WEBVTT
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Welcome to Elevate Springfield, where we will dive into strategies and stories that help you rise to your full potential.
00:00:07.440 --> 00:00:16.719
Each episode, we'll talk about how you can take intentional steps to elevate your life and your business while making a meaningful impact on those around you.
00:00:16.960 --> 00:00:23.920
Along the way, we're gonna bring in the change makers from our community that are already elevating.
00:00:24.160 --> 00:00:31.600
We'll bring the actionable strategies, you bring the discipline and follow through, and together, we can elevate Springfield.
00:00:32.240 --> 00:00:34.799
Alright, let's go, Springfield.
00:00:34.880 --> 00:00:39.439
Time to 10X your day, 10X your life, and all of us.
00:00:39.679 --> 00:00:41.119
10X Springfield.
00:00:41.200 --> 00:00:44.320
Hey, you are listening to the Elevate Springfield podcast.
00:00:44.479 --> 00:00:49.600
Robert Farrell here, certified 10x coach, speaker, and mentor.
00:00:49.840 --> 00:00:52.320
Here to bring you actionable strategies.
00:00:52.640 --> 00:00:55.439
You bring the discipline and follow through and together.
00:00:55.600 --> 00:00:57.200
We're going to Elevate Springfield.
00:00:57.280 --> 00:01:05.040
Well, we are coming to you from the big dog construction studio in beautiful downtown Springfield.
00:01:05.200 --> 00:01:18.239
You are listening to Separation Saturdays on Elevate Springfield, where you can separate yourself from the competition every Saturday morning.
00:01:18.400 --> 00:01:20.799
We're gonna get started after the break.
00:01:21.040 --> 00:01:26.959
Hey Springfield, when it comes to reliable, high-quality roofing, you don't want to leave things to chance.
00:01:27.120 --> 00:01:43.680
That's why you should reach out to Acosta Angeli Ruffing, your local roofing expert serving Springfield and surrounding communities, from quick, dependable repairs to full replacement, from residential to commercial.
00:01:43.920 --> 00:01:45.760
They are your trusted pros.
00:01:46.159 --> 00:01:56.000
Call them today at 217-993-2748 or visit their website to book your free quote and inspection.
00:01:56.239 --> 00:01:56.879
Don't wait.
00:01:57.040 --> 00:02:00.400
A little leak now could lead to major damage later.
00:02:00.560 --> 00:02:06.719
Trust the local experts, protect your home, and get peace of mind with Acosta Angeli Roofing.
00:02:06.959 --> 00:02:08.800
All right, and we are back.
00:02:09.039 --> 00:02:12.800
Hey, it was a phenomenal week on Elevate Springfield.
00:02:12.879 --> 00:02:17.120
But hey, it's always a phenomenal week on Elevate Springfield.
00:02:17.280 --> 00:02:24.240
As you know, you can be starting your morning every morning with a new episode of Elevate Springfield.
00:02:24.319 --> 00:02:29.120
If you missed any of this week's episodes, hey, just go back and check them out now.
00:02:29.199 --> 00:02:34.800
But today, with it being Separation Saturday, wanted to touch on culture.
00:02:34.960 --> 00:02:37.520
We all know how important culture is.
00:02:37.599 --> 00:02:45.840
And if you don't know how important culture is, this is your wake-up call to tell you how important culture is.
00:02:46.000 --> 00:02:51.039
You see, culture is not what you say, it is what you allow.
00:02:51.199 --> 00:02:53.759
That's the biggest difference for a lot of folks out there.
00:02:53.919 --> 00:02:59.360
It's not what you say it is, or it's not what you say is going on, it is what you allow.
00:02:59.599 --> 00:03:09.280
Culture is not ping pong tables and snacks and merch and slogans on the wall and avoiding conflict to keep people happy, hiring people just because they're like you.
00:03:09.599 --> 00:03:15.120
Culture is really the repeated behavior that gets accepted.
00:03:15.280 --> 00:03:18.800
So what is rewarded, corrected, or ignored?
00:03:18.879 --> 00:03:22.800
And it's a system of values, conventions, and standards.
00:03:22.960 --> 00:03:26.400
This is all straight out of the 10x playbook for culture, right?
00:03:26.479 --> 00:03:31.360
These are the things that the 10x team looks at when it comes to culture.
