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CEOFlow Intro Webinar 11.11.09
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CEOFlow Intro Webinar 11.11.09


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  • First a CEO has get to get results, before they can create the space they need to tap into their, and their team’s, enjoyment…in order to increase the motivation and inspiration that will improve results…
  • It is perfect timing for PebbleStorm, because business has changed, and it will never be the same
  • My focus: reporting to executives, talent (hiring, coaching, culture, fun I infrequently had fires to personally fight (once per two months?)Example: Marc Benioff wants a personal report/audit from me on a sales deal
  • The fish stinks from the head
  • First a CEO has get to get results, before they can create the space they need to tap into their, and their team’s, enjoyment…in order to increase the motivation and inspiration that will improve results…
  • First a CEO has get to get results, before they can create the space they need to tap into their, and their team’s, enjoyment…in order to increase the motivation and inspiration that will improve results…
  • Transcript

    • 1. CEOFlow
      “Turn Your Employees Into Mini-CEOs”
    • 2. 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
    • 3. Three Pillars: Money, Freedom & Adventure
    • 4. Business Is Transforming
    • 5. 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
    • 6. 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
    • 7. 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 in sales & acquisitions
      Created a sales lead generation process & self-managing team that sourced $100 Million in recurring revenue for
      Sales book deal with Wiley (#1 business publisher)
    • 8. 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
    • 9. A Day In My 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
      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)
      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
    • 10. My Story: After
      ‘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
    • 11. 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
    • 12. 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
      Burning Man
      Hoffman Institute
    • 13.
    • 14.
    • 15. Zappos,, Facebook, Google…
    • 16. CEO As The Pebble In The Pond
    • 17. 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.”
    • 18. CEO Sweetspot
    • 19. Proven CEOFlow Track Records
      Gore & Associates
      1-800-Got Junk
      Sea Smoke Cellars
      AES / Dennis Bakke
      Joie de Vivre Hotels
      Menlo Innovations
      Axiom News
    • 20. 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.
    • 21. What Is CEOFlow? The Systematization Of What The Founders Of These Successful Freedom Companies Have Organically Created
    • 22. 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
    • 23. 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
    • 24. 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
    • 25. 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
    • 26. 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
    • 27. CEOFlow Surveys To Measure Flow
    • 28. Creating Predictable Sales
      Ideal Customer Profile
      Leads: Seeds, Nets, Spears
      (Spears) Outbound selling
      "Selling To Success" sales process
      Inbound lead management
      Key Performance Indicators
      Sales org design & roles
      Sales talent: hiring, training
      Sales management best practices
    • 29. Mini-CEO Adventures: Treasure Map Hike
    • 30. Bigger CEO Adventures
      A motorcycle trek across Europe
    • 31. Bigger CEO Adventures
      A family friendly yoga and hiking trip to Machu Picchu
    • 32. Sales Consulting, Freedom Coaching, Adventures
    • 33. 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
    • 34. 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
    • 35. 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
    • 36. 36