this is going to be a way to help you increase ownership and accountability within your practice. And it seems so simple, but just because it's simple and easy does not mean that it's easy to execute on.   These things take office as time, it takes change, takes change to shift a culture, it takes change to implement ownership and accountability. And so really taking that on and committing to that, you are going to be so much happier in your practice. So with that, I honestly believe that if you want to build this high performing team with true accountability, ownership, really getting them to take it on, DM us, we're here to help you. This is what we do day in and day out. I would love to help you send us a message on Instagram.   or check out our website. We have a lot of leadership tips within our newsletter, so be sure to join our newsletter. Tons of free resources for you. And if you're like, hey, I wanna go to the next level, I want you to help our team, I want you to be able to do this, reach out. This is where we're able to help you get ownership and accountability within your practice. We have these conversations with your office manager, so you don't have to. We have these conversations with team members, so you don't have to. And it becomes something where we really can grow these teams to have high accountability, high ownership.   Kiera Dent (14:01.9) and being able to have that culture within your practice. So reach out. This is truly what the Dental A team does. This is what we're about. This is what we love to do. We are truly the best in the business at doing this. And I know that if you implement these things, you are going to see a very different practice. You're gonna see so many great things happen that you will be shocked and so happy. And with that guys, always, always, always, always make sure that the culture that you want is the culture that you're creating. You as leaders are the ones who are creating the culture. So make sure it's the culture that you want.   And as always, thanks for listening. I'll catch you next time on the Dental A Team podcast.  

What if sales could be transformed from a high-pressure, toxic grind into an uplifting, collaborative, and deeply rewarding experience? In this insightful episode of Leaders of Transformation, host Nicole Jansen welcomes Max Cates—award-winning author, nationally recognized sales leader, and founder of Servant Leaders in Sales—for a powerful conversation on revolutionizing the world of sales through the principles and practices of servant leadership. Drawing from 37 years of proven sales management success, Max reveals how empathy, sacrifice, teamwork, and accountability can supercharge your sales teams and turn conventional wisdom on its head. Dive deep into practical strategies for fostering lateral accountability, building a culture of constructive competition, and leading sales conversations with authenticity and lasting value. Discover how the Four Steps to Supercharged Sales Teams can change not only how you approach sales, but how you lead in every area of your life. Tune in for actionable wisdom—whether you're a seasoned sales manager, a business owner, or someone eager to transform their relationships and results through service-based leadership. What We Discuss in This Episode What propelled you to combine servant leadership with sales management—and what did you discover along the way? How can sales leaders remove toxicity and build a joyful, team-oriented environment? What are the three core words that define servant leadership in sales? Why is lateral accountability a game-changer, and how do you actually implement it? How do you reward teamwork without sacrificing individual motivation and fairness? What does it look like to apply servant leadership in a real sales conversation with a prospect? How do you reconcile metrics/scoreboards with long-term vision and purpose? Why do humility, empathy, and sacrifice give your team and sales process a decisive edge? What mindset shift can move your organization toward win-win, “worthy competitor” thinking? How do you integrate spiritual principles with everyday business leadership? Podcast Highlights 0:00 – Introduction: Transforming Sales Through Servant Leadership 2:07 – Max's Journey: From Toxicity to Teamwork in Sales 6:25 – The Heart of Servant Leadership: “Help Others Succeed” 9:40 – Ego vs. Service: The Power of Sacrifice in Leadership 11:52 – Redefining Success: Vision, Purpose, and Metrics Addiction 14:56 – Constructive Competition: Teamwork vs. Lone Wolves 20:10 – Lateral Accountability: A New Standard for Sales Teams 28:45 – Rewarding Teamwork: Assessment, Pay, and Culture Shifts 33:02 – The Servant Leader's Sales Conversation: The PERC Model 46:00 – Humility, Authenticity, and Service as the True Sales Superpowers 49:50 – Final Thoughts, Closing Prayer, and Action Steps Join us for this transformative conversation with Max Cates and discover how servant leadership can elevate your sales—and your life—to their highest potential. Favorite Quotes “There are three words that describe servant leadership in sales: help others succeed.” “The scoreboard is not your goal. The metrics system is a tool. Your goal is your vision.” “Love and seek the best for others. That's servant leadership—at work and everywhere else.” Episode Show Notes: https://leadersoftransformation.com/podcast/business/537-cultivating-servant-leadership-in-sales-with-max-cates/ Check out our complete library of episodes and other leadership resources here: https://leadersoftransformation.com ________

Today, we're joined by incredible women in transportation, Lacey Olson and Amanda Haire - the co-founders of Transport Express! Despite coming from different industries, Lacey and Amanda share how they got into the freight business and continue to thrive, their challenges due to changing market conditions, and their focus on promoting a work-life balance, creating standard operating procedures, training manuals, and KPIs to enhance operational scalability!   About Lacey Olson and Amanda Haire Lacey Olson is the Co-owner of Transport Express, a Minnesota-based freight brokerage she acquired with her business partner, Amanda Haire, in 2021. She began her career in investment banking before taking a hiatus to raise her three boys. Today, she holds an MBA and co-owns a concrete and masonry company with her husband. Her experience spans finance, logistics, construction, and real estate investing—all rooted in a drive to build strong, values-aligned businesses. Lacey believes momentum comes from doing the little things well and brings a steady, thoughtful approach to entrepreneurship. Amanda Haire grew up around entrepreneurship — watching her dad run a third-generation lumber yard sparked her own desire to build something lasting. Before entering the transportation industry, she spent over a decade as a paramedic, a role that taught her to lead with calm and purpose under pressure. She also invested in and co-owned businesses in the residential construction space. Today, she's proud to help modernize a legacy business and to inspire more women to pursue entrepreneurship.   Connect with Lacey and Amanda Website: https://www.transportexpress.com/  LinkedIn: https://www.linkedin.com/in/laceyroxannolson/ / https://www.linkedin.com/in/amanda-haire-980424232/  

What's your firm really worth—and how do you unlock that value? In this episode, David DeCelle sits down with Scott Leak, CFP® and CEPA, Senior Consultant at FP Transitions, one of the most trusted firms in the advisory M&A and valuation space. With over 17,000 valuations under their belt and 100+ M&A deals last year alone, FP Transitions has a unique vantage point on what makes firms valuable—and what holds them back. Scott shares his journey from a 22-year run at TD Ameritrade to helping advisors navigate valuations, succession planning, and equity strategies at FP Transitions. Whether you're thinking about selling, merging, or simply growing smarter, this episode is packed with guidance you won't hear at your typical industry event.    

