Experts will tell you to hire employees to take the load off so you can focus on business growth. As a business coach, I often suggest that clients onboard employees as they scale. However, a few key components must be in place before you expand your team.

Most often, small business owners skip over game-changing business-building steps because they're too occupied to put thought into them, but this lack of diligence always backfires.

Don't be that small business owner.

You decide it's time to take the plunge and hire your first (or next) employee. You think about what that person can do and how much time a new hire will free up for you. So, you whip up a job posting or spread the word through your community, and, voila, you find someone. You ask the standard interview questions, size them up, and perhaps check a reference or two, and your new employee starts on Monday. Cool!

Or, maybe not so cool. You may think the hard part is done at this point, but that's far from true. At this point, budding entrepreneurs need to learn to think like a leader rather than someone in the trenches. Now, you not only have to protect yourself from failing but also your growing team.

3 ways to set employees up to fail.

1. You don't give your new hire a steady foundation.

You may have a job description, but you don't have any training, implementation processes, or written documentation in place. Without a solid foundation, you throw your new person into the deep end without a raft. Rescuing your employee is time-consuming and frustrating; it was easier when you were solo!

Many entrepreneurs put these oversights in the category of employee empowerment and tell themselves they will not be a micro-manager. Really, this belief only serves to make the business owner feel better, but you can't hide behind it for long. Empowerment is built upon solid training and an understanding of the company's signature goals and direction. Your employee may attempt to do things right, but without consistent guidance and processes in place, they will struggle and most likely fail to meet your needs. There's a big difference between micro-managing and providing your team with education, support, and training.

2. You're unclear about your small business's growth vision.

Entrepreneurs have plenty of ideas for future growth and expansion. The problem appears when all these ideas merge murkily, causing a lack of clarity, confusion, and overwhelm . These murky waters lead to a team that also lacks clarity and feels overwhelmed and confused by your inconsistent leadership and direction. You may hire for the wrong positions and skill sets, leaving you with one or more team members who may be decent employees but cannot grow your small business with you. They just won't be a good fit for your ultimate vision.

3. You have not designed your company culture.

You have yet to think about what you want your company culture to look like or what values will guide you to that goal. Understanding your company and personal values to design an internal and client-facing culture gives you a roadmap for everything you do, including who and why you hire. For instance, if you hold a value that indicates honesty, integrity, or trustworthiness and hire a salesperson who promises anything to get the sale, you will have very unhappy customers. This person will also cause conflict with other team members who do represent your culture of integrity.

You don't know what you don't know about growing your small business.

Leadership development is a new stage of growth for most small business owners, and this process has many layers. While it may not seem apparent, your leadership abilities need to kick in before you hire employees, not after. It is difficult for most people to figure out how to

1. Make the time to develop processes, identify culture goals, and develop a vision
2. Get your ideas out of your head and into play
3. Gain clarity about the what, how, and why
4. Implement your ideas
5. Just about everything else!

This educational piece of professional and self-growth is why business coaches and mentors exist. No, you don't know what you don't know, and you're not meant to do it alone. Surround yourself with a supportive team of non-employees before you become an employer, and you will save yourself much disappointment, money, and time!

Are you interested in growing your business to add more freedom, security, and well-being into your life? Please contact me to see if I can help. Let’s chat and learn more about one another!

The post 3 Ways Small Business Owners Set New Employees Up to Fail appeared first on Marla Tabaka.

Experts will tell you to hire employees to take the load off so you can focus on business growth. As a business coach, I often suggest that clients onboard employees as they scale. However, a few key components must be in place before you expand your team.

Most often, small business owners skip over game-changing business-building steps because they're too occupied to put thought into them, but this lack of diligence always backfires.

Don't be that small business owner.

You decide it's time to take the plunge and hire your first (or next) employee. You think about what that person can do and how much time a new hire will free up for you. So, you whip up a job posting or spread the word through your community, and, voila, you find someone. You ask the standard interview questions, size them up, and perhaps check a reference or two, and your new employee starts on Monday. Cool!

