『Bulletproof Business Podcast』のカバーアート

Bulletproof Business Podcast

Bulletproof Business Podcast

著者： Simone Janssen
無料で聴く

今ならプレミアムプランが3カ月 月額99円

2026年5月12日まで。4か月目以降は月額1,500円で自動更新します。

概要

 Welcome to the Bulletproof Startups Podcast, where we help business owners and CEOs become conscious leaders and build a power team so they can let go, get strategic, and know they are adding the most value possible to their company every single day. I am your host, Simone Janssen, and this podcast is about one thing only, becoming the real CEO of your business by building leveraged teams. You've built a great product or service, but although you have a team you are still in everything. Your time is spent in the weeds, and you are leaving money and opportunity on the table because you don't know how to establish clarity, shift responsibility, and create accountability. If you want to know how to change that, you are in the right place. All this information is 100% free, so please subscribe to and review our podcast.2023 出世 就職活動 経済学
エピソード
  • Episode 5 of 5 The Solution: How To Build A Business That Runs Without You.

    Episode 5 of 5 The Solution: How To Build A Business That Runs Without You.
    2026/04/27
    Everything we've talked about over the last four episodes comes down to one thing: infrastructure. Without it, you're the system. With it, your team has what they need to operate independently. THE 5 PIECES OF INFRASTRUCTURE EVERY BUSINESS NEEDS: 1. Role Clarity Every person needs to know exactly what success looks like in their role. Not a generic job description. Real clarity on what they're responsible for, how their work contributes, and what great performance looks like. Without it: Your team is guessing, trying to read your mind, doing what they think you want instead of what you actually need. 2. Decision Boundaries Your team needs to know what they can decide on their own versus what needs to come to you. Clear frameworks that say: if this situation comes up, here's how we handle it. Without it: Your team comes to you for everything because they don't know what they're allowed to handle. You become the bottleneck. 3. Documented Standards The things that live in your head. The way you want things done. The level of quality you expect. The non-negotiables. All captured in a way your team can reference and use. Without it: Quality is inconsistent because your team doesn't know what good looks like. 4. Weekly Operating Rhythm A simple, consistent cadence that keeps everyone aligned. A meeting structure that surfaces problems early, celebrates wins, and makes sure nothing falls through the cracks. Without it: You're operating in chaos. Priorities shift. Things get missed. People work in silos. 5. Onboarding Process So when you hire someone new, they don't spend six months trying to figure out how things work. They walk in on day one with clarity on what's expected, how to succeed, and how to contribute. Without it: Every new hire is a gamble. They're drinking from a fire hose. It takes forever for them to ramp up, if they ever do. THE PROBLEM: Building that infrastructure is hard. Not because it's complicated. But because it requires you, the busiest and most interrupted person in the company, to carve out time you don't have to document things that live in your head. So the binder sits on the shelf. The templates sit on your desktop. The consultant's report sits in a drawer. And nothing changes. Because the tools weren't built for how you actually operate. THE SOLUTION: You need infrastructure that builds itself from your voice. A system that asks the right questions, captures what you know, organizes it, and turns it into something your team can use. Without you having to write a single document. Without you having to fill out a single form. Without you having to add a single hour to your already packed week. **INTRODUCING BULLETPROOF COO:** The first AI system trained specifically on my methodology for turning owner-dependent businesses into self-running teams. How it works: 3-5 short guided conversations over 1-2 weeks. You just talk. The same way you'd explain things to a sharp new hire. The system listens, organizes, and builds your entire operating structure. If you can leave a voicemail, you can do this! WHAT MAKES BULLETPROOF COO DIFFERENT: 1. Built on proven methodology Two decades of walking into hundreds of businesses, diagnosing the exact patterns that keep owners stuck, and building the infrastructure that sets them free. The system knows what questions to ask, what to capture, and how to structure it so your team can actually use it. 2. Does the heavy lifting for you Every other tool required you to do all the work. Bulletproof COO flips that model. You talk. The system builds. The heavy lifting happens on the other side of your voice. 3. Tailored to your business Not a template. Not one size fits all. The system captures your language, your standards, your decision-making. It builds infrastructure that reflects how your business actually runs. 4. A living system Your business isn't static. You hire people. Roles change. You add services. Ongoing access keeps everything current as your business evolves. That's the difference between a system that grows with you and another binder collecting dust. 5. You're not doing this alone Founding members get the first 90 days of direct access to me. Monthly group calls to troubleshoot, refine, and make sure this is actually working. Plus a private community of the other 24 founding members. WHAT YOU GET: ✅ The full setup: 3-5 guided conversations that capture your standards, decision-making, and operating rhythm. The system builds your role clarity docs, decision frameworks, weekly meeting structure, and onboarding process. ✅ Ongoing access: Monthly tune-up sessions to keep everything current as your business evolves. ✅ Founding member bonus (first 90 days): Monthly group calls with me and a private community of the other 24 founding members. ✅ The guarantee: You go through the process, build the system, hand it to your team. If it doesn't fundamentally change how your business runs, my team works with you until it does...
    続きを読む 一部表示
    24 分
  • Episode 4 of 5: The A-Player Paradox: Why Hiring Great People Isn't Enough

