Bobblehead Podcast

Understanding your role, the affect it has on the business and how to help team members strive to owning the customer experience are crucial when looking at front vs back stage.

Be sure to leave a review and connect with us.

Subscribe and Follow to Maintain the “Leadership Mindset”

Facebook - https://www.facebook.com/AccessEFM/

Twitter - https://twitter.com/Access_eforms

Linkedin - https://www.linkedin.com/company/accessefm/

On today's episode:

Tim Elliott, CEO, Access EForms - https://www.linkedin.com/in/tim-elliott-b84b39a/

Cody Strate, VP of Marketing, Access EForms - https://www.linkedin.com/in/codystrate/

Mike Kelley, VP of Sales, Access EForms - https://www.linkedin.com/in/mikekelley/

Doing the small things with discipline, pride and a high level of execution on par with the things that you actually love to do, that is the mark of an impactful leader.

On today’s episode, Access EForms COO Davin Marceau sits down with CEO Tim Elliott to discuss discipline. See more from Access EForms in the show notes below:

(1:18)

COO Davin Marceau calls out the stark contrast about the different models of leadership that he observed and the leadership that CEO Tim Elliott learned.

(2:05)

Foreman on the Montana ranch, Jim, was a former Navy Frog-man (aka SEAL) from Vietnam and his strict discipline shaped the lens that Davin made decisions by. 

(3:20)

An example was shared from a terrible training accident gone wrong and how emotionless the leadership needs to be when stakes are life and death - that standard of focus and discipline is meant to be held up because performance isn't a "nice to have", it's that way to stay alive.

(5:06)

COO Davin also shares how different even the levels can be depending on which unit in the military you're leading. There are levels of autonomy and the influence you try to deploy won't work with various types of teams.

(6:23)

CEO Tim Elliott talks about how an impactful entrepreneur shares a very meaningful story that helped him to cultivate credibility and a work ethic with his peers and those he led.

(7:48)

Learning that he needed to blaze his own path, CEO Tim Elliott talks about how he didn't really need to set himself apart, because he had to do the worst job for years that physically showed the example of hard work.

(9:03)

Being willing to allow people in your inner circle that don't think the same way that you do shows confidence, when you may not have the answers but trusting the organization to collaborate to create the solutions the company needs. Through discipline.

(10:09)

What does taking a dispatch switchboard have to do with sales and revenue?

(10:51)

When an entrepreneur helps their team see the vision and WIIFM (What's In It For Me?) for those team members, it changes the responsibility of discipline back on the leader, and raises the standard for the team.

(12:25)

CEO Tim Elliott shares that there are built in advantages to authoritative leaderships model, similar to the military, however it simply isn't his style or has been his experience.

(13:30)

The 1st Discipline of Davin - Purpose

(13:52)

COO Davin Marceau shares a specific story from Airborne Ranger school to illustrate the differences between a reason and a purpose.

(14:55)

As you're building teams, you're wanting to extract the reason and motivation that fuels their work. 

(16:08)

COO Davin Marceau shares an interview question that he strives to ask himself everyday that he wakes up.

(17:26)

A physical example that he believes his responsibility is, reveals the 2nd Discipline of Davin - Passion.

(18:04)

Ferdinand Falk - "Powerful person on earth, is the Human soul on fire."

(19:08)

You feel the change in the organization when the leader is truly passionate about what the mission is and the way they conduct themselves when adversity hits.

(19:54)

CEO Tim Elliott admits that while they have had some very bright team members, they haven't had the passion or purpose and that limited the effectiveness that they have in the organization.

(20:56)

Your Team Becomes A Reflection Of Their Leader. You.

(21:43)

3rd Discipline of Davin - Discipline

(22:16)

There will be small tasks and deliverables that you don't enjoy. That's the reason why you must do them with the same tenacity as the thing you truly love and enjoy to get done.

(23:20)

Admiral Mcraven shared with a graduating class from the University of Texas the importance of the small things you need to do everyday.

(24:26)

Putting your feet on the floor every day - it's not done because you need to or want to, but you do it because it is an extension of who you are.

(25:10)

The small things that were tough to do has led CEO Tim Elliott to some thing that he's learned to enjoy over time - the financials and financial health of the organization is now an exercise he can excel in and look forward to because he's forced himself to get it done.

(26:08)

"Proceduralize the mundane" - what is this?

(26:39)

Be sure to leave a review and connect with us.

Subscribe and Follow to Maintain the “Leadership Mindset”

Facebook - https://www.facebook.com/AccessEFM/

Twitter - https://twitter.com/Access_eforms

Linkedin - https://www.linkedin.com/company/accessefm/

On today's episode:

Tim Elliott, CEO, Access EForms - https://www.linkedin.com/in/tim-elliott-b84b39a/

Davin Marceau, COO, Access EForms - https://www.linkedin.com/in/davinmarceau/

Teams become a reflection of their leadership. So, your values of being Humble, Hungry, and Smart first need to be shared by you.

