July 3, 2023 • 14 mins
Fractional COO Kevin Wheeler is an experienced Chief Operating Officer who offers his services on a part-time or project basis. Fractional COOs are hired by companies that need the expertise and guidance of a COO but do not require them on a full-time basis.
Kevin Wheeler has a strong background in operations management and has worked in various industries, including manufacturing, technology, and professional services. He has a track record of implementing effective operational strategies, improving efficiency and productivity, and driving growth.
He talks with JNB New York about the power of bringing in a Fractional COO during an economic crunch.
You can also connect with Kevin Wheeler ( Official Website)
Follow Kevin Wheeler on LinkedIn
Kevin Wheeler has a strong background in operations management and has worked in various industries, including manufacturing, technology, and professional services. He has a track record of implementing effective operational strategies, improving efficiency and productivity, and driving growth.
He talks with JNB New York about the power of bringing in a Fractional COO during an economic crunch.
You can also connect with Kevin Wheeler ( Official Website)
Follow Kevin Wheeler on LinkedIn
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:00):
Everyone, thank you again for joiningus for another episode of JB in New
York. Super excited to have youguys on today's program as we give a
nice, warm welcome to our specialguest, Kevin Willer. He is a
fractional CEO and the founder of SimplifiedCEO. Kevin, Welcome to the show
(00:20):
today. How are you, Thankyou, Thank you, Joseph. It's
a pleasure to be with you.As always, Kevin, we are eager
to speak to you because we areexperiencing globally a major economic change where many
companies and businesses are now being forcedto either let go of individuals. Just
(00:44):
recently we had some of the biggestmedia companies that are now letting go of
scores of employees. And you're seeingthis transition of people now out of a
job because of the act of theeconomy. And so I'd like to transition
though this conversation to talk more aboutthose companies who are now finding themselves forced
(01:11):
to let go of employees, butyet still wanting to thrive in and provide
adequate and professional services for their clients. And I think this is one of
the reasons why it was so importantfor us to have you on today's show,
Kevin, because I think a lotof businesses are needing some guidance in
(01:33):
this regard. So first I wantto let everyone know that, you know,
Kevin Wheeler, he is a fractionalCOO. And for those of you
guys who don't know what that is, I like Kevin to explain it to
you real quickly. Kevin, hetells where the fractional CEO is. Yeah,
thank you. So a fractional CEOis really someone that's going to take
that overall operations lead, just asa chief operation officer would, but fractionally
(02:00):
allows the client to be able topay basically less for my services because I
will be primarily remote. I domake visits to the businesses, the offices,
the clinics, whatever it may be, but it's more of a quarterly
or monthly it's that's all part ofworking it out with each client, which
(02:23):
is different. But because I amremote and I'm able to take on more
than one client, it allows meto pass on basically a savings to the
business, but they still get thatleadership on a day to day basis for
all operations, so from all revenuestreams, for all departments, truly as
(02:47):
a chief operating officer, they wouldget that support. Thank you, Kevin,
I appreciate that, and so couldyou break that down a little bit.
I think I think a lot ofcompanies are looking for that extra support.
I know, even for me asa business owner and with putting my
team together, you know, itcan sometimes be daunting, especially when you
(03:10):
have projects that are toppling on topof each other, and being able to
organize everyone and everything so that yourbusiness doesn't suffer is a challenge that I
think a lot of business owners doface. I mean, some of these
larger companies are also now facing evenon a much larger levels. So I'm
Kevin, as a fractional CEO,tell us a few of the things that
(03:32):
you would come in and do toreally provide companies with the support that they
need. Yeah, I mean,my whole career has been growth focused,
whether it's organic growth, whether it'scompanies are still looking to acquire more businesses.