From GTM Live:This week on GTM Live, Carolyn sits down with Megan Bowen, CEO of Refine Labs, to unpack why so many B2B companies are pouring budget into paid media, and still missing revenue targets.They break down what's really going wrong: not too much paid media, but too much spend on a strategy that doesn't convert. Pipeline is down. Revenue is down. And yet, the response is often to spend more, not better.You'll hear why performance marketing often fails to deliver real outcomes, how misaligned KPIs drive bad decisions, and what separates newer, agile companies from legacy players still running outdated GTM playbooks.Megan shares insights from working with dozens of growth-stage companies and how leadership mindset, speed of iteration, and willingness to challenge old assumptions can make or break your demand strategy.If you've been trying to defend paid spend, or wondering why results are flat despite doing “all the right things”, this episode is for you.Key topics in this episode:Why paid media often fails to convert to pipeline or revenueThe difference between new-school and old-school GTM teamsWhy optimizing for MQLs leads to the wrong outcomesHow to rethink measurement for real demand captureWhat high-performing growth teams do differentlyThis episode is powered by ⁠⁠Passetto⁠⁠. We help high-growth and equity-backed companies turn GTM data into better decisions, faster. We unify your GTM and financial data, identify your growth levers, and help you scale. Part SaaS, part advisory. Visit ⁠⁠⁠passetto.com⁠⁠.

Benedikt Ilg, Co-Founder und CEO von Flip, spricht über den beeindruckenden Aufbau seines Unternehmens, das sich auf die Digitalisierung und Kommunikation von Deskless Workers spezialisiert hat. Mit Flip ermöglicht er Unternehmen, ihre Mitarbeiter effizienter zu erreichen und einzubinden – von der Produktionslinie bis zum Einzelhandel. Benedikt gibt Einblicke in die Herausforderungen des Wachstums, den Aufbau eines wiederholbaren Funnels, und erklärt, wie Flip inzwischen weltweite Konzerne mit seiner Plattform unterstützt. Er spricht über die Evolution von Flip, von den ersten Kunden bis hin zum aktuellen Fokus auf Skalierung und Internationalisierung. Außerdem teilt er seine Learnings zu Leadership, Teamaufbau und der Bedeutung von langfristiger Vision und Durchhaltevermögen. Was du lernst: Die Anfänge von Flip: Wie Flip als Lösung für die Kommunikation von Deskless Workern entstand und warum diese Zielgruppe so lange von der Digitalisierung übersehen wurde Die Learnings aus den ersten Pilotprojekten und wie Flip sich zum führenden Anbieter in diesem Segment entwickelt hat Internationalisierung und Skalierung: Warum Flip aktuell über 50 % des Umsatzes international erzielt und welche Herausforderungen der Eintritt in neue Märkte mit sich bringt Wie Flip Partnernetzwerke nutzt, um die Expansion zu beschleunigen Leadership und Unternehmenskultur: Warum Benedikt auf hohe Intensität und klare Visionen setzt, um das Team zu motivieren und zu führen Die Bedeutung von Commitment, Veränderungsbereitschaft und einer starken Kultur im Teamaufbau Produktentwicklung und Customer Success: Wie Flip von Anfang an auf eine einfache, intuitive Nutzererfahrung gesetzt hat, um auch technisch weniger affine Mitarbeiter zu erreichen Warum Flip weiterhin eng mit Kunden zusammenarbeitet, um das Produkt kontinuierlich zu verbessern Fundraising und Wachstum: Wie Flip über 60 Millionen Euro Funding eingesammelt hat und wie Benedikt Investoren auswählt, die aktiv unterstützen und Mehrwert schaffen Die Bedeutung von klaren KPIs und Profitabilität in der aktuellen Marktphase ALLES ZU UNICORN BAKERY: https://zez.am/unicornbakery  Mehr zu Benedikt: LinkedIn: https://www.linkedin.com/in/benedikt-ilg/  Website: https://www.getflip.com/de/  Join our Founder Tactics Newsletter: 2x die Woche bekommst du die Taktiken der besten Gründer der Welt direkt ins Postfach: https://www.tactics.unicornbakery.de/  Kapitel: (00:00:00) In welcher Phase befindet sich Flip? (00:03:57) Was ist Benedikts Warum? (00:07:00) Way to momentum: Der Werdegang von Flip (00:10:07) Spezialisierung und Pilotkunden: Wie fängt man an? (00:17:58) Gemeinsame Ausarbeitung mit Pilotkunden (00:21:52) Luxusproblem Großkunde: Kommunikation & Vorgehen bei eigentlich zu großen Aufträgen (00:26:49) Verrückteste Erfahrungen im Fundraising (00:31:07) Erfahrung vs. Motivation: Wann braucht es was? (00:34:41) Wie sucht Benedikt geeignete Personen aus? (00:37:04) Benedikts Entwicklung als Führungsperson (00:39:47) Chief of Staff vs. Executive Assistant (00:47:15) Fundraising, Burnmanagement & Profitabilität bei Flip (00:51:10) Benedikts Learnings zu Enterprise Sales (00:53:35) Zukunftsaussichten für Flip

Today we're joined by Dylan Ander, founder of heatmap.com, to talk attribution, LTV, CAC, creative testing, and what actually moves the needle in media buying performance.We unpack why conversion rate alone isn't the best indicator of success and what to look at instead, from holdout testing and CAC payback windows to 60-day LTV. Dylan shares his approach to attribution when platform data (especially from Meta) falls short, and how to build creative testing frameworks that truly help scale spend.We also dive into the nuances of media buying across channels, how to interpret noisy performance data, and the signals that actually matter. Dylan breaks down how to use on-site surveys to gather clearer attribution insights - what to ask, how to ask it, and how to use the data. Plus, we get into pricing strategy: why many brands hesitate to raise prices, and how pricing impacts both conversion and LTV.Finally, Dylan walks through an audit of Cody's website using heatmap and revenue data, offering tactical, high-leverage feedback on what's working, what's not, and what to test next.If you have a question for the MOperators Hotline, click the link to be in with a chance of it being discussed on the show: https://forms.gle/1W7nKoNK5Zakm1Xv600:00 Meta Summit Takeaways02:47 AI in Marketing Strategies06:08 Introduction to Dylan Ender09:04 Core Web Analytics Insights11:55 Customer Feedback and CRO15:13 The Importance of AOV and Conversion Rate17:58 Revenue Per Session vs. Conversion Rate20:50 Price Testing Strategies39:41 Revenue Testing and Feedback42:08 The Importance of Price Testing43:36 Challenges in SaaS Pricing44:57 Understanding Heat Maps and Analytics52:58 Live Testing vs. Split Testing56:20 The Role of Customer Feedback in Marketing01:01:12 Understanding Funnel Metrics01:08:53 Optimizing Navigation for Better User ExperienceEpisodes discussed in the show:Episode 1 - A Deep Dive into Attribution and Measurement Episode 27 - How We Set Goals, Attribution Limitations and KPIs for Growth? Powered by:Motion.⁠⁠⁠https://motionapp.com/pricing?utm_source=marketing-operators-podcast&utm_medium=paidsponsor&utm_campaign=march-2024-ad-reads⁠⁠⁠https://motionapp.com/creative-trendsPrescient AI.⁠⁠⁠https://www.prescientai.com/operatorsRichpanel.⁠⁠⁠https://www.richpanel.com/?utm_source=MO&utm_medium=podcast&utm_campaign=ytdescAftersell.https://www.aftersell.com/operatorsRivo.https://www.rivo.io/operatorsSubscribe to the 9 Operators Podcast here:https://www.youtube.com/@Operators9Subscribe to the Finance Operators Podcast here: https://www.youtube.com/@FinanceOperatorsFOPSSign up to the 9 Operators newsletter here: https://9operators.com/

This week on GTM Live, Carolyn unpacks one of the most deeply ingrained—but damaging—habits in B2B go-to-market: measuring success based on which department sourced the deal.While many marketing leaders know this approach doesn't reflect reality, changing it is hard, especially in legacy orgs with outdated attribution models, internal inertia, and leadership that still demands simple answers to complex questions.In this solo episode, Carolyn breaks down the real problem: measuring performance by team creates siloed decision-making, warped incentives, and misses what actually moves buyers through the funnel.You'll hear why the future of GTM performance measurement is about mapping buyer behavior across an interconnected journey, not slicing credit by department. And she shares the exact 5-part framework Passetto uses to help teams ditch "department-sourced" for something far more accurate and impactful.If you've ever struggled to prove Marketing's full impact, or if your exec team is still obsessed with MQLs and last-touch attribution, this episode will hit home.Key topics in this episode:Why “department source” attribution is outdated and misleadingThe real structure of a modern buyer journeyHow this model leads to misaligned KPIs and credit battlesWhy most GTM teams lack the data architecture to measure what mattersA new framework to measure engagement, prospecting, and sales as one integrated systemThis episode is powered by ⁠⁠Passetto⁠⁠. We help high-growth and equity-backed B2B SaaS companies turn GTM data into better decisions, faster. We unify your GTM and financial data, identify your growth levers, and help you scale. Part SaaS, part advisory. Visit ⁠⁠passetto.com⁠.

Coming off the heels of our most recent Visionary CEO Mastermind retreat, I wanted to bring you behind the scenes of a powerful theme that came up again and again: belief—and the role it plays in building a business that actually lasts.In this episode, I'm unpacking what it really means to lead from belief, how it fuels growth in both visible and invisible ways, and why it might be the most underutilized (and underestimated) asset in your business strategy.I'm also sharing a personal story about hitting a massive business milestone that, on paper, seemed impossible—but belief made it inevitable. You'll learn how to create your own North Star Belief Statement, what it looks like to align your team and operations around it, and how to track unique KPIs that reflect belief-driven success.Whether you're feeling stuck in the grind or are looking to lead with deeper intention, this episode will help you scale with conviction, clarity, and legacy in mind.Here's what we cover:

Today on the podcast, we welcome back listener favorite Andrew Filar! Andrew is a Managing Partner and CEO at Marilyn Todd Insurance in Atlanta, GA. He has successfully grown his agency from $0 to $30 million in premiums in under 5 years and now helps other insurance professionals achieve similar growth.In this episode, Bradley and Andrew discuss three major themes for insurance agency growth: audience building in the AI era, evolving marketing strategies, and solving industry staffing challenges. Andrew provides both high-level strategic insights and actionable tactics for immediate implementation.Andrew emphasized the complexity of modern attribution: customers might see a referral, then a Facebook ad, then Google search before calling - making it difficult to track the true source of leads. He also references how his agency has implemented mandatory referral requests on every customer interaction, recognizing that referrals often don't get attributed correctly even when they drive significant business.Actionable TakeawaysImplement Full-Funnel Marketing: Don't rely on single tactics - integrate calling, email, retargeting, and direct mail.Focus on Local Audience Building: Invest in building authentic local presence and relationships.Measure What Matters: Track both individual tactic performance and overall cost-per-acquisition.Systematic Referral Requests: Make asking for referrals a standard part of every customer interaction.Invest in Training: Focus on developing talent rather than just trying to hire experienced professionals.Save your seat at The Quarterly on June 24th!Ready to build your business by design? The Quarterly is a free, live Zoom workshop happening June 24th at 10 AM CST that's designed to give you the clarity and structure you need to move your business forward—without the usual overwhelm. Register For The Quarterly: Q1 ➡️ Q2In just one 2-hour session, you'll wrap up Q2 with confidence, get your Q3 targets 50-75% DONE, and build serious momentum for the rest of the year. You'll also receive a comprehensive workbook packed with quarterly planning templates, time management tools, and an after-action review to keep you on track. Register For The Quarterly: Q1 ➡️ Q2This isn't just another webinar—it's real, focused planning time using the BlueprintOS 5-step process that helps business owners like you create results. No fluff, no wasted time—just a game plan that works. Register For The Quarterly: Q1 ➡️ Q2 at https://quarterly.blueprintos.com.Don't let another quarter slip by without intentional planning. Save your spot today at quarterly.blueprintos.com and take the next step toward becoming the architect of your business rather than just staying stuck as the rainmaker.It's not too late to make the most of 2025.Thanks to our sponsors...BlueprintOS equips business owners to design and install an operating system that runs like clockwork. Through BlueprintOS, you will grow and develop your leadership, clarify your culture and business game plan, align your operations with your KPIs, develop a team of A-Players, and execute your playbooks. Register to join us at an upcoming WebClass when you visit www.blueprintos.com!Coach P found great success as an insurance agent and agency owner. He leads a large, stable team of professionals who are at the top of their game year after year. Now he shares the systems, processes, delegation, and specialization he developed along the way. Gain access...