On today’s episode, Access EForms COO Davin Marceau sits down with CEO Tim Elliott for a discussion on core values. The books and experiences that led Tim to develop the three components at Access E Forms are shared today. See more from Access EForms in the show notes below:

(1:12)

COO Davin Marceau brings into focus the disconnect that a business will have if the behavior of leadership doesn't fall in line with core values.

Ideal Team Player, Patrick Lencioni - https://www.tablegroup.com/books/ideal-team-player/

(1:38)

CEO Tim Elliott was at a seminar with Dan Sullivan, Strategic Coach where he heard about how impactful a book from Patrick Lencioni was for clear communicating the values of an organization.

(2:20)

Before the clear core values were established, there were tests that measured how people behaved, not what the values the company had. So it was tough to share how the company believed with their team members. 

(2:45)

CEO Tim Elliott shares that after reading and listening the book, he talked about how difficult it was to face the mistakes they made in hiring and team alignment.

(3:34)

CEO Tim Elliott talks about the importance of the right "makeup" inside of their team members need to be aligned with these values.

(4:02)

The book was referred to again in a podcast CEO Tim Elliott was listening to, Chasing Excellence - Ben Bergeron and it amplified how important these values are.

(https://podcasts.apple.com/us/podcast/chasing-excellence/id1170629044)

(4:31)

These values are now the lens to see things through, even evaluations mid-year for the organization.

(5:09)

Humility

First thought was being meek, or reserved. That is wrong - it truly is a measure of how coachable the person can be and apply the coaching within the organization.

(5:34)

There are several team members that operate better with the critical feedback needed in order to improve their performance.

(6:12)

COO Davin Marceau talks through the importance of challenging the integrity and strength of your team and your clients in order to communicate your beliefs. 

(7:04)

The greatest ideas that are from those around him and helping him to see a different perspective. 

(7:39)

CEO Tim Elliott shares how much he can appreciate the impact on culture this hiring discipline has spilled over into decision making on other key topics. Personnel and strategic alignment with other executives are impacted by these assessments, while also giving the company critical information into how to work with people of different backgrounds.

(7:48)

Hunger

Too much of it could be construed as greed. But, it needs to be present in order to be measured. It is one characteristic that can't be coached.

(9:02)

COO Davin Marceau talks about what happens when people title chasing and having a lack of humility.

(9:35)

Working hard but having two motives - 1) it is who I am, versus 2) what I'm going to get.

(10:04)

What are the two types of employees? COO Davin Marceau explains what they observe when the two types are in front of them.

(10:51)

Understanding the value component of what you're providing to the organization.

(11:20)

CEO Tim Elliott shares an internal metric he uses for team members, Can we live without you and could the company could be better if you're not here?

(11:51)

Driven motivated by a dollar figure hasn't produced a stellar performer.

(12:02)

Smart - A laugh is shared about how this doesn't mean a high grade point average

Really can be defined by having a high "Emotional intelligence"

(12:38)

Counterfeit yes. What is it?

(13:04)

What do you observe in your audience and how your demeanor affects those around you - being aware of the impact of your body language.

(13:34)

Lip service and people saying one thing and doing another challenges how a leader listens to their team.

(14:10)

The importance of listening with an "empathetic ear"

(14:37)

Front-stage (upcoming podcast) and back stage explanation

(15:27)

Knowing what sort of needs you have as an organization for each role before you assess candidates will help you keep in line with your core values.

(16:50)

In no way is the company perfect at hiring for these characteristics, but they will not compromise on their adherence to those values.

(17:38)

The process of hiring for the characteristics and values was recently done and COO Davin Marceau talks about the entire experience and what transpired.

(19:04)

Changing the entire process in order to evaluate a decision by committee approach and understanding how the organization would have accepted the new candidate.

(20:29)

Kolbe assessment shares how they process problems - doesn't fit with what they do and what are the "red flags" that person had.

(21:30)

In the end, when someone shows defensiveness, it can't be what a leader has - clients will eventually put that pressure on your organization and therefore reveal something the company can't risk hiring.

(22:09)

The waving "red flags" although weren't real, caused enough agitation in order to understand the "makeup" of that candidate and it didn't align with the organization.

(24:18)

Can you stomach being around this person and those flags popped up - not letting a need dictate a timeline.

(24:40)

When the leaders of an organization operate by these values, the actions and mechanics of the business will change to reflect those values. It helps to add continuity to your team.

(25:47)

The lesson extracted - Hire Slow, Fire Fast.

(26:04)

Are you willing to continue to compromise performance if someone doesn't operate in accordance with your values?

(26:40)

Fear can creep in when you compromise adherence to your company values.

(27:32)

The importance of seeking alignment with your values set will only gain traction if you the leader are exuding those characteristics.

(28:12)

COO Davin Marceau shares those that suffer the consequences if and when you don't adhere to those values.