    Episode 4 of 5: The A-Player Paradox: Why Hiring Great People Isn't Enough
    2026/04/20

    This is Episode 4 of our NEW 5-part series: The Leadership Crisis Killing Your Business (And What To Do About It)

    You can hire someone who's talented, motivated, aligned, and wired for excellence, and they can still fail. Not because they weren't good enough. Because you didn't set them up to win.

    THE 4 IT'S (WHAT MAKES AN A-PLAYER):

    All four must be present:

    1. Can DO IT - They have the capacity (skills, experience, intelligence, ability to learn)
    2. GET IT - They understand the mission, vision, culture. They fit your team and values.
    3. WANT IT - They want to grow and do a good job. They're motivated and engaged.
    4. NEED IT - On an identity level, they NEED to do great work or it's not working for them. They can't be okay with mediocrity because it violates their sense of self.

    Missing even one? They're not an A-player for you.

    THE 20-60-20 RULE:

    • Top 20%: Your A-players
    • Middle 60%: Solid, capable, not exceptional
    • Bottom 20%: Struggling or dragging the team down

    When you hire A-players and set them up to win, the middle 60% rises and the bottom 20% either steps up or self-selects out.

    Without systems? Your A-players leave, your middle stays stuck, your bottom stays comfortable in chaos.

    THE 6 UNSAFE CHARACTERISTICS (YOUR BOTTOM 20%):

    1. Minimum effort (just enough not to get fired)
    2. Uncooperative (siloed, resists collaboration)
    3. Hostile (negative, complaining, drains energy)
    4. Excuses (never their fault, never owns it)
    5. Complaining (vocal about problems, never brings solutions)
    6. Not investing in themselves (not learning or growing)

    2-3 of these? They're unsafe. Make the call: coach them out of it or let them go.

    WHAT A-PLAYERS NEED TO THRIVE:

    • Clarity: Know exactly what success looks like, their role, how they contribute, the metrics
    • Autonomy: Authority to make decisions and own their work
    • Feedback: Regular input on what's working, what's not, what to adjust
    • Growth: Challenges, learning, new skills, being stretched

    Give them all four? They lead, take ownership, solve problems, and elevate everyone.

    Missing even one? They disengage and leave.

    THE REVERSE VVMMOO (YOUR SECRET WEAPON):

    VVMMOO = Vision, Values, Methods, Measures, Obstacles, Opportunities

    Before you hire: Create a VVMMOO for the role spelling out what success looks like, how they show up, what they do, how you measure, what's hard, what's possible.

    In the interview: Walk them through it. If they can't engage, they're not the right person. If they light up and ask questions, you've got a winner.

    After they're hired: The VMO becomes their roadmap for onboarding, expectations, feedback, and performance.

    REAL STORIES:

    Robert (Digital agency, 25 people): Hired top talent, paid well, but turnover was through the roof. No onboarding, no role clarity, no metrics, no consistency. A-players left within 6-12 months. We rebuilt the system with structure, scorecards, weekly reviews, one-on-ones. Turnover dropped 60% in six months.

    Lisa (Healthcare, 30 people): Kept hiring people who looked great but didn't work out. Implemented reverse VMO. Candidates self-selected out if it wasn't a fit. The right hire was performing at a 6-12 month level within 90 days.

    THE FILTER:

    Temporary circumstance (divorce, sick parent, mental health)? Support them.

    Habitual behavior (coasting for months, negative for a year, excuses since day one)? That's who they are.

    Run them through the 4 IT's. Yes to all four? Invest. No to even one (especially "need it")? Liberate them to find a better fit.

    You can't coach someone into needing to do great work. That's either in them or it's not.

    THE HARD TRUTH:

    What you tolerate becomes your standard. Keep low performers and your A-players will leave. You can't build a high-performing team if you're tolerating low performance.

