Key Takeaways:
[1:50] A little bit about Mackenzie and her services.
[3:15] When should leaders get an executive assistant?
[4:50] How did Mackenzie get into this space?
[8:50] Mackenzie has seen it all. Some executives are so overwhelmed that things are just slipping through the cracks.
[11:00] How should an EA handle an executive’s inbox?
[13:00] The EA should take the initiative when it comes to taking control of the leader’s calendar and schedule.
[17:55] When executives are able to get out of the weeds of their inbox and calendar, so much of their brain space opens up.
[21:35] What are some of the biggest mistakes that leaders make with their EA?
[24:00] Don’t have an EA? Take an inventory of what happened in the last 7‒10 days.
Mentioned in This Episode:
Email Todd: Todd@Dynastylc.com
Email Mackenzie: Mackenzie@Mackenziedoheny.com
Stefan Du Toit is the CEO of Paradise Yacht Management, the leading Caribbean term charter management company, strategically based in the Virgin Islands. When COVID-19 hit, many CEOs were faced with a tough decision and had to completely restructure their organization. In this episode, Stefan shares how he thought through this dilemma and why he chose to lead his company from afar when things went into lockdown. He offers what he learned from this experience and some of the best ways to execute this method.
Key Takeaways:
[1:50] A little bit about Stefan and his business.
[9:30] How did Stefan get involved in the yacht business?
[13:05] COVID-19 had a big influence on having this role be remote.
[13:50] It’s very important to have a vision and be aligned with it.
[15:35] This business has to be a trust-based organization. Stefan explains why.
[17:25] Stefan has tried to create a culture where people can confess or admit their mistakes. This is a big benefit.
[20:15] How does Stefan structure his meetings throughout the organization?
[27:15] You have to take the ego out when you’re a leader. In a lot of situations, you need to get out of the way.
[28:15] Stefan was able to calculate supply chain issues and costs ended up going down because of this pivot.
[32:45] A company can only absorb so much change at a time. If you overload it, everything can fall apart.
[37:50] How can you influence culture and make it part of everyone’s ethos?
[43:15] Stefan offers his highlights on what makes a good leader.
[44:00] What kind of mistakes has Stefan learned over the years?
Mentioned in This Episode:
Email Todd: Todd@Dynastylc.com
Jennifer Zick is the Founder and CEO of Authentic Brand, a community of Fractional CMOs who help growing businesses Overcome Random Acts of Marketing™ and confidently take the next right step to build revenue. In this episode, Jennifer shares how a fractional CMO can help revitalize your business when you’re in the middle of the growth stages. She offers a seven-part framework to help break out of any marketing funk you might have.
Key Takeaways:
[2:20] A little bit about Jennifer and her business.
[2:50] For a startup, what are the core executive roles in the very beginning?
[5:10] When does it make sense to hire a fractional CMO?
[9:50] There are seven key steps to reaching authentic marketing growth.
[15:00] How does Jennifer stress-test a company’s ambitious marketing goal?
[18:00] After setting clear goals, it’s about setting clear priorities.
[22:15] What do you do when a more dominant and aggressive competitor steps in and is stealing all of your business?
[27:40] How do Jennifer and her team think about marketing strategy?
[29:55] What is a lead? It’s important you define it clearly.
[34:20] You should be thinking about your organization like a baseball team.
[38:40] You need to track all of your marketing outlets!
[41:50] Don’t guess at how to build a marketing team.
[45:00] Jennifer would love to get in touch! Reach out to her on LinkedIn!
Mentioned in This Episode:
Email Todd: Todd@Dynastylc.com
Lior Geft is the CEO at Mabbly, a full-service digital marketing agency that helps a wide range of businesses scale and grow. Because of Lior’s background as a recruiter, Lior wanted not only the best out of his people, but to create sustainable processes around the work that they did so that they could be kept accountable and grow. In this episode, we find out what Lior’s interview process is to vet and find talent, how they measure employee success, and so much more!