Subscribe and Follow to Maintain the “Leadership Mindset”

Facebook - https://www.facebook.com/AccessEFM/

Twitter - https://twitter.com/Access_eforms

Linkedin - https://www.linkedin.com/company/accessefm/

On today's episode:

Tim Elliott, CEO, Access EForms - https://www.linkedin.com/in/tim-elliott-b84b39a/

Davin Marceau, COO, Access EForms - https://www.linkedin.com/in/davinmarceau/

Often, thinking you can bypass your process and force a fit leads to a lose/lose for the company and the candidate.

On today’s episode, Access EForms COO Davin Marceau sits down with CEO Tim Elliott for a discussion on building your team, aligning your hiring with the customers need, your capabilities, and the strengths of the individual. See more from Access EForms in the show notes below:

(1:08)

COO Davin Marceau discusses hiring and people and CEO Tim Elliott about what his rules are about that topic.

(1:44)

After 30 years in business, Tim breaks down the tendency of organizations that reveal a pattern in your hiring. That pattern can be improved and tools can be leveraged for optimization. 

(2:05)

Simply put, are they a fit for our team?

(2:25)

CEO Tim Elliott uses two tools that has led him to navigating this topic:

Clifton Strength's Finder - https://www.gallup.com/cliftonstrengths/

Kolbe's - https://secure.kolbe.com/k2/show_takeIndex/indexType_A

(3:12)

COO Davin Marceau talks through the impact of making this decision incorrectly. The impact doesn't stop at the hiring manager  or Human Resources, it impacts the culture.

(4:02)

The instructions and attention to detail for the candidates communicates how they work and provides Access the necessary information they need in order to screen to the next step.

(4:49)

100% of the time you believe that you're able to bypass an internal process, it works against the company and creates more headache and heartache.

(5:42)

"Crowdsourcing" apps provide a great illustration of how to compile information quickly, then display an alternative direction forward that may run against logic in the beginning, however, leads to a similar scenario when you try to shorten the "short-cut".

(7:01)

One of the tools that is used to evaluate talent, Kolbe A Index, gives the hiring team the ability to see how someone thinks and how they solve problem.

(7:52)

COO Davin Marceau provides insight into how the results of these tests give insight in how the different results interact with each other. Some don't play nicely together.

(8:56)

An example of how this affects culture is how Davin (COO) and Tim (CEO) interact with each other and view information, relative to the decision. 

(9:36)

CEO Tim Elliott shares how much he can appreciate the impact on culture this hiring discipline has spilled over into decision making on other key topics. Personnel and strategic alignment with other executives are impacted by these assessments, while also giving the company critical information into how to work with people of different backgrounds.

(10:28)

Building trust in the process sounds good, however without the deliberate analysis of going back to the data and a conversation, helps Access to make better decisions. 

(11:28)

Setting your ego to the side when you're making decisions, especially decisions like hiring, is very critical.

(12:12)

There are components of these tools that give Tim and Davin better information about the candidates, like "Quick Start" or "Follow Through".

(13:11)

The Clifton's assessment gives 34 different characteristics and shows how a candiate's strengths work for or against them. This also provides the company unique insight into how the job-seeker would impact the company's culture, if they're a fit. 

(14:21)

Understanding how people react and respond to coaching gives Access the ability to keep folks in their strengths. This leads to more production and happier people in a more advantageous position.

(15:31)

What is 8832? COO Davin Marceau reveals that he arranges and learns, while talking about the breakdown of how he makes decisions. 

(16:34)

Having relationship skills that are strengths, especially in a position that requires a candidate to build relationships will give folks a huge advantage coming to work daily.

(17:27)

COO Davin Marceau talks through an executive on the team that recently discovered how impactful aligning the assessments with his work has been.

(18:03)

CEO Tim Elliott asks the listeners to share their experiences with these assessments and asks for feedback from you in the reviews section of this podcast.

(18:47)

Applying what you learned from these assessments isn't a one size fits all - Access has found that there are nuances to making sure they continue to improve their process, following through into checking references for instance.

(19:17)

Even if someone is able to hit all of the predetermined criteria, the best way to validate your findings is to do reference checks.

Subscribe and Follow to Maintain the “Leadership Mindset”

Facebook - https://www.facebook.com/AccessEFM/

Twitter - https://twitter.com/Access_eforms

Linkedin - https://www.linkedin.com/company/accessefm/

On today's episode:

Tim Elliott, CEO, Access EForms - https://www.linkedin.com/in/tim-elliott-b84b39a/

Davin Marceau, COO, Access EForms - https://www.linkedin.com/in/davinmarceau/

As leaders, we can quickly point to our people if things don't go as planned. However, as leaders we need to examine how we could have instructed better, been more deliberate with mentoring and helped our team perform better.

