In this episode of Business Owner Breakthrough with host Pete Mohr, we explore Law Number Seven of the 10 Laws of Moving from Operator to Owner in Your Business.
Building a strong team is crucial to achieving your business goals, but it's important to hire with purpose rather than just hiring anyone.
By starting with your promise, you can align your marketing and create a job description that specifically outlines the skills and experience needed for the position.
When you have a thorough hiring process that assesses the cultural fit of your business, you can find the right talent to support you in achieving your goals.
In this episode, Pete shares his framework for hiring based on the Four C's: capability, capacity, confidence, and culture. Once you've found the right talent, it's important to establish clear roles and responsibilities to ensure productivity and efficiency.
Providing opportunities for growth and development, fair compensation, and a positive work environment are also key to retaining your team.
Here are a few things Pete covers:
It's time to take action:
Take a closer look at your hiring process and see how you can implement the Four C's to find the right talent for your business. Establish clear roles and responsibilities for each member of your team and provide opportunities for growth and development, fair compensation, and a positive work environment. Remember to communicate your
Simply go to 10 Laws for Moving from Owner to Operator to get your free downloadable ebook for your copy.
To get the pdf with the 4 Cs framework, simply go to Candidate Evaluation to download your copy.
Support the show
Join the 2024 Business Owner Breakthrough Mastermind Group with Pete Mohr! Transform your business and life with our unique mastermind - choose from in-person or virtual options. Designed for established business owners, this group promises to save you 500 hours a year, elevating you from operator to owner. Dive into the 5 P's: Promise, Product, Process, People, and Profit. Level up your business now! Interested? Go to PetesGroup.com for details.
To Book a no charge Freedom Call with Pete, to see if you’re a good fit for his business coaching head over to http://speaktopete.com to find a time that works for you!
To connect with Pete:
Welcome to the 10 laws for moving from operator to owner series here on the business owner breakthrough podcast I'm excited about this series, we're going to explore the key principles for transitioning from operator to an owner mindset in your business. Each episode will focus on one of the 10 laws and provide practical tips and insights to help you apply these principles in your business. If you'd like a downloadable PDF for the 10 laws, slide on over to simplifying entrepreneurship.com forward slash laws to download your copy by following these 10 laws, you'll be able to move beyond the day to day operations of your business and focus on the long term growth and success. Whether you're a solopreneur or leading a team, this series will provide the tools and insights to transition from operator owner and take your business to the next level. So join me on this journey of growth and transformation. If you'd like to chat with me about how I can help you get started on this journey, simply go to speak to pete.com. That's speak to pete.com and book in a chat to see if we're a great fit. Now let's get started. Law number seven of the 10 laws of moving from operator to owner in your business is building a strong team. I mean, we need to give it some deeper thought every now and then. And it all starts if you're a solopreneur or somebody who's just starting out and really kind of beginning to grow your business. A lot of people start off with just saying I'm going to hire my friend, I'm going to hire my neighbour, I'm going to hire anybody. I'm going to hire somebody who has a pulse, because I know them and they need a job. Instead of hiring with purpose. It's so important to start with your promise. And when people know what your promise is, when people know what the guiding principles are of your business, you're going to start to align your marketing when you're looking for somebody to hire around the language that promotes that kind of individual. When you have an accountability chart, when you have the process in place, you can actually create a job description that is specific not vague, that is going to let them know specifically whether they align with the job that you are looking for. It may be really challenging to transition from being sort of a smaller operator to becoming an owner when you only have one or two people. But as the business grows, and as these positions start to align one of the keys to achieving this transition is by building a strong team that can support you in achieving your business goals. And remember, you have to communicate those goals provide the process and accountability for it. In this episode, we'll explore some ideas around building a strong team. It's so important to hire the right people who share the vision and the promise and the goals for the business. This means taking the time to develop a thorough hiring process that assesses the skills experience and cultural fit of your business. A little while ago, I came out with a one page format called the candidate evaluation sheet. And all you need to do if you'd like a copy of this really is to go to simplifying entrepreneurship.com forward slash candidate. But it really revolves around the four C's of hiring. All those four C's need to be aligned with your vision mission and your promise of your business. The four C's are, do they have the capability, the capacity, the confidence and the culture? The capability is the ability to do the job right now, are they capable? The capacity is do they have the capacity to grow into the job the ability to grow, fulfil the job requirements and advance in your business and the confidence? Well just think about their confidence level in this particular job. Are they overconfident? Which can be a problem under confident which can be a problem? Have they done this before? And do they know what they're talking about? And the culture? Are they the right cultural fit for your business? All four of these c's are so crucial on finding the right person for your business. And using a framework like this. You can develop your hiring practices, you can come up with the interview questions that you need. You can work through your onboarding process and you can work through everything else that you need to work through to hire and retain the best talent, but you need to have this framework so that there's no confusion. It's clarity all the way through right. When we establish clear roles and responsibility to ensure a productive and efficient team. It's really important that each member understands what it is they do and how they're accountable on the accountability chart. I keep bringing back the accountability chart. But it's so so important in building a strong team. Everybody wants to have accountability. But they need to be really clear about what their accountabilities are within the business, provide your employees with opportunities for growth and development. Of course, fair compensation is crucial and a positive work environment. People don't want to work anymore where they don't feel appreciated. And when your team feels valued and supported and invested in your business success, they're really more likely to stay in contribute to the long term growth of the company, because you're outlining that in all of your leadership skills and moving with the whole of these 10 laws. You're working on these 10 laws, aren't you, you've been listening to the podcast, and you're doing your homework to move this forward and become a better leader within your business. When you establish clear roles and responsibilities within your team, you have the job descriptions, you have specific duties, you have expectations, you have their performance metrics you have the process that they need to do. This creates the culture that you're looking for, to build your dream team include regular team meetings, brainstorming sessions, team building activities, you can't do this alone anymore. That's the key piece here. Remember, decisions need to be made at the lowest possible level of your organisation? Well, if you don't have the trust in your team, the trust in your processes, they never will be. So here's what I want you to do today, after you finish listening to this episode is I want you to think about the concept of bench strength. How strong is your bench, think of it as a team, you know, your hockey team, and they're all on the bench. And you're looking down this bench and you're saying, Well, I've got a great set of forwards, I got a great set of defence, my, my goal is awesome, whatever the case is, but what areas of your bench need work. And when you do that, you start thinking about it in a team environment that's going to deliver your promise to your customers. Without your involvement, they need to know that they can deliver the promise from a team based aspect without you being involved. That's when you move from operator to owner. That's what you're looking for at the end of this where your team is really working together, you're the coach, you're there to help out. You're there to pitch in all of those different things. But ultimately, the smooth operating team is capable of tackling any of the questions that are put upon them, and fulfilling the promise to your customer. Without your involvement, that's when you move from operator to owner. That's when things get really, really interesting for you and for your business. Because once you feel that freedom, then you're able to look at the next best thing and move your business and your life ahead in the way that you want to and being the owner of your business. So pull out your accountability chart, you do have an accountability chart right. By now you should have an if you don't go at it, write down your accountability chart, list it all out in the format just like an organisational chart and assign those accountabilities. Think about your bench strength, so that you can have the best you're ever ahead of yourself when you align and assign all of the people and have this awesome team operating for you. It's interesting because some of my clients when they first come to me, they'll say, you know, my team is my biggest problem. And generally down the road, it's more like my team allows me the most freedom because once you have all of this set up the power of an effective team gives you your freedom. And that's what we want as entrepreneurs our freedom to have the ability to dream about the things that we can do with our business and dream about the things that we can do with our life without being mired down in the frustrations of making every decision within our business. So think about that and go and make it a great day.Unknown:
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