Key Takeaways:
[1:20] How do you minimize turnover and create accountability with your team?
[3:05] A little bit about Lior and how he got his start.
[5:00] Lior has a five-step process to vet whether a potential candidate is good.
[7:30] Do you have a clear picture of what the needs are in the business? If so, out of that long list, what is your potential employee going to be accountable for?
[9:45] Who will be onboarding this person? Although it’s important to hold their hand through the first 90 days, that doesn’t mean that a new person is set up for success.
[10:40] If you have somebody who’s invested in this new candidate’s success in the beginning, the onboarding and training process is a lot easier and more manageable for the new hire.
[13:40] When you develop a list of responsibilities, it can often feel like that list just keeps growing and growing for that person who is training the new hire. You set both the trainer and the trainee up for failure.
[18:45] How do you find the right candidate?
[23:10] Lior reveals one of his favorite interview questions.
[27:05] What does Lior do when there are concerns over a new hire?
[32:40] It’s important to set the tone with the new candidate that you are excited that they’re joining the company.
[36:30] When you welcome overachievers that care about what they do, they crave feedback.
[37:25] Lior has cultivated a culture of giving praise.
[40:30] What are some of the biggest mistakes Lior has done himself/sees others doing?
[43:50] Remember that this is not a perfect process.
Mentioned in This Episode:
David Garcia is the CEO and Founder of ScoutLogic, a pre-employment background screening company. David is also the Senior Advisor for Norwest Venture Partners, where he helps provide his expertise on sales, marketing, operations strategy, and more. David offers insight in this week’s episode on what venture capital firms are looking for when they’re about to make an offer, or acquisition, on a company. He also offers advice on what Founders should be doing if they’re looking to exit out of their company.
Key Takeaways:
[1:40] What do you do when you’re getting ready to put your company on the market? And more important, what do buyers look for?
[3:35] What types of companies does Norwest Venture Partners prefer to acquire?
[4:55] David has not seen hiring slow down at all at his background screening company.
[8:00] You’d be surprised to know that management and finance don’t always have a clear picture of their own finances.
[11:00] What is the number one thing that destroys your credibility as a company when a venture capital firm is looking to buy?
[15:00] The last thing you want is for your customers to hear it from someone else that you’re being acquired.
[18:55] What are some of the best ways to tell your company’s story to an investor?
[21:55] For a lot of investors, it’s more than the dollar and cents amount. They want to see how the leadership works, and how the customers respond to your company.
[22:10] When does it make sense for a founder to think about their own role in the company?
[25:55] What do you do if staff have equity in the company?
[26:35] What are the most likely jobs that could be put at risk?
[30:10] David shares his thoughts on who your outside advisory team should be in this process.
[34:45] What are some of the most common mistakes business owners make?
[37:55] No matter what, you want a clean story for your business so that you can get the maximum profits out of this.
Mentioned in This Episode:
Email Todd: Todd@Dynastylc.com
Dr. Zach Schaefer is the Founder and CEO of Spark The Discussion. He is also a Speaker, Author, Professor, and Consultant. Spark specializes in diagnosing, designing, and deploying a variety of workplace programs focused on solving internal talent challenges from hire to retire. Dr. Zach shares that the problems you’re dealing with in business are only a symptom to a bigger problem, and that’s a behavioral problem. When you can facilitate a conversation of healthy conflict and solve the behavioral problem, things run a lot smoother in the company!
Key Takeaways:
[1:55] Properly structured conflict is a business person’s most useful tool.
[3:20] World class organizations figure out how to create healthy conflict, but not stay in it.
[5:00] Emotional volatility can be a real issue among CEOs.
[6:20] Although one of Dr. Zach’s clients was seeing a healthy amount of growth within the company, the workplace culture was horrible. People were miserable.
[8:10] High-driven CEOs can also have a ‘swing for the fences’ kind of personality where they take calculated risks, but also have a hard time letting go of control.
[10:15] CEOs who don’t want to let go of control need to remind themselves what they’re working towards.
