The 5 Things (not so secretly) Sabotaging Your Success

Most of the time, when you react to a situation, it happens by default. And that reaction will mostly depend on what you’ve practised the most. (i.e. what you’ve done and seen others do.) In other words, your programming.

This may be a good or bad thing with regard to success, or whatever you are trying to achieve in life. That programming may be helping you or it may be sabotaging you. The challenge is, most of the time you are unconscious to it and unaware of which one it is.

This video outlines 5 of the common behaviours we see that have sabotaged the success of countless business owners. I was first made aware of these by a great business leader and teacher named Marshall Thurber. They’ve made a huge impact on my life, for that of our clients, and I sincerely hope they can do the same for you.

Be careful not to discount them in their simplicity. Each has a sliding scale of behaviours where people might fall, and even the slightest display of each can have a profoundly negative affect on your results. Each one of these saboteurs is cancerous to your thinking. And your thinking is everything when it comes to your success.

Which one(s) have you favoured in the past? And more importantly what are you going to do to change it?

Let us know in the comments below & don’t forget to fill out the form below to video to download a free poster to help promote the subconscious thinking that will combat those saboteurs.

Cheers,

Jamie

What's Sabotaging Your Success?

Sign up to download the 5 Saboteurs poster, hang it somewhere visible, and fight the tyranny!

What's Sabotaging Your Success?

Thanks! Check your email for a confirmation link! Be sure to check your junk mail if you don't receive it in the next few minutes 🙂

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 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!

The Hard Truth Every Business Owner Needs to Hear

The most direct and lasting path to changing your business is changing you. It’s not the easiest path – in fact, it can be quite the opposite – but it is one of the best, and for good reason. So what does that mean for you?

The Hard Truth

The simple hard truth is that your business is a reflection of you (just as mine is a reflection of me). So no matter how hard we work to change things on the outside (better customers, better marketing, better website, better employees, etc.) at the end of the day, the quality of all those actions are going to be determined by the quality of your ability to take those actions.

Simply said, it’s your thinking and skills that have the greatest influence on your results, more than any other factor in your business. When put that way, it’s a wonder more business owners don’t spend the critical time and effort on self-development.

How it works

A simple example:  We are working with a client to better improve the systems that will help free up his time. He’s overwhelmed, but is it really the lack of systems that is causing the feeling of overwhelm?? … partly. It’s also the fact that he has trouble saying no and prioritising. If we didn’t fix the way he responds to requests, even with the best systems in the world, there is a very good chance he will still be in overwhelm with whatever requests come his way because he will still say yes too often. The solution is systems AND behaviour; and the result is the closest you will get to magic in the business world.

How you can help yourself

In this edition’s video, I outline our Business Owner Personal inventory that will walk you through a checklist designed to help you explore (or even discover) where you are strong and where you are not. The goal is not perfection but rather to know where working on yourself will give you the biggest bang for your buck relative to what you are trying to achieve.

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!

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!

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

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

8 Critical Questions to Ask Your Business-Self Before 2018

For all you ‘A type’ business owners out there, how many of you (like me, many times) find yourselves always charging from goal to goal in the pursuit of evermore? You know where this is leading right? The power of taking some time out to ask critical questions and reflect on what ‘has been’ is a very powerful way of making sure the future you are about to create is:

  1. the future you want, and
  2. that you are going to go about it in the best way you know how.

I was sitting down with a new client last week, and he told me about his annual ritual of taking a step back, looking at what he’s accomplished, looking at where he is relative to the plan he created and asking the question “Am I going to keep doing this for another year?”. The ‘this’ in his case is his business. While you may or may not be open to the option to ‘stop running your business,’ it’s an empowering notion to consciously realise you have the choice. Yes, there may be consequences, but you still have the choice. More importantly, taking the time to ask reflective questions (hopefully insightful ones), is a healthy practise that the best business owners consistently adopt.

This year, I crafted a list of questions. They are based on some I’ve used previously and are designed to extract from my mind the lessons and best practises I’ve encountered over the past 12 months (or 40yrs for that matter). Knowing if I bring these thoughts forward to my conscious, I can then proactively apply them moving forward. Let me share them with you.

Reflection:

  1. Looking back over the past 12 months what were the greatest wins for my business?
    • What were the actions, relationships or events that led to these wins?
    • If I had to bottle this as a recipe, what would be the key ingredients?
  2. Looking back over the past 12 months what were the greatest wins for my personal life?
    • What were the actions, relationships or events that led to these wins?
    • If I had to bottle this as a recipe, what would be the key ingredients?
  3. What were my main points of focus over the past year?
  • Given where I am now:
    • which of those would I consider to have been worthwhile?
    • which were possibly a waste of time?
  1. What should I have quit sooner?
    • In hindsight, what are the signs I might have seen (if I knew what to look for) that could have led me to this decision sooner?
  2. What should I have put more effort into? How could I have known to do so earlier?
  3. Looking at all this, what are the biggest lessons of the past year.
    • How can I apply them moving forward?
    • Who can help me?
  4. How do I currently see my SWOT (Strengths, Weaknesses, Opportunities & Threats)
  5. Is my 3-5yr vision still relevant? What changes do I want to make?
    • Looking at my 3-5 year vision, what are my one-year goals.

I find it best to ponder these over a glass of wine – it tends to loosen my creativity ????

