Don't become an entrepreneur!

People often ask me about my decision to leave corporate America and pursue entrepreneurship.    They tell me it seems so interesting and exciting.  They say they ‘might like to do something like that someday.’  Well, I’m not sure what ‘something like that’ entails; because there is nothing quite like this journey of entrepreneurship. 

 

Every overnight success is at least a decade in the making. 

When colleagues, friends, or associates ask how I got started, I tell them.  I used an early retirement fund to start my consulting practice.  My last day with my employer was only a few hours. I left mid-morning and before I arrived home I had set up a full week of meetings with prospective clients. I had been studying and networking with them for months.   Once I started spreading the word about my offerings, people who knew me and had seen my work started engaging my services.  From there came referrals and repeat business.  I watch people's eyes sparkle as I share my abbreviated story.  While complete truth, it may make it seem so easy to start and sustain a business. 

Don’t do it.

I usually ask the inquirer, why they would want to be a business owner.  Many of them tell me they want to be their own boss.  I tell them don’t do it.  Don’t become an entrepreneur.  I explain that I took this direction with my career because I wanted to purse my passion – I knew exactly what I wanted to do and how I wanted to do it; I wanted to be able to have a greater impact on the lives and careers of others than I was able to as an employee;  and I wanted to leave a legacy and help others do the same.  

 When future entrepreneurs tell me they don’t know what they want to do they just know they don’t want to keep working where they are working I say, don’t do it.  There is no passion in that.   Business ownership is not an escape, it’s a deliberate pursuit.  Don’t go in, unless you have a burning desire, I tell them. 

Some people admit they want to call their own shots.  I say don’t do it; not for that reason.  You can't call the shots at the bank when you’re applying for a business loan.  You won’t call the shots with your clients when they decide whether or not to renew your contract.  You are not calling the shots when business is slow or your bid is rejected.  You will be greatly disappointed if you enter into independent employment with this expectation. 

Pursue Your Passion.

When folks say they want to make their own schedule, I tell them don’t do it.  Having a flexible schedule is really no reason to leave the security and reliable pay that a salaried position provides.  And in reality, the schedule is very demanding-- no so much flexible-- in the early years.

Instead of chasing some version of someone else’s dream, or trying to escape a rut, pursue what you truly love.  Only then will you make the right choices and be devoted to them.

The Mighty Redwood Falls And So Could You.

A Redwood tree stands in the forest for 400 years. Then suddenly it crumbles to the ground. Why? It was destroyed from inside... by insects.... eating away at it over time.

Your thoughts actions inactions or attitudes could be destroying you from within. An internal infestation.  How does this relate in the workplace? Consider a few hard to take realities of the business world:

• You will be tested
• You will experience failure
• All your ideas won't work or be accepted

What can you do to combat these harsh truths?

There are also a number of mind traps (victim mentality thoughts) that keep people from progressing.  Do you ever say or think any of these?:

I inherited this dysfunctional team.
My boss doesn't like me.
They don't listen to me or value me.
I'm bored.
This is unfair.
My situation is different.  No one else knows my struggles.
They are trying to get rid of me or sabatoge me.

You may think life or your situation is unfair, but one thing is for certain:  life is equally unfair to each of us... if we choose to see it that way.

What steps will you take to influence what you can influence?

It's time for a paradigm shift. Join us for the event in August.

BEE-attitudes and BEE-haviors.

Now that summer is officially here, I've been seeing lots of bees.  They are busy doing what bees do.  Every bee has a role.  He knows and performs that role without prompting and without fail.  

We as professionals should be as diligent as bees.  Here's what we should strive to BE:

1. BE Highly self-aware—possessing a firm

understanding of both their strengths and

weaknesses

2. BE Uniquely humble—often underestimating

their own abilities to the point that they

seem to lack confidence

3. BE Hungry for feedback—often seeking out

comment and acting on it before it is even

properly offered

4. BE Learning-oriented—quick-moving and  

ultra-motivated, they must often be slowed

down so they can take stock of their actions

5. BE Impatient for results—ruthless in the

pursuit of success, ruthless about helping others                                  www.yourenhance.com

be successful

The event you don't want to miss!

All for one. Mentor for all!

Mentoring programs are a great way to encourage collaboration, promote cross functional learning, build future leaders, and prepare people for advancement. 

Here are some proven strategies and considerations to make  sure your organization's program runs smoothly:

Discuss time commits to mentors and mentees.  Everyone should know expectations of how frequently they will meet, and for how hong.

Explain expected results.  This means all parties involved will know what they are responsible for doing.  And what they should expect their partner to do or provide.  

Invite interested parties to apply for both roles.  Those who want to be mentors can also apply to be mentees.  The best mentors also have mentors. Encourage this. Build life-long learners and pay it forward as well.

Procedures are important.  Cover logistics such as the best places to met, who should initiate the meetings and what kinds of things are appropriate and inappropriate to discuss.   Each meeting, the mentor and mentee should identifying action items and next steps based on those desired results.  

Utilize special interest groups - if your organization has affinity groups, interest groups, or other culture-specific clubs, those are great sources to find mentors, and build mentoring relationship.

Encourage flexibility and use of technology.  Meetings won't always happen face to face, nor do they need to.  Encourage mentors and mentees to meet virtually, and even exchange instant messages.

Evaluate.   Annually, look at desired results identified by mentor and protégé and determine it goals were met. 