But what I'm seeing a lot intoday's climate is needing the help to
(03:55):
streamline really where they're at right now, so as a scaled down and maybe
employee numbers, maybe they're centralizing ordecentralizing certain departments, but they need help
making that more scalable in today's toughclimate. My job would be to kind
(04:15):
of come in and re energize witha back to the basics approach. Really
is what I normally take. It'slet's dial it back. Let's go back
to what was really working when wewere efficient, when we didn't pile on
layers of extra people, extra departments. Could we run leaner, lean and
mean, you know as we say, And it really gets into restructuring the
(04:39):
culture and maybe again it's just backto what the original culture was. But
because we grew naturally, we lostsome of that and now we're able to
dial that back and go, let'sgo back to it with the core that
we were able to retain. Howdo we make them more efficient and how
can we take our situation now scalingdown to continue to grow. And that's
(05:05):
kind of where my first focus is. So when I join a group,
we do a lot of strategy discussionon where are they now. Normally all
come with a visit to the businessso I can truly assess what the needs
may be, and then we'll comeup with a plan on what does training
(05:26):
and development look like for the peoplethat are still there, how can we
make them more efficient without adding onextra layers of people or departments. So
it's really kind of blossoming and growingto where we had to scale down to
Really actually, what I'm seeing isit explodes with growth and all of a
sudden was like, well, waita minute, we could have done more
(05:49):
with less. It just is wherethe focus laid. And that's my job
is to make sure we're focusing onthe revenue drivers, the things that make
people feel good about what they're doing. There's always morale situations when you're having
to go through those tough conversations,and how do we keep everyone who is
(06:10):
still there extra engaged and not stressedout. So there's a lot of movies.
So it sounds like, Kevin,if I may intersect for a moment,
that your function in coming into acompany and helping them to restrategize based
on present market and present economic realities, and helping them to do that in
(06:35):
such a way to where they areable to still retain their company culture that
they originally have started out with.They are able to in some cases downsize
and yet still maintain and retain clientsatisfaction and client product level. Productivity levels,
while again three providing necessary training orretraining as well as I'm continuing to
(07:01):
address the culture of the company community. Do I do I have that about
right? Yes? Correct what Ilike about what you're doing UM, And
I think again this is one ofthe reasons why it's so important for UM
businesses and companies to know about whata fractional COO can can bring to the
(07:23):
table. It's you are really helpingthese companies learn again how to grow with
less. And to me, itkind of reminds me of you know,
sometimes when you want when you're workingout and you're at the gym, you
have to sometimes take days off ifyou want to see muscle growth, or
even when you're in regards to planting, if you're if you know, if
(07:44):
you're good at farming or whatever,you you know that you have to prune
or cut off a lot of excessof a plant before you can replant it.
For you can grow and even youknow, grow trees are grow,
produce, and so sometimes cutting backis exactly what's necessary to move forward and
grow abundantly. And in business,it seems like you are the person to
(08:05):
help companies do that. Yes,and to that as well. The clients
that are able to engage me atthe beginning of that process, I can
even help them at a greater levelbecause I can help them with what does
that communication look for, you know, look like moving forward, how is
the culture going to be restructured tostill get the message out there even though
(08:31):
you may be cutting back on certaindepartments, you might be asking more from
the employees that are still with you. So if we can get in front
of that, that's ideal. Buteven still, I have, you know,
other clients that are like, Okay, this is where I'm at.
I made all these cuts. I'mnot thrown in the towel. I want
this business to be successful. Ineed the leadership though, and so either
(08:54):
way, you know, I canhelp benefit. But there are differences,
and if you know you're coming downthat path, then I definitely would welcome
looking at a fractional feel oh aheadof time before you start to make those
cuts. But it's okay if youif you haven't done that as well,
(09:15):
because you know I can support youeither way. That exactly sounds like what
the doctor order, especially in twentytwenty three, so we definitely appreciate what
you're doing. Kevin as far ashelping companies to continue to thrive and push
through challenges. I'm present today withthe economy and I do want to ask
(09:39):
this question because I feel like itIt definitely makes your approach genuine and real.
Tell me a little bit about howyou even got started in this field,
like what's your backstory? Yeah,well, I have a very storied
career. I've done a little bitof everything, but you know, it's
(10:01):
blossomed together and I won't I won'thave the listeners get too tied up on
the story, which I could shareanother time. But I have been a
special education teacher, I have beena firefighter, I have been a dental
organization executive, and then kind ofblossomed into my own career. And what
(10:22):
I found throughout all those was therewere ties into people, working with people.
It doesn't really matter what the jobis. And what I realized when
I moved into my own career wasthis gave me the opportunity to support people
to have their dreams continue onward ofwhere they might have felt like I don't
(10:43):
know where to go next, orI need extra support, but I can't
afford it. You know, alot of different struggles that we have.
My whole life has kind of goneto this point where now I'm in a
position to help others achieve their dreams. They already realize them, it's just
how do we actually implement them.I work with a myriad of fantastic visionaries
(11:09):
and entrepreneurs, but they need integrators, they need implementers. They need like
I have this idea, but howdo I actually get this idea moving forward?
