On today's episode of The Amber Stitt Show we feature an insightful discussion with our special guest - Donna Dube, founder of CEO Amplify.
In this riveting episode, Donna shares her journey to help CEOs and business leaders manage their time better and live a balanced family life.
Together, we dive deep into how you can establish priorities, maintain focus, and delegate tasks adequately.
Donna emphasizes the importance of evaluations and long-term plans, and shares some useful techniques like the "idea parking lot". We then move on to discuss several vital topics such as hiring based on values, gradually building a team, and utilizing contractors for project-based work.
Donna also introduces some handy tools like the Kolby A Index and the DiSC assessments to understand team dynamics.
Furthermore, we explore the financial aspect of entrepreneurship, basic financial concepts, and the hidden advantages of third-party professionals.
Lastly, Donna and I chat about strategic partnerships, the clever utilization of social media, and the power of getting visible in the entrepreneurial world.
Don’t forget to subscribe and leave a comment–we’d love to hear from you!
Check out our website (www.AmberStitt.com) for more insightful episodes and quality content. Thanks for tuning in!
For more information about Donna Dube please follow the links below:
https://ceoamplify.ca/powerhour
https://www.youtube.com/@ceoamplify
https://www.linkedin.com/in/donna-dube/
https://web.facebook.com/donna.dube.96/?_rdc=1&_rdr
On today's episode of The Amber Stitt Show we feature an insightful discussion with our special guest - Donna Dube, founder of CEO Amplify.
In this riveting episode, Donna shares her journey to help CEOs and business leaders manage their time better and live a balanced family life.
Together, we dive deep into how you can establish priorities, maintain focus, and delegate tasks adequately.
Donna emphasizes the importance of evaluations and long-term plans, and shares some useful techniques like the "idea parking lot". We then move on to discuss several vital topics such as hiring based on values, gradually building a team, and utilizing contractors for project-based work.
Donna also introduces some handy tools like the Kolby A Index and the DiSC assessments to understand team dynamics.
Furthermore, we explore the financial aspect of entrepreneurship, basic financial concepts, and the hidden advantages of third-party professionals.
Lastly, Donna and I chat about strategic partnerships, the clever utilization of social media, and the power of getting visible in the entrepreneurial world.
Don’t forget to subscribe and leave a comment–we’d love to hear from you!
Check out our website (www.AmberStitt.com) for more insightful episodes and quality content. Thanks for tuning in!
For more information about Donna Dube please follow the links below:
https://ceoamplify.ca/powerhour
https://www.youtube.com/@ceoamplify
https://www.linkedin.com/in/donna-dube/
https://web.facebook.com/donna.dube.96/?_rdc=1&_rdr
Amber [00:00:00]:
Hello, and welcome to the Amber Stitt Show. I am your host, Amber Stitt, and today we welcome Donna Dube, the founder of CEO Amplify with us today. So welcome, Donna.
Donna Dube [00:00:11]:
Thank you, Amber. So happy to be here.
Amber [00:00:13]:
When we were talking about scheduling and getting together, I get super excited to meet with other strategic thinkers that love to be productive. And I know that you live by a philosophy of "Doing less, better", and I think that is a beautiful thing to try to integrate into our lives, into our businesses. And so I can't wait for the audience to learn more about what they can do for themselves and maybe into entrepreneurship their way. But I suppose just like my other guests, you don't wake up thinking, this is what I'm doing for my job, and I don't even like to use job anymore, because if you like what you do, it doesn't really feel like work.
Donna Dube [00:00:50]:
Yes.
Amber [00:00:51]:
Was it always this way for you? How did you get here to say, "I'm going to help people, I'm going to help CEOs manage their time better and just their lives better." I'll let you take the mic there, if you don't mind.
Donna Dube [00:01:03]:
Sure, sounds good. Definitely. This has not always been the way and certainly not always been my philosophy. So, like many entrepreneurs, I started my life journey is windy and twisty, not straight and narrow, but when I started my business, I really enjoyed what I was doing. And I would have to admit, I worked 24/7 doing all the things right.
