C-Suite Network™

Menu
Search
Close this search box.

Category: Advice

Categories
Advice Best Practices Management

New Delegation Strategies for Franchise Success

All successful business owners have to learn to delegate. But I would argue that delegation is especially critical for franchise owners who want to own more than one franchise location, and who would like to see all their franchises succeed and grow.

I would also argue that many franchise owners have an especially difficult time learning to delegate to others. Many tend to fall into a pattern like this . . .

An owner starts by buying one franchise, and works extra hard to make it successful. That owner learns that in order to succeed, it is necessary to stay on top of every detail of running the business. That owner can have a very difficult time transitioning from being the owner of just one location to being the owner of several or many. And similar difficulties can emerge even in one location if it starts to grow.

One supervisor cannot be hands-on in multiple locations, or in one location when it reaches a certain size. At a certain point, the owner has to hire competent employees, trust them, and delegate responsibility and work to them.

That poses a contradiction for many owners, because the same style of supervision that brought success earlier on has to be left behind.

Steps to More Successful Delegation

First, have a clear vision and expectation of the roles you are hiring for. Perhaps you’re hiring a person whose job will be to open up new locations. Or perhaps you’re hiring a person whose job will be to hire and help you staff up – in other words, to be your HR manager. Or maybe you’re hiring someone who will be a retail and sales manager. To succeed, you need to hire people who have the experience, aptitude and skills to handle the specific tasks you need done. You can then delegate those tasks to them and loosen your control over many details. You can then stop micromanaging and start to concentrate on bigger issues of expanding your business.

As the expression says, you can stop working in your business and start working on your business.

Second, hire people who can be delegated to. Does their experience indicate that they have been in the past, and that they are open to input and suggestions? During interviews and screening, do they demonstrate the kind of a cooperative, personable and enthusiastic attitude that tells you they will be open to being delegated to?

Third, hire people who understand and communicate well. You can get a sense of this in interviews. When you explain a current challenge or set of expectations, is the candidate quick to understand and grasp the essence of what you are saying? Is he or she able to listen well and to ask questions until a solid level of understanding is achieved? Pay attention to this issue. Hiring managers and then having to explain things repetitively to them is a frustration that can convince you that it is necessary to micromanage. And that is something to avoid.

Fourth, provide excellent training in the critically important skills the job will require. Often, franchise owners like to hire managers and other employees who have lots of prior, applicable experience. Those owners expect that a new employee’s previous experience will take the place of training – in essence, that the employee will arrive on the job “pre-trained.” There may be some truth in that. However, it is always more effective to carefully define the skills your new hires should have, develop metrics to measure them, and to train those abilities.

And Think about Relatability

As you meet with possible hires, ask yourself, “Is this someone I can relate to . . . someone I can see working with closely in the years ahead?”

One way to increase the likelihood of productive, long relationships is to consider offering very promising employees an opportunity to work their way toward limited partnerships in your franchise.

Evan Hackel, Entrepreneur, Author, Speaker, Podcaster

As author, speaker and entrepreneur, Evan Hackel has been instrumental in launching more than 20 businesses and has managed a portfolio of brands with systemwide sales of more than $5 billion. He is the creator of Ingaged Leadership, is author of the book Ingaging Leadership Meets the Younger Generation and is a thought leader in the fields of leadership and success.

Evan is the CEO of Ingage Consulting, Delta Payment Systems, and an advisor to Tortal Training. Reach Evan at ehackel@ingage.net, 781-820 7609 or visit www.evanhackelspeaks.com

 

Categories
Advice Best Practices Human Resources

How to Make Your Event More Diverse and Inclusive

Event planners must pay attention to a whole host of components when planning events where attendees will spend valuable time and money. However, one crucial aspect that planners sometimes gloss over or overlook entirely is ensuring that events champion diversity and inclusion. Adding a woman, person of color, and/or LBGTQ individual to your speaker panel is important, but not enough. The following tips can help make your events more appealing, diverse, and inclusive.

1. Choose diverse speakers.

Long gone should be the days when event speakers are primarily white, male, heterosexual, and non-disabled. Companies that make this mistake might end up on blogs, news, and social media sites such as Tumblr’s “All Male Panels” account. Avoiding “manels” (all-male panels, especially all-white ones) is an important way to add diversity. However, as noted earlier, simply adding a female, LGBTQ or BIPOC (Black, Indigenous, and People Of Color) speaker can come across as insincere unless they and their expertise are centered and the event as a whole “walks the walk” of diversity and inclusion.

If you want to prioritize a diverse group of speakers and don’t know where to begin, send out a call on Twitter or LinkedIn asking for speaker recommendations and review members of trade associations relevant to your event’s industry. You can also review the history of speakers and inclusion efforts at events such as SaaStr, which openly commits to inclusivity. And don’t forget to prioritize diversity among your emcees, moderators, entertainers, and announcers as well as panelists and speakers.

2. Work with minority- and women-owned vendors.

Events typically involve hiring multiple vendors, including caterers, florists, signage companies, audiovisual production teams, experiential marketing agencies, entertainment, service personnel, and transportation. If you’re required to use your event venue’s in-house staff during your event, look for opportunities to hire minority and women-owned vendors for other needs. A helpful place to find minority- and women-owned businesses is the Chamber of Commerce in your event city. You can also search the Small Business Administration’s Federally Certified Women and Minority-Owned Business Directory, filtering your results by industry or state. LinkedIn is another place to connect with women and minority business leaders.

3. Prioritize accessibility.

Fortunately, the American Disabilities Act requires public facilities to include accessible restrooms, ramps, elevators, and other features that make attendance easier for those with disabilities. While it might seem tempting to host an event in a privately owned or historical venue, you must ensure these basic needs are met. Forcing an attendee or speaker in a wheelchair to use a service elevator because it’s the only accessible one, for example, won’t feel very inclusive. Aspects you might not consider, like narrow doorways, uneven pavement, curbs, loose gravel walkways, background music, flashing lights, and low lighting can impede people with disabilities. In addition, attendees with disabilities may need other services or accommodations such as transportation, more spacing between chairs and tables, accessible event website and registration process, closed captioning, assistive listening devices, braille-printed materials, allowance of service animals, and/or sign language interpreters.