Or, maybe not so cool. You may think the hard part is done at this point, but that's far from true. At this point, budding entrepreneurs need to learn to think like a leader rather than someone in the trenches. Now, you not only have to protect yourself from failing but also your growing team.

3 ways to set employees up to fail.

1. You don't give your new hire a steady foundation.

You may have a job description, but you don't have any training, implementation processes, or written documentation in place. Without a solid foundation, you throw your new person into the deep end without a raft. Rescuing your employee is time-consuming and frustrating; it was easier when you were solo!

Many entrepreneurs put these oversights in the category of employee empowerment and tell themselves they will not be a micro-manager. Really, this belief only serves to make the business owner feel better, but you can't hide behind it for long. Empowerment is built upon solid training and an understanding of the company's signature goals and direction. Your employee may attempt to do things right, but without consistent guidance and processes in place, they will struggle and most likely fail to meet your needs. There's a big difference between micro-managing and providing your team with education, support, and training.

2. You're unclear about your small business's growth vision.

Entrepreneurs have plenty of ideas for future growth and expansion. The problem appears when all these ideas merge murkily, causing a lack of clarity, confusion, and overwhelm . These murky waters lead to a team that also lacks clarity and feels overwhelmed and confused by your inconsistent leadership and direction. You may hire for the wrong positions and skill sets, leaving you with one or more team members who may be decent employees but cannot grow your small business with you. They just won't be a good fit for your ultimate vision.

3. You have not designed your company culture.

You have yet to think about what you want your company culture to look like or what values will guide you to that goal. Understanding your company and personal values to design an internal and client-facing culture gives you a roadmap for everything you do, including who and why you hire. For instance, if you hold a value that indicates honesty, integrity, or trustworthiness and hire a salesperson who promises anything to get the sale, you will have very unhappy customers. This person will also cause conflict with other team members who do represent your culture of integrity.

You don't know what you don't know about growing your small business.

Leadership development is a new stage of growth for most small business owners, and this process has many layers. While it may not seem apparent, your leadership abilities need to kick in before you hire employees, not after. It is difficult for most people to figure out how to

1. Make the time to develop processes, identify culture goals, and develop a vision
2. Get your ideas out of your head and into play
3. Gain clarity about the what, how, and why
4. Implement your ideas
5. Just about everything else!

This educational piece of professional and self-growth is why business coaches and mentors exist. No, you don't know what you don't know, and you're not meant to do it alone. Surround yourself with a supportive team of non-employees before you become an employer, and you will save yourself much disappointment, money, and time!

Are you interested in growing your business to add more freedom, security, and well-being into your life? Please contact me to see if I can help. Let’s chat and learn more about one another!

The post 3 Ways Small Business Owners Set New Employees Up to Fail appeared first on Marla Tabaka.

If you're familiar with the “head slap” made famous by NCIS character Leroy Jethro Gibbs, you know that this non-injurious action is usually meant as a reminder when a team member violates one of the Gibbs rules. Gibbs's rules originated from his first wife, Shannon Gibbs when she told him at their first meeting that “Everyone needs a code they can live by.”

I have my own rules as well. I call them the Tabaka No-Fail Rules for Leadership Excellence. The Rules are born out of my personal and professional growth experiences and that of my clients. So much of the angst (and failure) that leaders experience is due to poor choices and a lack of clarity around values and vision. Much of their loss and regret could be prevented if business owners would carve out the time to identify their values, vision, and company culture.

So here, my friends, are my Rules. Live and lead by them, and the successful, influential trailblazer in you will take you far in life and business.

