Become a Creator today!Start creating today - Share your story with the world!
Start for free
00:00:00
00:00:01
Culture Insights with Liz Ellis
4 Plays3 years ago
So often leaders worry about eliminating weakness. But is that practice outdated? There might be research to suggest otherwise. Join us in today's conversation with Liz Ellis, COO and Chief Heart Officer of Angel Studios, and investor Dalton Wright of Kickstart (a VC firm for startups in Utah, Colorado, and the Mountain West) as we bring you both sides of a Perfect Pitch. In this episode, we'll talk about:
Startups can't compete with "Google-level" salaries. So, how can you attract great talent?
The importance of separating management and individual contributor career growth tracks
Living by default, instead of by design: the key to avoiding burnout
How to play to your employee's strengths by delivering feedback in ways that work for them
Recommended
Transcript
Introduction to 'Perfect Pitch'
00:00:00
Speaker
So often, leaders worry about eliminating weakness.
00:00:03
Speaker
But is that practice outdated?
00:00:05
Speaker
There might be research to suggest otherwise.
00:00:08
Speaker
Join us in today's conversation with Liz Ellis, COO and Chief Heart Officer of Angel Studios and investor Dalton Wright as we bring you both sides of A Perfect Pitch.
Meet Liz Ellis: Roles and Strengths
00:00:28
Speaker
Perfect Pitch is a podcast from Kickstart that reveals the minds of both investors and entrepreneurs throughout a startup's journey.
00:00:37
Speaker
I'm your host, Karen Zelnick.
00:00:39
Speaker
Liz and Dalton, thank you so much for being here today.
00:00:41
Speaker
Thanks, Karen.
00:00:42
Speaker
Thanks, Karen.
00:00:44
Speaker
And Liz, before we jump into the discussion, I want to tell everybody a little bit about you.
00:00:49
Speaker
Before joining Angel Studios, you worked as the Director of Operations for Aura Brush.
00:00:53
Speaker
And you volunteered as an American Cancer Society trainer to help boost the self-esteem of cancer patients.
00:00:59
Speaker
You're a Gallup-certified strengths coach and CEO of Liz Ellis Coaching.
00:01:04
Speaker
I want to talk about that specifically, but basically that means that you're an expert in discovering strengths in others and reorganizing teams.
Personal Insights and Team Dynamics
00:01:10
Speaker
And is there anything else you'd like us to know about you?
00:01:13
Speaker
Sure.
00:01:13
Speaker
That reorganizing Teams part, we call that a master of human Tetris because I can see where the pieces of the puzzle need to fit together for somebody to maximize their skills.
00:01:23
Speaker
But also about me, I've been married to my high school sweetheart for 23 years and we have six kids.
00:01:29
Speaker
That's so great.
00:01:30
Speaker
We're so excited to have you on the show.
00:01:32
Speaker
And Dalton, it's always great to have you back.
00:01:35
Speaker
As always, we're going to have a link to your bio in our show notes.
00:01:38
Speaker
And Dalton, what's something our audience doesn't yet know about you?
00:01:42
Speaker
One thing that's kind of interesting about my background is that I spent some time as a kid out in Vernal.
00:01:46
Speaker
I have a lot of fond memories of my time in Vernal and enjoying the outdoors.
00:01:50
Speaker
It also has given me some perspective in how some of the rural markets operate in Utah and some of the needs that the schools have and different areas that we can still find ways to support development of talent outside of this corridor that we live
Dalton's Rural Market Perspective
00:02:04
Speaker
in right now.
00:02:04
Speaker
So trying to figure out how to
00:02:06
Speaker
bring more people into tech from environments and backgrounds and communities that aren't already involved in it.
00:02:13
Speaker
Thank you.
00:02:14
Speaker
That's such an amazing perspective and passion to have as an investor because sometimes it can be very siloed and focused.
00:02:20
Speaker
So I love that.
00:02:21
Speaker
Thank you for sharing that.
00:02:23
Speaker
Did I give you enough time to think of yours?
00:02:25
Speaker
Because we want to talk about you too.
