We’ve spoken before about the three stages of entrepreneurship. There’s a very similar hierarchy when it comes to the three stages of business ownership. Not every business owner needs to get to each stage to be successful, but in order to move from one stage to the next, a business owner has to develop an entirely different set of skills, or he/she will not be able to attain that stage.

Owner-Sized

Many businesses reach a size of 8-10 full-time employees and do not grow beyond. That’s not necessarily because an owner is lazy or because the business is stagnant. Sometimes people build a lifestyle business and that size of team is exactly what is necessary for the company to run well. But it’s also the exact size whereby an owner can still very much keep his/her fingers on the pulse of what’s going on. The organization can sit in a small conference room comfortably, and no one is working on projects that no one else is aware of. It’s a “human-sized” business.

For an owner to progress beyond this size, he is going to have to develop the beginnings of a management team. That may mean the business will have to expand and make more money as well, to pay for the larger number of staff. But the goal of expansion and developing a management team can be achieved side-by-side.

Starting to Stretch

The next “limit” for business owners is around 20-25 people. The beginnings of a management team can help a business owner manage a company this size, but now the company can no longer comfortably fit in a small conference room, but would be easily seated in a large conference room, though unlike the group of 8-10, there may be employees who don’t know each other exceptionally well. There are projects going on in different departments that other departments may not even have vague notions about. The business owner is starting to get away from direct management and is learning to run his company through his management team. While every hire matters, the first two members of your management team are crucial, as they will be the building blocks for the management team that will run the company.

Once again, an owner may decide that this is a natural limit and not decide to progress any further. He/she has at least a couple of managers in a position to help direct and guide the company. To move to the next level, the management team will need to be fully filled out.

Next Level

For business owners that aspire to have up to 50 employees (and beyond) it’s all about the management team. The owner is going to have to continue to step back and mentor and guide his managers as well as serve as a helpful liaison between the members of the management team when there are conflicts (which inevitably there will be). This can sometimes be difficult for the business owner who is very used to being a subject matter expert in what the company does. At this stage, he/she is no longer the most knowledgeable person about front-line products and services. He/she may not even be the 4th most knowledgeable person! But this is a positive and good progression. It means that other people have taken over those roles so that the owner can focus on directing the larger movements of what is now a much bigger company.

As the company grows, the principle continues: great managers have to be hired and integrated. The owner has completely transformed professionally, and likely personally as well to get to this level. Again, this is not better or worse than the original “owner-sized” business we started out with. It’s a question of what it is that you truly want. But now you have a better insight into what it’s going to take to get to level up in business ownership. Unlike the struggle in entrepreneurship, which is very much focused on your own development, to move on in business ownership you have to develop the people around you and continue to manage and mentor them every step of the way.

Interested in more management principles? Check out my course.

In 1969 Lawrence J. Peter wrote The Peter Principle: Why Things Always Go Wrong. It was a satire on traditional business research writing, featuring fake examples and humorous cartoons. It managed to strike a chord, it spent 33 weeks on the NY Times bestseller list and has been in print continuously since its release. At its heart was a Dilbertian maxim: every employee tends to rise to his/her level of incompetence. Everyone who has ever had a bad manager might quickly give a nod of the head to this obvious bit of wisdom, but what’s behind the half-joke-half-truth? And what can we do to combat it?

Classic Example

Very often an employee who performs well in a particular field can receive a promotion which puts him/her into managing others like him. Peers see this as a worthy reward, and management can point to the joy of promoting from within as opposed to bringing in an external hire. But why is this flawed? It assumes that competence in one field means competence managing those who are competent in that field. It is certainly possible that someone who is good at sales, for example, might be a good sales manager, but you wouldn’t look to their sales figures in order to make that decision. How well someone sells has nothing to do with their ability to manage people. Even worse, if these great salespeople happen to be the “lone wolf” type who wanders into the customer wilderness alone and comes back with all kinds of sales, they don’t possess the collaborative team spirit in their own practice, therefore they will be ill-placed to try to teach that kind of method/use those sorts of techniques when managing a team.

Tragically, companies pay twice for a bad hire in this field. They remove a top performing salesperson, thereby affecting their sales numbers, then place in a key position of influence someone not necessarily qualified for the job, which puts that person in a position to drag the entire team down. The most productive worker is not necessarily the best candidate for management.

Remedies

The funny quotable of the Peter Principle is “rising to the level of incompetence” but the more sobering reframe would be “pulled out of the area of competence.” Another quote from the book is “The cream rises until it sours.” This isn’t just a question of putting a bad manager in place, but also of running the risk of demotivating, and possibly losing, that previously high-performing employee in the first place.

As we’ve discussed in previous articles, you need to have frequent one-on-ones with the staff who are reporting to you. If you’re giving them feedback and making sure they know you are serious about their personal and professional development, they give you other data points that can validate whether they are management material outside of high performance in their areas of competency. To this you can add things like peer reviews and DISC profiles.

A Corollary from Admiral Kirk

For those of a certain age, Star Trek II: The Wrath of Khan presents a case study of the Peter Principle in the case of Admiral James T. Kirk. Renowned for his heroics and leadership as a front-line commander, Kirk was automatically promoted out of his competency into a “desk job” as an Admiral. Still, he couldn’t help being part of a commissioning ceremony for the Enterprise, and well, Ricardo Montalban and a thoughtful storyline did the rest. Where we could see the Peter Principle at play was Kirk naturally fitting into his role as a starship captain. Yes, he did possess incredible competence as a leader, but did being a great front-line leader have anything to do with the administrative skills it takes to be an admiral? In the end Kirk received what he might have sought had his management team used some of the remedies we proposed above: a demotion, without rancor. Joyfully, Kirk was back in his level of competence, and his team benefited from it.

If we understand that the best way to deal with excellent team members is not necessarily to promote them into positions of management, but to find ways to keep them occupied, engaged, and performing at a high level, then we can directly combat the Peter Principle. If we manage to find varied ways to test whether someone is competent for a position, we’ve created infrastructure in which such a principle can’t even survive.

A flow state, also known as “being in the zone,” is a mental condition where individuals experience complete immersion, focus, and enjoyment in their activities. This state combines intrinsic motivation, heightened creativity, and productivity, offering immense value for both personal and organizational growth. For managers, understanding and facilitating flow states can unlock team potential, driving innovation, performance, and satisfaction. The flow state is characterized by complete absorption in an activity, intrinsic motivation, and altered perception of time. It enables individuals to operate at peak performance.

Managers can leverage this state by creating environments that balance challenges with skill levels, provide immediate feedback, and eliminate distractions. Strategies such as engaging in seminars, masterminds, physical activities, and creative pursuits to induce flow demonstrate the importance of balancing structure and spontaneity. According to Van der Linden et al. (2021) in “The Neuroscience of the Flow State: Involvement of the Locus Coeruleus Norepinephrine System” (Frontiers in Psychology), regular physical activity boosts mood and concentration, key components of the flow state. Managers who might overlook flow cultivation face productivity and performance challenges.
Below are 11 strategies that help managers foster flow within their teams.Conferences/Seminars

1. Masterminds
2. Chaos/Emergencies
3. Prayer/Meditation
4. Yoga/Exercise/Dance
5. Big Projects
6. Walking
7. Martial Arts
8. Travel
9. Laughter
10. Music

1. Conferences and Seminars

Attending engaging conferences and seminars can significantly facilitate flow by immersing participants in stimulating discussions and networking opportunities. These environments are rich in social interaction and intellectual stimulation, which enhance cognitive engagement. Research indicates that individuals deeply engaged in self-rewarding activities often report experiencing flow, and this can be catalyzed by attending relevant conferences (Csikszentmihalyi, 1990, Flow: The Psychology of Optimal Experience). By participating in these events, employees can expect to gain new insights, expand their professional networks, and return to their work with renewed motivation. To implement this strategy effectively, managers should identify relevant events, encourage team participation, and facilitate post-event discussions to share insights gained. However, some employees may feel overwhelmed by large gatherings; providing guidance on navigating networking opportunities can help alleviate this concern.

2. Mastermind Groups

Participating in mastermind groups allows individuals to engage with like-minded peers, sparking creativity and collaboration. These groups foster an environment where shared ideas can trigger flow states through collaborative creativity. Studies show that social interactions within growth-oriented groups can lead to innovative solutions (Huang et al., 2021, Social Interaction and Flow in Group Settings). This dynamic is supported by findings from Nakamura and Csikszentmihalyi (2009, The Concept of Flow), which highlight the importance of social context in facilitating flow experiences. By forming small groups with similar professional interests, scheduling regular meetings, and establishing clear objectives for each session, managers can create a structured environment that encourages accountability and inspiration. Participants can expect improved problem-solving abilities and increased motivation as they benefit from diverse perspectives. However, some individuals may struggle with sharing ideas openly; establishing ground rules that promote trust and confidentiality within the group can help overcome this barrier.

3. Chaos and Emergencies

While crises are often undesirable, they can induce flow through heightened neurochemical activity that prioritizes focus and action. Research has shown that during emergencies, the brain releases neurotransmitters that enhance performance capabilities (Gonzalez et al., 2018, Neurochemical Responses During High-Pressure Situations). This phenomenon illustrates how high-pressure situations can catalyze flow experiences. In high-pressure situations, individuals often experience heightened focus and clarity as they concentrate on resolving immediate challenges. To prepare for such scenarios, managers should develop crisis management plans that outline roles and responsibilities, conduct simulations to improve response times, and encourage adaptive thinking among employees. The expected outcome is stronger problem-solving skills and resilience when faced with unexpected challenges. However, employees might experience stress during chaotic situations; providing training on stress management techniques can help them cope effectively.

4. Prayer and Meditation

Engaging in prayer or meditation has been shown to slow brain waves and enhance creativity, fostering an optimal state for flow. A study by Lomas et al. (2015) found that mindfulness practices significantly increase the likelihood of experiencing flow states by promoting mental clarity (The Role of Mindfulness in Flow Experiences). Regular meditation or prayer helps individuals cultivate a calm mind, enhancing their ability to concentrate on tasks without distractions. To implement this strategy, managers can introduce mindfulness sessions during work hours, provide access to guided meditation apps or materials, and promote individual mindfulness practices outside of work hours. Employees can expect improved focus, reduced stress levels, and enhanced overall well-being through regular mindfulness practices. Some employees may find it challenging to engage in these practices consistently; offering incentives or creating a supportive community around mindfulness can encourage participation.

5. Yoga, Exercise, and Dance

Physical activities such as yoga, exercise, or dance release endorphins that promote feelings of well-being while facilitating flow states. Regular physical activity is associated with improved mood and cognitive function (Dishman et al., 2006, Physical Activity and Mental Health), leading to enhanced focus during work tasks. Managers can implement this strategy by organizing group classes during lunch breaks or after work, encouraging active breaks throughout the day, and hosting team-building events centered around dance activities. As a result of regular physical activity, employees can expect increased energy levels, improved mood stability, and enhanced cognitive performance. However, some employees may feel intimidated by group exercise settings; providing options for varying fitness levels can help create an inclusive environment.

