CATEGORY:

Stop sabotaging your business growth and hire team- Free Training July 30 2020 Meg K Co

Have you ever heard of the Upper Limiting Problem where you sabotage your own business growth? When you hit new levels of success and you exceed your threshold for success and accidentally sabotage your own growth?? (It’s a thing!)

But what would happen if you could tolerate even more success and keep expanding??

I’ve been talking to my friends about this and recently read the book, The Big Leap by Gay Hendricks, about ways our fear kicks in and we accidentally self-sabotage when we hit new levels of success. These behaviors, or “upper limiting behaviors” can be anything from getting sick, breaking promises, procrastinating, picking fights with our partners, stopping our healthy habits like working out or other self-care behaviors, etc because we hold these limiting beliefs of what’s possible and we do things to bring ourselves back down.

I upper limited last week (I got sick- no, I don’t have Covid, I broke promises to myself to stop working after 6pm, I felt overly tired and wanted to sleep instead of work). I am understanding the overwhelm and resistance that my clients often feel when they hit huge growth. And I’m at the point where I’m needing more support, I’m recognizing my own upper limiting behaviors, and I’m having to prioritize caring for myself (forced fun, naps, and working only during work time).

I used to really feel for my clients but now I can empathize with the growing pains- or upper limiting problems so to speak!

Here’s what we can do to break through our upper limiting problems and continue to expand:

-First, your expansion is so important! What you offer the world is amazing and if you’re doing what you love (your brilliance work), you can truly live your best life and serve others at your highest capacity.

– You can notice your “upper limiting behaviors” lovingly- even naming them and talking about them with a few trusted folks can help.

– You can see time as not a commodity that you have little of, or even something that can be had- but you can rather see it as something that YOU create! Time comes from you! (the author of The Big Leap talks more about it- but he talks about Einstein’s time theories rather than the older Newtonian theories- for anyone who happens to like physics lol) This same theory comes into play with how time flies when you’re having fun and time slows down when you’re bored. But I’ll tell you, when I stopped feeling like a victim to time and stopped saying “I don’t have time” but instead saw time as something that comes from me, that changed things.

Okay- so here’s how we leverage team to foster this expansion:

  • Team or other support can afford you the space to prioritize your self-care– so you build resiliency and can stay healthy.
  • Team to do the other stuff in your business so you create more space for you to do your brilliance work! This is the work that lights you on fire and when you do these things, you blow up in the best way! When you’re doing everything, you’re getting in your own way of growth.

If you’re curious about what kind of support you can have in place to best help you (even if you’ve hired a VA or whatever before), I would love to invite you to my free hiring training this Thursday!!

And maybe as you’re thinking about expanding and getting help, maybe these limiting thoughts are popping up:

  • who am I to hire a team?
  • how do I even teach people how to do things that are inside of my brain?
  • omg I’m so tired where do I begin?
  • won’t it be more work trying to delegate things?

I want you to know that these thoughts are normal and when we release them, so much is possible! And when we grow, it’s OKAY to need support! And once we accept that we need support, so much more is possible!

So, if you are feeling growth (or you know you are at the cusp of growth) and if you’ve been curious about scaling your business through hiring support, I would love for you to come to my FREE Hiring Training this Thursday!

Seriously, if you’ve been curious about hiring or ever thinking about it, this hour training is an awesome place to start! I will walk you through the different types of support you can hire and we will workshop through who your next hire could be!

I hope you’ll join us!

In upper limiting and growth solidarity xo,

Meg

 

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CATEGORY:

Scaling Online Business- Meg K and Co

PRE-S: I’m committed to inclusion and diversity in how I serve my clients, my community, and how I recruit. I am reviewing and reflecting on my practices and am doing (and will continue to do) the necessary work to be equitable and inclusive in my practices. If you have any questions, please feel free to DM me– I’m available for conversations around race, inclusion, and equity.

If you’re a scaling online business,

it’s important to know the different types of support you need and WHEN you need it! There are different kinds of people/businesses who can help you and when you hire which depends on what your goals and circumstances are. YOU get to decide and design your org chart accordingly!  When you’re hiring, create the ROLES and an ideal org chart (subject to change which is fine) – don’t just hire for randomly tasks you need done. And for the love of gah, don’t immediately go to upwork- there is a time and place for upwork and I’ll tell you when that is below. 

