Ingagement is a leadership philosophy that emphasizes involving employees’ minds, creativity, and emotions rather than just giving them instructions. When leaders align people and foster a collaborative environment, organizations become more successful.
What is Ingagement?
Ingagement is a leadership approach that goes beyond mere engagement. It involves actively involving employees in decision-making processes, encouraging their input, and valuing their contributions.
Traditional leadership methods often involve top-down directives. In contrast, my book Hackel’s “Ingaging Leadership: The Ultimate Edition” introduces Ingagement, a philosophy that involves everyone in the decision-making process.
Key Principles of Ingagement
Involvement: Encourage employees to participate in decision-making processes.
Communication: Foster open and honest communication at all levels.
Collaboration: Promote teamwork and collaboration across the organization.
Benefits of Ingagement
Higher Employee Satisfaction: Employees feel valued and heard, leading to higher job satisfaction.
Increased Innovation: Diverse perspectives lead to more innovative solutions.
Stronger Commitment: Employees are more committed to the organization’s success when they are involved in decision-making.
Real-Life Examples
When I was working at CCA Global Partners in Manchester New Hampshire, CEO Howard Brodsky was using a simple, yet highly effective program to build Ingagement through the ranks of his organization. Each month he held a lunch meeting for seven or eight employees, always at a local restaurant. The meetings were not exclusively for middle managers or executives; anyone could attend. “I didn’t want to give the lunches a formal name,” he explains, “because I wanted to keep everything somewhat loose.” Yet Deb Binder, a former CCA employee who was working there at the time, recalls that “If you got an invitation to go to lunch with the CEO, that was pretty exciting.” If people who had not been invited wanted to attend, they were welcome to do that. Everyone could ask anything they wanted, and no professional or personal topic was off-limits. Practical new ideas emerged from those meetings, but the greatest benefit was that people felt they were valued. Their ideas would be heard, and often tested or used, by an organization that wanted to hear what they had to say.
When I was president at Carpet One, we took our entire staff on a retreat once a year. We did team-building exercises in the mornings, and in the afternoons, we invited all the employees to attend open meetings that were held in a big room outfitted with nothing but chairs and flipcharts. Senior management (comprised of me and the people who reported directly to me) did not attend. All the attendees were invited to walk up to a flipchart, write down any topic they pleased, and start a discussion about it. In essence, we were giving people a forum where they could discuss anything without worrying about upsetting anybody from upper management or being judged. As the meetings progressed, people were able to review the flipcharts and topics that were under discussion and offer new ideas. An extraordinary number of great ideas emerged like ideas about HR, customer service and relationships, and operational efficiency. When the retreats ended, we had people put the very best ideas on big pieces of paper from the flip charts, and when we got back to our home office, we posted those sheets on the wall, got working on them, and posted progress as it was made. People could see that their best ideas were not only heard but were put into practice. As a result, they felt motivated to suggest even more ideas—it was a real benefit to both the employees and to the organization.
Conclusion: Ingagement is a powerful leadership approach that can transform your organization. To learn more about how to implement Ingagement in your workplace, buy my book here.
Mid-Year Business Check-Up: Why July is the Perfect Time to Re-evaluate Your Corporation or LLC
Mid-year evaluations are crucial for business success. Just like a regular health check-up ensures your well-being, a thorough mid-year business check-up can determine the health and direction of your Corporation or LLC. July is the perfect time to reassess your business structure, financial health, compliance, and growth strategies to ensure you’re on the right track for the rest of the year.
The Importance of a Mid-Year Check-Up
**Why July is Strategic:**
July marks the midpoint of the year, offering a unique vantage point to review your business’s progress and make necessary adjustments. Conducting a mid-year check-up allows you to address potential issues before they escalate, ensuring that you meet your year-end goals and avoid last-minute scrambles.
**Benefits of Proactive Review:**
By taking a proactive approach, you can identify and resolve inefficiencies, capitalize on opportunities, and make informed decisions that benefit your bottom line. This mid-year review helps you stay agile and responsive in a dynamic business environment.
Reviewing Your Corporate Structure
**Evaluating Current Needs:**
Your business evolves, and so should your corporate structure. Regularly assessing whether your current setup still aligns with your business goals is essential. For instance, if you started as a Sole Proprietorship, it might be time to consider transitioning to an LLC or Corporation to better protect your assets and optimize tax benefits.
**Scenarios for Change:**
If your business has grown, you may benefit from the liability protection and tax advantages that come with forming an LLC or Corporation. These structures can also enhance your credibility and make it easier to secure financing.
Financial Health and Tax Planning
**Review Financial Statements:**
A mid-year financial review involves scrutinizing your financial statements and cash flow. This assessment helps you understand your financial health, identify trends, and make informed decisions about budgeting and investments.
**Mid-Year Tax Planning:**
Mid-year is also an ideal time for tax planning. By reviewing your tax strategies now, you can maximize deductions and minimize liabilities, setting your business up for a more favorable tax situation at year-end.
Compliance and Documentation
**Staying Compliant:**
Ensuring all necessary filings and compliance documents are up-to-date is crucial for maintaining your legal status and protecting your assets. Regularly updating your records helps you avoid penalties and legal issues.
**Role of Documentation:**
Proper documentation is key to demonstrating your business’s legitimacy and operational integrity. It also plays a vital role in asset protection and can be crucial in legal disputes.
