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Team & Outsourcing

The 3 Key Elements of a Strong, Trusted Team (without all 3 it falls apart!)

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I’ve had a handful of conversations lately with business owners who are struggling – they have a team of people working with them and it’s going “OK”, but they aren’t sure if it’s actually working or not? They are starting to question if they have the right people in place?

I recorded a NEW video for you today re: the 3 Key Elements of a Strong, Trusted Team. If you are missing any one of these elements you (and your team!) will struggle.

Day 13 – Let them do what you hired them for

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LeeIacocca21 Days of Leadership

In our Certified Online Business Manager training we teach our OBMs that their job isn’t to serve the business owner (their client) – their job is to serve the business.

What does this mean?

When a business is at the stage of growth where they need to hire an OBM it means that the business needs to be run differently.

The business is usually in chaos mode – no structure, no plans, not enough people to do the work that needs to be done. Lots of stuff going on and everyone scrambling to keep up (and usually not doing a very good job).

A business owner will hire an OBM when they are tired of the chaos. When they know that they need structure. They need the right team. They need to start planning ahead.

But what quite often happens is they resist the very thing that they hired the OBM to help them with.

They resist laying out a plan because they prefer to ‘go with the flow.’ They resist structure because it not how they prefer to work. They resist hiring the right people because they wish they didn’t have to spend the money or don’t understand the amount of work that actually needs to be done.

Put simply – their personal preferences/fears are getting in the way of the OBM doing their job and serving the business.

When you find yourself resisting changes on your growth path it’s important to ask yourself:

“Am I making this decision based on what I DON’T want, or based on what the business needs?”

A leader recognizes that the team is there to serve the business, and not to serve you as an individual.

And there are times when what the business needs will not be what you want.

It’s your job as a leader to know the difference, and to allow those around you to do what needs to be done.

I’m gathering together a group of women for my new LEAD Mastermind – where we are going to explore this and the other facets of leadership. Message me if you are curious to learn more.

#21daysofleadership #day13 #letthemdotheirjob #LEADMastermind

Day 12 – You can’t motivate anyone

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21 Days of Leadership

Simon Sinek said it best in his book Start With Why

“Great companies don’t hire skilled people and motivate them, they hire already motivated people and inspire them. People are either motivated or they are not. Unless you give motivated people something to believe in, something bigger than their job to work toward, they will motivate themselves to find a new job and you’ll be stuck with whoever’s left.”

Makes sense right? We would all love to have a team of motivated people! And yet I know this isn’t true for many business owners.

There are two reasons why business owners struggle to find motivated people.

First, you don’t believe that they exist. Or that you will be able to find them.

I was talking with a business owner yesterday about hiring and he said “I want to hire rock stars but most of the people out there aren’t at the level I’m looking for.”

He’s right. Not everyone is going to be a rock star. Not everyone is going to be motivated.

How do you attract the best people? Be the best leader. Believe that there are great people out there and do everything you can to create an opportunity that will attract the best.

Second, you don’t know how to lead them.

Motivation needs to be met by inspiration. And if you aren’t a great leader you won’t be able to inspire great people. And then they will leave.

Motivated people need to be met by great leaders.

Hiring a motivated person doesn’t mean you get to wash your hands of them, setting them off on their own to ‘take care of things’ without your input. It doesn’t mean you have a team that leaves you alone so you can just do what you want to do.

That’s abdication – not leadership.

Be real with yourself. How strong of a leader are you right now? Where do you need to develop your leadership skills so that you can attract and keep the best people?

Work on yourself to become a rock star leader and you will naturally start to find rock star people.

I’m gathering together a group of women for my new LEAD Mastermind – where we are going to explore this and the other facets of leadership. Message me if you are curious to learn more.

Simon Sinek

#21daysofleadership #day12 #stoptryingtomotivate #LEADMastermind

How to lead a virtual team (part 1)

By | CEO Tips, Leadership, Team & Outsourcing | 2 Comments

My entire team is virtually based – everyone is a contractor (a business owner themselves) who has other clients, and we rarely see each other face-to-face. They are the best team in the biz imo – bringing the best of who they are every day and supporting my business as though it was the only one they worked for.

So what’s my secret? How you lead a virtual team of contractors/freelancers is not the same as leading a team of employees. In today’s new video I share with you one very simple – and yet not obvious! – shift that you can make today in how you lead your virtual team.