6. Big Projects

Working on significant projects requires coordination of diverse resources and skills, creating an environment conducive to flow. Challenging tasks aligned with individual capabilities increase engagement and satisfaction (Csikszentmihalyi, 1990). Managers should frame large projects as opportunities for growth by encouraging collaboration among team members and setting clear goals for each phase of the project. Employees can expect heightened engagement as they navigate these challenges together. Potential difficulties may arise if team members feel overwhelmed by the scope of the project; breaking tasks into manageable steps can help mitigate this issue.

7. Mindful Walking

Mindful walking transforms a mundane activity into a potential flow experience by promoting present-moment awareness. Studies suggest that mindfulness practices enhance cognitive flexibility and creativity (Zeidan et al., 2010). Managers should encourage employees to take mindful breaks during the day to reset their focus and promote mental clarity. By incorporating mindful walking into their routines, employees can expect improved concentration and reduced stress levels. However, some may find it difficult to practice mindfulness consistently; providing reminders or creating designated walking areas can help reinforce this habit.

8. Martial Arts

Martial arts training combines physical exertion with structured progression, creating an ideal environment for flow. The repetitive practice required in martial arts fosters concentration and skill development (Hoffman et al., 2018). Managers might consider offering martial arts classes or workshops as part of employee development programs to encourage participation in this enriching activity. Employees who engage in martial arts can expect enhanced focus and discipline while also benefiting from improved physical fitness. Some individuals may feel intimidated by martial arts training; ensuring that classes cater to various skill levels can help create a welcoming atmosphere.

9. Travel

Travel disrupts routine and encourages new perspectives that facilitate flow experiences. Research indicates that exposure to novel experiences enhances cognitive flexibility and creativity (Friedman & Forster, 2001). Managers should promote travel opportunities for employees—whether through conferences or team retreats—to broaden their horizons and stimulate fresh ideas upon returning to work. Employees who travel for work-related purposes are likely to return with renewed energy and innovative insights. However, logistical challenges may arise when planning travel; providing clear guidelines and support for travel arrangements can help alleviate these concerns.

10. Laughter

Laughter has been shown to reduce stress hormones while increasing endorphins, making it an effective gateway into flow (Bennett & Lengacher, 2009). Managers should foster a lighthearted work environment where humor is encouraged as a means of enhancing team morale. Incorporating fun activities or team-building exercises centered around laughter can create a positive atmosphere that promotes engagement among employees. The expected outcome is improved workplace relationships and increased job satisfaction through shared moments of joy. Some employees may be hesitant to engage in humorous activities; creating a culture where laughter is valued will help normalize these interactions.

11. Music

Listening to music significantly influences mood and focus while serving as a catalyst for entering flow states. Studies have demonstrated that background music enhances concentration and productivity when chosen appropriately (Lesiuk, 2005). Managers should encourage employees to curate playlists that help them maintain focus during work hours by allowing them to listen to music while working on tasks requiring concentration. This practice can lead to improved performance outcomes as employees find their rhythm through music tailored to their preferences. However, distractions from inappropriate music choices may occur; providing guidelines on suitable music genres for different tasks can help mitigate this issue.

What are the key characteristics of the flow state?

A flow state, or “being in the zone,” is when individuals experience complete focus, immersion, and enjoyment in their activities, leading to increased performance and creativity. Research by Csikszentmihalyi (1990) in Flow: The Psychology of Optimal Experience outlines this, noting that flow involves absorption in a task, loss of self-consciousness, altered perception of time, and intrinsic motivation. According to Van der Linden et al. (2021) in “The Neuroscience of the Flow State: Involvement of the Locus Coeruleus Norepinephrine System” (Frontiers in Psychology), regular physical activity boosts mood and concentration, aiding flow. Managers can facilitate flow by balancing challenges with skill levels, providing immediate feedback, eliminating distractions, and encouraging self-management techniques like mindful time management and clear goal setting.

How does one achieve a flow state?

Achieving flow involves several key elements: clear goals, immediate feedback on progress, and a balance between perceived challenges and one’s skill level. Csikszentmihalyi and Nakamura (2004) explain that these components create an optimal environment for immersion in tasks. For instance, a study by Peifer et al. (2022) in The Relationship between Flow Experience and Burnout Symptoms indicates that activities aligning with individual skills and providing clear objectives significantly increase the likelihood of entering a flow state.

What role does the environment play in facilitating flow?

The environment is crucial for facilitating flow. An engaging workspace with minimal distractions enhances the likelihood of entering a flow state. Huang et al. (2021) discuss in Social Interaction and Flow in Group Settings that social interactions contribute positively by fostering collaboration and support among team members. When employees work in environments that promote collaboration and engagement, they are more likely to experience flow.

Can flow states be cultivated over time?

Yes, flow states can be cultivated over time through regular practice of activities that induce flow. Mindfulness meditation and engaging in challenging tasks can train individuals to enter this optimal state more readily. Lomas et al. (2015) highlight this in The Role of Mindfulness in Flow Experiences, indicating that developing self-regulation skills related to flow helps individuals recognize the conditions that facilitate their entry into this productive state.

What is Disengagement?

Disengagement in the workplace occurs when employees feel disconnected from their tasks, leading to decreased motivation and productivity. This often happens when the challenges of a task do not match an employee’s skills, resulting in boredom and a lack of engagement1. Research by Manning (2015) from Colorado State University, titled “The Development and Validation of a Measure of Disengagement,” highlights that disengagement can lead to burnout symptoms over time as employees struggle to find meaning or satisfaction in their work.

Bad people management practices, such as failing to provide adequate challenges or support, can exacerbate disengagement. Managers need to balance challenges with employees’ skill levels, provide immediate feedback, and eliminate distractions to foster a more motivated and productive workforce.

Behavioural science tells us that every interaction affects people’s performance. Each interaction can work best when we work from a place of comfort or on schedules, when people know what is expected of them and see those expectations met. That’s where effective communication leadership comes in place – providing my team members with predictability and creating a more guaranteed space for your profitability. 

In essence, Adam leverages on structured and tangible remote team communication to predict roadmaps for your team and small business operations with the use of an operating system he designed. To him, every business is a living, breathing organization. It’s not just an org chart—it’s also a group of people with whom you interact in ways that influence their performance. 

This is a must-listen episode! Make sure you take advantage of this and learn about Adam’s structured approach to achieving predictability through team communication!

Listen to this week’s show and learn:

1. Is emotional leadership really relevant to managing your small business?;
2. 2 unlikely tangible results of effective leadership communication;
3. How can an operating system make better predictability for your small business productivity. 

Episode Resources:

1. Adam Liette
2. Smooth Operator Podcast Show
3. Linkedin
4. Mads Singers Free Management Training
5. Join Mads Singers Management Group 
6. How to Win Friends & Influence People – Author: Dale Carnegie
7. Influence: The Psychology of Persuasion – Author: Robert B. Cialdini

Enjoyed Mads Singers’ podcast? Check out these:

1. #163: 3 Leadership Traits That You Need To Have To Avoid Leadership Failure
2. #92: Isaac Smith on Team Dynamics
3. #70: Greg Gibas on Remote Work

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

In many circumstances, finding a fix is easy when looking at an isolated problem. But how do you overcome “misalignment” to bring about and see the real change and impact on your small business? 

You can say with certainty that there are two things that every small business can easily do to turn things around: acknowledge the need for change, and execute! 

If you are having a hard time choosing the right direction for your business and not getting enough traction, listen in to today’s episode and make things turn around! 

Follow our practical alignment tips, and you’ll be on your way to a well-aligned and successful business! 

Listen to this week’s show and learn:

1. How can you grow your small business with readiness;
2. How can you align your business vision to your people effectively;
3. Can business alignment mean failure?

Episode Resources:

1. Evolve To Grow
2. Mads Singers Free Management Training
3. Join Mads Singers Management Group 

Enjoyed Mads Singers’ podcast? Check out these:

1. #149: How To Achieve Business and Profit Growth? Achieve It With A Free Growth Plan Today!
2. #122: Renata Porter on Understanding and Communicating with Your Employees
3. #117: Michelle A. Mercier on Facing Adversity and Building Resilient Teams and Unlocking The Power of Habits and The Right Mindset

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

Adam and I talked about how to increase business efficiency and its high points. A lot of entrepreneurs out there are struggling to scale up simply because: They haven’t identified the deeper layer of the business industry they are in. 

Have you identified the business industry you’re in? You’re in for luck! 

Tap in now and tune in until the very end to know how that matters!  

Listen to this week’s show and learn:

1. How to get to know your business;
2. Why getting to know your business industry helps you improve business efficiency;
3. How can you begin training your brand.

Episode Resources:

1. Start A Party Rental Company
2. The Tent Guy 
3. Mads Singers Free Management Training
4. Join Mads Singers Management Group 

Enjoyed Mads Singers’ podcast? Check out these:

1. #133: Kison Patel on Being Decisive and Solving Problems Effectively
2. #69: Nick Jordan on Scaling Up
3. #52: Marquis Matson on SEO Marketing for Start-Up Businesses

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

Omar and I talked about our experience in having our virtual teams. He shared how his communication dynamic has been working for him, which made his business scale up to its capacity now. He shared proven tips on how to keep remote employees engaged and the productivity it yields. 

By now, there’s no proven science yet, in terms of communication dynamics for managing a remote team. But one thing’s for sure: If you are not effectively managing people face-to-face, there’s no chance you’d be with a remote team!

Tap in now and tune in until the very end! 

Listen to this week’s show and learn:

1. How do you manage a remote team differently?;
2. What are the better ways of your communication process?;
3. How can you use a filtration process to find the right people for your virtual team?

Episode Resources:

1. The $100 MBA Show
2. Webinar Ninja 
3. Omar Zenhom
4. Mads Singers Free Management Training
5. Join Mads Singers Management Group 

Enjoyed Mads Singers’ podcast? Check out these:

1. #114: Maya Middlemiss on Scaling Your Business to be Remote-First and How to Be Happy and Healthy When Working from Home
2. #107: Richard Matthews on Building Systems and Working Remotely
3. #41: Erick Rodriguez on Remote Management in times of COVID-19

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

What’s unique about Anthony is that – he acknowledged that, over the years, his management style has changed. And that’s greatly influenced by the industry he is operating. He knew how the “necessary why-s” and the relationship play a role in motivating people. 

You don’t get the best results most of the time, but when you effectively manage to motivate your employees and manage them well – not only you are able to close the loop. You can also leverage it to achieve your business goals while you allow them to thrive. 

Tap in now and tune in until the very end! 

