Ways to Create the Life You Want (that are backed by science!)

It’s a little cliche and, at times, a bit hard to buy into, yet I still firmly believe that we (you, me and everyone else) can create whatever kind of life we want to have. And obviously that includes your business.

Although we all have different starting points in life, we all live in the same universe; meaning we all have the same resource available to us. Yes, some of us have it closer at hand and perhaps a little easier to come by, but that doesn’t mean the resources available are different for each of us; it’s just how we reach and what we DO with those resources that counts. But this is not a competition. It’s simply a matter of knowing what is it that YOU want.

For yourself.

For your business.

For your kids/spouse/dog/fish/etc.

It’s that ‘what’ which carries you through every day you draw breath on this planet, sustains you when you’re low, and bolsters you when things are awesome.

In the video here, I walk you through four key things you need to know and use in order to create the life and business you want.

This is not an exercise in dreaming or wishful thinking. This is a solid philosophy backed by hard science.

So what are you waiting for? Get in there and watch it!

Enjoy
Jamie

To Download the Free tools in the Video, Click HERE

P.S. If you know what you want your life to look like, but are having a hard time getting to the goods, check out our free 90-Day Planning Tool which can help you narrow down and hit those short-term goals – after all, as we know – “The journey of a thousand miles begins with a single step”.

P.P.S. If you’d like to learn a little more about SalesUp! Business Coaching and the work that we do, please watch this short video testimonial. We’re super stoked to work with some really awesome business owners and have been humbled and gifted beyond measure to help these fine folks create the life THEY want, and we’d love to hear from you too!

Using Trello to Create Checklists You’l Actually Use

Systems, while not the answer to everything, can certainly be one of those things that brings a great sense of control to your business.

The trick is creating them in such a way that:
1. They work,
2. People use them,
3. You can keep them updated and relevant.

And doing those three is not always easy.

For us and many of our clients, we’ve been using Trello successfully to achieve all three points above. In this video, I walk you through how we are using and that may give you some ideas how it may work for you.

Don’t forget to download the Master Systems Checklist below – and if you need help designing systems that are unique to your business – give us a shout.

We welcome any comments or questions. Enjoy!

Cheers
Jamie

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How to Master the Inner and Outer Game of Business Growth

On September 30, Jamie was interviewed by Eric Dye of the Entrepreneur Podcast Network about dealing with growing pains and managing the internal and external challenges that come with growing a successful business.

With tips from our business coaching toolbox Jamie painlessly describes what specific characteristics and skillsets are needed for an entrepreneur to have successful business growth. Give it a listen:

TIP: Invest in you. Your business is a reflection of you. If you want to grow your business and stay one step a head, then you need to grow you. And to find the place to start, look to where your stress is. Stress is usually created by uncertainty, i.e. not knowing how to handle a certain problem. That might be the place you need to learn some more or become more capable in same way.

Listen to Jamie’s interview with Curtin FM for the skinny on the productiviy apps that can help you manage your time and harness business growth

The Truth About Accountability

A culture of accountability has many advantages. Among them are:

  • an increase in team performance (obviously) 
  • high morale (because people are growing and getting shit done)
  • lower stress for you the leader (because you’re dealing with things proactively) ; and
  • business results (when a team is thriving and executing, result have to happen – it can’t be any other way)

If that sounds attractive (and it should), then the question to ask yourself is “how effective am I at building a culture of accountability?” You’ll be among good company if your answer is lower than you’d like it. It’s a common trap—so let’s not stay there. Let’s take it up a notch (or 10). And here’s how you can do it.

First, the truth

You can’t hold someone accountable.

Sure, you could use all to go to tactics we see some parents using – yelling, guilt and shame (I don’t recommend any of those – in your business or with your kids) but would you rather that YOU have to change someone’s behaviour or would you rather THEY do it? Your true goal as a leader is to help people grow their sense of internal accountability. Your role is to help them either want to get it done or to develop the skills to get it done.

If a person has clarity on the need, the drive to do it and the skills and the resources to do it, they will act. The part of leadership that encompasses accountability is being able to identify and shift where a person has a block. It is usually one of those three elements that are lacking.

With that principle understood, let’s look at the tactics.

