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Power Leader | discoveryourpowerteam.com

Archive for the Power Leader

Listen to the audio post:

If I were to follow you around for a day and be able to see everything you do and hear everything you say, would I come to the conclusion that you are a CEO – Chief Entrepreneurial Officer of what is or could potentially be a 6-figure business OR, might I think that you are part of the administrative support staff?

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As entrepreneurs, many of you are wondering why you are having trouble getting clients, making money and actually experiencing the freedom and abundance you crave.

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You blame the economy, or you say, “my clients don’t have any money, they will never pay me what I am worth” or “I’m overwhelmed”.  Are you are working 12-hour days…7 days per week….has your business taken over your life?

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If so, why is this the case?

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Many of you have told me it is because you don’t have people to help you, so you find yourself “stuck” doing it all…but you know what?  In my experience that may be one piece of the puzzle….most often than not, it is not the primary reason why you or your business are not at your peak potential.  Most often than not, it is because the CEO of your business – that would be YOU – is Missing in Action!

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Could it be that you are getting small results, because you are acting small?  There is NO CEO at the helm of your business and you and your business are suffering!

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Here’s the thing, I could easily tell you go out and hire a team or even one person…put your business systems in place…but none of that will matter if you are not showing up in your business…prepared to step up and put on your “big girl panties” (as one of my past mentors likes to say).

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Simply put, you need to step up and step into your CEO role!

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Now this is not about being a DIVA and frowning down upon certain administrative tasks that need to get done in your business.  This is about making sure you spend your precious time doing what matters…what really matters for the growth and success of your business.

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So what should you be focused on?  These three things:

1. Generating revenue

2. Serving your clients/customers/patients by offering your blessing to the world

3. Providing leadership, vision and strategic direction

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If you want additional information on how to get stuff off your plate, free your time so you can truly step into your CEO role and  you want to learn how to find and hire your dream team, I urge you to check out my latest home study program, Power Team Hiring Secrets.

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In this program you will learn the exact step-by-step blueprint I use to hire dream team members for my VIP clients.  You will also get checklists, sample role descriptions, sample postings, interview questions and hundreds of tips so that you can hit the ground running.

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Letting go, learning to delegate and hiring the right people for your team can be quite daunting.  Power Team Hiring Secrets gives you the tools at your finger tips so that you can have confidence that you are hiring just the right people you need for you and your business.

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And the entire program is available for immediate download!  Claim your copy right now by clicking:  www.PowerTeamHiringSecrets.com!

 

Virtual Team communication email may not be best communication tool!Successful leadership of virtual teams includes clear and effective communication with your virtual team members. Too often, especially since the advent of email and chat tools such as google chat and Skype chat, we revert to texting as our primary and sometimes our ONLY  mode of communication with our team members. Practical? Perhaps. Efficient? It depends!.
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While, at the outset, email and chat tools may seem like a time saver for you, the business owner, I urge you to seriously look at how effective these tools truly are for you, your team and your business.  In certain circumstances, the use of email and texting may be impeding your team’s success!

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These tools definitely can be efficient if used in the right situations; however they can also lead to confusion and misunderstandings if used for ALL communication between you and your virtual team (virtual assistant, graphic designer, bookkeeper, online business manager, web master, etc.)

 

Mehrabian Communication Study: 7%-38%-55%

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Albert Mehrabian, Ph.D. conducted a series of experiments several years ago on the relative importance of verbal (words) and nonverbal (tone of voice and body language) on the impact of your message.  While his focus was on communications pertaining to feelings and attitudes (i.e.: like and dislike) versus normal, everyday communication; I still think it helps to remind us that there is more to communication than just words:

. Continue reading ‘Virtual Team Communication – Email and Texting may be Impeding Your Team’s Success!’

So many entrepreneurs fall prey to the huge workload and the feelings of overwhelm that await them as they try to fulfill every single role in their business.  Part of my mission in working with business owners is to enable them to create their vision and implement systems and teams that support the realization of their dream.

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In my opinion a critical step to achieving business growth and success is your ability to take on the leadership role in your business. Selecting the right team members to work with you will not only inspire you, but also empower you to acheive even more than you ever imagined possible. 

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I just came across this great quote by Bill Gates that I just had to share with you, “As we look ahead into the next century, leaders will be those who empower others.”

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So, as we embark on a new week:

  • what will you do to empower your team members
  • what will you do to empower your customers, and lastly
  • what will you do to empower yourself?

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I’d love to hear from you.  Click on the “Comments” graphic below and tell me what you are doing this week to empower others and yourself!