Provide opportunities for attendees to share their accessibility needs ahead of time and make sure there will be personnel on-site trained to assist people with disabilities. Finally, educate your team and anyone interacting with attendees with disabilities so they use appropriate terminology. For example, it’s no longer considered polite to refer to someone as “handicapped.” Instead, use “a person with a disability.” The National Disability Authority offers a helpful list of appropriate terminology.

4. Get diverse with your food offerings.

Instead of serving typical “event food” such as continental breakfasts, sandwiches/wraps, and standard buffet items, consider offering ethnic foods. Caribbean, African, Latin American, and Asian foods are loaded with savory flavors. Food trucks are all the rage these days, so hiring a lineup of diverse food trucks (often owned and run by BIPOC individuals) is an effortless way to offer attendees a variety of hip, authentic foods while also fulfilling tip no. 2. Check out Roaming Hunger or your local city site to book food trucks.

Make vegans and vegetarians feel more welcome by serving more than garden salads or steamed vegetable dishes. Some attendees will have dietary needs that might include low-sodium, gluten-free, lactose-intolerant, and free of common allergens (nuts, peanuts, dairy, eggs, wheat, soy, and shellfish), so be sure to provide suitable options, and wherever possible, include ingredient lists. Last, be mindful of religious food restrictions, particularly during holidays, which may prevent attendees from eating certain meats and non-kosher or non-halal foods. On that note, choose an event date that doesn’t conflict with religious or cultural holidays. Do an online search for religious holidays to learn the dates of unfamiliar ones.

A few final tips

Attentive details can go a long way toward making people feel welcome and comfortable at an event. Here are some examples:

• One simple way to avoid discomfort over mispronounced names or misunderstood gender identity is to ask attendees to provide their pronouns and phonetic spellings of their names; then you can include these on nametags and online event profiles.

• If the venue does not have gender-neutral restrooms, create some by changing the signs on existing bathrooms and blocking off urinals.

• If you expect non-English speakers, make sure your event includes bilingual signage, materials, and presentations.

• Another thoughtful gesture to welcome neurodiversity is to provide cozy, quiet spaces where people feeling overwhelmed can relax and take a break.

• During your event-planning phase, ask people with disabilities or who are vulnerable to feeling marginalized what you can do to make the event more enjoyable.

• Finally, follow up with a post-event survey to learn how you can improve next time.

Don’t pursue the objective of an event that embraces diversity and inclusion simply to avoid negative publicity or attract more attendees — diverse and inclusive events often deliver more meaningful and beneficial experiences and outcomes. But more importantly, everyone attending an event, whether it’s a tradeshow, festival, convention, or expo, deserves to feel welcome.

Categories
Advice Human Resources Marketing

The Benefits of Having a Fractional CMO for Small Businesses

Small businesses operating in today’s highly competitive business landscape often encounter substantial obstacles when it comes to effectively marketing their products and services. With limited resources, tight budgets, and a lack of in-house marketing expertise, they face significant challenges in developing and executing successful marketing strategies. These obstacles can hinder their growth potential and prevent them from effectively reaching their target audience.

Amidst these challenges, small businesses can overcome barriers and access top-tier marketing guidance by hiring a fractional CMO. This experienced marketing professional works on a part-time or project basis, offering strategic insights, guidance, and execution expertise.

Unlike a full-time CMO, a fractional CMO allows small businesses to access the expertise of an experienced marketing leader without the high costs. This arrangement grants them high-level marketing knowledge, strategic thinking, and industry insights that drive growth and enhance their competitive position.

Engaging a fractional CMO allows small businesses to access valuable experience and specialized skills not found internally. This external expertise helps navigate marketing challenges, identify opportunities, and develop targeted strategies aligned with their goals.

In the following sections, we’ll explore the benefits of having a fractional CMO for small businesses. From cost-effectiveness to fresh perspectives and scalability, this arrangement has diverse advantages that transform marketing efforts. Let’s delve into the details and discover how a fractional CMO maximizes small businesses’ marketing potential.

Cost-Effectiveness

One of the primary benefits of a fractional CMO for small businesses is cost-effectiveness. Hiring a full-time CMO may be financially out of reach for many small businesses, but a fractional CMO offers a flexible and affordable solution. With a fractional CMO, small businesses only pay for the services they need, providing access to expert marketing guidance without the burden of a full-time executive salary and benefits package.

Expertise at Your Fingertips

Fractional CMOs bring a wealth of experience and expertise to the table. These highly skilled professionals have worked across various industries, mastering marketing principles and best practices. Engaging a fractional CMO grants small businesses access to seasoned professionals who understand their unique challenges. This expertise empowers them to develop comprehensive marketing plans, identify growth opportunities, and execute tailored strategies for their goals and target audience.

Fresh Perspectives and Innovative Strategies

Small businesses often struggle to break free from stagnant marketing approaches. A fractional CMO injects fresh perspectives and innovative strategies into the mix. These marketing experts provide an outside viewpoint, introducing new ideas, industry insights, and emerging trends that can revitalize a small business’s marketing efforts. With a fractional CMO, small businesses can stay ahead of the curve, adapt to changing market dynamics, and gain a competitive edge.

Scalability and Flexibility

As small businesses grow and evolve, their marketing needs change. Fractional CMOs offer scalability and flexibility to accommodate these shifting requirements. Whether it’s for short-term projects, seasonal campaigns, or ongoing strategic guidance, small businesses can tap into the expertise of a fractional CMO on demand. This scalability ensures that small businesses can access high-level marketing support when needed, without the constraints of long-term commitments or excessive costs.