Amber [00:01:25]:
Solopreneurs, we're talking to you.
Donna Dube [00:01:02]:
Yes. I didn't have a team, so I was doing everything. And as I was learning and growing, I was doing whatever was out there, whatever guru I was following, was telling me to do. I was also trying to implement all the things. And while I enjoyed it, I could tell there was some lapse. So my family were like, "Mum, you're not present anymore. Mum, can we do that? We used to do this, Mum, but there's no time, right?" And finally it really came down to my husband saying, "Something's going to break and something needs to change here." And I didn't really like to hear that, to be honest with you, because I'm doing fine.
Donna Dube [00:02:02]:
Yeah, you should be happy.
Amber [00:02:04]:
Look, I'm producing for the family.
Donna Dube [00:02:02]:
I know it's exactly right. And so that's when I really had to take a step back and really review and reflect and say, "Okay, how can I grow this business without me going insane or a burnout or some bigger issue?"
Amber [00:02:19]:
Some days I'm sure it is insane.
Donna Dube [00:02:21]:
Yes, so that's when I really had to learn, "Okay, I need to really value my time as CEO and founder and what I'm doing with that time."
Amber [00:02:30]:
Right.
Donna Dube [00:02:31]:
Because the truth is, we all have the same 24 hours in a day, right. Can't change that, can't add more to it. So we really have to look at what are we doing? And as leader, I need to be doing the things that move the business forward. And many times I'm stuck in the day to day things. Do those day to day things have to happen? Yes, they do. For most of the time.
Amber [00:02:51]:
Right.
Donna Dube [00:02:51]:
But there's kind of three areas we can put a lot of those day to day things into. One, delegate. If we can't have someone we can delegate to. And again, we can get into that, but it doesn't have to be a full time person. I can delegate to somebody that works 5 hours a week for me. Yes, right. Two automate. There are so many tools and so many tricks and tips we can use to help automate things without them feeling inhuman to our customers.
Donna Dube [00:03:16]:
And then three stop. And that one was hard for me because it's like, well, I can't stop these things because this thought leader and that thought leader.
Amber [00:03:22]:
Put the phone down and walk away.
Donna Dube [00:03:25]:
I can't.
Amber [00:03:25]:
I have to be connected.
Donna Dube [00:03:27]:
Right? And so really looking at those things to say I'm doing this thing, but it's not actually bringing me a return on investment. I'm looking at the data. There's nothing here that's helping my business grow. So I need to pause that and put my effort into something that is.
Amber [00:03:41]:
Okay, lots of juicy stuff here. So pathways of peak performance is where you take pathways that are your own and sometimes you're on one and it merges to the next thing. And so that's important, especially when I talk with younger people because I want them to know, you get out of college, you might not know what your main thing is until you get into some things and then you can take different paths. So I love that you say that, but yet it's kind of like the balloon that floats up. I talk about leaders and entrepreneurs can be kind of like little balloons of ideas and they're just go, go, come back to home base. Got to pull it back. And if your people are talking to you about that and I noticed that recently with my daughter was not going to all the daycare events. And then I noticed on a video my friend took of this circle for 30 minutes where they walked in a circle and they were just having a blast with this parade and I wasn't there.
Amber [00:04:25]:
And I could see my daughter looking around for me in that video content. And I was like, okay, that is where things have to be really dialed in. So when you're talking about your philosophies on that, it's like you only get to do this once. And our spouses too, like we talk about the kids. You only get to do this once with the kids. But they're still there too. They need things from us, like eye contact. But then you say stop and it's sometimes like if it's not moving the needle forward or like, batching your time.
Amber [00:04:49]:
Sometimes I will only work on certain things with both of my screens in quiet time. Otherwise you're halfway present. How productive are you, really? And then you're more prone to errors and so kind of goes back to being super accountable to yourself. It's hard to kind of get out of that founder/CEO brain sometimes. And working in the business, you can scale so many ways now, and do you want to talk about scaling and what you mean? That's a buzzword. And I didn't really know what that meant until you start delegating to even contractors. So do you want to talk about how that's worked for you?