[11:45] Dr. Zach noticed that when there’s a conflict, 3 out of 4 times, it’s not a business issue. It’s a behavioral issue.
[12:55] Trying to understand ‘what happened’ or who made the mistake is the easiest part. It’s what comes after that isn’t; emotions and identity.
[14:15] When does it make sense for Dr. Zach to help in and facilitate healthy conflict?
[19:35] What’s Dr. Zach’s work style and process when working with executives?
[25:25] Dr. Zach doesn’t do virtual consultations. He believes it’s important to be in the room together.
[31:00] After a dialogue has been opened, how does Dr. Zach help his clients continue to do the necessary ‘people work’ without him?
[33:15] It’s not about what a CEO can’t do, it’s about what they have to stop doing.
[36:15] Dr. Zach shares the concept of ‘Meeting Stew’ and ‘Conflict Chili’.
[39:40] Dr. Zach recommends you do ‘trust rankings’ on your leadership team to get a gauge on what everyone is feeling.
Mentioned in This Episode:
Email Todd: Todd@Dynastylc.com
Call Dr. Zach: 618-558-2428
Difficult Conversations: How to Discuss What Matters Most by Douglas Stone
Triggers: Sparking positive change and making it last Kindle Edition by Marshall Goldsmith
Marc Reifenrath is the CEO and Co-Founder at Spinutech, a National Digital Agency focusing on digital marketing, web design, and web development with five locations. Marc has been able to not only retain his talent, but he’s generated a 0% turnover rate in the last 10 years. He shares in this episode the importance of core values and culture to maintain a strong company even when it’s being acquired/merged.
Key Takeaways:
[:55] We’re often trying to look for the best people, but right now many employers are looking for people period.
[2:15] People are your biggest asset. Marc has made it 10 years with no turn over.
[4:45] Great talent isn’t always looking. They tend to be pretty happy where they already are.
[5:20] Marc shares how he entices great talent to come work for him.
[8:00] Marc’s company has scaled drastically since the merger. Finding A-level talent is a conscious effort.
[10:15] Because Marc works with well-known brands that have large demands, the team has to adapt quickly and grow with those challenges.
[10:40] What metrics does Marc and his team track?
[11:25] Marc wants his team taking PTO every 90 days.
[12:25] Why did Marc decide to merge his company and what were some of his wins in that process?
[14:45] What are Marc’s core values?
[19:55] Marc breaks down why these core values are so important to the company.
[20:40] Your worst clients will try to fire your best clients.
[22:10] Marc makes sure that the new hire is a culture fit first and foremost.
[25:50] Marc shares his advice on how to retain good talent.
SpinUtech.com
Mentioned in This Episode:
Email Todd: Todd@Dynastylc.com
Michael Sahota is a Speaker, Trainer, and Consultant on Evolutionary Leadership. He is the founder and CEO of SHIFT314 Inc., a boutique training and consulting organization that specializes in the organizational, cultural, and leadership shifts needed to unlock success. In this episode, Michael focuses on how to lead during times of intense change and how to maintain a healthy culture as more workforces get disrupted by COVID-19.
Key Takeaways:
[:55] Covid has hit a lot of businesses hard, which has made it difficult to maintain a healthy company culture.
[1:30] A little bit about Michael and his work.
[3:00] Michael wanted to answer the question, “How do you inspire people to do good work?”
[3:40] What does a “traditional” manager really do, and what role does a leader play?
[5:30] Many organizations are happy to float on the “status quo” line.
[8:15] We need to think about culture differently.
[8:30] How do leaders instill good values in our people and our organization?
[11:50] How do you tell the truth? And what do you do when you work with people who don’t want the truth?
[12:45] There are four pieces to Michael’s Evolutionary Leadership framework.
[16:20] Not happy with your organization’s performance? It starts with you.
[19:10] It’s important when embarking on this work, for managers to shift their mindset.
[22:10] Everyone knows it’s about relationships, but how does a leader get better at that? What do they need to focus on?
