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Overdelivering vs. Overcompensating

By | Success Mindset | 12 Comments

Originally posted on April 4, 2013.


Overdelivering is overrated in my opinion. This strategy of throwing in tons of bonuses and extra goodies for clients can actually set up some really skewed expectations that can ultimately get in the way of serving your clients.

How do you know if you are overdelivering or if you are overcompensating?

There is actually a very simple “test”…

Does it come from a place of joy or a place of fear?

Overdelivering comes from a place of joy – you know you are already providing great value to your clients and you want to give them something extra. For example, I love to send people in my Mentorship programs some of my favorite books… it is an unexpected gift, they love it and it makes me really happy to do so.

Overcompensating comes from a place of fear – when you wonder if you are giving enough value? Are you doing enough? They are paying you good money, so it should feel really hard and you need to bend over backwards right?

If you have any fear that the value of what you are offering may not match what people are paying, then overcompensation can sneak in… perpetually going over time on coaching calls, not billing for all the hours worked, letting clients break your boundaries, randomly throwing in other stuff along the way just to make sure they are happy.

Put simply, overcompensation will NOT feel good and in fact puts you in a highly stressful work environment.

If you aren’t sure that what you offer provides value then you need to either work on your mindset (to OWN your inherent value) or work on your packages (to ensure they are truly giving people what they want.)

Aim to keep it simple and deliver 100% on what you promised! That alone will be more than enough for most clients to be thrilled with you. Wow your clients with that FIRST and if it makes sense to throw an extra goodie in along the way and surprise your clients go for it – just make sure it brings you joy to do so.

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3 Paths to Creating New Revenue Streams

By | General Biz | No Comments

Originally published March 2014

Curious what kind of revenue streams could be created from what you do already? Let’s look at how you can leverage your talent, experience and desire into your next level of success.

Want to learn more about how to ‘clone yourself’ via the Team-Based Business Model? Join us for a free training: The 3 Biggest Mistakes Team-Based Business Owners Make That Keep Them Struggling to Find  the Right People and Make a Profit


Do You Have a Sales or a Business Model Problem?

By | General Biz | No Comments

Originally published June 2014

If you aren’t making enough money in your business, it’s easy to think it’s a sales issue right? Maybe not… as I share in this week’s video.

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Stop Trying & Start Experimenting

By | Success Mindset | 9 Comments

Originally published April 2013

I was at Andrea Lee’s Midas Camp recently and was reminded of something that I had forgotten:

“Business is an experiment.”

As soon as Andrea said that I felt a visceral weight lift off my shoulders, because I had been doing the exact opposite – trying SO darn hard vs. taking an experimental approach.

So what’s the difference? There are a few keys things:

  1. Trying is really hard work – it usually comes from a place of needing to prove something to yourself and/or those around you and that is very tiring! Experimenting comes from a place of service and is much lighter and enjoyable. Even the word gives me a sigh of relief.
  2. Trying is emotionally based – when we are trying to prove something it bring emotions into play, and if something doesn’t work out as planned we can easily end up feeling really sad, upset, defeated and ready to give up. When we are experimenting we “know” that it may not work out, and can release and emotions around it and get back to the drawing board.
  3. Experimenting leaves room for growth – when we come from this scientific mindset of “I wonder” vs. “I must!” I believe it opens up many more opportunities and options that we would otherwise be able to see. Experimenting opens doors where trying tends to close them.

I came to realize how much I used to experiment in my business and how much i’ve been missing that lately due to my own expectations. Heck, the entire world of being an Online Business Manager didn’t even exist when I wrote that book almost 5 years ago. That whole world was one grand experiment and I loved it every step of the way.

I’m getting back to a place of experimenting and having more fun. How about you?

The 3 Ways You Can Pay your Team

By | Team & Outsourcing | 7 Comments

Alright folks, this video is on the longer side… but it’s juicy stuff that I get asked about A LOT and I wanted to give you the goods.

When it comes to hiring outsourced/virtual support – ie: a virtual assistant, online business manager or other get-it-done experts – should you pay by the hour? A package rate? And what’s up with this incentive stuff?

There are 3 different ways you can be paying your team members, so let’s break them down here for you:

By the hour – paying someone an hourly rate for the TIME it takes them to do the work. This is the simplest arrangement as it’s the easiest to calculate, BUT the downside is that you have to keep track of hours (annoying!) and have no control over how long it takes someone to do the work. Some people are fast, some are slow, and you run the risk of getting a “surprise” bill from someone when work takes longer than expected. That being said, hourly is the best option for many ‘doer’ roles (ie: virtual assistant) or whenever there is uncertainty in the business (ie: when you have a new role and aren’t sure yet on the workload.) Always be sure to have strong agreements in place – especially around reporting weekly on their hours – along with expectations as to work being done within reasonable timeframes.

Pay for a package – this is paying someone a flat rate for a specific DELIVERABLE. For example, if you are hiring a web designer to create a new website for you and you have a clear agreement on what specifically they are going to deliver. The beauty of paying for a package is that you know exactly what you are getting, what you will be paying for it and it doesn’t matter how long it takes them to do the work. This arrangement is NOT ideal when there is not a clear deliverable or specific start/end to a project… any uncertainly will lead to challenges in a package agreement.

