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.

I don’t want to brag or anything…

I mean, sure, I’m happy about what I did, but it doesn’t feel right to brag.

Well, I didn’t tell you because it felt like bragging, and it’s not a big deal anyway.

With 18 years of experience as a business coach, I can confidently say that entrepreneurs would benefit from celebrating their wins more often. When one of my clients glosses over or minimizes an achievement by moving right past it, I will interrupt them with a, “wait a minute, back up the bus!” statement. It’s not until I point out the significance of their actions that we pause to appreciate it. One reason for the lack of self-recognition is the mindset that society and parents unknowingly instill in us at a young age:

Don’t brag; it’s unattractive!

Don’t get too big for your britches!

No one wants to listen to a braggart!

People don’t like showoffs.

We don’t brag in this family; stop being so boastful.

Yes, I do agree that excessive bragging is unattractive, but there’s a massive difference between bragging and recognizing and celebrating your wins. The latter is critical to your success and happiness. Here’s what can happen when you ignore your achievements, no matter how small.

• You will always feel as though your to-do list doesn’t budge.
• You will feel deflated about your performance.
• The big picture feels far away and unachievable.
• You will discount your progress, which can lead to a feeling of despair.
• You may feel like a fraud because you’re (supposedly) getting nowhere, so you aren’t a real entrepreneur.

I could add ten things to this list, but I think you get the idea.

Why is it important to recognize achievements of all sizes?

As my business coaching clients begin to talk about their achievements, big and small, without embarrassment, I see their confidence grow. Focusing on what you DID get done leads to greater productivity and increased motivation. Self-recognition reduces stress, which then allows for clarity. For leaders, self-recognition brings increased awareness and appreciation for the team’s achievements as well. This has a significant and positive impact on the company culture, which impacts productivity, employee happiness, retention, and much more. In the end, this all adds up to greater profits and a happier, healthier you.

So, what’s the difference between bragging and self-recognition?

The Merriam Webster dictionary describes bragging as:

1. a pompous or boastful statement
2. arrogant talk or manner

I doubt you intend to be pompous or arrogant when you talk about your wins, but still, the fear of being seen as such may often be present. A true braggart doesn’t care how they are perceived; they don’t consider that they may be overdoing it. The mere fact that you are concerned about being seen as boastful is a sure sign that you are not bragging. It’s doubtful that you can even overdo it, so it’s time to release your worry.

How can entrepreneurs recognize and celebrate achievements of all sizes?

The first step is recognizing that every small step takes you closer to your vision. Entrepreneurs tend to complete tasks and quickly move on to the next fire or set of tasks. Instead, cross your completed goals off your list and pause to pat yourself on the back. Smile, as this changes your physiology, which boosts mental and physical energy. Take a five-minute break and think about what you have accomplished rather than all you have left to do.

Sometimes, clients neglect to mention a significant achievement until the end of our business coaching call, if at all. When speaking with your mentor or business coach, begin with the happy news whenever possible. Open your heart to receive praise and open your mind to accept it. Try not to diminish incoming admiration. Verbally express how you feel when you become more aware of your successes.

Determine in advance how you will celebrate the significant achievements more grandly. Flag the things on your list (are you getting how important your lists are?) that feel significant to you. Taking a giant step toward funding, experiencing a meaningful connection with an influencer in your industry, and launching a new website are only a few examples. Go through your wish list of milestones and jot down a few ideas for self-recognition. I once told a few close friends that I would take them out for dinner at a ridiculously expensive restaurant to celebrate as soon as I hit a certain financial milestone. That felt amazing! You may prefer a long, relaxing hike in the woods or a weekend getaway; whatever feeds your soul is a good idea.

Simple moments that include laughter and celebration do wonders for the psyche. Move aside the coffee table and dance! Shout out a few “Woo-Hoo’s” and get silly. Break loose of your stress!

Again, this list could be much longer, but hopefully, you get the idea. Entrepreneurs are very special people, any occasion to celebrate you is meaningful. Let me know how you recognize your success and what it does for you!

The post Is It Bragging or Self-Recognition? appeared first on Marla Tabaka.

A love note from your small business:

You gave birth to me one day, long ago. I was the sparkle in your eye, an idea growing inside of you, impatient for the day when I would become a reality.

I know that I’m not an easy child. I know that I’m demanding and always hungry for your attention. Thank you for staying up with me into the wee hours of the night and carrying me with you everywhere you go. I’m your most demanding child, yet you nurture and care for me like no one else ever could. Thank you for feeding me with your creativity, passion, and endless devotion.

I wish to give you something in return. I wish to give you the gift of freedom; I wish to give you a performance for which you will be forever proud. I wish to give you security and financial independence. Mostly, I wish to give you the means to help others as you do so well, and the satisfaction of knowing that this world is a better place because of you–because of us.

Perhaps I’m still too small to give you all of that right now, but we’ll grow together. Please know that gratitude comes in many forms and, while I may not always give back to you in the ways you expect, there is a gift in every moment that we spend together. Like the child you hold close to your heart I will bring you joy, even in the most trying of times.

Thank you for bringing me into this world.

Love,

Your Business

The post Your Small Business Has a Few Things to Say to You appeared first on Marla Tabaka.