Knowledge Transfer and Team Empowerment

Working with a fractional CMO goes beyond strategic guidance; it enables knowledge transfer and team empowerment. Fractional CMOs offer training, mentorship, and upskilling to enhance the capabilities and professional growth of the marketing team. This collaboration strengthens the organization, building a stronger marketing team and expanding in-house expertise.

Access to a Diverse Skill Set and Network

Fractional CMOs often come with a diverse skill set and a vast network of industry connections. This can be invaluable for small businesses looking to expand their reach and explore new opportunities. Fractional CMOs can harness their network to establish partnerships, secure media coverage, and connect with industry influencers. By accessing this network, small businesses can enhance brand visibility and unlock collaboration opportunities.

Strategic Planning and Data-Driven Insights

Fractional CMOs excel in strategic planning and data-driven decision-making. They can analyze market trends, conduct competitive research, and identify gaps and opportunities for small businesses. Fractional CMOs utilize data to develop tailored marketing strategies that resonate and drive meaningful results. This strategic approach ensures that small businesses make informed decisions and allocate their marketing

End Thoughts

Small businesses need to maximize their marketing potential to stand out and thrive. Hiring a fractional CMO offers small businesses expertise, strategic guidance, and fresh perspectives to navigate challenges and seize growth opportunities. The benefits are numerous, from cost-effectiveness and scalability to access to top-tier marketing talent. Small businesses can elevate their marketing efforts, enhance brand positioning, and achieve sustainable growth by leveraging the knowledge and experience of a fractional CMO.

Categories
Advice Management Strategy

Minimizing Liability Risks: Leveraging an LLC to Lease Vehicles to Your Operating Companies

Introduction 

When it comes to protecting your business and its assets, mitigating liability risks is of paramount importance. One strategy that entrepreneurs and business owners can employ to safeguard their cash flow and shield their operating companies from potential liabilities is utilizing a Limited Liability Company (LLC) to own and lease vehicles. This approach offers a dual benefit: it allows companies to write off vehicle expenses while keeping potential liability issues separate from the core business. In this article, we will explore the advantages and considerations of using an LLC to own vehicles and lease them back to your operating companies. 

The Role of an LLC 

An LLC is a popular legal structure that provides personal liability protection for its members while offering flexibility in terms of taxation and management. By creating an LLC specifically for vehicle ownership, entrepreneurs can effectively separate the liabilities associated with their business operations from those related to vehicle usage. 

Advantages of Using an LLC for Vehicle Ownership 

1. Asset Protection: By establishing an LLC as the owner of vehicles, you create a legal barrier between your operating companies and potential liability claims arising from accidents involving those vehicles. This arrangement can help safeguard your business’s assets and shield them from claims or lawsuits that may arise from a vehicular incident. 

2. Tax Benefits: Leasing vehicles from an LLC allows your operating companies to write off all vehicle-related expenses, including depreciation, maintenance, insurance, and fuel costs. This can result in significant tax savings, as these expenses are considered legitimate business deductions. By maximizing tax benefits, you can optimize your company’s financial position and improve its bottom line. 

3. Enhanced Control: Centralizing vehicle ownership within an LLC provides better control and oversight. You can implement strict policies and guidelines for vehicle usage, maintenance, and safety, ensuring compliance across all operating companies. This control mechanism helps maintain consistency in operations, reduce risks, and streamline management processes. 

Considerations and Best Practices 

While utilizing an LLC for vehicle ownership and leasing presents several advantages, it is important to consider the following points: 

1. Proper Legal Structuring: Ensure that the LLC is established as a separate legal entity with its own operating agreement, finances, and tax records. Commingling funds or neglecting the legal formalities of the LLC can jeopardize the protection it offers and potentially expose your operating companies to liability risks. 

2. Adequate Insurance Coverage: Although an LLC can shield your operating companies from direct liability, it is crucial to obtain comprehensive insurance coverage for the leased vehicles. Consult with an insurance professional to determine the appropriate coverage levels, including liability, collision, and comprehensive insurance, to address potential risks adequately. 

3. Compliance with State Laws: Be aware of specific state regulations regarding vehicle ownership and leasing structures. Consult with one of our experts who is familiar with your jurisdiction’s laws to ensure compliance and avoid any legal issues. 

4. Professional Guidance: Given the complexity of legal and tax matters, seeking guidance from an expert is advisable. Controllers, Ltd can help you establish and maintain the proper structures and documentation required for an LLC-owned vehicle leasing arrangement. 

Conclusion 

Employing an LLC to own vehicles and lease them back to your operating companies offers a practical solution for reducing liability risks and maximizing tax benefits. By separating vehicle ownership from your core business, you can protect your assets while enabling your operating companies to deduct vehicle-related expenses. However, it is essential to follow proper legal and financial procedures, maintain adequate insurance coverage, and comply with state regulations to ensure the effectiveness of this strategy. 

Consult with one of my Experts who will provide the necessary guidance to implement this approach effectively and safeguard your business from potential liability issues. Book a complimentary appointment today at www.calendly.com/stephan-controllers or give us a call at (775) 384-8124. 

Categories
Advice Parenting Skills

Supporting Your Child’s Journey

Dear Parents,

At Conscious Parenting Revolution, we are dedicated allies of the LGTBQIA2S+ community and committed to supporting parents through the journey of raising children. As parents, we understand that guiding our children through various changes can be a challenging task, particularly when it comes to transitions and transformations that we may not have personally experienced. Parenting during the teenage years can evoke a range of emotions— pride and worry, joy and frustration. This phase of life can be equally demanding for parents as it is for their children.

The parent-child relationship undergoes a fundamental shift as our children embark on the journey to young adulthood. Witnessing this transformation is rewarding, but it also requires us to adapt our parenting style. We need to transition from being mere managers to becoming trusted consultants.

The Transformation From Childhood to Youth

Many parents fear that they may lose their connection with their children during the challenging teenage years. Society often portrays teenagers as having difficult attitudes and wanting little to do with their parents, but this depiction fails to capture the whole story.