And so my career has kind ofjust again not to go into all
the specifics, but it's kind ofset me up for success to look at
things from many different angles. Whetherit's a first responder, whether it's nurturing
(11:33):
through training and development like I didwith children, or it's being at the
high level of a business and beingable to realize past that I've already walked
down and it may have not beensuccessful, or reassuring that yes, you
are walking down the right path.You just need someone to walk beside you.
(11:58):
Very well said, very well said. Appreciate that. And I guess
my final question for you, I'mKevin, is tell me what you do
for fun? I mean, Imean, I know you're not all working.
You know, there's a little playthere sometimes. What do you like
to do? What do you govacation? What do you what do you
what's your hobbies. I have along background of sports, and so I'm
(12:20):
always passionate about still getting out thereand participating in you know, softball and
flag football. I played college football, I ran track professionally, so I
have a lot of different things thatI've always done from a physical standpoint.
But really my passion is playing withmy children, which is physical as well,
(12:43):
so that my free time is Ihug him up, I love him
up, and I take them everywherewith me that I can, and you
know that is my happy place.My download is being with I have to
two beautiful girls, and that's that'smy passion. Well, I think those
(13:07):
words of comfort and and and genuinenessabout the way in which you approach your
family is absolutely beautiful. Well,Kevin, we wish you much success.
We want to thank you so muchfor joining us on today's segment. For
those of you guys who like toget in contact with Kevin um, you
could reach him at info at KevinWilder dot org or even visit his website
(13:30):
at Kevin Willer dot org. Notto you know, put you on the
spot, Kevin. But weren't youjust recently featured on the cover of Hollywood
Magazine? Was it? Uh?You? And I think yes? And
what an amazing opportunity. Um,not only is it great to be able
to have a platform to get outthere and share with others, but it
(13:54):
also was a great platform for mepersonally of people being yes, you know,
I want to hear more about thatand reaching back out to me.
So it was a fantastic opportunity andwe actually obviously had a chance to read
that interview. It's an amazing interview. So all of you who have not
yet picked up a copy of KevinWheeler on the cover of Hollywood Magazine,
(14:16):
we definitely want to encourage you guysto do that. You think you can
actually see links of that on hiswebsite at Kevin Willard dot org as well.
Well. Clearly, Kevin, notonly are you doing amazing things,
but people are recognizing you for that. Continue onward and upward as you help
businesses reorganize, restructure and grow.In twenty twenty three, as a fractional
COEO, Kevin, is there anythinglike to share with us before we let
(14:37):
you go? No, just thankyou everybody, and thank everybody for even
taking the time to listen. It'san honor. We appreciate you. And
before we let you guys go,we want to have you sit tight and
listen to a word from our partners.
Everyone, thank you again for joiningus for another episode of JB in New
York. Super excited to have youguys on today's program as we give a
nice, warm welcome to our specialguest, Kevin Willer. He is a
fractional CEO and the founder of SimplifiedCEO. Kevin, Welcome to the show
(00:20):
today. How are you, Thankyou, Thank you, Joseph. It's
a pleasure to be with you.As always, Kevin, we are eager
to speak to you because we areexperiencing globally a major economic change where many
companies and businesses are now being forcedto either let go of individuals. Just
(00:44):
recently we had some of the biggestmedia companies that are now letting go of
scores of employees. And you're seeingthis transition of people now out of a
job because of the act of theeconomy. And so I'd like to transition
though this conversation to talk more aboutthose companies who are now finding themselves forced
(01:11):
to let go of employees, butyet still wanting to thrive in and provide
adequate and professional services for their clients. And I think this is one of
the reasons why it was so importantfor us to have you on today's show,
Kevin, because I think a lotof businesses are needing some guidance in
(01:33):
this regard. So first I wantto let everyone know that, you know,
Kevin Wheeler, he is a fractionalCOO. And for those of you
guys who don't know what that is, I like Kevin to explain it to
you real quickly. Kevin, hetells where the fractional CEO is. Yeah,
thank you. So a fractional CEOis really someone that's going to take
that overall operations lead, just asa chief operation officer would, but fractionally
(02:00):
allows the client to be able topay basically less for my services because I
will be primarily remote. I domake visits to the businesses, the offices,
the clinics, whatever it may be, but it's more of a quarterly
or monthly it's that's all part ofworking it out with each client, which
(02:23):
is different. But because I amremote and I'm able to take on more
than one client, it allows meto pass on basically a savings to the
business, but they still get thatleadership on a day to day basis for
all operations, so from all revenuestreams, for all departments, truly as
(02:47):
a chief operating officer, they wouldget that support. Thank you, Kevin,
I appreciate that, and so couldyou break that down a little bit.