Donna Dube [00:05:22]:
Yeah, for sure. So it's really going from that solopreneur to, okay, now I'm CEO hat, and most of the time in my day is spent on that visionary, on that leader, on those types of things, growth level tasks that help move our business forward.
Amber [00:05:39]:
Right.
Donna Dube [00:05:40]:
So if we look at all the time we have in the week to spend on our business, a good portion of that needs to be in those growth level tasks. So things like partnerships, things like networking, sales calls, if that's something that you're still doing in your business, but really allowing ourselves to think and act like a CEO regardless of the size of our team.
Amber [00:06:01]:
Right.
Donna Dube [00:06:02]:
Because some people think, "Oh, I'm not really a CEO. I'm not big like Microsoft and Nike." But you don't have to be at that level to be thinking and acting like a CEO.
Amber [00:06:11]:
It's like a weird confidence thing when you know that your numbers aren't in the millions to billions. It is still important to think like that.
Donna Dube [00:06:17]:
Yes.
Amber [00:06:18]:
And believe in yourself in that regard. Sometimes it's scary to think about paying somebody and having to train them. But any leader I've met, the sooner you can hire for some of these things that are not your talents or your strengths, it is game changing. And, I mean, once we did that, our profits, I mean, are easily 30% to 40% increase in sales.
Donna Dube [00:06:38]:
Yes.
Amber [00:06:39]:
Right.
Donna Dube [00:06:39]:
Because if you think about it and I know I had this conversation with a CEO the other day, and they were like, "Well, I don't know about hiring." And I was like, "Okay, what did you do yesterday?"
Amber [00:06:47]:
Right.
Donna Dube [00:06:47]:
So we mapped out the big tasks that they did yesterday, and I'm like, "And what's your hourly rate?" They tell me their hourly, and we multiply that by the time they spent in Canva or in lead pages or whatever they were doing.
Amber [00:06:58]:
Haha Canva. It's like, I" love you, Canva" "Amber get out of Canva. Someone else needs to be doing it."
Donna Dube [00:07:05]:
Yes, 100%.
Amber [00:07:07]:
Right?
Donna Dube [00:07:04]:
And you multiply that by your hourly rate. You spent a lot of money getting that thing done. When you can hire someone for significantly less.
Amber [00:07:15]:
Spend money to save money. Wait a minute.
Donna Dube [00:07:17]:
Yes, right? And not only that, you now don't have that time to spend on those tasks that only you can be doing.
Amber [00:07:24]:
Right.
Donna Dube [00:07:24]:
So they don't get done.
Amber [00:07:13]:
Having people achieve financial freedom can be through entrepreneurship. Some of my clients are physicians that won't truly be their own CEO, but they're potentially doing partnerships or other projects, like maybe a real estate deal where they have a long term tenant vrbo situation. You're an entrepreneur now, and there's tax advantages there too.
Donna Dube [00:07:45]:
Yeah.
Amber [00:07:46]:
So thinking like an entrepreneur can also help you have more money in your pocket, but then you can scale and pull some people in to do some of those things that you just shouldn't be doing. There's definitely ways you can build that out. But I think really paying attention to be productive is the way to give yourself that freedom back.
Donna Dube [00:08:04]:
Yes, 100%. And you have to remember that as the founder, as CEO, as entrepreneur, it's your job to be reviewing and reflecting. So that means you have to look at the data. You have to look at the data to know and make an informed decision about what's working and what's not working. And you bring up financial freedom. But it doesn't have to be scary.
Amber [00:08:24]:
Right!
Donna Dube [00:08:24]:
I know for a lot of us it's like, "Oh, a wall full of numbers on a spreadsheet, no?"
Amber [00:08:30]:
Right.