00:02:26
Speaker
Yeah, we can dive in.
00:02:27
Speaker
Yeah, sure.
00:02:28
Speaker
Let's talk about me.
00:02:29
Speaker
No.
00:02:29
Speaker
I mean, the first thing I thought of was Liz mentioned Human Tetris.
00:02:32
Speaker
When I was a kid, I geeked out over Tetris.
00:02:34
Speaker
I would play that on the Game Boy for hours and hours.
00:02:37
Speaker
My parents had to take it away.
00:02:38
Speaker
But another thing is I...
00:02:41
Speaker
recently completed this emotional fitness course for leaders.
00:02:44
Speaker
My favorite course in that series was the one on curiosity and how you have to incorporate that into leadership.
00:02:49
Speaker
And I thought that was really fun.
00:02:51
Speaker
But Liz, let's get back to you.
00:02:53
Speaker
I mentioned in our introduction that you're the chief heart officer at Angel Studios.
00:02:58
Speaker
And that's not a title we hear very
Role of Chief Heart Officer
00:03:00
Speaker
often.
00:03:00
Speaker
What does that mean?
00:03:02
Speaker
So I actually took that title from Claude Silver of VaynerMedia.
00:03:06
Speaker
Now she's the chief heart officer over there and she's doing amazing work.
00:03:09
Speaker
But for me, it is keeping your pulse on the heartbeat of the company.
00:03:14
Speaker
The Angel Studios mission is to amplify light.
00:03:17
Speaker
And we can't amplify light externally to our customers or our partners or our creators if we're not amplifying the light of every internal team member that we have.
00:03:27
Speaker
And so my focus is how do we constantly build and grow our teams in their own personal development, in their professional development, in better organizational structure, so that as we continue to grow, they can thrive being their very best self with their own unique brilliance.
00:03:45
Speaker
And I'm sure being a Gallup certified strengths coach ties into that.
00:03:49
Speaker
Can you tell our listeners a little bit about that?
00:03:51
Speaker
It's really easy to see what's external talent for somebody, right?
00:03:55
Speaker
Karen's got a great batting average or Dalton's got a great three-point shot percentage or maybe a terrible one.
00:03:59
Speaker
Who knows?
00:04:01
Speaker
I do not have a great batting average for the record.
00:04:04
Speaker
But it's really easy to see external talent.
00:04:07
Speaker
And it's not as easy to see internal talent.
00:04:10
Speaker
And so Dr. Clifton wanted to study... What would happen if we started studying what was right with people?
00:04:15
Speaker
Distilled it down into 34 talent themes.
00:04:19
Speaker
And that's something that we do with every new employee that joins our team.
00:04:22
Speaker
We sit down with them, we coach them on those so that they have language for what they're really good at.
00:04:28
Speaker
And employees that are able to live their strengths in the workplace are six times more likely to be fully engaged.
Strengths Coaching and Engagement
00:04:36
Speaker
People who live their strengths in their everyday life are three times more likely to report an excellent quality of life.
00:04:43
Speaker
That's kind of awesome.
00:04:44
Speaker
I want to magnify that in our team members.
00:04:47
Speaker
Dalton, how have you seen this practice of focusing on strengths and really focusing on their team impact Angel Studios' success?
00:04:57
Speaker
Well, I think Angel Studios has had to be really flexible in how they motivate and retain talent.
00:05:03
Speaker
It's a company that... And we've talked about this with Neil, the CEO, in a previous episode.
00:05:08
Speaker
It went through a lot of difficulties dealing with lawsuits, pivoting business models, and everything else that companies are dealing with in this environment.
00:05:15
Speaker
With the pandemic and changes in hiring, retention challenges, this exists for everybody.
00:05:20
Speaker
But I think Angel has also had an additional layer of complexity with some of the challenges they faced in the courts.
00:05:26
Speaker
Liz has been instrumental in helping keep people motivated on the core vision of this business, even though there are a lot of ups and downs.
00:05:33
Speaker
That is really hard to do.
00:05:35
Speaker
We tend to be pretty short-term creatures in a lot of ways.