Listen to this week’s show and learn:

1. How do you get the best result by improving motivation; 
2. 3 ways to motivate your employees better;
3. The Basics: Keys to Increase Motivation;
4. How would you know which opportunities to keep or not? 

Episode Resources:

1. Anthony Obas
2. Instagram
3. Facebook
4. Twitter
5. Mads Singers Free Management Training
6. Join Mads Singers Management Group 

Enjoyed Mads Singers’ podcast? Check out these:

1. #57: Stewart Townsend on Staying Focused
2. #62: Andy Allaway on Managing Teams
3. #77: Tonya Sowles on Employee Engagement

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

Funny to say, Mike and I have been friends for a while, but it’s only now that I have him on my podcast! Mike and I wonderfully exchanged our ideas around recruitment and how he’s using this recruitment tip to improve his hiring process!

Mike knows that people are the business’s greatest asset and the most challenging part of the business too. So, for him, having great talent goes a long way! 

Mike knows that getting rid of the wrong people is a huge factor in performance and profitability. It is the difference between good and great companies, the best leaders, and dysfunctional ones. Recruitment can be challenging, but using this recruitment tip will make you a better manager. Listen until the very end, and take note of this recruitment hack for you to improve your hiring process! 

Listen to this week’s show and learn:

1. What is the hardest part of running your business;
2. How to avoid bad hires;
3. How can business owners successfully pivot around out-of-control situations;
4. Is “Hiring Slow, Firing Fast” the secret formula to productivity?

Episode Resources:

1. Ecom Crew 
2. Linkedin
3. Mads Singers Free Management Training
4. Join Mads Singers Management Group 

Enjoyed Mads Singers’ podcast? Check out these:

1. #3: Jonathan Kiekbusch on Hiring Right
2. #84: Mark Webster on Hiring Practices
3. #91: Lindsay Tjepkema on Growing in a Pandemic

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

Austin and I recognise the different management problems that exist both in the corporate setting and especially for small business owners, who struggle the most regarding management. Like myself, Austin is also very passionate when it comes to people management! His software greatly helps in tracking productivity among your people, making management easy-peasy! 

Austin and I shared our favourite management resources, too, so make sure you tune in all the way to the end! 

Listen to this week’s show and learn:

1. How does one hire the right person?;
2. As a business owner, how can you make sure that you onboard your people correctly?;
3. When is the right time for promotion?;
4. How do you determine how much raise to performing employees?;
5. When do productivity tracking ends and managing begins?. 

Episode Resources:

1. Human Management
2. Linkedin 
3. Mads Singers Free Management Training
4. Join Mads Singers Management Group 

Enjoyed Mads Singers’ podcast? Check out these:

1. #75: Tim Brown on The Right People
2. #53: Ronnie Teja on the Entrepreneurial Operating System
3. #45: Matt Mower on Software Navigation Business

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

John and I talked about delegation and how this became his most challenging people management attempt in the business he has, especially when he was just starting up. He also shared how other people management takeaways worked for him and how neglecting the tips on how to manage people at work became ineffective for him at a time that you can learn from. 

If you’re a business owner just starting up and don’t know where to begin managing your people, make sure you don’t miss this episode! Learn how to manage staff effectively for FREE and in case you need any support for your team’s growth, sing out!

Listen to this week’s show and learn:

1. How you can better transition from hiring to onboarding; 
2. The critical times delegating becomes crucial for your business; 
3. 5 successful people management tips you may have been neglecting.

Episode Resources:

1. Papaloni Media
2. Linkedin
3. Instagram
4. Mads Singers Free Management Training
5. Join Mads Singers Management Group 

Enjoyed Mads Singers’ podcast? Check out these:

1. #128: Lincoln Kokaram on Building Relationships with Your Team and Management Development
2. #31: Carrie McKeegan on Effective Hiring and Management
3. #15: Josh Patrick on Successful Business Leadership

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

Sara puts it – company culture’s foundation is supported behaviours. And this came from her years of experience from a human capital perspective. Sara highlights, though, that while it means supported behaviours among a group of people, it is important that you are clearer with the desired outcomes you want to achieve out of tolerance and in your business context. This is how you can create the best company culture while realistically achieving action, accountability and productivity. 

We also agreed on one aspect: An unhealthy company culture led by a poor leader is a disaster! 

Suppose you feel like you are looking to sprint the corporate ladder, or wanting to create an impact that fires across all cylinders, or delegated to change a company culture that fails the business. In that case, this is an episode you should be tuning in and taking advantage of it! 

Listen to this week’s show and learn:

1. What does the best company culture look like;
2. How you can measure your company culture health;
3. How to never lose employees without doing a lot;
4. How you can avoid leadership disaster by having a great company culture. 

Episode Resources:

1. Sara Sheehan 
2. Mads Singers Free Management Training
3. Join Mads Singers Management Group 

Enjoyed Mads Singers’ podcast? Check out these:

1. #170: Does your workplace culture cause your business to fail?
2. #152: How Do I Increase Employee Retention? Learn How Your Work Culture Affects!
3. #68: Jocelyn Kopac on Company Culture

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

There is a lot of debate about how to manage your employees and create a good workplace culture. It’s no longer just about getting the work done. Today you have to manage people, which is significantly more complex than managing labor.

Harrison and I discussed our thoughts on what a good workplace culture looks like. Harrison believes that workplace culture is not what you say, but it’s how you do it, to which I absolutely agree! We also discussed how the best leaders thrive when things get tough from a business perspective.

We both subscribed to the view that an effective leader needs to be able to give someone a clear trajectory of what exactly it is that they should be doing, how best to do it, and how much you can expect them to achieve in the role if you expect that person to perform at their best.

Want to learn more? Tune in until the very end to learn how your workplace culture indicates your kind of leadership to your team, business network, and profit!

Listen to this week’s show and learn:

1. How do you craft a space where your employees succeed in what they are doing;
2. How can you create a good workplace culture;
3. Brand and Value: Shaped by a good company culture

Episode Resources:

1. Harrison Baron
2. Growth Generators
3. Mads Singers Free Management Training
4. Join Mads Singers Management Group

Enjoyed Mads Singers’ podcast? Check out these: 

1. #6: Julio Monzon on Culture-Driven Leadership
2. #33: Adam Sinkus on Creating Culture-Driven Relationship
3. #62: Andy Allaway on Managing Teams

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

Key factors in small business success or any business may seem complicated to you, but the truth is, Daryl has had it summarised for you! While he’s able to do half the battle for you, good and effective leadership is still crucial for it not to work against you and your business objectives. At the end of the day, concepts are only as good as the ones implementing them. 

Magic happens when you put your mind into it! Learn how you can integrate these critical success factors examples in your business, and navigate it to your advantage!

Listen to this week’s show and learn:

1. 8 fail-proof key success factors in business that make money;
2. Where do business owners struggle the most?;
3. The single most important thing a business owner can focus on. 

Episode Resources:

1. Best Business Coach
2. Linkedin
3. Mads Singers Free Management Training
4. Join Mads Singers Management Group 

Enjoyed Mads Singers’ podcast? Check out these:

1. #141: TaJuanna Taylor on Learning from Other Leaders and Mastering Your Skillset
2. #34: Ludovic Vuillier on Effective Sales Framework
3. #29: Melinda Byerley on Priorities and Management

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

Every business owner faces two factors when running a business: Internal and external. While internal factors are easier to deal with, what really challenges your business goal is when you are confronted by factors outside of your control, regardless of whether or not perceived and pose a greater risk.

Ultimately, the way you adapt and deal with your businesses’ hits and misses directly affects your finances – which as a business owner myself, I am very sensitive to. Get a unique insight into Kerry Paul’s insightful expertise, especially on how you can start exploring personal development opportunities, what you can learn and what you can do next!

Listen to this week’s show and learn:

1. How does personal development directly affect your business?;
2. What are the common things that entrepreneurs struggle with?;
3. What are the common business delivery pitfalls?;
4. How can you figure out if you are undercharging?

Episode Resources:

1. Being In Business 
2. Linkedin
3. Mads Singers Free Management Training
4. Join Mads Singers Management Group 

Enjoyed Mads Singers’ podcast? Check out these:

1. #32: Brent Zahradnik on Learned Interests to Entrepreneurial Success
2. #17: Chris Jankulovski on Leadership from the Core
3. #7: Maj Wismann on Personal Management

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

Jon Rennie, a business owner, author, and former naval officer joins us in today’s episode. Jon’s former submariner experience brings in unheard-of leadership principles and found the basic underlying principles for success at sea can lead to high-performing teams on land.

Jon’s mission-driven leadership leads others to accomplish the mission by relying entirely on the actions of his fellow employees. He fundamentally believes mission-driven leadership means that there is shared responsibility as well as shared vulnerability. Hence, regardless of rank or experience, every employee is vitally important.

Tune in ’til the very end and learn how you can create an environment where all of your team members can build on the strengths of each member and how you can get your team working toward the same goal!

Listen to this week’s show and learn:

1. How can you successfully lead and unify your team on a singular mission;
2. Why leaders are not special in any form of management;
3. Learn how to transform your team into a cohesive group; and
4. BONUS TRICK: How you can bridge the gap between your departments

Episode Resources:

1. You Have the Watch: A Guided Journal to Become a Leader Worth Following – Author: Jon Rennie
2. All in the Same Boat: Lead Your Organization Like a Nuclear Submariner – Author: Jon Rennie
3. I Have the Watch: Becoming a Leader Worth Following – Author: Jon Rennie
4. Peak Demand
5. Linkedin
6. Mads Singers Free Management Training
7. Join Mads Singers Management Group 

Enjoyed Mads Singers’ podcast? Check out these: 

1. #6: Julio Monzon on Culture-Driven Leadership
2. #92: Isaac Smith on Team Dynamics
3. #108: Ryan Shekell on Building and Cultivating Relationships

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

It’s known that a lot of solopreneurs turned into entrepreneurs have difficulty on how to de delegate. This is hugely because they thought of the business idea, built their business way up, and developed it further hence their strong attachment to their business. While this is valid, this is the pitfall many small business owners are dragged into, eventually leading them to get stuck. 

Make sure you don’t forget to download this on your list and learn from NaTanya, who’s successfully done that! 

Listen to this week’s show and learn:

1. How you can transition delegating effectively from corporate to becoming a business owner yourself;
2. Which is your bigger problem? Your business model or your delegation skills?;
3. How can small business owners measure success in their delegation track?;
4. 3 tangible things you can do as a business owner to start delegating successfully. 

Episode Resources:

1. NaTanya Dowell
2. Linkedin
3. Mads Singers Free Management Training
4. Join Mads Singers Management Group 

Enjoyed Mads Singers’ podcast? Check out these:

1. #160: What Is Successful Delegation In Real Estate Operations
2. #146: Andrew Venture on Financial Delegation Importance to Staff Delegation
3. #88: Timothy Colson on Trusting Your Team

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

Are you struggling to grow your network in your small business, too? As with other episodes about networking, Louis and I shared what worked best for us and our businesses which you might gain some insights on! Tune in and discover how your small business can build a huge network! 

