Carl Gould #70secondCEO
A quick daily hit with Carl Gould to achieve a lifetime of results. #70secondCEO your micro-podcast...GO! Carl is the creator of the 7 Stage Growth Method, which has propelled over 75,000 companies worldwide. In this micro-podcast Gould shares actionable, practical tips to grow your business. You're too busy to be reading this, start listening!
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Carl-Gould-#70secondCEO-Identify The Issue
03/07/2025
Carl-Gould-#70secondCEO-Identify The Issue
Identify The Issue Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. So, identifying the issue, we are looking for the cause, not the symptom. It's good to know the symptoms, but we need the cause, okay? So I'll give you an example, all right? Let's identify what the issue is in this particular situation, okay? A client of ours just built a brand new state-of-the-art building in New York City, okay? Multiple floors that requires elevators. They had the latest and greatest elevator system go in. It is optimized based on how many people at what time come into the building, what floors they go to. These elevators can't be tuned to move any faster than they are. They can't be sped up, they can't be reconfigured, you know, to drop or go to certain floors or skip certain floors any better. It's been optimized based on the foot traffic in that building already. Elevators, brand new. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-The Path To Doing Nothing Pt. 2
03/06/2025
Carl-Gould-#70secondCEO-The Path To Doing Nothing Pt. 2
The Path To Doing Nothing Pt. 2 Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. So our objective is we want them to solve problems independently with minimal input from you other than approval, minimal editing, and then an authorization to go forward with the proposed solution, right? Or if they can't solve it all the way, maybe the problem is way beyond their scope or there's information they're just not aware of or they don't have that budget authority or they just maybe they just noticed something that was wrong. You just want to advance the problem solving process as far as possible, okay? But no longer just accept, hey, here's what I noticed and here's what I think the problem is. Plus I want to hear the solution. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-The Path To Doing Nothing
03/05/2025
Carl-Gould-#70secondCEO-The Path To Doing Nothing
The Path To Doing Nothing Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. We want them to come to us with a variety of solutions, but in a structured way. Because you as the manager, you wanna know how they arrived at that solution. So you can give the tweaks. So it's not just enough to say, hey there's a flat tire, I'm gonna replace the tire. Hold on, what got us here, what are the options, and what is your choice? So I can see parameters we're working on, all right? So just as a summary, you wanna, this is how I wrote it for our office, but to adopt as part of our office or your departmental culture, an effective and efficient manner for solving problems, issues, and challenges, especially ones that require the manager, okay? That empower each of them to take the initiative and solve the problem independently. This is the path to doing nothing. Remember the nothing before? This is the framework for you to get to the point where you are doing nothing and your team is taking most of the authority. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Problem Solving Model
03/04/2025
Carl-Gould-#70secondCEO-Problem Solving Model
Problem Solving Model Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. Now this is gonna take discipline from you as a team member because, as their manager, because you can't allow them anymore to come to you with just the problem. They have to come to you with not only the problem, well defined, and then more than one solution. So you can pick your max now. Your job is to have your team come to you, hey, we noticed this one problem, hey, there's a challenge with this one client. Hey, this client had a question or wants something new that I'm not sure we've done before. And when they bring it to you, they bring almost a little plan of how they would solve it. And as a manager, this can be hard because sometimes you're sitting back like, oh my God, stop talking, I could have fixed this halfway through your sentence. I already know what to do. You have to hear them out. So let's give them a format of how they can come back to you, how they can come back to you with a solution, and how you can coach them to take more initiative. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-70secondCEO-Responsibility vs. Authority
03/03/2025
Carl-Gould-70secondCEO-Responsibility vs. Authority
Responsibility vs. Authority Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. There's a difference between responsibility and authority. You will delegate authority, but never responsibility, right? At the end of the day, you're still in charge of your team. Your team screws up a year from now, it's on you. Now, authority is, okay Dan, I give you the authority to make this decision. You bring us to this point in the project and so-and-so will take over from there, so-and-so will take over from there. But the result or the achievement or lack of of that project would still be your responsibility. All right, so you're on the hook for it. The goal is to build their authority so they can take initiative and they can run or lead parts of that project. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Your Team Needs to Know What Right Looks Like
02/28/2025
Carl-Gould-#70secondCEO-Your Team Needs to Know What Right Looks Like
Your Team Needs to Know What Right Looks Like Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. Some confidence, they go to moderate to high confidence, and they go to high confidence. That's your job. Your job's on the top row. As their leader, their trainer, their coach, you need to make sure that they start out here and end up there. If they are not high confidence, then you can't trust them to make the right decisions or the right course correction as it goes along. And you'll always be drawn back into it. So, your job is to make sure they go from low commitment to high commitment. So the more specific you can be, the more that they get training, the more they get SOPs, the more they get instruction, and the more that they know what right looks like, the more their confidence level will go up.If you get to that green quadrant and they are still a hot mess, or they still can't make decisions as a team, that's on you. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-2 Compliments to 1 Piece of Coaching
