Jul 22, 2021
Hi, Profit Designers! As we at
Tap the Potential gear up for a number of special, upcoming
projects, we’re taking this time to bring you some of our most
popular episodes from the vault! We hope you enjoy it, and we’ll be
back with new episodes for you very soon!
Vision, mission, and values.
Holding yourself accountable to the same standards of performance
as those around us. Differentiating between your normal, and
someone else’s. All this, and more, as Wayne Mullins joins Dr.
Sabrina and Mike to discuss “Building a High Performance
Culture”.
As someone who hates structure,
Wayne found it liberating and found that it allowed him the head
space to not worry so much once he learned to become more rigid and
structured in his personal life. There’s a ton of wisdom to be
heard in this podcast, you don’t want to miss any of it! You will
probably want to listen to it a few times!
Wayne Mullins is a passionate
entrepreneur committed to creating remarkable experiences, and
building a team at Ugly Mug Marketing that produces extraordinary
results for their clients. He has been called “the guru’s guru,” as
he regularly called upon for advice from Inc. 500 CEO’s, New York
Times Best Selling Authors, to Silicon Valley startups.
However, his passion is helping entrepreneurs challenge their
assumptions, create value from places they’ve never looked, and
having more freedom than they previously believed possible.
He has worked hands-on with clients in over 100 different
industries, and from every corner of the
globe.
Ugly Mug Marketing, which Wayne
founded 10 years ago, has won the praises of some of the leading
influencers in the business world, such as, Neil Patel (Founder of
QuickSprout & Kissmetrics), Chris Voss (New York Times Best Selling
Author of Never Split the Difference), and Ari Weinzweig
(Co-Founder of Zingerman’s).
Wayne’s work directly influences
more than one hundred thousand entrepreneurs annually through his
blog, books, and training programs.
Profit by Design is a Tap
the Potential Production in collaboration with Small Business
Consulting Group.
Show Highlights:
- Wayne explains the concept of
“context switching”, a concept from Todd Herman, who teaches a
program called The 90 Day Year. Concept switching is when you’re
working on a project to be completed within a specified block of
time, but something else comes up that needs to be addressed. So
you switch over to that, and when that fire is put out, you jump
back over to the project. After a period of time, you realize that
you haven’t accomplished anything because you’ve spent so much time
jumping back and forth.
- In the middle of the switch,
there’s another concept called “Attention Residue”, as explained by
author, Cal Newport in Deep Work. Attention residue is the lag between jumping
from working on the first project to jumping into working on the
urgent situation. Attention residue takes time, energy, and effort
between working on those two contexts, and is detrimental to
productivity.
- Wayne is an avid reader and
researcher, and often borrows ideas that he finds particularly
compelling, and gives as much credit to the author or originator as
possible.
- Vision, mission, and values: if
you don’t prioritize and make time, energy, and effort for these,
then it directly impacts and influences the culture that you
create.
- Vision: where you’re going, and
where you want to end up at in some point in the future. Looking 3
years into the future helps you set the destination of where you
want to get to.
- Mission: the plan of action.
What are we going to do to bring that vision to life? That’s what
drives and motivates us.
- Values: core principles, the
things that we believe in and that will stand as guideposts along
our path, to ensure that in the pursuit of our vision, we aren’t
losing our way. We’re staying true to the course that we have set
out.
- Feeling like you have to go
back to the basics, back to square one, is one of the biggest
frustrations of the entrepreneur.
- Very early on, Wayne had the
pleasure of coming into contact with Ari Weinzweig, Entrepreneur
and Co-founder of Zingerman’s Deli. In a personal conversation, Ari
divulged that he considered himself the “CRO” of his company. When
asked what that meant, he explained it as “Chief Reminding
Officer”, as he considered it his responsibility to constantly
remind his leadership and his team about where they were going, why
they were going there, and why it was important.
- Dr. Sabrina explains that not
only do they have immutable laws at Tap The Potential, they also
have General Operating Principles, as inspired by Josh Fonger, of
Work the System.
- Wayne discusses the Enneagram
of Personality profile and the nine different personality traits,
as discussed on the Andy Stanley Leadership Podcast.
- The nine different personality
traits are nine NORMALS. Wayne was struck by how what’s normal for
him is not necessarily normal for someone else on his
team.
- The difference between
intentions and actions, as Wayne heard on another episode of Andy
Stanley’s Leadership Podcast, is that we judge ourselves based on
our intentions. We judge others around us based on their actions.
Where we might give ourselves a pass because we intended to do
something but didn’t, we judge others based on they didn’t get it
done today, and why didn’t they get it done today.
- Wayne shares an unsettling
story about Dan Kennedy, and the impact it had on him to do what he
says he’s going to do, and when he says he’s going to do it. The
actions that we take every day, or the actions we don’t take every
day, is what builds our lives, our businesses, and our careers.
Wayne explains his takeaway from Marshall Goldsmith’s book,
Triggers.
- Measuring performance and
bringing balance to opposing forces.
- “The Field of Play” concept by
Charles Coonradt, in The
Game of Work.
- Terminal out of bounds -
stealing, lying, cheating, etc
- Operational out of bounds -
things that are more infractions. You’re out of bounds but you’re
going to get a warning, and need to step back into bounds
- Wayne mentions his own “Ugly
Mug Expectation Guide”, that applicants review during the hiring
process.
- End zone - where you want the
employees to get to
- RRR (Results to Resources
Ratio) - Goal Setting / Performance Measurement System
- John Doerr outlines another
form of Goal Setting / Performance Measurement System, called OKR
(Objectives and Key Results), in Measure What Matters. John happens to be one of the first investors
of Google!
- Profit goal
- Fulfillment or service
goal
- Future work goal
- Creates a peer-to-peer
accountability
- Wayne outlines his various
meetings structures.
- When you set goals for a year’s
period, it’s so far in the future that we tend to delay and put off
until it’s too late to make progress toward those goals to actually
reach it by the end of that year. In The Twelve Week Year: Get More Done in 12 Weeks
than Others Do in 12 Months, by Brian P. Moran, Brian says that you should
treat every 12-week period as if it were its very own year. Your
question then becomes, what can you accomplish within the next 12
weeks?
- Here’s why you want to
encourage healthy conflict!
- Considering the costs of hiring
A-players - it’s not an expense, it’s an
investment.
Links and Resources:
Download Your Free Workbook: How to Make Your Time Worth $10,000 an
Hour
Register your A-Player team members for
Tap the Potential’s Leadership
Bootcamp