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So culture alignment plus role competency plus performance potential.
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One thing that owners and leaders of the company need to know is your team cannot outperform your leadership standard because the owner or CEO in some instances is the first culture carrier.
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This is the one that's driving the bus when it comes to culture.
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An unclear owner creates a confused team.
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A low confront owner creates a soft team.
00:04:07.439 --> 00:04:11.280
A disorganized owner creates a reactive team.
00:04:11.360 --> 00:04:24.079
Have you ever been in that situation where everything's a fire, everything's reacting, there's no really planning going on, there's no clear path because the owner or the leader is disorganized.
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And a rescuing owner creates dependency.
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Probably seen that before too, right?
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Where the leader is constantly picking up the slack for the team or constantly going through and fixing things that the team did wrong.
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That breeds dependency.
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So the 10X leadership standards that you need to have.
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Number one, clear on the mission.
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We've talked about mission before.
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Clear on the mission.
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Number two, fast in communication.
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Number three, direct with correction.
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And number four, obsessed with training.
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And this all builds your culture.
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When you have all those things in place, that's gonna build your culture.
00:05:07.920 --> 00:05:18.399
So when you look at those four types of owners that we talked about, that first culture carrier is the owner, the unclear, the low confront, the disorganized, or the rescuing.
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Are you on any of those four?
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Do you see yourself in any of those four?
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And ask yourself this question: would you rehire yourself as CEO based on your current consistency?
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Tough question, right?
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You would hope you'd say yes, but it might be something to where, hey, I got some work to do in some of these areas.
00:05:40.480 --> 00:05:45.920
You see, we talk a lot in 10x about what you do weekly becomes the culture.
00:05:46.079 --> 00:05:47.759
So here's some things you could do daily.
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A daily huddle, talking about wins, targets, obstacles, priorities, and commitments.
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Weekly, you can have scorecards, results, client issues, department priorities, and training.
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Monthly, you can have performance reviews, culture reviews, role clarity, and discuss bottlenecks.
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And then quarterly, talent audit, leadership development, org chart, promotion and transition, all those discussions could be happening quarterly.
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You see, when it comes to building that culture, management shouldn't be popular.
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They should be predictable.
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And a golden rule of 10x is what we talk about is give the most attention to the people making it go right, not the ones sabotaging the operation.
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That's the same with culture.
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In order to build a strong culture that you want, you have to have the right people in there and the wrong people moved out.
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And when you're looking at that, when you're looking at having the right people in there, one mistake that people make is panic hiring, hiring people when they just need some help right now and they can start immediately.
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Really, in 10x, we're talking about performance hiring.
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What revenue can this role affect?
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What responsibility will they own?
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What result will they produce?
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And what standard will they raise?
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Because the right people don't cost money, the wrong ones do.
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So we should always be hiring and recruiting because growth requires a constant talent pipeline.
00:07:19.839 --> 00:07:25.920
And again, to build the right culture, you have to have the right people in the company.
00:07:26.079 --> 00:07:36.480
And finding the right people can be difficult, but having an interview process that weeds the wrong people out and allows the right people to go through is what we need to do.
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And you can look back at previous episodes for interview techniques from a 10x perspective.
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But basically, you want to ask behavior revealing questions like tell me about the highest pressure environment you have worked in, or what was your measurable result in your last role.
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Those are behavior revealing questions rather than a weak question could be, are you a team player?
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Right?
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Everybody's gonna say yes to that.
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So the idea is to start detecting some of these patterns and get the behavior-revealing patterns out before you hire them.
00:08:13.519 --> 00:08:15.439
So one more thing on hiring.
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Again, go back to some previous episodes.
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We did two or three episodes on the 10x interview method, but spotting the right talent.
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I'm gonna go over some red flags and some green flags for you.
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So some of the red flags, sporadic work experience, blaming previous employers.
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You've ever interviewed anybody, you've probably heard that.
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Anybody that's interviewed quite a few people has heard the blaming previous employers, the constant victim talk, vague about goals.
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We want people that are clear on goals.
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Clear goals would be a green flag.
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Another green flag could be owns mistakes without theatrics, can explain prior results.
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If you can't explain prior results, you probably don't have good results.
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And if you did have good results, you have zero idea how you did that.
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So you have zero idea how to duplicate that.