02/27/2025
Carl-Gould-#70secondCEO-2 Compliments to 1 Piece of Coaching
2 Compliments to 1 Piece of Coaching Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. We are specific is the degree you can let go and be a coach. If you haven't prepared them, they don't know the system, and you become high supportive, you are asking for a train wreck. You are asking for big problems because then they're just gonna be like, oh, oh, okay, we can do what we want now. And then they'll misinterpret what needs to be done. So in the third quadrant, when we get into yellow, it's low directive, but it's high supportive. This is little tweaks and little course corrections, right? Again, you're pointing out what you like, that's right. You're doing some coaching on what you see that is wrong. And when you do that, it's two to one, two compliments for any question. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Reward Them For Doing Right
02/26/2025
Carl-Gould-#70secondCEO-Reward Them For Doing Right
Reward Them For Doing Right Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. You do take in their feedback, but you're making the decision. You're the leader, and it's important that in the beginning, you take full responsibility. You say, here's our scope of work, or here's our project. I've taken in, we've all contributed, here's where we're going. And you know, speak now or forever hold your peace, great, now we get started, okay? We're still high directive, but we now wanna have high supportive behavior. We wanna catch people doing things right. You will see more and more, you compliment people on what they're doing right, they're gonna do more of it, right? And if you have kids that taught them how to walk, right, they all started out bad. We all look like a bunch of drunken sailors, but what did we do? We complimented them on everything, and our kids kept trying, right? Because we kept rewarding anything that they did. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Want vs. Dont Want
02/25/2025
Carl-Gould-#70secondCEO-Want vs. Dont Want
. Want vs. Don't Want Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. When you had to explain what you wanted to another person, what you don't want or what you want. But what we want to do going forward is we want to do both. So I would like when we start our meeting today for everyone to have lunch before we get going. But what I don't want is I don't want lunch to go past 1 o'clock. Now you at least have guardrails, you have some measure of expectation. So think of a time when you have to explain something to somebody else,something you want, you know, whether it's on your team or if you can't think of anything, even personally, write down what you want and what you don't want from that situation. Write down what you want and write down what you don't want from the situation. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-From High Directive to High Supportive
02/24/2025
Carl-Gould-#70secondCEO-From High Directive to High Supportive
From High Directive to High Supportive Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. Now we get started, right? We go up to where it says coaching. We're still high directed, but now we're high supported as well. So they get started, you're still directing their activities, but just capture this in the top right hand corner, you're looking to catch them doing things right. You're looking to catch them doing things right. That's opposite. What's that? That's opposite. Yeah, yeah, you're not looking for the wrong yet, you're looking for the right.Because your team will perform on what they've gotten right, not what they're continuously getting wrong. Remember, everybody knows when they got something wrong. Right? You know, you screw something up, we all know, like, oh man, that didn't go over very well. But we don't always know when we're getting it right. Like, is that what you were expecting, right? So you gotta catch them doing things right. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Low Supportive Behavior
02/21/2025
Carl-Gould-#70secondCEO-Low Supportive Behavior
Low Supportive Behavior Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. In the beginning, they're gonna say, all right, I'm in, I get it, just like today's meeting. All right, I get the idea, we wanna be a team, but we've never been a team like this before, so tell us what being a good team looks like. So we're gonna be very high directive in the beginning, and we're gonna have low supportive behavior. It doesn't mean we're not gonna be supportive, it just means we're being directive first. It's kind of, you know, I've made the decision, here's how we're going, right? Like the agenda, I'm being directive about the agenda. If it's anything against you guys, but you hired me to put together an agenda, I did it, right? Took in the input from Rob and Rich, what do we want this meeting to be all about? And then I decided what we're working on, right? Okay, good. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-The Leader Decides
02/20/2025
Carl-Gould-#70secondCEO-The Leader Decides
The Leader Decides Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. Now the leader decides, that doesn't mean you're not gonna take in some feedback and put from the team, you may wanna do that. If there's a project you're about to do with your team, you may say, here's the project, here's the scope of work, here are some of the things, the challenges we're looking at. Anybody have any ideas or you wanna share any thoughts? You gather those thoughts, but the leader decides. Thank you everybody, here's what we're doing. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Managers Need to Be Instructive First
02/19/2025