Step 1 – The Relationship

For communication to be effective, a relationship needs to be healthy. We listen most closely and openly to those we respect and those whom we feel respect and care for us. Knowing this truth, it is critical that your relationships with your team have a healthy foundation of mutual respect and care. So your first step in helping someone develop their accountability is to check with your own internal view of that person. Second, check in with your view of yourself – self-respect is critical.

Where respect and care are lacking, communication will have an edge, and the intent behind the act will flavour the communication in an unhelpful way, whether you mean to or not.

Step 2 – Clear expectations

To be accountable for something, you first need to know what you are to be accountable for. It sounds obvious, but over and over again we’ve seen lack of clarity between the leader’s expectations and that of the team. Put things in writing. Test your communication by having the person repeat back to you the communication they have received.

When it comes to clarity of roles in the business, we are big believers in position contracts that outline 3-7 key outcomes a person is accountable for. These are defined by criteria for success, so everyone is crystal clear on what the expectations are.

(Fill out the form below to download a free sample)

Step 3 – Framework for the conversations

We use a FeedForward system that is a document allowing two parties to have a candid and objective discussion.

(Fill out the form below to download)

The intent behind the discussion is how to help a person move forward vs. pointing out where they are doing badly. The conversation is driven by the team member, not the leader. The leader acts more as a facilitator to help the person discover opportunities for themselves in the three areas we previously identified (clarity on expectations, motivation, skills & resources).

When these conversations happen proactively (before there is a problem), the feeling behind the interaction is way different than when it is too late.

Now, if you have a situation that is already too late—no problem. Still get started immediately, but you’ll need to take complete responsibility for your lack of action to date. Before you can express your dissatisfaction with their performance or behaviour, you may need to own up to not being clear about expectations or giving more guidance before now. Always point the finger at yourself before pointing it at others.

There is a very good chance that if you feel there is a problem, the other person knows it too, or they are just plain unhappy at work. Either way, there is a good reason to get the issues on the table and sort it out. You both stand to benefit.

Ideally, you don’t want to let it get to that stage. Be the leader you know you are. Be assertive and give your team the gift of accountability. With a strong sense of internal accountability, everyone’s lives become better, and that will make your business better.

When your people grow, so does your business— sometimes exponentially.

Good luck and I’d love to hear about your experiences.

Cheers
Jamie

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The Onboarding Failures That Are Costing You Big

Finding (and keeping) great employees is consistently listed as a top concern of business owners. In fact, a recent study indicates anywhere between 10-25% of new employees jump ship within their first six months on the job. That’s a frustrating and expensive prospect on both sides of the coin, and one which could be greatly reduced with a change to some of the most common employee onboarding mistakes made by companies trying to integrate a new team member. Below are three of the worst barriers to successful onboarding—and some suggestions to combat them.

Problem #1: The Expectation Gap

According to executives interviewed, the top reason new employees leave is that their role wasn’t what they expected when they got hired. Many employees quickly discover that the daily tasks they’re asked to complete don’t tend to match what’s on their job descriptions and fall under the all too overused caveat of “other tasks as assigned.” Employees who find themselves consistently performing unexpected tasks find it difficult to link those tasks to the overall mission of the organization and discontent finds easy purchase in that soil. Fortunately, this is one of the easiest issues to rectify—and it can (and should) be fixed long before an employee’s first day.

The Solution

Dealing with the expectation gap is easily avoided by communicating a realistic job preview from the moment the job advertisement is posted. If you are aware that the job overview contains elements which may exist in a job description but are never used in practice, then they shouldn’t be included in an ad. If you have a position which sees a lot of turnover which doesn’t have to do with the nature of the job (for example, being a “feeder” job or a stepping stone by design to allow movement to other roles in the organization), then it may be time to review the job profile to see where there is a gap between expectation and reality. The best place to reinforce the picture of what day-to-day life will be like in the role is during the interview. This provides ample information for the candidate to consider the true nature of the job before accepting, allows the opportunity to ask questions and provides the added value of being able to view their body language for clues as to what they truly feel.