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Other green flags are coachable and directable, prepared and researched, and wants growth tied to performance.
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We have all seen the red flags of somebody showing up to an interview unprepared, done no company research, present themselves a little sloppily, right?
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So look for those green flags to help you get the right people on board so you can build a culture that is going to grow.
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Build a culture that rewards the right things and gets rid of the things that you want gone.
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So let's talk a little bit about the requirements for a 10x culture.
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These are the things you want embedded in there.
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Number one, winning is the expectation.
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You want to make sure that everybody in the company expects to win.
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Also want to have a daily all-team meeting.
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You've heard me talk about this one before.
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That is a great way to build culture.
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Daily training, daily role play, daily coaching, daily inspiration, daily recognition, daily correction, daily reinforcements of targets.
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This one's really important that a lot of people don't do.
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They don't have daily targets and therefore cannot reinforce daily targets if you don't have daily targets.
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So first off, get some daily targets.
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And then 10, teach me, show me, do it for me, make sure I can do it.
00:10:26.320 --> 00:10:30.320
But again, it is all about rewarding greatness.
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It's building an obsessed team.
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It's the team versus the individual.
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It's everybody going toward that team goal, but everybody has individual targets as well.
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It's about seeking out and eliminating the cancers.
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It's about getting rid of all negativity in your organization to be able to build a strong culture.
00:10:52.240 --> 00:10:55.200
So let's ask yourself these few things.
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Describe your current culture.
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What would you say it is?
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And then list out what you are doing to establish and reinforce your culture daily.
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If you wrote down your culture and you can't think of anything that you're doing each day to reinforce that culture, that is really not your culture.
00:11:13.840 --> 00:11:17.519
And then number three, what will you commit to improving?
00:11:17.679 --> 00:11:22.240
Whether you feel like you have a phenomenal culture now or not, we can always improve.
00:11:22.320 --> 00:11:25.200
So what are you committing today to improve?
00:11:25.360 --> 00:11:37.200
Because if you want a 10x culture, again, it's all about everybody saying the same thing, everybody driving toward massive targets, everybody having their own individual targets.
00:11:37.360 --> 00:11:40.879
It's about management, holding everyone accountable.
00:11:41.039 --> 00:11:42.960
It is about rewarding greatness.
00:11:43.120 --> 00:11:48.399
It is about everybody winning, and winning being the expectation.
00:11:48.879 --> 00:11:53.200
So is your culture in your business right now a 10x culture?
00:11:53.360 --> 00:12:00.399
Some of the things you heard today, could you implement those into your company to help improve your culture?
00:12:00.639 --> 00:12:04.080
Take a few of them, try to put them in there, see what they do for you.
00:12:04.240 --> 00:12:05.200
Hope that helps.
00:12:05.279 --> 00:12:06.960
And we'll be back after the break.
00:12:07.200 --> 00:12:10.080
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Sangaman Tree Service, rooted in quality, built on trust.
00:12:41.679 --> 00:12:43.519
Well, thank you for joining us today, everybody.
00:12:43.600 --> 00:12:46.000
Appreciate you making us a part of your day.
00:12:46.080 --> 00:12:48.960
Hey, don't forget while you're out on social, check ours out.
00:12:49.039 --> 00:12:52.960
You can check my personal one out at RobertFarrell at everywhere.
00:12:53.360 --> 00:12:58.639
Check out those Elevate Springfield pages, those big dog business coaching pages as well.
00:12:58.879 --> 00:13:00.799
Check us out over on YouTube.
00:13:01.279 --> 00:13:05.919
Give us a subscribe, give us a like or a follow on any of those channels.
00:13:06.080 --> 00:13:08.159
We would certainly appreciate it.
00:13:08.399 --> 00:13:11.039
So hey, take what you learned today.
00:13:11.600 --> 00:13:14.559
You bring the discipline and follow through and together.
00:13:14.799 --> 00:13:15.840
That's right, y'all.
00:13:15.919 --> 00:13:17.519
We're gonna elevate Springfield.
00:13:17.759 --> 00:13:18.240
Be great.
00:13:18.480 --> 00:13:29.120
Looking for personalized insurance with hometown care, David Hilst, American Family Insurance Agent is here to help you protect what matters most: your family, your home, and your dreams.
