Written by
June 9, 2024

Exploring the Differences Between Leadership and Management

The concepts of leadership roles and management roles encompass distinct qualities, responsibilities, and impacts on an organization’s culture and success. Understanding the differences between leadership and management is crucial for effective team building, organizational development, and personal career growth. 

Defining the Core: Management versus Leadership

Managers focus on the tangible aspects of an organization’s success, such as process efficiency, resource allocation, and procedural adherence. They are the architects of the organization’s infrastructure, meticulously planning and organizing to ensure operational excellence. In contrast, leaders prioritize the intangible elements that drive progress and innovation. They are the catalysts for change, charged with inspiring and motivating their teams towards a shared vision. While a manager’s approach is structured and methodical, aiming to maintain order and consistency, a leader’s approach is dynamic and inspirational, seeking to cultivate an environment where new ideas flourish and employees are motivated to go beyond the status quo.

The Manager’s Domain: Stability, Control, and Execution

Managers are essential in establishing the framework within which teams operate, prioritizing stability, control, and the flawless execution of tasks. Their role involves setting clear goals, designing meticulous plans for achieving these goals, and closely monitoring the progress to ensure objectives are met efficiently. This domain thrives on a manager’s ability to solve problems decisively, make informed decisions, and meticulously manage resources to avoid waste and maximize productivity. By enforcing policies and overseeing the adherence to procedures, managers provide the necessary structure that underpins the functionality and efficiency of their teams. Their focus on the tangible outcomes of organizational activities ensures that operations run smoothly, reinforcing the foundation upon which innovation and growth can be built. 

The Leader’s Realm: Vision, Influence, and Change

Leaders embark on a journey to shape the future, wielding vision as their compass and influence as their tool. They champion the potential of what might be, harnessing the collective power of their teams to transform bold ideas into tangible realities. In this realm, creating a culture of trust, open-mindedness, and shared purpose is paramount. Leaders excel in encouraging their teams to step out of their comfort zones, fostering a space where innovation is not just welcomed but celebrated. Their approach to change is proactive and optimistic; they see obstacles not as barriers but as stepping stones for growth and development. By engaging with their teams on a deeper, more personal level, leaders ignite a passion that propels the group forward, making the journey towards achieving the vision a shared endeavor. 

Adaptability and Flexibility: The Manager-Leader Spectrum

The interplay between management and leadership skills forms a spectrum where adaptability and flexibility are paramount. Professionals who navigate this spectrum effectively know when to lean into the structured, process-oriented approach of management and when to embrace the visionary, change-centric ethos of leadership. This agility allows them to respond adeptly to varying organizational needs, blending strategic oversight with inspirational guidance as circumstances dictate. Cultivating such versatility involves a deep understanding of one’s own natural tendencies, strengths, and areas for development. It also requires a keen sense of situational awareness to discern when a more managerial or leadership-oriented approach is appropriate. Developing a balance between these two facets, and knowing how to transition smoothly between them, equips individuals to tackle challenges with a comprehensive toolkit, enhancing both personal effectiveness and the overall success of the organization. This dynamic capability underscores the value of viewing management and leadership not as binary opposites but as complementary forces that, when harnessed together, can drive exceptional outcomes.

It is important to note that not every manager is a leader or vice versa, but it is important when cultivating talent within a company to help advance those natural leaders into management positions.

 

Stay up to date on work from home opportunities!

* indicates required






 

Please wait a few seconds after clicking subscribe to complete the captcha.


Continue Reading

Written by
June 13, 2022

How Often Should I Meet With My Remote Employees?

As a manager of remote employees, how often do you need to meet with your team? The answer isn’t always clear-cut and depends on the needs of your business and the success of your employees. Here are some guidelines to help you decide how often you should meet with your team and why it’s important to keep the lines of communication open.

When to Meet

There’s no right answer to how often remote employees should meet, but there are a few situations in which you should be holding virtual staff meetings such as when your company first starts hiring remote workers. Meeting regularly (at least weekly) is an excellent way to keep everyone on track with their work. Plus, when people who work together aren’t in each other’s physical presence, it can be hard to know if and when work gets done. That’s why a weekly check-in for new hires is important, but it can be every other week too.

If it’s your established remote staff that needs attention, you might only need to schedule meetings monthly or bi-monthly. While meeting less frequently can be seen as a sign of neglect, keep in mind that regular meetings aren’t always productive. In fact, having them too often can actually make people less productive. If virtual employees are meeting more than once per month and nothing is getting done, then it may be time to revisit how you’re holding them accountable for their work.

Having Effective, Not Just Frequent, Meetings

Yes, it’s tempting to invite remote workers into every meeting you have. But even though your remote employees might be able to check in at any time and ask questions, these meetings are still valuable opportunities for them to make contributions and feel connected to your team. Aim for meetings that are effective, not just frequent. For example, you can have a weekly meeting on Mondays that is strictly about workflow updates and project planning.

Also, ensure that remote employees are present and active in your meetings. In a recent survey (which is probably not a shock to our audience), 50% of moms said they enjoyed working from home and planned on continuing to work from home, so working to establish a good remote workforce is important! Consider creating a culture where regular check-ins can happen via phone or video chat to offer these opportunities, and look into other tools that can help keep everyone on the same page.

When Not To Hold a Meeting

Don’t have a meeting to just have a meeting. Holding meetings that don’t have an outcome or purpose can be frustrating and unproductive, especially when you’re working with remote employees who aren’t in-office. Take time before each meeting to think about what you want to get out of it and jot down topics, action items, and follow-up plans so everyone knows what they need to take care of after the meeting.

So, How Often Do We Need To Touch Base?

The magical number is…it depends. That’s probably not the answer you were hoping for, but it’s the best one we can give you. We do have some guidelines we recommend in general:

  1. Check-in often with new hires. This helps the onboarding process, ensures work is being completed, and establishes a good working relationship. We recommend a regular check-in maximum of once per week and a minimum of every other week. Find what works for you, but make sure you are 100% available to help new hires as needed.

 

  1. Schedule meetings around project kick off, mid-project check-ins, and after projects are completed to review how it went. Now, we aren’t talking about every little project that comes across your desk — we’re talking about the BIG projects that require your entire team to complete.

 

  1. Check-in with your regulars. There is no set rule for this. We have seen companies that hold company-wide meetings weekly. We prefer to check-in with our entire team once per month, but we meet individually more often. Find what works for you, and remember that everyone works differently so some folks need more meetings than others to feel connected and productive — but some fall on the other end of that spectrum!

The takeaway is to find what works for you and your team. Meetings with everyone can be difficult with schedules and time zones, so individual meetings are easier to arrange…which might lead to one too many meetings for individual team members. Just keep the lines of communication open and honest to find what works, and go from there!

How often does your team meet? Reach out to let us know!

 

 

 

Stay in Touch!

* indicates required


User Type


Continue Reading

Written by
October 4, 2021

Great Leaders Share These Five Traits–Here’s a Peek and Their Secrets to Success

When you lead a team, you set the tone and establish the tenor. Strong leaders know that what they say and do can change the trajectory of a team’s future. As the owner of a small business, you are the leader for that business–and chances are you have a lifetime of leadership experience to call upon and guide your interactions.

But, when you lead a virtual team, the equation changes. Your leadership must be tweaked to ensure your efforts travel over the miles to guide, inspire and lift up your employees.

At HireMyMom, people leading businesses with workers spread far and wide across the country, spanning multiple time zones, inspire us each day. 

Sages have shared millions of words about the traits of effective leaders and how those traits translate to leading virtual teams. Along the way, we’ve noticed a handful of consistent traits and habits among those who do it well. Here’s a roundup of our observations.

 

A Long and Wide View

Vision is an essential trait of a remote leader. An effective leader looks further and broader than her team or business to see the bigger picture. This perch gives her a peek at upcoming trends–and issues–before others see them and provides the advantage of acting sooner rather than later. 

In many cases, this translates to being prepared to leverage new business opportunities. Sometimes this comprehensive view helps a leader spy a weak spot on the team and act before an issue develops.

John Maxwell, author, speaker, and pastor who has written many books, primarily focusing on leadership, says that having the ability to see more than others before others allows great leaders tremendous advantages. One of the benefits of this skill is that great leaders can move into a cycle of test, fail, and improve. This cycle is a crucial component to keep businesses growing and reaching new heights of success. 

When you lead a virtual team, acquiring the vision that drives the success cycle takes special care and commitment. In our experience, openness to feedback, industry engagement, and frequent team communication help open this field of vision for business owners. Attend webinars, go to conferences and keep the lines of communication wide open. Overall, aim to be approachable and broadcast that you want to hear from people and welcome all ideas.

 

Authenticity

Authenticity is one of the characteristics that we often see among highly effective leaders. Those who inspire others embody the qualities and habits they promote. And, more importantly, they model those qualities and practices in public and private ways.

Team members see this match in words and deeds and find inspiration.  It’s easier to follow along when team members know their leader really believes in something and isn’t just paying lip service. This creates cohesive teams. 

It can be challenging to show team members these qualities when leading a virtual team because of limited in-person interactions. However, in our experience, leader authenticity still shines through the phone, email, and instant messaging- it just shows in subtler ways. For example, meeting with people individually by phone or video chat, sharing your enthusiasm and honest assessment as you discuss projects, providing constructive criticism, and jumping in to help when team members struggle are ways to show authenticity. 

Another way you can exhibit authenticity as a remote leader is to share positive stories and anecdotes about company culture when you talk with your team. It can be tempting to gripe, especially with a long-term team member. But, the best leaders of remote teams make a point to share their beliefs and positive messages with gusto. 

 

Building People to Build Business

Maxwell says that great leaders intentionally add value to people through skill development, and that’s been our experience, too. Great leaders see potential in people and invest in them so they grow. At HireMyMom, we see this in action when employers call us to replace a person who has grown into a new role at the business.

Investing in skill development for your team is good for people and business. Employees who know they are valued stick around and tend to be fiercely loyal to the leaders who helped them grow.

Looking at a team member and knowing how and where to invest in development can be trickier when managing a remote team. Mark Murphy, author of “Leadership IQ,” suggests that leaders of remote teams look for ways to extend their energy to be more open to coaching and meeting with employees across time zones. He says that leaders who successfully manage remote teams are “indefatigable” when it comes to coaching team members. If you find your energy waning, he suggests building breaks and flexibility into your day, so you have more time and energy for working with team members.

Also, this is an area where vision matters. Having a wide and long view helps you find the right people and invest in cultivating the right skills. 

 

Big Love

Great leaders love their people and value them deeply. This doesn’t mean they are never unhappy with their team’s work or never have a challenging employment situation. 

Instead, it means that great leaders know their people and share common ground as a way to connect. In some cases, leaders and team members connect over personal matters first, sharing experiences about parenthood, hobbies, or pets. That connection quickly spills over to a shared purpose around the business. 

When you lead virtual teams, take the time to connect with your people and show that you care about them and value them as people and team members. Your remote team members need as much–if not more–encouragement than those who you see regularly. There are several ways to do this. For example, discuss big projects as opportunities and help to paint the long-term vision. 

Remember that remote workers aren’t surrounded by a team, and it can be difficult for them to put mistakes into perspective without the benefit of seeing in-person reactions. When things don’t go as planned, show support by acknowledging the problem and providing assurance that you have faith in the employee or the team. For example, consider saying something like, “that project did not go as planned” when a mistake happens. Then, you can provide perspective by saying: “while we are all disappointed, I know you gave it your all. I’m certain that we will learn from this and get back on track. We will work together to make it happen.” 

These types of reassurances can help team members feel valued and appreciated.

 

Courage

All teams and businesses–no matter how well run–eventually experience challenges. And, when those challenges pop up, whether they are big or small, great leaders exhibit courage. 

When thinking of leader courage, we are reminded of the old saying that no one ever drifted to their desired location. Indeed, success is a road–sometimes a long one. Travelers need the grit to traverse the trail, and those travelers need a strong leader to drive and encourage. When leaders exhibit courage in the face of adversity, team members notice.

When leading a remote team, courage comes in a lot of forms. Sometimes, it means sharing constructive feedback that might be sensitive. In other cases, it means changing business directions or revamping teams. But, when leaders display courage, teams can solve problems, come together and thrive in the future.

Challenge yourself to be brave by practicing in everyday situations, like sharing constructive feedback or trying new ideas. This experience can prove valuable when things go sideways, and you need to dig deep to find all the courage. 

 

Please Share

The small business owners and entrepreneurs we see leading teams each day inspire us. And, we never get tired of hearing your stories. Tell us what leadership qualities make you an effective leader. Your observations and tips for growing leadership skills help us learn more and share what we see with others.

 

Stay in Touch!

* indicates required


User Type


Continue Reading

Written by
August 23, 2021

Five Strategies to Prevent Your Best Employees from Walking Out the Door

A stellar team can help move your business in the right direction. As a small business owner, you know that finding and keeping the right staff is critical for daily and long-term success. 

But, how do you hold on to your people when America is amid a “great resignation” that affects small and large businesses? 

As the pandemic wanes and people start to evaluate their lives and careers against a new backdrop, you want to ensure that your employees decide to stay with you. Understanding why people leave jobs and knowing a few key retention strategies can help keep your best employees on board, even when the job market is sizzling hot.

 

Understand Why People Leave Jobs

People leave jobs for as many different reasons as there are jobs. As an employer, some of the transitions are expected and outside of your control. For example, an employee who finishes a degree may decide to move on to a job in her field of study. Sometimes people have new family obligations–or family commitments change–and they choose to scale back or increase work obligations. Likewise, sometimes interests just change or curiosity drives people to try new things. 

 

In these cases, there’s not much you can do as an employer. Generally, the best option is to thank the employee for her service and end the relationship positively. Doing so means you are poised to continue a good relationship with that person. In some cases, the employee may return to you later or suggest an equally great friend as a resource.

 

However, some resignations are closely linked to employer actions and policies. Many times, employers are blind to the things that frustrate employees. For example, a lack of day-to-day flexibility or a strict vacation policy might send some employees packing. Employees who feel under-appreciated or sense conflict in the ranks also may leave.

 

The key is to know which issues are within your sphere of influence and which are not. If the problem is one you can control, proactive planning can prevent resignations and keep your all-star staff on board. 

 

Communicate Clearly with Your Team Members

Like so many aspects of life, communication is the key to a productive working relationship. To know what matters to your employees, keep the lines of communication open. It may feel awkward, but a simple call every few weeks to ask your team members what’s working and what’s not working can go a long way toward enhanced communication.

 

When you call, express that you are open to feedback and changes based on what you hear. Take input from employees in stride. When an employee is brave enough to share her thoughts and frustrations with you, respect the courage it took to speak up. If the feedback hurts or is contrary to what you expected, take a deep breath and vow to consider it.

 

When team members share frustrations, ask them to suggest ways to address concerns they have. An employee with a concern often has a solution in mind, which relieves you from solving the problem. If you hear the same feedback from several employees, encourage them to form a committee to address the issue and bring potential solutions to you.

 

In some cases, employees just want to be heard and know that you care. Making the call and asking the questions is an excellent step in that direction.

 

Share Feedback

One way to show your team love is to provide feedback on the regular. No need to wait for a performance review to talk about skill development. When employees see that you have taken the time to notice their work, provide feedback, and suggest new ways to grow, they know you care and feel valued.

 

When you see an employee struggling, encouraging feedback can make a huge difference. Likewise, when you see an employee thriving, mention that to her. Finally, if you sense an employee is bored or restless, finding a growth opportunity can help provide a challenge that keeps her engaged and highlights possibilities for future opportunities.

 

Recognize, Recognize, Recognize

In the workplace, recognition can fuel your team through challenging projects and encourage them to keep up the excellent work. It also serves as a reminder that you see each employee and appreciate the work they are doing. 

 

Recognition can be as easy as a phone call or an email that says, “hey, I notice what a good job you are doing.” Another strategy is to thank people at the end of a workday or after a challenging meeting.

 

Recognition can also take additional forms. Having a wide range of recognition tools makes the practice easier for you. But, when you manage a team of remote workers, the traditional ways of thanking your team and showing appreciation may be more difficult. Team lunches, impromptu gatherings, or stops at the local cafe for a quick “well done” treat are tougher to pull off when your team is scattered all over the country. 

 

Check out this blog for tips to make recognition a habit and to find no and low-cost ways to recognize your team.

 

Keep Pay and Benefits Current 

At the end of the day, your employees are generally working to support families. So, keeping pay and benefits current is an essential factor in retaining staff. It’s easy to forget about pay adjustments when you are busy doing good work with a great team. But, if your employees have been receiving the same pay for a year or more, it’s time to do some research. Here’s how:

 

  • Ask around to find out what like-businesses are paying for similar jobs.
  • Inquire about benefit offerings, including vacation time and flexibility.
  • Compare the data you gathered to your pay structure.
  • Make adjustments as needed. 
  • Communicate the changes–and the thinking behind them–to your team.

 

Be open about pay and benefits as you talk to your team members. Explain the research you did and the cost pressures you are facing in discussing pay. If you can’t increase pay or change benefits, be open with your team about that and explore whether other forms of compensation might be mutually acceptable.

 

Be Flexible and Offer Flexibility

As the pandemic winds down, people (especially moms!) may need new and different types of schedules. Be open to looking at and discussing new options. Offering a little additional flexibility in the short term could help you retain a valuable staff member for years to come.

 

How Do You Retain Staff?

I’d love to hear your tricks for keeping staff on board. Drop me a line and share your best tips.

 

 

Stay in Touch!

* indicates required


User Type


Continue Reading

Written by
July 26, 2021

5 Habits of Successful Entrepreneurs

Being an entrepreneur can be one of the most rewarding, yet challenging career paths one can take. There are many considerations that go into starting a business so it’s important to understand both the benefits and risks of this career path. It can be helpful to take into consideration the habits of the most successful entrepreneurs, especially for business owners that are just starting out. 

They set “SMART” goals 

While any type of goal setting is a great way to help one reach their ambitions faster, setting “SMART” goals, in particular, can be a helpful strategy for entrepreneurs. SMART stands for specific, measurable, achievable, relevant, and timely. When an entrepreneur makes a SMART goal, they are setting themselves up for success because they have a more clear path of how they will reach their overarching ambitions, whether that is personally or professionally. 

For example, an entrepreneur may say they want to increase their revenue for a certain product by the end of the year rather than setting a goal to increase revenue overall. This depicts a SMART goal because they are focused on a specific area of the business, making this ambition more attainable. Furthermore, by making a timely goal, the business owner has a timeframe in mind and can make intentional steps to reach this deadline. SMART goals are proven to be more effective than simply setting a larger goal because it can sometimes be overwhelming to attain certain bigger-picture ambitions. This is why by having shorter-term, more attainable goals, it is easier to stay motivated as each smaller goal is achieved.

 

They continuously network

Entrepreneurs understand that making connections is fundamental in business. Networking can come in many forms and successful entrepreneurs oftentimes think outside the box when meeting new people. The COVID-19 pandemic not only shifted the way in which business owners had to operate on a day-to-day basis, but changed the way in which connections are made. 

For instance, while some entrepreneurs may have been able to participate in trade shows or Chamber of Commerce events prior to the pandemic, in-person meetings came to a halt due to the need for increased safety measures. While traditional networking may have taken place in person, successful entrepreneurs learned to adapt and network digitally. Networking is critical in business as it allows entrepreneurs to stay on top of current trends and meet key players in the industry. Successful networking also can serve as a form of marketing or yield client referrals to create even more business opportunities. 

 

They are always reading 

It is commonly known that successful people are constantly reading. This is why many entrepreneurs prioritize and understand the importance of reading on a regular basis. Deciding which books to read can be overwhelming as there are a plethora of options available. Furthermore, reading can take up time and entrepreneurs are usually extremely busy, especially when just starting out. Taking time to read quality books that are industry specific can be a good starting point and can help narrow down choices. Making a habit to read books as an entrepreneur can improve brain function, enhance creativity and reduce stress. 

 

They have a money management system in place

Being an entrepreneur comes with a significant amount of responsibilities, including having a financial plan in place for both professional and personal finances. Sometimes it can be tempting to combine personal and business finances however, some of the most successful ensure they have a money management system in place for tracking purposes. Making an effort to keep business finances separate from personal finances is a habit of successful entrepreneurs because this allows them to have a better understanding of their business expenditures and therefore, they can determine the best ways to spend money from their business. 

Furthermore, successful entrepreneurs will oftentimes set up adequate safeguards to protect both their business and personal finances. Having financial peace of mind allows entrepreneurs to focus on growing their businesses and can provide much-needed protection in times of uncertainty. An important way to protect both the entrepreneur’s business and personal finances is to carry a sufficient amount of life insurance coverage. Having a life insurance policy is particularly important for entrepreneurs because they are responsible for many different aspects of their business as well as their personal finances. For example, if an entrepreneur has family members that rely on income from their business, it’s important to ensure that if anything unexpected were to happen, their family has financial safeguards set in place. 

 

They make time for themselves

Successful entrepreneurs understand the importance of hard work but they also value taking time to regroup. It can be hard to take a pause as an entrepreneur, especially considering all of the hats they wear. However, prioritizing self-care and taking a pause can actually prove to create more growth in day-to-day business duties. A few ways some of the most successful entrepreneurs make time for themselves include:

  • Exercising
  • Making health a priority
  • Enjoying a hobby
  • Taking a vacation
  • Getting a good night’s rest

The most important person to keeping business operations running smoothly is the actual business owner. This is why successful entrepreneurs make it a habit to prioritize their overall wellness. 

Being an entrepreneur comes with a unique set of responsibilities and challenges. However, owning and operating a business can be an extremely fulfilling and rewarding experience. Understanding the habits of some of the most successful entrepreneurs can set other entrepreneurs up for long-term stability and a successful business future. 

 

Stay in Touch!

* indicates required


User Type


 

Continue Reading

Written by
July 27, 2020

Are You a Leader or a Manager?

If you lead a company or a team, you likely hold the title of leader, manager or even owner. So what is the difference between a leader and a manager? The dictionary defines a leader as, “the person who leads or commands a group or organization.” And it defines a manager as, “a person responsible for controlling or administering all or part of a company.”

Perhaps the best way to convey the difference between a leader and a manager is metaphorical. Managers handle the processes whereas leaders handle the positioning take for example climbing a mountain. A manager will make sure you have all of the right equipment, a timeline to follow, and ensure that proper safety and procedures are followed. A leader on the other hand will make sure that you’re climbing the right mountain.

Leaders set direction and have traits that inspire others while managers take care of all of the processes, operations and resources.


Character Traits of a Leader

According to the Center for Creative Leadership, the characteristics of a great leader include:

  • Integrity
  • Delegation abilities
  • Strong Communication
  • Self-Awareness
  • Gratitude
  • Learning Agility
  • Influence
  • Empathy
  • Courage
  • Respect

 

Character Traits of a Manager

In Project Smart’s article “Top 10 Qualities of an Excellent Manager” they list the following traits:

  • Creativity
  • Structure
  • Intuition
  • Knowledge
  • Commitment
  • Being Human
  • Versatility
  • Lightness
  • Discipline
  • Big Picture/Small Actions


Top 3 Differences Between Leaders and Managers on the Job

It’s easy to see how the two roles can be confusing and sometimes have overlapping traits. The following is a breakdown of typical tasks and the role each plays on that task completion.

  1. When completing tasks – managers take stock of what needs to be done, they assign these tasks to the appropriate team members and then oversee the tasks until the project is complete. A leader will motivate and encourage his or her team to reach the finish line and complete the task but the delegation is something they often lead to the manager.
  2. When supervising others – managers supervise their staff. They are also responsible for job review and performance and making sure that everyone does their part. A leader is often more flexible and less likely to hold others accountable. They cheer the team on, motivate them to do the work, and urge them to follow their lead when it comes to getting things done.
  3. When budgeting and reaching monetary goals for the company – a manager often has specific sales targets that need to be met for their department. Leaders often leave this task to the other team members. 

 

Other Differences


The Best of Both Worlds

It’s important to have both the motivation and drive to encourage task completion but also that focused resilience to ensure the job gets done right, on time and cost-efficiently. This is why you need to have both roles in your company. 

If you’re a small business owner, you could be playing the dual role of leader and manager. Part of being a good leader is listening to feedback and being a continual learner knowing that there’s always more to learn and ways to grow.

If you’re ready to take the next step and grow your company, HireMyMom offers access to high-quality, experienced and qualified candidates for every need of your business. To find out more, visit our Employer / Small Business page here.


“Management is doing things right. Leadership is doing the right things.” Peter Drucker

 

 

Want More Great Work from Home Tips?

* indicates required


User Type


Continue Reading

Written by
December 2, 2019

Get Out of Your Own Way! Face Your Fears & Rise!

Face Your Fears and RISE!

Do you think you are the only one who deals with fears? Nope not even close. According to a study by EMC Corporation, 84% of people hold on to irrational fears, not even real fears. “Irrational fears, ranging from using the coffee machine to wearing the wrong clothes, are keeping people awake and preventing them from being successful,” according to research commissioned by Mozy® by EMC.

That last part is what I want you to see: fears are preventing you from being successful.

Is that you? Do you have some fear, real or irrational, that is keeping you from being successful?

Perhaps you have a fear of:

  • Failure?
  • Success?
  • Not being good enough?
  • Being a bad parent?
  • Not making or having enough money?

What is it you are believing about yourself?

Because these fears are causing you to have limiting beliefs about yourself and your abilities.

So what can we do about it?

 

Action Item #1: Disprove the Lies

Think about what fears or thoughts you are believing.

Maybe there are several.

Write them all down.

