When the CEO Must Become the CPO (Chief Process Officer)

Traditionally, the CEO is responsible for the “heart” of the organization… the vision, culture, mission, strategy, and values. They are the “Chief Evangelist Officer,” or the “Chief Cultural Officer” or even the “Chief Emotions Officer” (yes I’ve seen that one too).

Conversely, it’s usually the COO that is responsible for the “blood and guts of the organization” – the person that ensures the operations within the organization can support the vision.

Strategy & Process are Interdependent
Experience – backed up by a lot of research and peer consultation – has taught me that strategy and process are two sides of the same coin, and that the CEO must take ownership for the creation of the core processes that enable a business to run. It doesn’t matter how strong a vision is. Without the processes required to execute, the strategy will fall flat. And while I absolutely believe that “culture eats strategy for breakfast,” the one essential element that organizations require for healthy strategies, cultures, and ultimately growth is process.

Appreciating Our Freedom & Our Heroes: Happy 4th To All

Living in the DC region and leading an organization that supports our government and our war-fighters, I sometimes think we have an enhanced awareness to the profound impacts that our heroic veterans have made on our lives, and to the sacrifices so many have endured.

The freedom that all of us have has not been “free.” Our freedom to vote, to earn a living, to speak freely, to pursue happiness, to practice our chosen religion – these and many other liberties have come at too high of a price for so many heroes.

As CEO of an organization that serves many military branches, the intelligence sector, and other agencies that indirectly support our war-fighters, I truly feel it is an honor to serve our federal government and agencies/branches that send our armed forces into battle.

Your Greatest Success Lies Directly Behind Your Greatest Challenges

“Every adversity, every failure and every heartache carries with it the seed of an equivalent or greater benefit.”

This is just one of the golden nuggets of wisdom that stays with me from one of my all-time favorite business books, “Three Feet From Gold” by by Sharon L. Lechter and Greg S. Reid. (http://threefeetaway.com/). The book is a synopsis of Napoleon Hill’s philosophies for success (http://www.naphill.org/).

The title conveys that people often give up on their dreams because they believe they can’t succeed, when in reality, their success is within their grasp – sometimes literally three feet away.

Feeling discouragement or even despair when we’ve convinced ourselves that success isn’t an option happens to everyone. So how can we push past the negative thinking? How can we find the strength and resolve to continue for three more feet to find our own pot of gold?

The #1 Investment Entrepreneurs Must Make

What is the #1 investment entrepreneurs should make when building their business? It isn’t sales, marketing, IT, or customer service.

Six Unique Traits Biz Owners Look For in Potential New Hires

As a business owner always looking for exceptional talent, and as a mentor to emerging entrepreneurs seeking guidance on how to hire great people, I’ve learned that there are six definitive traits that great potential new hires share. These apply to candidates in all positions, in every sector, at any level – from intern to senior management.

If you’re in the market for a new position, if you’re charged with scouting for new talent in your organization, or if you’re a business owner trying to make those essential first hires, consider these characteristics or behaviors.

10 Ways to Lose Prospects as Soon As They Hear your Voice

If you pick up the phone and start making calls without thinking about your approach, habit and the phrases you’ve picked up from telemarketing calls you have received over the years are going to dominate what you say. Surprise, surprise: that’s not the most effective way to make calls. You may be committing age-old blunders without even knowing it. These strategies were written by one of my Mastermind group members, friend, and trusted advisor Bill Cates, also known as The Referral Coach.(http://www.referralcoach.com/). Bill is THE EXPERT for anyone who wants to know how to build a thriving referral-based business.

Here’s a quick checklist of classic telephone prospecting mistakes. Are you making any of them? If so, take action to rectify your approach!

Goldman Sachs Exec: Leaving Due to “Toxic Culture.” Three Lessons for All of Us.

This past week, veteran Goldman Sachs employee Greg Smith submitted his resignation via the New York Times, due to the “toxic culture” that now permeates the organization. “I believe I have worked here long enough to understand the trajectory of its culture, its people and its identity. And I can honestly say that the environment now is as toxic and destructive as I have ever seen it…. The firm has veered so far from the place I joined right out of college that I can no longer in good conscience say that I identify with what it stands for,” he said.

Smith’s resignation cost the company more than $2 billion.

Honest Tea CEO Seth Goldman Takes Persistence & A Commitment to Mission to New Heights

Imagine pitching your idea to 1,000 investors. Over and over and over again. A little insane, right? Not if you’re Seth Goldman, CEO and C-Tea-O of Honest Tea. When we think of Honest Tea, we think of a delicious beverage, and a wildly successful business.

Dig a little deeper into the roots of Honest Tea, and you’ll discover an entrepreneur who is forever committed to the mission of “changing the way people eat, drink, think and live.”

Seth shared the struggles of his early days with 300 business leaders at the sold-out ConnectPreneur Event in the DC region, architected by global serial entrepreneur and angel investor Tien Wong, CEO of Lore Systems (www.lore.net).

I Challenge You to Ask Yourself: Where are You on Your Ladder of Learning?

It occurred to me this weekend after I attended Yanik Silver’s (http://www.yaniksilver.com/) Underground 8 Online Seminar that one of the primary reasons I am SO FIRED UP about my future is because I am on the LOWEST RUNG of what I call my Personal Learning Ladder™ (PLL). I can’t remember the last time I learned so much in such a short period of time…. Learning opportunities are all around us. We have unprecedented access to knowledge, people, and information that previously was unattainable. What are you doing to continue your learning and growth?

Creating a Culture of High Engagement – And a Future That is Bigger and Better than Your Past

How engaged are you in building a bigger and better future for you, your company, your family, our world?

That was one of the questions I pondered as I absorbed every word that Matthew Kelly delivered at a recent Entrepreneurs Organization (www.eonetwork.org) event. Kelly is a master organizational consultant to several Fortune 500 organizations on the issue of employee engagement. He is also the author of the New York Times Best Seller “Off-Balance” and “The Dream Manager.” Kelly led 125 entrepreneurs through the thought-provoking exercise of questioning our own engagement, as well as the engagement of those around us, such as our employees.