How Strong is Your Network?

It’s been said that your net worth is a reflection of your network, and when it comes to the sales and marketing of your business, a good network is an extremely valuable tool.

However, it’s important to note that a network is not just the sum of the people you know.

It takes strategy and intention to create a network that will help grow your business. Watch to discover what makes a healthy network, and how to make it happen for your business.

 

Roles and Responsibilities Made Simple

Every employee should be crystal clear about the roles they play in your organization, right? Well, why does the majority of the world rely on outdated and confusing job descriptions to convey that message? It’s a flawed system, and there is so much you can be getting from your employees when their role is communicated in the right way.

How to Make Yourself More Referable

This video is NOT about how to get more referrals (well, not directly anyway) It’s about how to boost your level of trust with your clients or customers to become more referable. By identifying your best possible sources of referrals and building those relationships you will see a boost in both the quality and quantity of your referrals.

How to Get More Free Time

Time is a scarce resource, and when it comes to growing your business, where you invest your time can make a critical difference to your success. Here are some strategies you can begin to use immediately, which will allow you to free up at least 15% of your time.

Can you free up 15%+ of your time immediately? When I ask people this question, the answer varies widely from ‘for sure ‘ to ‘probably’ to ‘no way’. Stick with me and I’ll show you how you can do it with 100% certainty. Sounds bold, doesn’t it 🙂

Have you ever reacted without thinking?? Stupid question right. Well, the truth is most of us go through our days reacting and not even realising it. Right now you have patterns and habits in your life that you do subconsciously without thinking. This is actually a good thing because if you had to think about everything, you’d be exhausted. Habits help us operate our lives and are fundamental to being human.

And this is where your opportunity lies.

Just like you get up, get dressed and have breakfast (or not) out of habit, you are making continual choices about how to invest your time (out of habit) each and every moment of the day. Notice my language here …. “choices about how you invest your time”. Time management is not about managing time, it’s about managing habits and choices. Yes … choices. This is the critical principle – you and only you are in control of how you invest your time. Not your customers, employees, your kids or your spouse. In this country, no one can make you do anything … it’s all 100% up to you.

Of course, all decisions about how you invest your time have consequences, nonetheless, you are in control.

Now on to freeing up that time – I’m going to share four strategies with you. Before you embark on using these strategies, be sure to completely buy into the notion that you are in 100% control of your time. That must be step #1

Strategy #1 – Parkinson’s Law. Parkinson’s law states that a task will expand to fill to time allocated to it. In other words, if you don’t give something a time limit, it will grow widely in inefficiency. Set a time limit for all major tasks and meetings – and experiment with making that time limit 15-20% less than you normally would. I.e. instead of 1hr meetings, make them 40mins. This will force you and those attending to be focused and effective. It will prompt you to stop people who waffle and encourage you to be more clear with your thinking.

Strategy #2 – 80:20 Rule – 80% of your results come from 20% of your activities. Key question “If you could only do 3 tasks in your business, what would they be?”. Answering this question should guide you towards what your most valuable activities are. When you guide your time choices to invest more time in those things, you’ll find a way to take care of the minutia that is currently filling/wasting your time.

Strategy #3 – Learn to say no – this one plays in line with the 80:20 above. Once you are clear on what activities you ‘should’ be doing, it becomes easier to say no to those you shouldn’t.

Strategy #4 – Time Blocking – once you are clear on what you want to invest your time doing, create blocks of uninterrupted time to get them done. Being interrupted can decrease your efficiency exponentially. What should take 30mins can often take hours if you allow yourself to be interrupted. And if you find your mind coming up with elaborate excuses of why you can’t create interrupted blocks of time, recognize it for what it is … an excuse. Be creative and dedicated … it is YOUR time … no-one else’s.

Have some fun with it. And I’d love to hear about your success stories … or challenges ????

Jamie Cunningham

Team Alignment: Profit Sharing

Your employees don’t have to be owners to share in ownership thinking – in fact, ownership thinking can be critical to the success of your company. Profit sharing can be a good way of creating transparency and ownership – but it’s not for every organization. See when and how this tool can work for you – and when it won’t.

How to Structure Training With Your Team

It’s a well-known fact that if you grow your people, you will grow your business – but how exactly do you raise the level of thinking to achieve those ends? Here are a few simple ways to boost the level of thinking in your key employees which will allow for desired growth.