On today’s episode, Access EForms COO Davin Marceau sits down with VP of Sales Mike Kelley for a discussion on owning your mistakes and what disappoints you about your team. See more from Access EForms in the show notes below:

(1:08)

Having reflected on the past year, there have been many changes in your team, in your business and in the market.

(1:22)

COO Davin Marceau asks the question, what disappoints you most about your team, a rather deep topic.

(2:02)

VP of Sales Mike Kelley admits there may be things that he is disappointed about, however when we examine the things they really are things we'd like to change about ourselves.

(3:12)

VP of Sales Mike Kelley gives a real-life example of parking his car on one side of the street, then walking up one side and then go up the other side. The grind and discipline for sales folks reinforces how important the mechanics and work ethic associated with the numbers game that is sales.

(5:15)

COO Davin Marceau shares the reality that when you examine the workload, a high volume of calls doesn't always equate to a larger conversion or high revenue number.

(6:41)

VP of Sales Mike Kelley shares the frustration and disappointment when folks that blindly do the work, but rather leave the learning component to your work, you have wasted time.

(7:49)

He continues to share, a "tag" section within the CRM they leverage in order to share how to efficiently surface the detail within the account and train someone how to notice the details, if they take the time.

(9:32)

Marketing leads aren't free. So, understanding the value of each phone call and each email can help to bring into focus the importance of the details as a producer.

(10:29)

VP of Sales Mike Kelley shares a personal story of how taking a short cut worked against him and his son.

(11:12)

Mike continues to share how when you change your focus as a producer, the ability to pay attention to the details AND analyze the way to adequate run a territory.

(12:25)

"Don't rush to failure." - COO Davin Marceau summarizes what he's heard from Mike.

(13:01)

VP of Sales Mike Kelley admits that he's got plenty of room to improve when it comes to the standard he believes to be the most important for success on his team.

(13:58)

Being able to take critical feedback from your team, from your mentors, and deliver consistent results challenges each member of the producer side of the house to be better in their interactions.

(14:58)

VP of Sales Mike Kelley talks about the need to understand the difficult things to do, like inputing data into the CRM, still need to be done rather than only work in the areas of your strengths. 

(16:12)

COO Davin Marceau shares that the need for training and effort before they're on the field, because we always default to our lowest level of preparation.

(17:14)

Industry materials for each of the stakeholders can help increase the quality of your performance, however, you'll still need to be in the field and in front of customers. That's where your willingness to do the hard work, when it's not convenient, will help you move forward. 

(18:16)

There's no such thing as bad teams. Only bad leaders. COO Davin Marceau talks through a story that Jocko Willink (former Navy SEAL) talks about a training evolution on the value of leading by example.

(19:44)

If you're disappointed about the performance of your team, as a leader, you need to understand that is a reflection of you.

(21:21)

COO Davin Marceau admits he could have put his team in a much better position if he had empowered his team. It resulted in a change in how he positioned the team and his willingness to ask his team to "lead him" and being willing to share the hard things to say.

(23:15)

The services team example serves as an great lesson on the organizations opportunity for growth. The leaders's responsibility is to be more open and transparent, therefore making it less challenging to lead up the chain of command.

(23:48)

A diverse group of talent and people can produce a hard situation for people to navigate. However, that's where a group can have open and honest conversations with each other, that increases your chances of success.

(25:04)

When you as a junior leader don't share the information with your leader, you don't align them with the best strategic outcome or put them in the best position to win.

(26:10)

A real life example that VP of Sales Mike Kelley shares is when he approaches a customer incentive example to operator of the company. That scenario comes with it the financial projections, the impact on the bottom line, as well as the potential outcomes, so the operator can make the best strategic decision.

(27:07)

Mike and Davin share a laugh about how off-track they got as a result of examining what they were disappointed in their team about, and the conversation turned into how they were really disappointed in their performance as leaders and what they will change going forward.

Subscribe and Follow to Maintain the “Leadership Mindset”

Facebook - https://www.facebook.com/AccessEFM/

Twitter - https://twitter.com/Access_eforms

Linkedin - https://www.linkedin.com/company/accessefm/

On today's episode:

Mike Kelley, VP of Sales, Access EForms

Davin Marceau, COO, Access EForms - https://www.linkedin.com/in/davinmarceau/

It doesn't feel good to say "good" when you mistakes. However, that friction helps to bring out the greatness that you expect from you and your organization.

On today’s episode, Access EForms COO Davin Marceau sits down with CEO Tim Elliott to reflect and review what would have been different in 2019. The practice of evaluation for forward progress helps weed out broken processes and exposes "hard to diagnose" problems, providing a clearer path to success.  See more from Access EForms in the show notes below:

(1:08)

COO Davin Marceau asks CEO Tim Elliott about what would have be done differently.

(1:44)

There were a massive number of changes to the organization's product set, the way the organization sold and each department went through some noticeable changes in operations. That was a painful process to execute, but a learning process.

