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The Next 100 Days Podcast

The Next 100 Days Podcast

著者： Kevin Appleby & Graham Arrowsmith
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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

 The Next 100 Days Podcast is a leading UK business show. Through this podcast, Kevin and Graham reveal strategies you can use to improve your business and take it to the next level. In addition to featuring their own advice, Kevin and Graham host amazing guests from across the business world. Often the guests are successful, but lesser-known business owners and entrepreneurs, enabling the show to bring fresh content and stand out from many of the US based business shows. Graham and Kevin believe that business change comes about when a business owner focusses on just one thing that will make a real difference to his business. That might be product development, a new product launch or a marketing campaign. Focussing for less than 100 days, or focussing on too many things generally won't deliver the results you need, Equally, its difficult to maintain effective focus for much longer than 100 days without re-assessing priorities. The Next 100 Days Podcast is your source to learn how to move your business forward, with practical advice and guidance that you can put into action and make a difference in your own organisation within the next 100 days.Copyright 2026 Kevin Appleby & Graham Arrowsmith マネジメント マネジメント・リーダーシップ リーダーシップ 個人ファイナンス 経済学
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  • #524 - Stevey Arroyo - The Brand Exit

    #524 - Stevey Arroyo - The Brand Exit
    2026/05/08
    Stevey Arroyo joins The Next 100 Days podcast to discuss The Brand Exit. For Stevey, brand value is a prerequisite for exit. A strong brand is a transferable asset that de-risks a business for buyers, enabling a sale (e.g., Pimlico Plumbers sold for £134M, compared with an unbranded plumbing firm). Without one, an exit is often impossible. In the podcast, Stevey explains that you need to plan 3–5 years out for maximum value. This timeframe allows for strategic work to build brand equity, which compounds over time. Last-minute valuations are possible but miss the opportunity to create significant value.Value is created via defensibility and premium pricing. Key actions include trademarking the brand name and using validated proof (e.g., independent studies) to justify a premium price, thereby improving profit margins. The founder must become dispensable. Buyers view founder-dependency as "key man risk." The goal is to build systems and a team that can operate the business independently, making the brand the primary asset.Summary of PodcastThe Problem: Founder-Dependent Businesses Are UnsellableM&A buyers focus on "quality of earnings"—the numbers—not the founder's personal contribution.Founder-dependency is a major liability that makes a business unsellable.Example: Pimlico Plumbers built a transferable brand and sold for £134M, while a sole-trader plumber with no brand has no exit option.The Solution: Build a Transferable Brand AssetA brand is a digital asset that compounds, increasing in value over time.Core Principle: "If you've built a brand, sell the brand."Key Actions:Defensibility: Secure the brand name via domain registration (.com, .co.uk, etc.) and trademarking.Transferability: Systematise operations and build a team to reduce founder-dependency.Example: Amazon's brand value comes from its reliable service and customer experience, not its logo.The Process: Plan 3–5 Years Before ExitThis timeframe is ideal for strategic brand building, which compounds value.The Brand Exit's Process:Analysis: Identify strengths (to leverage), weaknesses (low-hanging fruit), and gaps (new initiatives).Value Creation: Improve financial metrics (quality of earnings) through:Pricing Power: Use validated proof (e.g., independent studies) to justify a premium price.Margin Improvement: Reduce marketing costs by increasing brand resonance.Positioning: Use the ISO 10668 standard for brand valuation to create an undeniable asset, then position the business to attract multiple buyers and competitive tension.The Future: AI as an Exit EnablerAI can help reduce founder-dependency by automating processes and decision-making.Concept: Evolving from AI assistants (e.g., ChatGPT) to "AI executives" with delegated power. (Talk to https://microyes.ai)Risk: AI-generated apps can accumulate technical debt, requiring costly fixes.New Exit Option: Founders can sell the business but remain involved as high-paid consultants or board advisors.The Next 100 Days Podcast Co-HostsGraham ArrowsmithGraham founded Finely Fettled in 2014 to provide data from The UK High Net Worth Database to marketers targeting affluent and high-net-worth customers. He's the founder of MicroYES, a Partner for MeclabsAI, creating lead generation AI Agents & Workflows and introducing the MeclabsAI Platform. Graham also provides an Answer Engine Optimisation solution to get your website in shape to be found by LLMs.Kevin ApplebyKevin specialises in finance transformation and implementing business change. He's the COO of GrowCFO, which provides both community and CPD-accredited training designed to grow the next generation of finance leaders. You can find Kevin on LinkedIn and at kevinappleby.com
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    49 分
  • #523 - Zana Goic Petricevic - Bold Leadership

