Bobblehead Podcast

Calling folks to grow and challenging others to be their best, that’s one of the ways you lead.

On today’s episode, Access EForms COO Davin Marceau sits down with Tim Elliott, CEO and Cody Strate, VP of Strategic Initiatives. Making mistakes, so as to create opportunities for improvement otherwise not discussed in an organization mired in bureaucracy.

See more from Access EForms below:

SHOW NOTES:

(0:58)

When you’re always comparing yourself to your best, rather than understanding how far you’ve come, you can lose steam. So, what are some of your biggest setbacks over the last few years.

(1:31)

CEO Tim Elliott talks about the topic of trust and holding people accountable being one of the biggest mistakes he’s made in the last 3 years. Actually telling folks that they are going to be held accountable was one of the practices he’s adopted as a result of this challenge.

(2:28)

CEO Tim Elliott tells a story of how the company ended up being two to three weeks behind schedule when he had made a list of all the objectives for the company to complete. Rather than things getting done, everyone left confused. 

(3:42)

COO Davin Marceau talks about how the environment of making mistakes actually created an opportunity to being processes and systems into an environment.

(4:26)

A problem that VP of Strategic Initiatives Cody Strate experiences, is wanting to do things that he “may” not be great at, failed and fallen short, however that has given him the chance to learn. What do you do when you realize as a leader, when you’re not good at something?

(5:16)

When VP of Strategic Initiatives Cody Strate builds on the stories of how he’s had to deal with tasking other people with objectives, rather than giving them the reigns to run, it has led to him wanting to be restrictive.

(6:03)

By restricting folks, versus enabling, VP of Strategic Initiatives Cody Strate had learned that it can cut off creativity and individualism.

(6:40)

COO Davin Marceau talks through his ego being the problem when it comes to “rushed decisions” with people, process, or procedures.

(7:08)

Relating to other leaders, VP of Strategic Initiatives Cody Strate understands that the pressure he’s been putting on people has led to restricting progress. That experience has led to other areas of his life experiencing growth as well.

(8:17)

What information that is out there in the marketplace concerning culture, or what makes folks happier, isn’t necessarily always what is best for the organization. CEO Tim Elliott talks about those that have separated themselves and have risen to the occasion are experiencing the greatest amount of satisfaction.

(10:06)

COO Davin Marceau talks about the value of meeting and exceeding performance standards. This standard has led to an increased belief and energy to what the company can accomplish.

(11:17)

Team doesn’t always mean family. Team means that “High Performance Team” holds each other team members accountable for the results of your work and what the organization needs.

(12:17)

COO Davin Marceau admits that even as work can be compared to “family” as a supportive culture, yet families can be dysfunctional. However, in a leadership arena or the marketplace of business, teams need to care enough about each other to challenge each other and expect the standard to be upheld.

(13:36)

VP of Strategic Initiatives Cody Strate asks the question what happens to the fabric of an organization when you don’t address the mistakes head on.

(14:26)

CEO TIm Elliott answers by talking about how a team member can’t survive 

(15:12)

When performance in the military isn’t at the level in which the team expects, COO Davin Marceau talks about the Ranger Battalion would also eliminate the folks who committed the act, and those with them.

(16:19)

CEO Tim Elliott addresses how the standard wasn’t met with those directly in the room and call it out for us to be a part of.

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/

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

Standards Apply.

When those you work with share the passion they have in a way that elevates the performance of those closest to them, that’s when you have yourself a valuable member of your team.

On today’s episode, Access EForms COO Davin Marceau sits down with Cody Strate, VP of Strategic Initiatives and VP of Sales Mike Kelley. See more from Access EForms below:

SHOW NOTES:

(1:15)

How do you determine what makes the perfect team member?

(1:34)

VP of Strategic Initiatives Cody Strate talks through the challenges of working through your day and when you surround yourself with folks that are just like you, it may fuel your ego, just not help you accomplish all of your initiatives. Do not underestimate the value of diversity of thought when it comes to evaluating your team.

(2:52)

COO Davin Marceau communicates how difficult that can be to create an environment to challenge leadership to be open?

(3:55)

VP of Strategic Initiatives Cody Strate freely share their thoughts and opinions, by humbling yourself to know the characteristics needed in your team and what you bring to the table.

(4:33)

Incumbent to being the strongest behind-the-scenes, even so far as to encourage his staff to be better and challenge him to “manage his manager”. If everything is always perfect, then you can ascertain that something really is wrong, folks aren’t willing to share authenticity.

(6:36)

Core values, guide your willingness to listen to other folks.

(7:11)

Having a high standard of performance, effectively raises the level of performance of those around you. That can create animosity in those that you’re looking to bring along with you, if you don’t create an environment where feedback 

(8:19)

Looking for “uncommon” characteristics in those you’re looking to lead, those you’re looking to influence, and those that have values that align with the mission of the organization, are hard to find, but being clear with your goals and intention reveals those folks as you go thru the process.

(9:32)

Consistency for finding those that challenge those around them, seems to be found in college athletes. Those willing to be coached to a high level and perform consistently to a performance standard universally competed towards.

(10:16)

VP of Sales Mike Kelley talks about the flexibility and courage needed to look in the wrong places. You may have a clear objective and criteria you’re looking for in your team, however, the right candidate can emerge as they display the traits that stand out, regardless of their work history.

(11:38)

If someone is looking to take a risk, to bet on themselves in an arena like sales or marketing, that risk can have some significant rewards.

(12:36)

Having the desire to being committed to a strong culture and being true to your core values, reveals the characteristics you’re looking for in a great team member.

(13:19)

Sometimes a well-intended HR policy can create a barrier for vetting the talent in a way that gives you enough information on the front end of the actual experience together.

(14:01)

To find the perfect team member, you won’t find it on paper. The paper won’t lead you to your ideal client, thus a resume may be a reference, yet it doesn’t jump out off the paper. Context is needed.

(15:30)

The culture of your organization will determine the candidates you’re looking for.

(16:08)

The days of “Sell me this pen” seem to have gone away. A career where you’re in an echo chamber doesn’t exist. You’ve got to have the perspective to join an environment where the culture can support your goals, or find an alignment in your customers interest as well as the team.

(17:18)

Being accountable to deliver numbers, consistently, and in a pressure filled situation 

(18:19)

Success can’t be faked. There may have been a time where the situation allowed you to experience “short-term” wins, yet your habits expose you.

(18:48)

Sometimes you miss with your hire. How do you recover from that experience? 

(19:18)

Being apart of an organization for a short-term is a “good thing” - although it looks to be a HUGE challenge in the interim. The organization will survive because the culture supports taking a risk, and the individual will be if they learn to find the right fit for them in the market.

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/

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

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

Mike Kelley, VP of Sales, Access EForms

Applying the principles of Humble, Hungry, Smart makes coaching so enjoyable. When you have someone that truly wants to get better, you know they when you leverage these principles, you can help them.

On today’s show, Access EForms CEO Tim Elliott sits down with Cody Strate, VP of Strategic Initiatives and VP of Sales Mike Kelley. They come together for a discussion on how an organization's leadership team views the differences in Management and Coaching. The executive team at Access prides itself on being authentic with each other, so as to create opportunities for improvement otherwise not discussed in an organization mired in bureaucracy. See more from Access EForms in the show notes below:

(1:15)

CEO Tim Elliott asks the question to VP of Sales Mike Kelley, how do you view coaching differently than managing?

(1:48)

Coaching tends to be more custom to the individual, as the coach. Where in the past, an 8 hours mangagement time period can be blocked off, only to have lost the effectiveness within the first 20 minutes.

(3:02)

VP of Strategic Initiatives Cody Strate admits that being direct and forceful tends to be much easier sometimes than to be more intentional about being “Coach”. That position you decide to put yourself and the amount of energy it takes to modify your language and tone, you can ultimately deliver more value to your team and team members.

(5:07)

How, as a leader, coach and work with outside consultants as opposed to an internal team member?

(5:47)

The length of time that an organization will be engaged with folks outside of the organization to deliver lasting business results influences the amount of time and energy it takes to work with them. VP of Strategic Initiatives Cody Strate talks through his thought-process of how to balance time as a leader with those he’s responsible for the results of their work.

(6:38)

CEO Tim Elliott asks VP of Sales Mike Kelley what has been consistent with the “rock stars” that Mike has worked with in the past?