Asset Protection Strategies
**Review and Update:**
Your asset protection strategies should be reviewed and updated regularly to ensure they remain effective. This might involve reassessing your insurance coverage, estate planning, and the use of trusts.
**Benefits of LLCs and Corporations:**
Using LLCs and Corporations provides liability protection, separating your personal assets from your business liabilities. This structure can shield you from personal financial risk in case of legal issues or debts.
Planning for Growth
**Evaluate Goals:**
Mid-year is the perfect time to evaluate your business goals and strategies for the second half of the year. Are you on track to meet your targets? Do you need to adjust your plans?
**Support for Expansion:**
The right business structure can support your growth and expansion plans. Whether you’re looking to scale operations, enter new markets, or attract investors, a solid corporate structure lays the foundation for sustainable growth.
A mid-year business check-up is essential for proactive management and long-term success. By reassessing your corporate structure, financial health, compliance, asset protection, and growth strategies, you can make informed decisions that set your business up for a prosperous second half of the year. Don’t wait until it’s too late—take action now and ensure your business is on the path to success.
Is your business structure optimized for success? Take advantage of our mid-year business check-up and ensure your Corporation or LLC is on the right track for the rest of the year. Schedule your complimentary consultation with our Sr. Strategist Stephan today by calling 775-384-8124 or visiting our website. Let’s build a solid foundation for your business’s future!
By performing a mid-year business check-up, you’re not only safeguarding your current success but also paving the way for future growth and stability. Make the smart move and reassess your business today.
Outsource Search Engine Optimization by Jeffrey Cline
Understanding SEO and why you would consider outsourcing to the experts at C-Suite
What is SEO?
Search Engine Optimization (SEO) is the practice of enhancing the visibility and ranking of a website or a web page in the organic results of search engines like Google, Bing, and Yahoo. By optimizing various elements of your website, you can attract more traffic and potentially convert visitors into customers.
“Over 300 technical aspects you need to be better that your competition to win the SEO revenue game” Jeff Cline – Serial Entrepreneur – Tech Geek – SEO Expert
Here are the table stakes to compete in todays environment!
Key Components of SEO
1. Keyword Research
Keyword research involves identifying the terms and phrases that potential customers use to search for information related to your business. Tools like Google Keyword Planner, Ahrefs, and SEMrush can help you find relevant keywords with high search volumes and low competition.
2. On-Page SEO
On-page SEO focuses on optimizing individual web pages to rank higher in search results. Key aspects include:
Title Tags: Use targeted keywords in your title tags to indicate the content of the page.
Meta Descriptions: Write compelling meta descriptions that include your primary keywords and encourage users to click on your link.
Header Tags (H1, H2, H3, etc.): Use header tags to structure your content and include keywords naturally.
Content Quality: Create high-quality, informative, and engaging content that provides value to your audience.
Image Optimization: Use alt text to describe images and include keywords where relevant.
Internal Linking: Link to related content within your site to improve navigation and distribute page authority.
3. Off-Page SEO
Off-page SEO refers to actions taken outside of your website to impact its rankings within search engine results pages (SERPs). The most important aspect is building backlinks from reputable websites. High-quality backlinks act as votes of confidence and can significantly boost your site’s credibility and ranking.
4. Technical SEO
Technical SEO involves optimizing the technical aspects of your website to improve its performance and make it easier for search engines to crawl and index your content. Key factors include:
Site Speed: Ensure your website loads quickly.
Mobile-Friendliness: Optimize your site for mobile devices.
Secure Sockets Layer (SSL): Use HTTPS to secure your site.
XML Sitemaps: Create and submit an XML sitemap to search engines to help them understand your site’s structure.
5. Local SEO
Local SEO focuses on optimizing your online presence to attract more business from relevant local searches. This involves:
Google My Business (GMB): Claim and optimize your GMB listing.
Local Keywords: Use location-specific keywords in your content.
Local Citations: Ensure your business is listed accurately on local directories and websites.
Benefits of SEO
Increased Traffic: Higher rankings in search results lead to more organic traffic to your website.
Cost-Effectiveness: SEO is a cost-effective marketing strategy compared to paid advertising.
Credibility and Trust: High search engine rankings build credibility and trust with potential customers.
Better User Experience: SEO practices improve the overall user experience on your website.
Competitive Advantage: A well-optimized website can give you an edge over competitors in search results.
Conclusion
SEO is an essential digital marketing strategy that helps improve the visibility and ranking of your website in search engine results. By focusing on keyword research, on-page optimization, off-page tactics, technical improvements, and local SEO, you can attract more organic traffic, enhance user experience, and ultimately achieve your business goals.
Check List for Hiring an SEO Outsourcing Firm or Consultant
Checklist for Hiring an SEO Expert
Hiring an SEO expert is a crucial decision that can significantly impact your website’s visibility and overall success. To ensure you choose the right professional for your needs, follow this comprehensive checklist:
1. Define Your SEO Goals
Identify Objectives: Determine what you want to achieve with SEO (e.g., increase organic traffic, improve rankings for specific keywords, enhance local search presence).
Set KPIs: Establish key performance indicators (KPIs) to measure success (e.g., traffic growth, conversion rate, ranking improvements).
2. Research and Shortlist Candidates
Online Research: Look for SEO experts or agencies with positive reviews and a solid online presence.