Problem #2: A Lack of Preparation

How many times has a new employee shown up for their first day while someone, somewhere, is scrambling to set up computer access, provide access to work areas, create an email address or telephone extension—in some cases, even finding an empty desk to work at? When an employer is unprepared for a new hire, it sends the signal loud and clear that the employee is not a valued addition to the team and makes it incredibly difficult to integrate into the culture.

The Solution

People are only able to work at their best when they are given the right tools. A simple checklist which can be accessed by any team member responsible for setting up the new hire is a great way to complete tasks before the first day and eliminate confusion over who is responsible for what. (At SalesUp! We use Trello, which is perfect for this type of task.) If setting up a workstation requires the purchase of new equipment, involving the employee over any requirements for specific equipment (such as left/right-handed implements, or any accommodations which may not have surfaced to this point) will make the employee feel invested from the get-go, and that investment pays off when it comes time for employees to decide whether they are going to stick with a job.

Problem #3: Overwhelm and Abandonment

Starting a new job is incredibly overwhelming. From navigating office hallways to matching faces and names to interacting with customers and filling out reams of paperwork, it’s a challenging time which can result in natural second-thoughts from employees if they don’t feel they have the support to be useful members of the organization.

To be clear, alone-time is good—even essential to let employees settle into their space—but leaving them with hoards of policy manuals and no one to help answer their questions is not. To combat this, ensure that new employees have a mentor to help them through the challenging early weeks, and tap into existing employee strengths to match them with the right people. Have someone who is an extrovert and great at ice-breaking? Have them handle team introductions. Has someone in the organization performed the employee’s role? Consider a short mentorship, or at the least have them check-in and see how things are going during the first critical weeks. Of course, this doesn’t negate the value of having manager support, but peer-mentorships can go a long way to solidifying the sense of belonging that is critical to cultural development. They don’t call onboarding “organizational socialization” for nothing…

The Take Home

Prepare. Prepare. Prepare. Have a formalized process (and if you don’t, make one). It can be difficult to allot resources to creating processes when you aren’t in a hiring position, but adequate foresight can eliminate so many onboarding issues before the scramble of having to find a new employee.

If you need ideas on how to best handle an onboarding solution that is customized to your organization, contact us – we’d love to help.

Best of all – if you have any tips or best practices, let us know in the comments below!

 

 

7 Must-Haves for a Successful Relationship (With Your Business Coach)

If you are thinking of engaging a business coach, it can be muddy waters. The internet is filled with many claims and ‘secrets.’ So how do you know what to believe?

This article, of course, is totally biased because I am a business coach. That said, I am also a business coach who has learned much about what makes a successful coaching engagement. I’ve been coaching business owners since 2005, and while I’m very proud of the results my team and I have been able to generate for clients, there have certainly  been a few engagements that have taught me some lessons the hard way.

Here are the seven components I believe make a successful client/coach relationship:

  1. Think long term, not a quick fix – there are times when you will indeed have some quick wins. In many cases when we start working with a new client, there is some low hanging fruit that is easily reaped and that makes everyone happy. That said, long term sustainable results often take time and hard work. Be willing for that. Make sure neither you or your coach have a ‘quick fix’ mindset. There is no need to make things harder than they need be – in today’s world of ‘hacks,’ and immediate gratification, shortcuts can be tempting but rarely last.
  2. Personality fit – you need to like each other. Sure, coaching can work without likability, but if your sessions with your coach are not enjoyable because of a personality clash, you just won’t get all you could from the engagement.
  3. Communication and simple language – a personal red flag of mine when engaging any professional is when they use complex language and excess industry jargon. This is often a mask to make them sound smarter than they may be. An effective coach should be able to communicate complex ideas using simple language. At the end of the day, building a business, while certainly not easy, is not overly complex, make sure your coach sees that too.
  4. Asking uncomfortable questions – you are not looking for someone to tell you what you want to hear. In fact, in many cases, you may need the exact opposite. When you are speaking with your prospective coach, notice how willing they are to ask you uncomfortable questions. Also look for objectiveness and compassion in the way they ask the questions.
  5. Root cause – a great business coach, will be able to identify the root cause of an issue quickly and help you find a path through it in a way that is doable for you. Everything in life and business boils down to the first principles of business, which are the real keys to success; and a great coach is a master of using these principles.
  6. Responsiveness – this is really a 101 for any service provider. If you really matter to your coach, they will respond to you within an appropriate time frame. This is a simple point of respect and professionalism.
  7. Your intuition – after speaking with a coach, you should feel clearer in your thinking and empowered and able to act. You should feel a degree of growth in your thinking and/or skills. At the end of a session, your gut should tell you ‘this is working.’ What I’m really saying here is, check in with yourself after speaking with the coach and ask ‘does this feel right?’. For me, every client engagement that has not gone well (don’t worry, there aren’t that many), I really knew at the start the fit was not right. You will also know, if you slow down, take a quiet moment and ask yourself the question, “is this the right coach for me?”.