Listen to this week’s show and learn:

1. Why doubling down on what you are good at matters;
2. The power of delivering value and showing up in building your network;
3. Are the basic ways of getting clients no longer working?  

Episode Resources:

1. Louis Goodman
2. Love Thy Lawyer Podcast
3. Mads Singers Free Management Training
4. Join Mads Singers Management Group

Enjoyed Mads Singers’ podcast? Check out these: 

1. #36: Frank Agin on Scaling Networking Connections
2. #101: Pablo Gonzalez on Networking and Discovering Positive Black Swans

Have comments about the show?

Hey, do you have ideas for topics you’d like Mads Singers on future episodes? He’d love to hear from you at mads@madssingers.com!

Scott, like myself, loves learning! Being an Army leader and a leadership coach at the same time, he developed the 3 pillars of leadership traits which will not only help you achieve your peak performance in the business that you are leading but also will help you avoid leadership failure.

Tune in all the way to the end and make sure you do not miss knowing what you don’t know when it comes to performance leadership! 

What do we cover in this episode? 

1. Will the difference between Army Leadership and Business Leadership benefit your leadership performance?;
2. How you can avoid leadership failure; and
3. 3 pillars of leadership traits that will help you achieve your peak performance

Episode Resources:

1. Peak Performance Leadership
2. Linkedin
3. MFL Podcast
4. Mads Singers Free Management Training
5. Join Mads Singers Management Group 
6. 4 Stages of Psychological Safety by Timothy Clark
7. Never Split The Difference by Christopher Vozz and Tahl Raz
8. It’s Your Ship by Dr. Michael Abrashoff

Doug’s always believed that strengthening your strengths is the way for you to thrive at whatever you are doing instead of working on your weakness as you may have been taught. For Doug, networking at whatever level is what many entrepreneurs have been missing out on lately! Tune in until the end to learn the tactics he learned in sales, communication, and networking!

What do we cover in this episode?

1. How can you do business and networking while being a philanthropist; 
2. In people management, how do you help people realize what their strengths are;
3. How can you not miss out on any networking opportunities as an entrepreneur

Episode Resources:

1. Linkedin
2. Pulling Each Other Along
3. Disability Dream and Do
4. Mads Singers Free Management Training
5. Join Mads Singers Management Group 

Taylor’s confidence in helping business owners with content marketing strategies and examples stems from her wealth of experience with big-known brands you’ve heard of until today! Like you, she also had her marketing challenges but managed to overcome them through her confidence!

Taylor shares the 2 most important content marketing strategies and solid examples you may not have yet explored in today’s SEO Marketing world! Make sure you listen all the way to the end, so you’ll not miss the nuggets we’ve talked about around confidence in today’s content marketing!

What do we cover in this episode?

1. How do you develop your confidence when you’re struggling as a business owner
2. Difference between content marketing and energetic marketing
3. What are the 2 marketing baselines that are working but you are not doing
4. Why are you missing your target audience in your content marketing campaigns

Episode Resources:

1. Taylor Proctor
2. Mads Singers Free Management Training
3. Join Mads Singers Management Group

Seth also shared how important it is to have the right real estate and business partner to delegate accountabilities successfully. He shared the experiences he learned from being a firefighter to owning a successful real estate and investment company. You’d love to listen to this episode and save it on your phone!

What do we cover in this episode?

1. How can managing your span of control ensure an optimal real estate business;
2. How can you eliminate real estate unpredictability by bettering your business management;
3. Successfully transitioning from a task-oriented mindset to a system-based mindset;
4. How can you better turn networking uniquely beneficial you;
5. How can you not make a mistake in finding your business partner.

Episode Resources:

1. The Stream Group
2. Multifamily Real Estate Investing
3. Linkedin
4. Instagram
5. Facebook
6. Mads Singers Free Management Training
7. Join Mads Singers Management Group

Communication as we know it has always been very important in business and management. But Clayton shared how communications can be leveraged better to create better networking connections! Listen ‘til the very end to know what he learned about hiring sooner to network better and faster!

What do we cover in this episode?

1. Communication pitfalls and how to better manage it
2. What points can you be missing when you talk to business people
3. What are the benefits of hiring sooner and networking faster
4. In what ways can you leverage your best tools in Affiliate Marketing

Episode Resources:

1. Linkedin
2. E-mail: clayton@carbon6.io
3. Mads Singers Free Management Training
4. Join Mads Singers Management Group

A sense of belongingness is important to regard when we work with other people. But there’s so much into it that leaders must dig deep to understand their people. The way employees are engaged relies heavily upon their leader’s leadership. When a leader knows his people, he easily knows what affects their motivation. And when this is executed, people feel heard, and when people feel heard, people feel they are relevant. Dr. Catherine shared her 3Rs framework, making it easier for you to do and follow! Tune in ‘til the very end to know what it is! You’d love to listen to this episode and save it on your phone!

What do we cover in this episode?

1. How do you not lose money on resignation and recruitment by improving your employee engagement
2. How can you capitalize on your onboarding process for a better revenue turnout
3. How can a leader’s leadership tolerance better organizational culture
4. What are you missing out in your ways of increasing your employee retention

Episode Resources:

1. Profitable Alignment
2. Linkedin
3. Twitter
4. 12 Week Year by Brian Moran & Michael Lennington
5. Strengths Finder by Tom Rath
6. Leadership & Self-Deception by Arbinger Institute
7. Mads Singers Free Management Training
8. Join Mads Singers Management Group

Like me, Lincoln believes that people are always an important asset. And that the way you manage your people reflects on the % you allocate to develop and grow them. Whether it be that means your time or resources to hone and empower your employees. Make sure that you don’t sell yourself short today! Tune in now, learn today, run your business, and be the great leader you are!

What do we cover in this episode?

1. How to correctly empower your employees and have your attrition reduced
2. Why investing in your people is always a better choice
3. How can you listen better to your employees and still be a leader

Episode Resources:

1. His Business Partners
2. E-mail: lincoln@hisbusinesspartners.com
3. Mads Singers Free Management Training
4. Join Mads Singers Management Group

What do we cover in this episode?

1. How do you deal with the complexity of hiring and having younger and less experienced employees
2. What management style is best suited when hiring younger employees
3. How expected results can be delivered despite hiring less experienced employees

Episode Resources:

1. Linkedin
2. Email: ron@nuttnest.com
3. Mads Singers Free Management Training
4. Join Mads Singers Management Group

Episode Summary:

We have an exciting topic today! Like many others, every episode has always been unique. Johanna Renoth joins us today! Johanna is not a believer in social media marketing. Yes, you read that right! She is a believer in e-mail marketing. For Johanna, e-mail marketing shifts an entrepreneur’s focus to highly-impacting business drivers.

Johanna believes too much usage of social media marketing can have a pressing effect on entrepreneurs like you. These effects are described in two aspects: reactive decisions and distractions from the pressures of the social media should-be’s. And both of these take away the deep focus entrepreneurs need to create new ideas for income-generating actions and managing business risks. Learn more about the challenges and opportunities you can explore in digital marketing without social media! I told you, this is going to be an exciting episode!

What do we cover in this episode?

1. How usage and too much exposure to social media as a marketing medium affects entrepreneurs negatively
2. What is the influence of social media technology and marketing on an entrepreneur’s mental health
3. How does social media affect entrepreneurial leadership

Episode Resources:

1. Log Off Live More
2. Bye Social Media
3. Mads Singers Free Management Training
4. Join Mads Singers Management Group

What do we cover in this episode?

1. How insecurity can affect your leadership;
2. What is communication philosophy; and
3. How can leadership evolve after self-improvement

Episode Resources:

1. ImageImpactIndex.com
2. Abraham Hicks Podcast
3. info@talktopatrice.com
4. Mads Singers Free Management Training
5. Join Mads Singers Management Group

Tom and I covered topics around how one-to-one meetings create an impact on your employees’ performance. Speaking of performance, we also talked about when is a performance bonus necessary for your organization and how it is important to look at it in the context of your organization’s goals and financial standing.

And since we were talking about our businesses, we were also talking about how do we identify the right person. Most of the time in recruitment, you’re able to identify a great bunch of people for a business need but it’s not always that you’re able to identify the right person for the right seat. There are so many interesting points for you.

Tune in, learn and take notes for yourself. Surely, you’ll not be empty-handed after listening!

What do we cover in this episode?

1. How one-to-one meetings make people management better;
2. How effective recruitment helps businesses financially;
3. How you can teach your performers the most important management skill; and
4. Why performance bonuses are not always a good external motivator for employees

Episode Resources:

1. Linkedin
2. Fame
3. bCast
4. Mads Singers Free Management Training
5. Join Mads Singers Management Group

Discover more about how Lydia managed to increase her retention rate by upholding values and work culture as she reveals her management secrets.

This episode will be an exciting one!

What else do we cover in this episode?

1. How management dynamic is different around the hospitality entity
2. Emphasis on shared beliefs about values and work culture as a business owner and among her business partners and employee
3. Lydia’s retention percentage in upholding shared beliefs
4. Lydia’s unique hiring process for her hospitality businesses

Resources Mentioned:

1. The Culture Code – Author: Daniel Coyle
2. Restaurant Unstoppable Podcast

Connect With Lydia:

1. Linkedin
2. lydia@saintkitchen.com
3. lydia@warwickstreetkitchen.com

If you want to know how to turn one business venture into multiple ones, then this is for you! Learn more about an expert’s secret by tuning in!

What else do we cover in this episode?

1. Management lessons learned from his corporate experience which he has been practicing in all of his businesses
2. Hiring lessons learned from his past mistakes
3. How he learned effective delegation and how it helped him exponentially

Resources Mentioned:

1. The Immigrant’s Companion: Making Your American Dream a Reality – Author: Asrorjon Shukurov

Connect with Asrorjon Shukurov:

1. Linkedin
2. Personal Website
3. Green Cleaning Association
4. Fix Contractors
5. Interworld Cleaning
6. Pruz Investments

What else do we cover in this episode?

1. Identified Business Triggers – (3:48)
2. What is Human-Centered Leadership Approach? – (5:16)
3. How Can Human-Centered Leadership Be Evident in Tech Industry? – (6:28)
4. Human-Centered Approach in Communication – (13:55)
5. Factors Affecting Human-Centered Approach in Leadership – (19:14)

Resources Mentioned:

1. Digital Body Language – Author: Erica Dhawan
2. The One Minute Manager – Author: Ken Blanchard
3. Nonviolent Communication – Author: Marshall Rosenberg

Connect with Alexandria Scobee:

1. Living Audaciously
2. Linkedin
3. Mads Singers Free Management Training
4. Free Community Group For Managers & Leaders

I am pumped up to be joined by Tim Redmond in today’s episode of the Mads Singers Management Podcast! Tim, whose expertise is in business growth, loves taking people’s businesses and making those businesses into a wealth empire powerhouse. Tim’s business tip for beginners in ensuring business growth is for the business core to be built around the business reputation. This reputation is founded on the efficiency and effectiveness of service delivery.