In reality, teenagers are going through a process known as individuation—a phase where they form their own independent identities. Although these changes can be normal, they may also be confusing, hurtful, and even a little scary for even the most understanding parent. Creating a safe space for our child’s individuation process becomes crucial for maintaining a happy and healthy parenting relationship. 

How to Help Young Children Transition Into Young Adults

While it may seem like our teenagers are pushing us away, the truth is that they still need us during this tumultuous phase of their lives. They face high-stakes decisions daily, from navigating peer pressure and romantic relationships to choosing their paths after graduation.

During this time, they require someone they trust to guide them through these decisions, and that someone can be us. However, here’s the catch-22: the more we try to manage their obstacles or impose our decisions, the more our teenagers will distance themselves. They need to feel independent and autonomous, and failing to acknowledge this need can lead them astray.

Transition from Childhood to Adolescence

So, how should our behavior evolve to best support our teenagers? Here are a few suggestions:

  • The Changing Transition to Adulthood :Make your home a judgment-free zone. Our children absorb cues, often unnoticed by us. Have we unintentionally conveyed that we view failing a test as a sign of weakness? If so, our teenagers will be less likely to seek our help when facing academic challenges. Let’s be mindful of how we express our feelings and opinions, ensuring that we don’t discourage open conversations.
  • The Transformation From Childhood to Youth: Spend quality time together. Engage in simple activities like running errands or sharing meals. These moments create space for open communication between us and our children. The more available we are without them having to seek us out, the more opportunities they’ll have to open up to us.
  • How to Help Young Children Transition Into Young Adults: Respect boundaries. While it’s crucial to be available for our teenagers, it’s equally important not to take it personally when they are not interested in talking. Let’s respect their need for space by refraining from prying or forcing conversations. Sometimes, what they need most is peace and quiet, and honoring that can provide them with the support they require.
  • Transition from Childhood to Adolescence: Reinforce your support. We all need reminders that the people who love us are there for us. Teenagers are no exception. Every now and then, remind your child that you are a safe person they can turn to for conversations or guidance.

Supporting our children through the transition from childhood to adolescence involves creating an environment where they feel comfortable approaching us. Taking the initiative to adjust our own behavior will help build their trust in us as reliable confidantes.

The Changing Transition to Adulthood

Evolving our parenting role from managers to consultants requires letting go. It means granting our children more autonomy to be their authentic selves, even if it means relinquishing some of our control in the process.

This journey is no small feat, and wherever you are in this process, we applaud you. Together, let’s celebrate our children and provide them with the support they need as they navigate the changing transition to adulthood.

Love and Blessings,

Katherine

Want to hear more? Watch my interview with Daily Flash TV where I discuss accepting your teen! Don’t forget to subscribe to my YouTube channel so you don’t miss a thing.

Categories
Advice Best Practices Case Studies Entrepreneurship Growth Human Resources Leadership Management Operations Strategy

Break Free From Founder Dependence: Strategies for Business Success?

How to Overcome Founder Dependence as a Start-up?

Commencing a business is an exhilarating voyage. As an entrepreneur, you invest your passion and dedication into transforming your start-up from an idea into a tangible reality. However, as your business expands, there is a risk of excessive reliance on you, the founder. Founder dependence can impede scalability, hinder decision-making processes, and limit overall growth potential.

This article delves into the challenges posed by founder dependence and explores effective strategies to overcome this obstacle.

 

Three Dangers of Founder Dependence

When a start-up heavily relies on the founder’s expertise, connections, and decision-making, it becomes vulnerable to various risks. Let’s closely examine some of the perils associated with founder dependence.

  1. Limited Scalability

Founder dependence can hinder the scalability of a start-up. When all critical decisions and operations flow solely through the founder, it creates a bottleneck that restricts growth. As the workload increases, the founder may struggle to delegate effectively, leading to burnout and inefficiency.

Scaling the business becomes challenging without a well-structured and empowered team.

  1. Challenges in Decision-Making

When a start-up excessively depends on the founder for decision-making, it can slow down the entire process. The founder may become overwhelmed by the sheer volume of decisions they need to make, resulting in delays and missed opportunities.

Additionally, decision-making becomes subjective, heavily influenced by the founder’s biases and perspectives.

 

  1. Single Point of Failure

Founder dependence creates a single point of failure within the organization. If the founder is unable to work due to illness, personal circumstances, or other reasons, the entire business can suffer.

This vulnerability puts the start-up at significant risk, jeopardizing its continuity and survival.

 

5 Strategies to Overcome Founder Dependence

Now that we comprehend the challenges posed by founder dependence, let’s explore effective strategies to mitigate this risk and foster a sustainable and scalable business.

  1. Cultivate a Strong Leadership Team

Building a robust leadership team is crucial to reduce founder dependence. Identify individuals who complement your skills and share your passion for the business. Delegate responsibilities to them, empowering them to make decisions and take ownership of their respective areas.

Cultivate a culture of trust and collaboration within the team, encouraging open communication and idea-sharing.

  1. Document Processes and Systems

To minimize reliance on the founder’s expertise, document key processes and systems within the organization. Create clear guidelines, standard operating procedures (SOPs), and knowledge repositories that outline how tasks are performed.

This documentation facilitates knowledge transfer, enables new hires to quickly get up to speed, and ensures consistency in operations even when the founder is not directly involved.

  1. Implement Effective Training Programs

Invest in comprehensive training programs for your employees to enhance their skills and knowledge. By equipping your team with the necessary tools and expertise, you empower them to handle complex tasks and make informed decisions independently.

Encourage continuous learning and professional development, fostering a growth mindset within the organization.

  1. Foster a Culture of Innovation and Collaboration

To overcome founder dependence, nurture a culture of innovation and collaboration. Encourage your team members to think creatively, share ideas, and take ownership of projects. Emphasize the importance of cross-functional collaboration and create platforms for brainstorming and knowledge-sharing.