1. Take responsibility; never, ever place blame elsewhere.
2. If you want to control your future, let go of the control.
3. Learn to be a strong communicator. No, this does not mean sending a lot of text messages.
4. Listen, don't judge.
5. Don't make excuses; when it comes to being a respectable leader, there are none.
6. Never forget that your team, not your product, not your bank account, is your number-one asset.
7. Give your team the tools and freedom to be extraordinary. There is no better investment.
8. If you promise to do something, do it–and do it well.
9. Let your ego know that it's really smart to surround yourself with people who know more than you do.
10. To work with a coach or mentor is a sign of a successful mindset, not a weakness.
11. Consciously build an intentional culture and powerful company culture. Otherwise, it will build itself…and you will not like the results!
12. If you consistently work through the night, you're doing something wrong.
13. Employee meetings are not a disruption, waste of time, or inconvenience. If you feel that way, it only means you don’t know how to run them.
14. Never enter into a 50-50 partnership.
15. Do not launch a product without doing market research that goes well beyond family and friends.
16. Before you even think about stepping into a leadership role, define and understand your values. Otherwise, you have no road map to lead yourself or others to success.
17. You are only as successful as you believe you are. Mindset is everything.
18. Don't think your idea is excellent because you believe in it and have worked hard for it. It's only great if your customers believe in it too.
19. Honesty is a code to live by; choose your words carefully.
20. If you think it's time to quit, it probably is.
21. Make friends with your numbers, even if you don't like them very much.
22. Don't jump into a partnership because you're excited. Partner because you have a great idea, the combined skills to make it happen, and a viable plan in place. Then see a business lawyer.
23. Always stay in check on social media. Yes, even on your personal accounts.
24. Don't take advice from people who haven't been there, done it, and succeeded.
25. Only borrow money from friends and family who are willing to lose every penny of it and not hold it against you.
26. Build your personal brand even if you think you don't matter to your customers–because you do.
27. Don't wear your overwhelming schedule as a badge of honor. Be proud when you can get everything done and have plenty of time to enjoy life.
28. It's only a failure if you beat yourself up for it instead of learning from it.
29. You have to believe in yourself before anyone else will.
30. It's alright to have self-doubt. It's not alright to let it consume you.
31. Experiencing fear is natural and normal. Allowing it to keep you from your dreams is just sad.
32. Don't make the mistake of believing you can be a full-time parent and achieve your business success on the timeline of a single person.
33. Stop saying there's never enough time; there is if you stop doing the things that a real entrepreneur doesn't do.
34. Know your strengths, and don't dwell on your weaknesses. Just hire someone to fill in the gaps.
35. If you believe you can't afford to do something to the betterment of your business, then you can't—and never will.
36. When stress is getting the best of you, focus on helping someone else.
37. The customer may always be right, but they are not your ideal customer if they cost you more than they pay you.
38. There is nothing in the world worth missing your kid's birthday for.
39. Only make friends with your employees if you can put on the boss hat and not feel guilty or uncomfortable in it.
40. If you can't trust your employees, it's for one of two reasons: You are too controlling or don't know how to hire right.
41. Ask interview questions that will tell you if your candidate is a good culture fit. Most skills can be taught. Personality, not so much.
42. Take care of you first and you'll have the energy and clear-headedness to take good care of your company.
43. Meditation isn't just for hippies anymore.
44. Never forget the healing power of laughter.
45. If you hold on to poor performers, you are the one who needs improvement.
46. Don't exhaust yourself grabbing at nickels and dimes. Know where the real profit comes from.
47. Always give back.
48. If you're in it just for the money, you'll never know true success.
49. Without a vision, you can't get there. But remember, your vision matures as you do.
50. Angel investors aren't really angels.
51. Don't shut off your emotions. They aren't in the way; they are there to help pave the way.

The post 51 Rules for Leadership Excellence appeared first on Marla Tabaka.

A savvy entrepreneur puts the development of an attractive company culture at the forefront of their growth plans; it's not an afterthought. Your customers want to be a part of your brand; they want to support companies that represent their own global views or satisfy them beyond a typical purchase. They want their purchase to be an experience, not a transaction.

