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John Seiffer

Keynote Speaker

Founding Member and Past President of the International Coaching Federation; Past President of the Angel Investor Forum; Business Coach to the Association Of Bridal Consultants; Board Member, Pittsburgh Entrepreneur’s Forum

John Seiffer has been a business owner all his adult life. His most unusual (and lucrative) company was one he ran while living 1,500 miles away – before the internet made this a common occurrence. In 1995 he helped found the International Coach Federation and became President in 1998 when the first coaching credentials were awarded. He shares practical advice from his own experience and that of clients he’s worked with in the US and Europe since 1994. 

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John Seiffer'S SPEAKING FEE Under $25,000

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Most small to medium-sized companies only function when the owner is present. This limits the company’s growth and the company’s valuation. John Seiffer has unlocked the code to running a company without involvement in day-to-day operations. He’s done this several times in his own companies and coached other business owners throughout the USA and Europe to do the same. The principles he’s uncovered work for companies in all industries and all sizes. The result is a more systemized company that doesn’t depend on the wisdom and experience locked in people’s heads. That insight is dispersed throughout the organization. When that happens, owners and managers can be promoted more quickly and can move to more strategic positions as the company grows. Besides allowing business owners to “get their lives back” these principles make the companies more valuable and able to scale more quickly. 

Featured Videos

John Seiffer Profile Photo
John Seiffer

John Seiffer Speaking Reel

John Seiffer’s Speech Topics

  • How to Build a Hiring System

    • How to Build a Farm Team: Hiring is critical for any company to thrive, yet too many owners treat it like a trip to the grocery store. Thinking they’ll just run down and get something when they need it. John will share why and how you should hire like professional sports teams do, by grooming a farm team of people whose skills and traits you know before you have an opening.
    • Missing Pieces of the Job Description: Hiring starts with knowing what you need and most job descriptions are lacking in this area. John shares 3 parts of the job description that should become the framework for your hiring system, including one of those that should not be made public.
    • Hiring isn’t finished when the offer is accepted: Onboarding starts the day an offer is made, and finishes 90 after the new hire starts work. A complete system starts with the job description and finishes with the 90-day review. 
  • Three Reasons Management is Hard

    John talks about 3 things managers struggle with and provides solutions to each. 

    • It’s Not Your Full-Time Job. When you combine being a manager with being an individual contributor, management can take a back seat if you’re not careful. The solution is understanding the true definition of management and using time blocking to focus on what’s important but may not be urgent.
    • You’re Afraid of Micro-Management. Unleash your people’s full potential by getting rid of all rules that don’t ultimately benefit the customer and explain the reasons behind those that do. 
    • Management is an unnatural act. John shows how you can be friendly and genuine without compromising your leadership authority. 

  • How to Plan for the Future When You Can’t Predict it

    Even when you don’t know what the future will bring you can still plan for it. John shares how companies of any size can use a tool that’s been used by the US military, the Rand Corporation, and Royal Dutch Shell since the 1950s. It’s a way to develop a playbook of how to deal with potential eventualities so you can adapt as the future unfolds even if you can’t predict it. 

  • Typical Valuation Metrics Miss This

    All things being equal, a company with more revenue, profit, and cash flow is more valuable than a similar one with less. But the factor that’s often not obvious is more under the owner’s control. The more systemized the company is, the more it’s worth.

    Even if a company is not for sale, the benefits of systemization are:

    • Less dependence on the owner’s day-to-day involvement
    • Easier to hire and train people
    • Easier to promote good people
    • More consistent output

    John will cover the key aspects of systemization and the steps to achieve it. 


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