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To your empowerment and success,

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Many business owners I meet went into business for themselves because they wanted to do what they love, set their own schedule and be their own boss. Some actually worked to transform their hobby into a revenue-generating business.  That being said, many were not prepared for the responsibilities that come with being a business owner….being THE owner of THEIR business.  Here is a quote that says it well:

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“I wanted to be an editor or a journalist, I wasn’t really interested in being an entrepreneur, but I soon found I had to become an entrepreneur in order to keep my magazine going.”   Richard Branson

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Are you struggling with your business owner role?  Are you finding yourself overwhelmed with running the day-to-day aspects of your business? Interested in growing yourself and your business to the next level?  Why not contact me for a strategy session.  Email me today at sherleygrace@DiscoverYourPowerTeam.com and let’s set up a time to talk.

paris france marketAs a business owner, should you be responsible for training individuals you hire to work on your team? There are opposing views on this question.  Many entrepreneurs think that they should not have to train. They feel that the individuals they hire should know how to do the job upon being hired. Others think that it is indeed their responsibility to not only train the individuals who join their team but also pay them while they learn.  This very topic came to mind as I was buying bananas in France.

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We recently visited my brother-in-law and sister-in-law in Paris, France.  While there, I went with my sister-in-law to the grocery store. Needless to say that, like you, I have purchased groceries thousands of times in my life, and since I am fluent in French, language was certainly not a barrier. So why would it take me three times longer to do groceries?

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I wanted to buy a few bananas.  How many times have you purchased bananas?  I take a couple and am about to place them in a little plastic bag (like I do back home) when my sister-in-law while pointing to the scale says, “You have to weigh them”.  I place the bananas on the scale and she says, “”perfect”, and walks away.  

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Now I have weighed fruit and vegetables in the past. You lay them on the scale, place them in a bag and write the weight on the bag with a marker. Well, I had to call my sister-in-law over because nothing was happening.  My bananas just sat there, innocently waiting for this foreigner to get her act together! So my sister-in-law explains the process: you go back to the table with the bananas, you find the numerical code noted on the sign, you go to the scale, place your bananas on the scale, enter the code, press enter…et voila…out comes the label with the price, which you place on your item. 

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So what does my story have to do with hiring and training your team? Everything! 

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If you have followed me for any length of time, you know that I firmly believe that before you hire someone, you should outline their role and responsibilities – what it is you want them to do – as well as the skills, knowledge and experience they require to do the job.  For example, if you are looking for a social media marketing manager, you can expect them to have experience developing social media strategies for online entrepreneurs, be familiar with the various social media vehicles/tools available, understand how to use each to accomplish the desired goals, etc. 

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You should not hire a social media marketing manager that has not used Twitter, Facebook, LinkedIn, etc. to effectively build relationships and market their own business.  This is the expertise you are hiring for! 

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What they cannot be familiar with, however, is how you run your business. If you want your team members to be as productive as possible, as quickly as possible, you need to invest energy, time and money  to teach them about you, your expectations, your goals, your business.  Don’t eliminate this important step. 

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While I know how to shop for bananas, it took a little time and some assistance from my sister-in-law to learn the ins and outs that are specific to this particular grocery store.  Help your team members learn the specifics that are unique to you and your business. Help your team members help you!  This can only lead to a win:win:win situation for you, them and your business! 

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A bientôt!

reliable employees

On a recent group coaching call, one of the entrepreneus asked me how to deal with the fact that one of her team members was not reliable. Let me give you some background on the situation and provide you some tips and techniques for leading an individual on your team who is not performing according to expectations. 

 

This entrepreneur, let’s call her Liz hired an individual we will call Kathy on a contract basis.  Kathy’s role was to approach different companies and invite them to sponsor a particular event. The agreement was that Kathy would earn a commission on every sponsorship she secured. 

Two weeks into the assignment, Liz had heard nothing from Kathy, so she called Kathy for an update. Kathy stated that she was working on it, all was well, and she would report back to Liz when she had some news. Two more weeks passed before Liz realized she still had not heard from Kathy.  This is where Liz asked me for advice on what to do with this “unreliable” person. 

 

As the business owner, if this happened to you, what would you do?  Fire Kathy? Speak with Kathy?  Do nothing and wait?  Here is what I suggested to Liz.

 

I asked Liz what made her conclude that Kathy was unreliable. Liz deemed Kathy unreliable because she did not secure any sponsorships, probably had not approached any companies and did not communicate back on a regular basis.  Was Kathy indeed unreliable?  I don’t know. Perhaps, perhaps not. Were expectations clearly outlined and agreed upon at the onset?

 

Unclear expectations is the number one reason why entrepreneurs end up being disappointed with the individuals they hire to help them. When team members fail to produce the desired results, business owners can give credence to their little voice that says, “I told you so; no one can do it better than I.” This is the belief that causes business owners to revert back to their old habits of doing everything themselves and ban delegation from their vocabulary. It doesn’t have to be that way!

 

Getting back to Liz and Kathy, it became clear that expectations had not been defined and shared at the start of the assignment.  As I mentioned earlier, this is often the case.  That being said, the situation can be salvaged, if both parties are in willing to work this through. As a result, I suggested that Liz:

  • clearly outline the task and her expectations including number of companies she wanted Kathy to approach per week, types of companies she wanted Kathy to approach, what project information she wanted Kathy to share with potential sponsors, how often she wanted Kathy to report back and what information she wanted from Kathy during these status updates
  • meet with Kathy to discuss progress thus far and find out from Kathy what issues she was having with the task and what she felt Liz could do to help
  • create a system or process outlining the steps one should take when approaching potential sponsors
  • review the task description, desired outcomes, expectations and the process map with Kathy. 

