Join us for a discussion about leading people so they feel appreciated and understood. Allen Cooper is the President/CEO of Ancilla Ventures. One of my favorite parts of this interview was when he discussed his approach to his feedback loops so he understands what his employees need and how he can align them with the company’s goals.

You can get the Magic of Feedback Guide (and other business system guides) to find issues before they become expensive problems.

Highlights from the interview:

1. Servant leadership approach

Allen describes his leadership style as a "servant leadership" approach, where he tries to remove barriers for his employees, hold them accountable, and enable them to be their best. He believes in getting the most out of people by being a mentor and sounding board.

2. Prioritizing and balancing work

He discusses how he helps employees prioritize their work and balance "shiny objects" (new, exciting tasks) with necessary routine work. He uses a Scrum-based approach to spread work across all projects and clients, allowing employees to gain breadth of experience.

3. Feedback loops and core values

He explains how he has implemented monthly reviews of the company's core values, including clearly defining what each value means. He also has a "monthly shout-outs" program to recognize employees who embody the core values. This helps reinforce the culture and gives employees a voice.

4. Documenting processes and continuous improvement

He discusses how the company has documented standard operating procedures (SOPs) for various processes, which helps with onboarding and ensures consistency. These SOPs are regularly reviewed and updated to adapt to changing needs.

You can learn more about Allen Cooper over at Ancilla Ventures. You can also connect with him on LinkedIn.

As always, if you have any questions or want to submit a guest for the podcast that you think would be amazing, just reach out to me on the Systematic Leader website, and I’ll do my best to get them on. If you enjoy the interview, please take 30 seconds to rate the Systematic Leader podcast on your favorite platform. Thanks!

Join us for a discussion about improving the sales process for you and the people you lead. John Meese is the author of Serve to Sell. One of my favorite parts of the interview is hearing the questions that John uses on a sales call. Such powerful questions that will alter how you approach a sales call. 

You can join the 5 Day Proactive Feedback Challenge to build a feedback systems that improves your team and company's systems.

Highlights from the interview:

1. Shifting from a sales mindset to a service mindset 

John shares how he struggled with the pressure and failure of traditional sales calls, which led him to reframe them as "serve calls" focused on genuinely helping the client rather than just making a sale. He explains how this shift in mindset was a key starting point for developing his serve to sell framework.

2. The six-step serve to sell framework 

John outlines the six steps of his serve to sell framework: 1) Relationship, 2) Results, 3) Roadblocks, 4) Resources, 5) Recap, and 6) Recommendation. He explains how each step is designed to deeply understand the client's needs and position the solution as a natural fit, rather than a hard sell.

3. Emphasizing the importance of listening and empathy 

John stresses the importance of truly listening to the client, asking open-ended questions, and providing space for them to share what matters most. He explains how this empathetic approach builds trust and makes the client feel genuinely cared for, rather than just being sold to.

4. Capturing client success stories as social proof 

John discusses the value of systematically collecting client success stories and testimonials, as this social proof helps demonstrate the real-world impact of the solutions being offered. He shares an example of how he uses automated emails to gather these stories.

You can learn more about John Meese over at Serve to Sell. You can also check out his book Serve to Sell (Amazon Link).

As always, if you have any questions or want to submit a guest for the podcast that you think would be amazing, just reach out to me on the Systematic Leader website, and I’ll do my best to get them on. If you enjoy the interview, please take 30 seconds to rate the Systematic Leader podcast on your favorite platform. Thanks!

Join us for a discussion about building team culture as a leader. Bradley Hamner is the founder of Blue Print OS and Above the Business podcast. One of my favorite parts of the interview is how Bradley cultivates feedback loops so he learns from his employees and continues to find way to improve the business.

You can join the 5 Day Proactive Feedback Challenge to build a feedback systems that improves your team and company's systems.

1. Importance of operations and processes

Bradley discusses how entrepreneurs often focus on growth, sales, and marketing, but neglect the importance of operations and processes. He explains that this is because entrepreneurs value flexibility and freedom, which can clash with the structure and routine needed for operational efficiency. However, he emphasizes that putting the right processes in place ultimately enables greater creativity and success.

2. Cultivating feedback loops with team

Bradley shares how he initially resisted implementing structure and processes, but learned that it was necessary to get the best from his team. He discusses the importance of building trust and understanding each team member's personal goals in order to create an environment where they feel comfortable providing honest feedback. This feedback loop allows the business to improve.