For services like my own, clients want to work with someone who has experienced similar challenges and demonstrates empathy, understanding, and the expertise to conquer those challenges. Appropriately crafted, your brand story hits home with your ideal prospect and helps them to know they are in good hands.

Of course, Apple and Nike are the kings of brand storytelling. Nike's Just Do It and Equality campaigns are iconic. In the Equality campaign,  the sportswear giant positions the company as a force for positive social change. A consumer's Nike purchases represent more than just a pair of sneakers and branded workout gear. Buyers want to become a part of a collective movement by wearing Nike products. And their campaigns create brand loyalists who engage on social media by sharing and commenting about their own experiences.

One of my favorite Apple ads aired way back in 2013, but it still sticks in my mind. It's about a misunderstood teen and how he ends up creating a very touching family holiday video. This ad holds an aha moment because it teaches us that we don't have to talk about the product or service to inspire our audiences. You wouldn't even know this is an Apple ad until the very end. If you've never seen this one, check it out.

Here's what you need to know about building and marketing your culture and brand story.

Your company culture is the cake.

Company culture is just the icing on the cake to some business owners, but those entrepreneurs are way off base. Your culture is not the icing; it is the cake. Savvy consumers and decision-makers look for the story behind the company before they buy. Like the cake, your culture has many carefully measured ingredients: values, happy team members who represent the values, work environment, brand image, voice, and story, world views, product quality, and proper procedures. There's more, of course, and it's a lot to manage, but without the cake, there is no icing to entice your ideal consumer.

Your brand needs a voice.

Storytelling is a powerful marketing technique. A compelling story will build a network of brand loyalists who connect with your company because of what it stands for. It's worth hiring a content writer or marketing agency to help you identify your story. It's not enough to put a cool story on your website; it must become an integral part of your marketing collateral. Spread the news on the various marketing channels available to you. Make sure your brand is cohesive across all channels. Talk about the “why” behind your business so that people can identify with it and feel eager to support you.

You and your team members should tell the same story.

Storytelling is memorable and persuasive–statistics are not. Make sure that anyone who represents your business uses your story, not boring stats. Teach them to tell the same story; one that it's truthful and compelling. This goal means spending time with your team. Familiarize them with your values and mission statement and what they mean. Do role-reversal exercises to practice their responses to consumer questions and objections. Allow your team members to contribute to the culture with suggestions and insights.

Trust is one of the top influencers of purchasing decisions. The integrity that's woven into the fabric of your culture is demonstrated through the behavior of those in the field. You and your sales team should be armed with the same answers to challenging questions. The way you handle objections tells a story about your company; make sure it's favorable.

If you work solo, do these exercises on your own. Many coaches and consultants stumble over the tough questions. If you feel your values to the core, you will speak truthfully and passionately about your services, and that's what your future client is seeking.

Many entrepreneurs argue that they have no time to build an intentional culture. As my quote at the top of this article implies, the results of a neglected culture are often catastrophic. Begin by identifying your personal values, then what your company stands for. Think big, beyond the scope of money-making activities. Reach deep within yourself to develop your “why” and the story and actions to bring your dreams to fruition.

The post Stop Marketing Products and Services. Your Company Culture Will Attract the Ideal Customers appeared first on Marla Tabaka.

Creating a company culture from the ground up is one thing; repairing a broken culture requires in-depth exploration, a significant shift in perspective, and commitment. To see things from a broader perspective, you must release your stress and judgment and step back to view things from a mindset of curiosity–a quality that's innate to entrepreneurs but often underutilized. 

The exploration begins within you, the leader. 

Your values, integrity, commitment, level of confidence, and the effects of your overall mindset will trickle down into your organization. An evaluation of the current condition of your company culture is not about placing blame; it's about personal growth. Observe your thoughts and behavior. How have you contributed to a damaged or even toxic culture? 

Explore your values; what is most important to you? 