By involving the entire team in the decision-making process, you can harness diverse perspectives and drive the business forward.

  1. Continuously Evaluate and Improve

Regularly evaluate your processes, systems, and team dynamics to identify areas for improvement. Solicit feedback from your team members and stakeholders, encouraging open dialogue.

Adapt and refine your strategies based on these insights, ensuring that your business remains agile and responsive to market changes.

 

Embracing Growth and Sustainability

Overcoming founder dependence is vital for the long-term success and sustainability of a start-up. By developing a strong leadership team, documenting processes, implementing training programs, fostering innovation and collaboration, and continuously evaluating and improving, you can reduce reliance on the founder and unlock the full potential of your business.

Remember, building a business is a collective effort. Embrace the growth opportunities that come with empowering your team and trust in their abilities.

With the right strategies in place, you can navigate the challenges of founder dependence and steer your start-up towards a prosperous future.

 

 

 

 

Categories
Advice Best Practices Entrepreneurship Growth Human Resources Leadership Management Operations Strategy

The Gentle Leader’s Playbook: Mastering Employee Performance Without Being a Jerk

 

If you’re a manager or a business owner, you comprehend the significance of monitoring employee productivity in order to maintain a high-performing team. However, it is equally important to approach this task with empathy and respect, avoiding the perception of constant surveillance and becoming the manager that everyone loves to hate (just like the boss from the Office Space).

Establishing clear expectations forms the foundation of respectful productivity. Employees need to comprehend what is expected of them and how their performance will be assessed.

By precisely defining goals, deadlines, and key performance indicators (KPIs), you provide a transparent and equitable framework for tracking productivity.

 

 

The Key to Lasting Bonds: Open and Transparent Communication

Open communication is crucial when it comes to monitoring employee productivity respectfully. Foster an environment where employees feel at ease discussing challenges, seeking guidance, and sharing progress. Encourage regular check-ins, one-on-one meetings, and team discussions to offer support, address concerns, and celebrate achievements.

Remember, effective communication entails active listening and providing constructive feedback.

 

Utilizing Technological Tools

In today’s digital era, numerous tools are available to help efficiently and unobtrusively track productivity. Here are a few popular options:

1. Time Tracking Software:

Employ time tracking applications that allow employees to log their hours and monitor the time spent on specific tasks or projects. This provides valuable insights into productivity without excessive micromanagement.

2. Project Management Platforms:

Platforms like Trello, Asana, or Jira enable teams to collaborate, assign tasks, and monitor progress. These tools offer transparency and accountability while respecting employees’ autonomy.

3. Employee Monitoring Software:

While controversial, some organizations find value in monitoring software, like Acti Trak,  that tracks employees’ computer usage and internet activity. However, it is crucial to implement such tools with clear communication and consent from employees.

Remember, technology should complement human connection rather than replace it. Strive for a balance that empowers employees instead of making them feel excessively scrutinized.

 

Providing Training and Development Opportunities

Investing in the growth and development of your employees not only enhances productivity but also nurtures a positive work environment. Offer training programs, workshops, and resources to enhance their skills and knowledge. When employees feel valued and supported, they are more likely to be motivated and engaged, resulting in increased productivity.

 

 

Acknowledging and Rewarding Performance

Recognizing and rewarding your employees’ hard work and accomplishments is crucial for maintaining motivation and morale. When employees feel appreciated, they are more inclined to go the extra mile. Implement an employee recognition program that acknowledges exceptional performance, whether through verbal praise, team shout-outs, or tangible rewards.

Celebrating successes together creates a positive atmosphere and encourages sustained productivity.

 

Balancing Autonomy and Accountability

Finding the right balance between autonomy and accountability is essential for tracking productivity without being intrusive. While it is important to hold employees responsible for their work, excessively micromanaging every aspect of their day can be demotivating and counterproductive. Trust your team members to manage their own time and tasks while providing support and guidance when necessary.

This approach fosters a sense of ownership and empowerment, resulting in higher productivity levels.

 

Cultivating a Supportive Work Culture

A supportive work culture plays a significant role in effectively tracking employee productivity. Foster an environment that encourages teamwork, collaboration, and mutual respect. Encourage employees to openly share their ideas, concerns, and feedback. When individuals feel safe and supported, they are more likely to be engaged and productive.

 

Conclusion

And there you have it! Monitoring employee productivity can be accomplished respectfully without resorting to intrusive methods. By establishing clear expectations, promoting transparent communication, utilizing technology wisely, providing training, and rewarding performance, organizations can foster a productive work environment while maintaining employee trust and morale.

By adopting these strategies, employers can strike a balance between accountability and respect, ultimately leading to improved productivity, stronger employee relationships, and overall organizational success. Remember, a harmonious workplace built on trust and open communication paves the way for both individual and collective growth.

So, let’s embrace these practices and create a thriving work culture where productivity and respect go hand in hand.

 

Categories
Advice Branding Marketing

Headline: Hybrid Events Are Here – Here’s What Not to Do

If the COVID-19 pandemic has taught us anything, it’s how to interact with others through screens. We already know that experiential marketing allows brands to engage with consumers directly, but now many brands are struggling to connect with their target audience virtually. Hybrid events, which cater to in-person and remote audiences via live streaming, are becoming more common as travel restrictions and uncertainties from the pandemic linger. Hybrid experiential marketing events can be a way to reach more consumers — but they can also be tricky to pull off without mishaps. Here are five potential pitfalls to watch for when planning a hybrid event.

#1) Turning Remote Attendees Into Spectators

Setting up cameras and streaming the live event or activities to virtual audiences won’t cut it. You don’t want your remote attendees to feel like they’re on the outside looking in as mere spectators. They must have opportunities to participate in real-time along with in-person attendees. Allow for live Q & A, voting or comment sessions that remote attendees can type into chat windows — and let the live audience see the comments/questions (hire an emcee to moderate). Your in-person audience could do the same via their mobile devices so everyone has equal participation opportunities. Another option is to provide opportunities for in-person and virtual participants to snap photos and share them using event hashtags. You can find many ways to engage your virtual attendees.