    **MONEY QUOTE:**

    "Your hardest job as a leader is to set them up to win. And when you do that, when you give them clarity, autonomy, feedback, and growth, and they still don't perform, then you know it's not a systems problem. It's a people problem."

    **COMING NEXT:**

    Episode 5: The Bulletproof Solution: How to Build a Business That Runs Without You. We're bringing it all together with the infrastructure that gives you clarity, systems, structure, and support.

    **THE TAKEAWAY:**

    Great people need great systems. And great systems need great leadership. Subscribe now for the finale.

    To get the solution: go to https://bulletproofbusinessgrowth.com/coo and grab your spot!
    続きを読む 一部表示
    33 分
  • Episode 3 of 5: From Bottleneck To CEO: The Identity Shift That Changes Everything

    Episode 3 of 5: From Bottleneck To CEO: The Identity Shift That Changes Everything
    2026/04/13

    From Bottleneck to CEO: The Identity Shift That Changes Everything"**

    THE HARD TRUTH:

    You know what to do. The problem is you're stuck in an identity that won't let you do it. Founder mode got you here. CEO mode gets you there. And until you make that shift, nothing changes.

    FOUNDER MODE VS. CEO MODE:

    Founder Mode:
    • You're the doer, the fixer, the closer
    • You're IN the business, in every project, answering every question
    • Your value comes from doing
    • You work 60-80 hours a week and everything runs through you
    • When you step back, things fall apart

    CEO Mode:
    • You're the architect, the strategist, the leader
    • You're ON the business, setting vision, building culture, developing leaders
    • Your value comes from multiplying
    • You focus on the 5% only you can do
    • When you step back, the team steps up

    THE TWO DELEGATION DISASTERS:

    Micromanaging: You delegate the task but not the authority. You hover, redo their work, and your team stops trying.

    Dumping: You throw tasks with no context or support. Your team flounders, fails, and you swoop back in saying "see, I have to do everything."

    Both come from the same place: you haven't made the identity shift.

    REAL DELEGATION LOOKS LIKE THIS

    Give them the outcome, the context for why it matters, the authority to decide, and the support to succeed. Then let them own it. Coach, give feedback, course correct. But let them lead.

    THE $30 MILLION CEO QUESTION:

    Ask yourself every single day: **How would a $30 million CEO handle this?**

    Would they be in this meeting? Answer this question? Do this task? If not, why are you?

    A $30 million CEO doesn't do $20/hour work. They do the $1,000-$10,000/hour work: vision, strategy, culture, leadership. Everything else? Systems and teams handle it.

    THE THREE-BUCKET FRAMEWORK:

    You should only do work that lives in ALL three buckets:
    1. Stuff you're really good at
    2. Stuff you actually love doing
    3. Stuff that's mission critical for the business

    If any element is missing, it needs to come off your plate.

    THE IDENTITY CRISIS:

    Your value comes from being the one who drives results. If you're not doing, who are you? What's your value?

    The shift: Your job isn't to do everything. It's to build a system where everything gets done without you.

    Letting go feels like losing your identity, losing control, admitting you're not needed. But it's actually the only path to scale.

    THE EXERCISE:

    Write down everything on your plate. For each item ask:
    1. Am I really good at this?
    2. Do I actually love doing this?
    3. Is this mission critical right now?

    No to even one? It comes off your plate.

    THE TRUTH YOU NEED TO HEAR:

    If you're doing work someone else could do, you're stealing from your business. You're stealing time, energy, and focus from the work that only you can do.

    MONEY QUOTES:

    "You can't think your way into a new identity. You have to build your way into it."

    "Well enough at scale beats perfect and stuck every single time."

    "Your job as a CEO is to build a system where everything gets done without you."

    "If you don't map this stuff out, it's going to be really easy to slip back into those old habits. And five years from now, you're going to be in the exact same place, just more exhausted."

    WHAT'S POSSIBLE:

    When you step into CEO mode and focus on the 5% only you can do:
    • Your team steps up
    • Your revenue grows
    • Your stress goes down
    • You get your life back

    80-hour weeks become 40. Vacations become possible. The bottleneck becomes the visionary.

    **COMING NEXT:**

    Episode 4: The A-Player Paradox: Why Hiring Great People Isn't Enough. Even brilliant, talented, motivated people will disengage if you don't set them up to win.

    **THE SHIFT STARTS NOW:**

    You can't scale from founder mode. You can only scale from CEO mode. Subscribe so you don't miss what's coming.
    続きを読む 一部表示
    29 分
adbl_web_anon_alc_button_suppression_c
まだレビューはありません