[25:00] Managers are so focused on the “to-dos” instead of focusing on the optimization.
[28:00] How do you build leaders around you?
Mentioned in This Episode:
Email Todd: Todd@Dynastylc.com
Steve Burks is the CEO of Burks Search, a member of the Sanford Rose Associates, and has a Ph.D. in Chemistry. He comes from a career in the specialty chemicals and coatings industry, where he served in both technical and sales/marketing positions. He was also involved in the launch of three ground-floor start-up businesses during his career. In this episode, he helps us understand and resolve the challenge of the great resignation. He shares some best practices in how to look for and retain number twos in the business.
Key Takeaways:
[2:25] Steve talks a little bit about his business, Burks Search.
[3:30] Steve looked into the trend lines and started an informal market survey to understand the reasons why number twos leave their companies.
[4:35] Steven shares what kind of challenges CEOs are having today. He’s identified six key issues.
[5:20] How can CEOs figure out if number twos align with the company vision and see if their relationship would work?
[7:00] Steve shares that the major issue when hiring a number two is if the CEO is ready to let go.
[10:05] Are there no good people out there? Steve challenges the hiring process in making the right fit.
[11:00] Todd asks Steve what decision-making means in his pre-boarding process.
[12:20] It’s best to clearly define who can make the decision. Steve expands on this further and shares some examples.
[14:45] Steve also shares some example scenarios where financial issues arise and how they can be managed before the hiring is made.
[16:35] It’s best to put somebody into a role that they’re going to feel challenged and will be successful at.
[17:35] How do we identify if someone fits with the company culture?
[18:20] The number two needs to be a good social fit for the CEO. Steve explains why.
[20:30] Steve also talks about senior-level family members and how they can be a challenge to the number twos.
[23:00] Steve shares why it’s important to look at the strengths and weaknesses of the whole executive team when identifying a number two.
[25:10] It’s also important for the number two to understand the strengths and weaknesses of this team because they will report to him/her.
[27:00] Steve talks about the importance of building trust between the CEO and the number two earlier on. He shares how this impacts a number two’s retention.
[30:50] The CEO’s transparency can have a tremendous impact on the growth of the company. Steve explains how.
Mentioned in This Episode:
Melissa’s next Business Performance Series event on March 23, 2022, from 9‒10:30 a.m.
Email Todd: Todd@Dynastylc.com
Email Steve: Steve@burkssearch.com
Melissa Johnson is the co-founder of Entrepreneurs Bancshares, Inc., a bank geared specifically to entrepreneurs. She used to work with Highland Bank as the Senior Vice President bringing with her years of banking experience. Today, Melissa debunks some of the myths of a trusted adviser, offers advice on what clients should expect from a good banking relationship, and the difference between a community business bank model and a commercial one.
Key Takeaways:
[1:35] A little bit about Melissa and the new bank she is launching.
[2:40] Melissa shares a bit of her background and the journey through her career.
[3:25] Why are there not a lot of banks that have a community business bank model?
[4:30] Melissa shares what it’s like opening a brand new bank.
[5:21] In the world of commercial banking, what are the three things you can expect from a good bank?
[6:50] Aside from money, what benefits would entrepreneurs receive from a bank like theirs?
[8:30] What is forbearance? Melissa explains.
[9:45] Melissa shares an example to explain what a trusted adviser is to her.
[11:30] What kinds of things does Melissa do to get to know her clients’ business and help her become a better adviser?
[13:50] How does Melissa help her clients think about the long term?
[16:05] If Melissa was a business owner and she was looking for a bank, what would she do?
[18:40] Melissa shares the difference between regional banks and how they work.
[20:05] How long does it take a banker to know if a loan should push through? Melissa shares what can be expected from a good and experienced banker.
[22:34] How does Melissa deliver bad news to her clients if a loan doesn’t push through?
[24:30] Melissa also talks about the objective behind gaining understanding if the bank is the right fit for the entrepreneur.