Carl-Gould-#70secondCEO-Managers Need to Be Instructive First
Managers Need to Be Instructive First Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. Direction going in there. Carl, say this, don't say that. These are all of your non-negotiables and these are all your stuff that are off-limits. I would lean more towards this, because you're going to say that. Convert it into these words. I needed direction. I didn't get that direction. I got support in the beginning. And that's where a lot of managers will tend to go first. They'll say, they'll go to their team and what you'll do is you'll compliment them on the things that they're doing really well. You might give them a little bit of coaching on some things that you thought they could do better. That's support. What we need to establish with our team is, what does right look like? They're not sure. So here is where we need to be instructive, not descriptive. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Directive and Supportive
02/18/2025
Carl-Gould-#70secondCEO-Directive and Supportive
Directive and Supportive Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. It's a little counterintuitive because you say, all right, we want to be better managers and we want to get more done through other people. And the first thing we're going to do according to this is become a dictator, right? And so familiar, get used to the initials. I'll use them a lot in this sequence. It's D-S, D-S, D-S. In other words, when you are working with your team, you want to be directive in the beginning and then supportive. And when you go through that cycle, you're going to be directive again and then supportive again and then directive again and then supportive again. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-The Law of Opposite Values
02/17/2025
Carl-Gould-#70secondCEO-The Law of Opposite Values
Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one-minute investment every day for a lifetime of results. There's no way, especially as you get bigger, and there's no way anyone on the team is gonna like everything that's going on, you just have to advocate for the process. So in everything in your professional life that you don't like, are you guys familiar with the law of opposite values? You guys familiar with what that is? So have you ever heard the expression that you can't understand light until you know dark? You can't be cold unless you've been hot? That's the law of opposite values. In other words, if there's something that bothers you about the company or a process, that means on some level you like it. And if you hate something, there's something about it you love. Like the stronger the reaction, which means you hold the opposite strong reaction. So anytime you're like, oh, what did I do this for, this is stupid. You're like, oh, hang on. That means what do I love about it? So you just have to be able to make both sides of the argument. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Constructive Conflict
02/14/2025
Carl-Gould-#70secondCEO-Constructive Conflict
Hi everyone, Carl Gould here with your #70secondCEO. For non-confrontation and harmony all the time. That's what we're going for, right? If you have an idea or you see something that's wrong, you speak up. As long as we're doing it in an environment of trust and respect and mutual respect for the other person, and hearing them out, right? You can disagree without being disagreeable, right? But we're, just to be clear, we're not going for harmony, right, in the business. Because that's not a business that will grow. A business has to have a little bit of edge to it. It's got to have a little bit of swagger to it. And that is the sign of a good healthy culture. Conversely, harmony can lead to really good culture. But it often sacrifices accountability. And so we just want to find the balance. Like and follow this podcast so you can learn more. My name is Carl Gould, and this has been your #70secondCEO.
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Carl-Gould-70secondCEO-Descriptive v. Instructive
02/11/2025
Carl-Gould-70secondCEO-Descriptive v. Instructive
Descriptive v. Instructive Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. So you've heard the term over-communicate. We have to over-communicate. That doesn't mean just talking more. That means being very, very specific in how we give instructions. Okay, and when we do the situational leadership, we'll talk about that some more because we need to stop being descriptive and we need to start being instructive. So as a manager, as a leader, that's what this group needs to do, right? So in other words, somebody's gonna go and if you were to say to somebody that's heading out to a job site for a client, say, hey, do a great job, do it the source one way, that's descriptive. There's 15 different or ultimately infinite number of interpretations of that. Now, you wanna be instructive, right? Okay, and when you get there, I expect a call as soon as you get there. Let's do a video walkaround. Here are our steps, here's our agenda and our script, and that's what we want you to do. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Manage for Hand Offs
02/10/2025
Carl-Gould-#70secondCEO-Manage for Hand Offs
Manage for Hand Offs Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. Anytime there's a handoff, so if you're in sales and someone's engineering, someone's on the service desk, right, those handoffs have to be managed tight and you always cover your teammate's back, right? So that's where, so we have to define how that box runs, okay, and that'll be one of our challenges because we speak American English, that's our challenge, our English is so bad. You try handing it off to somebody who actually knows English and you'll find out how bad you're English. My English is terrible. My team, Alex, is like, Carl, that's not what you said and I'm like, I remember what I said, but that's not what it means, that's the problem, right? So we will define how our box or how our lane works. What we need to do is make sure we can pass that off to others, right, to the workforce and we need to manage those handoffs. Those will be the areas that will be really important to us. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-70secondCEO-Managing the Lines Pt 2