The One Recruitment Mistake You’re Probably Making (And How to Fix It)

It’s been said that “Variety is the spice of life”. In business, this is true on a number of fronts, from investment to technology—but never does it ring truer than in the people we choose to surround ourselves with via our recruitment process.

Unfortunately, in the process of hiring, many business owners are inadvertently surrounding themselves with the wrong people which are halting business growth.

I’m speaking of course of the Halo effect—an effect so subtle, we may not even realize it’s taken hold—until we’ve made an expensive hiring mistake, that is.

In its simplest form, the Halo Effect occurs when we assume that because someone excels at (A), they will also be good at (B), and (C). During the selection process, our subconscious is making assumptions about a candidate that can be unduly influenced by the interactions we have. Take for example a hiring manager, who discovers they enjoy the same hobby as a candidate during interview pre-amble. Because, the hiring manager holds positive pre-conceived notions about that particular hobby, it influences how that candidate is assessed during all other aspects of the selection process, sometimes providing false positives where there are none. That hiring manager is being blinded by the glow of the halo, so to speak.

The halo effect can extend from any number of factors which hold a personal pre-conception for a hiring manager. The danger with the halo effect is not only that you may end up with the wrong candidate in the position, but you may end up hiring too many like-minded individuals, which can perpetuate the status quo and deprive your organization of the critical variety of personalities and thinking styles which are critical for business growth.

Luckily there are several easy-to-implement tools you can utilize to neutralize the halo effect, and we’ve rounded out the top five:

  1. Conduct a Preliminary Phase

Especially for small and medium-sized businesses who are time-crunched and resource deficient, traditional recruitment tends to follow some variation of the following: Place Ad, Review Applications, Conduct Interviews, Check References, Hire. The problem with this system is that often the first and only time you have personal contact with the candidate is during the interview process. To develop a whole candidate approach, consider developing a preliminary phase, whether that be a pre-screen phone interview, a specific set of tasks an applicant must complete to make it to the next round. The benefit of a preliminary phase is that it forces you to review different aspects of their abilities before a face-to-face meeting, which allows you to focus on the candidate’s overall abilities.

  1. Turn Your Thinking Upside Down

This one requires a bit of a shift in thinking, but if you meet a candidate who gives you an overall great impression, approach the interview with the mindset that you want them to prove that the impression matches the ability. Conversely, if the first impression is just lukewarm, adopt the mindset that you are committed to providing the benefit of the doubt. As you ask the same questions to each candidate you will find that your results tend to come out much more objective than getting carried away by emotion no matter what the first-impression.

  1. Adopt an Objective Scoring System

I cannot stress enough how much of a difference this will make to your organization. Asking the same main questions to each candidate and having an objective scoring system (like a five-point scale) rather than simply recording of their answers with a yes/no approach forces you to isolate the intent of the question, and focus on content rather than form.

At the end of the interview you will clearly see patterns that distinguish possible strengths from possible challenges, which brings us to the next point:

  1. Use Science to Your Advantage

The use of a personality assessment, job fit questionnaire or other metrical assessment will support the results of your interview impressions, and provide you the critical data about personality quirks that will either mesh with or create problems within your team. The more you practice this, the more you will discover that the scientific data will almost always uphold the interview impressions, with the added dynamic of assessing fit—which is a huge predictor of job success.

  1. Wait

Prevailing science says it takes approximately 30 seconds to form an impression, but that impression could change with a little time. With the rush of back to back interviews and short timelines to decide, we tend to rush our perceptions about candidates which otherwise might have become clearer with a little hindsight. Try to schedule some dedicated time after interviews to do at least 30 minutes of another activity before reviewing the candidates, which will provide enough space for a more objective recruitment result.

The Bottom Line

While these aren’t huge changes to implement, refining your recruitment process to eliminate bias, and the dreaded Halo Effect (whether conscious or not) will result in the selection of some more well-rounded candidates who can offer the essential variety of human capital your organization needs. In addition, you’ll likely find it will boost overall success and retention rates because after all, hiring is a two-way street. The time spent getting to know your candidates in the right way will  also allow potential employees to get a realistic feel for your business, which leads to both parties forming an informed relationship right out of the gate.

How about you? What strategies do you use that remove bias from your recrtuiment process?