Donna Dube [00:08:30]:
But we can start small. So if you're like, I'm not comfortable looking at a balance sheet and a profit and loss statement. Then let's start there.
Amber [00:08:38]:
Right?
Donna Dube [00:08:38]:
What do these numbers mean? Because it's not okay to say, I'm running a business and my bank balance is positive, therefore I'm good.
Amber [00:08:46]:
Okay. There is certainly a reason why people need to pull in a third party person. Hey, they're going to stick to the basics. It's not emotional. They're going to say, "Here's the foundation, here's the principle." Someone said the other day, "Facts don't have feelings, they're just facts." Having someone identify the facts. And again, back to my story, it's like skipping a decade of being in the financial services industry.
Amber [00:09:06]:
Because I wasn't great at math and accounting, that doesn't mean I can't help people. So if you can break it down into these little pieces and this is where I'm heading, is like if you're smarter with money because you give yourself a chance just to interpret money and how money works, then you could take the word finance out. That's a scary kind of buzzword. Competence, literacy, a degree of some sort. That's great for those that like that. Let's get down to the basics and be accountable to our business. And I think that's what you're identifying is great. You don't understand it yet, but just like anything, you break it down. But I like that you say, just because it's in the positive doesn't mean it's efficient and it can be.
Amber [00:09:43]:
And so I'm just kind of chuckling like, "Oh, what would she say about..." You got to kind of self reflect and we all do. So it's like, okay, we're all doing that collectively, in that leadership position.
Donna Dube [00:09:53]:
100% And if I look at myself personally, I know when I started my business, I was like, well, if I build it, they'll come, because I don't really like marketing. Well, of course, I soon found out that, no, you just can't build it and they come. You need to get visible. Right?
Amber [00:10:08]:
Right.
Donna Dube [00:10:08]:
So if I wanted to be successful as an entrepreneur, marketing had to be something that I have to do. Whether I like it or not, whether it's my strong point or not, it's a piece of what I have to do.
Amber [00:10:19]:
Right.
Donna Dube [00:10:19]:
And so, again, I have to start baby steps, "Okay, what can I do? What works with me, what is working with my audience so that I can market?" It may not be the same way you market your business, but it still needs to be there. The same with looking at our numbers.
Amber [00:10:35]:
I just laughed because I'll do some things on social media, and I do a lot of pictures, and I'll have some of my colleagues like, "Oh, can't do that. Never do that." I'm like, "Okay, the easiest thing you can do is start hanging out and talking to your friends and have engagement." And that's like, especially some of the guys, they're like, "I don't know how to market" like how some people do with stock photography with their computer. They feel kind of silly. Start commenting on your friends or whatever it might be, but have a voice out there that shows authority, and then you're having fun with your friends and colleagues, building that community. There's business that can come from that. Strategic partnerships are a huge part of where people that are very successful and have a lot of wealth, they do have a lot of other partners partnerships going on.
Amber [00:11:18]:
I'm pretty lucky to be able to talk with you about talents, strengths, and weaknesses, and I personally am biased because I'm Gallup certified, so Gallup StrengthsFinders. But I've also done a ton of other assessments, so I'm kind of curious how you work with clients. What are your favorite assessments? Because I think they're all good, and they're all purposeful in different ways. What do you tend to use to help people figure out what to be doing, what to delegate out?
Donna Dube [00:11:46]:
Yes. So there's two that I really like the Kolby A Index and the DiSC. So both of those I don't necessarily use when people are hiring, but after you've hired. So if you already have people on your team and even for yourself to do them, because they show you what your natural tendencies are.
Amber [00:12:05]:
Right.
Donna Dube [00:12:05]:
So, for example, my Kolby is that I'm a low Quick Start, so it takes me a while to agree to a new idea, but I'm a very high Fact Finder. So I will go and research all the details before it's a yes.
Amber [00:12:20]:
Right?
Amber [00:12:20]:
Awesome.
Donna Dube [00:12:21]:
And so that's when I work well with clients who are the exact opposite, right. They're high Quick Start, they've got a million and one ideas. Come, come.