02/07/2025
Carl-Gould-70secondCEO-Managing the Lines Pt 2
Managing the Lines Pt 2 Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. We're going to put Sean on the line right there. You hit it. Anywhere else, we got it. The problem is it creates two more lines. Mike's going to figure that out pretty quickly. He's going to put the ball right there. The ball goes through. So we say, oh, I got an idea. Rebecca, go here on that line right there. Richard, you got that one when you're done spelling your name. You can get on that one. But then it creates two more lines. You see what I mean? So as you guys grow, there's a ton of lines. So to Robert's point, this is an exercise in managing the lines. You already know how to do your job. You have to train someone else to do your job and then work with the department that you either take inputs from to do your job or to hand off to somebody else. This is an exercise in managing the lines. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Managing the Lines
02/06/2025
Carl-Gould-#70secondCEO-Managing the Lines
Managing the Lines Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. He said, listen, think of your company like a tennis match. All right, I'm on one side, I'm hitting the ball over to Mike, Mike's hitting it back, all right. Mike's start getting really good, he's hitting it from one side of the court to the other side and I'm running back and forth like a crazy man trying to cover the court. And I said, wow, Mike is hitting the ball. So this is Mike over here, all right. He's hitting the ball, he's spreading it this way and that way and I said, well, I can't cover the court. This is getting me too much. I got it, let's play doubles. I'll put another tennis player on the court with me. Now Mike can hit it wherever he wants and we can cover the court. This is great, I got this side, this is my lane and that's your lane, all right. But then Mike gets smart and he puts the ball right there and it goes right by and I'm standing there and Bobby's standing there and I'm like, well, I thought you had it. He's like, well, I thought you had it. He's like, well, I'm in my box and he's in his box but it landed on the line. Well, how do we manage the line, right? Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-100 Responsibility for the Outcome
02/05/2025
Carl-Gould-#70secondCEO-100 Responsibility for the Outcome
100% Responsibility for the Outcome Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. So if you're working on something as a team, whether you're the leader, you're the manager, whatever, doesn't matter. Take 100% responsibility for the outcome, which means if Nicole and I are working on something and Nicole has her tasks and I have mine, I'm going to take 100% responsibility for hers, she'll do the same for me, and what that is, that will give enough overlap that makes sure we're going to get this job done. So if she's struggling in an area, I'll jump in and help, but I'll be aware of it. Going back to the quarterback analogy, I need to know what every player on my team's job is so I can help if I need to. I'm not going to do her job unless she needs me or asks me to, she's not going to do my job unless she needs or asks me to, but we want to be aware of that. If we each take 100% responsibility for the outcome, there's a good chance the objective gets done, it gets done on time the way we need to. So we have to start thinking as a unit, right? Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Shed 20% of Your Job Description Each Year
02/04/2025
Carl-Gould-#70secondCEO-Shed 20% of Your Job Description Each Year
Shed 20% of Your Job Description Each Year Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. You should be thinking in your job to shed 20% of your job description every year. So by the time this group is here, you're already at the next step, whatever that is in the business, propelling the business forward. There's always this thinking that, oh, you're not gonna need me, where am I gonna go? I'm gonna work my way out of a job. That like never happens, you know? It does happen if you try to protect your job, that's the worst version, but what we wanna do is elevate the team so they propel you all forward, right? But you have to be willing, you have to be willing to go through that right there. That's the hard part, right there, okay? Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Training a New Manager
02/03/2025
Carl-Gould-#70secondCEO-Training a New Manager
Training a New Manager Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. It's the hardest thing for you all that you're going to have to do is actually watch somebody do something in the beginning, at least, worse than you think you do. So when you start to manage somebody, you're doing the work right now. You're the producer. You're doing the work. Things are rising. Things are going good. Now, we train somebody. What happens? That, for a small period of time. But then, ideally, it goes up from there. So managers have as much trouble with allowing their direct reports to outperform them than they do underperform them. Because the thinking is, well, if I have a whole team that's getting all this stuff done without me, what do you need me for? And that comes into play. That's not the way to look at this. The way to look at it is, you are the reason why this team performs, and high tide floats all boats. Because you should be thinking, in your job, to shed 20% of your job description every year. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Are You Ready to Let The Systems Work
01/31/2025
Carl-Gould-#70secondCEO-Are You Ready to Let The Systems Work
Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. That's a system when you have an activity or a group of activities that you can remove yourself from. Now, you remember way back when we're talking about the discovery process, and we said, Every job has a personality. Every industry has a personality. Well, in your business, each job is going to start to assume its own personality. Systems, by their very nature, are predictable, they're consistent, they're reliable, they're scheduled, and they're very structured. What comes with that is a slower pace. The pace will slow a bit, just as you were being patient with yourself in stage three, it's now time to be patient with others, meaning your staff. You need to stay the course. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Is Business Ownership Lonely and Stressful