00:05:38
Speaker
And to stay focused on what the mission of the company is, even when you're having all of this volatility and things going on around you, I think takes a lot of great leadership.
00:05:46
Speaker
And to tie that specifically into...
00:05:49
Speaker
your question around strengths.
00:05:50
Speaker
I think if you talk to people at Angel Studios, they'll say they did some of their best work in some of those most challenging moments.
00:05:57
Speaker
And so people were given the chance to rise to the occasion.
00:06:00
Speaker
You did that by allowing people's strengths to shine in moments of adversity, rather than focus on what was going wrong or what they couldn't do.
Flexibility in Motivation and Retention
00:06:08
Speaker
Okay, I want to dive into specifically, how did you do that, Liz?
00:06:12
Speaker
What are some tactical things that people can do to do what you did?
00:06:16
Speaker
Oh man, we've done so many things.
00:06:20
Speaker
When our company was small enough, I personally had one-on-ones with every single person every 30 days.
00:06:27
Speaker
We've now outgrown that size.
00:06:28
Speaker
And so now I have managers and leaders who are trained to do that and make sure that we're getting that understanding.
00:06:35
Speaker
Because gone are the days of just leave your baggage at the door.
00:06:39
Speaker
Come and give me your best work and then go outside again and deal with whatever's happening.
00:06:44
Speaker
That actually comes back to the whole myth of work-life balance.
00:06:48
Speaker
We have just scrapped that concept in our workplace.
00:06:51
Speaker
And it's all about work-life integration.
00:06:53
Speaker
It's how do we actually address the human being underneath, not just the tasks they need to do.
00:06:59
Speaker
Because then we're not just getting 100% of their effort.
00:07:01
Speaker
We
00:07:02
Speaker
We start getting 110 and 120 because we're actually increasing their capacity.
00:07:08
Speaker
Back to Dr. Clifton, he wanted to prove this theory.
00:07:11
Speaker
And so he actually did a study at a university and he let students self-select if they were an average reader or an above average reader.
00:07:20
Speaker
Then he put them all through a year-long speed reading course.
00:07:24
Speaker
The average reader started at about 90 words a minute, which is decent.
00:07:30
Speaker
The above average reader started at about 300 words a minute.
00:07:33
Speaker
Like it was a huge jump between the two groups.
00:07:36
Speaker
After they spent this year putting time into speed reading, the average group went from 90 to 150.
00:07:44
Speaker
So they did improve, but the group who had started where reading was already their strength, any guesses of what their 300 words have been elevated to?
00:07:53
Speaker
900?
00:07:53
Speaker
2,900.
00:07:59
Speaker
Yeah.
00:08:00
Speaker
Even years later, they retested these kids and the average readers immediately rubber banded back to the 90s.
00:08:07
Speaker
But the above average readers, they still stayed well above where they had started.
00:08:13
Speaker
And if we aren't helping people to address that holistic integrated approach, they can't give us their best
Work-Life Integration
00:08:20
Speaker
work.
00:08:20
Speaker
They just can't.
00:08:22
Speaker
Dalton, I would love to know, how have you seen companies that focus on what Liz has been talking about?
00:08:29
Speaker
How have you seen them perform compared to companies who maintain the mantra of, leave yourself at the door, let's be heads down, and then let's perform, and then you can go be yourself again?
00:08:39
Speaker
Every person, whether they're the founder, all the way down to the recent hire, everybody's looking for growth.
00:08:46
Speaker
Everybody's looking to thrive.
00:08:47
Speaker
People do their best work when their strengths are being applied to important things.
00:08:53
Speaker
They feel stifled when they're working on their weaknesses because it's a reminder that they've got to patch a hole.
00:08:58
Speaker
And then they look around and they see other people that do something so naturally and they think that they're defective.
00:09:02
Speaker
But what they don't realize, and I think this is what the strengths can reveal in people, is that there are other things that that person does that other people look at and think, I don't know how they do that.
00:09:10
Speaker
I feel that way when I see super charismatic extroverts going to events where they're, you know, within an hour, they know everybody in the room and they're friends with everybody.
