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Tommy Van Zandt Presents – Wow! Leading From Anywhere / Leading Against Any Adversity – Video Link

Archie Schaffer, “If Tommy is not the most incredible person we know, he certainly is one of the most incredible people we know.” Archie introduced Tommy Van Zandt, who was the speaker at the Emerging Leader Forum II Recognition Ceremony.  Please find the link below to hear Tommy’s presentation.

Thank you Tommy!  His work and presentation speaks for itself; pretty amazing.  Thank you Robyn, for all you do to help Tommy be the human he is.  Thank you to the caregivers.  Thank you Lynn Blair, a caregiver from whom we get to learn, along with Tommy, inside of CEO Forum I, as they are both valued members.

When we learn from Tommy, we are inspired by what is possible.

Stan Beecham, who helps people reach their potential (and will be speaking on August 27 to members and guests) at as a Sports Psychologist and Leadership Consultant, shares “when fear dies, you begin to live. Fear is keeping you from reaching your potential. Conquering fear should be your primary goal in life.” Tommy is quite an example of this.

Finally, thank you to the members of Emerging Leader Forum II, a very special group of individuals.  Thank you, Todd Wood, Super Mentor & a Difference Maker in consistently contributing with wisdom, guidance and great questions for EL II, to Priscila Aguirre,  an A Plus Co-worker and to Josh Aldridge of Overland Films.

To learn more about Tommy visit Facebook, Sage Partners, or Vimeo for a video about Tommy’s Nite Out.


Over 70 Podcasts, Any One of Which Can Help Our Individual Performance / Thank You Vistage!

As you have heard us state, we have so much respect and admiration for Vistage, the world’s largest Chief Executive Organization with over 18,000 members.

A resource that we have found valuable when we are on the go or have some time to invest in our leadership knowledge, is the podcasts learning from formidable subject matter experts that Vistage brings to it’s members and has been kind enough to share with the public at the below links.

Topics include:

- Employee Engagement
- How to approach Debt and Equity Financing
- Three Essential Tips to Improve Business Culture
- Identifying and Defining Your Ideal Customer
- How to Overcome Execution Barriers
- How to Proactively Protect Your Financial Future

You will find over 70 podcasts that are most informative.

Click on the links below which relate to 3 pages of podcasts and determine what topic is best for you:

Page 1 | Page 2 | Page 3


Thank you Vistage!

What is Our “Why” for What We Do?

We strive, in all we do, to help leaders elevate your performance.

What we know is that every leader will have a series of challenges, issues and opportunities about which they are confronted. And many of them are foreign and about areas where we have yet to develop knowledge or experience. Where do we go for answers to these foreign and complex challenges?

If a leader could process these items with a group of diverse non-competing peers who have a wide range of experience, almost always others have experience around that issue. Their collective input can be amazing. Result: the leader is in a much better position to formulate a solid action plan to deal successfully with the issue; less hesitancy; less ambiguity; return more quickly to the building of the business. Performance? Elevated.

A risk when their seems to be no solutions and no peer advisory group with whom to approach is for a leader to get stuck. We have experienced being stuck. We don’t want others to get stuck. We want leaders to have resources and be able to tap into other peers’ experiences and knowledge and be able to diligently respond, move forward and build a great organization / have a great career!

Obviously, we believe our firm and its services can assist leaders and emerging leaders in many ways beyond those described above. Yet around these circumstances, finding a solution is often the most complex. Our business model and the outstanding and considerate members of our forums excel in delivering value at these points in time. The value can sometimes be extraordinary. Grateful!

What is Our “Why” for the Six Pillars?

What is our “why” for the Six Pillars?  Why have the Six Pillars Essential For Leading Your Enterprise been chosen?

1.  Leading Oneself  - like emotional intelligence, leading oneself is catalytic for our other skills and talents to be valued.  Emotional intelligence, asking more and better questions, not talking behind people’s backs, not getting angry, having the people we lead in our heart, not allowing our ego to get ahead of our increased responsibilities and effective power and more, are key so that we can be an effective leader.

2.  Driving the Value Proposition of Our Enterprise – most experts believe that every industry will encounter new disruptive business models.  Old business models are becoming obsolete and great new ones are being born every day.  If we are proactive at driving our own value proposition and leaning in to new and better ways to serve our clients, our business model will be more competitive against that new and innovative disruptive competitor that will eventually present itself.  This fearce competitor equiped with a creative and unique business model may disrupt the industry but it will be less disruptive to your enterprise.  As an example, study how Walmart is evolving and the respect it is giving to the most formidable retail disruptor Amazon.