Amber [00:12:29]:
Right.
Donna Dube [00:12:29]:
Amber's pointing at herself.
Amber [00:12:33]:
I need you, Donna, in my life.
Donna Dube [00:12:35]:
Yeah. Implementing and following through sometimes are a bit more of a struggle.
Amber [00:12:39]:
Right.
Donna Dube [00:12:40]:
And so that's where you have that balance. And so you don't want to be hiring and have people on your team who are exactly like you.
Amber [00:12:47]:
I just said this last week at an event, and I'm thinking of my brother and one of his business partners. Not that they don't work, but if you're bromancing in your interview with somebody that might not be the person you need to hire, if you're looking for an opposite, like, if it's just a natural, like, "Oh, my gosh, yes!" I mean, sometimes just recognize you don't want an identical twin to be leading somewhere that you're supposed to be delegating out. You might not get much done, but it is because they have a great partnership with a couple different businesses, but there are certain ways to leverage that. So in meetings, sometimes I have to just lead by saying, I'm going to be like, "Let's go get this done. Let's try, but I need your help to slow me down and see what I'm missing." And it's a nice way to communicate. Once you have the Kolby because I am the Quick Start, you can communicate.
Amber [00:13:34]:
And again, it's not emotional, it's just facts. And then you can say, all right, let's get a well rounded perspective. And with a DiSC, somebody that I know that does a great job on stage, I said to him, "Do you practice before your presentations?" He says, "No, I talk to each DiSC of the four and speak to each person's type of how they would feel or reflect on things, and that just helps them kind of, did I hit this?" And all the things, and it usually gives a nice, well rounded outlook on things, just like a team would.
Donna Dube [00:14:03]:
Yeah. And it certainly makes it so much easier when you have people on your team, because now you can look at and say, "Oh, Sally Sue is doing this or acting this way, because that's her natural tendency."
Amber [00:14:15]:
Right.
Donna Dube [00:14:15]:
She's not trying to be opposed to me, and yeah, it's not subjective anymore.
Amber [00:14:20]:
Right.
Donna Dube [00:14:20]:
It's more objective to say, "Okay, that's how she works. So therefore, what can we do? Where's the middle ground? Where can we find a spot so that we can all be," as I like to say, "rowing the boat in the same direction."
Amber [00:14:32]:
That's a good way to put it. So, Kolby, I don't think that they really focus on fixing weaknesses. I don't know that any of them really do. I think even for those of you that might be just trying to work on how to communicate the next conversation or even something with your spouse. Kind of meet them where they're at, like, what would they enjoy about this one thing? There might be a way to approach if they're also getting something out of it that they would enjoy but not trying to fix something. I think people talk about this imposter syndrome. We talked about marketing. There's a whole world of everything's great on Instagram, and you're like, "Oh, my gosh, I wish my life looked like that."
Amber [00:15:09]:
I think when you boil it down for me is just honoring and having some grace with who you are and not trying to fix what you're not and just being okay with that. I'll tease people. I'll say I'm super envious of X, Y, and Z if I see something online, like, I want to be able to do that too, but that's not really what I should be doing. So any tips on when you're looking at, say, the strengths and weaknesses in your coaching that maybe somebody could reflect on even today and after listening to our podcast, maybe to implement in their life right now?
Donna Dube [00:15:39]:
Yeah, for sure. So I think if you haven't done those assessments for yourself and your team, stop the recording and go do it. No, not that quick, but certainly do that because it is really an eye opener for you, but also for your team members to know, "Okay, here's what we can expect." Right? And then when you're finished doing those, make sure you have a team meeting and have a discussion about it, right? Because, again, like, you're saying, Amber, it's not, "Well, I'm no good over here."
Amber [00:16:05]:
Right?