00:09:19
Speaker
But I also know that there are other strengths that people have commented on wondering like, well, Dalton, how do you do that?
00:09:23
Speaker
And so I think that those are the areas where I think we're happiest and we do our best work is when we know what our strengths are.
00:09:30
Speaker
And our company knows how to help us use those strengths in a way that aligns with the objectives of the company.
00:09:36
Speaker
Yeah.
00:09:36
Speaker
One of the funniest parts of doing some of the strengths work with people is that they go, wait, can't everybody just do that?
00:09:43
Speaker
No, they can't.
00:09:44
Speaker
No, in fact, they cannot, Steve.
00:09:46
Speaker
Yeah.
00:09:46
Speaker
No, that gift for analyzing things or that gift of really taking legitimate ownership of something or having true empathy for others, the way that people process information, they just sometimes forget that...
00:10:01
Speaker
Everyone can't do that.
00:10:02
Speaker
Not everyone sees the ending of the movie before the movie ends.
00:10:05
Speaker
Only people that are thinking strategically.
00:10:07
Speaker
So I just think finding that is a key piece of what Dalton was talking about.
00:10:13
Speaker
Because the market is getting more and more competitive.
00:10:15
Speaker
And not every startup can compete with Google salaries.
00:10:19
Speaker
They're not going to.
00:10:20
Speaker
We shouldn't even try to.
00:10:21
Speaker
And of course, we need competitive pay.
00:10:24
Speaker
They're not going to come work for pennies.
00:10:25
Speaker
But we also need to make sure that we're showing what it is about our...
00:10:30
Speaker
mission or our environment or other compensation opportunities that are bringing people in.
00:10:37
Speaker
Because one, we can't compete if you just compete on apples to apples.
00:10:41
Speaker
But two, you are creating such a better culture fit by bringing people in who also believe in where you're headed.
00:10:50
Speaker
And what are some of the best ways you've found to communicate that?
00:10:54
Speaker
Because a
Communicating Values through North Star Principle
00:10:55
Speaker
lot of times people are reading job descriptions or they're reading company bios and they're like, okay, yeah, that sounds like a lot of nice jargon, but how do I know that that's actually true?
00:11:02
Speaker
How are you able to effectively communicate that?
00:11:05
Speaker
We actually have what we call our North Star, which is our vision for where we want our company to go.
00:11:11
Speaker
Inside of that, it then has some of our team principles.
00:11:14
Speaker
And we just make that publicly available.
00:11:16
Speaker
It's embedded in our job descriptions so that people can go and just read through it, understand better who we are and what we do before their first interview even happens.
00:11:27
Speaker
And it's fascinating to see when people have done that versus people that we ask them about it and they go, Oh, I think I read a thing.
00:11:35
Speaker
You're like, Hmm, interesting.
00:11:37
Speaker
I don't know that you're going to love it here.
00:11:39
Speaker
You read one thing?
00:11:40
Speaker
Yeah.
00:11:41
Speaker
Right.
00:11:42
Speaker
We gave you a ton of context, especially right now.
00:11:46
Speaker
We are literally hiring like five people a week right now.
00:11:49
Speaker
Every team meeting, we're introducing new people.
00:11:51
Speaker
It's
00:11:51
Speaker
It feels a little out of control, but it's also really exciting.
00:11:54
Speaker
But we're recruiting people.
00:11:56
Speaker
They're in jobs.
00:11:56
Speaker
They love.
00:11:57
Speaker
They're getting paid well.
00:11:59
Speaker
They have no reason to want to come to us until we start sharing our mission and our vision and our purpose and why we're doing what we do.
00:12:06
Speaker
And they get bought in.
00:12:08
Speaker
And they're like, okay, I want to be part of something bigger than myself.
00:12:11
Speaker
I want to contribute to the greater good in some way.
00:12:15
Speaker
And that's what turns people's heads enough to then listen to the pitch and hear about the job and find out what they're going to do.
00:12:21
Speaker
And then you can start talking compensation and the nitty gritty details and working that out.
