The 2018 CEO Coaching International Summit is just around the corner! We’re looking forward to seeing all of our clients, colleagues, and friends at the Balboa Bay Resort in Newport Beach on April 26-28th.
We have another stellar lineup of Keynote Speakers:
Additionally, we’re looking forward to presentations from some previous guests of the On Your Mark, Get Set, Grow! podcast:
Jaspar Weir: Leading a Millennial Workforce
Jim Kenefick: 300 of the Fortune 500 of 2003 are Gone Today
Don Schiavone: How Grasshopper Perfected the Science of Marketing
Sheldon Harris: Allow Me to Introduce You to… You
Highlights from Past Summits
Below are some highlights from our past Coaching Summits.
If you’d like to review any particular Summit in greater detail, you can review our Summit Wrap-Ups.
Sheldon Harris: Power in leadership comes from the punctuation mark you use.
As a leader, do most of your sentences end in an exclamation point, a period, or a question mark?
The most powerful leaders focus on asking great questions.
The question mark is the most powerful punctuation you can use because it creates an environment that is very collaborative and participatory in bringing the best out of employees.
Your team doesn’t want to be told what to do. They want to know the broad direction then use their skills to come up with solutions to your penetrating questions.
Ask yourself, “What percentage of my statements as a leader over past week ended in a question mark?” Going forward, focus on asking more penetrating questions instead of making declarative statements.
Don Schiavone: The sexiness of your business doesn’t matter if you have a low functioning management team.
Take a look at your key employees and ask yourself, are they all “A” players? If not, you have a problem. No business, no matter how sexy or how sweet of a spot it’s in, can thrive with a weak management team.
To a person, the attendees agreed: an average idea with an excellent team will run circles around an excellent idea with an average team.
Assess your team. If you have any weak players, make the tough—but humane—decision to replace them with an “A” player. Remember, hire slowly but fire quickly.
TaskUs’ Bryce Maddock on Using the employee net promoter score to measure how happy and engaged your workforce is:
Six-figure entry-level salaries. Free meals. In-house gyms. Napping pods.
We’ve all read about the incredible benefits and workplace perks that top companies like Google and Facebook give their employees.
But Bryce Maddock wondered: why are the companies that are riding, and even driving, the wave of workplace automation investing more in their employee experiences than other companies?
Bryce figured out that companies like Google and Facebook expect their employees to execute a level of job complexity that McDonald’s and Walmart don’t. Complex work is always going to require a human touch. Companies that aren’t anticipating a wave of automation to completely replace their workforce are the companies that have become obsessed with their employees.
Bryce wanted TaskUs to become one of these employee-obsessed companies. They use the employee net promoter score to determine who its happiest employees are, what makes them happy, and what could make them happier.
TaskUs focused on improving three key areas that mattered most to its employees:
1. The quality of the workplace facility.
2. The quality of employee benefits.
3. The quality of employee connection to company leadership.
In three years, TaskUs’ employee net promoter score improved dramatically. This translated into a high reputation on social media, better talent retention, and a 30% increase in services charged per hour.
Rich Balot of A Wireless on Growing a business from $100 million to over $1 billion in sales in less than five years.
Hey, it’s not easy. When Rich hired Mark Moses to be his coach, Rich’s business was on the ropes. One problem was people–the head of sales and the CFO were the wrong people. Only problem was, the head of sales was Rich’s best friend.
Part of being a CEO is making the tough decisions. Rich ended up replacing the head of sales and the CFO with A-level executives and the business began an upward growth track that resulted in selling the company for a substantial 9-figure sum.
Rich also realized the importance of having a vision and direction for the company. He started “to plan the future instead of letting the future just happen,” set a BHAG to reach $1 billion in revenue in 10 years (over $1 billion now), and implemented a strategic planning process.
If you want to make BIG happen, get the absolutely best person for each job, pay them well, and if you make a wrong hire, “fire fast. And don’t forget, if you’re a CEO, act like one.
About CEO Coaching International
CEO Coaching International is an executive coaching company that works with the world’s top entrepreneurs, CEOs and companies to dramatically grow their business, develop their people, and elevate their own performance. For more information, please visit: https://www.ceocoachinginternational.com