All these business and profit strategies involve innovative business coaching. This business coaching includes people management. Tim builts his business and profit growth strategy through a growth plan wherein the business strengths and weaknesses are taken, and concrete steps are made for the business and profit goal to be achieved.

Tim believes that to put one’s growth strategy to the test, its cadence of regular accountability should allow the business to run with its momentum.

Are you still figuring out how to take your business to the level where it should be? Avail Tim’s free growth plan today! Tune in ‘til the end and learn HOW!

What else do we cover in this episode?

1. Business Growth Pit Falls – (5:35)
2. Client Service Delivery Lifecycle – (11:51)
3. Tim Redmond’s Costly Management Mistake – (23:28)

Connect with Tim Redmond:

1. Redmond Growth Consulting
2. E-mail: tim@redmondgrowth.com
3. Mads Singers Free Management Training
4. Free Community Group For Managers & Leaders

Simon’s 90-day sprint program offers shifts entrepreneurs’ focus to scaling business to ensure an increase in revenue and then improve sales and marketing. Find out more in this episode about having repeatable sales, better marketing, and revenue increase!

What else do we cover in this episode?

1. Simon’s 90- Day Strategy Sprint – 3:18
2. Business Acupuncture Points To Increase Revenue – 4.15
3. 90-Day Strategy Sprint Business Coverage – 8.55
4. The Kind Of Businesses Which Will Benefit From The Program – 15.13
5. Simon’s Mindset About Hiring and Delegating – 17.16

Resources Mentioned:

1. Strategy Sprints: 12 Ways to Accelerate Growth for an Agile Business – Author: Simon Severino

Connect with Simon Severino:

1. Strategy sprints
2. Mads Singers Free Management Training
3. Free Community Group For Managers & Leaders

Joining me in today’s episode of the Mads Singers Management Podcast is Deanna Figurito! Deanna and I discussed how she helps businesses reduce attrition rates through value-based impact in the form of leadership development. Deanna emphasizes the importance of intentional one-on-ones and coaching to help people realize their shared beliefs with the company they are working with. Discover more on how values-based leadership development can reduce your attrition rate!

What else do we cover in this episode?

1. Values-Based Approach in Leadership Development – 3:23
2. Values-Based One-on-Ones and Coaching – 15:36
3. 3 Principles of Coaching (Fulfillment, Balance, and Process) – 17:42
4. Bridging the Generational Gap through Values-Based Leadership Development (to reduce attrition rate and costs further) – 20:18

Connect with Deanna Figurito:

1. D-FIGconnects
2. Mads Singers Free Management Training
3. Free Community Group For Managers & Leaders

Andrew Venture is joining me in today’s episode of Mads Singers Management Podcast! Andrew considers Operational Consulting the foundation of what he does and is now looking to help small-medium businesses scale up using systems and techniques around financial delegation and staff delegation. Andrew believes that financial delegation must be practiced with a staged approach for a company to scale up. It retains accountability while giving away a certain level of autonomy. This approach is where his effective staff delegation comes in concerning operational needs. Find out more in this episode and learn more about the importance of financial delegation and staff delegation!

What else do we cover in this episode?

1. Financial Delegation Concept – 2:57
2. Financial Delegation and Staff Delegation Risks – 7:58
3. Structured Staff Responsibility and Financial Accountability – 15:34
4. Operations Manager Hiring Competency Indicator – 16.27
5. Financial Considerations in Staff Delegation/Promotion – 18:16
6. Operations Manager Skill Model – 25:49

Episode Resources:

1. Traction – Author: Gino Wickman

Connect with Andrew Venture:

1. andrewventure.com
2. Taitua.com
3. Mads Singers Free Management Training
4. Free Community Group For Managers & Leaders

Julia initially worked in central London’s high-end residential market for the past decade, delivering some of the finest, perfectly tailored homes.

Julia started as a junior project manager for a construction company, or as we call it today, as an assistant to the site manager. She was in charge of the people management, order taking, and ensuring everything around them was working, whatever it may be.

Unlike most roles, being a manager usually puts a person in a tight spot because they rarely receive guidance or training, which sets most for failure. However, regardless of what type of management you will be doing or where the best way to be, a good manager communicates effectively. Communication, though, can mean two other things sometimes. There will be a battle of personas and even ego; some may not even care if the project will go well or not.

To overcome this, you need to understand who’s who, how they think, and how you approach them to get the results you want; in fact, you will be surprised how communication effectively and clearly can help that employee perform better and deliver excellent results.

Key Learning:

1. Despite their differences, Julia shares that she has learned a lot from the tradespeople while working as a site manager in the construction firm. – 03:24
2. Despite the misconception that management in the construction world is easy, Julia says it’s the opposite. There are many things to consider to make things run smoothly, just like in a corporate setting. – 04:32
3. Julia says that effective communication helped get things done during her time as a site manager. – 05:13
4. Julia says that when people know that they can come to you, no matter small or irrelevant their problem may be, they will never forget that. – 05:33cc
5. Mads agrees that communication is essential, not only in management but also in life itself. – 09:11
6. Julia says to be a good manager in terms of people skills. You have to be able to see the best in people and pull that out of them.- 11:41
7. Mads says that management is also about lifting other people. He adds that most people become positively surprised most of the time when they are given the responsibility and ownership.- 12:18
8. Mads says that people will support you when they see your value and willingness to do the right thing. – 14:37
9. Mads says that it’s okay to make mistakes because we learn more from failures than we do in success- 18:56
10. Mads says that when you build a good relationship with your staff, they will most likely go the extra mile. – 22:45

Connect with Julia Starzyk:

1. LinkedIn
2. Facebook
3. Instagram

While the allure of being a freelancer or being able to work on your terms will never stop, to balance those things and live the life you want, you’ll need to have discipline and roll up your sleeves from time to time to get things done. But to reach your goals, you’ll need to get some people on board as well because you can’t be the only one doing everything as this will only hinder the growth of your business.

As Skye pointed out, people can be so frightened of what might be in the future that we stay stuck in the doing, and although you can automate and delegate a bunch of things in your business, it takes time and needs development.

While everybody is replaceable, as it should be, because businesses need fresh brains and hands from time to time, having a throwaway culture in outsourcing can cause problems for your business. Hiring a VA can help solve many things for you, but if you don’t have systems or SOPs in place, they will struggle too; sometimes, the problem doesn’t lie with the VAs you hire but within yourself.

Management doesn’t necessarily need to take an extended period. However, you will need to have the right person or the right people to get things done for this to be successful. Once implemented, your business will be smooth sailing in a month or two!

Understanding your core strengths and having a growth mindset will help you become a great leader.

To make sure your business is successful, you’ll need to be able to write down your recipe and pass it on to people so they know how to run your business. This is especially true when your business is your brand. Hire experts that can lighten your burden so that your business can grow and flourish, and ultimately it’s about moving you from doing the tasks in the business.

Key Learning:

1. Skye says that to grow a long-term sustainable business, this is what she calls the missing link who wants to – 01:58
2. Skye says she is an advocate of applying herself and doing the work. This means that you’ll need to roll your sleeves up and work 03:32
3. Mads shares that he has been living remotely since 2014, and while it has its perks, he says that to work from the beach or to live the life you want will require discipline. – 06:16
4. says he asks people if they want to build a business or build themselves a very glorified, well-paid full-time job because the difference between those two is vast. – 08:08
5. Mads says that once business leaders and managers get the mindset right, they realize that they shouldn’t be doing unnecessary work- 11:50
6. Mads says that when it comes to hiring people when you treat your staff as a cheap resource, they will also treat your work as an affordable resource. – 18:54
7. Skye says that regardless of who you bring into your business, you should invest time and resources in them if you want to get the best out of them. – 20:54
8. Mads says that anyone can be a good leader as long as they understand their core strengths- 26:36
9. Skye agrees that there isn’t a silver bullet solution. If you don’t understand your people and what resonates with them, then they will not be able to do a good job- 30:16
10. Skye shares her analogy where business is like a car where people parts of a vehicle and to get to the destination, many leaders and business owners expect and assume that their staff don’t need to know, she asks how people will do their best when they don’t know what’s going on or what the whole things for – 32:31

Resources Mentioned:

1. Full Freedom for Entrepreneurs with Skye Barbour

Connect with Skye Barbour:

1. LinkedIn
2. Website
3. Instagram
4. YouTube
5. LinkTree

As pointed out by Louise, distractions are the number one cause of stunted growth in businesses. Still, it is not always the fault of the business leaders and managers, but rather it is because most of them are not equipped with the knowledge and skills to manage or know the tips and tricks. This often sets many business leaders and managers to fail. And with how society is made up today, where many of us are constantly on our phones, we are constantly bombarded with beeping notifications. We tend to lose our way from important work that needs to be done.

The illusion of being available makes us unproductive, causing us to get fatigued over time. Not everything needs to end up on your to-do list, but rather learn to set rules and boundaries to be more productive in both your personal and work life. While we all have our tasks to work on, we need to remind ourselves if it will actually be moving the needle to help us accomplish the goals, we set for ourselves, or are we simply making ourselves look busy? To do this, we need to constantly remind our brain subconsciously to work on the critical tasks we need to achieve our goal; learn to delegate the small and mundane tasks you have on your plate to someone else and be amazed at how much more you can accomplish!

Organizing doesn’t need to be complicated by doing small things because it makes you do something intentionally. This helps you become more productive, feel refreshed, and think more clearly about the next day and your upcoming tasks. We must constantly choose ourselves for it to happen and have boundaries to be more intentionally productive.