Incentive Based Compensation – this is when someone is paid a simple flat rate base (or retainer) amount with the option to earn more based on the RESULTS that they are helping to create in the business. This is ideal for the people on your team who help contribute to the overall growth and success of your business. A launch manager who is running a launch for you A to Z. An Online Business Manager who is responsible for setting the foundation for growth in your business. A sales person who is bringing new clients into your business.

The key to incentive is that the person has a bit of “skin in the game” – and that they don’t get paid more unless there is growth in the company (results). Again, hourly can be taken out of the equation here by giving the person a base/retainer that is enough to keep them engaged without having to track time and get caught up in the hours. Instead, they know they can truly make more money as the business grows and that the investment of time/energy on their part will pay off. Incentive can take the form of a percentage of revenue (5-10% or more in some cases), percentage of profits or a flat rate bonus based on reaching certain milestones.


That ONE pesky thing – let’s get rid of it shall we?

By | General Biz | 6 Comments

Originally posted on December 12th, 2013.

December can be a weird month for many of us – we are gearing down a bit to end the year and head into the holiday season, which means we might be feeling like we aren’t accomplishing much for the month. Here’s a quick exercise to end the year on an accomplishment high.

3 Things You Should Never Delegate

By | Team & Outsourcing | 4 Comments

Originally posted on October 17th, 2013.

3 Things You Should Never Delegate

As entrepreneurs we know we need to delegate right? Otherwise we run the risk of trying to do it all, working 24/7, doing stuff we hate to do and driving ourselves (and potentially the people around us) nutty in the process.

I’m a fan of getting as much as possible off your plate, but there are 3 things that you should NOT delegate if you want to ensure your business success.

1) Driving your Sales & Marketing Strategy

Note that I said “driving” and not “doing.” This isn’t to say that you can’t get help with your sales & marketing efforts, however you need to be VERY plugged into your strategy. What is working?

What isn’t working? What do you want to try more of? Less of? As the leader of your company it is essential that you play an integral part in making these key decisions until you have a proven process that you know is repeatable and effective.

You would be delegating the success of your business if you try to do this too soon, and that is simply dangerous.

2) Connection to your People

I had a moment a few years back in my business where I was feeling out of sorts. I had grown to the point where a lot of the direct contact with clients, team and otherwise was being done by other people… and I was feeling it. I was losing touch with what my clients wanted and needed from us, and was also feeling disconnected from the people on my team who were rocking the biz. I decided to get “back in the conversation” and now make a point of having direct contact with all the people in my business on a regular basis.

3) Managing the Money

I remember hearing Oprah share years ago on her TV show that she was still the one to sign all the checks in her business. I don’t know how true that is for her today, but it demonstrates the importance of being the one in charge of the money. You need to be crystal clear on what money is coming in, what is going out and when. We’ve all heard the stories of people who have gone out of business due to money woes, and it’s not to say that can always be avoided but I am a believer that when we are aware of our money – even when it doesn’t look good – then we can do something to fix it.


Fix or Fire?

By | Team & Outsourcing | 5 Comments

Originally posted on August 15th, 2014.

How do you know when to fix something vs. fire the person? Problems will always arise from time to time in our working relationships, the key is to make sure that you don’t let them drag on too long. There is a strategy that I like to use when it comes to knowing if something is fixable or if it’s time to let someone go…

Is your business in reactive or proactive mode?

By | Success Mindset | 7 Comments

Originally posted December 2012

One way will suck the life out of you and the other will give you freedom + money (woo hoo!)

Would love to hear your thoughts – be sure to post them here, k?

Do you check your email as soon as you wake up in the morning?  Do you feel lost if you’re not able to check your email?  Check out my ‘Take Back Your Weekends Manifesto’, take back your life and stop working all the time! Yes, Please Help Me Stop Working Weekends!

3 Easy Steps to Train Someone to Do What You Need to Stop Doing (now!)

By | Team & Outsourcing | 4 Comments

Originally posted September 2013

Working too hard and wish you could get some work off your plate? Wish your team could help you more?

All business owners and entrepreneurs deal with the challenge of taking stuff off their plate and handing it to their team. The fear of “can someone else really do it as good as me?” is a real one and simply part of the business growth journey.

Below are three super simple steps that you can implement now to train your staff to take over some of the tasks that you’re doing — so you can ultimately get them off your plate and spend your time working on things only YOU can do.

A quick note: if you embrace the fact that you need to train someone, these steps will work better for you 🙂

STEP 1: Walk Them Through

When you decide what you want to get off your plate, take the time to walk your team member through whatever you’re training them on.

If you have documentation already in place, share this with your team member and have them update it as you train them.

If you don’t have already have documentation in place, have your team member write up the steps while you are training them.

STEP 2: Stay Close

The first couple of times that your team member takes over a task, they will likely have questions. Stay close and make sure you let them know that you’re available to answer questions.

You can also check in from time to time, see how they’re doing and add any additional information and details that you may have left out in previous training/discussions.

STEP 3: Pass the Baton

Once the process is nailed down, your team member is trained and they have completed the task themselves a few times, you need to let it go.

This is probably the most important step.

Once you get to the place of knowing a task is being done the way you want it done, you will be able to truly let it go.

Let’s Get Started:

What tasks would you like to get off your plate in the near future? Start with these three steps and before you know it, you’ll have stuff off your plate and also have your team supporting you the way you need to be supported.

Stop the chaos in your business and double your profits in the next 90 days! Check out my ‘From Solopreneur to CEO’ Profit Kit. Click Here to Get Immediate Access