(2:39)

Transition from a product/solution set of what the customers have asked for in the past, to a more concentrated approach to executing 2-3 things, versus 50 different things during the year of 2019. 

(3:32)

CEO Tim Elliott grades how well the company did, how well he did as a leader and poses the question back to COO Davin Marceau for his perspective.

(4:15)

COO Davin Marceau admits that the changes that the organization's direction is in a healthy place. Focusing on the human element, in addition to the bottom-line financial impact, has revealed each departments needs going into 2020.

(5:24)

Being focused, but caring about people in the process. COO Davin Marceau talks through the primary responsibility of his role and how the execution of the last year revealed what he could do better.

(6:06)

CEO Tim Elliott uses an analogy of swinging an axe to make large cuts at a tree trunk for the last year and how important being able to fine-tune the swings going into the upcoming one will be.

(6:42)

Even driving a performance car, if the tires go flat, your execution will have noticeable gaps. Doing one thing, and doing the one thing really well.

(7:14)

CEO Tim Elliott talks through how emotional running the business can be when work isn't getting done with someone who was trusted to get a job done at a high level.

(8:17)

The takeaway from the bigger cuts in the beginning of the year helped the executive team understand the balance needed in order to support the business and partners, as well as focus on fine tuning the performance of each department.

(9:17)

This reflection process doesn't bear the fruit of substantive change, unless there is a deliberate moment on the calendar to evaluate how effective the changes were for the organization. That will be done in Q1 of 2020.

(9:52)

COO Davin Marceau helped keep in perspective how important and how much time a larger partner like the Cerner relationship took of his focus, versus the servicing of existing customers.

(10:38)

CEO Tim Elliott lives the leadership principles that are on the walls of the company. He admits how humbling walking through the challenges of the past year can be while recording a podcast, for the world to hear. But, that shows the example of being able to grow through adversity.

(11:28)

Difficult to look back at the previous year and say "good". The adversity is what led the company and the leadership team to be better.

(12:22)

COO Davin Marceau shares a story he tells his son about growing through the struggles. 

(13:09)

CEO Tim Elliott talks through how to properly calibrate your expectations when you're observing other people go through their struggles. Everyone goes through struggle, but within reason, folks do not always perform consistently. Over time, you're able to have forward motion and progress if you can consistently execute even when it isn't convenient. 

(14:33)

CEO Tim Elliott shares how he thinks when a customer gives him feedback if the organization falls short of the expectation. He looks forward to evaluating a process to increase consistency and avoid some of the pitfalls that come with problems.

(15:28)

CEO Tim Elliott shares a story of how he views adversity and struggle. His story is a practical guide of dealing with challenges and problems, both internally and externally.

(16:39)

Process. Problems. Or Evaluation. These three are pivotal pieces of moving forward through challenges.

(17:27)

COO Davin Marceau shares the core value of Access and how to make your patient's life better in what they do.

(18:09)

Fine-tuning and taking a chisel to projects in 2020 will be the discipline of CEO Tim Elliott's work.

(19:08)

COO Davin Marceau shares which priority he will be dedicated to and his process for handling that change. The people that are affected by the work he does every day and the process in which their work is evaluated are the two biggest priorities for the upcoming year.

(19:47)

Having a new year, a new source of excitement and energy can be felt at the end of the year if you're intentional in evaluating how effective your work was. That energy can fuel your work into the changes necessary to be more effective, more efficient, and more impactful for the new year.

Subscribe and Follow to Maintain the “Leadership Mindset”

Facebook - https://www.facebook.com/AccessEFM/

Twitter - https://twitter.com/Access_eforms

Linkedin - https://www.linkedin.com/company/accessefm/

On today's episode:

Tim Elliott, CEO, Access EForms - https://www.linkedin.com/in/tim-elliott-b84b39a/

Davin Marceau, COO, Access EForms - https://www.linkedin.com/in/davinmarceau/

Calling it what it is. Work/Life balance is defined by folks as being able to do what they want, when they want to. That’s just not reality. Real life doesn’t work like that.

On today’s episode, Access EForms COO Davin Marceau sits down with CEO Tim Elliott. If you’ve heard the phrase “work/life balance”, hear from two exectuives of a business growing month over month for the last two years, and their takeaways from that concept.  See more from Access EForms in the show notes below:

(1:14)

CEO Tim Elliott admits there is an ambiguous definition of whatever balance truly means.

(2:04)

Averaging out where reality is and what you’re striving to accomplish. Balance as a concept is very strange.

(2:39)

COO Davin Marceau talks about how 168 hours are a fact for each week, so to expect to grow an organization, build a family and equally balance all of that is unrealistic. There’s not accomplishing a center point.

(3:32)

COO Davin Marceau talks about how he’s learned that Simon Sinek talks about how there is a true  fallacy of “Work/Life balance” and compares As the pendulum swings back and forth from one side to the other, the seasons of life will always 

(4:28)

CEO Tim Elliott admires how his family stayed together and his wife stayed with him as he built a business at the same time as his children were young and growing.