3.  People and Leadership Development – leadership is the area with which humans struggle the most.  It is a difficult art yet it can have such a positive effect on so many if we can embrace the life-long journey of becoming a more and more effective leader of others.  How do we better serve our team members?  How do we bring the best out in others?  How do we create an open, trusting, non-defensive and non-political environment?  How do we help on-board talented individuals and prepare them in the first nine weeks for a great career for the nine years to follow?  How do we continuously give more meaning to the work every team member performs?  Do we invest 30 minutes weekly one-on-one / structured agenda with every direct report? How do we make sure we are communicating with clarity to our organization where we are going, how we are going to get there, what is expected of each team member and how much we appreciate the great work our team performs?  “Ambiguity breads mediocrity; clarity breads excellence,” Steven Covey taught to us by Donnie Smith.

4. Corporate Finance – to grow, we must have the right understanding and drive our organization financially toward healthy relationships (often defined as a set of ratios)?  If we are not growing, in many ways it means we are going backwards.  If the quality of our services or products are  unable to help us grow, it often means that our competitors are getting stronger while we are relatively getting weaker.  To attract the best people to help us drive our organization forward, we need growth which is the key indicator that these “A Players” will have the opportunity to have meaningful and dynamic career paths.

Financially, to grow, we will need the financial support of third parties, such as banks or investors.  Part of our responsibility to lead others and be responsible to others is to understand what it takes and (as an example) at what levels as a percent of revenues must profits or surplus must be generated so that our organization remains in financial balance and creditors and investors can fund the new capital required to support the future growth that is matched with the internally generated capital (profits). Nothing is more dangerous than a go-go leader who has not invested the time to understand key financial relationships and the discipline for how to apply sound corporate finance principles.   Yes, we may have an area that is financially weak from time to time and the key is to clearly understand this weakness and drive the organization in a way that it is strengthened so that is does not effect other areas and be disruptive to the organization as a whole.

5.  Strategic thinking and planning – one can learn from seasoned market participants at Harvard i Lab presentations (YouTube) relating to business models to learn that strategically driving an enterprise toward the optimal business model can create an enterprise value that will turn out to be five fold more valuable compared to those who do not get there.  This requires strategic thinking as well as consistent iterations to strengthen the enterprise and its strategic direction.  What is the most impactful need that we can fulfill that customers will greatly appreciate (and pay for)?  Every industry is large; what is the part of that market that is best for us to pursue and withwhom to do business?  What are the three most important defining attributes of our best customers / prospects? Which ones have the ability to grow?  Which ones are too risky?  How do we serve our target market in ways that deliver the most value yet requires the least capital outlays?  How will this be executed?  What are the three to five goals of our organization and what is the specific roll of every co-worker in order to achieve those goals?  How often are these goals visited?  These are examples of “strategic thinking” and and planning questions and processes.

6.  Culture – how do we define what is most important to us in the way we execute our business?  What are the four to eight guidelines or values that we can define that we believe in so strongly we can put them in writing and agree that everyone can and should apply them as we execute our business every day.  What can we stand for that is compelling and value added that will differentiate us from our competitors and make our organization more compelling for whom to come to work and with whom to do business?  These values and the way we execute will be used by every co-worker to guide us in how we serve our customers, our co-workers, our suppliers and our investors.  If  we don’t lead our team to define what is most important in how we will execute our business activities and for what we stand, a culture or set of cultures will come forth and it or they will be inconsistent with how we prefer or expect how our activities will be executed.


So this is our “why” for choosing these Six Pillars Essential for Leading Your Enterprise.  Yet, please know, we do not feel we are experts in any one of them.  We are students of them.  We are not to a point where we can execute each one of them at a high level.  We are working toward this.   What we are saying is, together, we can consider the importance of each pillar and should we agree they are, we can process how to better execute around them and as we improve how we execute around them, we believe that our results will always get better and our performance will have been elevated.

What are your thoughts?  How would you define your pillars essential for leading your enterprise?

It isn’t as important that we agree on how to define each pillar; it is important that you consider for yourself how to define your pillars and to consistently work to improve on how you are executing around each of them.