I think I think a lot ofcompanies are looking for that extra support.
I know, even for me asa business owner and with putting my
team together, you know, itcan sometimes be daunting, especially when you
(03:10):
have projects that are toppling on topof each other, and being able to
organize everyone and everything so that yourbusiness doesn't suffer is a challenge that I
think a lot of business owners doface. I mean, some of these
larger companies are also now facing evenon a much larger levels. So I'm
Kevin, as a fractional CEO,tell us a few of the things that
(03:32):
you would come in and do toreally provide companies with the support that they
need. Yeah, I mean,my whole career has been growth focused,
whether it's organic growth, whether it'scompanies are still looking to acquire more businesses.
But what I'm seeing a lot intoday's climate is needing the help to
(03:55):
streamline really where they're at right now, so as a scaled down and maybe
employee numbers, maybe they're centralizing ordecentralizing certain departments, but they need help
making that more scalable in today's toughclimate. My job would be to kind
(04:15):
of come in and re energize witha back to the basics approach. Really
is what I normally take. It'slet's dial it back. Let's go back
to what was really working when wewere efficient, when we didn't pile on
layers of extra people, extra departments. Could we run leaner, lean and
mean, you know as we say, And it really gets into restructuring the
(04:39):
culture and maybe again it's just backto what the original culture was. But
because we grew naturally, we lostsome of that and now we're able to
dial that back and go, let'sgo back to it with the core that
we were able to retain. Howdo we make them more efficient and how
can we take our situation now scalingdown to continue to grow. And that's
(05:05):
kind of where my first focus is. So when I join a group,
we do a lot of strategy discussionon where are they now. Normally all
come with a visit to the businessso I can truly assess what the needs
may be, and then we'll comeup with a plan on what does training
(05:26):
and development look like for the peoplethat are still there, how can we
make them more efficient without adding onextra layers of people or departments. So
it's really kind of blossoming and growingto where we had to scale down to
Really actually, what I'm seeing isit explodes with growth and all of a
sudden was like, well, waita minute, we could have done more
(05:49):
with less. It just is wherethe focus laid. And that's my job
is to make sure we're focusing onthe revenue drivers, the things that make
people feel good about what they're doing. There's always morale situations when you're having
to go through those tough conversations,and how do we keep everyone who is
(06:10):
still there extra engaged and not stressedout. So there's a lot of movies.
So it sounds like, Kevin,if I may intersect for a moment,
that your function in coming into acompany and helping them to restrategize based
on present market and present economic realities, and helping them to do that in
(06:35):
such a way to where they areable to still retain their company culture that
they originally have started out with.They are able to in some cases downsize
and yet still maintain and retain clientsatisfaction and client product level. Productivity levels,
while again three providing necessary training orretraining as well as I'm continuing to
(07:01):
address the culture of the company community. Do I do I have that about
right? Yes? Correct what Ilike about what you're doing UM, And
I think again this is one ofthe reasons why it's so important for UM
businesses and companies to know about whata fractional COO can can bring to the
(07:23):
table. It's you are really helpingthese companies learn again how to grow with
less. And to me, itkind of reminds me of you know,
sometimes when you want when you're workingout and you're at the gym, you
have to sometimes take days off ifyou want to see muscle growth, or
even when you're in regards to planting, if you're if you know, if
(07:44):
you're good at farming or whatever,you you know that you have to prune
or cut off a lot of excessof a plant before you can replant it.
For you can grow and even youknow, grow trees are grow,
produce, and so sometimes cutting backis exactly what's necessary to move forward and
grow abundantly. And in business,it seems like you are the person to
(08:05):
help companies do that. Yes,and to that as well. The clients
that are able to engage me atthe beginning of that process, I can
even help them at a greater levelbecause I can help them with what does
that communication look for, you know, look like moving forward, how is
the culture going to be restructured tostill get the message out there even though
(08:31):
you may be cutting back on certaindepartments, you might be asking more from
the employees that are still with you. So if we can get in front
of that, that's ideal. Buteven still, I have, you know,
other clients that are like, Okay, this is where I'm at.