3. Designing a "perfect repeatable week" 

Bradley outlines his approach to designing a "perfect repeatable week" that balances his personal and professional priorities. This involves blocking off time for deep work, limiting meetings to certain windows, and protecting his energy levels. He emphasizes the need to experiment and adjust this schedule on a quarterly basis to ensure it continues to work effectively.

4. Appreciation for a former manager 

Bradley shares a story about a former manager, Sharma, who pushed him hard but ultimately helped him recognize his full potential. He explains how Sharma's high expectations and tough feedback, while difficult in the moment, inspired him to exceed his own expectations and become the best version of himself.

You can learn more about Brady Hamner over at Blue Print OS and Above the Business podcast. You can also connect with him on LinkedIn. 

As always, if you have any questions or want to submit a guest for the podcast that you think would be amazing, just reach out to me on the Systematic Leader website, and I’ll do my best to get them on. If you enjoy the interview, please take 30 seconds to rate the Systematic Leader podcast on your favorite platform. Thanks!

Join us for a discussion about the power of vulnerability with Justin Moore of Creator Wizard. One of my favorite parts of this interview is when he shares his struggles with growing a business when his last one fell apart due to COVID-19.

Listen to his interview on the Systematic Leader website and get the guides that help you build systems to make your life as a leader more productive, happier, and value-driven.

Highlights from the interview:

1. Justin's background and Creator Wizard business

Justin shares the story of how his sponsorship coaching business, Creator Wizard, has grown rapidly over the past couple years, going from a passion project to a full-fledged media and education company. He discusses the challenges of balancing growth with maintaining a healthy work-life balance as an entrepreneur.

2. Developing systems and processes

Justin and Karl discuss the importance of developing systems and processes to manage a growing business, including tracking metrics, getting customer feedback, and delegating work to a team. They explore Justin's efforts to transition from being the sole provider to building a team to scale the business.

3. Embracing vulnerability and transparency

Justin shares how he has tried to be more open and vulnerable about the challenges he faces as an entrepreneur, rather than projecting an image of having everything figured out. They discuss the benefits of this approach in building trust and connection with customers.

4. Feedback loops and customer insights

Justin describes specific tactics he has used to gather customer feedback and insights, such as creating an assessment tool and sharing behind-the-scenes content. They emphasize the value of truly understanding your customers' needs and pain points beyond just your core product or service.

5. Expressing gratitude and celebrating wins

Justin and Karl discuss the importance of expressing gratitude and celebrating wins, both for oneself and one's team. They acknowledge the difficulty of this, especially for driven entrepreneurs, and explore ways to build a culture of appreciation.

You can learn more about Lauren Cockerell over at her website Kwedar & Co. You can also connect with her on LinkedIn.

As always, if you have any questions or want to submit a guest for the podcast that you think would be amazing, just reach out to me on the Systematic Leader website, and I’ll do my best to get them on. If you enjoy the interview, please take 30 seconds to rate the Systematic Leader podcast on your favorite platform. Thanks!

Join us for a discussion about building a team that cares about each other and supports one another. Lauren Cockerell is the CEO of Kwedar & Co. One of my favorite parts of the interview is when she shares how she leads

Highlights from the interview:

1. Technique for coaching employees

Lauren explains that she uses the Rockefeller Habits and Scaling Up methodology, with a focus on quarterly goals, KPIs, and team alignment.

2. Quarterly goal-setting and review process

Lauren describes Kwedar's quarterly goal-setting process, where the team aligns on annual priorities, breaks them down into quarterly "rocks", and then tracks progress and celebrates successes at the end of each quarter. She emphasizes the importance of having measurable KPIs and involving the whole team.

3. Using core values to guide decisions

Lauren shares how Kwedar's core values are central to their operations used to guide decisions and have difficult conversations. She explains how the values create a common language and framework for the team.

4. PR and marketing systems

Karl and Lauren discuss Kwedar's approach to PR and marketing, emphasizing the importance of having an integrated, strategic system that aligns messaging across all channels. Lauren outlines Kwedar's process for planning, pitching, and executing PR campaigns.

5. Challenges of scaling and delegating

Lauren shares one of her current challenges - continuing to remove herself from the center of the business and delegate more to her team as Kwedar scales. She discusses using frameworks like the Accountability Chart to map out roles and responsibilities.

6. Influential leaders and mentors

Lauren reflects on two key leaders who have mentored and influenced her - her first boss, Paige Hendrix, and her recent EO coach, Robert Whitaker. She shares how she has applied lessons learned from them in building her own business.