Enhance Your Leadership Effectiveness – Structured One-on-Ones

It’s a tool that every leader and co-worker can adopt that will improve your leadership effectiveness and help your direct reports perform better and advance toward their potential.  It is the 30 Minute One-on-One conducted weekly (or no less than every other week) with a structured agenda and expectations for the meeting. As you know, we have the utmost respect for Vistage, the world’s leading chief executive organization with over 13,000 members. We learned about this tool and how it is executed while listening to their podcast conducted by Bruce Breier, a subject matter expert around executive organization. Implementing this exercise will enhance the degree to which you are leading each direct report with clarity, and enables you to offer timely and consistent feedback, while also processing the “why” and applying core values to real life situations that arise for co-workers translating to coaching opportunities every week.   Donnie Smith, CEO of Tyson Foods is always stressing the importance of understanding this performance dynamic learned from Steven Covey, “Ambiguity breeds mediocrity; clarity breeds excellence.” The structure of the tool makes it a very effective tool.  Let’s process how it is optimally executed.

Outline of Podcast Presentation

Michael Iseman and I listened carefully to the podcast and outlined how the One-on-Ones are structured.   You will also find a link to the podcast and we encourage you to listen to the full podcast, a portion of which Bruce lays out the importance of every leader investing 30 minutes every week with every direct report and the best practice for executing them. Here is the outline:

Weekly 30 Minute One-on-One Meetings with Direct Reports: A Structured Activity – Recommended Agenda for Your One-on-Ones

1. Updates and Progress Reports - direct report presents this to supervisor. This is the responsibility of your direct report. They are to come prepared to update you on their job and the status of any projects they have been assigned.

2. Problems, Questions & Counsel - direct report delivers these items and supervisor provides guidance and coaching. They should come prepared with questions about the philosophy or the policies of your organization. Each of these questions should have with it a proposed answer. “This is an issue I’m having, and this is how I think it should be solved.” When practiced regularly, employees stop bringing these non-crucial issues to their managers and are better equipped to handle them on their own.

3. Delegation - Supervisor delegates new tasks that he has held until this meeting for both party’s effectiveness; delegation is clear. Note: By the time agenda items 1, 2 and 3 are complete, the leader can offer input to the direct report to further emphasize or update / adjust which activities are most important and of the top priorities how each one ranks.  Result: each direct report has a clear sense (clarity) of his or her opportunity to execute on the right tasks that deliver the most value to the organization.

This is your opportunity to give them tasks, letting them know what to do, and when you want it completed by.These can be tasks that have accumulated over the week for you, or in response to any updates or problems that have come up in the one-on-one.

4. Miscellaneous - invest some portion of the 30 minutes (5 to 8 minutes) discussing family, personal interests and activities that help us sharpen our saw and considers one another’s activities beyond work (in pursuit of work-life balance) Weather, sports, family, vacation, or anything else that may have come up that you would like to address.  Just ensure that the one-on-one ends on a positive note.

What the Experts Say: Vistage 500 Speaker, Bruce Breier

Bruce Breier is an expert in executive organization and has been a Vistage 500 member since 1985. So that every direct report may recognize their true potential, he recommends having weekly one-on-ones. Below is the structured agenda that he recommends for these weekly 30-minute meetings.

Key Takeaway: How many direct reports should one leader have?

No more than 6 Helpful tips for One-on-Ones:

  •  Give them your undivided attention, no multitasking.
  • Set the meetings at a particular time and day each week, and do your best not to reschedule.
  • Follow-up after the meeting is over, even if it’s just an email.
  • Be sure to give feedback; people want to know if they’re doing a good job.

  Source: Vistage 500: Bruce Breier – How to Organize Your Business- From Your Inbox to Your Employees 


Our Economy: 2014 – Featuring Keith Maio

Keith Maio has been “wowing” members of the CEO Forums with his insights since 2007.
We know of no one more impressive, thoughtful, knowledgeable, common-sensical, macro-economic & finance executive/leader than Keith. The discussion with Keith Maio offers a perspective on what is going on in U.S. financial markets and corporate, real estate and financing markets.

Elevate Speaker Series Kicks Off With Moncrief and Maio – Save these Dates – April 10 and 25

Now that our harsh winter is over, it’s time to launch the 2014 Elevate Speaker Series.  In April, you have two opportunities to learn from two high performing individuals – 1). Sidney Moncrief, world class NBA Athlete & Coach & 2). Keith Maio, world class banker and leader of one of the largest and strongest financial institutions in the U.S.