00:13:29.279 --> 00:13:39.039
Whether it's auto, home, life, business, David and his team are proud to serve the Springfield community with trusted advice and reliable coverage.
00:13:39.360 --> 00:13:43.519
Local service, real relationships, peace of mind.
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Call today or stop by their office.
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They can build your dream protection plan together.
00:13:49.840 --> 00:13:54.639
Call 217 726 6343 863.
00:00:00.320 --> 00:00:07.200
Welcome to Elevate Springfield, where we will dive into strategies and stories that help you rise to your full potential.
00:00:07.440 --> 00:00:16.719
Each episode, we'll talk about how you can take intentional steps to elevate your life and your business while making a meaningful impact on those around you.
00:00:16.960 --> 00:00:23.920
Along the way, we're gonna bring in the change makers from our community that are already elevating.
00:00:24.160 --> 00:00:31.600
We'll bring the actionable strategies, you bring the discipline and follow through, and together, we can elevate Springfield.
00:00:32.240 --> 00:00:34.799
Alright, let's go, Springfield.
00:00:34.880 --> 00:00:39.439
Time to 10X your day, 10X your life, and all of us.
00:00:39.679 --> 00:00:41.119
10X Springfield.
00:00:41.200 --> 00:00:44.320
Hey, you are listening to the Elevate Springfield podcast.
00:00:44.479 --> 00:00:49.600
Robert Farrell here, certified 10x coach, speaker, and mentor.
00:00:49.840 --> 00:00:52.320
Here to bring you actionable strategies.
00:00:52.640 --> 00:00:55.439
You bring the discipline and follow through and together.
00:00:55.600 --> 00:00:57.200
We're going to Elevate Springfield.
00:00:57.280 --> 00:01:05.040
Well, we are coming to you from the big dog construction studio in beautiful downtown Springfield.
00:01:05.200 --> 00:01:18.239
You are listening to Separation Saturdays on Elevate Springfield, where you can separate yourself from the competition every Saturday morning.
00:01:18.400 --> 00:01:20.799
We're gonna get started after the break.
00:01:21.040 --> 00:01:26.959
Hey Springfield, when it comes to reliable, high-quality roofing, you don't want to leave things to chance.
00:01:27.120 --> 00:01:43.680
That's why you should reach out to Acosta Angeli Ruffing, your local roofing expert serving Springfield and surrounding communities, from quick, dependable repairs to full replacement, from residential to commercial.
00:01:43.920 --> 00:01:45.760
They are your trusted pros.
00:01:46.159 --> 00:01:56.000
Call them today at 217-993-2748 or visit their website to book your free quote and inspection.
00:01:56.239 --> 00:01:56.879
Don't wait.
00:01:57.040 --> 00:02:00.400
A little leak now could lead to major damage later.
00:02:00.560 --> 00:02:06.719
Trust the local experts, protect your home, and get peace of mind with Acosta Angeli Roofing.
00:02:06.959 --> 00:02:08.800
All right, and we are back.
00:02:09.039 --> 00:02:12.800
Hey, it was a phenomenal week on Elevate Springfield.
00:02:12.879 --> 00:02:17.120
But hey, it's always a phenomenal week on Elevate Springfield.
00:02:17.280 --> 00:02:24.240
As you know, you can be starting your morning every morning with a new episode of Elevate Springfield.
00:02:24.319 --> 00:02:29.120
If you missed any of this week's episodes, hey, just go back and check them out now.
00:02:29.199 --> 00:02:34.800
But today, with it being Separation Saturday, wanted to touch on culture.
00:02:34.960 --> 00:02:37.520
We all know how important culture is.
00:02:37.599 --> 00:02:45.840
And if you don't know how important culture is, this is your wake-up call to tell you how important culture is.
00:02:46.000 --> 00:02:51.039
You see, culture is not what you say, it is what you allow.
00:02:51.199 --> 00:02:53.759
That's the biggest difference for a lot of folks out there.
00:02:53.919 --> 00:02:59.360
It's not what you say it is, or it's not what you say is going on, it is what you allow.
00:02:59.599 --> 00:03:09.280
Culture is not ping pong tables and snacks and merch and slogans on the wall and avoiding conflict to keep people happy, hiring people just because they're like you.
00:03:09.599 --> 00:03:15.120
Culture is really the repeated behavior that gets accepted.