While this list is not exhaustive, it is the top seven things I would encourage you to consider when hiring a business coach. This will be a very important relationship in your business life. A relationship that can and should change you and your business or the better.

Good luck.

P.S. If you’re still not sure how business coaching can help you be the entrepreneur you seek to be, consider subscribing to our Business Nutrition Newsletter, packed with just enough fuel for your fire. Sign up below.

To access the entire Business Nutrition archive for free, click HERE

Simple and Effective Marketing

Effective Marketing of your business can be an extremely simple endeavour if you allow it to be. You already have all you need to get out there and make it happen. The best way to approach your business marketing is to think about the problems your potential ideal customers face and provide educational content around that to help. That’s it.
You already know these problems. You come across them every day through the customers you are already dealing with. And you have the knowledge and expertise to solve them, I mean that’s what your business does right? Now just incorporate this into your marketing.
Start listing out those problems and the subsections within them. That way you can start to see where the opportunities for helpful content lie.
Now think about how you want to produce content to help with those problems. You’ve essentially got three options:
  • Writing
  • Audio
  • Video
Writing can take the form of a blog (easiest and quickest), white papers or books (from simple e-books to full published works). You then have the opportunity to re-purpose your written content. For example, a blog article you write could also be an article you submit to publication (e.g., magazine) or post on your LinkedIn profile.
In fact, all content you produce, you’ll not only post on your website (helping with your sites SEO) but you can and should share through as many platforms as you can manage or are active on.
Audio content could also be blog posts, however in audio form. Or it could be a podcast published through iTunes. You can also have your audio content transcribed if you want to have it written but don’t want to do it yourself.
Video is pretty self explanatory. This would be hosted on a YouTube channel and then posted on your blog and other social media channels/pages.

 

Making Your Marketing Happen

What does all this cost? Just some time. And yes I hear you saying “but I don’t have any time!!”. If that is your response, then you should have money to pay others to help you create the content. The reality is, if you don’t have the money or the time, then somethings wrong. You are most likely spending time on the wrong things, and that is a subject for another post. On the other hand, if you need to know how to get “unstuck” and free up your time, reach out and we’ll be happy to chat with you about it.
If you’ve never done some of these things then getting it all setup and working can seem daunting. And when you first get started it might feel clumsy and inefficient. Stick with it, because the more practice you get, the easier (and more effective) it will become.

 

More Resources for Effective Marketing

A great book that can help you in this area is The Boomerang Effect by Tim Reid. Tim also hosts the podcast Small Business Big Marketing which is well worth a listen. It’s a quick read and will give you great ideas.
Keep your marketing simple. Focus on the problems your customers and potential customers have and find ways that are true to who you are, to help them.
Now get out there and make it happen!

Emotion Can be a Business Asset

Time to Watch: 4:34

It’s important to know what your goal is and how you’re going to execute it, but sometimes one of the missing ingredients is having the emotional leverage or clarity around why you’re going for something and the drive to see it through. This clarity of emotion is a business strength your don’t want to ignore.

In the pursuit of any goal, there’s ups and downs, but it’s when things are challenging and going against you, that you need those emotional reserves. In this video I’m not going to walk you through the actual planning process—there’s a cracker of a guide HERE that teaches you how to do that—but rather, we’re going to go through some east steps to tap into those emotional reserves when you need them.

What you’ll need to complete this exercise is a blank piece of paper, divided into three columns and enter your information as follows:

  1. Write your goal in the middle column. The only guideline here is to make sure you are picking S.M.A.R.T. goals. That is, goals that are Specific, Measurable, Achievable, Results-oriented with a Timeframe. SMART goals are critical in the planning process, particularly so you can gain a better picture of what success for that goal looks like in reality.
  2. In the left-hand column, write the all the “WHY” reasons which relate to the goal. Behind every goal is a feeling, an emotion – and the emotional result that you want to achieve through that goal. Don’t skip this step or shake this task as a feel-good, fluff piece which doesn’t have any basis—nothing could be further from the truth. What you want to distill here are all the emotional reasons you want to achieve the goal. For example – if the goal is financial and you want to pay down your mortgage faster, list the emotional benefits you will gain by doing so (more disposable income to travel, more time with family, helping your children financially—whatever it is that fuels your fire). It is the feelings you will get from achieving that goal that will sustain you in the low times.
  3. Finally, in the right-hand column is the “HOW.” Don’t worry about getting this column ‘right.’ The ‘how’ column is all about brainstorming. This is the place to list every possible way you can think of to achieve that goal (and you may need an extra page to do this—that’s ok!). Once you have an exhaustive list, you can go back, prioritize and figure out and ask yourself, “which ones make sense?”, “which ones do I have the resources/time/ability to do.” Etc…
  4. From there, we advocate that you develop a structure to execute the plan and to help solidify your tasks and timelines. To do this, feel free to access our free 90-Day Planning guide which has all the tools and resources to help you develop and track your plan.

That’s it! The absolute importance of planning with purpose and emotion can’t be understated. The clearer you get on your goals, the more emotional leverage you have behind you to help you achieve those goals you’ve been dreaming of.

Dream big!

P.S. You can access the jam-packed Planning Edition of our Business Nutrition Newsletter HERE.

And for more free training Videos, subscribe to our Youtube Channel.

How to Create a Profit Model

Time to Watch: 5:56 well-spent minutes

Do you have a current profit model? Have you ever wondered about which changes in your business will make the biggest impact on your bottom line? Is so, you’re not alone – and this is the right place to be to find out the answer. This video tells you, with real-world examples, how to determine the level of profit you’ll be able to realize through different changes to sales and growth patterns.

If you’re interested in some related training, see our video “How to Create a Profit First Budget”  for a step-by-step guide that goes into a bit more detail.

Look, I get numbers are not the most exciting part about business ownership, but they are one of the most important. To see what I mean, have a look at Vol. 28 of our Business Nutrition Newsletter which exclusively deals with putting yourself in a strong financial situation, so you can sleep at night.

If money is where you’re really struggling as a business owner,  read this and then do this.

Now go out there and get amongst it!

Cheers,

 

P.S. Don’t forget to stay in the loop with our latest rapid training videos on SalesUp!TV

How to Avoid Being “That Boss”

Time to Watch: 3:16

Whether you call yourself a Boss, Leader, or Owner, there’s a very fine line between setting the pace and driving the pace. Knowing the difference is critical to the health of your team. It’s easy to fall into the trap of “Boss think” on this one, and it can be detrimental to the health and productivity of your team. Here’s how to effectively set the pace as a leader, no matter what stage your business is at.

What we’re talking about here is your effect on the team in terms of your behaviour around implementation and execution. It can be easy to fall into the trap of thinking that you aren’t held to account in the same way that your people are, but to echo a sometimes-overused phrase, you really do need to lead by example to get the results you want.

You can’t create separate standards for yourself and your team, because the difference will be stark, and the result will be the creation of an “us vs. them” culture which does nothing to promote, ingenuity, motivation or retention—all cornerstones of a successful business.

If you’re looking to be a team and work as a team, then you need to actively participate as one of the team, regardless of how you view yourself in the culture of the business.

What are your biggest challenge jumping into the trenches? Let us know in the comments below.

And if you watch this and think: “If there’s no ‘I’ in team, why am I doing all the work?” This read is for you.

Get out there and have fun with it, and if you’ve hit a stumbling block, we can help. Reach out and let us know what you need.

Cheers,

 

Keep in the loop with our latest rapid training videos on SalesUp!TV