(7:11)

Taking a quick trip down memory lane, VP of Sales MIke reflects on the barking orders approach akin to the formula his old coach had with him. That approach doesn’t have as much traction with his “rock stars” nowadays, especially since the one-size-fits-all approach to coaching falls short on effectiveness, without the relationship. Mike shares a story of a tried and true producer and the mechanics of sales, but needed coaching in situations where pressure or the close wasn’t a particular strong suit.

(8:49)

CEO Tim Elliott asks each to share their philosophy of coaching, even the tools they use at Access.

(9:48)

VP of Sales Mike Kelley shares his perspective on the “Clifton Strengths” and how that test has helped provide consistently for each of those team members to understand the terminology and philosophy.

(11:02)

How do you use the Kolby index to process problems and issues?

(11:24)

VP of Strategic Initiatives Cody Strate talks to being coachable, but that also puts you in a position where it confirms the principles of being humble, hungry, and smart. Knowing your audience and leveraging the medium necessary to convey your message will affect how the message is received.

(13:11)

VP of Strategic Initiatives Cody Strate talks through the best ways to talk with him, as well as, knowing the intended listener of your message - you may miss the mark if you don’t factor that into consideration. 

(13:56)

VP of Sales Mike Kelley backs that up with a story where you can be humbled by his professional experience, by being able to better relate to his daughter as she was going off to college.

(15:45)

CEO TIm Elliott tells a story of how he used to “butt heads” with his daughter, but not understands exactly why as his being able to understand who she is and how she thinks.

(16:52)

Using the x3 Principles, Humble, Hungry, and Smart helps the Access team vet those candidates that aren’t coachable, or vet how coachable they are capable of being.

(17:52)

Hearing a CEO’s ability to work with Type-A, hard-chargers and being able is something you’ll be able to listen to and learn from here.

(18:30)

Being able to take critical feedback and apply the coaching as a catalyst for change, that comes back to improve the performance of the organization.

(19:45)

CEO Tim Elliott helps to clear up the expectation and the perspective of an organization that has standards and how to best articulate that to anyone interested in joining their team.

(20:14)

Checking your ego at the door, getting something done, as well as being able to like those that you work with. “Standards Apply” was a phrase that VP of Strategic Initiatives Cody Strate mentioned during a strategy session that resonated with VP of Sales Mike Kelley belief system.

(21:50)

Ego is the first filter that a coaching message has to be filtered through, so if that filter is clogged or not being able to be coached is an absolute weakness. Knowing where your personal potential cap is, can be measured by the proportion of coaching messages you’re able to absorb and put into practice, VP of Strategic Initiatives Cody Strate closes with.

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

Some of the executive leadership at Access EForms, an industry leading technology company, share simple, yet profound disciplines they subscribe to. The effect on their production, as well as the organization fuels their ability to build momentum daily, and iteratively provide solutions to the industry. Moving the needle forward and go home with a smile on your face, can be a simple, but important accomplishment and we all want to be important.

On the show, Access EForms CEO Tim Elliott, COO Davin Marceau, VP of Strategy & Innovation Cody Strate, kick off a discussion on the concept of “Intentional vs Reactionary”, hosted by Customer Account Manager Reid Howells. See more from Access EForms in the show notes below:

(1:01)

Difference between Intentional versus Reactionary from CEO’s perspective and how being intentional being choice. There is a struggle associated with addressing individuals and their effect on the organization. COO Davin Marceau believes there is a true correlation to that concept by being a mindset challenge.

(2:19)

Busy versus being productive, as the individual responsible for strategy of an organization, you can get pulled into fire drills. VP of Strategy & Innovation Cody Strate acknowledges that emails and those tasks are important, but can sabotage your strategic efforts. The physical feelings at the end of the work day are markedly different from the effect of either of being reactionary versus intentional.

(3:29)

When your partner asks about your day, you answer with “being busy” but nothing in particular comes to mind odds are it was a reactionary day. Most of the tasks you’re addressing aren’t energy producers, they drain your energy if you’re doing them at the wrong time of the day.

(4:46)

How do you rid yourself of being flooded by others personal emergencies, as a leader?

(5:17)

VP of Strategy & Innovation Cody Strate asks about time blocking, the answer may surprise you - coming from the CEO. Tim addresses when he’s most creative, most productive related to tasks and a clear picture of what spells out accomplishment.