The goal of the meeting was to reset the agreement by clarifying expectations and deliverables and determining if Kathy had the knowledge, skill and interest to achieve the desired results.

 

When resetting expectations with a team member, be sure to gain her agreement on what needs to be done and determine a date and time for the next status update.  Advise her of what she should do if she has questions or if issues arise.  Most importantly, be sure to meet at the designated date and time to review progress. 

 

If you find that once you have reset expectations, the individual is still not performing adequately, you have to let her go.  You will have to invest time and energy to find a replacement; however this will be less taxing on you than keeping someone on staff who isn’t pulling their weight, is not interested in the task or simply does not have the knowledge or expertise required.

What issues have you encountered when having people assist you in your business?  What has worked for you? If you have any comments or questions, feel free to email me at sherleygrace@DiscoverYourPowerTeam.com

When working with my clients, I am often asked to explain the difference between a coach and consultant.  Many use the terms interchangeably.  Let’s look at a few definitions and key questions you should ask yourself when looking to hire someone who can help you reach your goals.

 

What is a Coach

The International Coach Federation (ICF) defines a coach as “an individual who partners with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential”. The premise taught by some coaching schools such as CoachU is that the client has the answers within him and the coach helps the client find those answers.  Coaches normally hold clients accountable to implement the agreed upon actions that come out of the coaching sessions. 

Over the past several years, many individuals have started coaching practices.  Since there is currently no governing body that distributes the title of “Coach”, many define their business and service using their own definition of coaching.  Some coaches who are experts in a certain area, for example online marketing, are coaching clients on how to learn and implement the techniques that have worked for them. 

The bottom line is that coaches help you determine what needs to be done and how to do it; however their only potential involvement in implementation is to provide you feedback.

Are things becoming clear?  If so, don’t worry; I am about to muddy the waters even further…let’s look at Consulting!

 

What is a Consultant

According to Small Business Encyclopedia, a consultant is an individual who possesses special knowledge or skills and provides that expertise to a client for a fee. Consultants help all sorts of businesses find and implement solutions to a wide variety of problems, including those related to business start up, marketing, manufacturing, strategy, organization structure, environmental compliance, health and safety, technology, and communications. An advisory consultant analyzes the problem and turns recommendations over to the client, but is not involved in implementation of the solution. In contrast, an operational consultant remains on hand to assist the client in proper implementation, or in some cases handles the implementation without the client’s assistance.

 

Clear as mud?  So who do you need to help you grow your business?

 

Key Questions to Ask Yourself

My recommendation is that you focus less on the title of the individual and concentrate instead on what you want to accomplish, and what support you require.  Here are three critical questions you should ask yourself when looking to hire a coach or consultant:

1. What do you want to accomplish while working with this individual (e.g.: grow my business by 30% in the next 12 months, help stepping into my new leadership role)?

2. What help do you require to accomplish your goal(s) (e.g.: someone to brainstorm with and help you create your business growth plan and related budget, help you determine what staff your require and how to fill the vacancies, hold you accountable, keep you focussed on the task at hand)?

3.  Do you want the individual to take on some of the work/tasks or are you simply looking for recommendations or a sounding board?

 

With the answers in hand you can seek out the individual with the right skill set, knowledge, experience and personality to work with you to accomplish your goal(s).  Be sure to mention to prospective coaches/consultants what you are looking to accomplish, what assistance you are specifically looking for and how you see working with the individual.  This will provide them the opportunity to identify if their services and practices match your requirements.

 

I offer coaching, consulting and training services to entrepreneurs looking to grow their business.  My level of involvement varies per client.  For more information on my offerings, click this link or click on the Programs and Services tab above.

 

To your empowerment and success,

Sherley

priority number one self care solopreneurHappy Wednesday! The middle of the week is a good time to pause to reflect on how things are going. Have you accomplished everything you wanted so far this week? Were you able to remain focused? Have you established your priorities for the rest of the week? Have you scheduled some YOU time? Yes, you read correctly…..YOU time!

 

As Solopreneurs, coaches, consultants, speakers, we have a tendency to place ourselves at the bottom of the priority list. Heck…often we don’t even make it on the list at all!  Let’s face it, how many of you actually schedule time during the week for downtime, for self care, to do something that rejuvenates you?  If you do, I applaud you and encourage you to continue.  What I do know, however is that most of you do not!

 

Tell me if this sounds familiar:  it’s 6:00 a.m. Monday morning, you get up, get the kids ready for daycare or school, have breakfast, shower, go to your home office and start working on your business.  Throughout the day, lunch, bio breaks or any other kind of break for that matter, become optional. Continue reading!