You can learn more about Lauren Cockerell over at her website Kwedar & Co. You can also connect with her on LinkedIn.

As always, if you have any questions or want to submit a guest for the podcast that you think would be amazing, just reach out to me on the Systematic Leader website, and I’ll do my best to get them on. If you enjoy the interview, please take 30 seconds to rate the Systematic Leader podcast on your favorite platform. Thanks!

Join us for a discussion about creating processes so your company can run more efficiently. Layla Pomper is the CEO of Process Driven. One of my favorite parts of the interview is how she protects her time and her team’s time so they can do high-impact work.

You can join the 5 Day Proactive Feedback Challenge to build a feedback systems that improves your team and company's systems.

Highlights from the interview:

1. Layla's journey to becoming more process-driven

Layla explains that her tendency towards creativity and chaos is what motivated her to develop more structured processes and systems in her business. She discusses how observing her own workflows and documenting the steps helped her systematize her work and eventually teach others.

2. Encouraging feedback and transparency on the team

Layla shares how she has built a culture on her team that actively encourages critical feedback and the open reporting of mistakes as a way to continuously improve processes and avoid repeating issues.

3. Frameworks for protecting time and focus

Layla outlines three key frameworks her team uses to defend their time and capacity from distractions: 1) a "no Friday tasks" policy, 2) a 20-hour weekly task limit for leadership, and 3) dedicated time for "shiny object" ideas and creativity.

4. Cultivating a playful approach to content creation

Layla discusses her approach to the creative aspects of her business, such as her YouTube channel, where she allows herself to be more playful and experimental without too much structure.

5. Influential mentors and recommended resources

Layla shares the impact of a college professor who helped her develop her communication skills, and recommends the book "Playing Big" by Tara Mohr as a resource for strategic thinking.

You can learn more about Layla Pomper over at Process Driven. You can also watch her YouTube channel, of the same name, Process Driven on YouTube. She is also on LinkedIn if you want to connect with her there.

As always, if you have any questions or want to submit a guest for the podcast that you think would be amazing, just reach out to me on the Systematic Leader website, and I’ll do my best to get them on. If you enjoy the interview, please take 30 seconds to rate the Systematic Leader podcast on your favorite platform. Thanks!

Join us for a discussion about focusing on the one thing that matters in our lives. Jay Papasan is a best-selling author and CEO. One of my favorite parts of this interview is when he shares the question that Gary Keller asked him to hone in on finding the best executive assistant for him and his company.

Highlights from the interview.

Jay Papasan's background and partnership with Gary Keller

Jay Papasan has been working with Gary Keller, the founder of Keller Williams Realty, for 24 years. They have co-authored 11 books together, including the bestselling "The One Thing". Jay's role involves managing content and creating strategic content for Keller Williams and their publishing company.

The importance of finding the right Executive Assistant (EA)

Jay has had 7 EAs over the years, and it took him some time to find the right fit. He emphasizes the importance of clearly defining the 3 critical skills the EA must have, rather than just listing out all the tasks. The right EA can help liberate the executive from administrative tasks and serve as a true business partner.

Establishing priorities and systems for productivity 

Jay uses a "411" system to set annual, monthly, and weekly goals, which he shares with his EA. This helps them stay aligned on priorities and make the right decisions about how to spend time. Jay also cautions against chasing the latest productivity tools or systems, instead focusing on making incremental improvements to the right processes.

Empowering employees and building accountability

Jay believes in building accountability relationships with his team, including his EA. He encourages them to provide honest feedback and push back when needed, rather than just deferring to him. This helps ensure he stays focused on his priorities and makes the right decisions.

You can learn more about Jay Papasan over at his website Jay Papasan About Page. You can also connect with him on LinkedIn. Check out his brilliant book, The One Thing (Amazon Link), which he co-authored with Gary Keller.

As always, if you have any questions or want to submit a guest for the podcast that you think would be amazing, just reach out to me on the Systematic Leader website, and I’ll do my best to get them on. If you enjoy the interview, please take 30 seconds to rate the Systematic Leader podcast on your favorite platform. Thanks!

Join us for a discussion about listening to your customers and how it can help you uncover hidden opportunities. Tim Grahl is the CEO of Story Grid Publishing. One of my favorite parts of this interview is when Tim talks about how he interviewed over 500 customers to get to the heart of his business.

Storytelling framework for business

Tim explains his framework for crafting a resonant story - deeply understanding his target audience through hundreds of customer interviews to uncover their true motivations and pain points, then aligning the company's messaging and offerings to directly address those needs.