#2) Using a Venue That Can’t Support Both Audiences

Your event venue or location might be fantastic for showcasing products, displaying cool videos, and hosting live entertainment — but could lack the technical capability to handle multiple video streams and Wi-Fi connections from in-person attendees. Ensure your venue or location has the technical capacity and an onsite technical support team to resolve problems quickly. A backup power source is crucial because a power outage would sabotage the entire event. Finally, the venue or location must also work for in-person and live streaming, so avoid picking one that would be challenging to film or uncomfortable or unfeasible for in-person attendees.

#3) Assuming the In-Person Personalities can Interact With Both Audiences

You might have dynamic speakers or entertainers who can expertly engage a crowd but may lack the experience or ability to excite a remote audience. (Just ask any teacher who had to teach to classroom and remote students simultaneously in 2020 — often, the remote students felt ignored). In contrast, you might have an excellent YouTuber or another online influencer who is entirely comfortable speaking to their webcam for hours but would fall apart in front of a live audience. Your entertainment or influencer may just need some training or rehearsing.

#4) Choosing the Wrong Platform

Your organization might have lived on Zoom over the past several months and held successful meetings — but Zoom might not be the best choice for an experiential marketing campaign. For example, your target audience may hang out on YouTube or Facebook, so you’ll need to understand where your target audience lives virtually. In addition, your marketing team or influencers may be talented gurus who can connect with consumers at a concert, sporting event, or shopping mall, but they may not know how to transition that talent to engage virtual audiences. The takeaway here is to research and plan carefully to ensure you’re using the right platform and people — you may have to hire outside help experienced in running hybrid experiential marketing campaigns.

#5) Ignoring Sponsorship Opportunities

Fully or partially sponsoring an event such as a concert, sports, charity, or community event is often the first thing brands consider when planning an experiential marketing campaign. However, hybrid events often reach a much larger audience than in-person only, meaning they offer fantastic sponsorship opportunities. You can use videos, sponsor-hosted sessions, banner ads, sponsorship pages, and a whole host of other methods to get your sponsor seen and heard by both audiences. In addition, you can email or text offers from sponsors to remote and in-person attendees, so everyone is offered the same swag, freebies, discounts, etc. So don’t overlook this potentially lucrative opportunity!

We can help you plan and execute a hybrid experiential marketing campaign! Contact us today & leverage our 25+ years of experience and expertise in creating impactful, successful events and activities!

Categories
Advice Best Practices Culture Entrepreneurship Growth Human Resources Leadership Management Operations Personal Development

Rise To The Challenge: How Business Owners Navigate Expectations

 

Business owners across the world wake up every morning to confront a new day filled with new and increasing challenges and opportunities.

The dawn of the digital age has not only transformed the way we live but has also revolutionized the very fabric of the modern workforce. As such, the time for mastering the art of adapting to new workforce expectations has finally arrived and it doesn’t appear to be go away any time soon.

 

Mastering the Art of Adapting to New Workforce Expectations:

Long gone are the days of the yellow pages, fax machines, and life-long employees. The world we live in today is vastly different from what it was just a few decades ago. Technological advancements and the advent of interconnectedness have spawned a generation of employees who possess unique aspirations, desires, and ambitions that can be both obstacles and opportunities for modern employers.

Traditional notions of job security and stability have given way to a quest for purpose, fulfillment, and work-life integration. If we want to find and keep a talented workforce engaged, the evolution in employee expectations demands a complete reevaluation of the employer-employee relationship, while adopting a flexible and compassionate approach to attract and retain new talent.

In this era of rapid change, we must learn to first recognize the importance of fostering a culture of continued learning and growth within our organizations. Employees now seek more than just a paycheck; they crave opportunities for professional development and personal enrichment.

As business owners, it falls upon our shoulders to cultivate an environment that nurtures curiosity and constant pursuit of knowledge. Embracing this paradigm shift not only enhances the skill sets of our teams but also empowers them to face future challenges head-on.

Moreover, the changing dynamics of the workforce demand a departure from the traditional hierarchical structures that once defined organizations. Today’s employees desire a sense of autonomy, empowerment, and purpose in their roles. As leaders, it is imperative to align your company’s values and objectives with the individual aspirations of your employees. And, to successfully extract the best of every team member every single time.

 

Unlocking the True Potential of Your Workforce:

The rise of the gig economy and remote work has further reshaped the expectations of today’s B2B workforce. Flexibility and work-life integration have become paramount in the pursuit of professional happiness. Every business has adapted their policies and practices to accommodate these shifting dynamics. Embracing remote work options, implementing flexible scheduling arrangements, and leveraging technology to foster seamless collaboration in meeting the evolving expectations of a global and digital work environment.

However, it’s also important to note that navigating this complex landscape is not without its challenges among the mountain of other demands we all face on a daily basis.

One of the biggest obstacles we face is resistance to change, skepticism, or even apprehension from employees accustomed to the traditional ways of working. This is where you need to ensure everyone’s onboarding by fully aligning your mission, vision and values with your overall strategy, goals, and outcomes. Share your vision of where you want to be and empower each team member to make decisions.

If they’re wrong, so what? No one will die.

If they feel empowered to act, instead of forced to do something, you will have moved them from a negative viewpoint, to a positive, more productive one.

 

How to Use Your Secret Weapon:

Communication, transparency, and understanding are key in appeasing the concerns of potential new hires and current employees. By clearly articulating the vision and path forward, engaging in open dialogue, and involving employees in the decision-making process, you can build a culture of trust and resilience that will withstand the test of time.

Rising to the challenge requires embracing change, adapting your strategies, and nurturing a workplace environment that values growth, purpose, and flexibility.