As you’re thinking through your desired org chart, I want you to know the different kinds of support you can have

Here’s my breakdown for you based on what I’ve seen for scaling online business entrepreneurs: 

Ongoing Support (Your Team-on your org chart)

Ongoing support is appropriate when you want people on your actual team. They can be contractors or employees. If you want them on your team long term, they usually don’t aspire to build a big business and have to be selling and prospecting for themselves all the time- they desire working for a few clients (or eventually just 1-2) longterm. 

#1 True Implementers

1 True Implementer - marketing, virtual, community, customer support assistants- Scaling Online Business

Common Roles: VA, Marketing Assistant, Community Manager, Customer Support Assistant

Be ready to: manage and lead these folks and have systems to support them (and eventually a manager to support them if you don’t want to manage them yourself)

Pay: usually starting at an hourly rate (specific rate depends) 

Key Takeaway: If you want someone to stay in this position, you want someone who LOVES implementing, being told what to do (otherwise, you risk having a VA that then asks you to essentially double their rate and call them a PM while they have no one to manage on your team). 

How to find them: Go through the formal process of creating the role and responsibilities, create a recruiting strategy, screen applicants, interview, choose and onboard (this is the classic way I do it for my clients)

#2 Implementers that can be promoted later 

Implementers with room to grow- Meg K Co- Scaling Online Business- start at an assistant level with room to grow into a director or manager position

This is what folks like James Wedmore call the “mailroom model” 

Common Roles: they start as the assistant and become directors, managers, etc (ie Marketing Director, Director of Ops, Integrator, Project Manager, etc) 

Be ready to: promote them later on and support them in training them for new responsibilities- also be ready to hire the entry level position again 

Pay: usually starts hourly and then becomes a higher flat rate or salary (their pay grows with your company’s income and growth)

Key Takeaway: These are folks that demonstrate leadership, eagerness, initiative AND they are NOT entrepreneurial- meaning they don’t want to build and manage their own business, they want to help YOU build and manage yours! They may start with a couple of clients or a part-time or full-time job and aspire to work more for you and less for others. 

How to find them: Go through the formal process of creating the role and responsibilities, create a recruiting strategy, screen applicants, interview, choose and onboard (this is the classic way I do it for my clients). Don’t just hire people who are recommended- but invite those people to apply and see if they fit the role you envision and design for your company. 

#3 Managers 

Common roles:  Project manager, account manager, integrator, online business manager, operations manager or director, marketing director (these roles are the next tier on your org chart)

Be ready to: meet with them a lot initially and answer all of their questions, let them make decisions about how things are getting organized if you don’t set it up for them initially 

Pay: Usually a flat rate or retainer+per project, definitely more than you pay a VA

Key Takeaway: You still want SOPs for these folks, but they can help you create them and guide you in making some decisions. This usually isn’t the first hire I would recommend- this is one that typically comes a little later- but I take it case by case. These are also the folks who can manage your implementers for you, be the ones who fuck with asana and other PM software that you may not want to touch. They also provide an extra layer of protection and can remove you a bit from any client or team drama.

How to find them: Go through the formal process of creating the role and responsibilities, create a recruiting strategy, screen applicants, interview, choose and onboard (this is the classic way I do it for my clients).  Don’t just hire people who are recommended- but invite those people to apply and see if they fit the role you envision and design for your company. 

Outside Support (Not your team or org chart- but you’re paying them for their services)

#4 An outside Agency or Company- Ongoing or Short term

Common Roles: Overseeing a launch, overseeing and managing podcast production, one-off marketing projects like a website, new brand, or ongoing marketing like facebook ads– so you may be hiring a “done-for-you project management” company, a podcast production company, copywriters, a web and branding agency, etc. This can also be bookkeeping, accounting, etc. They do strategy + implementation. 