Enjoy the questions and more importantly be sure to apply what you learn from answering them…and if you need someone to bounce those ideas off – we’re always ready. Reach out HERE

If This Is How You Handle Employee Performance, You’re Doing it Wrong

The Employee Performance Problem

Ask any well-meaning manager what an employee performance appraisal should accomplish, and you’ll usually hear answers along the lines of: “to categorize the organization, improve employee performance and boost motivation.”

While these are all critical aims for an organization if the answer to how they currently accomplish this is through an annual performance review—then there are problems with the system. Namely, those annual performance appraisals generally only serve one of the three purposes listed above—and it isn’t performance or motivation.

So, How Did We Get Here?

The long and short of employee performance reviews is that they are derived from military practice, were never designed to foster improvement, and have long been used as a tool to cull an organization of their bottom performers. According to the Harvard Business Review, they also serve to punish past behaviour at the expense of achieving the desired future performance that is critical for organizational survival.

So, the question begs: If employees hate them, managers don’t see their value and an organization isn’t benefiting from them—why not ditch them all together?

The Elimination Problem

Well, while I was going to title this post “The Stone Age Called and They Want Their Appraisal Back,” that wouldn’t be entirely accurate, as ditching the yearly recap isn’t always the best solution either. So many initiatives are tied to it, including, planning and compensation. However, the employment landscape over the last few decades has made it clear that the conversation needs to shift away from the metrical to the malleable.

Anyone familiar with the psychological principle of Maslow’s Hierarchy of Needs knows that motivation comes in various levels: from the basic (like food, shelter, and wages), to psychological (belonging, achievement, respect of others, etc.) and finally to self-actualization (morality, problem-solving, creativity, etc.)

Although this theory has its critics, the basic premise is that human beings are striving for self-worth and acknowledgment—and if you aren’t creating an environment where this (and the resulting performance growth) can occur—your employees are going to look to another organization to fill those needs.

The take-home is it’s no longer realistic to rank an employee with performance metrics once per year, give them either a raise or a performance improvement plan, and expect that the basic needs you do satisfy (like a regular paycheque) will be enough to sustain them and motivate them to perform to a level that will grow your organization.

Where Do We Go from Here?

It’s no secret that supported, engaged employees do better—and when they do better, you do better. The goal of employee performance is to elicit behaviour that supports the organization’s bottom line while fulfilling some of those psychological needs your employees crave—and giving them the tools to do it effectively. There are several ways to get this done—and yes, you can keep your year-end appraisal—if you focus on its value as a recap of the year. A good rule of thumb is that there should never be anything in a performance appraisal that is a surprise for the employee. Other strategies could include:

  • Linking goals to key company objectives like the mission/vision (they “why you exist” stuff)
  • Tying goal achievement to collaboration and communication (not every task needs to be a group project, but increased collaboration and information sharing leads to increases across the board)
  • Training managers to check in consistently (this allows for accurate course corrections throughout the year while retaining employee autonomy. The key here is manager training)
  • Allowing the employee access to the tools, resources, and training to allow them to successfully fill any knowledge gaps they have.

Of course amended performance measures won’t solve all team issues (for an idea of what other issues employers regularly encounter and how to fix them, read this page) but it’s a good support system for overall team engagement. And of course, we’re more than happy to help with any issues you do have  in finding the system that’s right for your business.

 How about you? How do you facilitate the employee performance process, and what challenges have you encountered along the way? What do you find helpful? Let us know in the comments!

 

 

The Hidden Profit Centre in Your Business

Think HR has no bearing on profitability? Think again…

Having long been denounced as nothing more than a cost centre and a necessary part of doing business, the people management aspects of an organization (specifically HR) have been overlooked as an integral component of the profit structure of an organization. The link, however, is a lot stronger than many businesses have traditionally thought.

In a recent study on management practices in Fortune 1000 companies, the Center for Effective Organizations at the University of Southern California found that employee involvement measures (that traditionally sit well beneath the HR umbrella) show a solid ROI and link to the bottom line.

For small to medium-sized businesses who don’t even have an HR department, the impact of this study is even larger, as decisions made at owner-run businesses see an immediate trickle-down effect due to the smaller work structures, and can see a positive impact in the bottom linke much sooner than a larger organization. The key is in increasing the employee commitment to the organization.

Any one of the following measures can be implemented by a company to see a lasting improvement in financial returns (not to mention the cost-savings garnered from reduced turnover):

  • Employees generally feel that if an investment is made in them, they will return that investment in-kind. Establish a feeling of “repricosity” through:
    • Information-sharing
    • Skills training
    • Encouragement of ownership thinking
    • Fostering “buy-in” for organizational change measures
    • De-centralizing decision-making
  • Using technology for process improvement, not just cost-cutting benefits. If employees are brought into the process on the ground level, working backwards and can have input into process design, hey are more willing to manage change, and feel a greater benefit of new technology as a tool for them—not just because it’s cheaper for the organization
  • Building a culture which values job-security – which means attaching value to the person over the employee number.

Each of these measures is fiscally achievable in one way or another, even for very small businesses and engage in the employee’s higher level needs, which leads to increased productivity, better customer interactions, a willingness to tackle challenges and stick with the company–all which have a positive impact on profit.

Small tweaks can often have the greatest impact on profitabilty, particularly if they are seemingly unrelated to the bottom-line. Remember that everything in your organization starts and ends with culture, so before you tweak your marketing, sales prices, or slash costs to boost productivity, have a critical look at how investments to your people-practices can pay you back in spades.

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.

 

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.