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Category: Human Resources

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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.

 

 

 

 

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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.

 

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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.

 

 

 

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Human Resources Parenting Personal Development Skills

5 Mindfulness techniques you can use with your kids

What is mindfulness? If it’s something you have never tried before, it’s a way of focusing your awareness on the present moment. And at the same time, you calmly acknowledge and accept your feelings, thoughts, and bodily sensations. It’s used as a therapeutic technique. So right now, it’s something that can really help you stay calm as we deal with all the uncertainty around us.

Mindfulness has lots of amazing benefits. From decreasing your stress to improving your mood. It can also help with emotional regulation. And that’s not just for adults. Your child can experience these benefits, as well. However, you are no doubt thinking, ‘Get my kids to sit down and meditate? Are you crazy?’ Well, there are ways you can help your children be mindful. You just have to make it fun.

While your kids don’t have the same stresses as adults, they often don’t connect with their feelings. With all the activities they do and the time they spend on their phones and tablets, they are often mindlessly going through the day. This means the only time they are checking in with themselves is when they have a tantrum or meltdown. And that leads to you being even more stressed out than you were before.

Mindfulness can help your children check in with their emotions and recognize them. Research shows that practicing mindfulness with children helps them increase their focus, decrease stress and anxiety, and can enable positive prosocial behavior. It can also be a great way to connect with your child and find a moment of tranquility. And they can be few and far between right now.

Here are five great ways you can introduce mindfulness to your children. And you will both reap the rewards.

5 Easy Mindfulness Techniques For Your Kids

  1. Breathing exercise

Meditation is essentially about sitting down and focusing on your own breath. What does it feel and sound like? Now your child might struggle with sitting still for longer than a matter of seconds. How do you combat that? You can use colorful pillows and play some soft music to create an atmosphere of calm and love. This will also get them interested. You can ask them to pretend they can smell something really nice, like flowers or a cake. As they take a deep breath in, they can then pretend to blow out candles or a ‘dandelion clock’ as they breathe out. Ask your child to think about their tummy rising and falling. Start by keeping it short, aim for 10. Then you can increase the time.

  1. Notice 5 things around you

When you consciously notice the world around you, it can help bring you back to the present. This is very helpful when you are feeling overwhelmed by stress or emotion. Noticing five things you can see brings you back to the present.

You can turn this into a game for your kids. Sit down with your child wherever you are and explain you want to play the “notice five things” game. Then you call out five things you can see around you, and ask your child to try it too. Then you can explain this can help if they are ever feeling upset. You can also try saying, noticing five things you can hear.

This game brings your child back to the now. It works really effectively if your kids are already relaxed and ready to learn. With regular practice, your child will soon be calling on this tool to help with stress or losing control.

  1. Encourage your child to embrace all their feelings

No matter how hard you try to keep your children calm, they w

ill, at some point, throw a tantrum. Mindfulness can enable them to learn how to accept their feelings without judgement. As a parent, you need to set an example in this.

Of course, if your child is in the middle of the grocery store screaming blue murder, you are just as upset as they are. So easier said than done. But if you try and see past their behavior, acknowledge your reaction, take some deep breaths yourself, that is the first step to calming everything down.=

Don’t try and get them to do meditative breathing while they are throwing a hissy fit. This will not go down well! And it won’t work. Instead, wait until they have calmed down a little. Then talk to them about their feelings, and the unmet needs behind those feelings. You can then do some breathing and discuss how you can both look at solutions for dealing with it the next time. And there will be more than likely, next time!

  1. Drop anchor

In this exercise, you stand across from your child. Stand with your feet firmly on the floor around shoulder-width apart, and show them how to do it. Then demonstrate how to push down through your feet so you can feel the ground steady beneath you. Ask, ‘How do your leg muscles feel when you push down?’

Then ask your child to tune in to different parts of their body

, starting with the head. Ask, “How does it feel?’ You work down through the whole body so your child can feel the weight of gravity connecting them to the earth.

Once you have done that together, ask what they can notice around them. This is essentially a way of linking back to the earth around you and feeling more grounded in the present.