If you work for a software company, odds are that people make up 80-90% of your business's costs. Today's guest argues that in order to effectively manage a company's greatest asset, the CFO should be heavily involved in shaping the company culture. Bill Tole is the CFO of TrustRadius, a trusted platform where tech buyers find real reviews. He is skilled in creating structures around ambition and breaks down how TrustRadius creates and implements Objectives and Key Results (OKRs). He explains how they differ from KPIs, why they fail, and how to set aggressive but achievable goals. He discusses the Rule of 40 and why it's essential for the rest of the company to understand it. Bill also shares how CFOs can influence culture from a finance perspective and why a lack of failure is a cause for concern.—LINKS:Bill Tole on LinkedIn: https://www.linkedin.com/in/bill-tole-0a99789/TrustRadius: https://www.trustradius.com/15Five: https://www.15five.com/CJ on X (@cjgustafson222): https://x.com/cjgustafson222Mostly metrics: http://mostlymetrics.comRELATED EPISODES:Less but Better: Miro's Justin Coulombe on the Power of Strategic Divestment in SaaS: —TIMESTAMPS:(00:00) Preview and Intro(02:15) Sponsor – NetSuite | Planful | Tabs(06:00) TrustRadius's Business Model(09:20) OKRs at TrustRadius and Finance's Role in Them(14:07) Finance's Role in Asking the Stupid Questions(15:58) Sponsor – Rippling Spend | Pulley | Navan(20:10) How To Set Aggressive but Achievable Goals(23:19) The Ideal Number of OKRs(24:21) Leaving Room for Failing or Innovating(25:57) OKR Derivatives at Department Level(27:36) Why OKRs Fail(28:55) Rewriting or Killing Off an OKR Mid-Way(29:51) Where To Track Your OKRs(32:03) Applying the Rule of 40(34:39) Educating the Org on the Rule of 40(37:34) EBITDA Versus Free Cash Flow for Calculating Rule of 40(39:24) The CFO As the Culture Leader(43:21) Using Money To Change the Culture in a Positive Way(45:42) Mistakes CFO's Make When It Comes to Culture(47:06) Long-Ass Lightning Round: Why Failure Is Okay(51:41) Advice to Younger Self(53:44) Finance Software Stack(55:12) The State of SaaS Fragmentation or SaaS Sprawl(57:28) Craziest Expense Story—SPONSORS:NetSuite is an AI-powered business management suite, encompassing ERP/Financials, CRM, and ecommerce for more than 41,000 customers. If you're looking for an ERP, head to https://netsuite.com/metrics and get the CFO's Guide to AI and Machine Learning.Planful's financial planning software can transform your FP&A function. Built for speed, accuracy, and confidence, you'll be planning your way to success and have time left over to actually put it to work. Find out more at www.planful.com/metrics.Tabs is a platform that brings all of your revenue-facing data and workflows - billing, AR, payments, rev rec, and reporting - onto a single system so you can automate and be more flexible. Find out more at: tabs.inc/metrics.Rippling Spend is a spend management software that gives you complete visibility and automated policy controls across every type of spend, saving you time and money. Get a demo to see how much time your org would save at rippling.com/metrics.Pulley is the cap table management platform built for CFOs and finance leaders who need reliable, audit-ready data and intuitive workflows, without the hidden fees or unreliable support. Switch in as little as 5 days and get 25% off your first year: pulley.com/mostlymetrics.Navan is the all-in-one travel and expense solution that helps finance teams streamline reconciliation, enforce policies automatically, and gain real-time visibility. It connects to your existing cards and makes closing the books faster and smarter. Visit navan.com/Runthenumbers for your demo.#failure #companyculture #OKR #KPI #Ruleof40 Get full access to Mostly metrics at www.mostlymetrics.com/subscribe

Episode Summary: In this solo episode of The Scalable Law Podcast, I'm getting real with you about what happens after you cross the million-dollar revenue mark in your firm. Here's the truth: scaling to seven figures doesn't guarantee freedom — in fact, it often brings new layers of complexity, overwhelm, and even burnout. As a law firm owner who's been through it all and helped countless others navigate this transition, I'm here to pull back the curtain on the five hard truths that most people don't talk about. We'll unpack everything from poor team structure and lack of data visibility, to the trap of being stuck in the business rather than leading on the business. If you've been feeling stretched too thin, unsure of your role, or like your firm is running you — not the other way around — this episode is going to hit home. More importantly, I'll show you the practical steps you can take to move from exhaustion to empowerment. Takeaways: Freedom doesn't come from revenue — it comes from structure, leadership, and letting go. Your team can't perform without clarity: defined roles, KPIs, and accountability are essential. Scaling without knowing your numbers is gambling with your business. No space = no strategy — if you want to lead, you need to carve out time to think. You must evolve your role from technician to CEO to avoid burnout and resentment. Scaling smart means building systems that allow your business to grow without you doing it all. Everything I share is drawn from real-life experience and the work I do inside the Accelerator program, helping seven-figure law firms become streamlined, profitable, and owner-independent.Apply for the Accelerator Program. Listen Now Apple Podcasts: Listen on Apple Spotify: Listen on Spotify

Hiring is never just about plugging a hole. It's a strategic leadership move—and when rushed or mismanaged, it can quietly sabotage your entire practice. In Part 2 of the Hiring Series, Dana and Sandy dive deep into what happens between identifying a hiring need and getting the green light to bring someone on board. From pecking orders to prep work, leadership courage to legal compliance, they unpack everything you should have in place before you hit “post job ad.” They also share formulas and benchmarks to help you bring data—not just emotion—into your hiring decisions. Because the right people in the right seats don't just ease stress... they build your business. You'll learn how to: ✅ Calculate attrition rate and turnover cost ✅ Know when leadership is lagging—and how to step up ✅ Use team dynamics and KPIs to confirm true staffing needs ✅ Spot red flags in candidates and existing team members ✅ Make confident decisions about who to keep, who to lose, and when to act fast

On this episode of IR Presents: “The 12am Wolf”, hosts Skeet and Cass (live from the trap lol) break down how to use social media effectively as part of your marketing strategy, they also explore the nuance to trolling and social currency, the impact of influencer marketing, how to identify KPIs when gauging the success of a marketing campaign and more https://music.apple.com/us/album/triple-gold-the-audiobiography-of-bryan-alford/1776501322 Business shoutout: Gage 313 Merch Links: https://www.inaudibleraucous.com/midnight-club Adidas Link: adidas.njih.net/c/0/1643792/4270 YouTube: www.youtube.com/channel/UCuFWfKoAZkeHtca_z-nLHIQ

In the final episode of the five-part Scale Milestones series, Bradley explores the fifth and final milestone in the journey from Rainmaker to Architect: developing efficient operations with an operating system (OS). He uses the analogy of upgrading from "Windows 95" to illustrate how business owners must transition from being the operating system themselves to building a separate, documented system that can run independently.Key TakeawaysAn operating system is tangible, not conceptual - you should be able to point to it physically or digitally.The transition from owner-as-OS to independent OS is crucial for scaling beyond $1M.Documentation is essential - systems and processes must be written down and accessible.The goal is a business that runs and grows without the owner - true independence.This milestone represents "arriving" as the architect of your business rather than just the rainmaker.The Scale Milestones Framework (S-C-A-L-E)S - Sustainable revenue (getting to $1M, then path to $3M).C - Consistent growth and profitability (Rule of 40).A - Away time (minimum 12 weeks off per year).L - Leverage (executive assistants and AI tools).E - Efficient operations with an OS.Save your seat at The Quarterly on June 24th!Ready to build your business by design? The Quarterly is a free, live Zoom workshop happening June 24th at 10 AM CST that's designed to give you the clarity and structure you need to move your business forward—without the usual overwhelm. Register For The Quarterly: Q1 ➡️ Q2In just one 2-hour session, you'll wrap up Q2 with confidence, get your Q3 targets 50-75% DONE, and build serious momentum for the rest of the year. You'll also receive a comprehensive workbook packed with quarterly planning templates, time management tools, and an after-action review to keep you on track. Register For The Quarterly: Q1 ➡️ Q2This isn't just another webinar—it's real, focused planning time using the BlueprintOS 5-step process that helps business owners like you create results. No fluff, no wasted time—just a game plan that works. Register For The Quarterly: Q1 ➡️ Q2 at https://quarterly.blueprintos.com.Don't let another quarter slip by without intentional planning. Save your spot today at quarterly.blueprintos.com and take the next step toward becoming the architect of your business rather than just staying stuck as the rainmaker.It's not too late to make the most of 2025.Thanks to our sponsors...BlueprintOS equips business owners to design and install an operating system that runs like clockwork. Through BlueprintOS, you will grow and develop your leadership, clarify your culture and business game plan, align your operations with your KPIs, develop a team of A-Players, and execute your playbooks. Register to join us at an upcoming WebClass when you visit www.blueprintos.com!Coach P found great success as an insurance agent and agency owner. He leads a large, stable team of professionals who are at the top of their game year after year. Now he shares the systems, processes, delegation, and specialization he developed along the way. Gain access to weekly training calls and mentoring at www.coachpconsulting.com. Be sure to mention the Above The Business Podcast when you get in touch.Club Capital is the ultimate partner for...

If you are still doing sales the old-fashioned way in your property management business, or selling the same way you sold 5-10 years ago, you are likely struggling to add doors right now In this episode of the #DoorGrowShow, property management growth expert Jason Hull shares his current model of sales and the sales strategies working for him right now. You'll Learn [02:26] Generating and Nurturing Leads [09:08] The Discovery Phase [14:39] Creating a Sense of Urgency [20:45] The Golden Bridge Formula Quotables “You want to be careful about the type of leads that you're getting on because it actually can limit your growth and hurt your growth.” “There's very few people searching for property management online and the biggest companies are already spending tons of money on that.” “So I want them to be clear on the problem because if they're not clear on the problem, and I'm not clear on the problem, then there's no point.” “There's always a motivator that's driven them to action.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript [00:00:00] I've made millions and millions of dollars, right, doing sales. I've made millions of dollars and it's because I believe in what I do and I love being able to help people and being able to help people and get paid to do it almost feels like cheating, right? [00:00:15] I'm Jason Hull, the founder and CEO of DoorGrow. We are the world's leading and most comprehensive coaching and consulting firm for long-term residential property management entrepreneurs. For over a decade and a half, we have brought innovative strategies and optimization to the property management industry. [00:00:31] At DoorGrow, we have spoken to thousands of property management business owners, coached, consulted, and cleaned up hundreds of businesses, helping them add doors, improve pricing, increase profit, simplify operations, and build and replace entire teams. We are like Bar Rescue for property managers. In fact, we have cleaned up and rebranded over 300 businesses, built websites for hundreds more than that, and we run the leading property management Mastermind with more video testimonials and reviews than any other coach or consultant in the industry. At DoorGrow, we believe that good property managers can change the world, and that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income. [00:01:16] 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. Now, let's get into the show. Alright, so what are we talking about today? [00:01:36] This is the first day in a while that I don't have a guest and I don't have Sarah to be on the show with me. So this is just me getting to talk about whatever I want to talk about. By myself. So Sarah is actually flying right now. She has a pilot's lesson. She's working on getting her pilot's license, which is just super awesome, very proud of her, and she's just a badass. [00:01:57] Anyone that knows her, like she just achieves, achieves, achieves. All right, so. What I wanted to talk about today is I just got done with a sales call and I was thinking, what should I talk about on today's podcast that would be really interesting? And I thought maybe some of you would like to know how does Jason sell? [00:02:17] How would he sell to me if I actually ended up getting on a call with him? How does sales go with Jason, like how does DoorGrow do sales? So let me tell you a bit about some of our processes. Okay? So sales includes the first three functions of business, which is lead generation, nurturing those leads, and converting those leads. [00:02:39] So let's start at the beginning and I think you're going to hopefully get some really strong value out of this. And I'll tell you how I sell, some of the things I would say. What I would ask, I'm going to give you a little bit of a quick masterclass on how does DoorGrow do sales? How do we do this? [00:02:55] Okay? All right, so let's talk about this. Very beginning, lead generation. So how are we getting leads? Well, at DoorGrow, we're getting leads from a lot of different channels, a lot of sources. We're doing everything from paid Facebook ads to I do this podcast, and some of these are more nurture tools, like this podcast is more nurture, that second stage, it kind of warms people up, gets people familiar. We're doing short form video. We're doing long form video. We're doing lots and lots of different stuff, right? YouTube... what else are we doing for lead gen? Also, I have three setters currently that they will do about a hundred dials a day, calling colder leads, leads that are in our system. [00:03:40] Maybe you will get a call from them at some point. And they will probably have maybe only about 10 conversations out of all those a hundred in a day, maybe even less because there's a lot of voicemails, a lot of people don't answer, you know, whatever, receptionist. So they'll have like maybe 10 or less conversations, and out of those, they'll usually get one appointment booked a day. [00:04:04] Those are kind of their stats. If they're doing at least that, then we don't fire them. Right? That's the idea. So we've got three setters. They're really great right now. We're about to add a fourth and we may continue to just add setters because we have a lot of people that they could be reaching out to. [00:04:19] So that's kind of the idea. So, they're just filling up my calendar right now. And in the past I've had sales teams, I've had closers, I've had people that would you know, do the calls, but right now I'm doing the sales calls, so if you know, pretty close to hearing this podcast, reach out. [00:04:36] You may actually end up talking directly with me. I talk with basically every single client that joins our program, gets to talk with me and there's some filters. So what happens is the setters do these dials, they schedule these appointments. Some of these appointments end up being with themselves, not with me. [00:04:51] The appointment is with the setter to qualify them, but if they're already qualified, and so this is the first stage is we do cold outreach. Then the next stage is qualification in sales. So the goal is for them to figure out: are these people that could maybe afford our program? There's the financial qualification. [00:05:09] Are they people that maybe do they have a property management business? Is it a type of property management business that maybe we could help? because not every vertical or every type of business may need help growing. Or do they need help with systems and most any property management business, we could help with that side. [00:05:24] So they're trying to figure out like are they qualified? Are they somebody that maybe could use us, that maybe we could help? And do they have enough revenue or just enough money set aside that they can maybe afford to do our program. Otherwise, I end up on a lot of calls with people that are broke, think our stuff's awesome, they can't afford to do anything, and they're starting a business or something like that. [00:05:46] Right. So that's qualification. If they're qualified during that initial quick call that they'll do with one of my setters. And sometimes I call that a fit call or a qualification call or whatever it might be. If they do that call and things go well, then the goal during that call is to book them on a next call. [00:06:06] If they just do that during their first cold interaction or cold call, they qualify the person and ask these questions. And then one of the qualifications that we do is we want to ask, what would lower your stress more as a business owner now? Would it be adding more doors? Another a hundred, 200 doors and more money? Or would it be getting your systems team and processes more dialed in so you felt comfortable adding more doors? What would help you out personally as a business owner. And so based on that answer, then my setters will send you a free training. [00:06:38] They'll send you an email. "I would love to send you this free training," and it helps you understand something that is about lead generation or something that's about process, the process myth. Basically we're breaking down two myths people believe at these stages, the leads myth. "I just need more leads," which you might be thinking if you need to grow and it's not accurate. You might think you need more leads, but we'll explain that and we'll send you free training. Just say, "Hey team, give me the leads training" on any of my social media. I want to see it. And if you want to see that, you can just go to doorgrow.com/leads and you should be able to get to that training and watch that. And that explains why you don't just need more leads and not all leads are equal. And you want to be careful about the type of leads that you're getting on because it actually can limit your growth and hurt your growth. And some leads are really expensive and it's not worth it, or you're losing money, et cetera. [00:07:28] Right. And I explain and break down why most marketing doesn't work, why you don't need to do SEO or pay per click or content marketing or paper lead or social media marketing or any of this kind of stuff to grow your property management business because there's very few people searching for property management online and the biggest companies are already spending tons of money on that. [00:07:47] So I break that all down in that leads training. Otherwise, if it's systems and team, and that's usually more like 200 door plus companies. If you're growing fast, maybe you hit that a little prematurely, like around 150 or something like that, or you break a hundred. But this is where you need team, hiring, systems, processes. [00:08:04] And most people when they get stuck in that stage of 200 to 400 doors, I call the second sand trap. The first sand trap is under a hundred doors. Right? You can't break that a hundred door barrier because you don't really know how to grow and you're taking on too many crappy doors and you get caught in the cycle of suck, et cetera. If you grow past, you get maybe into that 200 to 400 door range, usually then you're stuck because you've built a team around the business and not around yourself, which means you aren't supported. You are working harder the more people you add and the more doors you add. It takes more time and there's more questions and you're getting more stressed instead of less, which means you're doing it wrong. [00:08:42] And so I explain in that the process myth that everybody thinks, "I just need more processes, I just need more KPIs, I need more control, I need to squeeze more blood from the stone, and that will always keep you usually below four or 500 units. I don't see people break 500, 600 units unless they get good culture. [00:09:01] They like go through a lot of pain in figuring out hiring and we can help you collapse time on all of that significantly. Okay, so after that, we will send you one of those trainings and then usually my goal or hope is that you watch one of these trainings, you understand. It disrupts your current thinking, helps you see what the real problems and issues are, and then you make better decisions and you don't go waste a bunch of money with a bunch of marketing companies that exist out there and advertisers that are targeting property managers that people spend a lot of money on, don't get a lot of ROI on, and then come to us a year or two later saying, man, I've spent a lot of money and I haven't added lot of doors from that. Where have you gotten most of your doors? Word of mouth or other warm channels, things we focus on with clients. So you watch those trainings, you get on a call then with me, they'll get you scheduled for a call with me. And then I usually will do, it's usually an hour call, spend an hour, and I spend probably 90% of it asking questions. The last call I was on the. This lady said she had been you know, following me for like six years. I'm like, okay, why now? And so I go through a series of asking questions. [00:10:13] There's the beginning is like, you know, first I go through kind of connecting with them. I want to figure out what their current problem is. Why were they willing to get on a call? What's happened? I want to then figure out their current situation. What are you currently doing about whatever this problem is? Like about growth or adding doors, you know, in this particular case, she said, nothing. [00:10:32] I haven't really focused on this. I've just been getting business these other ways. So I understand the situation. How's your business set up? Sometimes people have a bad split with a broker. Like I'm always digging in. I want to understand their whole business, how it's set up so that I can figure out if I can help them because I see a lot of different problems. So I'm pretty aware of a lot of problems that are pretty common with startups. I'm pretty clear on a lot of problems at all the various stages in property management. You know, first sand trap, second sand trap, and all the other little milestones of transition in between those and everything else. [00:11:04] So. I want to figure out what their current situation is. Where are they? Can I maybe help them? And so then I need to get them aware of their own problems. So I ask questions to help them become aware of their problem. You know? Do you like your current process or what you're doing now? Sounds like things going pretty well. [00:11:20] Is there anything you would maybe change? Or maybe in the results you're getting or how you could, or what do you mean by this? How long has this been a problem? What's causing this problem? What impact is this having? Right? So I get into all these questions. And then the next stage I usually get into what sort of ideal future? So now they're clear on the problem. I've helped them, maybe even I'll reflect back emotionally. Like it sounds like this is really stressful, or it sounds like this is affecting your marriage negatively, or it sounds like whatever. So I reflect back emotion. So I want them to be clear on the problem because if they're not clear on the problem, and I'm not clear on the problem, then there's no point. Right? I can't help them. But I need them to be clear on the problem, so I ask questions to help them get clarity on that. Then I'll ask questions to figure out what do they want? What's the ideal outcome? [00:12:05] What's the ideal solution? If we were to work together for a year, where would they be hopefully? Like what do they want? And so I want to see if I can help them get out of the pain they're in now, and if they're aware of it, and then I want them to become aware of their desire or their goal, some positive future state that I can maybe help them get to. [00:12:24] And then I want to figure out, get into commitment and urgency. So I want to figure out why are you reaching out now? If you've known about this for a while or why now, is this a priority? Sounds like you've had the business for many years. There's always a motivator that's driven them to action. So I want them to be conscious of why it matters to do this now, because that creates a sense of urgency. [00:12:46] I found for a while when I wasn't doing this that I'd talk to people and they would love what we have, and they're like, this sounds amazing, and it would really help me grow, but they didn't connect in their brain why it needed to happen now, and they weren't aware of their pain and they weren't aware of what they wanted, and so there was no urgency. [00:13:03] They're like, yeah, maybe I'll do that in a few months. Or someday. And so I was like, but this is so like helpful and you really need this. But they didn't see it. And I assumed everyone understood their problem. Everybody understood their positive future they wanted. because I usually have pretty strong clarity around this stuff, but most people don't. [00:13:20] So I'm going to ask you, and I'm going to help you get clear. I'm not really trying to sell you, I'm trying to help you figure out what you want and then see if maybe you want what I can maybe help you with. So I get them clear on their ideal outcomes and solution, and I create this positive alternate future with them. [00:13:40] Then I go back to commitment urgency. Why now? You don't have to do this now, so why not put it off? And then they'll tell me they find a reason why it matters to do it now. Well, it's like, what's the main reason for doing this now? Like, you've been aware of us for a long time, six years, you know, or you've been listening to my podcast for a year. [00:13:59] Why now are you doing this? And when I ask why now? It's a powerful sales question. I get some crazy answers. I had one client say, "my fiance passed away a month ago. He would want me to do this," right? Or I've had somebody say, "I have cancer and I need to get this business ready so my wife can take over it because I'm not going to be around much longer." I mean, serious stuff comes out that I never would've known. And I'm like, what's motivating you to do this now? Why does this matter now? And if I'm aware of that, then I can be even more empathetic. I can, you know, understand where they're coming from. And once I get clear on that, then I want to get into consequence. [00:14:39] We've already built up positive alternate reality. Right? Now I want to get into the negative current path they're on, like what's the consequence? Because the consequence is going to be that they don't get this positive future that they're hoping for, right? If they just keep doing this on their own, they'll have more of what they've had in the past. [00:14:58] So usually I get into questions like, what happens if you don't achieve this goal? You said you wanted to achieve X in the next 12 months. What happens if you don't make that? Or what happens if this continues? You don't end up working with us or any other coach or anyone else. And it just continues. [00:15:14] Because if they're not willing to explore failure or a negative future, they're not going to be motivated to take action now. I asked one gentleman this on a sales call after going through all of this, he was really stressed, but he didn't see it. He probably would've continued doing it forever. [00:15:29] You know, he was really stressed and I said, well, after getting clear on his stress and all this, I said, how much longer do you think you could deal with this? He's like, honestly, now that I'm thinking about it, I think I can handle another 30 days and then I'm going to just quit this business and I'm out. [00:15:45] I was like, whoa, that's, that sounds really serious. He's like, yeah, I'm just burnt out. And when you help people get clarity, they can't tolerate it anymore. They're like, I'm done. I don't want this anymore. I want out now. I want to solve this now. Right? Amazon now, give me Amazon things right now, like people get impatient when they recognize there is an alternate, there is a path, there is something else, or they're clear, oh, I am dealing with a problem. [00:16:08] I've just been so comfortable in it. It's kind of like that frog in the water that's warming up a little bit, but you could boil the frog and it won't jump out because it just gets so comfortable that eventually it's cooked, right? You've been in your business so long, you don't even maybe see it until somebody asks you or creates contrast. [00:16:24] Says, well, where are you at now? Where will you be in the future positively if you get help? And where will you be negatively in the future? So this is where we get into the consequence, and then once they're clear on that, then I get into the presentation. Right? And so this is like 90% of the call. The last call I was on like the majority of the whole hour with like maybe the last 13 minutes or something, I got into what some would call the pitch, right? The presentation. I'm like, well, based on what you've told me so far and what challenges that you're having, what we're doing might be a good fit for you. And here's how our program works. Here's what it costs. I usually go over pricing first. [00:17:03] I don't hold that out. I don't try and keep the price a secret. And so let me give you all the value first and then spring the price on you and hope you like it. I'm like, here's what we cost. Here's the pricing, we've got these levels. I think this would make the most sense. This level would make the most sense for you. [00:17:18] Here's what it costs. And based on what you've told me you know, how you're dealing with this particular issue you had mentioned this problem that's stressing you out. Well, we would do this thing and this would be relevant. And so I usually pick three things. And the other thing that I will do is before I go into pricing or anything, I just throw the tug of war rope. This is not a competition where I'm trying to get something from them and they're trying to not do the sale and do the deal with me. Like most salespeople think it's like an adversarial, I got to manipulate them. I throw them the entire tug of war rope. I'm like, here's everything. [00:17:53] And the way I do that is like we use offer documents. So I give them an offer document that has all the details of our program, it has everything. It has a video explaining the offer doc at the top. It has a commercial talking about the benefits of video on that. It has a list of all of the problems that people are dealing with related to this, so it really stings and connects with their problem. It then talks about all the benefits and it lists out all the benefits of people doing that particular level of our program, which usually is exactly what they're hoping for. [00:18:26] Then it gets into our DoorGrow code roadmap and our testimonial videos. It has a link to that. We have more than any other coach or consultant in the industry. And then it has our DoorGrow code roadmap I mentioned, which shows the path and shows where they're at. And it shows, it's like a magic cold read where they can see where their problems are now and what they're dealing with at the door level and revenue level they're at. [00:18:47] And so we have that DoorGrow code roadmap. Then it has a list of everything included in the program. Here's what you get. Three weekly group coaching calls, one related to our rapid revamp where we rebrand, do your website, clean up your business, change your pricing, optimize, put you into a three tier hybrid pricing model. [00:19:04] Like we just, we clean up the whole business, like bar rescue for property managers, right? And then it goes into how we do a call and you get a website and like all the stuff that we do. Our jumpstart session where you meet with us in person at the beginning all of that. I usually start though by saying, here's the offer document, scroll to the bottom where it says investment, and this is where it has the pricing. [00:19:27] And let me go over that real quick with you. So I go over that first, then I go through the offer document and I say, and it lists everything included in the program. There's a lot. Let me make this really simple. because anything other than what you need is a distraction. You don't need everything, especially not right now. [00:19:45] Let's keep it simple on three things. And I focus on the three things that I think they need most to move the needle and solve whatever current challenge they're dealing with. Whether it's getting more business, more leads or getting their systems or team or doing some hiring or whatever, depending on the offer doc, depending on the challenge. [00:20:04] So I go over three things. I'm like, these are the three things. Does that sound like what you're looking for? And do you think that might help? Right? So this is where I'm getting commitment. Does everything make sense? Do you feel like this could help you get from point A to point B where you're wanting to go? And they're like, yeah, this sounds great. [00:20:22] If they say, well, I think so. I say, cool, what would make you a hundred percent? Like what? What do you need? What else do you need? Or what questions do you have? And so then they might bring up some objections. They might bring up some objections or some challenges. But usually at this point, because I've done all of this, there's very few objections. [00:20:42] There's almost nothing. because the main objection is trust. One of the things that I try to do, by the way, that I teach clients to do during the sales process is what I call the Golden Bridge Formula. I explain to them why I do what I do. So my Golden Bridge formula is my personal why. I connect it to my business why. I connect that then to their why. And there's a little more detail to it than that. But in interest of time, I'm helping them understand my motive. And my motive isn't just to get their money. That's the default assumption in sales. I let them know there's a lot of ways I can make money a lot faster off property managers just selling them what they think they need, but instead. [00:21:21] I really want to help people, and my motive is the reason I have DoorGrow. The reason I exist and live my life is I want to inspire others to love true principles. That's my personal why statement, and what that means is I love figuring out what works, sharing it with others. I would do that for free, for fun. [00:21:38] I'm sharing with all of you for free for fun right now because I love doing this and I've made, you know, millions and millions of dollars, right, doing sales. I've made millions of dollars and it's because I believe in what I do and I love being able to help people and being able to help people and get paid to do it almost feels like cheating, right? [00:21:59] Like, I get to benefit people and love what I get to do, and they pay me for that? But that's the way business should always work, right? So I love getting to do what I get to do and our why statement of DoorGrow is to transform property management business owners and their businesses. And so we legitimately, everyone on my team, we believe in helping our clients. [00:22:18] We want to see them win and succeed. Like you don't see it behind the scenes, but we are celebrating. A client sends us like a telegram message saying their wins. Then we're like, yay, look at this. And we share it with each other and we're like, yay, we love that. And we're like, cool. Get a testimony video from that person. [00:22:33] Like, we, your wins are our wins. We want you to win. Our interests are in alignment. This is our why at DoorGrow. And so DoorGrow basically is this golden bridge. That allows you, as a client of ours to get what you want and allows me as a business owner and my team members that love the role that they're in to get what they want out of life. [00:22:53] So there's strong alignment for desires. It's a win-win, win for everybody and that you can trust. That's motive. And so we teach our clients to do that as well. So at some point, I usually share that. You'll see me share it in the leads training. You'll see it shared in our process, myth training and all the other trainings that we have. [00:23:11] Every webinar I do, every podcast I go on, I am relating my Golden Bridge formula typically. And so, that's basically it. There won't be very many objections at that point. They're like, yes, this could help me, but I'll deal with whatever objections there are. And then I say, cool. What do you think the next steps might be? Are you ready to get going on this now? Would that be appropriate? And then I send them a quote with a payment agreement. They sign that. That authorizes payment, then they make the payment, initiate that it. Takes a few days to go through, which is why we do a payment agreement. [00:23:46] There's no contract, no term limit. We don't make people stay for a year or commit to a year. We like clients that want to work with us forever, and our goal is to help support you through every stage of growth forever. But we do not force clients to stay with us. [00:24:00] We make money If you are making money. We want it to be a win-win, and so we have people sign to authorize a payment agreement, get them started, and then we get them right away into DoorGrow Academy. And then we have an amazing onboarding process. We have them come out and hang out with us for a day in Austin doing what we call jumpstart session. [00:24:18] Go deep in their business and usually, if they have enough doors, it's easy, we can optimize or add a maybe sometimes $10 a unit or reduce expenses by a handful of dollars per unit. And we can usually pay for the program on a monthly basis residually. It's already paid for. So we work that magic from the beginning. [00:24:38] So that's basically our sales process. And if they don't sign the agreement right away or they're not ready during that call and they're like, I got to get funds together, then my setters will work that deal. because they set it up, they're responsible to help me move that deal forward and they get a piece of that sales commission. [00:24:59] We'll pay them. So they're incentivized. So they're following up and doing the follow up and getting them on another follow up call with me to deal with things or meet with their spouse or their business partner or whatever it takes to move, help them feel safe, comfortable, and move the deal forward. [00:25:12] Maybe give them trainings to watch so they know what we're all about or how we do what we do and stuff like that. So, and that's it. And we just move them forward. So that's our current process for doing what we do. We basically do coaching calls. That's really what I'm doing is I'm just asking a lot of questions to help them get clarity, which is what coaching is. [00:25:32] And they get to experience that we care. They get to experience empathy. They get to experience clarity. We give them trainings so they get to experience some education, some learning, which poisons the well against most alternatives and most of our competitors' strategies that they're trying to sell. [00:25:48] Because our stuff's better. And that's basically what we do. So hopefully you learn something valuable from this that you can apply to your process for sales. And if you really want to learn to get great at selling, I have training material on all of these things. We have training material on how to identify your golden bridge, how to get clarity on your personal why, how to create the right pitch. [00:26:12] I talk about my four phases of selling. I talk about the different stages of questions to take them through during that pitch stage and like all of this stuff in detail and we have pricing secrets and branding secrets and website secrets and all these different training material in DoorGrow Academy. [00:26:30] And so if you found this helpful or interesting and would like to just really get your business growing and are tired of doing it all on your own. Reach out to us at doorgrow.com. So if you felt stuck stagnant, you want to take your business to the next level, that's reach out to us.  [00:26:49] Also, you can join our free Facebook community. It's just for property management business owners. Everybody helps each other out in there. You know, so it's an easy place to ask questions and feel supported. It's just for business owners. We reject 60, 70% of the applicants that try to join. You have to be a property management business owner or starting one. [00:27:07] And that's at doorgrowclub.com. And if you found this even a little bit helpful, don't forget to subscribe. Leave us a review. Make my day. I'd appreciate it. Reciprocate. Like give something back and we would love that. Thank you so much. And until next time remember, the slowest path to growth is to do it alone, so let's grow together. [00:27:30] Bye everyone. 