Day 11 – Delegate your Distractions

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Busy21 Days of Leadership

Ask someone how they are doing and chances are you will hear some variation of:

“I’m so busy!”

Perhaps you’ve said it yourself lately?

We live in a world where busy has become the norm. We wear busy as a badge of honor – unconsciously confusing our busyness with being productive.

Yes, we have a lot on our plates but the truth is if you are “too busy” you aren’t leading. You are reacting.

One of the first exercises I do with my clients is creating a YES list – essentially their CEO role description. For most everyone their YES list includes activities that are growing their business, serving their clients and leading their team.

The idea of the YES list is simple – if you are doing things that aren’t on your YES list they are distractions to your success.

I’m curious to know how much of your time is spent outside of these things? Make a list of these things and ask yourself:

Is this necessary to the growth of my business?

If I was to stop doing it how would that affect the business?

Look to delegate those things that serve the growth of the business. Look to delete or delay those that don’t.

Your time is your most precious asset as a leader – and it’s up to you to use it wisely.

I’m gathering together a group of women for my new LEAD Mastermind – where we are going to explore this and the other facets of leadership. Message me if you are curious to learn more.

#21daysofleadership #day11 #delegateyourdistractions #LEADMastermind

Day 10 – Stop fixing their problems

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Teach a Man to Fish21 Days of Leadership

What do you do when a team member comes to you with a problem? Do you:

a) give them the answer/ solution
b) jump in to fix it yourself (cause it would be quicker that way)
c) ask them what they recommend to solve it?

Many of us – myself included – are fixers. When someone comes to us with a problem our inclination is to jump in to fix it or give the answer.

This may solve the problem in the moment, but there is a long term impact to using this approach.

Being the fixer creates a culture of dependency. Every time you solve their problems you are (subconsciously) teaching them that they can’t do it on their own. You are teaching them that they have to come to you for the ‘right’ answer.

And then you start to feel frustrated that they can’t seem to figure things out on their own and always have to come to you for the answer.

As a leader it is up to you to create a culture where your team brings solutions and not problems.

Next time a team member comes to you with a problem coach them to find their own answer. You can start by simply asking them “what do you recommend we do to fix this?”

If they are used to you giving them the answer or jumping in to fix it this might catch them off guard. And it might take some time for them to come up with solutions, for the simple fact that they aren’t used to being asked!

Exercise patience while you are empowering them to learn to think for themselves. It may take some time but the long term impact will be well worth the investment.

An empowered team is one who rises to the occasion because you, as the leader, have created the space for them to do so.

I’m gathering together a group of women for my new LEAD Mastermind – where we are going to explore this and the other facets of leadership. Message me if you are curious to learn more.

#21daysofleadership #day10 #empowerdontfix #LEADMastermind

Day 9 – You get what you inspect, not what you expect

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What you Allow21 Days of Leadership

“Tina, I’m feeling frustrated that my team isn’t getting stuff done when they said they would.”

I hear a variation of this from business owners at least once a week, and I get it – when stuff isn’t getting done it can be downright annoying!

There are a few reasons why this may be happening, but one of the most common that I see – and the easiest to fix! – is that you aren’t holding them accountable.

It is one thing to ask someone to do something, but if you don’t hold them accountable then it leaves the request as an open loop. Which means the work may or may not get done, especially when that person is juggling multiple priorities and multiple clients (as many virtual support professionals are).

The easiest way to hold someone accountable? Ask them about it.

You get what you inspect – what you ask about – and not just what you expect. Or as I like to say (somewhat tongue in cheek), the squeaky wheel gets the grease. 😉

Agree on a deadline. Remind them of that deadline (via your weekly team meetings and automating reminders in your virtual office/ project management tool) and ask them about the status of the task the day BEFORE it’s due. If they don’t get the work done have them own the reason why and come to you with a solution and/or new timeline.

It’s human nature to want to do great work. No one wants to be the person to show up and not have their work done. And yet, most of us need a loving reminder of what is coming up and when it’s due. We need to know that someone is waiting on us and that the work we do matters.

Yes, I get that you may wish you never had to ask questions and follow up with your team. That you could just hand them a task and they would just get everything done without you having to check in at all. That falls more into the realm of abdication vs. delegation.

A leader embraces that it is part of their job to create a culture of accountability. To create a team where people own up to what did and didn’t get done, and why.