Be ready to: follow the systems they use for their client management, not have them in your team systems like slack or voxer or asana, pay more because they are managing you and your project, have professional results because they do what they do time and time again

Pay: premium- but you get what you pay for- the good companies will make things easy by doing the thinking, strategy, and management for you. 

Key Takeaway: expect to pay more, but then you don’t have to manage things and you get some brain space back (even if just temporarily). If you have the money but not the brain or team capacity to deal with a launch or producing your own podcast, this is a good time to hire this out to a company (which comes with its own processes, account and project managers, strategists, etc!) 

How to Find them: definitely think about what you want, but I would take recommendations from others and go through these company’s sales funnels to see if they’re a fit for what you want. 

#5 Outside Strategy and Consulting- usually short term

Common Roles: Strategist, Coach, Consultant, or anyone offering intensives or masterminds- this can be anywhere from launch, marketing, mindset, hiring and leadership (Hi!!!!!!! It me), tax strategy, systems, I could probably go on

Be ready to: pay for their expertise and YOU implement yourself (or have team implement)

Pay: premium and depends 

Key Takeaway: these are the people you learn from and who can teach you key strategy that’s missing (or mindset or other developmental tools you want). These are typically  investments (and ones that people outside of our online biz world don’t understand) 

How to find them: take recommendations, look around, go through their sales funnels and see what results they’ve gotten. 

(PS my services pretty much fall under this category-  but I do some implementation for you too!!)

#6 When you can hire from upwork or fivvrr or whatever-super short term

Common roles: Coder, freelancer

Be ready to: manage the shit out of them and be SUPER CLEAR about EXACTLY what you want and answer a lot of questions (especially if it’s technical- coding/design speak is different from your regular vernacular- it takes some back and forth to translate everything)- it’s worth it though if you need something very specific and requires a very particular skill- be ready to scope out the project with a lot of details when putting on upwork or whatever so the freelancers know what they’re signing up for- be like, over detailed

Pay: usually hourly or project based pay 

Key takeaway: I would ONLY do this for something technical and specific. I’ve done upwork hires for web and brand agencies to take designs and put them into CSS- and I think that’s it…or if you have a super basic one off task, like here’s a written list of emails- type it out lol, or random data entry you don’t want to deal with and you don’t have a team member that can do it

How to find them: post your project on upwork or the like- be ready to be very detailed with the scope and sequence of the project and benchmarks and the results you require before you will give full payment

Which of these people or companies have you hired to help you out? How did it work out??

I help my clients navigate all of this and specifically hire ongoing support and get them the systems and leadership skills they need to make it all work! If you’re ready to get a holistic approach to hiring an leadership, click here to schedule a call with me!

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CATEGORY:

Meg K and Co- intentional hiring for building team

When you’re building team, there are some big key questions I encourage you to think about during your recruiting and hiring process. This is how we have hiring happen FOR us instead of to us- it’s almost like manifesting your ideal contractor or employee. 

Questions you can ask yourself when writing your job description and screening people: 

(I use “they” to envision all the people out there in the job searching pool)

-1. Do they align with my business’ core values? 

-2. Do their strengths complement mine and the role I’m hiring for? (This is where assessments like Kolbe come into play)  

-3. Does their vision for themselves professionally align with the kind of support I desire? 

Key question 1: Do they align with my business’ core values? 

A big one is identifying your core values and company culture/ core values- nothing fancy but it’s important to have an awareness of this. 

Then, as you’re writing your job description and screening folks, asking yourself this: 

“Does this candidate align with my company’s core values?”

Yep, you’re allowed to do that. 

You’re allowed to be thoughtful and super intentional when you’re hiring- and you’re allowed to take your time instead of hiring the first person or two who crosses your path. 

This is super important because throughout your customer or client’s experience with your business, you want those values throughout their experience! 

And I would imagine you want those values as a part of your team culture and your experience when you’re working with your team (contractors, employees, whatever!) 

For me, a big one is safety. In order for my clients to grow into the leaders they want to be, they’ve got to feel safe. Qualities I look for in people when I’m hiring are:

-trust worthy

-kind in all communications

-funny (they take themselves seriously because this is business and not too seriously)

-honest

(the list goes on and on) 

Key question 2: Do their strengths complement mine and the role I’m hiring for? (this is where Kolbe comes into play!)  