Referrals: Ask for recommendations from colleagues, industry peers, or professional networks.
Portfolio and Case Studies: Review their past work, case studies, and client testimonials to gauge their expertise and success rate.
3. Evaluate Their Experience and Skills
Industry Experience: Check if they have experience in your industry or niche.
Technical Skills: Ensure they have a strong understanding of technical SEO aspects like site speed optimization, mobile-friendliness, and schema markup.
Content Strategy: Assess their ability to develop and execute a content strategy that aligns with your goals.
Link Building: Evaluate their approach to building high-quality backlinks.
Local SEO: If relevant, confirm their expertise in local SEO tactics.
4. Assess Their SEO Knowledge
Current Trends: Ensure they are up-to-date with the latest SEO trends, algorithm changes, and best practices.
Tools Proficiency: Verify their proficiency with SEO tools like Google Analytics, Google Search Console, Ahrefs, SEMrush, Moz, etc.
Analytical Skills: Assess their ability to analyze data and derive actionable insights.
5. Communication and Reporting
Communication Style: Ensure they communicate clearly and effectively.
Reporting Frequency: Discuss how often they will provide progress reports and what metrics will be included.
Transparency: Confirm their willingness to explain their strategies and actions.
6. Ask Key Questions
Strategy Development: How do you develop an SEO strategy for a new client?
Performance Tracking: What metrics do you use to measure SEO success?
Content Approach: How do you ensure content aligns with SEO goals?
Link Building Tactics: What is your approach to acquiring high-quality backlinks?
Handling Updates: How do you stay current with algorithm changes and industry trends?
7. Check References
Client References: Ask for and contact references to hear about their experiences.
Case Studies: Request detailed case studies that demonstrate their ability to deliver results.
8. Discuss Pricing and Contract Terms
Pricing Structure: Understand their pricing model (e.g., hourly rate, monthly retainer, project-based).
Contract Terms: Review the contract terms, including the scope of work, deliverables, and cancellation policies.
ROI Expectations: Discuss realistic timelines for achieving ROI from their services.
9. Trial Project
Short-Term Project: Consider starting with a smaller, short-term project to evaluate their performance and fit with your company.
10. Make a Decision
Compare Candidates: Weigh the pros and cons of each candidate based on your findings making sure they fully understand your business and have deep thoughts into what success will look like…not just what you think but do they leverage their own business success and bring that to the table.
Cultural Fit: Consider how well they align with your company culture and values. Get References from others you trust.
Final Selection: Choose the SEO expert or agency that best meets your criteria and goals and is willing to take back end risk if you want to align your financial goals and KPI’s with theirs.
ASKto see their own business results and revenue optimization. TALK IS CHEAP!
ASK to see how they have made money practicing what they preach!
By following this checklist, you can make an informed decision and hire an SEO expert who will help drive your website’s success and achieve your digital marketing objectives.
Real Business Success Experience Leveraging SEO to Revenue
Case study for a client who wanted to scale their organic by leveraging their domain authority using the offerings in the C-Suite Marketplace, creating millions of long-term revenue.
Hiring a fractional Chief Search Officer call 972-800-6670 or visit the C-Suite Marketplace
Don’t know where to start? Do a Road Map for Executive Leadership or Start-ups/Soloprenuers
The Strategic Imperative of Integrating a Renowned SEO Expert into the C-Suite.
Abstract on Outsourcing Search Engine Optimization
In today’s digital landscape, search engine optimization (SEO) is paramount for businesses seeking to enhance their online presence, attract organic traffic, and achieve sustainable growth. This thesis examines the multifaceted benefits of integrating a distinguished SEO expert, such as Jeff Cline, into the C-suite as a Fractional Chief Optimization Officer or Fractional CMO. With a rich background as a business owner, multiple dot-com exits, and recognition as a thought leader and top business innovator, Cline’s expertise and authority can significantly impact an organization’s SEO strategy. The paper discusses the strategic advantages of leveraging Cline’s on-page and off-page SEO expertise to drive organizational success across small, medium, and enterprise-level businesses.
Introduction
The evolution of digital marketing has underscored the critical role of SEO in driving business success. An effective SEO strategy not only enhances visibility and rankings on search engines but also contributes to brand authority and customer engagement. The integration of a seasoned SEO expert into the executive team can provide strategic direction, thought leadership, and practical expertise necessary for achieving these goals. This paper explores the rationale and strategic benefits of appointing Jeff Cline, a renowned SEO expert, as a fractional Chief Optimization Officer.
Jeff Cline: A Unique Blend of Experience and Authority
Business Acumen and Entrepreneurial Success
Jeff Cline’s career is marked by significant achievements, including successful dot-com exits and the establishment of thriving businesses. His entrepreneurial journey provides a profound understanding of business dynamics, growth strategies, and the digital marketplace. This experience positions him uniquely to craft and implement SEO strategies that align with broader business objectives.
Thought Leadership and Innovation
Cline is widely recognized as a thought leader and speaker in the SEO space. His insights and innovations have shaped industry standards and influenced SEO practices globally. As a top business innovator, his contributions extend beyond traditional SEO tactics, encompassing strategic foresight and a visionary approach to digital marketing.