01/30/2025
Carl-Gould-#70secondCEO-Is Business Ownership Lonely and Stressful
Is Business Ownership Lonely and Stressful? Do you wish it were more enjoyable? Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. And that's what we're after. It has been said that being a business owner is the toughest and loneliest position in business. Wouldn't you agree? You don't make it tough and lonely, is you're flying by the seat of your pants in the middle of the night with no gauges and no plan and what will make it easier and simpler and more enjoyable? If you simply plan things out in the stages. Don't skip a stage. Take them step by step by step and enjoy each step as you go. It's a wonderfully rewarding evolution of yourself, the people in your business, your customers, and the actual business itself. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Could-#70secondCEO-Understand The How What and Why of Your Business
01/29/2025
Carl-Could-#70secondCEO-Understand The How What and Why of Your Business
Understand the “how, what and why” of your business Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. In the Business Discovery Process, there are three areas of discovery. There are your behaviors, which we call the DISC, how you do what you do. There are the values, which are the why, the motivators, the priorities and there are the attributes, meaning what you will do, you need to discover your strengths and your blind spots in these three areas, and then align them with the mission, vision, values and purpose of the company and that's when you know you have an aligned organization. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Doing The Rights Task Starts With Knowing Yourself.
01/28/2025
Carl-Gould-#70secondCEO-Doing The Rights Task Starts With Knowing Yourself.
Doing The Rights Task, Starts With Knowing Yourself. Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. To summarize where we’ve been in the business discovery process, you must know yourself, you're the owner, you're leading this, you need to know yourself, then you need to know what's right for your business. Now that you know yourself, and you know what's right for your business, you can then bring in the people that are right for that business. Put the right people in the right jobs, doing the right tasks. Those people will now be doing those tasks for all the right reasons meaning the value–their values will be in alignment with the values of the company, and they'll be motivated every day to come to work and do their job with enthusiasm. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Before you can have alignment you need assessment.
01/27/2025
Carl-Gould-#70secondCEO-Before you can have alignment you need assessment.
Before you can have alignment, you need assessment. Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. And you'll notice as we delve deeper in stage one about what is required, and what are the power tools at each stage where your focus should be, you'll notice that assessments play a role very early on because you need to develop your identity you need to understand where you're at at any given time and you need to know what you bring to the table. So you will assess not only you but everyone else in the company, you will assess their behavior style, their value hierarchy and their attributes, having those three in mind. These are then you will have the right people in the right jobs doing the right tasks. You'll benchmark the business and all the positions later. Right now we assess the people we benchmark later. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-What Motivator Drives You
01/23/2025
Carl-Gould-#70secondCEO-What Motivator Drives You
What Motivator Drives You? Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. You share your vision with all of the mirrors you're going to hire in your business. By sharing your vision, they will pick the areas that they are very good at to start with. And that's why you'll have a very flexible, quick, nimble organization early on, because people are going to gravitate towards what they like to do. And by definition, they'll be good at it. The next thing we're going to handle in the Business Discovery Process are the values why? Why is it important that you do this job? Why is it important that you're in this business? What motivates you? What motivates your employees? The values are the glue to not only the relationships inside the business; the values are the glue to the relationship between customer and company and the relationship between employees. Here's how values work. Here are the motivators that drive your everyday work. All decisions that you will make in your life are emotional decisions. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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Carl-Gould-#70secondCEO-Operation Challenge
01/22/2025
Carl-Gould-#70secondCEO-Operation Challenge
Operation Challenge Hi everyone, Carl Gould here with your #70secondCEO. Just a little over a one minute investment every day for a lifetime of results. Same operation challenge in stage 4,5,6 and 7 that’s a dysfunctional problem, that’s a–you should have solved already, so if I were to say cash flow, good problem, bad problem, the answer is it depends, it depends on the stage you’re in. One of the interesting things about the discovery process and a dynamic that’s very very common in our personal life and in our business lives is–is that we most of us pretty much know when we get something wrong, we know it, we try something, doesn’t work out, we’ve got it wrong for sure. We don’t always know when we get something right, one of the highest and most significant services that a discovery process will help you accomplish, is that you will know when you’ve got it right. Like and follow this podcast so you can learn more. My name is Carl Gould and this has been your #70secondCEO.
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