Sidney Moncrief – April 10 at 8 A.M.  

As great of an ambassador to Arkansas Sidney Moncrief has been over the years, as awesome of a great teammate and team player Sidney was both for the Arkansas Razorback and the NBA, as great of an individual high performing athlete as Sidney was, as great of an NBA Assistant Coach as Sidney has been, in our opinion, we have yet to see the best of Sidney Moncrief.  Join us on April 10 at 8 a.m. and learn why we feel this way.  Sidney will speak at the Central Balcony of East Square Plaza on Team-driven Leadership.

Sidney is an NBA TV Milwaukee Buck’s color commentator and his organization, Moncrief TeamOne executes a series of workshops to help individuals perform better in the workplace.

To learn more about Sidney, click these links:

Moncrief One Team

Earlier in Sidney’s life, one could have found him doing this:

Sidney Moncrief Pro Basketball Highlight Video  – Coach Sidney Moncrief Interviewed

Sidney Moncrief with Joe Thomas, the day it was announced that Sidney’s retired jersey will soon hang in Bud Walton Arena.

Sidney Moncrief & Joe Thomas



Keith Maio – April 25 Conference Call at 9:30 a.m.

Please join us for a conference call with Keith Maio, on April 25 at 9:30 a.m. Keith is an executive with Zions Bancorp, a $55 Billion bank holding company. Keith has led financial institutions during two major economic downturns and is known to us as one of the most positive, inspiring, thoughtful and intelligent leaders with which we have ever worked or met.

Keith’s presentation will include:

  • Leadership Perspectives – Starting with Why
  • Our nation’s economy – present and future – Keith’s views
  • Key trends within the financial services sector and how leaders of enterprises can optimize your commercial banking relationship

Call-in instructions is toll free at 866-210-1669, pass code 3475591.

Zions Bancorporation,, is one of the nation’s premier financial services companies, consisting of a collection of great banks in select western U.S. markets with combined total assets exceeding $55 billion. Zions operates its banking businesses under local management teams and community identities in 10 western and southwestern states: Arizona, California, Colorado, Idaho, Nevada, New Mexico, Oregon, Texas, Utah and Washington. The company is a national leader in Small Business Administration lending and public finance advisory services and is a consistent recipient of numerous Greenwich Excellence awards in banking. In addition, Zions is included in the S&P 500 and NASDAQ Financial 100 indices.

About Our Firm 

Elevate Performance L.L.C. operates peer advisory groups including CEO Forums, Elevate Forums and Emerging Leader Forums.  We deliver  Advisory Services, Leader/Emerging Leader One-on-One’s, the Elevate Speaker Series, Tools and Content.

To learn more about whether one of our forums is a fit for you or how our services can deliver value to you, please contact Tim McFarland at or by calling 479-310-5570.

In all we do, our firm is dedicated to helping you Elevate your Performance.

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High Ranking Attributes – Six Pillars Essential for Leading Your Enterprise

Please find below high ranking attributes of the Six Pillars Essential for Leading Your Enterprise.


Am I aware of the value of Emotional Intelligence for career success? 

Emotional Intelligence is catalytic for whatever other abilities we have; it allows us to make best use of them,” Daniel Goleman speaking at Google.  “Whatever Emotional Intelligence contributes to success, it matters more per unit than IQ.”

Learn from Daniel Goleman speaking at Google Headquarters


Do I genuinely know what our customers value and am I improving how we deliver value in these areas?  


Do I understand what financially successful enterprises look like? Am I helping drive our organization toward these frameworks?

A Key Ratio – After-tax profit margins for Leading Publicly Held Companies currently considered successful:

Walmart – 3.6%

Tyson Foods – 2.3%

J.B. Hunt Transport – 16.3%

Apple – 21.6%

Google – 21.5%

Cerner – 13.7%

Amazon – 0.36%


Do I lead my organization so that we can bring the very best out in our co-workers?   

Example: I do all I can do to create an open, trusting, non-defensive &  non-political environment.  (Taught to all of us by the founder of the CEO Forum, Sir Jim Myers!) 


Has our organization defined the three to eight principles or beliefs that others can depend every person in our organization to follow?

“Culture trumps strategy every time,” Jeffrey K. Schomburger, President, Global WalMart Team, Procter & Gamble.


Does every team member in my organization know our goals and know precisely his or her role in achieving these goals?