I made all these cuts. I'mnot thrown in the towel. I want
this business to be successful. Ineed the leadership though, and so either
(08:54):
way, you know, I canhelp benefit. But there are differences,
and if you know you're coming downthat path, then I definitely would welcome
looking at a fractional feel oh aheadof time before you start to make those
cuts. But it's okay if youif you haven't done that as well,
(09:15):
because you know I can support youeither way. That exactly sounds like what
the doctor order, especially in twentytwenty three, so we definitely appreciate what
you're doing. Kevin as far ashelping companies to continue to thrive and push
through challenges. I'm present today withthe economy and I do want to ask
(09:39):
this question because I feel like itIt definitely makes your approach genuine and real.
Tell me a little bit about howyou even got started in this field,
like what's your backstory? Yeah,well, I have a very storied
career. I've done a little bitof everything, but you know, it's
(10:01):
blossomed together and I won't I won'thave the listeners get too tied up on
the story, which I could shareanother time. But I have been a
special education teacher, I have beena firefighter, I have been a dental
organization executive, and then kind ofblossomed into my own career. And what
(10:22):
I found throughout all those was therewere ties into people, working with people.
It doesn't really matter what the jobis. And what I realized when
I moved into my own career wasthis gave me the opportunity to support people
to have their dreams continue onward ofwhere they might have felt like I don't
(10:43):
know where to go next, orI need extra support, but I can't
afford it. You know, alot of different struggles that we have.
My whole life has kind of goneto this point where now I'm in a
position to help others achieve their dreams. They already realize them, it's just
how do we actually implement them.I work with a myriad of fantastic visionaries
(11:09):
and entrepreneurs, but they need integrators, they need implementers. They need like
I have this idea, but howdo I actually get this idea moving forward?
And so my career has kind ofjust again not to go into all
the specifics, but it's kind ofset me up for success to look at
things from many different angles. Whetherit's a first responder, whether it's nurturing
(11:33):
through training and development like I didwith children, or it's being at the
high level of a business and beingable to realize past that I've already walked
down and it may have not beensuccessful, or reassuring that yes, you
are walking down the right path.You just need someone to walk beside you.
(11:58):
Very well said, very well said. Appreciate that. And I guess
my final question for you, I'mKevin, is tell me what you do
for fun? I mean, Imean, I know you're not all working.
You know, there's a little playthere sometimes. What do you like
to do? What do you govacation? What do you what do you
what's your hobbies. I have along background of sports, and so I'm
(12:20):
always passionate about still getting out thereand participating in you know, softball and
flag football. I played college football, I ran track professionally, so I
have a lot of different things thatI've always done from a physical standpoint.
But really my passion is playing withmy children, which is physical as well,
(12:43):
so that my free time is Ihug him up, I love him
up, and I take them everywherewith me that I can, and you
know that is my happy place.My download is being with I have to
two beautiful girls, and that's that'smy passion. Well, I think those
(13:07):
words of comfort and and and genuinenessabout the way in which you approach your
family is absolutely beautiful. Well,Kevin, we wish you much success.
We want to thank you so muchfor joining us on today's segment. For
those of you guys who like toget in contact with Kevin um, you
could reach him at info at KevinWilder dot org or even visit his website
(13:30):
at Kevin Willer dot org. Notto you know, put you on the
spot, Kevin. But weren't youjust recently featured on the cover of Hollywood
Magazine? Was it? Uh?You? And I think yes? And
what an amazing opportunity. Um,not only is it great to be able
to have a platform to get outthere and share with others, but it
(13:54):
also was a great platform for mepersonally of people being yes, you know,
I want to hear more about thatand reaching back out to me.
So it was a fantastic opportunity andwe actually obviously had a chance to read
that interview. It's an amazing interview. So all of you who have not
yet picked up a copy of KevinWheeler on the cover of Hollywood Magazine,
(14:16):
we definitely want to encourage you guysto do that. You think you can
actually see links of that on hiswebsite at Kevin Willard dot org as well.
Well. Clearly, Kevin, notonly are you doing amazing things,
but people are recognizing you for that. Continue onward and upward as you help
businesses reorganize, restructure and grow.In twenty twenty three, as a fractional
COEO, Kevin, is there anythinglike to share with us before we let
(14:37):
you go? No, just thankyou everybody, and thank everybody for even
taking the time to listen. It'san honor. We appreciate you. And
before we let you guys go,we want to have you sit tight and
listen to a word from our partners.
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