  1. Silence game

The silence game has been practiced in Montessori classrooms around the world for many years. This mindfulness practice asks children to be as quiet as they can. And it’s not just with their voices, it’s with their bodies as well. It’s good to aim for a minute, to begin with, asking kids to be as quiet and still as they can.

When the game ends, speak in a soft voice and ask your kids what they heard or saw while they experienced the quiet. Then ask them to keep that calm, peaceful feeling during their next activity, and if they can for the rest of the day.

In conclusion, these simple games and activities are an excellent way for you and your child to connect differently. They will help them build tools to center themselves when they feel stressed or out of sorts.

Mindfulness is a way you and your child can experience calm to

gether. It will also alleviate those feelings of nervousness and anxiety, which we are all dealing with during the coronavirus.

Don’t approach mindfulness with too many expectations. This means you’re living in the future, and mindfulness is about the present.

But if you encourage your child to embrace these methods, they will also start learning the necessary tools to self-regulate. If you practice regularly, your kids will feel happier and more peaceful. And so will you.

Love and Blessings,

Katherine Sellery

PS: It’s a crazy time of year – the overstimulation, the weather changes, the time off from school. Read my entry on how to introduce structure to your children’s life if you are dealing with chaos. Click on the link here now.

 

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Best Practices Culture Human Resources Women In Business

Happy Valentine’s Day from CPR!

Valentine’s Day is one of my favorite holidays! I long for the days when my children were little, and I would send them to school dressed in red, with little cards for each classmate in hand. I love the energy, the decorations, and the spirit of meeting others with love. Most of all, I love how I can jump right from my Chinese New Year celebrations into Valentines day!

My Conscious Parents from the US or EU may not know this, but the final day of the Chinese Lunar New Year is celebrated very similarly to the western holiday we know as Valentine’s Day. Young women, in hopes of finding a sweetheart after a week of Lunar New Year festivities, walk their neighborhoods and admire the many decorative lanterns strung about. As an expat in Hong Kong the past 30+ years, I had the honor of celebrating this beautiful holiday many times, and still hold it’s traditions tight to this day.

For families, Valentine’s Day is a chance to find your own traditions, and an excellent opportunity to practice meeting each other with love. This season often reminds me of Marshall Rosenberg’s rendition of “See Me Beautiful”, a heartfelt song that pleads for love in spite of imperfection. How timely Dr. Rosenberg’s message is for the parenting work that we do! May we all celebrate not only the unconditional love of our significant others but of our children, our families and our communities.

See me beautiful, look for the best in me

That’s what I really am and all I want to be

It may take some time

It may be hard to find

But see me beautiful

See me beautiful, each and every day

I hope these holidays inspire you to relish new beginnings and see the beauty in everyone.

From the bottom of my heart, wherever you are in the world: Happy Valentine’s Day!

Love and Blessings,

Katherine

PS Honored to be a guest on Natasha Graziano’s show – one of the most generous, pure hearted and supportive people I’ve ever met! Check out the episode here!

 

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Culture Growth Health and Wellness Human Resources Leadership Personal Development

Is Your Teen Rebelling, Resisting, and Retaliating?

Is your teenager’s defiant behavior ruling your family life?

The teenage years are challenging, leaving many parents and caregivers at a loss. But in fact, there’s a perfectly legitimate explanation for their behavior. During adolescence, humans begin developing their prefrontal cortex—the part of the brain responsible for making judgments, weighing pros and cons, and managing emotional responses.

This critical part of the brain continues developing until the mid-20s, making it difficult for teenagers to think critically and manage their moods. Research even shows that teens often misread cues and facial expressions…and are more likely to interpret them as being shocked or angry.

Yikes! Combined with the flood of new hormones coursing through their bodies, it’s no wonder your teen walks around constantly sighing, rolling their eyes, and slamming doors!

17

Understanding the Three Rs

According to child psychologist Dr. Louise Porter, who I co-authored the Guidance Approach to Parenting with, 75% of family disruptions result from what Dr. Thomas Gordon called the Three Rs: Resistance, Rebellion, and Retaliation.

When your child refuses to walk beside you at the mall, they’re resisting. When they go to a party instead of doing their homework, they’re rebelling. When they’re aggressive with their siblings because they feel misunderstood, they’re retaliating.

Teens’ defiant behavior is a reaction to power and control being imposed over them and is the classic activation of those 3Rs mentioned above. The lack of control over their emotions and bodies, combined with their legitimate need for self-direction and autonomy that is thwarted by many parents, causes them to “act out.”

As parents, we owe it to our teenagers to practice empathy and do our best to understand where they’re coming from. To combat normal but challenging behaviors, we have to give them the autonomy they crave while still ensuring their safety and well-being

18

7 Practical Tips for Managing Your Teen’s Behavior

The 3Rs can be eliminated by using the Guidance Approach to Parenting.  The reason the 3Rs surface is that controlling discipline activates them. The way to prevent them from surfacing is to never activate them in the first place. My TEDx talk, “The Rebellion is Here: We Created It and We Can Solve It,” has more detail about how the process works.

These practical tips can make a world of difference: 

1. When tempers rise, disengage. If your teen is defensive or upset, postpone heavy conversations for a later time. Give them space to calm down and think things over. You’ll benefit from this space, too.

2. Set age-appropriate guidelines. Give your teenagers the independence they crave, setting age-appropriate guidelines. What’s reasonable for a 13-year-old is probably too restrictive for a 16-year-old, so use your judgment and be open to feedback. Create solutions together, seeking clarity so everyone’s on the same page: “So are you saying you would feel better if I let you do your own thing from 2-5 pm on Saturdays, as long as you tell me where you’re going and with whom?”

3. Find common ground. Connect with your child by finding activities you both enjoy. Watch a movie together, go get ice cream, or play a favorite sport. Engaging in shared interests fosters a positive environment for meaningful connection. If your teen starts opening up about their life, listen and invite them to tell you more! Be careful not to use the 12 roadblocks to communication or will go awry!

Is Your Teen Rebelling, Resisting, and Retaliating

4. Respond, don’t react. When your teenager confides in you for the first time about, say, a boy they’re interested in, resist the urge to freak out! Drop the “my baby” perspective and be as objective as you can. Give advice like you would to a friend, assuring your teen that they can talk to you about anything—even the uncomfortable stuff.

5. Avoid phrases like “You never” and “You always.” Nothing sparks defensiveness more than the words “never” and “always.” Reframe your language to be non-accusatory. Instead of, “You’re always late for school!” say “I’ve received some reports about lateness from your school; is everything okay?”

6. Respect their privacy. With so much happening in their minds and bodies, teens can be extremely self-conscious about, well, everything. Respect their budding sense of self. That means no snooping in bedrooms, phones, laptops, or social media. Build trust with your teen, and they’ll feel empowered to tell you what’s going on.

7. Help them understand the changes in their body. Teens are better equipped at handling physiological changes when they’re fully aware of what’s happening. If they don’t want to talk to you about these changes, enlist the help of a trusted family member, friend, or counselor.

As your teenager navigates this complex period in their lives, it’s critical for parents to provide the support they desperately need.

Still feeling daunted? Parents need support, too! Our private FB community can help you chart these churning waters. Join us inside the Facebook Group for Tuesday Tips for Parents, Tuesdays at 6:10 pm PST. Our team of coaches streams in live every week to answer all your parenting questions.

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Advice Best Practices Biography and History Branding Case Studies Entrepreneurship Growth Human Resources Investing Leadership Management Marketing Operations Strategy

“People Don’t Follow Companies. They Follow People” – Brad Lea

Host of Dropping Bombs podcast and CEO of LightSpeed VT dropped a knowledge bomb on a recent episode of Dropping Bombs podcast. Host, Brad Lea commented on the importance of developing a personal brand for C-Suite Executives.

When talking about the importance of creating a personal brand, Brad stated:

“People don’t follow brands they follow people. So your personal brand is ultimately what’s going to tee up doing business.” 

In short, Brad believes everyone should develop a personal Brand for their business, no matter what business you’re in.

With over a half million social followers and hundreds of thousands of monthly podcast downloads, Brad knows a thing or two about how to leverage a personal brand.

Here are Brad Lea’s tips on getting starting creating a digital brand presence.

Brad Lea’s Step By Step Advice to Create a Personal Brand:

Let the world know who you are

Get on the big 6 social media platforms and put yourself out there; share your thoughts, opinions, values, beliefs. Don’t just repeat what everyone else is saying.

Don’t be afraid to be polarizing, not for the sake of confrontation, but for the sake of confronting the elephant in the room as it relates to your industry.

But that can often be scary, that’s where tip #2 comes into play…

Don’t be afraid of what other people think

The biggest reason Brad says executives are not active on social is they worry too much about what other people think. Especially on social media where anyone can leave a comment or offer a difference of opinion.

Remember, not everyone will agree with you but that doesn’t matter. You’re goal is to connect with those who do.

As Brad says” “if you never feel the hate, you never feel the love.”

Now for the last and final tip.

Continue to push out content over time

While the actual amount of time will depend on your individual business and circumstances, for a small to medium-sized business, a strong content marketing strategy generally takes between six and nine months to yield real results.

These are just a few of the tips Brad Lea shared in a recent podcast episode. Watch the full clip below.

WATCH:

 

 

 About Brad Lea:

Brad Lea is the founder of Lightspeed VT, the most advanced training platform on the market. Soon-to-be billionaire and host of the Dropping Bombs Podcast, Brad Lea built LightSpeed VT into a multi-million dollar global tech company from scratch.

As its Founder and CEO, his vision led to LightSpeed VT becoming the world’s leading interactive training system, a system that he’s proud to share with others. In addition to being a CEO, Brad is also the author of The Real Deal.

Brad has helped generate millions for countless companies and individuals, including heavy hitters Tony Robbins, Zig Ziglar, Grant Cardone, Tom Hopkins, World Series Poker, Top Chef, Chase Bank, and so much more. He’s also been featured in Forbes, The Huffington Post, Inc. Magazine, GCTV, and is a regular guest on several top-rated podcasts such as The $ales Podcast, Success is a Choice and The Inner Changemaker.

 

For more information visit tylerhayzlett.com

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Growth Human Resources Personal Development

The Humor Advantage: Five Keys to Effectively Using Humor That Can Help You Laugh All the Way to the Bank.

Can more funny equal more money? Without question. There truly is a bottom-line advantage to leveraging your humor resources and branding your business with humor. Here are five guiding principles to help you and your business laugh all the way to the bank.

1. First, Do No Wrong

Great advice for doctors or would-be corporate jesters. Make sure the humor you use in your branding laughs with people, not at people. Laugh at yourself, not in a, “I’m a loser” kind of way, but in a way that lets people know you don’t take yourself overly seriously. Stay clear of political, ethnic, gender or sex-based humor. Remember that having permission to use more humor at work is not permission to act like a jerk. It doesn’t give you license to offend or humiliate people, or disparage their character. It’s about being more human, having a bigger heart, and demonstrating greater humility.

The number one fear corporate clients express about using humor at work is that it will invite all manner of obnoxious behaviors eventually leading to lawsuits. Yet, companies such as the Las Vegas based online shoe retailer Zappos, that embrace an enormous amount of fun and humor in their workplace, rarely – if ever – experience anyone crossing the proverbial humor line. Why? Because the style of humor employees use reflects their culture. If you create a respectful workplace culture, as Zappos has done, then the humor will remain respectful.

2. Be Authentic

Humor can break down barriers and build trust, provided the humor used creates and reflects authenticity. As Jerry Seinfeld once said, “The whole object of comedy is to be yourself. The closer to that you get, the funnier you will be.” This applies at a corporate level as well. Customers are savvier than ever and more cynical than ever. They’ll see through half-hearted attempts at humor that seem to be nothing more than manipulative and insincere window dressing. The need for authenticity applies to leaders and employees as well.

The Canadian airline WestJet, modelled after Southwest Airlines, understands the importance of authentic humor. As with Southwest Airlines, flight attendants and pilots at WestJet Airlines are encouraged to bring their personalities to work and to use humor when delivering announcements, but with one large caveat: Be your authentic self. The last thing WestJet wants (or their passengers, for that matter) is a flight attendant pretending to be funny or feeling forced to sing a rap song when they aren’t comfortable doing so. But allowing employees to be their authentic selves and use their own style of humor while delivering great service is what has helped WestJet and Southwest Airlines soar to success.