(5:24)

CEO Tim Elliott talks about how gut-wrenching it can be to be asked to introduce yourself back to the kids, because things will fall out of balance from time to time. Especially how family spills over into work and how those lines become blurred constantly.

(6:25)

Because there is a clear performance standard that is met, there comes a time when you can build towards the “free days”.

(6:52)

When that happens, sometimes those closest to you can help you to build confidence in how much you’re needed. But also, needed back at the office, not at the house anymore!

(8:04)

COO Davin Marceau talks about how much of his time his family wants versus what they need. Adequately managing your time as a leader will always be the difference in your ability to truly hit your goals and the work/life balance.

(9:32)

When you’re on top, you may enjoy the fruits of your labor that is truly only more like 5% of the time. It’s the 95% of the time that is full of pressure and stress as the leader, to ensure the bottom line is met and folks are taken care of.

(10:41)

COO Davin Marceau acknowledges that development into your leadership means that you’ll need to evaluate your ability to train those coming along.

(11:22)

CEO Tim Elliott admits that there isn’t a true balance as a leader unless you’re able to track the milestones and activity towards those milestones. As an organization, there are best practices that folks can train to, but ultimately trust within the business is what leaders are looking for.

(13:05)

Having the support there as a team, leaders can measure how they’ve been balancing their time, if their subordinate leaders are adequately able to handle these challenges.

(13:58)

CEO TIm Elliott shares a best practice of not checking your email early in the morning and instead using your time to put your brain in a calmer state, like meditation.

(15:22)

COO Davin Marceau observes the differences in leadership styles when it comes to balance the creativity uniquely reserved for the creatives or energizers of the business.

(16:29)

When you have an organization that shares honestly and openly about the quality of their ideas, you’ll have a fruitful pathway forward. They share the differences between the previous years.

(17:28)

COO Davin Marceau shares how their organization decided to pass up revenue streams and instead, admitting there are more important focuses.

(18:31)

CEO Tim Elliott completes the thought of how tough it has been to not chase opportunities, rather, focus their attention on what they do best, versus the dopamine release of chasing something only to be needed or wanted.

(19:16)

COO Davin Marceau and CEO Tim Elliott share that even the scary truth can be difficult to talk about, but without that conversation, folks can’t be trusted when the tough times present themselves. 

(20:03)

CEO Tim Elliott admits that it’s truly better to work on worthy problem, versus searching for a problem to dive into. 

(21:09)

CEO Tim Elliott shares the ability to look back at all of the challenges of your day and realize how much further you’ve come. Literally acknowledging that you’re better at 6p than you were at 6a, and that practice being an intentional part of your routine weekly, monthly, quarterly and annually.

Subscribe and Follow to Maintain the “Leadership Mindset”

Facebook - https://www.facebook.com/AccessEFM/

Twitter - https://twitter.com/Access_eforms?s=20

Linkedin - https://www.linkedin.com/company/accessefm/

Tim Elliott, CEO, Access EForms - https://www.linkedin.com/in/tim-elliott-b84b39a/

Davin Marceau, COO, Access EForms - https://www.linkedin.com/in/davinmarceau/

To know that the CEO doesn’t need to create 50 great things, rather, set the focus on accomplishing 2 or 3 things that becomes the driving force for change internally and something the team can rally around.

On today’s episode, Access EForms CEO Tim Elliott and COO Davin Marceau admit what has been their biggest learning lesson of 2019? To understand that learning happens when you're experiencing growth and generally from a mistake is a rare thing for an organization to share.

See more from Access EForms below:

SHOW NOTES:

(1:03)

Davin Marceau talks about communication with key stakeholders and why a plan is the most critical to success.

(1:48)

Tim Elliott talks through the importance of having a vision, but only with a plan for execution. Just having great ideas doesn’t get much done day to day.

(2:52)

Accountability towards a written plan and measurement towards an agreed upon standard of performance gives responsibility both up and down the organizational chart.

(3:46)

Responding to the changes that come with a result of working through your plan and adequately addressing “Gap and Gain”, doesn’t make the process easier, but it does remind you of the importance of having the plan written out.

(5:20)

Even as the written plan was a very thoughtful and deliberate process, you can find that there are still holes or pitfalls that expose themselves along the way.

(6:05)

CEO Tim Elliott clearly delineate the difference between team members and those that just wear the team’s jersey.

(6:38)

“Wisdom is the application of knowledge and experience.” Davin Marceau talks about how this principle applies to not only the pieces of the plan that are difficult, but also it draws folks in closer as the plan gets worked through.

(7:37)

CEO Tim Elliott looks back to 2008 and tells a story about how dangerous it can be if you let up mentally towards the objective. 

(8:35)

The amazement that a CEO can experience once the pressure builds and the optimal performance standard is expected and reinforced.

