Crossing the "threshold of conviction"

If you do not give people the “why?” then they will make it up, and it won’t be right.

You are growing your business and improvements mean changes. You love it because its what you’ve planned and wanted to do. But how do you keep your team onside?
 
Sometimes it’s really easy as the boss to skip over some preliminary discussions and just get straight to the point - “this is what we’re doing and we’ll do it this way...”
 
Larger changes, that have impacts on people’s responsibilities, work conditions or location, reporting lines or the tools they use require a more in depth discussion. When things change people lose their sense of control and this causes stress.
 
You need to get your team to “buy in” quickly and effectively so you and your team can act fast.
 
I love this super simple model for reminding me the steps people go through when they are adjusting to a major change. Have well thought out answers ready when you need to brief your team on the change.
 
Nail the first 2 questions to maximise your chances of getting buy in;
1) Why?
2) Why me?
 
Once people get satisfactory explanations to these questions they can step over the "threshold of conviction" and they will ask;
3) What next?
4) Where to?
5) How?
 
Having answers to these mean you’re a leader worth following.

Crossing the "Threshold of Conviction"

If you do not give people the “why?” then they will make it up, and it won’t be right.

You are growing your business and improvements mean changes. You love it because its what you’ve planned and wanted to do. But how do you keep your team onside?
 
Sometimes it’s really easy as the boss to skip over some preliminary discussions and just get straight to the point - “this is what we’re doing and we’ll do it this way...”
 
Larger changes, that have impacts on people’s responsibilities, work conditions or location, reporting lines or the tools they use require a more in depth discussion. When things change people lose their sense of control and this causes stress.
 
You need to get your team to “buy in” quickly and effectively so you and your team can act fast.
 
I love this super simple model for reminding me the steps people go through when they are adjusting to a major change. Have well thought out answers ready when you need to brief your team on the change.
 
Nail the first 2 questions to maximise your chances of getting buy in;
1) Why?
2) Why me?
 
Once people get satisfactory explanations to these questions they can step over the "threshold of conviction" and they will ask;
3) What next?
4) Where to?
5) How?
 
Having answers to these mean you’re a leader worth following.

Get more time back!

Hi,

This works. Try it.

taskrolematrix.jpg

The need to change

As your business grows, you need to review what you are doing and delegate more. Having too much to do is a good problem, if you have a profitable business model (if not, fix it or get out).

To create more time for yourself you will need to;

- pay someone - give up high volume, low complexity work and accept the cost. These are non strategic things that you can get someone else to do for you

- accept some discomfort - relinquish ownership of tasks you may be comfortable owning but are too busy to do anymore

If you are OK with these 2 conditions read on. If not, stop reading, go and get a drink and think about selling your business and getting a job.

 

Divide and Conquer

Let’s group the tasks in your business under 2 groups;

1) Core Strategic/Important Tasks: choosing your customer segment to target and what to offer them, branding, hiring the right people, choosing and developing products, ownership of the sales function, supplier relationship management

2) Lower Risk / High Volume: book keeping, payroll, graphic design, logos, answering the phone, building websites, social media posts, booking trips, getting quotes, paying invoices, packing boxes, deliveries, mail outs, booking meetings, business reporting, auditing, customer surveys

If you are doing anything in Group 2 you should stop doing it, find someone to delegate it to and spend the time building your business instead.

 

An Easy Method

This is how to do it, it will take up to an hour to do

- go to a quiet place and brainstorm a list of all the tasks in your business - make sure its comprehensive

- list them all in a table like the one above, include time per week/month

- list the names of people you can delegate to, including roles you haven’t hired yet

- put Xs against all tasks under a role, starting with other people first - give yourself as little as possible!!! Start with other people first

 

Hints; 

- one person can be performing 2 roles if you want to combine two roles to find a full-time person

- design the role first, don’t design roles about an individual’s preferences or desires as they may leave or get the impression they are able to choose what is expected of them

- any task you can delegate to someone for $25/hr or less should be considered for delegation

- do this exercise every quarter or year depending on your growth

 

Next

- Check you can afford the assistance by adding any new costs to your cash-flow forecast

- Implement the new roles which may include: updating job specs, hiring someone, training, conversations linking the change to the business success and growth, selling the change or a change in pay

 

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Who are you travelling with?

It was always a big deal when I was in my 20s, deciding who to travel with. Would you get on? Want to do the same things? Communicate OK and be able to make compromises?

Some good friends might not be suitable to travel with. Even though you're close, being under trying circumstances, in a foreign country,  having to speak a foreign language can test the best of friendships.

Yet, you do want to share this experience with good people........

I really do think building your own business is like going on a trip with others. Or more like climbing a mountain with others, really. Its tough. You need to learn things on the way. And you need to support each other.

Are you travelling with the right people?