Key Learning:

1. Louise’s goal is to help business owners get their shit together without sacrificing their lifestyles- 02:30
2. Louise says that many businesses don’t scale because leaders and managers don’t have adequate time management. – 03:32
3. Mads shares that he likes to keep his phone silent so that he won’t get distracted and will get work done. – 04:54
4. Mads say that it’s not about the hours we work but rather the output. – 06:57
5. Mads says, if you’re sitting doing things that could be done by someone getting paid, half of what you are born, you are significantly wasting company resources and, more importantly, actually hindering company growth. – 10:34
6. Louise shares her simple system where she organizes her day the day before to make her more productive. It can take her as little as 10 minutes to plan out her day. – 15:18
7. Louise says it’s essential to have blocks of time to do purposeful and uninterrupted work rather than stretch it for eight or ten hours and not get anything done. – 21:18
8. Doing little things such as preparing your workout clothes at night or preparing food the day before will help you become more productive by getting more things done. Removing those small decisions by being organized is a big one. – 22:53
9. Louise says it’s vital that we learn to say no to things that are not related to our goals- 24:00
10. Louise adds that it’s essential that we choose ourselves and have these rules and boundaries. – 27:16

Resources Mentioned:

1. The ONE Thing: The Surprisingly Simple Truth About Extraordinary Results by Gary Keller and Jay Papasan
2. Deep Work: Rules for Focused Success in a Distracted World by Cal Newport

Connect with Louise Ledbrook:

1. LinkedIn
2. Main Website
3. ProSmart Website
4. Company Twitter
5. Personal Twitter
6. Instagram
7. Company Instagram

Contrary to popular belief, management doesn’t have to be complicated. Management doesn’t need several steps and processes to make things work. Having simple techniques that work well is much more effective than having several complicated functions. It can be as simple as declaring email bankruptcy, where an email from a month ago is rendered useless and archived immediately because anything important will find its way to you or back to you. However, for this to happen, leaders and business managers should make space for their team and staff to be productive. One of the ways you can do that is by incorporating fun and even a bit of a game with your staff. This can also work if you have a remote team, schedule a Zoom meeting, pop in some music while everyone works on their tasks. Also, rather than setting up a calendar block for meetings or 1-on-1s, it’s essential to check in with your staff so you can have a hearty and meaningful conversation rather than a one-sided conversation. Something simple as a Word document or a spreadsheet where you can put all the information and tidbits of your employee can help a lot!

Being a manager or leader isn’t about the power to boss around people and pass your job to them. At the same time, you rest your feet on your table or go somewhere to relax and unwind; instead, it’s about building relationships with people in your company or organization. Having a good relationship with your staff and employees can help you in the long run, especially if they decide to leave to pursue better opportunities or when they land their dream job. This gives you ample time to prepare and train for their replacement and focus on your business.

Key Learning:

1. Mads says he is a firm believer in having a few processes that work well compared to having complicated ones to manage your team effectively. – 02:25
2. Jessica and her team have what they call a ‘’Polish Week’’ where they take time twice a year and pause what they are doing to polish up their systems. Jessica says they do this during the slower times of the year, usually the last week of December or the first week of July. – 03:14
3. Jessica admits that taking some time off may seem daunting. However, it is worth doing it because it pays dividends every single day when you take some time to clean up things that are slowing you down – 04:40
4. Jessica says we have things we are good at and not so good at. For example, a person can organize their desk but is not good at managing their digital files. She recommends that we incentivize it and have something to look forward to, such as eating your favorite lunch – 09:48
5. Jessica says that it’s essential for leaders and managers to make space for their staff or teams to be productive. – 13:00
6. Jessica shares her tip on using reminders, whether it’s on your phone or computer, so you can be reminded of your team’s starting dates and birthdays and appreciate them. This can also work for setting reminders for yourself on things you want to improve on. – 15:08
7. Mads says that the best way to give feedback is to look for critical thinking and connect it to behavior. – 22:06
8. Mads admits that he still finds it challenging when a good employee resigns to pursue their dream job. However, he says that managers and leaders should still appreciate their time and contributions to your company and be happy on their behalf. – 26:10
9. Mads adds that when employees leave you, especially great employees, it means you are doing a great job as their manager because you have developed and grown your staff. – 27:08
10. Mads says that if you don’t know until the last possible day of resignation, then it means that your relationship with your staff isn’t that strong. – 29:56

Resources Mentioned:

1. Polish Week Checklist

Connect with Jessica Eastman Stewart:

1. LinkedIn
2. Website
3. Twitter
4. Links
5. Instagram
6. Facebook Page

Contrary to popular belief, starting a business is more than just earning some extra income to fill your pockets; instead, it is about investing in human beings, people like you and me, who have their hopes and dreams. It is through proper management that one’s business can succeed. Coming from this context, the importance of listening comes to play because most performance issues come from the home or internally rather than from the workplace. Once you listen to your employees, they feel valued and cared for, thus making them your greatest ally.

When employees are heard, you will see a change in their momentum and energy because we human beings will always strive to be good, heard, and seen as an essential asset. However, to do that, one needs to listen – now, this may be hard for some people, especially if listening isn’t their strength, but listening can be worked on like all skills. However, you’ll need to learn to be quiet and take time to pause no matter how excited you are.

We all come with our wavelengths. Some may be easily excitable, while some may need extra motivation; however, regardless of what wavelength they belong to, learn to gauge your employees and see things from their perspective.

Take care of what you own, take care of what tasks have been assigned to you or what you have assigned to otters – nurture it so that there is quality. A plan is a roadmap, not a guarantee, and if one path doesn’t work out, there are many other ways to get there.

Key Learning:

1. TaJuanna says that management, leadership, project management is not just for big companies or big, big teams – it’s for anybody who wants to move something forward; their extraordinary ideas, turning it from nothing into – 01:43
2. By reminding yourself that you’re not in it by yourself, TaJuanna says when we permit ourselves to allow other people to come in, seek out what you know you do not have. – 03:03
3. TaJuanna stresses the importance of listening – 03:41
4. TaJuanna shares how you can be a good listener or learn to be a listener, especially if it is not your strength: To be quiet and pause no matter how excited we may be in a room with one or more people.- 06:38
5. Mads shares his two golden rules as a manager:
6. 1.) Speak last, 2.) Speak the least. He adds that you can become a practical (or more effective) leader if you follow these two things. – 09:00
7. TaJuanna says that regardless of whether you’re an entrepreneur or solopreneur, everyone has a role to play so that you can free yourself to bring in other people. – 12:51
8. TaJuanna says many people and even things can become your bosses if you don’t manage yourself or something you are doing well. – 15:28
9. Mads shares his trick: try and cut every day down to just 4 hours and ask yourself:
10. What are the most important things? What are the things that move the company forward the most? What are the things that only I can do? – 16:39
11. TaJuanna says that she had to learn quickly to minimize her enthusiasm because not everyone is on the same wavelength as you are. However, this doesn’t mean they have less value. – 19:52
12. TaJuanna says that project management is about delegating tasks to people, giving them autonomy and the freedom to do jobs at their pace. – 24:00

Resources Mentioned:

1. D.O.N.E. Formula

Connect with TaJuanna Taylor:

1. Website
2. LinkedIn
3. Instagram
4. LinkTree

Although Todd has had several experiences under his belt, it wasn’t until a couple of months ago that he decided to take the leap of faith and become a full-time entrepreneur. Much of Todd’s work involves aiding, developing, and creating businesses; he was also a high school basketball coach, where he also taught in high school and even in colleges. Although entrepreneurship can be quite a challenge, it has its highs when you seal the deal with a client and its lows when you question yourself if you can eat next month. The rewards that you can reap are worth it! It’s not always set in stone because some may become an entrepreneur early on while others may have it later in life, but regardless of when you will be taking that leap of faith, it’s essential to keep in mind the lessons you pick up learning along the way.

While there are apparent differences between big corporate companies to small and medium businesses and startups, regardless of where you belong, it’s essential to stay focused on your purpose and why: What’s the reason behind it? Why are you doing it?

I cannot stress enough how important communication is because often, when high-performing managers or anyone on your staff starts performing poorly, it could be they have problems at home. Instead of waiting around for things to worsen, it’s essential to approach them and help them get them back on track.

One of the easiest ways to do this is with the use of DiSC in your workplace or organization; this allows you to discover a person’s communication style and meet them halfway rather than dragging them through the mud.

We are all bound to make mistakes. However, because we have self-awareness, we now know what to do in the future to avoid repeating that mistake. But to know oneself, one must practice what they absorb from reading books or listening to podcasts, and these don’t happen overnight! These habits take time, so allow yourself lots of room for improvement.

Be mindful of what you are feeding yourself, regardless of its platform; rather than binge-watch a show, you can spend that time exercising or reading.

Key Learning:

1. Mads says that he has observed that most teachers make good managers. – 01:32
2. Todd says that being an entrepreneur doesn’t need to have a timeline. To some, it may happen when they are as young as 22, while others may achieve it later in life. – 03:36
3. Drama and conflict will always be part of the business, your family, and even your relationships. Still, Todd says that conflicts can be a good thing when you know how to handle them, and that’s why he says that you must have your base value and continue to build on that and develop your communication skills. – 05:39
4. Todd adds once you develop your communication and people see that you’re an honorable person because you live up to your values, then the trust grows, and by trusting each other, you can have constructive conversations around that conflict because the faith is there. – 06:04
5. Mads says that people don’t understand people who are different from them. That is why he advocates the importance of learning about DiSC and applying it in life or your workplace. – 10:36
6. In building your company culture, Todd shares his 3-prong mantra: Dream Big, Know How to Have Fun in the Work Place, and Get Stuff/Work Done. – 15:13
7. Todd recommends reading as a tool for personal development, whether by yourself or within a company, that you can then use and relate with people by having conversations. – 17:50
8. Taking a cue from Simon Sinek, Todd shares how exercise and love are similar because you don’t instantly fall in love with somebody, but rather it’s a process when taking on a partner. – 21:59
9. Todd says that we all make mistakes, but we must have self-awareness so that we won’t repeat that mistake in the future. – 23:22
10. Todd says that it’s vital for business owners and leaders to detach themselves from their business and nurture relationships with people, regardless of whether it’s done over a Zoom meeting or in person if they are nearby. Have an inner circle where you can discuss your challenges so they can help you solve them- 27:08

Resources Mentioned:

1. FISH! philosophy
2. I Have a Dream by Martin Luther King
3. The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You (10th Anniversary Edition by John C. Maxwell
4. The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni

Connect with Todd:

1. Website
2. LinkedIn
3. Schedule a Meeting
4. Email
5. Twitter
6. YouTube
7. Facebook Page

Strategic planning – a fun party trick that Dr. Erika loves to death, is often put on the backburner by companies and business owners until the very end or when their problems start popping up because they have been ignored for too long.

Although it’s become a buzzword, being authentic will allow you to impact the people around you and the things you do, while chasing the same carrot as everyone else may seem ideal and more accessible. However, many will not feel satisfied when they reach their end game and feel like they wasted time and effort on something unworthy.

Rather than giving in to what society dictates as a measure of success, we should focus on our direction. Often, we look up to other people we admire and try to emulate them, and while there isn’t anything wrong with that, we would make much more impact when we show up as ourselves rather than imitating someone else.

To be authentic, one needs to show up as they are, don’t let others define your success, and while it’s not wrong to grind for your goals, ask yourself these questions:

1. Are you pushing because you want to?
2. Are you moving because you’re supposed to?

Investing in your people is a must because they are the ones who will drive your business or even sink it. Regardless of whether they decide to stay or leave, it’s essential to make people feel valued.

Don’t fall for trendy and generic professional development that you see being paraded around. Instead, spend time with your staff and see where you can take them from there. But before promoting someone, make sure that you will be able to communicate why you are doing that to provide them with value and an opportunity to grow. Even the least interested leader will take up the mantle when given clarity on why they are granted that role. The same goes with delegation. Being given clarity and knowledge will allow people to flourish more.

Key Learning:

1. Although it’s not new, despite becoming a buzzword today, Dr. Erika says that your contributions will be most effective, and your existence will be most impactful when you show up as yourself, not as a deluded version of someone else. – 03:31
2. Dr. Erika says that authenticity invites you to be more reflective and intentional about your choices in your personal and professional life. – 04:09
3. Dr. Erika says that you are the owner of the direction you are going. – 05:21
4. Dr. Erika adds that authenticity is the decision to learn from other people but not necessarily emulate them. – 05:41
5. Dr. Erika says we have become weirdly obsessed with the idea of not being content with the things we have. – 09:43
6. Dr. Erika shares that if you cannot train your brain to the here and now, to be present, you will only be pursuing and not be content with what you have. – 13:32
7. Dr. Erika says that unhappiness comes when you no longer know who you are because you rely on other people’s success metrics rather than your own- 19:34
8. Dr. Erika says that if your identity is tied to a singular point (being an entrepreneur or being someone’s significant other), then it is not sustainable- 27:40
9. Mads highly recommends that businesses and entrepreneurs invest in their people, especially managers because most people don’t develop their managers because they are not provided with the proper training and guidance. – 28:06
10. Contrary to the famous saying that the best salesman won’t make the best sales manager or the best engineer won’t make the best engineering manager, Mads believes that if someone has the skills and the personality to learn how to be the best engineer or salesperson, then they can also learn how to become the best manager with the proper training, tools, and support. – 34:44

Resources Mentioned:

1. First, Break All the Rules: What the World’s Greatest Managers Do Differently by Marcus Buckingham and Curt Boffman
2. The Molecule of More: How a Single Chemical in Your Brain Drives Love, Sex, and Creativity―and Will Determine the Fate of the Human Race by Daniel Z. Lieberman and Michael E. Long
3. Think Again: The Power of Knowing What You Don’t Know by Adam Grant

Connect with Dr. Erika

1. Website
2. LinkedIn
3. Instagram

Because of the COVID-19 pandemic, many traditional ways of doing things were turned upside down, from digital marketing, social media marketing, social media management, and even operations had to be delegated. Despite these new challenges, the pandemic has brought on new opportunities for everyone, whether a restaurant in an old city or a small store set up in the middle of the town. Although there are many things to consider when hiring employees, especially when you’re starting, such as taxes, laws, and other benefits in the country you are planning to set up your business. It would be best to skip hiring the right people because having the right staff will help you grow your business in no time.

With our interconnected world, it’s easier than ever to find the right people to do the job for you. However, one of the common mistakes new entrepreneurs and business leaders make is not making enough connections because many tend to set aside the networking aspect of their businesses. Rather than wait for a miracle, it’s best for business owners and managers to take advantage of the tools they have at their fingertips, such as Facebook groups, LinkedIn, forums, and other social media platforms. Make connections along the way because you’ll never know where your next adventure will be if you don’t make connections with the people you meet along the way.

Like Melissa, I highly encourage exploring new tools and software once released because it allows you and your team to learn new things. However, while exploring is fun, it’s essential to stick with those that work well for you. Often, it’s not the number of tools, apps, or software that ruin productivity in a company or business but instead failing to implement it all over your staff or company, so it’s essential to consult everyone before jumping ship. Being an entrepreneur is not an easy journey; there will be bumps and even roadblocks along the way. However, having a mentor who you can turn to for advice, gain feedback, or help solve problems will benefit you.

Don’t be afraid to cast your net and let your voice be heard, especially during challenging and difficult times. Also, ask for feedback from your clients or anyone you work with. This gives you a fresh perspective on things, so you can also learn how to pivot according to their needs.

Key Learning:

1. Melissa shares that she started with interns. However, she then realized that she needed to bring in people with specialties in their respective fields rather than a person who knows a bit of everything. – 04:33
2. Melissa realized that hiring people who don’t necessarily have the skills to do the job could be costly and time-consuming because you’ll need to take a chunk of your time to train and teach them. – 06:01
3. Mads says that most companies and managers struggle with hiring the right people because they don’t know what they need until the problem becomes more apparent. – 06:46
4. Mads continues that many business owners and managers are reluctant to pay their employees the proper salary, especially those specializing in a specific niche. – 07:00
5. Melissa says she learned to hire people who know what they are doing rather than bringing on someone that you have to teach, and promote from within as much as possible because they are the ones who can fill the spot as they already know you and your business. – 08:53
6. Mads stresses that rather than hiring people who resemble you, business owners and managers should look at the most critical piece needed in their business and how they should be finding someone who is excellent at that work/role. – 11:45
7. Melissa’s goal is to grow her team in the industries that she likes while also learning new things and taking the best practices.. – 18:17
8. Melissa stresses the importance of having a clear structure for your business to be easy onboarding, training, production, and even offboarding. Having a system will also allow you to improve or change things quickly if you face difficulties. – 20:57
9. Melissa shares that she and her team have tried several project management tools and software but have settled on what works well for them. She encourages you to try new tools and software once released to help you and your team learn new skills and knowledge to attract more clients and build your portfolio. – 22:42
10. Melissa stresses the importance of having a mentor and guiding you in your entrepreneurial journey while also learning, gaining feedback, and even seeking insights into problems you may have. – 25:05

Resources Mentioned:

1. Asana
2. AirTable for content calendar and paid advertising
3. Slack

Connect with Melissa:

1. Company Email
2. Personal Email
3. Instagram
4. Company Instagram
5. Website
6. Twitter
7. LinkTree
8. Facebook Page

Despite being at the top of their game, many leaders, business owners, and managers often struggle with emotional intelligence and understanding themselves and the emotional state of the people around them. As Dana pointed out, we are aware of our emotions most of the time. However, we don’t know where we create meaning with our emotions most of the time. This is where Dana brings up our childhood experiences, where we associate them with negative experiences, but rather than blame and shame our negative experiences, Dana says we should use those negative emotions as reference points on why we are feeling that way. Having a rich self-awareness allows you to become this rich leader, an even richer participant, and an active listener that will enable us to be engaged in a community.

The more you are aware of yourself, the more you understand about yourself, the more you can take action and utilize it for your day-to-day activities. Through playing, one can discover more about ourselves, and when we are willing to play, we are not so focused on the outcome or process but rather on what we can do to play the game; this is something most of us forget once we become adults.

While we may all come in and bring different things to the arena, each of us has something to share with others and a role to play, and in a world of diversity, we should always have spaces where people are not afraid to speak up or share their stories.

The most challenging conversations we will have will often be with ourselves, and what may be hard for you won’t be hard for another person. The raising of voices, the passive-aggressiveness, hiding from feedback, and pointing the finger at other people can be prevented when we allow ourselves to open up what other people have to share with us and take the opportunity to sit and absorb it.

Key Learning:

1. Dana aims to create cultures filled with compassion, curiosity, and courage because, ultimately, we all want our voices to be heard, listen to learn, and build a space where we feel a strong sense of belonging. – 02:16
2. Dana says that while we are aware of our emotions, we often don’t know where we create meaning with our feelings- 03:31
3. Remembering negative emotions from bad experiences doesn’t mean we need to relieve them but rather use them as a reference point for what upsets us. – 04:40
4. Dana says that emotional intelligence can be summed up as knowing who you are as a human and then knowing who you are in an ample space. – 05:41
5. Mads says that he has always been keen on understanding one’s himself because, for him, that is the most effective way to get the most out of yourself and live your best life.. – 06:13
6. Dana says that when we create a space that invites curiosity, we create opportunities for ourselves, whether in management, leadership, or even just life in general. – 11:28
7. When asked about what play looks like for adults or people in the corporate world, Dana says it’s all about perception; what we do with your object (toy) will be different from what another person will do to their object (toy)- 13:36
8. While there may be people who don’t want to play with you, things can change when they see their leaders roll up their sleeves and get their hands dirty and play. – 16:23
9. Dana says the most challenging conversations we will have will often be with ourselves. – 21:13
10. Dana says that we should be more open by focusing on the good things that happened around us rather than focusing on that one bad thing and dwelling on negativity to create a culture that propels the people around us and allows them to use their voice again. – 27:52

Resources Mentioned:

1. Adam Grant
2. Brené Brown

Connect with Dana Kaplan:

1. LinkedIn
2. Website
3. Facebook Page
4. Instagram
5. Linktree
6. Work with Dana Kaplan

According to Tarush, data is on the rise, and it is not a trend that will fade away and shape the future of the world. But what makes data exciting is its many uses, from Facebook ads, digital marketing, affiliate marketing, Google ads, and even compiling data on your customers and employees to automate business processes and make things easier for everyone. Once we focus on the data gathered, we can ask better questions to improve our current operations, implement better ones, or even replace them with something much better to help make our business better.

Data can be both intuitive and data-driven; some may be more inclined with their intuition. At the same time, some may be inclined to see the technical side of data. Still, regardless of where you belong in the spectrum, it’s important to note that you shouldn’t go to the extremes, especially when your vision, goals, and even niche do not have firm foundations.

Data is here to stay for the long run, although we may not see and feel it immediately, and data will continue to evolve to serve both businesses, companies, and the people.

Although there are tools out there, and more new tools and software will emerge in the coming months or years, data will always be a people-focused business.

Key Learning:

1. Tarush says that spending time in the weeds and being in different levels allowed him to see how the sauce was being made, allowing him to stress-test everything, which allowed 5x to do it today. – 04:33
2. Tarush says that data application is helpful for Facebook ads, affiliate marketing, digital marketing, and even for customers. – 07:22
3. Understanding your customer lifetime value, how it’s made up, and even why it’s critical because this is one of the most significant issues Mads sees in small businesses, especially when they start investing in ads or marketing.- 09:26
4. Tarush says that while everyone uses data in different ways they like, once we give it our full attention, it is only then that we can ask better questions and improve our processes.- 10:46
5. Mads says it’s essential to break down data when investing in different segments, so you are not simply focusing on one number or platform.- 12:40
6. Mads continues that while most companies have a lot of data, they must look at the correct data at the right time. – 16:00
7. Tarush says that data can be both intuitive and data-driven. However, depending on where you fall on that spectrum, we must keep in mind and be aware not to go to the extremes but instead use the data we have as our guide to making decisions rather than using it blindly.. – 20:03
8. Mads stresses that businesses should review their vision, concept, and niche, especially when it’s not very good – 21:03
9. When asked about his 80/20, Tarush answers that 80% will always be your most challenging client.- 23:02
10. With the rise and popularity of data, Tarush says that businesses and companies will need to eventually treat data differently and learn how to use it effectively.- 26:00

Connect with Tarush Aggarwal:

1. Email
2. LinkedIn
3. Website
4. Twitter
5. Instagram
6. Company Twitter
7. Company LinkedIn
8. Data Engineering Podcast
9. 10 Million Journey Podcast
10. Data Science Conversations Podcast

Unlike most roles, management can be tricky because nobody knows what bad management is. After all, we are not aware of what we are doing and why most of the time. Although not a therapist or psychologist, Chris has made it easy to understand. That makes it easy for everyone to know where you are and where other people are and how to move forward that serves everybody.