“Winning companies have simple goals with clear targets and strong follow-through.  All team members know what to do about the goals and they execute precisely,” learned from Donnie Smith during presentation at The Summit who learned from Stephen Covey and Bob Whitman, Predictable Results in Unpredictable Times.  

Learn from Donnie via this Summit Presentation

About Our Firm 

Elevate Performance LLC operates peer advisory groups including CEO Forums, Elevate Forums and Emerging Leader Forums.  We deliver  Advisory Services, Executive One-on-One’s, the Elevate Speaker Series, Tools and Content.

To learn more about whether one of our forums is a fit for you or how our services can deliver value to you, please contact Tim McFarland at or by calling 479-310-5570.

In all we do, our firm is dedicated to helping you Elevate your Performance.


2013 Diversity Report – CEO Forums and Emerging Leader Forums

CEO Forums & Emerging Leader Forums

2013 Diversity Report

Everyone learns from everyone; the more diverse our membership, the richer the experience for everyone.

In 2013, we established as a Key Objective to improve the diversity of our membership. We are pleased to report an update on the progress being made to drive a more diverse membership.

Our 2013 Report on Diversity reflects the following:

Members Representing Diversity

CEO Forums                   Of the 33 members, 10 members represent diversity (a group in the minority)

More specifically…..

-  8 female

- 1 physically handicapped

- 1 born & raised in Venezuela

Emerging Leader Forum II     of the 13 members, 7 represent diversity

More specifically……..

  • 5 female
  • 1 born & raised in Colombia
  • 1 Irish-German-African-American-Indian

In addition to working harder approaching prospects that represent diversity, we also found that reducing the cost to join for some of these prospects would remove an important barrier.  Fees to prospects that represent diversity and seem to be a good fit for membership and vice versa have been reduced on a case by case basis by 20 to 35%.

Investment in Diversity expressed as Annual Reduction in Fees

Program Sponsors / Supporters

Hanna Oil & Gas                                                              $2,000 Contribution

Neal Pendergraft                                                           $2,000 Contribution

Todd Wood                                                                      $2,000 Contribution

Elevate’s Contribution via Reduced Fees           $19,400 Contribution

Total                                                                                  $25,400 Contribution


Organizations that have invested directly in diversity via membership into these forums include:

  • Northwest Arkansas Regional Airport
  • Rockline Industries
  • Sage Partners
  • Northwest Arkansas Council
  • Scribe Marketing
  • Restore Humanity
  • Lola Boutique
  • Creative Awards 
  • Mercy Northwest Arkansas
  • Fayetteville Public Schools
  • Community Clinic
  • Groundserv
  • Nicole Shipley
  • Amy Robinson Reeves

Thank you to each of these organizations and people for helping make our forums more rich and more diverse enabling our members to have well round perspectives of issues and opportunities.


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Ray Dalio – A Leader Worthy of Study, On Achieving Personal Success, Enterprise Success & Learning How the Economic Machine Works

The title to this article does seem to be much too diverse and wide ranging!  Right?  How can one person be looked to as a valuable resource for each topic? Please stay engaged.

Ray Dalio is the only Forbes 400 Member who has developed a set of principles that guide him and his firm that are also published and available to the public via his firm’s website.  We understand that every human is coming to this place with your own set of experiences, knowledge and needs as compared to myself or the next person.  Yet we share this 123 page document with you because we believe that any person hungry to learn new and better ways to become more effective individually or as an organizational leader, will find great value here.

Ray Dalio is the founder of Bridgewater Associates.

Ray is an amazing study.  The firm he founded in his two bedroom apartment in 1972 has since become the largest and highest performing hedge fund in the U.S. at $150 Billion.  While the fact that Ray has built such a firm is very impressive and the fact that Ray is on the Forbes 400 List at around $12 Billion, neither are the attributes that impresses us most about Ray.

We find the culture and the manner in which Ray operates the firm and “leads oneself” is most impressive.  Ray strongly encourages differences in opinion at the firm and he leads / operates in a non-egotistical way.  He believes that we each have to get beyond our ego barrier before we can then go about consistently discovering what is true.

Please think for a minute about any time that you might have thought you knew what was true only to learn later that the truth was elsewhere.  Take yourself back to that time and consider your frame of mind around that topic.  Might you find that you operated with a strong ego?  When we lead with ego, might we block our opportunity to learn differing views and hold the risk of holding onto something that is not true?  Our ego can be a barrier for learning from others and what really is true.  Getting beyond our ego barrier can also be the gateway for us to take our effectiveness as a leader to a much higher level and to be able to pursue and determine with much greater consistency, what is, in fact, true.