Strategic Benefits of Hiring Jeff Cline
Enhanced On-Page and Off-Page SEO
On-page SEO involves optimizing individual web pages to rank higher and attract more relevant traffic. This includes keyword optimization, content quality, and user experience improvements. Off-page SEO focuses on external factors, such as backlinks and social signals, that impact search engine rankings. Jeff Cline’s expertise in both areas ensures a comprehensive and balanced SEO strategy that addresses all critical aspects of optimization.
On-Page SEO Excellence
Keyword Optimization: Cline’s deep understanding of keyword research and implementation ensures that web pages are optimized for relevant and high-traffic search terms.
Content Strategy: His ability to develop high-quality, engaging, and SEO-friendly content drives organic traffic and improves user engagement.
Technical SEO: Cline’s technical proficiency ensures that websites are structured, coded, and maintained to meet search engine requirements, enhancing crawlability and indexability.
Off-Page SEO Authority
Link Building: Leveraging his industry clout, Cline can secure high-quality backlinks from reputable sources, significantly boosting domain authority.
Brand Building: His reputation as a thought leader can enhance brand credibility and attract organic links and mentions.
Social Media Strategy: Cline’s influence extends to social media, where his strategic approach can amplify content reach and engagement, contributing to off-page SEO efforts.
Strategic Integration into the C-Suite
Incorporating Jeff Cline into the C-suite as a fractional Chief Optimization Officer offers several strategic advantages:
Holistic Digital Strategy
Alignment with Business Goals: Cline’s business acumen ensures that SEO strategies are closely aligned with overall business objectives, driving growth and profitability.
Cross-Functional Collaboration: His presence in the C-suite facilitates collaboration across departments, ensuring that SEO efforts are integrated into marketing, sales, product development, and customer service initiatives.
Thought Leadership and Innovation
Industry Insights: Cline’s thought leadership provides the organization with cutting-edge insights and trends, enabling proactive and innovative SEO strategies.
Competitive Edge: His innovative approach and strategic foresight keep the organization ahead of competitors, ensuring sustained digital dominance.
Scalability and Flexibility
Fractional Expertise: Engaging Cline as a fractional executive allows businesses of all sizes to access top-tier SEO expertise without the full-time commitment, making it a cost-effective solution for small, medium, and enterprise-level organizations.
Conclusion
The integration of an SEO expert like Jeff Cline into the C-suite as a fractional Chief Optimization Officer represents a strategic investment with profound implications for business success. His unique blend of entrepreneurial experience, thought leadership, and technical expertise offers a comprehensive approach to SEO that drives visibility, authority, and growth. For any organization, from startups to large enterprises, leveraging Cline’s capabilities can significantly enhance their digital marketing efforts, positioning them for long-term success in an increasingly competitive online landscape.
Getting Started with SEO
Make sure you have the basics covered to make the most out of the AUTHORITY & CLOUT
IMAGE: from book SEO for the C-SUITE featured in sections “Don’t be held hostage by your tech team”, “Executive SEO Cheatsheet & Checklist” and “Top 10 Million Dollar Mistakes from the C-Suite” by Jeff Cline
Fractional Chief Marketing Officer Program
Leverage all that C-Suite Network has to scale your Digital Game. Hear from the C-Suite Network Chairman & Founder
Is your executive team a mess? Are collaboration and productivity suffering, leaving you frustrated and questioning your leadership? You’re not alone. Many organizations face the same struggle, but here’s the kicker—most of them continue to operate under the illusion that their dysfunctional team dynamics are an unavoidable part of corporate life. It’s time to shatter that myth and take control.
Imagine walking into a boardroom where every executive team member is not only on the same page but also fired up and driven to achieve collective success. Sounds like a fantasy, right? Wrong. This level of cohesion and performance is entirely within your reach, and I’m here to show you how.
In this article, I will uncover the secrets to transforming your executive team into a powerhouse of collaboration and success. We’ll dive into real-life success stories from the trenches of RAMS By Baz, tackle the controversial issues head-on, and provide you with actionable steps to revolutionize your leadership. Get ready to turn your team’s chaos into cohesion and unlock their true potential. Let’s get started!
The Myth of Executive Team Harmony
“Coming together is a beginning. Keeping together is progress. Working together is success.” – Henry Ford
Many leaders hold on to the myth that executive team harmony is a given, something that naturally comes with hiring top-tier talent. However, even the most skilled executives can clash when individual goals overshadow the collective mission. This misconception can lead to complacency, allowing small issues to fester and become significant problems.
Real-Life Success Stories
Take, for example, a multinational tech firm struggling with internal power struggles and a lack of direction. Through RAMS By Baz’s high-performance coaching, they implemented clear communication channels and accountability measures. The results? A 50% increase in project completion rates and a notable boost in team morale. Another case involved a healthcare company that saw a 40% increase in efficiency after fostering a culture of transparency and shared goals.
The Controversial Side of Executive Team Dynamics
“The strength of the team is each member. The strength of each member is the team.” – Phil Jackson
Let’s face it—executive teams can be a hotbed of dysfunction, and nobody wants to admit it. It’s the elephant in the boardroom. High-powered egos, hidden agendas, and the relentless pursuit of individual success often clash, creating a toxic environment that stifles collaboration and innovation. But here’s the controversial truth: this dysfunction is not inherent in high-stakes environments. It’s a symptom of poor leadership and a lack of cohesive strategy.
