Mads Singers Management Podcast

The one constant factor in all of one’s endeavors is you; self-awareness or profoundly understanding oneself, is, therefore, essential in business leadership. This strength enables a person to become empowered as awareness allows one to make better choices in management and business operations whether it be to change, adapt, or grow.

Joining us in this 14th episode of Mads Singers Management Podcast is no other than Josh Patrick, founder of Cracking the Cash Flow Code!

Josh Patrick has been in the business arena for more than ten years now; being in the business for a long-time allowed Josh to gain knowledge on what he wanted, and what he stands for most especially in business leadership. With being grounded on his passion, the values he embodies as a person and as a leader transpires in the manner he helps other people find their purpose, which in turn empowers morale and productivity. 

For Josh, the most effective way to be successful in the business is to work through others.

Key Learning: 

1. Management Philosophy – 2:30

2. People Management Mission – 4:30

3. Outgrowing Business Challenges – 7:14

4.  Identifying Tomorrow’s Leaders – 11:43, 12:49
 5.  Hiring System and Screening Process – 13:41, 18:03
 6. Trick in Sourcing Anchored from Values – 20:05

7. Management Accountability – 23:02

8. Onboarding New Hires – 25:25

9. Unique Management Style – 29:44

10. Management Tips, Tricks, or Suggestions – 43:34, 44:11

Golden Nuggets: 

Hiring Trick (Activity) – 5:50

The truth about owning a business successfully – 6:39

Values-Based Management – 12:14

Walking the Talk: Vision – 36:04

Stage 2 Decision Process – 38:49

Right Tool for Appropriate Management – 41:22

Resources Mentioned: 

1. Big Rocks 

Author: Stephen R. Covey

2. Traction 

Author: Gino Wickman

3. E-myth

Author: Michael E. Gerber

4. Book Yourself Solid  

Author: Michael Port 

5. The Challenger Sale 

Author: Brent Adamson, Matthew Dixon

6. The Challenger Customer

Author: Brent Adamson, Matthew Dixon, Nick Torman, and Pat Spenner

7. Sustainable Business 

Author: Josh Patrick

8. 80/20 Rule in Business  

Author: Perry Marshall

Connect with Josh Patrick on the following online handles: 

1. E-mail: [email protected]
2. Contact Number:  8028461264 ext 102
3. Website  

Management based on values is a critical factor in building a business even more than it’s demanding when leading a family-owned business, as it requires the same integrity and skill at leading as in any other type of organization. 

None other than Chris Prefontaine joins us on this episode of Mads Singers Management Podcast to share his perspective in leading and growing family-owned business. 

Chris Prefontaine banks on the principle that for the family-owned business to sustain, the system that operates it must be anchored on the values to act upon its mission. This way, shared beliefs are developed and in return, getting the buy-in is not compulsory as successful integration to its values, and its mission has been made. 

Values-based management once clearly defined, must also be the guide in performance evaluation. Chris ensures that for this to be feasible, he consistently communicates those values at every opportunity possible. 

He gets engaged to his team members by way of shared beliefs so that he could, in turn, grow along with them and lead others in the future. 

For Chris, driven by values, alignment on the business’ mission is more likely and helps the details more readily fall into place. 
 

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Key Learning: 

1. Chris Prefontaine’s Management Philosophy – 2:11, 3:04

2. People Management Mission -  5:42
3. Outgrowing Business-related Challenges –  6:18, 16:53

4. Identifying Tomorrow’s Leaders –  8:28

5. Chris Prefontaine’s Take On Delegation – 13:09 

6. Unique Management Style – 15:11

7. Business Risks – 17:42

8. Tips, Tricks, and Suggestions – 19:04 

Resources Mentioned: 

1. Multipliers 

2. What Got You Here Won’t Get You There

3. The Hard Things About Hard Things

Connect with Chris Prefontaine on the following online handles: 

 1. smartrealestatecoach.com

2. smartrealestatepodcast.com

Let's imagine first that you started from the bottom as a rank and file employee and then you rose to become now one of the leads for the company you are working for, and then the company grew and immediately got some great press. Prospective customers started to show up wanting to place orders and avail services. Let's imagine that within a few months, the company had hundreds of orders waiting to be filled and services waiting to be availed. 

Your market is already active and it's getting bigger. There are plenty of potential customers. If you marked off one or a few of your buyers for some regrettable reason and they ceased buying from you, you could learn from the experience and quickly recoup.

But what if your employees were disinterested or displeased with their jobs? Their discontent could ruin the brand and the company; products and services quality would suffer. A company cannot grow meaningfully on the backs of unhappy employees. 