If we can get beyond our ego barrier while at the same time lead and help create an organization that is open, trusting, non-defensive and non-political, then we position ourselves to be able to grow, to enrich our learning opportunities and to be able to process information such that we can more consistently discover what is true.  Applying this key guidance and some or all of Ray’s principles gives each one of us the opportunity to become much more effective and achieve what we desire to achieve.

So let’s learn from Ray Dalio.  This morning Charlie Rose interviewed Ray.  Here is the link:

Ray Dalio operates the world’s largest Hedge Fund.  He also leads in a non-egotistical way and encourages difference in opinions.  He asks “can you get over your ego barrier?  Can you find out what is true?”  He refers to working at Bridgewater Associates, the $150 Billion Hedge Fund as going into the Intellectual Navy Seals.  He speaks of being able to live and operate without fear.

Members of our Peer Advisory Groups have also discussed the work of Book Author and Sports and Leadership Psychologist Stan Beecham.  Stan has visited our CEO Forums.  The name of his new book, which is #1 on our recommended reading list is Elite Minds.  Stan puts forth thatwhen fear dies, you begin to live.  Fear is keeping you from reaching your potential.  Conquering fear should be your primary goal in life.”    

Ray recently released a YouTube video on How the Economic Machine Works. You can find this video here:

Ray is the only person on the Forbes 400 list that publishes his Life & Management Principles.

You can find Ray’s Life and Management Principles here:

Our first introduction to Ray was while watching a Charlie Rose interview on October 25, 2011.  Acclaimed Interviewer and Broadcast Journalist Charlie Rose engages America’s best thinkers, writers, politicians, athletes, entertainers and business leaders.* We also recommend studying Ray and his way of thinking in this interview, the first with Charlie Rose:

Thank you Ray Dalio for sharing and enlightening us.  We are most grateful!

How Elevate Can Help You

Elevate Performance, LLC delivers services to help leaders elevate performance including but not limited to CEO Forums, Elevate Forums, advisory services and One-on-Ones.

Please find below information about one of our programs, a special program for C- Suite Leaders, the CEO Forum.

One Board Room | Up to Fifteen CEO’s or Leaders of Organizations | Representing Up to Fifteen Separate Industries | One Morning a Month | Trust and Confidentiality is Established by Every Member Including Signed Confidentiality Agreements | Each Month, One Member Formally Presents His or Her Largest Opportunity or Issue for Greater Success | Every Member, During the “Go Around” is Afforded the Opportunity to Tap into the Peer Group for Insights & Experience Relative to a Specific Opportunity or Challenge | Every Member Learns About the Challenges, Issues and Uniqueness of Several Industries | Differences in Opinion are Welcome & the Hunger to Find Out What is True is Strongly Encouraged | Perspective, Knowledge and Wisdom One Cannot Access Any Other Way

 “We are all better when we can access the insights and experiences of our peers in a trusting setting.  Issues do not fester or Opportunities do not pass due to hesitation because we have yet to have experience around that issue or opportunity.  We help one another with new and different ways to achieve results, how to better attract, retain and lead high quality co-workers, strategic direction & implementation, market behavior & trends.  There is no topic or issue that is off the table as real life presents a wide range of topics or issues with which leaders are looked to for response,” Tim McFarland


  •  CEO Forum I is held on the first Friday of each month from 10 a.m. to 1 p.m.  CEO Forum II and III meet on the second and third Friday’s from 8:30 a.m. to 11:30 a.m.
  • Currently working to launch a forth forum based in Benton County; will be based at  Arvest Bank, Bentonville; founding member of this forum is Dennis Smiley, CEO of Arvest Bank, Benton County.
  • Everyone learns from everyone; the more diverse the membership, the richer the experience
  • Cost – $1,300 per quarter payable in advance of each quarter; to encourage diversity in leadership, those representing diversity receive a reduced rate of $1,000 per quarter
  • Forums are currently “chaired” by Tim McFarland, who has lead organizations through growth and restructuring periods in healthy and challenging economic times in three states including financial institutions and private enterprises. Expansion plans call for additional “chairs” for new forums.

Membership to the CEO Forums is being expanded & is by invitation.  If you would like to learn more about becoming a member or about becoming a chair of future forums, please contact Tim McFarland at or 479-310-5570.