[26:55] Melissa matches her client’s calendar as to where their acquisitions are headed. What is it like following through with them?
[28:10] Two of the biggest mistakes in banking fall under poor communication and poor planning. Melissa expounds further on how this can happen.
[29:45] Melissa also talks about what is a 1031 exchange.
[30:25] What would Melissa recommend to entrepreneurs to help them prepare to set up a new banking relationship?
[32:40] Melissa also talks about her seminars, the more recent one called Business Performance Series.
Mentioned in This Episode:
Email Todd: Todd@Dynastylc.com
Email Melissa: melissa@entrebank.com
Nathan Dey was a first-time CEO for Navegate, a shipping and logistics company, which later got acquired under his guidance. Nathan shares his experiences of what it was like being a first-time CEO, some of the mistakes and challenges he was faced with, and how he adapted based on new market changes. He also offers advice and wisdom to young CEOs, in this week’s episode!
Key Takeaways:
[1:45] What was it like being a CEO for the first time?
[8:15] When Nathan took over, he wasn’t as familiar with the market conditions. He faced challenges after his first quarter.
[13:25] Nathan had a team member who had reached their peak in the organization. What did Nathan decide to do?
[15:20] Nathan realizes that he probably should have spent more time on hiring good people, and been quicker in firing the bad ones.
[18:45] Nathan shares some day-to-day challenges he and the team faced.
[22:00] Dive into your board members. If you’re not using their expertise, you’re missing out on a whole wealth of knowledge.
[26:25] Want to further your knowledge as a business leader? You need to have a coach.
[28:30] Nathan was vastly under-resourced to solve one of the company’s biggest challenges. He shares how he transformed the business to meet that goal.
[33:40] Nathan ended up delivering a great return for his investors and for his dedicated team.
[35:20] As a new leader, really take 3-6three to six months to learn about the organization.
[36:40] What’s next for Nathan?
Mentioned in This Episode:
Email Todd: Todd@Dynastylc.com
Kathleen Crandall is an expert on personal branding, an engaging keynote speaker and workshop facilitator, a speaker coach and message development expert, and the Founder of Know My Impact. She is known for helping people understand, elevate, and leverage the impact of their image, their words, and the experience of knowing them or working with them. In today’s episode, Todd talks to Kathy about how you can get the right people to find you for the right reasons and the right places.
Key Takeaways:
[2:15] A little bit about Kathy’s business and how she got there.
[4:50] Kathy shares how you can talk about yourself without having to say your job title.
[6:55] Todd shares his own experience with Kathy where she was able to help build his personal brand.
[7:15] Talking about LinkedIn, Todd asks Kathy how to build your profile correctly to attract the right audience.
[10:45] Kathy talks about the key pieces in LinkedIn and what they look for in our profiles.
[11:40] Headline is Number One. Kathy shares some tips on how to write a better one.
[13:40] Current and past roles, as well as the services you provide if you are a consultant or business owner, have a great impact on the search results in LinkedIn.
[15:10] Last but not least, Kathy also talks about the “About Me” section of your profile and its importance.
[16:40] Kathy also talks about the top skills you have on your profile and how to view that when it’s converted to PDF.
[18:30] What is an applicant tracking system? Kathy also shares more insights about this.
[22:10] LinkedIn vs Monster vs. other online job search networks. Which tool is mostly used by recruiters?
[23:25] Quality over quantity. Kathy shares how you can best use virtual networks to get the right connections.
[24:45] Kathy also talks about the SEO strategies that are applied in LinkedIn and how you can take advantage of them.
[27:30] What are the common mistakes Kathy has seen executives have made in their personal brands?
[29:40] Kathy also talks about an article she shared about Elon Musk and his philosophy about people and employees that made her look at him differently.
[30:30] Kathy wraps up by sharing key takeaways for the listeners to put them on the right path in their job search.
Mentioned in This Episode:
Email Todd: Todd@Dynastylc.com
Email Kathy: Kathleen@Knowmyimpact.com