CEOFlow Intro Webinar 11.11.09

CEOFlow
“Turn Your Employees Into Mini-CEOs”

CEOFlow Is For You If You Want To…
Inspire your employees to care as much about your business as you do
Create an environment where you employees always do a great job without you having to push them
Make sure you have the right systems in place for your employees to generate predictable sales time and time again
Ensure that your employees give your customers the level of service and care that your business promises
Get as much free time as you desire to have fun with your family, travel, or just get away for an adventure

Three Pillars: Money, Freedom & Adventure
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Business Is Transforming

The Transformation Of Business
“Push” Management
Employees pushed to do work as an obligation
Hard-ass CEO
Employees difficult to motivate
“Do as I say, not as I do”
Internal competition
Decisions pushed up to highest levels
Employees sink-or-swim
“Pull” Management
Employees “pulled” by the opportunity to contribute
Authentic CEO
Inspired employees self-motivate
Everyone in the same boat
Internal collaboration
Decisions made at the lowest level possible
Nurturing people

Problems
You feel like you’re working for your business, rather than having a business that works for you
You feel like the business needs a lot of pushing and effort to make it work, it doesn’t flow easily
More loneliness and stress at the top
Grudgingly motivated employees
High turnover
Sales and services challenges
Uncertainty about next steps, direction

My Story: Part 1
Stanford Undergrad + GSB dropout
CEO of LeaseExchange: -$5 Million
Ironman Triathlon (+ a 3-day coma)
28-day Boulder Outdoor Survival School field course
Aka “The bug eating trip”
Four years at Salesforce.com in sales & acquisitions
Created a sales lead generation process & self-managing team that sourced $100 Million in recurring revenue for salesforce.com
Sales book deal with Wiley (#1 business publisher)

My $100M Self-Managing Sales System
I created a highly predictable sales lead generation process
Structure: 1 team lead for every 5 direct reports
Sub-teams managed their own:
Quality control of sales processes (audit process)
Small incentive/marketing budgets
Hiring, training
Peer reviews
Rotating responsibility for who managed the weekly “Salesforce University” team meeting
Whole sales team involved in creating the team vision, comp plan & reporting and reconciling (transparent compensation)
Team continued growing after I was promoted to acquisitions

A Day In My Salesforce.com Life
I never had fires to fight! I could spend my time investing in the long-term success of my people and my own contribution to salesforce.com
7a: Wake up, workout, motorcycle to work
9a: Get to work
9a-10a: Email
10a-12a: “Important, urgent” Walk around and do troubleshooting coaching (such as sitting on sales calls)
Lunch
1p-5p: “Important, not urgent”
1-1 coaching, walking around and talking with team
Work on a project for next month (such as a new lead generation experiment)
Win/loss studies on how to improve results
End-of-the-month reporting up

My Story: After Salesforce.com
‘Entrepreneur-in-Residence’ at Alloy Ventures ($1B)
On 10 advisory boards + investor in six companies
Founded PebbleStorm, for clients who want to love their work and its rewards:
Aspiring entrepreneurs looking to grow a business around their Unique Genius (who then hire people and turn into…)
CEOs who want to turn employees into mini-CEOs

My ‘Big Wave’: Project 2057
Help 100 million people make money through enjoyment
Help them create $1 trillion in new wealth
Find ways to measure & increase their happiness with work

Still Adventuring ‘07-’09
A month in Nepal/Bhutan/Tibet
A month in Bali
A month in Buenos Aires
A month in China/Japan
PebbleStorm Retreat in Kauai
10-day Silent Vipassana Meditation
Retreat
Burning Man
Hoffman Institute
Motorcycling

Zappos, Salesforce.com, Facebook, Google…

CEO As The Pebble In The Pond

Example: Zappos!
Ranked #23 on Fortune’s Best Companies to Work For
Zappos’ revenue was more than $1 Billion in 2008
“Zappos avoids serious titles & uses parties, parades and decorations to open up trust and communication between depts…and to bring customers in on the fun.”