00:12:26
Speaker
But if you don't have that passion to even turn their head, they're not going to take a look at you.
00:12:32
Speaker
Yeah.
00:12:32
Speaker
Dalton, any thoughts on that?
00:12:34
Speaker
We're at an age right now where I think we have a lot of abundance in a lot of ways, people who work in technology.
00:12:40
Speaker
It's almost like the paradox of choice.
00:12:42
Speaker
There are more choices than ever.
00:12:43
Speaker
You have more accessibility to companies to work for.
00:12:45
Speaker
And that can be a little bit paralyzing in some ways because you have so many things to look at.
00:12:50
Speaker
And so I think that's where a lot of tech workers, if they're not there already, they will continue to find themselves in these positions of taking a step back and thinking, Yeah, I could stay where I'm at and make a lot of money.
00:13:01
Speaker
Or I could go take the swing on the thing that will maybe make the difference that I want to make in the world.
00:13:06
Speaker
And they're leaving what feels safer to go for something that feels riskier, but more meaningful oftentimes.
00:13:13
Speaker
I agree with where you're headed in that.
00:13:14
Speaker
And a piece of that too, that sometimes we don't consider is people do get elevated to that level and they want to then find what is their ultimate contribution or what legacy can they leave.
00:13:25
Speaker
We also need to consider in our employment that we have different tracks for managers than we do for individual contributors.
00:13:33
Speaker
So often, it's a one-track place where an individual contributor has to step into management to get a promotion or to be elevated in some way.
00:13:41
Speaker
But I've found time and time again that there are individual contributors who are so passionate about the work they do, especially in engineering.
00:13:49
Speaker
They want to contribute to the greater good through the amazing code they write.
00:13:54
Speaker
They don't want to step into a leadership role.
00:13:56
Speaker
And a lot of companies kind of forget that.
00:13:58
Speaker
And they think the only track is management.
00:14:00
Speaker
So that's just another piece I wanted to add to make sure that you really understand your people and where they're headed.
00:14:05
Speaker
And then
Leveraging Unique Strengths
00:14:06
Speaker
that way you have really solid ICs and really solid managers who want to be managers.
00:14:12
Speaker
I think that's such an important point because you do see that so often that to progress, they have to become a manager and they're like, but I'm giving up the work that actually really drives me and why I show up.
00:14:21
Speaker
And now I don't actually get to do that.
00:14:23
Speaker
And they may not be suited for that.
00:14:25
Speaker
Certain people are really well suited for that and love doing that kind of work and others not so much.
00:14:30
Speaker
So why force them into a role that isn't magnifying their unique brilliance?
00:14:34
Speaker
Yeah.
00:14:35
Speaker
I want to jump in here and say for people who might be listening and thinking like, I don't have the skill set to intuitively know what people want.
00:14:42
Speaker
That can be scary.
00:14:44
Speaker
So I think it's okay to put practices in place in your company that give you insights like that.
00:14:48
Speaker
Some companies do user guides.
00:14:50
Speaker
And so they actually ask people like, how do you like to receive recognition?
00:14:54
Speaker
How do you focus best?
00:14:55
Speaker
Do you need quiet time?
00:14:56
Speaker
Do you need collaborative time?
00:14:57
Speaker
So I think it's okay to acknowledge that you're not going to be able to guess for everybody and find ways to get them to tell you what they need and what they want so that you can then play to their strengths.
00:15:08
Speaker
It's 100% okay to just ask.
00:15:10
Speaker
Just open the dialogue.
00:15:12
Speaker
That doesn't make you a bad manager.
00:15:15
Speaker
No, no.
00:15:15
Speaker
It makes you a good manager.
00:15:16
Speaker
Help me understand.
00:15:18
Speaker
Do you want feedback?
00:15:19
Speaker
Do you not want feedback?
00:15:20
Speaker
Do you need positive appreciation?
00:15:22
Speaker
They want to tell you because they want to be recognized.
00:15:25
Speaker
They want to be appreciated.
00:15:26
Speaker
And they want to be stretched to grow to their next thing.
00:15:29
Speaker
I agree.