By recognizing the unique aspirations of your employees, fostering a culture of continual learning, and reimagining traditional structures, you can navigate these evolving expectations with ease and ingenuity. Remember, the path to success lies not in resisting change but in harnessing its transformative power to create a workplace that is both fulfilling and prosperous for all.

Here are a few effective ways to attract and retain top talent.

 

Embracing Workplace Flexibility: The Power of Choice

One of the most significant shifts in workforce expectations revolves around the increasing demand for workplace flexibility. According to a New World of Work survey, almost half (45 percent) of businesses cited staggered or flexible work schedule as a major change in their operations. The traditional 9-to-5 is a thing of the past.

Nowadays, individuals seek a better work-life integration and greatly value the ability to have more control over when, where, and how they work.

It is mission critical to recognize the benefits of embracing workplace flexibility. By offering flexible work arrangements, such as remote work options or flexible hours, you can enhance employee satisfaction, boost productivity, and attract a broader pool of talent. By placing trust in your employees and focusing on outcomes rather than rigid work hours, you create an environment where individuals can thrive and achieve their best work.

Cultivating a Culture of Continuous Learning

Another vital aspect is emphasizing continuous learning and professional development. Today’s employees highly value opportunities for growth, expanding their skill sets, and staying ahead in a fast-paced and competitive market.

Encourage employees to pursue professional development opportunities, provide access to training programs, and support their desire to learn and acquire new skills.

By investing in their growth, you not only empower your teams to reach their full potential but also demonstrate your commitment to their long-term success.

 

Prioritizing Diversity and Inclusion: Building a Stronger Team

Diversity and inclusion have emerged as integral components of workforce expectations in recent years. People now value organizations that prioritize diversity and inclusion and actively create an inclusive work environment where everyone feels valued, respected, and heard. The key word is inclusion. Include your team on making some of the big decisions and bring more ideas to the table so they feel heard and appreciated.

It is critical to use diversity and inclusion to gain a competitive advantage. Actively seek diverse talent during recruitment processes, implement policies that promote equal opportunities that foster an inclusive workplace culture. By embracing diversity of thoughts and ideas, you can tap into a wealth of perspectives, experiences, knowledge, and ideas that drive innovation and ultimately lead to better business outcomes.

After all, adapting to today’s digital world, takes an ‘all hands on deck’ approach.

 

Adapting to Technological Advancements: Embracing the Digital Age

Technological advancements continue to reshape the way we work, and businesses must adapt to remain competitive. From automation and artificial intelligence to cloud computing and data analytics, the digital age offers a multitude of opportunities for businesses to streamline operations, improve efficiency, and drive growth.

Staying informed about the latest technological trends and identifying ways to leverage them to your advantage is what will help us thrive. Let’s add embracing digital transformation, investing in a robust IT infrastructure, and providing your employees with the tools and resources they need to succeed – that’s the formula for success.

Embracing technology to optimize processes, unlocks new possibilities, and positions your business as a forward-thinking industry leader.

Also, promote your organization’s forward thinking, modern digital approach in your job listings. This will attract the type of talent you want on your team to create long-term success.

Last but not least, look after the well-being of your team. Being a manager is not just about giving orders, it’s about taking care of your people.

 

Nurturing Employee Well-Being: The Key to Sustainable Success

Amidst the changing workforce expectations, one critical aspect that should never be overlooked is employee well-being, both mental and physical. Your employees are the lifeblood of your organization and your most valuable asset. Their well-being directly impacts the overall success and productivity of your business.

Take a proactive approach to prioritize employee well-being. Implement initiatives that support work-life integration, mental health, and physical wellness. Encourage open communication, provide opportunities for relaxation and rejuvenation, and create a supportive and inclusive work environment.

 

Conclusion

In conclusion, the world of business is in a perpetual state of flux, driven by technological advancements and the changing expectations of the modern workforce. As a business owner, rising to the challenge requires embracing change, adapting your strategies and business models, and nurturing a workplace environment that values growth, purpose, and flexibility.

The path to success lies not in resisting change but in harnessing its transformative power to create a workplace that is both fulfilling and prosperous for all.

 

 

 

Categories
Advice Entrepreneurship Growth Leadership Management Skills Strategy

Leading Through Future Uncertainty

 

It’s often said by thought leaders and business gurus that “it’s never been easier to start a business than today”. While that may be true it’s also never been more confusing time to run one in today’s uncertain business climate.

Running a business is a thrilling journey filled with highs and lows, triumphs and challenges, joys and stress. Business owners experience stress of all kinds. When it comes to stress, you can say we’re experts at it.

But there is one kind of stress I want to talk about today – dealing the stress of uncertainty.

The Massive Elephant in Every Boardroom: Uncertainty

It’s widely acknowledged that uncertainty is a common concern among business owners. And for good reason. Market fluctuations can come out of nowhere like a tornado and destroy us at any time. Regulatory changes and technological advancements are forcing everyone to digitize every aspect of their organization as fast as possible just to stay one step ahead of getting left behind.

If that weren’t enough to worry about, competitors are breading and populating like rabbits. Not to mention the giant Microsoft sized looming recession-fueled financial crisis and rising interest rates.

Uncertainty is everywhere, and left unchecked, it can destroy even the most seasoned business leaders and teams.

Time and again, I have witnessed doubt, uncertainty, and fear. They possess the capability to annihilate a company and, at times, even an entire industry. What prevents companies from making the necessary changes crucial for their prosperity?

In the world of business, failing to act at all, is the riskiest move one can make.

Throughout history, countless companies have vanished because their leaders were reluctant to embrace change when clear warning signs were evident. Fear, apathy, and a lack of personal accountability, these fundamental human flaws can transform a promising company into a lifeless entity. Ultimately, it all boils down to the cancerous nature of uncertainty.