Here are a few other important mentoring tips if you are looking for a mentor and wish to be a mentor:

• Have a formal mentor but also find informal relationships.   A protege may have his own manager, tenured colleagues or other influencers as informal mentors.  If someone says "I already have a mentor", that's great!  Still talk to them about the benefits of the formal program.

• Leverage diversity by pairings those who are different.  If a mentor and mentee have very different career paths, family lives,  and past experiences, that can be an invaluable for both of them.  

Learn more about this and other leadership, talent management and performance topics at the leadership essentials conference

www.yourenhance.com

Don't Ask Why They're Leaving; Ask What Will Make Them Stay

Does your organization conduct exit interviews when someone (voluntarily) terminates employment?  Most organizations do.  However research, shows that exit interviews don't yield honest, transparent or useful information most of the time.

Many Strategists and HR Consultants, like me, are recommending stay interviews instead.
What's a stay interview?  I'm glad you asked.  A stay interview is an evaluation of what the employee likes most about the company.  It is also an assessment of what, if anything, could cause them to consider employment elsewhere.  The stay interview is a look at what motivates employees and contributes to their overall satisfaction.  It also captures what an organization should do to improve levels of employee satisfaction.

Here are some of the common questions to include in your stay interview:

• What progress have you made, developmentally, over the past 12 months?
• What do you like most and least about your current role?  
• What future goals do you have and how can your leadership assist you in reaching those goals?
• What initiative, if implemented, could take this organization from good to great?

Contact us for a complete list of questions and a coaching session about how to create and implement your stay interview process.  

email - info@yourenhance.com

SPRING CLEANING TIME

Out With the Old, In With The New.
2014 data, from the University of Scranton Department of Clinical Psychology, shows that only 8% of Americans successfully achieve their resolutions.  And, 36% of resolution makers don't keep those resolutions longer than a month.

Spring Has Sprung.
If you've abandoned the commitments you made when you ushered in the new year;  spring is the perfect time to rekindle those dashed hopes and broken promises.

Time to Freshen Up.
Here's your professional spring cleaning to-do list:

1. Set goals. If you're not in the habit of making annual career goals, you should start. Keep in mind,
if you don't know where you're going, it will be tough to get there.

2. Document your successes. Take stock of your accomplishments by listing them out.  Success is a great motivator and breeds more success.

3. Consider acquiring new skills. You might need new skills to move ahead with your career plans.  Strategize about how you can get them. Talk to your leadership about opportunities to take on new projects as well.

4. Manage your reputation. You are your brand; make sure your reputation speaks for itself. How can you influence what others know about you? Create online profiles in social networks like LinkedIn and Twitter that highlight your expertise. Make sure your online profiles feature the information you want people to know about you when they google your name.

5. Keep an eye on your future. Have you thought about the outlook of your company or your industry? Are jobs moving overseas? Are opportunities going to freelancers? Is your role easily automated? Be realistic and brutally honest; considering actions you should take if prospects aren't promising.

6. Break out of your rut. Be honest: is it time to make a move? If you've been doing the "same old thing" for years, it may be time for a change. There's no time like the present.

7. Join a professional association. Professional organizations provide many opportunities to volunteer and get involved. Look for a small role to start, and plan to ramp up your involvement in ways the will add to your skill-set.

8. Be flexible. Try to be open to new ideas and new ways to do things.  Make a goal to say "yes" more and "no" less, when asked to try something new.

9. Make new friends. You've heard that networking is the best way to get a job; it's also a great way to advance even if you're not looking for one.  The more people who know, admire and trust you, the more opportunities will be available to you.

10. Keep an eye on the important things. Don't forget to stop and smell the proverbial roses. If you've been neglecting your health, your family or your friends, make a point to address those issues throughout the remainder of the year.

www.yourenhance.com

Earning A Seat In The C-Suite

Working Your Way Into the C-suite

You're familiar with the C-Suite aren't you?  The executive suite, probably on the top floor of your office building.  Where the Cs work - CEO, COO, CFO, CIO, etc.  Most business professionals, even if they don't aspire to be one of them, want their attention, recognition, consideration at some point in their careers.  After all these are the folks who promote advancement, support ideas, and okay new initiatives.    In order to get into the C-suite, you should start by thinking, talking and behaving like them.  A few easy to employ strategies are:

• Ask them to attend your meetings. Ask a C-suite member to guest speak at a team meeting or provide opening remarks for a training events  Instead of  starting a meeting with a video, recap, or icebreaker, have a top leader address the group.  This is an opportunity for you to engage them and talk about these next two strategies.

• Attend C-suite meetings.  Learning their language, concerns, and headaches is a way to figure out how you can help them. There's no better way to get some one's attention than to develop solutions to their problems.  Send an email or talk to an administrative assistant about sitting in on a meeting.  You're not asking to get on the agenda, just learn from them and have a better idea of what's going on with top leaders.  Let us help you script out this conversation.

• Read books. Don't just read about your industry, role or company.  Read business books that they are reading.  If you don't know what they are reading ask them.  The next time you are next to a C-suite exec in the elevator or hallway, ask him or her what they are currently reading, to name their favorite book or to make a reading recommendation.  They will likely be impressed that you are interested in their opinion and trying to gain knowledge.  Let us recommend some.

An old southern adage says 'closed mouths don't get fed.'  A chick is hungry; he chirps.  A baby wants his bottle, he cries.  If you want something you'll have to vocalize it.  That's where you start.  

www.yourenhance.com