00:15:30
Speaker
So Liz, it's great to think that everyone is where they fit in the company.
00:15:34
Speaker
Everyone's playing to their strengths.
00:15:36
Speaker
But even that doesn't prevent burnout.
00:15:38
Speaker
So what are some practices that help?
00:15:41
Speaker
First, making sure that people have a piece of their job they love, that they're not just doing daily grind every day.
00:15:50
Speaker
But second, a piece that I've really been trying to implement is stepping up to a higher level.
00:15:55
Speaker
The reason burnout comes is because we're living more minutes of our day by default instead of by design.
00:16:04
Speaker
When we're going through the motions of the things we should, we're supposed to, we have to, those are the things that burn us out.
00:16:11
Speaker
When we're living design of the things we desire to do, we want to do, we're excited to do, we don't experience as much burnout.
00:16:18
Speaker
So a couple of ways that we've helped to do that is to make sure that people are involved in the planning so that they have buy-in.
00:16:28
Speaker
People support what they help to create.
00:16:30
Speaker
But then also having a higher level vision.
00:16:33
Speaker
What's the purpose that we're doing this for?
00:16:35
Speaker
Because a lot of times you'll say, well, I have to make this phone call or I have to call this person.
00:16:38
Speaker
I have to send that contract.
00:16:39
Speaker
But maybe those are all connected to the purpose of expanding the business.
00:16:43
Speaker
Right?
00:16:44
Speaker
a mission of expanding the business, that's tangible.
00:16:47
Speaker
And that's something I can focus on being excited about instead of making that call and signing that contract and da-da-da-da.
00:16:52
Speaker
My next favorite strategy is automate, delegate, delete.
00:16:57
Speaker
What am I doing repetitively that maybe can be automated?
00:17:01
Speaker
Personally, in my own life, I now do grocery delivery.
00:17:04
Speaker
When I first signed up, I was like, oh my gosh, what a waste of money to pay for grocery delivery.
00:17:09
Speaker
I should do it myself.
00:17:11
Speaker
Here, that should burn out.
00:17:13
Speaker
Instead, now my groceries just get delivered every week.
00:17:15
Speaker
If I forget, I can literally order groceries in three minutes, laying in bed before I go to sleep that night.
00:17:21
Speaker
They get there the next day.
00:17:22
Speaker
My kids put them away when they get home from school.
00:17:24
Speaker
Automate.
00:17:25
Speaker
Delegate.
00:17:26
Speaker
Where am I doing something that maybe someone could do it better?
00:17:31
Speaker
So frequently in startups, as things start to grow, we forget that it's okay to give away pieces of the job we're doing.
00:17:40
Speaker
We feel like either if I give that away, what job will I have left?
00:17:44
Speaker
Or I've always done that job.
00:17:45
Speaker
So of course, that's part of my job.
Preventing Burnout and Vision
00:17:48
Speaker
And as we willingly start giving those away, start delegating to people who are more suited...
00:17:53
Speaker
We grow the organization so much faster.
00:17:56
Speaker
And then ultimately delete.
00:17:58
Speaker
What are we doing that we don't need to do anymore?
00:18:00
Speaker
Maybe back in the startup days, we were sending a report that everybody needed that was super critical.
00:18:07
Speaker
Maybe we're still sending that report every week, but nobody actually opens that email.
00:18:11
Speaker
So why are we spending time putting it together if nobody's using it anymore?
00:18:14
Speaker
So start getting hypercritical of the things that are on your list.
00:18:18
Speaker
What's the purpose of why you're actually trying to do what you do?
00:18:21
Speaker
And what are the actual outcomes to get to that purpose rather than the 47 things on the to-do list?
00:18:26
Speaker
Thank you so much for those insights.
00:18:28
Speaker
I just want to keep talking.
00:18:30
Speaker
I want to keep talking about this for the rest of the day because I'm so passionate about it.
00:18:33
Speaker
But we do want to be respectful of both of your time.
00:18:36
Speaker
So Liz, I just have one final question for you.
00:18:39
Speaker
This is something that we like to ask everybody.