3. Be Congruent With Your Brand

The humor you use at a corporate level must fit your style. It needs to be congruent with your brand. if you have a classy brand, then your humor, for the most part, should be classy. If you want to be known as an edgy company, then use edgy humor.

Kentucky’s Big Ass Fans, for example, uses a fair amount of edgy humor on its website, which seems appropriate given their name (even though the ass they speak of is a donkey). Their name generates controversy, which Big Ass Fans uses to their advantage by including some of the hate mail they receive on the kudos section of their website. They even have a hilarious video that pokes fun at the entire controversy. It’s edgy humor befitting a company that has embraced an edgy name, but the humor they get away with wouldn’t be appropriate for a more family-friendly or conservative business. Make sure the humor you use contributes to and reflects the brand image you want to project.

4. Be Relevant

The more the humor you use at your workplace is relevant to your business, the more memorable and effective it will be. Humor for the sake of humor can be a fabulous tool, but relevant humor that ties into your unique challenges, issues, products, local attractions, branding, and industry is far more effective.

The Dirty Laundry winery is one of my favorite wineries in British Columbia’s Okanagan Valley. The name comes from an historic Summerland laundry that reportedly housed a brothel, earning the business the nickname “The Dirty Laundry”. It’s a playful, fun name that invites a lot of humor – and the key to their branding success is that they keep the humor relevant to their name and theme. So the winery’s logo features a red-hot iron with images of women in the steam; their tagline reads: “The Okanagan’s Dirty Little Secret”. Their newsletter is called Laundry Lines, and their welcome sign resembles a giant sheet hanging on a clothesline. The entrance gate posts are giant clothes pegs. The tasting room/gift shop is reminiscent of an old-fashioned bordello (not that I’d know what one looks like) complete with lingerie strewn about the display cases. They sell products such as pink stiletto wine bottle holders. And of course their wine names include such gems as, “A Secret Affair,” “Naughty Chardonnay,” and “A Girl in Every Port.” Even the descriptions of the wine are playfully suggestive.

The more relevant the humor, the more likely it is to reinforce and strengthen your brand, your image, and your products.

5. Embrace a Spirit of Fun

Beryl Health is a call center company that has built a wildly successful business with an employee turnover rate that’s the envy of their competitors. The key to their success has been to focus relentlessly on nurturing a positive and fun culture. Who, after all, wouldn’t want to work in a company where the human resources manager has the alternative job title The Queen of Fun and Laughter? Beryl embraces a fun culture that starts at the very top, with CEO Paul Spiegelman. And yet, Spiegelman admits to being an introvert, and not a particularly funny person. “I’ve come to learn that it’s not about being funny, but about encouraging and creating a culture that embraces a spirit of fun.”

Ultimately, using humor effectively to brand your business is about embracing a spirit of fun rather than trying to be funny. Embracing a spirit of fun suggests a lightness, a willingness to play, and a spirit of inclusiveness.

Michael Kerr is an international business speaker who travels the world researching, writing, and speaking about inspiring workplace cultures and the use of humor in business to drive success. His latest book is called, The Humor Advantage: Why Some Businesses Are Laughing All the Way to the Bank

Categories
Growth Human Resources Personal Development

Executive Briefings: Intersection of Leadership and Social Media

By Thomas White for Huffington Post

In my work, I meet business leaders from all over the world who have advice, stories and personal tips to provide. I sit down with these leaders to give them the opportunity to provide current business advice and give a glimpse to their personal stories as a business leader.

I recently sat down with Rob Harles, Head of Social Business & Collaboration at Accenture Interactive. Rob joined Accenture from Bloomberg LP in New York where he was Global Head of Social Media responsible for developing and managing Bloomberg’s social media strategy and initiatives worldwide.

As a leader in social media for a long time, both at Bloomberg and now Accenture, what changes do you see in what expectations customers have of companies?

Customers have higher expectations than they’ve ever had. Social has acted as a catalyst for people to express their views, support, lack of support for brands, and what they expect brands to do, to live up to their promise. Only ten to fifteen years ago you wouldn’t have been able to do that. Brands were lucky enough to be able to tell you what they stood for and hope you believed it. Now you have to prove it, and social is acting as that catalyst.

We call it the ultra-transparency situation, and it affects how companies engage with customers. How would you describe this phenomena?