(6:31)

What gets your mind right on the ride home from work? COO Davin talks about podcasts and how that has helped with knowing where his mind is at the beginning of the day. Versus sports talk radio.

(7:15)

What is it about discipline that adds the most fuel to your day? VP of Strategy & Innovation Cody Strate poses the question to former Army Ranger COO Davin Marceau.

(8:15)

Examples of being reactionary or intentional, VP of Strategy & Innovation Cody Strate talks about needing to put thought to pricing, video, or email in the creative framework and the role that creative product plays into the larger picture. Reactionary examples are more from the posture of answering email or customer needs that are much more pressing.

(10:20)

VP of Strategy & Innovation Cody Strate outlines his day based on a Productivity Journal and helps him to produce the framework around his creative thought. This practice is executed by being very intentional the day before and even the

(11:29)

COO Davin Marceau talks more about making research notes, then quantifying whether or not they make it to his Trello board for action item. He even romances the idea of moving his tasks to the “done pile”.

(12:31)

CEO Tim Elliott admits that standing in front of the white board, or wading a post-it note that gets thrown in the trash equates to Davin’s Trello board’s “done pile”.

(14:02)

The value of vacation and taking a mental break. How does a hard-charger and type-A accomplish the implementation of this concept?

(14:45)

Crawl. Walk. Run. Do not look at your phone or email for 25 minutes and focus on one specific task. That gets your in a rhythm where you can develop the momentum necessary to create a new productive habit.

(15:31)

How ever you record your day - be sure to focus on measuring what got done.

(15:46)

CEO Tim Elliott talks about the value of focusing your attention at two things for one day. Measure how effective you were at the end of the day and choose two for the next. Each time you do this, the “stacking” of the tasks being done at the end of the week will give you energy.

(17:07)

Even as support personal, you may have the function in your job that is reactionary, but be sure to block the time and think like a leader

(17:39)

As a leader, it’s important to communicate the need for space in the day for people to be intentional with their time. We all strive to go home with a smile on our face each day and to feel important - everyone wants to be important, and we want to provide opportunities for folks to accomplish that.

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/

In this 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/

Cody Strate, VP of Strategy & Innovation, Access EForms - https://www.linkedin.com/in/cody-strate-26543412/

Reid Howells, Customer Account Manager -  https://www.linkedin.com/in/reid-howells-0091a5124/

On today's episode, Access E Forms CEO Tim Elliott and COO Davin Marceau come together for a discussion on the concept of “Who not How”. See more from Access E Forms in the show notes below:

(1:41)

First thought when we embark on something new or creative, what is it? Tim shares how usually it’s a roadblock and it sounds a lot like, “How? or I can’t do that because…”

(3:04)

Tim elaborates on when we’re not always the right person - the first thing you counter that with, it’s who do you know that can do this.

(3:48)

Davin admits it being a touch thing for “high performers” to get used to the idea of someone else carrying our ideas through to execution. A good tool to think of is to ask yourself if you are the best equipped to handle the lifting for a new project, just because it’s your idea. Being bogged down in something you’ve never done before, can slow down progress.

(5:18)

Tim uses another helpful tool that Strategic Coach helped bring to his attention is something called the “Impact Filter”. This tool forces you to begin the practice of writing down all the things or milestones that are needed to complete a project, then place a name down on paper. 

(7:03)

What are the results of implementing this philosophy in your business? Smoother and faster execution with the project. It also gives you “clear line of sight” into responsibility. Takes pressure off the idea creator by not being the point person and gives you a chance to learn who the “who’s” are?

(8:15)

They can be your subordinate leaders, plus gives you the ability to have a hierarchical level of trust or develop someone that you have trust with to access their network. In turn the “who” ends up showing value to the business and project and in turn, showing value to organizer of the original idea.

(9:10)

Knowing people outside the organization that help you to manage projects, effectively deliver quality results. Hiring someone for a specialty, versus bringing them on board for a position and hoping they can solve the problem your project demands isn’t the best way to solve problems and allows companies to leverage this tool to accomplish more with less.

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/

People

Tim Elliott - https://www.linkedin.com/in/tim-elliott-b84b39a/

Davin Marceau - https://www.linkedin.com/in/davinmarceau/