Donna Dube [00:16:05]:
It's like, these are the natural ways that I work, and so how can we as a team fit that in, right? So I remember once working with a client, and when I first came on board, I was like, "Okay, here's my Kolby results. Have you done yours?" No. So he went and did his, and then we got together to look at them, and he's like, "Oh, no, this is not going to work. We're going to fight like cats and dogs." And like, yes, we're opposite, but there's a reason for that, right? You're the visionary, you're the leader. You're bringing all the ideas, and I'm analyzing, going, o"Okay, what can the team do? We have capacity for what's our priorities? What's our goals? And then let's map that out so that we can actually succeed."
Amber [00:16:45]:
Right.
Donna Dube [00:16:46]:
Because what he was finding before was that he had a lot of good ideas. He was throwing them out there, but the team was jumping to every new idea without finishing the execution. Yeah.
Amber [00:16:57]:
Visionaries. You talk a lot, you dream a lot, but what are we executing? We got to just kind of rein in on some transition pieces. And I think almost every organization, nonprofit, for profit, we all can get lost sometimes in that the idea share. So how do you get people to kind of rein it in and think long term, right?
Donna Dube [00:17:17]:
So what I like to do is have a strategic planning where we're looking at what's our goals for the next twelve months. If we can go, what's our goal or vision for the next three years. Even better. But it depends on the person and what they're used to. But at least twelve months. But then don't stop there. So from there, then we break that down into what would be our 90 day goals.
Amber [00:17:37]:
Right.
Donna Dube [00:17:37]:
So we have goals for each quarter and then from there, what's our monthly goals?
Amber [00:17:41]:
Yeah, like reverse engineer.
Donna Dube [00:17:43]:
Yeah, exactly. So once a month we're meeting with our team, "Okay, this is the priority for this month. These are what we're focusing on."
Amber [00:17:50]:
Right.
Donna Dube [00:17:50]:
And four weeks is not a huge insurmountable amount of time to be thinking about one area. Right, sure, you may come up with three more ideas in that time, but it's easy to say, "Okay, but I've committed to doing this for this month. I can reevaluate those ideas." And have a place where we put our ideas. I like to call it the idea parking lot. But where when those extra ideas come up, where we put them so we don't lose them. But we're not also sending our team everywhere as soon as we have a new idea.
Amber [00:18:20]:
That's where I can see teams getting frustrated with leadership. If you keep changing these things on them and they just can't even get a routine down. They want to be able to produce, but you're not letting them finish and get feedback.
Donna Dube [00:18:31]:
Yes.
Amber [00:18:32]:
So I appreciate you saying that, and I like what you're saying about that. Even twelve months, even three years, people that are high planners are going to love that. Let me see how that twelve months works. And then some people will completely freak out. Like, "I don't do things like that." My spouse is one of those. But we figure out a system with calendar invites and different things so we can just kind of be communicating. But what's great about that is when you mentioned marketing as well, if you have these at least twelve months to three years, that's where you can really build, how are we going to pull in some marketing for your business? Like if you know the grand goal, then you can kind of chop it up.
Amber [00:19:06]:
Then you break it down to quarterly, then to the monthly. And then I think that's where being productive with time, where I can be more successful, I've seen in my business is if I can batch projects from that point. But you have to kind of go big first, lay it all out and then see who's going to be the players on the team. And then however you need to reverse engineer for the product type or service or whatever you're doing. That's where I think I've seen being successful. But not everybody loves when I say I already know what 2024 has in store and they're like you're crazy. But there's just a way to then allow yourself to kind of build out what needs to be there and then come back into that monthly to quarterly team aspect.
Donna Dube [00:19:43]:
Yes. And for sure you have to look at the big picture because it could be that where you are now, you're not ready to go where you need to go, right? Maybe you need more skills, more training, you need a different team or more people on your team.
Amber [00:19:06]:
Right.
Donna Dube [00:19:57]:
And so to be able to say, do I have the right people in the right seats? You have to know where you're going.