00:03:15.280 --> 00:03:18.800
So what is rewarded, corrected, or ignored?
00:03:18.879 --> 00:03:22.800
And it's a system of values, conventions, and standards.
00:03:22.960 --> 00:03:26.400
This is all straight out of the 10x playbook for culture, right?
00:03:26.479 --> 00:03:31.360
These are the things that the 10x team looks at when it comes to culture.
00:03:31.520 --> 00:03:38.159
So culture alignment plus role competency plus performance potential.
00:03:38.319 --> 00:03:53.919
One thing that owners and leaders of the company need to know is your team cannot outperform your leadership standard because the owner or CEO in some instances is the first culture carrier.
00:03:54.080 --> 00:03:57.919
This is the one that's driving the bus when it comes to culture.
00:03:58.240 --> 00:04:02.879
An unclear owner creates a confused team.
00:04:03.120 --> 00:04:07.280
A low confront owner creates a soft team.
00:04:07.439 --> 00:04:11.280
A disorganized owner creates a reactive team.
00:04:11.360 --> 00:04:24.079
Have you ever been in that situation where everything's a fire, everything's reacting, there's no really planning going on, there's no clear path because the owner or the leader is disorganized.
00:04:24.240 --> 00:04:27.600
And a rescuing owner creates dependency.
00:04:27.839 --> 00:04:29.600
Probably seen that before too, right?
00:04:29.839 --> 00:04:39.279
Where the leader is constantly picking up the slack for the team or constantly going through and fixing things that the team did wrong.
00:04:39.439 --> 00:04:41.680
That breeds dependency.
00:04:41.839 --> 00:04:45.120
So the 10X leadership standards that you need to have.
00:04:45.360 --> 00:04:47.199
Number one, clear on the mission.
00:04:47.360 --> 00:04:49.040
We've talked about mission before.
00:04:49.279 --> 00:04:50.720
Clear on the mission.
00:04:50.959 --> 00:04:53.920
Number two, fast in communication.
00:04:54.160 --> 00:04:57.199
Number three, direct with correction.
00:04:57.360 --> 00:05:00.720
And number four, obsessed with training.
00:05:00.879 --> 00:05:03.600
And this all builds your culture.
00:05:03.759 --> 00:05:07.759
When you have all those things in place, that's gonna build your culture.
00:05:07.920 --> 00:05:18.399
So when you look at those four types of owners that we talked about, that first culture carrier is the owner, the unclear, the low confront, the disorganized, or the rescuing.
00:05:18.639 --> 00:05:20.720
Are you on any of those four?
00:05:20.959 --> 00:05:23.279
Do you see yourself in any of those four?
00:05:23.360 --> 00:05:31.360
And ask yourself this question: would you rehire yourself as CEO based on your current consistency?
00:05:31.600 --> 00:05:32.720
Tough question, right?
00:05:32.879 --> 00:05:40.240
You would hope you'd say yes, but it might be something to where, hey, I got some work to do in some of these areas.
00:05:40.480 --> 00:05:45.920
You see, we talk a lot in 10x about what you do weekly becomes the culture.
00:05:46.079 --> 00:05:47.759
So here's some things you could do daily.
00:05:47.920 --> 00:05:52.800
A daily huddle, talking about wins, targets, obstacles, priorities, and commitments.
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Weekly, you can have scorecards, results, client issues, department priorities, and training.
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Monthly, you can have performance reviews, culture reviews, role clarity, and discuss bottlenecks.
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And then quarterly, talent audit, leadership development, org chart, promotion and transition, all those discussions could be happening quarterly.
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You see, when it comes to building that culture, management shouldn't be popular.
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They should be predictable.
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And a golden rule of 10x is what we talk about is give the most attention to the people making it go right, not the ones sabotaging the operation.
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That's the same with culture.
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In order to build a strong culture that you want, you have to have the right people in there and the wrong people moved out.
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And when you're looking at that, when you're looking at having the right people in there, one mistake that people make is panic hiring, hiring people when they just need some help right now and they can start immediately.
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Really, in 10x, we're talking about performance hiring.
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What revenue can this role affect?
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What responsibility will they own?
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What result will they produce?
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And what standard will they raise?
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Because the right people don't cost money, the wrong ones do.
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So we should always be hiring and recruiting because growth requires a constant talent pipeline.