    #523 - Zana Goic Petricevic - Bold Leadership
    2026/05/01
    Zana Goic Petricevic pivoted from a successful corporate career to find her true calling - coaching bold leadership. Zana's career change came about after being fired from a corporate director role for being "blunt" with the chairman, which she reframed as a necessary catalyst for her true calling. Now, a successful coach, she has developed the "SOUL" Framework: Zana's leadership model focuses on four "playgrounds": Self (inner beliefs), Others (relationships), Universe (system/culture), and Legacy (lasting impact).A key coaching goal is helping leaders shift from a victim mindset ("this is happening to me") to one of agency ("I have a choice"), seeing change as an opportunity, not a threat. And she subscribes to the "Fake It 'Til You Become It" method. Zana advocates for taking risks before feeling 100% ready, citing her own experience of accepting a keynote speech before ever having delivered one.Summary of PodcastThe Catalyst: A Corporate ExitZana's career in oil and gas ended abruptly when she was fired from her Corporate Communications Director role for being "blunt" with the chairman.This unplanned exit caused a significant identity crisis, as her professional role was central to her sense of self.A key realisation came when applying for lower-level jobs and being told she was overqualified, confirming that her corporate path was permanently closed.Reframing: Zana views this event as a "planting" rather than a "burying"—a necessary end that enabled a new beginning.The Pivot: From Corporate to CoachingThe turning point was a 2016 co-active coaching course in London, which introduced her to a new type of conversation where she felt "seen, heard, and able to express myself."This experience revealed her passion → bringing these authentic conversations into organizations.To make this "fluffy" concept palatable to the corporate world, she supplemented her training with psychometric tests and other data-driven tools.Business Launch: With nothing to lose, Zana embraced networking and relationship-building—skills she had previously avoided—to secure her first clients.The "SOUL" Framework for Bold LeadershipZana's coaching framework guides leaders through four interconnected "playgrounds":S - Self: Understanding one's inner world (beliefs, values, patterns).O - Others: Building effective relationships through honest, kind communication.U - Universe: Navigating and shaping the organizational system and culture.L - Legacy: Defining one's lasting impact ("What stays when you go?").Legacy Defined: Legacy is not just measurable results but also the intangible impact on people and culture.Analogy: "Leaders bring the weather," creating either sunshine or storm. This "weather" is their legacy.Mindset & The Future of LeadershipCore Coaching Goal: Help leaders shift from a victim mindset to one of agency, seeing change as an opportunity rather than a threat."Fake It 'Til You Become It": Zana advocates for taking risks before feeling 100% ready, citing her own experience of accepting a keynote speech before ever having delivered one.AI & Technology: Zana sees AI as a tool that forces conscious choice, helping leaders define what they want to keep agency over and what to delegate.The Next 100 Days Podcast Co-HostsGraham ArrowsmithGraham founded Finely Fettled in 2014 to provide data from The UK High Net Worth Database to marketers targeting affluent and high-net-worth customers. He's the founder of MicroYES, a Partner for MeclabsAI, creating lead generation AI Agents & Workflows and introducing the MeclabsAI Platform. Graham also provides an Answer Engine Optimisation solution to get your website in shape to be found by LLMs.Kevin ApplebyKevin specialises in finance transformation and implementing business change. He's the COO of GrowCFO, which provides both community and CPD-accredited training designed to grow the next generation of finance leaders. You can find Kevin on LinkedIn and at kevinappleby.com
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    46 分
  • #522 Dr Denis Cauvier - Human Resources