Here’s the kicker: most companies sweep these issues under the rug, fearing that exposing them will lead to more chaos. Instead, they perpetuate a cycle of blame and mistrust. We’re taught to put on a brave face, pretend everything is fine, and just get through the next quarter. This “head-in-the-sand” approach is not only damaging—it’s downright negligent.
In my years of high-performance coaching, I’ve seen it all: CEOs who refuse to acknowledge their team’s issues, executives who sabotage each other for personal gain, and a pervasive culture of silence that suffocates potential. The taboo topics? Let’s bring them to light. Power struggles, favoritism, lack of accountability, and the fear of vulnerability are all at play. These are the real culprits behind your team’s dysfunction, and until you address them head-on, your executive team will remain a mess.
But here’s the good news: acknowledging these issues is the first step toward fixing them. It’s time to ditch the polite pretenses and have the tough conversations. The process will be uncomfortable—even brutal—but it’s the only way to break the cycle and build a truly high-performing team. So, are you ready to shake things up and face the controversy head-on? Your team’s success depends on it.
Actionable Steps for the Reader
“Alone we can do so little; together we can do so much.” – Helen Keller
Alright, you’ve acknowledged the mess and are ready to take action. Here are seven practical steps to transform your executive team into a cohesive, high-performing unit:
Conduct a Candid Team Assessment
Start with a no-holds-barred assessment of your team’s dynamics. Use anonymous surveys and one-on-one interviews to gather honest feedback. Identify the strengths, weaknesses, and underlying issues holding your team back.
Foster Open Communication
Encourage a culture of transparency and honesty. Implement regular, structured communication channels such as weekly check-ins and team-building workshops. Make it clear that every voice matters and that constructive criticism is welcomed.
Set Clear, Shared Goals
Align your team around a common vision and clear, measurable goals. Ensure everyone understands their role in achieving these objectives and how their contributions fit the bigger picture. Regularly revisit these goals to track progress and make adjustments as needed.
Promote Accountability
Establish a system where team members are held accountable for their actions and deliverables. Use tools like performance dashboards and progress reviews. Celebrate achievements and address underperformance promptly and fairly.
Invest in Team Development
Provide ongoing professional development opportunities tailored to your team’s needs. This could include leadership training, conflict resolution workshops, and skill-building sessions. Investing in your team’s growth fosters loyalty and improves overall performance.
Encourage Vulnerability and Trust
Create an environment where team members feel safe to express their ideas, concerns, and mistakes without fear of retribution. Lead by example—share your challenges and failures to build trust and encourage others to do the same.
Implement a Strong Conflict Resolution Process
Conflicts are inevitable, but how they’re handled can make or break your team. Develop a clear, fair process for resolving disputes. Ensure that conflicts are addressed quickly and constructively, focusing on solutions rather than blame.
By taking these actionable steps, you’ll address the dysfunction within your executive team and set the stage for a culture of continuous improvement and success. Remember, transformation doesn’t happen overnight, but with commitment and persistence, you can turn your team from a mess into a masterpiece.
Conclusion
“Great things in business are never done by one person; they’re done by a team of people.” – Steve Jobs
Transforming your executive team from a dysfunctional mess into a powerhouse of collaboration and success is not just a dream—it’s a necessity. You can create a team that performs and thrives by acknowledging the issues, fostering open communication, setting clear goals, promoting accountability, investing in development, encouraging vulnerability, and implementing effective conflict resolution.
Remember, this journey won’t be easy, but it’s worth taking. The impact of a high-functioning executive team extends beyond the boardroom, driving innovation, growth, and success across your entire organization. It’s time to shake things up, face the controversy head-on, and unlock your team’s potential.
Are you ready to take your leadership to the next level? Let’s embark on this adventure together. Schedule your free business consultation now and discover the transformative power of high-performance coaching.
Click here to start your journey towards executive excellence and turn your team’s chaos into cohesion. Don’t wait—your team’s success depends on it.
Universally acknowledged is the undeniable importance of trust. Trust fosters strong and thriving relationships. Regrettably, trust often goes unnoticed until it shatters, leaving individuals to grapple with the aftermath. Rectifying the harm inflicted may prove an insurmountable challenge at such a dire juncture. Trust is more fragile than most people are willing to believe and admit.
Instead of relying on luck, we must actively concentrate on cultivating trust. By directing our attention towards this goal, our energy will naturally gravitate in that direction, aiding us in achieving it. As we embark on the journey of building high-trust relationships, it is imperative to bear in mind three fundamental truths about trust. Firstly, trust is not an incidental occurrence but a skill that can be acquired and honed through deliberate and conscientious efforts.
The essence of trust lies in its nature as a skill rather than a mere spontaneous occurrence. Acquiring and nurturing trust demands intentional dedication and effort. To embark on this journey, having a clear framework that defines the components of trust within a relationship proves beneficial. In our Building Trust training program, we rely on the ABCD Trust Model, a powerful representation of the four pivotal elements of trust. When cultivating trust within a relationship, one must embody being Able, Believable, Connected, and Dependable. Demonstrating competence, credibility, establishing meaningful connections, and unwavering reliability all play instrumental roles in building trust between individuals.