If you are living in integrity with your values (especially your top three), they should dictate just about everything you do. When there's an imbalance in your life, reviewing your personal values will typically reveal that you're not living in a way that represents them well. 

Which values will you introduce to your company culture?

If your ideal customer got an inside peek at your daily operations, what would they say to others about it? How do they respond when someone asks one of your employees what it's like to work for you? When people talk about your product or service, would you feel proud or embarrassed by their assessment? 

Thinking from your customer's point of view, write your ideal product testimonial or review. What values, actions, structure, and philosophies are required to live up to such a review? 

Your attitude runs through your culture. 

The stress of running a business that is not functioning well (because if your culture is imbalanced, it won't) is overwhelming. Add personal issues to the mix, and it can become more than you can bear. You have to be super-human to leave the stress behind when you come to work, but that's what a great leader does. Otherwise, you become a part of the problem, and your team follows suit. Much like a parent/child relationship, if you aren't safe and secure, neither are your employees. 

Don't shoulder the burden alone. Take steps to build an inclusive culture and work with your team to brainstorm and implement changes. Ask others for help: mentors and coaches are a great place to start. 

Culture is attention-grabbing. 

I have a client who is building a franchise operation in the restaurant industry. When we began working together, there was no intentional, healthy company culture in place. Employees were uncooperative, job candidates ghosted them, and customers were unimpressed with the service. 

As my client incorporated onboarding processes, employee reward systems, team meetings, and more, customers took notice. The average ticket price went up, and word spread in the community. 

What do your employees want?

Not everyone is motivated by money alone. A Gallup study showed that employees who receive praise and recognition are more engaged, committed, and productive. Some employees work best autonomously, others need frequent guidance. What benefits are most important to your team? For some, medical benefits are not important but a semi-flexible schedule will reward you with a loyal, hard-working attitude. Ask your team what is most important to them.

Your employees need things that you don't understand.

Entrepreneurs and employees have very different personality types. Business owners often tell me they don't understand why they need to hand-hold (at least that's how they view it) their employees. They wonder:

• Why do employees need praise? After all, they get a paycheck. 
• How come they can't follow instructions and do it my way? 
• Why do they have to ask so many questions? 
• Why aren't they more reliable?

The answers to these questions go deep, but to touch the surface, remember that if everyone were like you your company would not grow. Have you heard the saying about too many cooks in the kitchen? You are the chef and your employees perform all the jobs you are not good at or would waste your talents. If you listen to your employees and construct a culture that feeds and challenges them while appreciating their contribution, your company will thrive. 

Begin here to improve or repair your culture.

Once you've explored these insights, begin working on your culture by learning more about your team members. Countless assessments are available to identify their strengths, learning and communication styles, and personality types. Ensure that each employee holds a job that leverages their strengths and keeps them engaged. Don't set an employee up to fail by putting them on the wrong bus, keep them moving in the right direction by leaning into their skills. Lastly, encourage teamwork and camaraderie and offer incentives that mean something to them. 

Final thought: When you invest your valuable time, patience, and money you will be rewarded by reduced payroll expenses and employee turnover. It will improve your product and customer service. It can increase customer retention rates and improve your public image. And you'll love this: you will have fewer headaches and much less stress. 

The post How (and Why) to Transform Your Broken Company Culture appeared first on Marla Tabaka.

As a tribute to Janine at this weekends memorial I will read this revised article that was published on Inc.com a few years ago. I hope you find value in the things I learned from my beautiful sister.

As you know, our sister Janine lived with Down syndrome. Every opportunity to spend in the shadow of her joyful spirit was an occasion to learn a valuable life lesson. I want to share some of them with you today…

1. Be considerate of others–no matter what is going on in your own life.

Janine was consistent in her caring attitude and consideration for others, even during the most trying of times. This quality stood out when she was in the hospital in critical condition. Every visitor received a smile, and when Janine was strong enough, she would ask how they were doing. In some cases, she even consoled her friends.