(9:47)

The evaluation talent to find the best fit, rather than go get the best people for the role.

(10:14)

Davin Marceau talks about how much more efficient the organization becomes, even as the personnel number and operational footprint is reduced. 

(10:56)

Change who you are, you really just change how you do things. You stop trying to be everything to everyone, you start to focus your attention on serving a small niche and increasing your competence towards that standard.

(12:15)

COO Davin Marceau admits that the vision is solely as useful as the execution of the vision. The challenge of changing your mindset and beliefs around your capability changes when you challenge yourself. 

(13:25)

How much more fun is your day to day, when as the CEO you see folks accomplishing their goals? It leads to a momentum building scenario as folks buy-in to the process.

(14:20)

CEO Tim Elliott gives kudos to the leadership team by their ability to execute the plan.

(14:50)

Davin Marceau admits how difficult it can be to chase a pivot, rather than execution of the process.

(15:18)

Hearing two executives go back and forth with friendly banter, jabbing at their strengths and admitting that laughter can ease the tension and still uphold a high standard.

(15:42)

When the vision gets carried down to the levels in the organization where the CEO isn’t the only one championing the message, that’s when it can truly affect change.

(16:28)

Being able to execute on the top 1 or 2 things gives more life and energy to the organization than being mediocre on 40 things.

Subscribe and Follow to Maintain the “Leadership Mindset”

Facebook - https://www.facebook.com/AccessEFM/

Twitter - https://twitter.com/Access_eforms?s=20

Linkedin - https://www.linkedin.com/company/accessefm/

Tim Elliott, CEO, Access EForms - https://www.linkedin.com/in/tim-elliott-b84b39a/

Davin Marceau, COO, Access EForms - https://www.linkedin.com/in/davinmarceau/

We do not see an idea that didn’t work out as a failure, there is a process to extract the greatest from the original idea.

On today’s show, Access EForms COO Davin Marceau sits down with CEO Tim Elliott and Cody Strate, VP of Strategic Initiatives. Diving into a process to understand a good idea, how to evaluate it, can it stand up to the iterative process and how to adequately communicate that vision today with this group. See more from Access EForms in the show notes below:

(1:23)

CEO Tim Elliott first explains how great ideas start. Sometimes a conversation can be heard, which leads to inspiration fueling the journey to another door that needs to be opened.

(2:29)

Without explaining context to those that don’t have a clear picture of the vision, your team will not be able to adequately attach themselves to your vision.

(3:10)

Even as the company grows into an organization, the need for focus only grows in importance.

(4:07)

VP of Strategic Initiatives Cody Strate explains these conversations can not lead to fruitful outcome, if you don’t first preference first where you started and how things progressed.

(5:47)

If a vision gets communicated to different departments within an organization, that idea will be heard differently and absorbed in a way that creates momentum in their own way.

(7:07)

CEO Tim Elliott reflects on flying to New Hampshire to get away from the regular work day and spent the entire day brainstorming on 15 different topics with VP of Strategic Initiatives Cody Strate. With that clarity of an idea session, it truly led to an empowerment towards a goal that didn’t exist prior to the session.

(9:08)

CEO Tim Elliott talks through the examination of the validity of ideas. He walks the team through his process for ensuring the quality of the idea can be executed against, or changed to be implemented.

(10:18)

COO Davin Marceau helps provide a calibrating metric to being able to assign a priority within the organization for the ideas that are set forth.

(11:29)

CEO Tim Elliott explains how a conversation can lead to an impact filter session, where this tool could be leveraged to explain all the courses of action as the idea goes from his head to the planning and execution stages.

(12:42)

When Dan Sullivan at Strategic Coach provided CEO Tim Elliott this tool of an impact filter, it empowered him to share ideas and have an understanding on what really is needed in order to execute.

(13:43)

COO Davin Marceau acknowledges that although the steps may be clearly laid out to the idea’s originator, the actual steps for implementation need to be flexible enough where it gives folks the freedom to implement, without compromising the idea’s integrity.

(15:02)

VP of Strategic Initiatives Cody Strate talks about how the time needed to draw out the plan in the impact filter serves as a speed bump for him to truly evaluate the quality of his idea.

(16:08)

COO Davin Marceau poses the question, CEO Tim Elliott says it’s easy for him to evaluate because he isn’t the one who needs to execute.

(16:58)

CEO TIm Elliott talks about the reaction to failure as a moment in time, rather than something to hold onto.

(17:36)

COO Davin Marceau understands that he is needed to always bring things down to the ground, versus always being a “yes man”.

(18:29)

VP of Strategic Initiatives Cody Strate brings into focus the importance of perspective and shares the story of the early days of YouTube and videos being upside down.

(19:28)

CEO Tim Elliott admits to the operator in the group that Tim may not be the best person to come to when the ideas are being considered for implementation.

(21:18)

A step-by-step guide on how trust is built into an organization.