Empowering employees with the company vision

Tim discusses how he sets a clear vision for the company and communicates it to his growing team. He emphasizes the importance of giving employees autonomy, making observations and asking questions rather than dictating, and ensuring they understand how their work connects to the overall mission. Tim also shares his approach to addressing problems as opportunities for improvement rather than crises.

Staying connected to customers as the business scales

As Storygrid has grown from 5 to 15 employees, Tim has maintained a regular cadence of customer calls and exit interviews to stay closely connected to his audience. He explains how this helps him anticipate issues, make data-driven improvements, and ensure the company's offerings continue to meet customer needs even as the business scales.

Gratitude for a key business mentor

Tim expresses gratitude for his business coach, Michael Walsh of Walsh Business Growth, who has been instrumental in guiding Tim to build out systems and empower his team as the company has grown, rather than trying to do everything himself.

You can learn more about Tim Grahl over at Story Grid Publishing. You can also connect with him on LinkedIn.

As always, if you have any questions or want to submit a guest for the podcast that you think would be amazing, just reach out to me on the Systematic Leader website, and I’ll do my best to get them on. If you enjoy the interview, please take 30 seconds to rate the Systematic Leader podcast on your favorite platform. Thanks!

Join us for a discussion about helping people find value in their work. Michelle Scribner is the CEO of the Sum of All Numbers accounting firm. One of my favorite parts of the interview was when she talked about her Monday morning routine and why it helps with employee engagement.

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1. Embracing Systems

Michelle discusses how she initially viewed systems as restrictive but now sees them as freeing when designed properly. She explains how systems can automate tasks and protect a business, even if the owner is no longer able to do them personally.

2. Monday Morning Routine

Michelle describes her company's Monday morning meeting structure, which includes a leadership team meeting, an all-hands meeting to review the mission and provide training, and a middle management meeting. This system helps align the team, solve urgent issues, and provide consistent onboarding for new hires.

3. Understanding Employee Personalities

Michelle emphasizes the importance of understanding her team's personality types and communication styles. She adapted her leadership approach to better suit the needs of her introverted, change-averse employees rather than expecting them to adapt to her extroverted style.

4. Transparent Communication

Michelle discusses her approach to sharing information with her team, balancing transparency with avoiding unnecessary anxiety. She consults her leadership team to determine what details to share and how to frame difficult news in a way that empowers employees.

5. Empowering Employees

Michelle strives to empower her team by setting high expectations, providing feedback and development opportunities, and allowing them to take ownership of their work. She struggles with the balance of supporting them and letting them learn from their own mistakes.

6. Recommended Resource

Michelle recommends the book "Traction" as a valuable resource for leadership principles and implementing effective systems in a business.

You can learn more about Michelle Scribner over at Sum of All Numbers. You can also connect with her on LinkedIn. 

Join us for a live coaching call with an entrepreneur who wants to improve his courses and scale his business. We talk through some of the internal system issues he is facing and how he can improve them. My favorite part of the interview is when he talks about the four powerful “Aha’s” that came out of our session together.

1. The importance of systems and processes

Karl emphasizes the value of having well-defined systems and processes in a business, rather than just chasing revenue and profit. He explains the concept of the "flywheel" and how consistent, iterative improvements to processes can lead to compounding results over time.

2. Therman's business and leadership challenges

Therman discusses his background as a consultant, developer, and trainer, and his desire to focus more on the training aspect of his business, which he sees as more scalable. He shares his concerns about taking on a leadership role and managing employees, as he has not had that experience before.

3. Embracing the "Chief Repeating Officer" mindset

Therman has an "aha" moment when Karl introduces the concept of being a "Chief Repeating Officer" - someone who consistently communicates the vision and importance of tasks to their team. Therman realizes that he already does this effectively with his customers, and can apply the same approach with his family and any future employees.

4. Focusing on one course and building a system

Therman acknowledges that he has been trying to work on multiple courses simultaneously, which has prevented him from fully optimizing any one of them. He decides to focus his energy on his "Risk Register" course, building a structured process around it, including potentially hiring a co-host to help with accountability and production.

5. Developing a roadmap and setting expectations

Therman and Karl discuss creating a 3-month roadmap, with the first 6 weeks focused on Therman embracing the "Chief Repeating Officer" mindset, particularly with his family. They also emphasize the importance of setting clear expectations and celebrating successes along the way.

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