There's always time and energy to be kind, no matter what's going on in our personal world.

2. You don't need to meet social norms to be happy in life.

Marriage, having children, and total independence were out of the question for Janine. While she may have occasionally fanaticized about having a “normal” life, she found contentment and happiness in her reality. A loving boyfriend, good friends, and the people at Five Star were like family. Janine didn't need to lead the life she witnessed others living to feel happy and fulfilled.

Janine taught me to see my life through the lens of gratitude instead of lack.

3. Be bold.

During one of our phone conversations, Janine came right out and said, “I miss your zucchini bread. Can I have some?” Janine asked for what she wanted. My sister has taught me to step up and speak up boldly. Never feel self-conscious about being honest about your needs and desires. She got that loaf of zucchini bread within a couple of days.

4. Determination and grit pay off.

A few summers ago, doctors gave Janine only the slightest odds of survival as she battled a life-threatening infection. Our family helplessly stood by as she spent a week in an unconscious state, but we all knew she was a survivor and kept reminding her of that fact. Janine opened her eyes on a Sunday and announced that she was ready to go home. She worked hard in physical therapy to regain the use of her limbs and was home within two weeks.

She taught me that if we remain determined, we can conquer the toughest odds.

5. Hugs are priceless.

We grew up in a household of non-huggers. It took me years to overcome the awkwardness of hugging others as an adult, but Janine knew the value of a hug from day one. Witnessing her ability to connect and express caring through hugging taught me to do the same.

If you ever met my sister, you knew to always expect a hug–one that comes from the heart.

6. Forgiveness trumps anger and resentment.

Janine and her friend had been inseparable throughout their entire adulthood until difficult times tore them apart. It was devastating. What some may find unforgivable, Janine and her friend were able to set aside within weeks. Janine didn't not like feeling angry, so she chose not to.

I believe that her ability to release the burden of anger is one of the reasons that she had a happy life, so I follow in those footsteps.

7. Don't let life's struggles keep you down.

There is no time limit on grief, but I wasn't sure about Janine's future happiness when she encountered three devastating losses within two months. Silly me. Sure, there was an adjustment period and while she continued to grieve, as any of us would, she found joy again in no time.

Through Janine, I learned to look for joy to lift me out of the pain of loss.

8. Grieving is healthy.

Like most anyone, Janine mourned the loss of our parents. If I mentioned our mother in a conversation, Janine would sometimes cry and say she wanted mom back. While it was gut-wrenching in one moment, laughter filled the next.

Like Janine, we can all find the strength to face grief head-on without shame or embarrassment. Like Janine, we can find happiness again. Somehow, keeping that knowledge in my heart makes difficult times just a little more bearable.

9. We all make mistakes; it's what happens afterward that's important.

When Janine acted out or her stubborn resistance sets in, she would be the first to say, “I blew it.” She apologized when appropriate and worked on changing her behavior. Then, she would let go and gracefully slip right back into her happy state.

Janine showed me how to embrace my mistakes, learn from them, and move on.

Remember, when life challenges you, it doesn't serve us to focus on the pain and struggle. It's how you find your way through it and what you take away from the experience that matters most

I'll never need to say goodbye to Janine because through these life lessons and so much more, I'll carry her love and spirit in my heart forever. And I hope you will too…

The post My Sister Lived with Down Syndrome, and She Taught Me These Life Lessons appeared first on Marla Tabaka.

The first time I saw it, I really didn’t give much thought to the movie's name, or the statement made by a key character in reference to losing a loved one: “Make sure to notice the collateral beauty.” Beauty resulting from a painful loss? Can there be such a thing? One might initially be incensed by such a suggestion, but in healing there is beauty. And yes, we might even find the beauty in the otherwise heart-breaking consequences of loss.