It is not merely an abstract, feel-good concept but a tangible skill that can be honed through competence, integrity, connection, and dependability. The first element, “Able,” emphasizes the significance of being trusted due to one’s proficiency and expertise. When individuals exhibit knowledge, skills, and capabilities relevant to their roles, they naturally become trustworthy in their endeavors. The second element, “Believable,” centers on acting with integrity, adhering to personal and organizational values, and conducting oneself honestly, ethically, and fairly in all interactions. Establishing a sense of credibility and trustworthiness relies heavily on upholding these principles.
Moving forward, the third element, “Connected,” highlights the importance of building rapport and effective communication with others. Those who genuinely care about the well-being of their peers foster trust through genuine connections. The final element, “Dependable,” accentuates the value of keeping promises and being accountable, responsive, and reliable in fulfilling commitments. Such consistency and reliability create a strong foundation for trust within relationships.
The correlation between trust and organizational success is undeniable. Trust doesn’t solely reside within soft skills; it drives tangible organizational results. Extensive research by the Great Place to Work Institute reveals that high-trust organizations boast a remarkably 50% lower turnover rate than their low-trust counterparts. Furthermore, employees who trust their leaders perform 20% better and display an astounding 87% reduced likelihood of leaving the organization. The benefits of trust extend beyond individual performance, as trustworthy employees are more inclined to remain with the organization, endorse it as a desirable workplace, and actively contribute to the collective welfare.
Taking the initiative to extend trust plays a crucial role in its development. Trust and risk go hand in hand, requiring someone to take the initial leap of faith. By trusting others, we set the stage for them to prove their own trustworthiness and reciprocate the gesture. This virtuous cycle strengthens the foundation of trust within our relationships. Like tending to a garden, building trust demands effort and consistency. Planting the seeds of trust, nurturing their growth, and consistently fostering their development is essential to witnessing the gradual but rewarding growth of high-trust relationships over time.
In conclusion, trust is far from an intangible concept; it is a learnable skill built upon competence, integrity, connection, and dependability. Organizations that prioritize trust witness substantial benefits, and trustworthiness begins with individuals extending trust to others. Nurturing trust within relationships requires ongoing effort and patience, but the eventual rewards are invaluable, akin to a bountiful garden yielding the fruits of high-trust relationships.
An excerpt from my new book Franchise Advisory Councils: Your Most Powerful Tool for Leading Your Franchise to Ultimate Success. Download your free copy HERE
If you are a franchise, you want your individual franchisees to join your franchise advisory council. But how can you convince some of your best franchisees to join?
There are several reasons why your franchisees should be eager to give their time and join your Council. They feel honored to be asked, they gain a lot from talking and sharing ideas with other Council members who are in the same business, and they learn valuable information about the franchise and the industry. Finally, they are treated nicely. You will find members will be upset when their term is up. I have had Council members cry at their final meeting because they have so enjoyed being a member.
In today’s article we will enjoy some of the best strategies for recruiting franchises to join your council – and some additional strategies for getting the most benefits from their participation once they are there.
Avoid Compensating Council Members
I’ve seen members of Advisory Councils be compensated, and I’ve also seen Councils where members are not compensated.
Compensation is unnecessary, because it confuses the primary purpose of the Council, which is to generate ideas and advise upper management. Sometimes when Council members are compensated, they do not want to leave, because they want the money. And sometimes a member will even say, “I deserve more money than the other paid members, because my ideas are better, and I contribute more.” That is an argument that you can’t win. Because you don’t want people to be on the Council for an unlimited amount of time, offering compensation is not a successful practice.
However, meetings should be managed in a first-class manner with nice accommodations and food. An occasional gift is also acceptable. Of course, the company should cover all costs associated with attending the meeting.
Consider Having More than Just One Council
Don’t have just one main Council. Consider establishing additional Councils too.
In general, this is worth doing when you have somewhere between 25 and 50 franchisees, or even more. And if you have more than 100 franchisees, you should do this.
In addition to your main Franchise Council, specialized sub-Councils could include:
A Marketing Council
A Training Council
A Technology Council
An Innovation Council
A Sales Council
One benefit of having these additional Councils is that you will get more ideas. You can have these sub-Councils report to your main Franchise Council. And another winning step is to have one or two members from your main Franchise Council be members of the secondary Councils.
Another benefit of additional Councils is that they increase the number of franchisees who feel they have a leadership role within your franchise. They also give management the opportunity to choose from a larger pool of franchisees who can be called upon to evaluate new ideas and programs.
Best Practices for Getting the Most from Multiple Councils
Meetings of your main Franchise Advisory Council should be held in-person. How often should you hold those meetings? It depends on how many decisions you are working on, and on special considerations that are tied to your current activities. If you are launching a new product, starting a new marketing initiative, or expanding into a new part of the country, for example, you will want to have meetings every few weeks during those important periods. If you are in a time of sustainable and steady activity on the other hand, you might want to have your main Council meeting annually, or every six months.
Here are some proven strategies for getting the most from multiple councils – a Marketing Council, a Technology Council, and others you may have:
Many sub-Council meetings can be hosted on video. I have found that monthly meetings on Zoom, for example, can work well.
One member of your main Franchise Advisory Council should also be a member of each of your sub-Councils. That person can keep the main Council informed of what has taken place on each of them.
Participating members from the main Council should implement many of the same rules that are in place at the main Council – regarding length of service on the Council, responsibilities, etc. Those supervising members should also make sure that all members of the sub-Councils take part in setting agendas and that all members are assigned responsibilities in a fair and equitable way.