If you’re not Kolbe literate, it’s no worries! If you work with me, I’ll get you assessed and share with you what  you need to know! This is SUCH an effective way to see if the candidate works in the way you need them to. This isn’t the only measure and I won’t necessarily let Kolbe break the deal, either. 

A real-life example:

I could talk about this for ages- I’ll just give an example for right now. My former client is a web and branding design agency and coaching biz owner. She is what they call a low followthrough/systems, lower fact finder, and high quickstart. What this means is that she can make decisions very quickly and doing the work of researching and writing/implementing project plans and getting in the granular details of team and project management bum her out and slow her down. Her brilliance is design, teaching, and being the visionary in her business. 

I was her long term account and  project manager for a bit- and I did a pretty decent job if I do say so myself- AND it exhausted me. I’m a high quick start like my client- and I took a different Kolbe assessment to see how I was operating- and it was in conflict with my  actual Kolbe- I was operating like a low quickstart and high fact finder. This explained why I was burning out in this role LOL My client also took a Kolbe assessment to see what Kolbe profile she thought she needed for this account/project manager role. 

We ended up hiring my replacement. We knew we needed someone who was a high systems number (this is someone who loves setting up systems and writing SOPs) and a lower quick start. Did we hire someone with the EXACT Kolbe we were aiming for? NO! But it wasn’t super far off. 

Now- over a year later- our hire for this account manager is still working for my client and they have a really  awesome working relationship! 

The lesson: We want people in the right seats doing the work that they love and suits their MO. 

Without using an assessment like Kolbe, you can ask questions about what kind of work lights them up. If you’re hiring for a customer service assistant role, I wouldn’t hire a super high visionary or creative- I would rather look for people who really love being in the inboxes, organizing, and communicating and solving problems!

Key question 3: Does their vision for themselves professionally align with the kind of support I desire and need?

I’ll be blunt- this is where we think about possible conflicts of interest. For example, if you are a course creator for personal development/improvement, the last person you want to hire is an aspiring coach or someone who wants to build a brand like yours one day. And I’ll be blunt one more time- if you’re screening people who are saying “I want to LEARN!!”- this could be code for “I want to learn about how you are building your business because this is what I aspire for too!”. This is not ideal! So think about the types of people who won’t be in conflict! Especially if you want someone to stay in this role you’re hiring for for the long haul! 

If you’re a visionary entrepreneur, it may be hard to imagine that there are people that exist who truly aspire to be working for people they love full-time from the comfort of their homes. Not everyone is trying to build their empire. Beware of the empire builders- because it’s a conflict of interest. 

Also, get specific about the kinds of time requirements you would like people to be available for you. If you want consistent weekly meetings or morning slack check ins, or inbox availability  during the daytime, look for people who love consistency in schedules. The more “nomadic workers” probably won’t be the best fit. However, if these aren’t vital to you and you need someone to plug away at whatever time of day as long as it’s done on time, the travel lovers and nomads would be totally fine! 

I see it like dating- I almost hate that I’m making this comparison lol but stick with me- when I went on match dot com many years ago to find my mate- I made some decisions about some non negotiables to avoid possible (and avoidable) conflicts and incompatibilities later. If someone didn’t meet my criteria, they didn’t get a date. 

I didn’t get super granular and petty- just 3-4 big non negotiables for me- one of them being similarities in political beliefs. If you know me, I have some firm beliefs rooted in social justice and a relationship with anyone who doesn’t feel similarly doesn’t have a chance. (and I’m NOT saying that politics should be a reason you don’t hire somebody- it’s just an example for my analogy- think about other things that are important in terms of how you want and need to be supported in your business)

Thinking through what your ideal support looks like ensures a longer lasting and more supportive working relationship!

Why this matters: 

If you don’t ask yourself these questions, attrition (ie the hire not working out) is more likely- and trust and believe, attrition can be a pain and cost you time and money. 

This is why I help my clients hire and onboard with intention! Through my process, we let hiring happen FOR us!

Ready to build your dream team? Click here to apply for a call with me! 

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