I’ve experienced a number of seemingly insurmountable losses, as many of us have. While drowning in the darkness and isolation in the months that followed, I made a commitment to myself, and to the beloved person who was no longer at my side. I refused to allow the pain associated with their death to become the main focus, rather than the impact they’d had on my life. I would, in some way, honor them and the time we had together. I would find what I can now see as collateral beauty.

When my husband died only 3 weeks after our twin daughters turned 8 years old, I began journaling. Putting words to my feelings, fears, and loneliness helped me experience my grief in a healing way, rather than continually wallow in it. Journaling led to a practice of gratitude–and eventually the study of spirituality and metaphysics. Over the years I evolved into a stronger, more intentional, and peaceful individual. I noticed the beauty in things I’d never seen before. I saw life in variations of color, instead of black or white. And, after a 10-year study of life, mindset mastery, and spirituality (one that will never end) I became a coach who would help people through challenges of their own.

Prior to my husband’s death, I did what people do: work, parent, love, and hope. After his death, I learned to live through my heart, speak from my wisdom, and rely on my unshakable faith. Eventually, I would help others do the same.

We all must grieve in our own way, on our own timeline. No one can tell us what will happen in the months and years to come, but we get to make some healing choices when we’re ready.

Don't neglect your grief but also journal about the good things: memories, forced changes that may be good for you, self-growth, greater connection to yourself and a higher power (if you believe), and the paths that are now available to you.

Take long walks in nature and open your eyes to notice things you may not have seen before. It helped me to seek out things that were larger than my life. It filled my heart with wonder, giving me a brief respite from my grief. I'd never seen the world in this way, so for me, this was one aspect of the collateral beauty.

Do something meaningful to honor your loved ones. I, unfortunately, had a horrible series of experiences at the hospital while I was at my husband's side. I had a friend who was a hospital social worker and she arranged several speaking engagements attended by medical professionals. I talked about the significance of their actions and how they can make a difference in someone's life. That difference can create tragic memories or great comfort–their choice. There was never a dry eye in the house when I spoke of our journey through the medical system. This empowered me and pulled me out of an aspect of grief that felt uncontrollable to me. My husband's death provided me with the opportunity to perhaps save other families from unnecessary pain.

There is collateral beauty in loss and grief, and perhaps simply knowing that can bring us through those moments of excruciating pain. It can give us something to hold on to, beyond memories of the past—because, it’s the future that brings hope and new beginnings.

The post Grief Completely Sucks. Look For the Collateral Beauty to Find Hope Again appeared first on Marla Tabaka.

It was two weeks ago that I glanced out of my office window to see bursts of red and orange flames violently licking at the garage attached to my backdoor neighbor’s home. The ill-fated garage became engulfed within seconds; the fire spreading to another home in what seemed like an instant. Only a minute or two later, both homes fell to the complete mercy of the angry fire and its billowing smoke. I could feel the heat against my office window as bleak darkness filled the neighborhood.

At last, emergency vehicles arrived at the scene. The eight or nine minutes that had gone by seemed an eternity as a harsh and threatening reality slowed time and raced our thoughts. My daughter and I were immediately evacuated from the area. Our good fortune offered us about a minute to gather what we absolutely needed to remove from our home for safe-keeping. We chose our pets and purses. Ok, I will confess that I also took my MacBook Pro.

As we exited the home where I raised my children, my usually keen intuition failed me.  I did not know–couldn’t feel– if we would ever return to this place. I rolled my mental clock forward about a year and asked myself, “Is there anything else you absolutely must protect from this fire?” The answer, coming to me in calm form, was no. I’d already safely removed all that mattered.

The fire, being fed by natural gas, fought stubbornly against the giant water hoses. It was an hour before it was under control; a full hour before we were allowed back to the street where we lived. While gratitude for the safety of my home was strongly present, foremost on my mind was the impulse to go to my neighbors to offer what support I could. Standing in a small circle with the stricken families, the emotions were palpable. Intermingled amongst them were shock, fear, anger, confusion, and immense gratitude for the lives that were spared. Yes, even during these dark hours, these families could assimilate their grief enough to celebrate the joy and preciousness of life.