Include not only franchise owners, but also some of their employees. That will give you access to real hands-on people and move engagement past merely “ownership.” The sub-Councils don’t have to meet in person.
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Today’s article in an excerpt from my new book Franchise Advisory Councils: Your Most Powerful Tool for Leading Your Franchise to Ultimate Success. Download your free copy HERE
As entrepreneurs, it’s essential to step out of our comfort zones and surround ourselves with successful and inspiring individuals. Recently, I had the privilege of attending the Thought Council mastermind in Dallas hosted by Jeff Hayzeltt where I spent a weekend learning from and collaborating with some of the brightest minds in the business world. While it can be intimidating to realize you’re not the smartest person in the room, the experience proved invaluable, saving me an estimated six months of wasted time and money going of trying to go it alone.
One of the key topics discussed during the mastermind was priorities. As the leader shared his daily planning strategy, it became crystal clear the things he considered most important, such as growing revenues, took center stage in his day.
This got me thinking about my own priorities. I plan my day using the “A” task in my Best Planner Ever. For those unfamiliar, the A task is an activity that is easy to procrastinate or avoid but, when completed, will significantly move the needle forward on your goals.
Examples of A tasks might include:
– Making collection calls when cash is tight (easy to avoid but will get the cash in the bank🤑 )
– Attending networking events to expand your brand and influence (even though meeting new people can be uncomfortable and easy to avoid😨 )
– Doing that workout to improve your fitness (I can come up with dozens of reasons to put off working out 😒)
Upon reflecting on my own priorities, I realized that while most were in line with my goals, a few were actually holding me back. This may seem counterintuitive – how can a priority hold us back?
The answer lies in the way we prioritize certain attitudes and behaviors over others.
For instance:
– Do we prioritize making excuses for why we don’t have enough money over taking action each week to increase our income?
– Do we prioritize the health and well-being of others over our own, using that as an excuse for not eating right or exercising?
– Do we prioritize people-pleasing over scheduling ourselves with balance? Remember much overwhelm is a direct result of over-scheduling.
When examining the results we’re getting in business and life, it’s important to take a hard look at the results we’re not satisfied with, such as a lack of free time, insufficient money, poor health, or strained relationships and then re-prioritize.
I challenge you to evaluate your priorities in the areas where you’d like to see different results.
Is there a priority that’s holding you back from achieving what you want? When you sit down to plan your day, ask yourself, “What’s my A task today?” Then, commit to doing it.
By consciously aligning our priorities with our desired outcomes and taking action on the tasks that truly move the needle, we can break free from the habits and mindsets that hold us back. Remember, success is not just about working hard; it’s about working smart and focusing on the things that matter most. ✅
So, take a moment to reassess your priorities, and don’t be afraid to make the necessary changes to propel yourself towards the life and business you’ve always dreamed of.
With the right mindset and a commitment to taking action, there’s no limit to what you can achieve.
Unlock Executive Benefits with Corporations and LLCs: Your Path to Perks and Prosperity
Imagine enjoying a housing stipend that offsets your living expenses, a vehicle allowance that puts you behind the wheel of your dream car, and access to luxurious corporate jets for your travels. These executive benefits aren’t just for Fortune 500 CEOs—they’re attainable for savvy entrepreneurs who leverage the power of Corporations and LLCs.
The Corporate Advantage
Forming a Corporation or LLC opens the door to a world of executive perks that can significantly enhance your lifestyle and financial well-being. By strategically structuring your business, you can enjoy benefits that extend far beyond traditional salaries.
Housing Stipend
As a business owner, you can set up a housing stipend through your Corporation or LLC. This stipend can cover a portion of your rent or mortgage, making it easier to afford a premium living space. This perk not only improves your quality of life but also allows you to reallocate personal funds towards other investments.
Vehicle Allowance
A vehicle allowance provides you with a monthly stipend to cover the costs of a car. Whether you need a reliable vehicle for business purposes or want to drive a luxury car, a Corporation or LLC can offer a tax-advantaged way to achieve this. Plus, it simplifies expense tracking and can lead to significant savings on personal transportation costs.
Solo 401(k) Plans
Solo 401(k) plans are a powerful retirement savings tool for self-employed individuals and business owners. By forming a Corporation or LLC, you can contribute to a Solo 401(k), maximizing your retirement savings while enjoying tax benefits. This plan allows for both employee and employer contributions, providing a higher savings potential compared to traditional retirement accounts.
Corporate Vehicles and Jets
Access to corporate vehicles and jets isn’t just a perk for high-flying executives. With a Corporation or LLC, you can justify the business need for these assets, providing you with the ability to use them for business travel. This not only enhances your business operations but also offers a touch of luxury and convenience to your travels.
Tax Benefits and Asset Protection
One of the most compelling reasons to form a Corporation or LLC is the tax advantages. These entities offer various ways to reduce taxable income through legitimate business expenses, including the executive benefits mentioned. Additionally, Corporations and LLCs provide a layer of asset protection, safeguarding your personal assets from business liabilities.
Ready to elevate your business and lifestyle with these executive perks? At Controllers, Ltd, we specialize in helping entrepreneurs like you unlock the full potential of Corporations and LLCs. Schedule a complimentary call with our Sr. Strategist, Stephan, today to explore how you can take advantage of housing stipends, vehicle allowances, Solo 401(k) plans, and more. Don’t miss out on the opportunity to maximize your benefits and secure your financial future. Contact us now to get started on your path to prosperity! To book an appointment call us at (775) 384-8124 or send us an email to info@controllersltd.com. We look forward to speaking with you!