The phenomenon with social is really about people wanting to feel that they matter, and they want to be able to express that. It’s been around since the dawn of time, when we were just a nation of shopkeepers. As we grew and had to come to terms with the challenges of scaling businesses, we got more and more distant from our customers. The result was that we had to do standalone market research at a set point in time just to see where people’s needs or demands were going or how they felt about us. Now that’s changed. It’s 24/7. They’re telling you exactly what they need. They’re telling you exactly how they feel. Sometimes they’re telling you the extremes of that because there is less of a filter.

What do you see in the next five years? How is social media going to change as a medium, and how is it going to change the way we do business?

The advantage of real-time information is that we are addressing people’s issues faster. We are being more responsive. Organizations and brands are using the insights that come out of social to improve themselves, and that’s a good thing. But with that always comes challenges. This is where organizations go off the rails. At Accenture Digital, what we’re seeing is that companies are almost too ready to take data and do something with it and not really think about the implications. Also, it comes with the challenge of where do you draw the demarcation line in terms of privacy? How do you think about protecting the rights of your employees or the rights of your customers? There isn’t a day that goes by when there isn’t a headline about something like this. It’s creating great opportunities on the one hand, but it’s also creating a lot of challenges in terms of sensitivity and the law. Eventually we find our path. Eventually we figure out the right way to do something and sometimes we only do that by making mistakes. Sometimes the consequences of those mistakes are actually quite precious, but it still makes us better.

Let’s shift gears. As a leader, what are the traits that you most admire in other leaders?

Everybody is different. That’s the thing that I’ve recognized, and good leaders recognize that. We’re a little bit more open than we’ve ever been and don’t self-edit as much. Great leaders are ones who have a vision and are willing to be tenacious enough to drive that forward. An example would be if you say you want to have an innovative culture. It’s another thing to actually create an innovate culture. Great leaders are ones who are a little more flexible than they’ve ever been, but have great vision and can really motivate people to bring more than what they’re just asked to do. It’s like a puppy dog scenario. I love it when people come to me and they have an idea, it might not be a perfect idea, but it’s a start. They’re thinking. The worst situation is where you stifle that.

Along your way to becoming the leader that you are today, who has inspired you, and what about them inspired you?

I have to pay homage to some of the great thinkers and entrepreneurs that we’ve had in just the last few decades. Whether it’s Bill Gates, or Steve Jobs, or Steve Wozniak and many more. In so many ways they represent the unique American spirit of trying to do something that no one has done before. It’s high risk. I admire the people who are the unsung heroes who have tried something and it hasn’t worked. Most entrepreneurs, if they’re really honest, will tell you, “So much of our success is built not just on hard work or creativity.” But their little secret is luck and being able to see it and take advantage of it and run with it. Not everyone has that luck, but they have all the other things. Sometimes those unsung heroes drive us forward through the missed opportunities and the failures just as much as those who we venerate. I like to see people, generally, who try things and are okay with failing and picking themselves up, learning from it, and moving to the next thing.

 

Categories
Growth Human Resources Personal Development

The Humor Advantage: Five Keys to Effectively Using Humor That Can Help You Laugh All the Way to the Bank.

Can more funny equal more money? Without question. There truly is a bottom-line advantage to leveraging your humor resources and branding your business with humor. Here are five guiding principles to help you and your business laugh all the way to the bank.

1. First, Do No Wrong

Great advice for doctors or would-be corporate jesters. Make sure the humor you use in your branding laughs with people, not at people. Laugh at yourself, not in a, “I’m a loser” kind of way, but in a way that lets people know you don’t take yourself overly seriously. Stay clear of political, ethnic, gender or sex-based humor. Remember that having permission to use more humor at work is not permission to act like a jerk. It doesn’t give you license to offend or humiliate people, or disparage their character. It’s about being more human, having a bigger heart, and demonstrating greater humility.

The number one fear corporate clients express about using humor at work is that it will invite all manner of obnoxious behaviors eventually leading to lawsuits. Yet, companies such as the Las Vegas based online shoe retailer Zappos, that embrace an enormous amount of fun and humor in their workplace, rarely – if ever – experience anyone crossing the proverbial humor line. Why? Because the style of humor employees use reflects their culture. If you create a respectful workplace culture, as Zappos has done, then the humor will remain respectful.