In this episode of The Abundance Mindset, Vinney Chopra and Gualter Amarelo dive deep into a crucial but often ignored topic: how to build a business that's actually valuable — not just busy.   Vinney, who built a $1.6B portfolio after starting with only $7, shares personal insights on how his businesses now run smoothly with the right people, systems, and leadership — even while he travels the world. Gualter, author of Broke To A Quarter-Million, opens up about his early struggles resisting systems and SOPs, and how failing to implement them led to chaos as his business grew.   In this powerful conversation, you'll discover:

The Top 3 Agile Performance Metrics That You are Likely NOT MeasuringDiscuss the development of new metrics that go beyond traditional KPIs, focusing on customer satisfaction, team health, and value delivery to better assess Agile performance.How to connect with AgileDad:- [website] https://www.agiledad.com/- [instagram] https://www.instagram.com/agile_coach/- [facebook] https://www.facebook.com/RealAgileDad/- [Linkedin] https://www.linkedin.com/in/leehenson/

#updateai #customersuccess #saas #businessRachel Tsui, the ex-Head of CS at Komodo Health, joins hosts Jon Johnson and Josh Schachter to dive deep into the intricacies of customer success. Rachel highlights the innovative use of healthcare data to identify patient trends and enhance service delivery. The conversation explores how Komodo's customer success team navigates post-sales processes, strategically collaborates with account management, and the essential role of data-driven decisions. Jon and Rachel also delve into career growth challenges, touching on the balancing act of flat organization structures, professional development, and the evolving expectations of newer workforce generations. Join us for a captivating journey through customer success strategies, organizational dynamics, and how they shape the future of innovation at Komodo Health.Timestamps0:00 - Preview, & Intros7:30 - CS at Komodo Health 10:28 - KPIs for customer success at Komodo12:00 - Plans and Priorities 13:22 - Focusing on separating support from CS activities16:03 - Managing expectations around promotions20:06 - Navigating career growth23:50 - Cross-functional collaboration and tools for knowledge sharing___________________________