And the beauty is – once you create a culture of accountability you won’t have to ask so much. It’s a good thing.

I’m gathering together a group of women for my new LEAD Mastermind – where we are going to explore this and the other facets of leadership. Message me if you are curious to learn more.

#21daysofleadership #day9 #inspectdontexpect #LEADMastermind

Day 8 – Asking for help when you don’t need it

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Need Quote21 Days of Leadership

There is a common thread in the people who are attracted to my work. They are hard working, smart and determined.

Throw a challenge their way and they will figure it out. Give them something to do and they will roll up their sleeves and make it happen.

They are problem solvers. High-achievers. All of their lives everyone has come to them when they need help because they know that it will be taken care of.

And this is exactly the reason why many of them are not good leaders (yet).

When you are strong, smart and reliable you learn to default to your own capabilities to get stuff done. To make things happen.

You’ve spent a lifetime taking care of business and doing it well. You trust your ability to get things done in exactly the way you want to.

This will only take you so far in your success and to move beyond it will require a change.

As a leader you need to learn how to ask for help – not because you need it, but because you want it.

The truth is that you may not NEED the help. Chances are that you can ‘do it all’ but do you really WANT to?

The call to lead is often a call to receive. To have the courage to ask for help and take it when given.

This isn’t always easy – I struggle with this as do many of my clients. This is the reason why I lovingly call myself a recovering control freak. 😉

Yes – you can do it all, but my wish for you is that you don’t have to.

I’m gathering together a group of women for my new LEAD Mastermind – where we are going to explore this and the other facets of leadership. Message me if you are curious to learn more.

#21daysofleadership #day8 #receivetogive #LEADMastermind

Day 7 – Be a boredom fighter for your people

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21 Days of Leadership

I have a team that people envy. I know this because they tell me. 😉

My team is 100% committed to the business and our vision. They are trustworthy and reliable. They show up. Do great work. Bring ideas. And they stick around for years.

What am I doing as a leader to help encourage this?

Simple – my #1 goal with my team members is to ensure that they get to GROW. They get to do work that allows them to expand and become more of who they really want to be.

I used to work as a recruiter in Calgary years ago, and part of my work entailed interviewing people who were looking for new jobs. The #1 reason they wanted to leave their current job?

They were bored. They didn’t see any room for advancement and learning, so they choose to leave.

If you want to attract and KEEP the best people, part of your job as a leader is to make sure that they don’t get bored. That they always have room to grow and expand in the work that they are doing.

Now it is important to ensure that their growth path matches what the business wants and needs from them. When that is no longer true then it may be time for that person to move on. (The only time any of my team members have left in the past 5 years was when their growth path was no longer something they could do in my business – so it was time to move on.)

Do you know what your team members long-term goals and aspirations are? If not now is the time to ask.

What can you do to help your team members grow and expand? Is there another role they could take on (and likewise an old role to let go of?) Is there any training or additional support that would help them on their path?

Give your team opportunities that they won’t find elsewhere and they will stay for the long run.

I’m gathering together a group of women for my new LEAD Mastermind – where we are going to explore this and the other facets of leadership. Message me if you are curious to learn more.

#21daysofleadership #day7 #boredomfighter #LEADMastermind

Day 6 – Making TO vs FROM decisions

By | CEO Tips, Leadership, Team & Outsourcing | One Comment

21 Days of Leadership

All decisions are either moving you towards what you want
OR
taking you away from what you don’t want.

A TO decision will often feel uncomfortable in the moment, but it will have a longer term payoff.

For example, you decide to hire someone for your business. It’s scary to invest that money in the moment but you do it because you know that in order to get to the next level you have to get stuff off your plate.

Spending that extra money in the moment is uncomfortable, but the long term payoff is worth it.

A FROM decision will feel better in the moment, but it doesn’t necessarily support your long term vision and goals.

Take the same example from above – instead of investing in additional help you decide to keep doing it on your own.

This may feel much better in the moment but the long term effects may be undesirable. Yes, you’ve relieved the pressure/fear for now but a year down the road you may be stuck in the same spot doing the same things.

Put simply – any decision you make is either taking you closer TO your vision, or its moving you away FROM your vision.

Which do you choose today?

I’m gathering together a group of women for my new LEAD Mastermind – where we are going to explore this and the other facets of leadership. Message me if you are curious to learn more.

#21daysofleadership #day6 #towardsthevision #LEADMastermind

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