Flames, intense emotions, and fear. Memories and thoughts of these I am able to organize and set aside.  What fills my mind’s eye yet today is the image of first responders exiting from the scene after exhausting hours of battling vicious, life-threatening flames. Firefighters retreated through a gauntlet of impressive emergency vehicles. Locked behind distant eyes and sheltered expressions were thoughts and emotions entirely out of reach for anyone who’s never performed such acts of courage. These men had retreated within themselves to a place so deep that nothing would reach them until they were ready to emerge. Those faces and the intensity of what they secretly conveyed will never exit my memory.

While the next eight to twelve months will be immensely challenging for my neighbors, they still have what they most cherish—one another. When my own home was under threat, I too held on to what I most cherished, but I’ve gained something more: an enriched perspective on life. Those firefighters would assimilate the days’ experiences in their own way, but I’m fairly certain that their private processing would include thanks for the safety of their own loved ones. They know, more than anyone, that in the end, that’s all that matters. While we can all claim to understand that single, most important truth, I don’t believe we fully embrace it until faced with the prospect, or reality, of the most unbearable loss.

So, my friends, as you travel through the days and years ahead, fretting about things like your business and the state of your finances, return to the state of gratitude that is ours to embrace and enjoy. From this place of appreciation, only love can exist. Fear is like the angry black smoke that hid all else on that day—never give it the power to suffocate your dreams.

The post The Fire That Ignited My Heightened Perspective appeared first on Marla Tabaka.

So I took the car back—again—explaining the issue to yet another person. And once again I was subjected to a five-minute monologue about how they were going to fix the problem. Guess what? I don’t care! All I care about is that they solve my problem, not how they solve it! I care about their customer service policy—how important is it to them that the issue gets resolved? What is their guarantee? Are they going to stand behind their work or will I have to deal with corporate red tape? I cared about their why, not their how.

The mistake too many small business owners make.

As I peruse the websites of many an entrepreneur, as I listen to a coaching prospect tell their story, as I experience misguided customer policies (or lack of), I see and hear entrepreneurs talk about their expertise—in technical terms that don't engage their prospects.

When you meet someone new can you describe what you do with the passion of your why driving your description? Do your marketing materials, including your website, convey a message that will resonate with your ideal customer?

If you have a difficult time finding the right words to pitch your company and close the sale, it’s probably because you don’t know your why. You may believe you do, but if that problem exists I assure you—you don’t. It’s time to dig deep down within yourself to explore your passion, and it’s not “I love helping people”. Not to dismiss the importance or significance of that, but there's more to it.

Finding your purpose: the why behind being an entrepreneur and doing what you do.

Finding your why can be a long process, or it can be delivered in a sudden “Ah Ha” moment as soon as you begin the process. It's not something people can often do alone, but this will get you off to a good start.

Begin with the following questions and, after each one, ask why? Why is this true? Why is it important to me? Why do I feel so strongly about this? Why, why, why? When you believe you have the answer, ask again–why? Use your feelings as the gauge; they will tell you when you finally arrive at the real answer.

• What is the most important thing in the world to me?
• When I lose all track of time, I am usually (doing what)?
• I get most excited and passionate when I talk about (what)?
• If money were not an issue, I would volunteer my time and money to do (what)?
• If there was one thing in the world that I could change what would it be?
• What world issue matters most to me?
• If I did a TED Talk, what would my core message be?
• What are my personal values? (This too goes deeper than you may believe. Another process that you may need help going through.)

An entrepreneur's coach can help.

Remember, to find the freedom that is so important to you, this is the single most important piece of information to wrap your heart and mind around. Devote the time, energy, and money if necessary, to find your real why! Please reach out to me to learn more about how I can help.

The post Why Your Why is Important to Customers appeared first on Marla Tabaka.