Unlock Executive Benefits with Corporations and LLCs: Your Path to Perks and Prosperity
Imagine enjoying a housing stipend that offsets your living expenses, a vehicle allowance that puts you behind the wheel of your dream car, and access to luxurious corporate jets for your travels. These executive benefits aren’t just for Fortune 500 CEOs—they’re attainable for savvy entrepreneurs who leverage the power of Corporations and LLCs.
1.The Corporate Advantage
Forming a Corporation or LLC opens the door to a world of executive perks that can significantly enhance your lifestyle and financial well-being. By strategically structuring your business, you can enjoy benefits that extend far beyond traditional salaries.
Housing Stipend
As a business owner, you can set up a housing stipend through your Corporation or LLC. This stipend can cover a portion of your rent or mortgage, making it easier to afford a premium living space. This perk not only improves your quality of life but also allows you to reallocate personal funds towards other investments.
Vehicle Allowance
A vehicle allowance provides you with a monthly stipend to cover the costs of a car. Whether you need a reliable vehicle for business purposes or want to drive a luxury car, a Corporation or LLC can offer a tax-advantaged way to achieve this. Plus, it simplifies expense tracking and can lead to significant savings on personal transportation costs.
Solo 401(k) Plans
Solo 401(k) plans are a powerful retirement savings tool for self-employed individuals and business owners. By forming a Corporation or LLC, you can contribute to a Solo 401(k), maximizing your retirement savings while enjoying tax benefits. This plan allows for both employee and employer contributions, providing a higher savings potential compared to traditional retirement accounts.
Corporate Vehicles and Jets
Access to corporate vehicles and jets isn’t just a perk for high-flying executives. With a Corporation or LLC, you can justify the business need for these assets, providing you with the ability to use them for business travel. This not only enhances your business operations but also offers a touch of luxury and convenience to your travels.
Tax Benefits and Asset Protection
One of the most compelling reasons to form a Corporation or LLC is the tax advantages. These entities offer various ways to reduce taxable income through legitimate business expenses, including the executive benefits mentioned. Additionally, Corporations and LLCs provide a layer of asset protection, safeguarding your personal assets from business liabilities.
Ready to elevate your business and lifestyle with these executive perks? At Controllers, Ltd, we specialize in helping entrepreneurs like you unlock the full potential of Corporations and LLCs. Schedule a complimentary call with our Sr. Strategist, Stephan, today to explore how you can take advantage of housing stipends, vehicle allowances, Solo 401(k) plans, and more. Don’t miss out on the opportunity to maximize your benefits and secure your financial future. Contact us now to get started on your path to prosperity! To book an appointment call us at (775) 384-8124 or send us an email to info@controllersltd.com. We look forward to speaking with you!
Key insights from the new book Ingaging Leadership: The Ultimate Edition
1. What inspired you to write Ingaging Leadership, and what is the central message or concept that readers can expect to find in the book?
I wrote this book so that my kids and future generations of my family will be able to understand my life philosophy. This book is about business, but it’s really more about life itself and how to work with and be in partnership with people. The core message of the book is that when you start with curiosity, withhold the temptation to come to quick judgment, and involve other people, you make better decisions and have better support of your decisions that can make a major impact in both business and life.
2. Can you describe a time when Ingagement was used to deliver superior results?
In 2000, CCA Global Partners acquired its main competitor, Flooring America. Following the acquisition, Flooring America faced adversity as its parent company went out of business, tarnishing the brand and leaving franchisees frustrated and in legal battles. The franchisees believed CCA only acquired Flooring America to shut down their businesses and dominate the flooring industry.
Overcoming resistance and rebuilding the damaged brand involved a comprehensive “Ingagement” program. This initiative aimed at inspiring and achieving business results by involving everyone at Flooring America. Town hall meetings, advisory councils, and regional networking groups fostered open communication, allowing franchisees to voice opinions and ideas.
The positive experience resulted in doubling the number of stores and more than doubling business within four years. The success was attributed to a vision that inspired and an effective plan that engaged and empowered everyone involved.
3. How do you view the role of mentorship in leadership development, and have you had influential mentors in your own career?
Mentorship is one of the most important things in developing as a successful person. My father was my #1 mentor. I learned so much in life by observing how he could avoid taking things personally and remain objective. In addition, Howard Brodsky and Alan Greenberg of CCA Global Partners are two incredible mentors to me. I learned a lot about business from them andabout the power of collective action.
4. How do you see the role of effective leadership in driving organizational success, and what are the common challenges leaders face today?
Leadership is everything. Leaders need to promote a shared common vision and function as stewards of that vision. Without that kind of leadership, companies stagnate or deteriorate. I likely have a very different view than most people do regarding the number-one challenge that leaders face; I believe it is a lack of clarity of vision and the willingness to share it.
5. What advice would you give to aspiring leaders and entrepreneurs looking to make a positive impact in their fields?
Listen without judgment, always be in learning mode, recognize you can learn from everybody within the organization. Truly get to understand both your customers and your vendors because without them you don’t have a business. And don’t be afraid to make mistakes.
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