This is why it is imperative to address the elephant in the room…

The unknown can be overwhelming and emotionally exhausting, that’s why it is vital to take time to develop effective strategies to navigate the stress of uncertainty so you can conquer it before it conquers you and potentially your business.

 

Mastering Uncertainty: 10 Foolproof Steps to Secure Your Business’s Future

Uncertainty is an inherent part of entrepreneurship. The future is unpredictable, and as a business owner, it’s essential to acknowledge and accept this reality. Moreover, uncertainty can take an emotional toll, leading to unwanted anxiety and stress.

By addressing the emotional challenges associated with uncertainty, you can build resilience and find opportunities even in the face of ambiguity.

 

9 Steps to Master Uncertainty:

1. Acknowledge the Uncertainty as a Friend Instead of a Foe

The first step in dealing with uncertainty is acknowledging its presence. Understand that the future is not set in stone, and unexpected events can occur. By accepting this reality, you can shift your focus from trying to predict the future like some Nostradamus but rather develop strategies that can adapt to any scenario life throws at you.

Embrace the Socratic idea that uncertainty is not a hindrance but an invitation to innovate and grow. Life would be boring without uncertainty and continual growth.

 

2. Embracing a Growth Mindset

To navigate uncertainty successfully, cultivating an abundance, growth mindset is the only way to overcome self-doubt. A growth mindset enables you to view challenges as opportunities for learning and development. Embrace the belief that you can adapt, learn, and improve, regardless of the circumstances keeping you up at night. By fostering a positive attitude towards change, you can remain agile and resilient in the face of indecision.

Remember, the most dangerous move in business is the failure to make a move at all. It’s better to make the wrong move quickly and move on that wait too long to make the right decision. It comes down to mindset.

 

3. Dig a Mote Around Your Business Foundation

Build a solid fortifications around your business like the enemy is about to siege your castle. Dig a mote, build more weapons, and get your team ready for battle war. Conduct thorough market research to gain a deep understanding of your target audience, industry trends, and competitors, and software to make you more operationally efficient. This knowledge will allow you to make informed decisions and adapt your business strategies accordingly. Deeping your relationships with your existing customers. Keeping your current customer base during hard times can be easier than ignoring them and trying to find new ones. Having a clear roadmap in place will provide guidance during uncertain times.

PS. For more details on how to navigate your business during a recession, access my free eBook here.

4. Diversification and Flexibility

When uncertainty raises it’s ugly head, diversification and flexibility are become your secret weapons like a playbook out of The Art of War. Expand your product or service offerings to cater to a broader customer base. By focusing on diversifying your revenue streams, you can mitigate risks and adapt to changing market conditions. Explore new markets and customer segments to tap into untapped opportunities. Being open to change and willing to embrace new ideas will help you navigate uncertainty with confidence.

For Example, An IT consulting firm: During a uncertain economic times, businesses may scale back on IT infrastructure investments. To diversify its product offerings, a small IT consulting firm could expand into cost-effective solutions like cloud computing, software-as-a-service (SaaS) implementations, or cybersecurity services. This diversification allows the firm to offer more flexible and budget-friendly IT solutions to businesses looking to optimize their operations.

Don’t get stuck in a corner, have a plan b ready before you even need one.

 

5. Establish and Build a Strong Network

The strength of your network is the heart of your business. Building a network of mentors, advisors, and like-minded business owners can provide valuable support during uncertain times. Connect with experienced individuals who have successfully navigated similar challenges. Their insights and guidance can offer you a fresh perspective and help you make informed decisions. Collaborating with other business owners can also lead to partnerships and opportunities for mutual growth.

For help building your professional network look for private networks like the C-Suite Network where you can gain new connections and insights on your business from other seasoned executives.

 

6. Continuous Learning and Innovation

In a rapidly evolving business landscape, continuous learning and innovation are key to survival. Stay updated with industry trends, advancements, and technological developments. Encourage your team to engage in professional development and provide them with opportunities to enhance their skills.

By fostering a culture of innovation, you can adapt quickly to changes and seize emerging opportunities by multiply the brainstorming of innovation to your entire team and alleviate some of the pressure off your shoulders.

 

7. Effective Risk Management

Uncertainty often brings along potential risks. Identifying and managing these risks is crucial for business owners. Conduct a thorough risk assessment to identify potential threats to your business. Develop contingency plans to mitigate these risks and ensure business continuity.

Regularly review and reassess your risk management strategies to adapt to changing circumstances.

 

8. Seeking Support and Guidance

During uncertain times, seeking support and guidance can make a significant difference. Join business associations and communities where you can connect with fellow entrepreneurs facing similar challenges. These networks provide opportunities for collaboration, sharing experiences, and seeking advice. Additionally, don’t hesitate to seek professional help from consultants or business coaches who can offer objective insights and help you navigate uncertainty effectively.

 

9. Emphasizing Self-Care

Running a business amidst uncertainty can be a mental and emotional rollercoaster. It’s vital to prioritize self-care to maintain your well-being. Manage stress and anxiety through activities such as exercise, meditation, or spending time with loved ones. Maintain a healthy work-life balance to prevent burnout.

Taking care of yourself allows you to approach challenges with a clear mind and renewed energy.

 

Conclusion

Uncertainty is an unfortunate coast of doing business an owner or executive . But acknowledging any self-doubt and embracing a growth mindset, you can navigate the unpredictable future with resilience and adaptability. Hell, you might even learn to love it.

Building a solid foundation, diversifying your business, establishing strong networks, and continuously learning and innovating are key strategies to thrive amidst uncertainty. Effective risk management, seeking support and guidance, and emphasizing self-care are also essential for maintaining emotional well-being and achieving long-term success.

In my book, Running the Gauntlet, Essential Lessons to Lead, Drive Change, & Grow Profits I put the following in the Dedication:

“To all the naysayers, opportunists, and obstructionists who do their best to stop the progress of change in an organization. Note: We will beat you.”

While we are living in uncertain times, remember that these are the moments when people need leaders to step up the most.