CEO Sweetspot

Proven CEOFlow Track Records
Gore & Associates
Semco
Zappos
IDEO
1-800-Got Junk
Patagonia
USAA
Nearsoft
Sea Smoke Cellars
AES / Dennis Bakke
Joie de Vivre Hotels
MindValley
Menlo Innovations
Axiom News

Extreme CEOFlow: Semco & “The Seven Day Weekend”
Semco is a $300 million+ company, growing 25% per year.
Semco has no organizational chart.
No one approves reports or expense accounts.
There's no business plan or company strategy, no two year or five-year plan, no goal or mission statement.
There’s no long-term budget.
The company often does not have a fixed CEO.
There are no vice presidents or CIOs.
There are no standards or practices.
There's no human resources department.
There are no job descriptions or employee contracts.

What Is CEOFlow? The Systematization Of What The Founders Of These Successful Freedom Companies Have Organically Created

CEOFlow’s Puzzle Pieces
CEOFlow includes:
A “CEOFlow System”, delivered through individual and group coaching
Including how to create predictable sales & revenue
A community of peers
Tools, case studies, CEO interviews
Fun adventures! (Local and world)
Future: a book

Aaron’s Golden Rules Of An Employee-Led Business
You work for your employees
Create a culture of no surprises and no blame
Let go of those who don’t belong
Allow your employees to stumble
Take baby steps
Get a coach or mentor
Find a community of like-minded CEOs

5 Myths About Getting The Most Out Of Your Employees
You must always seem strong, in control and have all the answers
Employees don’t need to (and shouldn’t) know everything that’s going on in the business
You have to sacrifice a lot of your own enjoyment and fun for your business to succeed
Mistakes and failures are bad
The more you work, the more successful the business will be

The Step-By-Step CEOFlow System
CEO Gets Clear
Choose Your Next Adventure
Create A Shared Vision
Set Up Your Rhythms (Your Drumbeat)
What kinds of meetings & events, when
Share The Journey
Share The Results
Gratitude, Profit Sharing
Help Choose A Next Adventure

Example: Set Up Your Rhythms
Transparency & regular communication are essential to creating flow & mini-CEOs
Morning Team Check-Ins (3 Goals Habit)
Weekly Staff Meetings
Regular anyone-is-invited “Meeting Of The Minds” sessions – for anyone who has ideas & wants to help solve problems
Friday CEO Updates / Q&A
Monthly All-Company Update & Conversation
Best: share the board slides with the company
Quarterly (Inexpensive) Offsites For All Teams
Monthly Internal Coaching / Mentoring Sessions
Forget annual performance reviews

CEOFlow Surveys To Measure Flow

Creating Predictable Sales
Ideal Customer Profile
Leads: Seeds, Nets, Spears
(Spears) Outbound selling
Funnels
"Selling To Success" sales process
Inbound lead management
Key Performance Indicators
Sales org design & roles
Sales talent: hiring, training
Sales management best practices

Mini-CEO Adventures: Treasure Map Hike

Bigger CEO Adventures
A motorcycle trek across Europe

Bigger CEO Adventures
A family friendly yoga and hiking trip to Machu Picchu

Sales Consulting, Freedom Coaching, Adventures
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Benefits To CEO, Employees, Investors
Inspired mini-CEOs who want to make a difference and contribute like partners
More practical revenue-generating ideas
More practical cost-saving ideas
Lower turnover
Attract high-quality new talent
Happier customers = more profit & growth
Faster, more sustainable sales
Reduced support costs and problems
Sustainability: a company that is not dependent on the CEO or single employees
More revenue: A CEO and executive team that is more creative, strategic and energized

One Bundle Idea: Sales + Freedom + Adventure
Sign up for a CEOFlow group adventure (motorcycle trek in Europe, Machu Picchu, etc)
Now you’re committed to developing your business
In preparation for the trip: a 6-month program to
a) Turn your employees into mini-CEOs, and
b) Systematize sales/results
The mini-CEOs get mini-adventures of their own
2Levels of service
Gold: Mastermind/Group
Platinum: Gold + Private Aaron Sessions
Success metric: “The CEO enjoys their adventure and the company performs better in their absence”
Start January 2010

Another Idea: A La Carte
A focused Sales program, or
A focused Freedom (“mini-CEOs”) program,or
Just sign up for Adventures
Two levels:
Gold: a 6-month Mastermind (group) program with regular content and Q&A calls, a 2-day live retreat, etc.
Platinum: Gold + Private Aaron Sessions

CEOFlow Intro Webinar 11.11.09

by Aaron Ross

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