    #522 Dr Denis Cauvier - Human Resources
    2026/04/24
    Dr. Denis Cauvier is an expert in HR, talent management, and leadership. This podcast discusses Denis's background and expertise, noting that he has written over 32 books on these topics.BiographyDr. Denis Cauvier is a global leadership strategist, executive advisor, and 30+ time author who helps organizations turn talent into measurable profit.With 36 years of experience working across 68+ countries, Denis has advised CEOs, boards, senior leadership teams, small and medium-sized companies, and professional associations on how to attract, select, develop, and retain high-impact talent — not as an HR function, but as a core business growth engine.His work has directly contributed to increased revenue, improved margins, stronger leadership pipelines, reduced costly hiring errors, and measurable improvements in employee retention and performance. Clients consistently engage him to transform talent strategy into economic leverage.He is the author of The 80/20 AI Advantage: Leveraging AI to Attract, Select, and Retain GREAT People, where he challenges leaders to stop using AI as a content machine and start using it as a decision co-pilot. His frameworks focus on eliminating expensive talent mistakes, detecting performance drift before it becomes turnover, and turning HR into a strategic profit driver.Denis reframes talent decisions through a commercial lens:Hiring mistakes are profit leaks.Engagement decline is margin erosion.Leadership blind spots are growth constraints.HR data, properly leveraged, is economic protection.Through his 80/20 AI Talent Framework and Bounce Forward™ leadership system, Denis equips leaders to make faster, smarter, less biased decisions in the next 100 days — and beyond.His core belief:AI will not replace leaders.But leaders who use AI strategically will outperform those who don’t.Email: denis@deniscauvier.comWebsite: www.deniscauvier.comLinkedIn: https://www.linkedin.com/in/drdeniscauvierSummary of PodcastDenis's Approach to Talent ManagementDenis explains his focus on bringing humanity back into the HR process, helping organisations effectively pre-select, develop, and retain exceptional talent in a humanistic way. He emphasises the importance of talent as a key competitive advantage for businesses.Leveraging AI in Human ResourcesDenis discusses the challenges of using AI in talent management, noting that job seekers are often early adopters of AI tools to position themselves, while busy executives may be slower to adopt. He proposes a "5-1-4" formula for effectively leveraging AI in hiring, retaining, and developing talent.Case Study: Improving Hiring and Retention in a Meat Processing PlantDenis shares a case study of a meat processing plant with high employee turnover. By analysing the root causes and implementing targeted solutions, such as revising the supervisor promotion process and improving the hiring process, Denis was able to reduce turnover from 68% to 11%, resulting in significant cost savings for the client.The Importance of Investing in PeopleKevin and Denis discuss the importance of investing in people as the most valuable and appreciating asset for a business, in contrast to other investments that depreciate over time. They emphasise the need for HR to act as a strategic business partner, not just a bureaucratic function.Navigating the Impact of AI on Human ResourcesKevin raises concerns about the potential impact of AI on traditional talent development pipelines, such as using graduate trainees for research tasks. Denis suggests that the key is to develop wisdom and judgment in using AI, focusing on crafting the right prompts and leveraging AI's strengths while maintaining human skills in areas like emotional intelligence and relationship building.The Next 100 Days Podcast Co-HostsGraham ArrowsmithGraham founded Finely Fettled in 2014 to provide data from The UK High Net Worth Database to marketers targeting affluent and high-net-worth customers. He's the founder of MicroYES, a Partner for MeclabsAI, creating lead generation AI Agents & Workflows and introducing the MeclabsAI Platform. Graham also provides an Answer Engine Optimisation solution to get your website in shape to be found by LLMs.Kevin ApplebyKevin specialises in finance transformation and implementing business change. He's the COO of GrowCFO, which provides both community and CPD-accredited training designed to grow the next generation of finance leaders. You can find Kevin on LinkedIn and at kevinappleby.com
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    59 分
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