back to basics

This is the 6th and the final part of the FREE audio copy of The Business Essential Series: Back to the Basics.

Back to Business Basics

In the Back to Basics, 6-Part Podcast Episodes, we introduce a number of fundamental ideas and theories that you will use through the entire Business Essentials Series workshops. You will learn how a business is supposed to work and most importantly it provides you with a series of practical tips, suggestions, ideas and tools that you can apply to your business immediately as you begin your journey of making More Profit in Less Time.

RESOURCES MENTIONED

CEO on Demand website – www.ceo-ondemand.com.au

More Profit Less Time website – www.moreprofitlesstime.com

THANKS FOR LISTENING!

Thanks so much for joining us on this episode! Don’t forget to subscribe to the show on iTunes and Stitcher to get automatic updates and leave an awesome review!

Until next time!

Subscribe-with-Itunes-Buttonsubstich

 

TRANSCRIPT: Bonus Episode 19

Title: Back to Basics (Part 6 of 6)

Date Published: April 20, 2016

Running Time: 09:39 minutes

So let’s think about your team. You’ve heard the said that employees are energetic, loyal, enthusiastic motivated individuals, except for the 8 hours a day that they work for you. That’s how often the case. Or they’re just simply waiting for some good quality leadership. That’s all they want. Very interesting. We rely on so much in our team. So what are the characteristics of a really really great team? And I think there are 6 different areas.

One is first and foremost strong leadership. That you whether as their leader on making things happen. The second is, that there is a common goal. Does your team even know where you’re taking the business? Does your team share that common goal and vision? If they don’t then how can they help you to achieve it? The third is do they understand the Rules of the Game? So often I hear business owners talk about “Oh if only my team did this and they didn’t do that or worsts. Do they actually understand the rules of the game? Did they understand what’s okay? And what’s not okay? If they don’t understand it then how can they follow that rule? Make it clear.

The next one is, an action plan. It’s great to have ideas, it’s great to share common goals, it’s great to have a strong leadership.  It’s great to have the rules of the game clearly laid out. But unless they can see an action plan, something with that they can actually use and see like you can, to see where you’re taking your business is just an idea. It’s a motherhood statement. It’s nothing. So without an action plan, without something definitive, you’ve got nothing. You’ve just simply got pressure. The next thing is, being able to support risk taking. Until you are capable of allowing others to make a mistake and not caused against them for it.

To be able to, the phrase that I heard, some time ago was, “Correction without invalidation” . To allow them make those mistakes and then correct the without invalidating them as individuals that’s so terribly important. You learn from making mistakes so why don’t you allow your team to learn from making mistakes. You didn’t suddenly move to calling to walking in one fell sweep. You stood up, you fell over, you’ve got back up again, and you fell over again same thing where you learned to ride a bike. Same thing when you’re learning to actually do the work of the business you are actually in right now. You need to be able to make those mistakes to learn from them. So why don’t you allow the other to do so? And the last is 100% involvement and inclusion. It’s so often that we have got a great team inside a great business, that could be even better but then they’re not actually involved and included in that business. Now I may suggest that you sit down with them every week and go through your panel and show them the help of the business. Well, that might be appropriate. In most cases it’s probably not. But unless people are actually involved and included in your business.  Then how would you make them to take personal responsibility, and step up and go that extra mile for you. And that’s what we want from our team isn’t it?

So with a winning team we all understand we need to get the right people on the right bus and sitting on the right seat. So the right people in the right job doing the right things.

Unfortunately if you don’t have people set up there with the right behavioral styles that meet the culture of your business, quite often we have the right people on the right bus sitting in the right seat and they’re biting the hell out of each other. Not actually the best way to actually look at it. Part of the business essentials series we look at a behavioral assessment and profiling of a team. Which we encourage the use of right through from recruitment, training and development, and paths even the exiting of team members. And those areas are very very simple, see you need to understand, are they extraverted individuals, are they introverted individuals? Are they tasks focus? Are they people focus and how they’ve got from doing the right thing? A story that I was once told is that we shouldn’t send ducks to hawks school. In other words, if I’ve got a duck and sent to school that train hawks. And they’re all flying along together, and a hawks instruct and said to the duck “I want you to fly down and eat that rabbit” It’s more like, fly down and give a rabbit a hug. But how can you blame a duck, because you sent it to hawk school? In other words, are we asking the right people to do the wrong jobs? And then getting upset by it,. Are we asking people to be involved in things that are not right for them to be involved in? Or you need to give them assistance to get that far. We’ll help you identify that, and walk through those processes throughout the business essentials program. It’s very important to understand this things and about others. And once you understand those things you’ll be able to go ahead and live some balance. Again take a few minutes, have to think about it, who in my team, if I ask myself to honest questions . If I have to transfer you high would you still be with me today. Very very important question. Are there people you should’ve hire but you haven’t hired. Are they people you should have inside your business, that you haven’t taken that financial leap yet to be able to engage? I usually recommend to my client, get 50 to 60 % of the way there, then hire the person that you need. Because the business will grow in balance to be able to afford that person. So make it happen. And then that extra capacity, that extra skill, that extra process will then help to take your business to a whole new level. So don’t hold back. Otherwise what you end up doing is, doing the work of two people until you can afford to put up a second person. And that just doesn’t work, that’s not sustainable. So how much would your business be, if you recruited, retain, train and develop for right people first time. Very important.

We need to make sure that you got total synergy inside your business. Synergy and results are growth within your business. These are the areas, if things get synergistic. Now what do I mean by synergy. What I mean by synergy is that if anybody followed sport and they see that individual team members within a team are okay but they’re not great. And perhaps they’re not even great team at sometimes, but then you see them go out and play a sport, and the people at the bottom at the ladder top the people at the top of the ladder. They come to the way that so completely natural and so completely synergistic, that they’re sum is greater than the individuals within the whole. That’s what synergy’s all about. It’s getting much much more at a much much less. Little bit like leverage. So quoting one of my favorite authors who are unfortunately no longer with us. Which is Jim Rohn or James Rohn, he said that, “Never wish your life were easier, wish that you were better. Work harder on yourself than you do on your job” If you do that, then you can’t help but to succeed. But so many times we work harder than our job, than what we do to ourselves. So by working with the tools and services, the training, the consulting, and all other things we have available at more profit less time. And observing those that you aspire to emulate and those people that you would like to achieve. You learn how to generate more cash flow, more profit, get better team work and more free time to actually to be able to enjoy those things. It’s very important. I can guarantee that you’ll get exactly what you put into it.    And what you put into yourself. The real question after today is, what are you going to do differently that’s going to help you to achieve a different outcome? The definition of insanity is going to do the same thing time and time again and expecting a different result. What are you going to do differently? How are you going to do those things? If you don’t do something differently you just going to get the same thing. It’s no use in going and doing the same thing and put a lot of effort into it and make sure you’ve actually combine that effort with results. Because effort must be combine with results, to actually mean anything.

My name is John Millar and I am the managing director of more profit less time , and I’m very grateful of the opportunity that you’ve given me to spend some time with you today. I hope some of the things that you’ve learn and taken away that you’ll apply straight away inside your business. Whether we see you again or not. That’s okay. We’d love to see you again , we’d love to work with you more. We have so much more that we can give you. But just take away what we’ve got and make it happen. Turn inspiration into action. Make those things happen, and I promise you you’ll have a better business, for choosing more profit in less time.

John Millar

Contact a Coach:

Your Name (required)

Your Email (required)

Subject

Your Message

Clients Testimonials: