Interviewing can be fun and exciting—the thrill of adding new capabilities to your team, thoughts of growth and expansion. Yet, we seldom recognize the cost of moving too quickly. Hiring for the wrong reasons. Rushing the process.
This is the first installment in helping you fully develop and implement Org Charts and Position Agreements, which support a culture of ownership within your business.
There is a certain point in every business when you realize you need to organize your people more effectively. And it can happen with as few as five employees—although it’s even better if you recognize the need when it's just you, the owner.
This is the season for planning for the new year and we’ve been talking a lot about it. If you haven’t started yet, it’s not too late to create your Annual Plan. We have a six step process to get you there. If you really want your business to look, act, feel and perform differently a year from now (Is there anyone who doesn’t?), then plan for it, put a stake in the ground, take in what the past year—or your entire history—is showing you, make a commitment to lead your company in new directions. And then act, small step by small step.
As an owner of EMyth and its Board Chair, this is a meaningful time for me. October is National Women’s Small Business Month. My 35th anniversary at EMyth is a few months away, having spent the first 17 years building the company into a global brand with my former husband, Michael Gerber, EMyth’s founder and best selling author of The E-Myth Revisited, and the last 10 years as its Board Chair.
The day you decided to stop working for anyone but yourself was probably glorious. No one to tell you what to do and how to do it. Life suddenly had promise, imagining yourself spending every day doing the work you’re passionate about. Until… until the day you realized that instead of your boss dictating how you did one thing, now you had a dozen things coming at you that you weren’t counting on and, frankly, didn’t know how to do: sales things, customer things, employee things, money things, production and delivery things. And, the saddest thing is that you found yourself with as little control over your time as you had before you went into business for yourself.
John Lennon gave us, “Yes is the answer,” and I get what he means. He was talking about saying yes to love, embracing life, and seeing opportunities instead of limits—all important and valuable in building the kind of world we want to live in. But what about saying “No?” Is there a place for that, especially in your business? Have you ever taken a moment to consider what you really want and need to say No to right now?
Imagine what kind of workplace your business would be if your employees thought to themselves:
- "I’m excited about my work.”
- “This is a place where I can achieve my goals.”
- “I feel safe. It’s okay to make a mistake, and I will learn from it.”
- “I have some great ideas on how to improve things. I can’t wait to share them with my manager.”
Before I dive into this final article on systems development, I want to thank those of you who have written to me during the course of this series. Your participation in this process has made writing this series so rewarding. In particular, I want to thank Bob C. who provided the inspiration I needed for this last piece.
Last week I covered how an operations manual can save your business (and your life), much like the operations manual on Apollo 13 saved Jim Lovell’s life. This week, I want to take you on a journey into systems strategy:
- Reality dictates you will be building systems while working in your existing business. We call this working in ‘Old Co’.
- Using the EMyth Seven Dynamics will allow you to prioritize which systems to work on and in what order, to get results.
- Creating a systems strategy helps you to prioritize working on your new business (what your business will look like in the future). We call this working on ‘New Co’.
It was about a year ago today that I was asked by Ilene Gail Frahm, our Board Chair, to become the next CEO of EMyth. The last year has been filled with an immense amount of learning and growth. My appreciation for every single person on our team in Ashland, Oregon has never been greater: they are all incredibly devoted to clearing the path for our network of coaches to do the important work of improving the lives and businesses of business owners around the world. Perhaps you’ve seen or heard from them in emails or on the phone, in videos or webinars, but if you haven’t… please know there isn’t a more dedicated team anywhere in the world. They are: Britt’nee Anderson, Michael Anderson, Jed Bickford, Justine Bowen-Jones, Sam Gerber, LC Graf, Molly Hamilton, Ali Hough, Nick Lawler, Slade Machamer, Josh Merritt, Lenny Miller, Ashley Nunes, Eben Ostergaard, Sierra Satow, Jon Shaffer, Adam Traub, Cass Wick, and Shey Yearsley.