Our first management gig is usually our first failure because of our pre-mature perspectives. Business leaders and managers should be able to communicate with everybody effectively because this can influence the behavior of our staff and the people around us.

Communication is critical in many aspects, whether in relationships, business, school, or even your family and friends. However, if you want to work with others and manage other people, you need to communicate effectively. However, communicating effectively isn’t being taught in most schools.

Although it may seem daunting at first, management is a skill just like anything else. Once you understand what you are doing and how to do it, you will appreciate it much more. When you know how to do the basics right, you will enjoy doing it more. This becomes more fulfilling when you have a team that will help you every step of the way.

As managers and business owners, we have the power to create passion in the lives of our staff. However, we must look at how we use our language and what we are saying to deliver and execute our message correctly. The answers you are looking for are correct in front of you, but to receive that answer, you will need to be ready to choose what feels suitable for you and what’s authentic for you.

Key Learning:

1. Chris shares how his stepmother described a concept in The Power of Now: A Guide to Spiritual Enlightenment by Eckhart Tolle. He discovered that we are often driving ourselves crazy in certain parts of our lives rather than external forces. – 01:19
2. Because of our skewed experiences about management, usually from our parents, Chris says that many potential and future managers struggle with managing their business or staff properly. – 06:23
3. Mads says that when you want to work with other people or manage other people, it’s all about communicating well. – 07:19
4. Chris says that when we start to communicate authentically, we behave differently. – 09:22
5. Mads says that if something isn’t going in the way you want to, rather than put the blame on others, you should work on yourself to make it better. – 10:20
6. Before going off to an employee or giving feedback, Chris says managers should use his model and ask themselves if their story is serving them at that very moment. – 12:14
7. Chris shares a quote from Viktor Frankl, “Between stimulus and response, there is a space, and in that space is our power to choose our response, and in our response lies our growth and freedom.”- 17:06
8. Mads says that when you set up an excellent management system or when you first build something that is super solid, management education, for the most part, happens naturally. – 22:21
9. Mads continues that people or companies that don’t develop and promote their staff internally tend to hire more people from the outside, making a wrong impression on your existing staff because they no longer see a future in your business. – 24:34
10. Chris says that when you realize that you can create passion in people’s lives by being authentic, you will see a great magnitude of indifference, but to do this, you need to look at how your language with what you are saying and how you are saying your message. – 30:15

Resources Mentioned:

1. The Power of Now: A Guide to Spiritual Enlightenment by Eckhart Tolle
2. Man’s Search for Meaning by Viktor Frankl
3. The Work of Byron Katie
4. The Honesty Project Playlist

Connect with Chris Templeton:

1. Website
2. Instagram
3. Facebook
4. Email
5. Twitter
6. YouTube Channel
7. Podcast

Starting or growing a business will involve a lot of experimenting on your side, whether it’s on customer service, management, or whatever area needs working on. Still, whatever it is, you will need to make a 360 approach to your business. However, experimenting has its risks, and what worked for others may not always work for you, but this doesn’t mean you should stop working on your business. Seeing data from your experiments gives you confidence that you may not have before because you didn’t trust the process. Although we may need to perform several experiments using several tools and get varying results, we shouldn’t be discouraged by the results. Instead, we need to understand how to use the information to our advantage.

This also applies to how we approach people; some may be dominant. At the same time, some may be reserved, but regardless of what type of person you may encounter, it’s essential to know how we approach them, and this is where the magic of DiSC comes in. Unlike other tests or behavioral frameworks, DiSC doesn’t involve complicated steps; you can look at a person’s behavior and, from there, understand how to deal with them.

Experimenting may not be everyone’s cup of tea but doing so, whether you use automation or in your field of expertise, allows us to see what works and what doesn’t work. Experimenting also allows us to find new ways and better ways to deal with people or other aspects of life and even business.

We human beings spend most of our time communicating with each other regardless of what platform or method we use. Investing in learning how to communicate better will allow us to influence others and the things we do and reap better results.

Key Learning:

1. Tomer says that experiments can apply to anything you do in life, and the more you get into the habit of experimenting and measuring the right way. You can improve yourself fast because it allows you to find things you didn’t know about yourself and even change how you think. – 03:15
2. Tomer says that it’s essential that we test and measure our experiments because it allows you to see what’s working, what’s not working, what needs to be fixed, or what needs to be changed. – 04:44
3. Mads shares his experience with Oura rings and how they impacted his life. Observing patterns and analyzing data allowed him to see what needed to be changed or improved. – 07:07
4. Mads says that if you know how to talk to certain people, you will get the result or outcome you are looking for. – 12:09
5. Although Tomer finds it hard to shift in talking with different people, he says the more we practice, the easier it will become. – 13:42
6. Tomer says that even if our automation always breaks or only work for 80% to 90% most of the time, it is still worth it because it’s an automated process, and we get predictable results – 16:45
7. Tomer adds that whenever you feel stuck, you shouldn’t worry because someone out there has already thought of a solution because they had that issue before. Tomar says this is the right time to create something new if you can’t find a solution. – 18:50
8. Tomer says that we should always try new things to discover new sides of our personalities or new hobbies we may love. – 21:53
9. Tomer says that if we improve our skills in communicating better with other people and ourselves, it can influence everything we do, and we will get much better results. – 23:55
10. Mads says that success in life doesn’t come from you alone but from the people around you and the things you learn from them. – 29:45

Resources Mentioned:

1. The Alchemist by Paolo Coelho
2. Think and Grow Rich by Napoleon Hill
3. The Power of Your Subconscious Mind by Joseph Murphy

Connect with Anna Connect with Tomer David:online:

1. LinkedIn
2. Facebook Group Page
3. YouTube Channel
4. Instagram
5. Website
6. Email

Although it may seem easy to understand people now that we are more connected than ever, sometimes essential details on a person can easily get lost in the noise and the digital clutter that surrounds us. Hence, business leaders must be sensitive.

Being a business owner or manager doesn’t make it all about you but rather your team, and it’s high time that this mindset should change. Spend time growing your team by communicating and building relationships with them because they are the ones who will help your business grow. Giving responsibilities and ownership to your staff means you don’t necessarily know the exact outcome of a task or project. However, they will deliver and even amaze you with the results because you trust them.

While not all people have motivated drivers, especially personalities who are not as quickly as motivated as others, doing little things every day will help you be disciplined, whether by reading books or learning about DiSC or other items and skills. Whatever you set your mind on, you can accomplish it.

Key Learning:

1. Kison shares that he struggled with his leadership and management approach and learned, leading to reading books. – 04:40
2. Kison likes building software to building your team where people are free to express themselves- 05:20
3. Kison adds that when he thinks about creating the ideal workplace or culture, it’s striving for an environment where people feel that their voice will be heard. They’re comfortable communicating their ideas, pointing out things when there are issues, and acknowledging achievements when people hit their goals, whether big or small. (Refer to Episode 132 on how you can recognize your teams). – 05:25
4. Mads says he loves asking managers what percentage they spend talking when they hold team meetings. – 07:53
5. Mads adds that, besides making essential decisions for their company or business, a manager’s role is to build their team, grow their team, communicate with their team, and build relationships with their teams. – 09:42
6. Kison says that influence is a significant component of your success, but it should start by listening to what others have to say because the more you understand, the better your influence will be on that person. – 10:03
7. Kison shares his approach when working with organizations. He says that we need to understand their initiatives and problems and then align ourselves on how we can help solve them. – 11:58
8. Mads shares that when you master something, you need to pick up something else that you can learn or improve on so that you’re regularly learning new things. – 15:31
9. Kison says that you will almost always get results when you put in the effort. – 24:05
10. Mads says that when you understand yourself and what drives you, you understand the most effective way to get the best results. – 29:13

Resources Mentioned:

1. Just Listen: Discover the Secret to Getting Through to Absolutely Anyone by Mark Goulston
2. The 48 Laws of Power by Robert Greene
3. Never Split the Difference: Negotiating As If Your Life Depended On It by Tahl Raz

Connect with Kison Patel:

1. LinkedIn
2. Website
3. Twitter
4. Email
5. Podcast
6. Amazon Store

We spend most of our time at work, some with multiple jobs or business ventures, and we tend to get caught up on so many things and forget to acknowledge and recognize those who help us run our businesses. However, many business managers and leaders tend to wait until the last minute before giving their employees feedback; and this is why Jennifer advocates for workplace recognition, one-to-ones, team huddles, and team meetings. Doing all these makes them feel valued, boosts their confidence, and increases productivity.

While there is nothing wrong with hiring externally for leadership roles, it can increase the risk of mistakes and problems for your business; however, we can minimize that risk by investing and developing the employees we currently have.

Encourage your team by measuring things that matter to them, don’t be afraid to try out new things with your team, and if they don’t like it, you can always stop. Allow your team to help you build the company culture. Instead of doing everything yourself, make sure you get input from your team on how they want things to be done or create a workplace and culture that allows them to grow and develop.

Key Learning:

1. Jennifer says she is a massive advocate for recognition. She has weekly meetings with her staff to recognize good things during the week. It doesn’t have to be that big as well. – 03:31
2. Jennifer adds that she noticed an improvement with her employees when they received recognition from their peers. She continues that leaders and managers should practice recognizing their employees and giving them enough positive feedback – 05:33
3. Jennifer says that while she enables a positive team culture, she says it is not her alone who acts out a positive team culture because her employees help make this team culture felt. – 07:30
4. Mads says that business owners should prepare their employees for the next job because they are better as your next manager than hiring someone outside. – 12:15
5. Mads observed that many business owners complain that they cannot find the right fit for their following managers. However, he says that if you invest and develop your employees, you can easily find someone who will fit that role. – 12:17
6. In hiring, Jennifer says that she often looks for a candidate that will be the glue of the team rather than an individual player- 18:08
7. She recommends using DiSC to help you find good team players. – 19:09
8. While it may seem ideal to have a team that thinks, talk, and act like you, Jennifer says it’s essential to have different kinds of people in your team to help you see things differently. However, you can have one person who is like you and have them act as your translator to the group so your instructions or tasks will be understood easily. – 21:32
9. Mads shares when he hired people where no one was like him and how he struggled with doing most analytical tasks and found it hard to delegate.- 22:33
10. Jennifer says that you should allow your team to help you build the company culture. -27:29

Resources Mentioned:

1. Mentoring for Employees
2. Books on Gratitude

Connect with Jennifer Braganza:

1. LinkedIn
2. Facebook Page
3. Exponential Success Website
4. Center for Entrepreneurship Website