In this episode of Mads Singers Management Podcast, Gregory Elfrink from Empire Flippers shares to us his management philosophy and what keeps him burning. 

Gregory Elfrink started in an apprentice program to now becoming the Marketing Director for Empire Flippers. For Gregory, leadership embedded in trust and transformation works for him even though it may sound decades-old wisdom; this directs him to serve his employees first, growing together with them, and allotting liberty to outgrow oneself as the business grows too. 

He subscribes to the view that by consistently facilitating one-to-one discussions, his moral responsibility as a leader is being displayed in the same manner as it is depicted to his leaders too.  

Key Learning: 

1. Gregory Elfrink’s Management Philosophy – 2:11
 2. People Management Mission – 3:15
 3. Outgrowing Business-related Challenges – 4:40, 5:20, 15:32
 4. Identifying Tomorrow’s Leaders – 7:55
 5. Onboarding Process – 11:17 
 6. Unique Management Style – 13:37

7. Business Risks -18:40
 8. Tips, Tricks, and Suggestions – 21:27
 

Golden Nugget:
Leadership Anchor – 14:15

Connect with Gregory Elfrink on the following online handles: 

1. Facebook 

2. E-mail: [email protected]

The traits of a visionary leader and a leader who loves coaching exemplify in its form of management style. These type of methods move people by telling then not where to go but how to get there, and affecting people towards a common goal; thus motivating everyone else in the team. It is done by holding long conversations beyond the workplace and helping each and everyone else who is part of the loop to find strengths and weaknesses and tie those to career aspirations and actions. 

Combining the two management styles allows individuals to build long-term capabilities with an overall strong climate impact. 

Wayne Richard joins us from Bean Ninja in this episode of Mads Singers Management Podcast. 

Wayne Richard is the Director for Global Operations of Bean Ninja wherein the organization he is part of specializes in cloud-based bookkeeping and financial training to online businesses. They also support a large number of SAS, e-commerce, and different coaching service-based, markets. They are spread all over Australia, Europe, United States, United Kingdom, Japan, and the Philippines. 

These successes are not magic in a split of a second to Wayne. He ensures that he is able not just to spend time, but more so, Wayne can invest time to profoundly understand what is it that he wants them to do. Wayne as a leader also aids his team members to identify their best talents, and at the same time help them identify their gaps so he could be able to provide them the support they need and help them position themselves towards strengthening those areas. 

As guided by his management philosophy, Wayne Richard subscribes to the view that modeling the behavior he wants his leaders to be living is the key to be able to let them understand the vision he readily has in his mind.

Key Learning: 

1. Wayne Richard’s Management Philosophy –  (2:50), (3:54), (4:33) 

2. Unique Management Style – (11:06)

3. People Management Mission – (5:00)

4. Outgrowing Business and Management Related Challenges – (6:40), (7:05), (16:49) 

5. Identifying Tomorrow’s Leaders – (8:15)

6. Managing Managers – (9:20)

7. Business Risks – (21:45), (22:30)

8. View on Delegation – (24:25)

7. Tips, Tricks, Suggestions – (25:50), (26:27)

Golden Nugget: 

Management Assimilation – (26:27)

Leaders who Self- Identify – (8:15)

Resources Mentioned: 

1. Traction

Author: Gino Wickman 

Applications Mentioned: 

1. Slack (for internal communications)

2. Wrike (for Project Management) 

Connect with Wayne Richard’s on the following online handles: 

1. Website 

Employee engagement propelled by spending quality time with your employees irrespective of employee rank and roles makes magic. Innovating engagement can both be tricky and costly in the absence of creativity. Most of the time, the simplest ingredient is the most neglected. 

The success of a business is highly dependent on how effective communication is across all ladders. 

In this episode of Mads Singers Management Podcast, Noel Andrews joins us, who is an advocate of effective communication. 

Noel Andrews is the CEO and owner of Jobrack, which is an online job board. He subscribes to the view that communication is two-way. Receiving the message is not enough, the manner the message was conveyed and received makes it work, and building connection is the key for this to happen. In the absence of connection, communication among employees will be one way which has proven itself to be ineffective and inefficient over time. 

Noel is fully aware that his most significant strength is helping business owners scale up their business by finding them A-players his customers need. With this advantage in mind, Noel ensures that he is in touch of his management philosophy wherein Noel provides that he can figure out what he desires as output and later communicates it. He always finds time to do so. For Noel, the impact of his people-oriented action is crucial in the manner that the body of work is done.  

 
Key Learning: 

1. Noel Andrews’ Management Philosophy –  (3:44) 

2. Unique Management Style – (27:04); (28:57) 

3. People Management Mission – (6:31), (6:46), (7:03)  

4. Outgrowing Business Related Challenges – (14:38) 

5. Identifying Tomorrow’s Leaders – (21:25), (21:56)

6. Onboarding Process – (8:16)

7. Business Risks – (35:54) 

8. Tips, Tricks, Suggestions – (40:57), (44:50)

Golden Nugget: 

Management Philosophy – (3:44), (15:52) 

Implications of spending time in communicating – (4:53), (9:49)

Applications Mentioned: 

1. Slack

Connect with Noel Andrews' on the following online handle(s): 

1. Website 

Empowering a team is not rocket science. Profound appreciation and understanding of shared responsibility are the primordial requirements along with trust will entail for productivity to work at a large extent. Not to mention of having a remote set up.  

In this episode of Mads Singers Management Podcast, we are joined by Daniel Chabert, who shares to us his management philosophy and how he capitalizes on autonomy and camaraderie. 

Daniel started a business in 2012; he started venturing in affiliate marketing and quickly expanded into building different sites related to affiliate marketing and e-commerce.

Much of Daniel’s business success is referred to his management style, wherein Daniel gives people autonomy, space, and authority to make decisions and embrace full responsibility. He advocates growth and connection among his team as he is fully aware that having a remote set up is challenging. 

Daniel subscribes to the view that when each of his team members assumes responsibility on a specific project, ownership comes naturally considering that the affection this approach entails would result in collective thinking and goal. Also, interdependence or “trust” is crucial to employee empowerment as it promotes internal harmony, which in effect makes the work more efficient. 

While employees may have the liberty and autonomy to decide on their own accord, the secret to empowering a team is that they unite towards achieving a common goal. While the components may be separate from each other, all these when combined are relevant with the end goal in mind.

Key Learning: 

1. Daniel Chabert's’ Management Philosophy –  (3:24) 

2. Unique Management Style – (17:40); (18:22) 

3. People Management Mission – (4:56) 

4. Outgrowing Business Related Challenges – (6:30) 

5. Transformation – (21:50)

5. Identifying Tomorrow’s Leaders – (9:21); (11:05)

6. On boarding Process – (15:07)

7. Business Risks – (23:14) 

8. Tips, Tricks, Suggestions – (25:04)

Golden Nugget: 

Empowering a Team – (3:24) 

Employee and Management Connection – (11:05)

Applications Mentioned:
1. Slack
2. Google Sheets

Resources Mentioned:
1. Let my People Go Surfing
Author: Yvon Chouinard

Connect with Daniel Chabert's’ on the following online handles:
1. Linkedin
2. E-mail - [email protected]

Many leaders of today never want to be described as “micromanaging” but are consciously one. Delegating “responsibility” is different from just delegating a task, and this is what Dom Wells lives by. 

In this episode of Mads Singers Management Podcast, the difference between Articulating and Deciding is being shared to us by no other than Dom Wells. He also discusses his management philosophy. 

Dom Wells is fully aware of his weakness, so he invested in building a team in a way that supplements his weakness and the need required for business success and sustainability. 

Empowerment for Dom is a win-win situation for him, as he could focus more on what he does best with the people who are engaged and strongly feels connected to their current roles and the value of their contribution.

For Dom, empowering your team and giving up control can both be a frightening experience but he is fully aware that by controlling his team, by not giving the freedom of choice over the responsibilities delegated to them, he is impeding their ability to grow and to do what they are supposed to do. Hence, Dom navigates on empowerment by trusting his team and giving them the space to be able to decide on what they do best; be leaders and become valuable contributors of the business success.  This philosophy also applies to the tools Dom Wells provide for his team for them to learn and grow for empowerment to be a critical factor in engagement.

Key Learning: 

1. Dom Wells’ Management Philosophy – (12:50), (14:19)

2. People Management Mission – (16:02) 

3. Tips, Tricks, and Suggestions – (37:58)

Golden Nugget: 

Difference between Articulating and Deciding – (11:38), 

Applications Mentioned: 

1. Asana
2. Basecamp
3. Trello
4. Google Sheets

Resources Mentioned:
1. Clockwork
Author: Micke Michalowicz

2. Traction
Author: Gino Wickman

Connect with Dom Wells on the following online handles:
1. Linkedin

2. Website

3. E-mail: [email protected]

In any company, one of the most fundamental relationships is the connection between the leader and the follower, which highly depends on the leader’s management philosophy. A healthy bond by way of conducting one on one can produce efficiency and productivity, whereas a reliable connection can be detrimental to organizational success in the absence of any feedback.

Joining us in this episode of Mads Singers Management Podcast is Davide Rossi to share with us his insights on effective integration.