2. Be Authentic

Humor can break down barriers and build trust, provided the humor used creates and reflects authenticity. As Jerry Seinfeld once said, “The whole object of comedy is to be yourself. The closer to that you get, the funnier you will be.” This applies at a corporate level as well. Customers are savvier than ever and more cynical than ever. They’ll see through half-hearted attempts at humor that seem to be nothing more than manipulative and insincere window dressing. The need for authenticity applies to leaders and employees as well.

The Canadian airline WestJet, modelled after Southwest Airlines, understands the importance of authentic humor. As with Southwest Airlines, flight attendants and pilots at WestJet Airlines are encouraged to bring their personalities to work and to use humor when delivering announcements, but with one large caveat: Be your authentic self. The last thing WestJet wants (or their passengers, for that matter) is a flight attendant pretending to be funny or feeling forced to sing a rap song when they aren’t comfortable doing so. But allowing employees to be their authentic selves and use their own style of humor while delivering great service is what has helped WestJet and Southwest Airlines soar to success.

3. Be Congruent With Your Brand

The humor you use at a corporate level must fit your style. It needs to be congruent with your brand. if you have a classy brand, then your humor, for the most part, should be classy. If you want to be known as an edgy company, then use edgy humor.

Kentucky’s Big Ass Fans, for example, uses a fair amount of edgy humor on its website, which seems appropriate given their name (even though the ass they speak of is a donkey). Their name generates controversy, which Big Ass Fans uses to their advantage by including some of the hate mail they receive on the kudos section of their website. They even have a hilarious video that pokes fun at the entire controversy. It’s edgy humor befitting a company that has embraced an edgy name, but the humor they get away with wouldn’t be appropriate for a more family-friendly or conservative business. Make sure the humor you use contributes to and reflects the brand image you want to project.

4. Be Relevant

The more the humor you use at your workplace is relevant to your business, the more memorable and effective it will be. Humor for the sake of humor can be a fabulous tool, but relevant humor that ties into your unique challenges, issues, products, local attractions, branding, and industry is far more effective.

The Dirty Laundry winery is one of my favorite wineries in British Columbia’s Okanagan Valley. The name comes from an historic Summerland laundry that reportedly housed a brothel, earning the business the nickname “The Dirty Laundry”. It’s a playful, fun name that invites a lot of humor – and the key to their branding success is that they keep the humor relevant to their name and theme. So the winery’s logo features a red-hot iron with images of women in the steam; their tagline reads: “The Okanagan’s Dirty Little Secret”. Their newsletter is called Laundry Lines, and their welcome sign resembles a giant sheet hanging on a clothesline. The entrance gate posts are giant clothes pegs. The tasting room/gift shop is reminiscent of an old-fashioned bordello (not that I’d know what one looks like) complete with lingerie strewn about the display cases. They sell products such as pink stiletto wine bottle holders. And of course their wine names include such gems as, “A Secret Affair,” “Naughty Chardonnay,” and “A Girl in Every Port.” Even the descriptions of the wine are playfully suggestive.

The more relevant the humor, the more likely it is to reinforce and strengthen your brand, your image, and your products.

5. Embrace a Spirit of Fun

Beryl Health is a call center company that has built a wildly successful business with an employee turnover rate that’s the envy of their competitors. The key to their success has been to focus relentlessly on nurturing a positive and fun culture. Who, after all, wouldn’t want to work in a company where the human resources manager has the alternative job title The Queen of Fun and Laughter? Beryl embraces a fun culture that starts at the very top, with CEO Paul Spiegelman. And yet, Spiegelman admits to being an introvert, and not a particularly funny person. “I’ve come to learn that it’s not about being funny, but about encouraging and creating a culture that embraces a spirit of fun.”

Ultimately, using humor effectively to brand your business is about embracing a spirit of fun rather than trying to be funny. Embracing a spirit of fun suggests a lightness, a willingness to play, and a spirit of inclusiveness.

Michael Kerr is an international business speaker who travels the world researching, writing, and speaking about inspiring workplace cultures and the use of humor in business to drive success. His latest book is called, The Humor Advantage: Why Some Businesses Are Laughing All the Way to the Bank