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And again, to build the right culture, you have to have the right people in the company.
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And finding the right people can be difficult, but having an interview process that weeds the wrong people out and allows the right people to go through is what we need to do.
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And you can look back at previous episodes for interview techniques from a 10x perspective.
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But basically, you want to ask behavior revealing questions like tell me about the highest pressure environment you have worked in, or what was your measurable result in your last role.
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Those are behavior revealing questions rather than a weak question could be, are you a team player?
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Right?
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Everybody's gonna say yes to that.
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So the idea is to start detecting some of these patterns and get the behavior-revealing patterns out before you hire them.
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So one more thing on hiring.
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Again, go back to some previous episodes.
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We did two or three episodes on the 10x interview method, but spotting the right talent.
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I'm gonna go over some red flags and some green flags for you.
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So some of the red flags, sporadic work experience, blaming previous employers.
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You've ever interviewed anybody, you've probably heard that.
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Anybody that's interviewed quite a few people has heard the blaming previous employers, the constant victim talk, vague about goals.
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We want people that are clear on goals.
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Clear goals would be a green flag.
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Another green flag could be owns mistakes without theatrics, can explain prior results.
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If you can't explain prior results, you probably don't have good results.
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And if you did have good results, you have zero idea how you did that.
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So you have zero idea how to duplicate that.
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Other green flags are coachable and directable, prepared and researched, and wants growth tied to performance.
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We have all seen the red flags of somebody showing up to an interview unprepared, done no company research, present themselves a little sloppily, right?
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So look for those green flags to help you get the right people on board so you can build a culture that is going to grow.
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Build a culture that rewards the right things and gets rid of the things that you want gone.
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So let's talk a little bit about the requirements for a 10x culture.
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These are the things you want embedded in there.
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Number one, winning is the expectation.
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You want to make sure that everybody in the company expects to win.
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Also want to have a daily all-team meeting.
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You've heard me talk about this one before.
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That is a great way to build culture.
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Daily training, daily role play, daily coaching, daily inspiration, daily recognition, daily correction, daily reinforcements of targets.
00:10:08.240 --> 00:10:10.639
This one's really important that a lot of people don't do.
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They don't have daily targets and therefore cannot reinforce daily targets if you don't have daily targets.
00:10:17.519 --> 00:10:19.919
So first off, get some daily targets.
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And then 10, teach me, show me, do it for me, make sure I can do it.
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But again, it is all about rewarding greatness.
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It's building an obsessed team.
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It's the team versus the individual.
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It's everybody going toward that team goal, but everybody has individual targets as well.
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It's about seeking out and eliminating the cancers.
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It's about getting rid of all negativity in your organization to be able to build a strong culture.
00:10:52.240 --> 00:10:55.200
So let's ask yourself these few things.
00:10:55.440 --> 00:10:56.799
Describe your current culture.
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What would you say it is?
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And then list out what you are doing to establish and reinforce your culture daily.
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If you wrote down your culture and you can't think of anything that you're doing each day to reinforce that culture, that is really not your culture.
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And then number three, what will you commit to improving?
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Whether you feel like you have a phenomenal culture now or not, we can always improve.
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So what are you committing today to improve?
00:11:25.360 --> 00:11:37.200
Because if you want a 10x culture, again, it's all about everybody saying the same thing, everybody driving toward massive targets, everybody having their own individual targets.
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It's about management, holding everyone accountable.
00:11:41.039 --> 00:11:42.960
It is about rewarding greatness.
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It is about everybody winning, and winning being the expectation.
00:11:48.879 --> 00:11:53.200
So is your culture in your business right now a 10x culture?
00:11:53.360 --> 00:12:00.399
Some of the things you heard today, could you implement those into your company to help improve your culture?
00:12:00.639 --> 00:12:04.080
Take a few of them, try to put them in there, see what they do for you.
00:12:04.240 --> 00:12:05.200
Hope that helps.
00:12:05.279 --> 00:12:06.960
And we'll be back after the break.
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Well, thank you for joining us today, everybody.
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Appreciate you making us a part of your day.
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Hey, don't forget while you're out on social, check ours out.
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Give us a subscribe, give us a like or a follow on any of those channels.
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So hey, take what you learned today.
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You bring the discipline and follow through and together.
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That's right, y'all.
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Be great.
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