Amber [00:20:02]:
Yeah. And that's kind of where I was thinking. I had something else to share with, like and again, Gallup says the same thing. Don't hire based upon these. And in a consultation I did last week with a investment firm, everyone's always surprised when you say that. And for those of you that are solopreneurs about maybe dabbling to scale, find good people. Find good people, get their assessment and go, "What can we create and curate for them?" And then you can delegate out based upon what they like to do. And it's a win for everybody.
Amber [00:20:30]:
There's not always every task is amazing for different personality types, but that is why we've been successful, is like find the good people, you can build a position. And that's just like in financial services. A lot of things are antiquated outdated. We don't have to do it like the way we've always done it. Obviously for compliance reasons and legal reasons, you do things. But no, when it comes to building out teams and letting people succeed and it's almost like you don't want to be the smartest one in the room. You want to be finding these great people and plugging them in where they need to go.
Donna Dube [00:21:00]:
And I think a big part of, at least in the online world, a big part of people that they miss when they're hiring is it's like, "Okay, I'm swamped, I got no time, I need to hire fast."
Amber [00:21:11]:
Right.
Donna Dube [00:21:11]:
And they haven't taken the time to really look at what kind of skills do I need this person to do? But more importantly, what are my values? And did I put my values out there when I put out the job description? So then I'm hiring someone who's in alignment with what my values are. Because the truth of the matter is I can teach them to do click this button and do that deal.
Amber [00:21:33]:
Right.
Donna Dube [00:21:34]:
I can't teach values.
Amber [00:21:36]:
It's possible we almost go into this, I'm posting a job placement ad and we almost go opposite of who we really are when we're writing. It'll be more real. And that's again, like if you're building out this twelve month plus, there's no fire drills. You can naturally find the good people and then fold them in so you're not doing things last minute. And that's just like you can ease in and train for that and not feel like you're scrambling. And so that's what's nice about the world now. You can find people that can contract in by project and it's really helpful for people. It doesn't have to be just where you live.
Amber [00:22:09]:
It can be a global. I have two contractors that don't even live in the US. And so they're just central time zone, just a lot more south than I and it works great. And we chat when we can. Otherwise we use like Asana for I know people use Trello and some other things for projects, but they've been wonderful. It has just leveled up my business and then some are in the States for me. I know you have so much to share with people as far as different, I guess I want to call them: "Takeaways."
Amber [00:22:36]:
You have your website, CEO Amplify. I'll have you share. Where do people find you?
Donna Dube [00:22:41]:
Yeah, www.CEOAmplify.ca is my website. And when you go there, if you'd like to, you can download a PDF which walks you through a CEO Power Hour, which is that CEO date with yourself, a 1 hour recurring meeting that's non negotiable to help you really figure out what your priorities are and how to move forward for success for the next week.
Amber [00:23:03]:
You also have a podcast, right?
Donna Dube [00:23:05]:
I do, yeah. CEO Amplify as well. So you can hop over there. One of my favorite episodes there is writing your job description as visionary leader. So yeah, you can check that out.
Amber [00:23:16]:
Okay, I like that. So for the Pathways audience, lots of things to do heading into the 24 goals. For 2024, it's almost like we're not building resolutions. You do the Power Hour (https://ceoamplify.ca/powerhour), you start figuring what you're going to integrate for yourself. It's not about like, setting resolutions, it's setting your framework, basically.
Donna Dube [00:23:34]:
Yes, exactly. And it's a habit that you're going to continue.
Amber [00:23:38]:
Right.
Donna Dube [00:23:38]:
It's not a one time done.
Amber [00:23:40]:
All right, well I can't wait to hear more from you and I will be seeing you online as well because we're not super close, but that's okay.
Donna Dube [00:23:48]:
Yes.
Amber [00:23:48]:
And thank you so much for being here and I know that the audience is going to love your takeaways there.
Donna Dube [00:23:53]:
Thanks so much. Thank you.
Amber [00:23:58]:
Thank you for joining us on today's episode of The Amber Stitt Show. For more information about the podcast, books, articles, and more, please visit me at: www.AmberStitt.com. Until next week, enjoy your journey at at home and at work. Thank you for listening!