Davide subscribes to the view that making time for one on one makes a huge difference, and so its impact. He firmly believes that profoundly knowing your people is just as important as having them on your team. Davide sees its value, its power, the pattern to make the most out of it and its sustainability in the long run of eventually collaborating on a shared vision.

Davide sees the complexity of human relations as an opportunity to be leveraged in terms of ensuring that getting the buy=in is no longer imposed for short term approval purposes but is for long term purposes. Hence, doing it on a recurring schedule helps for him make feedback a habit and a shared routine. For Davide, it encourages a culture of continuous feedback.  

This window at the same time allows Davide to gain an insight to how he manages his team or how his team thinks of his management style which led Davide Rossi to realize if whether he has heard them just as his team expects him to hear.

Davide understands that management may be unique or borrowed techniques; for him, it’s a beautiful concept in this vast world.

Key Learning: 

1. Davide Rossi’s Management Philosophy – (2:37)

2. People Management Mission – (3:29), (4:08)

3. Davide Rossi’s Unique Management Style – (7:04)

4. Company Transformation – (9:11)

5. Personal and Company Improvement – (17:25), (19:12)

6. Management Tips, Tricks, and Techniques – (20:36)

Golden Nugget:
Implications of One-on-One Meeting – (5:20)

Reference Mentioned:

 1. Asana

Connect with Davide Rossi on the following online handles:

 1. E-mail - ([email protected])

2. Linkedin

Actions of the leader affect the way employees behave at work and management style. At the end of the day, we are all social beings; hence, we feel connected and impacted by our feelings manifested in the way we act towards others in one way or another. 

In this podcast episode, we are joined by no other than Maj Wismann, a clinical sexologist and relationship therapist whose discussion will revolve around the implications of unsettling issues that, in effect, affect people management. 

 Living life each day affects us DAILY, whether it be positively or negatively.  It can’t be denied how personal issues affect mainly our focus at work.  It is challenging to focus on something most, primarily where a person’s attention is divided. Hence, Maj mission as a clinical sexologist and relationship therapist is to help people who are trying to help themselves and who desires to obtain guidance from a professional.

From an entrepreneur perspective, several clients just stop performing well because of issues at home, which may not be a lot but still affect them so much most especially at work. 

Maj subscribes to the view that the underrated method is the most salient method that just clears out the lonely path – communication. She believes that communication as a skill has so much importance because now and then, every process and details require communication; it is not just able to deliver the message but also “the manner” the message was received and the received signal as well dramatically is affected by our own biases.  

Key Learning: 

1. Communication as a Skill – (5:20) 

2. Key Things, Huge Impact – (9:04), (9:27), (9:43), (10:57), (10:30), (11:30), (12:55), (13:51), (15:15)

Tip(s), Trick(s,) and Suggestion(s): 

1. Cultivating Deeper Awareness – (27:41); (30:12) 

Connect with Maj Wismann on the following online handles: 

1. Facebook (English) 
2. Facebook (Demark) 
3. Linkedin

4. Website

Joining us in this episode of the Mads Singers Management Podcast is Julio Monzon, COO of Monetizemore. He describes himself as a holistic thinker who empowers other leaders by capitalizing on the organizational culture.

Building a unique and dynamic business today is a challenge and Julio banks on the trust of his employees and the culture established. 

He knows, for one, the implications of having a vibrant culture that engages and energizes employees; and believes in almost every case, if the culture is established it no longer needs to be imposed but is lived mutually.

For Julio, social factors play a huge part in building a culture which cultivates leaders and empowers team members. He acknowledges the challenge at the beginning of every change process; hence, getting the buy-in for Julio is also a chance for the leaders and executives to gain an understanding regarding the concerns of the workforce.

In addition, having each employee live the company culture allows Julio to provide an avenue for other leaders to be creative in their own way by allowing them to navigate the space freely instead of taking instructions on “how to’s”.  

Julio subscribes to the view that once the extended team is engaged and strategical performance feedback is established, the execution process is refreshed and then evolves.

Key Learning: 

1. Julio Monzon’s Management Philosophy - (4:54)
2. Mission in People Management - (5:32)
3. Julio Monzon’s Unique Management Style - (9:36), (10:00), (10:44) 
4. Going beyond Managing - (11:53), (15:09), (15:25) 
5. Julio Monzon’s take in Identifying Leaders - (20:04), (20:55)
6. Business Transformation - (22:23), (23:19)
7. Personal Transformation - (24:22)
8. Management Tips, Tricks, or Techniques - (26:17), (28:45) 

Golden Nuggets:
1. Context’s Importance - (18:42)
2. Culture Driven Leadership - (11:53)

Connect with Julio Monzon online with the following handles:
1. Linkedin
2. Website
3. E-mail - [email protected]