(22:04)

CEO Tim Elliott conveys how humbling it can be to see the ugly side of idea that only an operator can provide, especially if there’s risk involved.

(23:10)

The iterative process of an organization goes through to take an idea from inception to implementation allows the communication of vision be much more effective.

(24:09)

COO Davin Marceau as the operator can provide the perspective of how much of a project can be completed and with the projected percentage, that gives CEO Tim Elliott and VP of Strategic Initiatives Cody Strate what they need in order to adequately make the decision to move forward or abandon the idea altogether.

Subscribe and Follow to Maintain the “Leadership Mindset”

Facebook - https://www.facebook.com/AccessEFM/

Twitter - https://twitter.com/Access_eforms?s=20

Linkedin - https://www.linkedin.com/company/accessefm/

Tim Elliott, CEO, Access EForms - https://www.linkedin.com/in/tim-elliott-b84b39a/

Cody Strate, VP of Strategic Initiatives - https://www.linkedin.com/in/cody-strate-26543412

Davin Marceau, COO, Access EForms - https://www.linkedin.com/in/davinmarceau/

Sometimes, being transparent allows you to grow beyond what you originally thought possible. As long as you’re open to learning, the strategy of being transparent will work in your favor.

On today’s episode, Access EForms CEO Tim Elliott sits down with Cody Strate, VP of Strategic Initiatives and VP of Sales Mike Kelley. The executive team at Access talked through several concepts they’ve deployed with the strategy of being transparent. Starting with the CEO Tim Elliott being transparent about their ability to deliver solutions, they dig into how the results have shown themselves with their customers. See more from Access EForms below:

SHOW NOTES:

(1:22)

VP of Strategic Initiatives Cody Strate helps outline the continuity between how your message on your website, interacts with media collateral, or come across information that helps them with context on your product or service the level of transparency will help your client decide to be apart of what you’re doing, or decide not to.

(3:13)

“Get to know quick” - this philosophy helps Mike Kelley as the VP of Sales, decide to determine a fit on the prospect side, as well as help to put the customers needs at the forefront of their software.

(5:02)

CEO Tim Elliott asks VP of Sales MIke Kelley, “What is the difference between telling how your service and product’s effectiveness is viewed by you and or the customer telling that story?

(7:15)

VP of Strategic Initiatives Cody Strate helps to bring into focus how important it is, when you do not know the direct answer the customer is looking for, to be honest and leading the customer to the answer they’re looking for in alignment with your questions.

(8:43)

When your understand the trust and desire your customers have to do what they are passionate about and your product can help them accomplish that, your interaction with them now becomes an alignment of interests, if you deploy transparency as a strategy.

(10:18)

CEO Tim Elliott summarizes what the net effect of using that strategy leads to, which is trust. That strategy of listening, even being equipped with the answers the industry is looking for, will lead to an environment where partnership is possible. The end result, with that environment, will lend itself to an innovative and effective solution.

(11:27)

Hear it once, I’ll take a note. Hear it twice, talk about it. Hear it three times, you begin to develop a solution for your customer.

(13:13)

If you truly decide that you know, before your customer’s voice has been heard, you will find yourself out of business.

(14:10)

CEO Tim Elliott talks about a time he spent with other entrepreneurs, where when the opportunity to chase money presented itself, being transparent with his team and his customers about their goals to help solve problems, leads to a unique alignment of interests and thus a much more robust customer/vendor/provider relationship that wouldn’t not have existed had the company simply chased money.

(14:43)

VP of Sales Mike Kelley talks through conversations he has with folks in the marketplace, talking about how 99 out of 100 providers have to deal with unmet expectations with the solutions they’ve purchased, which doesn’t create a great environment to have a solution oriented discussion.

(15:45)

VP of Strategic Initiatives Cody Strate talks about the importance of your reputation, controlling expectations, and understanding your customers perception of your capabilities.

(16:25)

CEO Tim Elliott talks about taking responsibility and ownership of not meeting expectations with their customers, but the power of being transparent allows you to improve your delivery, your product, and your service. This characteristic permeates throughout the organization and can lead folks to 

(18:16)

VP of Sales Mike Kelley fields questions from customers regarding a request for new features. Those requests sometimes lead to an unsuccessful outcome, or “failure”. “Failure” has lead to concept called “Gap and Gain” from CEO Tim Elliott as well as created a dynamic relationship for their customers to understand that the core product, when executed the right way, will deliver.

Subscribe and Follow to Maintain the “Leadership Mindset”

Facebook - https://www.facebook.com/AccessEFM/

Twitter - https://twitter.com/Access_eforms?s=20

Linkedin - https://www.linkedin.com/company/accessefm/

Tim Elliott, CEO, Access EForms - https://www.linkedin.com/in/tim-elliott-b84b39a/

Cody Strate, COO, VP of Strategic Initiatives - https://www.linkedin.com/in/cody-strate-26543412

Mike Kelley, VP of Sales, Access EForms