Now I want you to write down at least 3 things that disprove that lie.

Example: I doubt myself and my abilities.

Truth: I have overcome so much in life.  I was:

  • raised in a single parent blue collar home,
  • a first generation college student graduating with honors,
  • then awarded a full scholarship to obtain my master’s degree in Scotland, 
  • started my business at age of 29

 

So FEAR is: False Evidence Appearing Real

Once you dissect your fears and see that they are mostly if not all false, you empower yourself in huge ways!

Why?

You need to overcome your fears and believe in yourself and what you do. If you don’t believe in yourself / your services, how can you expect anyone else to?

What you believe will dictate what you think on a moment by moment basis…  which leads to my next action item.

 

Action Item: Just Do It

Whatever you’re fearing, decide today to do ONE thing that will move you in the direction of overcoming that fear.

Because action is the antidote to fear.

You need to take action every day! You are only one decision from the next big thing.

We make tiny decisions all day long that can lead us in the right direction or in the wrong direction. Make a choice which direction you will allow your thoughts to take you.

Know that you may never FEEL like doing something, DO IT ANYWAY!

Practice the 5 second rule which says “if you have an instinct to act on a goal, you must physically move within 5 seconds or your brain will kill it.

When you feel yourself hesitate before doing something, count 5-4-3-2-1-GO and move towards action.

Stop trying to wait until you’re perfect or your product or service is perfect. Start now!

Another acronym for FEAR is Face Everything and Rise.

So my challenge to you is to Face it and RISE!

There is a reason God tells us in 2 Corinthians 10:5 “we take captive every thought to make it obedient to Christ.” We make are thoughts align with His truth.

Take action today to move away from fear and towards your goals.

You are worth it!

 

Ready to work from home? Get training to be a VA, a Bookkeeper? Post a job?

What is YOUR next step?

We’d love to help!

 

 

 

Continue Reading

Written by
August 10, 2017 0 Comments

4 Ways to Be a Successful Leader

Leadership is a hot topic these days, and if you’re a boss or manager, it’s very important to be the best leader possible. There’s something to be said for effective leadership – it produced happier, healthier employees, keeps retention rates high, and encourages your employers to work more effectively.

Although there are so many ways in which one can be a great leader, we’ve compiled some of our best, most effective ways to do so. Read along for our tips and advice to be a successful leader!

Listen

So many of us listen with the intent to respond, instead of listening for the sake of listening. Whether receiving a complaint, listening to a client issue, or simply discussing something mundane, it’s important to be a good listener as a leader.

When your employers feel heard, they’re more likely to keep you in the loop and trust you. According to a study by IBM, “83% of employees experienced a more positive work environment when they felt there was trust in their managers/organization.” It’s clear that trust is important, and listening is one way to gain and maintain trust within your organization.

Give Feedback

Whether positive or negative, feedback is highly important! If employees have no idea if they’re working effectively or not, they can’t improve very easily. You can give negative feedback in a positive, constructive way that shows your employees where they can improve. It’s never helpful to put employees down or compare employees to each other.

On the other side, employees need encouragement when they’re producing positive work and ideas. If no feedback is ever given in this space, they start to feel underappreciated. Take note of the work quality of your employees – the good and the bad. Speak up and help your employees improve or feel encouraged.

Lead by Example

Supervisors who are never around, behave inappropriately, or ask employees to do things they will not do are not successful leaders. It’s highly important that you lead by example in attitude, work effectiveness, and leadership ability.

If you hope to encourage a workplace that works in harmony and produces great work, it has to start with you. Your employees will feel far more inspired to bring their best to work when they see their leader as a beacon of example. When you also do what you’re asking them to do, you’re also seen as more fair, trustworthy, and hardworking.

Communicate

There’s nothing worse than a boss who doesn’t communicate! The work environment truly starts to suffer, morale is lowered, and business organization starts to drop. As a leader, you’re in charge and responsible, and this begins with communication.

Keep your employees in the loop when you won’t be available, communicate all kinds of feedback, and encourage effective meetings and conversations. When issues pop up with clients or products, take the time to communicate about them as soon as possible. Keeping tabs on all items and having those conversations will keep your business moving much more smoothly.

Being a successful leader takes a lot of vigilance and effort. It’s a fulfilling job that has the opportunity to bring out the best in your employees and business. Take the time to build up your skillset as a leader, and you’ll find that you have engaged employees who truly want to do great work for your company!

Continue Reading