00:18:41
Speaker
And that is, what is an effective practice that you've implemented in your work or personal life that has had a great impact on your success?
00:18:49
Speaker
I'm going to go back to the one we just said, honestly.
00:18:51
Speaker
It's chunking that time.
00:18:53
Speaker
It's getting all that stuff out of your head.
00:18:55
Speaker
I'm kind of nerdy.
00:18:56
Speaker
And so I actually have a spreadsheet that has things I need to do daily, things I need to do weekly, things I need to do monthly, things I need to do annually, like renew your car registration.
00:19:04
Speaker
I'm like, stupid stuff.
00:19:06
Speaker
But that way, I don't have to think about it.
00:19:07
Speaker
It's just written down.
00:19:08
Speaker
It's already captured.
00:19:10
Speaker
It allows me to take pieces and say, you know what?
00:19:12
Speaker
I really, really want to do this.
00:19:14
Speaker
I really want to take this class or I really want to study this or I really want to read this book.
00:19:18
Speaker
And I can capture it so I don't forget.
00:19:20
Speaker
But I can also very conscientiously stick it in a parking lot spot.
00:19:24
Speaker
I literally have a square on my grid that is a parking lot that I can knowingly say, I'm going to hold that for later so I can concentrate on something different.
00:19:33
Speaker
And then intentionally and voraciously apply that automate, delegate, delete.
00:19:40
Speaker
What are you doing that you could automate?
00:19:42
Speaker
What are you doing that someone could do better than you?
00:19:45
Speaker
And what are you doing that you're just doing because someone else expects it?
00:19:48
Speaker
Or maybe some school teacher taught you that, but it's not really effective for you to get rid of that stuff.
Discussion Wrap-up and Key Takeaways
00:19:55
Speaker
What Liz just said, I think it's great advice.
00:19:58
Speaker
You can get so busy in just the job of running a company.
00:20:01
Speaker
But I've heard this and we've talked about this on this podcast on multiple occasions.
00:20:05
Speaker
How can you play to your strengths when your day is dominated with things that feel like weaknesses to you?
00:20:10
Speaker
I love the advice and I need to find ways to implement some of those guidelines in my own life, I think.
00:20:16
Speaker
I think we all do.
00:20:17
Speaker
But yeah, thank you for reiterating that, Dalton, because we cannot state that enough on this podcast, that advice to make sure you're creating space to play to your strengths and to do what you do best.
00:20:26
Speaker
So thank you.
00:20:27
Speaker
Thank you both so much for being here.
00:20:29
Speaker
It's been such a rich discussion with so many good takeaways.
00:20:32
Speaker
So we really appreciate your time.
00:20:33
Speaker
I think my biggest aha moment definitely was what we've been talking about.
00:20:37
Speaker
What can you delegate?
00:20:38
Speaker
What can you get rid of?
00:20:39
Speaker
And what can you automate?
00:20:40
Speaker
And I will be a geek with you, Liz.
00:20:42
Speaker
And I will create one of those spreadsheets.
00:20:44
Speaker
And I'm just so excited to see how that improves my life.
00:20:47
Speaker
And Liz and Dalton, thank you so much for being here.
00:20:50
Speaker
Thanks, Karen.
00:20:51
Speaker
Thank you, Liz.
00:20:52
Speaker
Thanks, Karen.
00:20:53
Speaker
Good to see you guys.
00:20:54
Speaker
And of course, thank you for listening as we dive deep into what it takes to create the perfect pitch.
00:20:59
Speaker
If you want to learn more about Dalton Wright from Kickstart or Liz Ellis and her team at Angel Studios, we'll have a link to the company and a longer bio in our show notes at kickstartfund.com.
00:21:09
Speaker
You can listen to more episodes of Perfect Pitch wherever you listen to your podcasts.
00:21:12
Speaker
And if you like what you're learning, leave us a reviewer rating.
00:21:15
Speaker
We'll be back next time with more insights from entrepreneurs and the investors who fund them.
00:21:19
Speaker
So be sure to subscribe so you don't miss a thing.