Build A Better Business 5 Day Challenge

As business owners, we wear a lot of hats—CEO, Director of Marketing, Scheduler, Head Janitor, Costco Supply Shopper—the list goes on.  But seriously, can someone please let me retire from IT Specialist?!

Do you find yourself exhausted at the end of each day … but haven’t made a dent in your to-do list?  Does it seem like you’re working just to pay American Express?  Are you on the verge of massive burnout?  #beenthere

Then, the Build A Better Business 5-Day Challenge couldn’t have come at a better time for you!  The Challenge starts, Monday, May 14th!

Oftentimes, as busy business owners, we are so focused on the day-to-day and getting our massive to-do lists complete that we fail to recognize if all this work we’re doing is really moving our businesses forward.

What do I mean by that?  Well … if you’re doing lots of things, that doesn’t necessarily mean your business is benefiting.  In fact, you might be doing your business more harm than good by doing everything yourself and not delegating work to others.

Yep.  It’s time to take a cold, hard look at how you can build a better business over the next 5 days and whether it’s time to hire an employee to help you take your business to the next level.  Each day, I’ll walk you through a quick, mini-lesson, on how to become more effective and efficient in your business.  You’ll spend about 15 minutes each day making some small improvements—these are the exact steps I took before I took a big leap forward and hired enough employees to help me run my business.

The Challenge starts Monday, May 14th.  Here’s what you can expect over the 5 Days …

Day 1: Find the Remedy to Never Having Enough Time  

I’ll show you how you can easily and quickly determine where you’re spending your time. This is gold!

Day 2: Prepare for Change

Even after 1 day, you’ll be ready to make a change to build a better business.  I’ll walk you through how to plan and prepare.

Day 3: Create the Right Business Environment

“If you build it, they will come.”  Right?! Yes!  I’ll help you get started on an important step before considering hiring a new employee.

Day 4: Double Down on Extra Time

At this point, you will have extra time.  I know it seems too good to be true!  I’ll help you determine the best way for you to maximize your priorities as a business owner.

Day 5: Design Your Ideal Day

No explanation needed!  You’ll create your ideal schedule and I’ll give you the tools to actually make it happen. #forreal

Completing these 5 steps was a huge eye-opener!  And … totally transformed the way I worked in and on my business.

All you need is about 15 minutes each day for the 5 days starting Monday, May 14th.  Are you ready to build a better business?  Are you in?!

I’m in! I want to Build A Better Business!

Click here to receive access to a special Challenge Google Drive with each day’s quick, mini-lesson.  Remember … you’ll only spend about 15 minutes each day building your better business.  I’ll also be on Instagram Live at 6:00 AM EDT to walk you through the steps.  6:00 AM!  I know, but it will be great to start the day off thinking about all the good things you can do to make your business better … and it was the only time that I could consistently join you for these messages all week.  For you night owls … just watch the videos later in the day.  No big deal.  Follow along @shesonhertoes on Instagram.

Click here to gain access to the Google Drive with all 5 mini lessons to Build A Better Business!

How to Hire Amazing Teachers for Your Fitness Studio

If you’re a regular reader of this blog, you have hopefully gained an appreciation for some of the unique opportunities and problems of owning a boutique fitness studio.  One of the most obvious from a management perspective is that you need to hire and build your team with individuals filling two main roles: sales/customer service and teaching.

Since both of these roles demand entirely different skill sets, this can be a challenge.  There are like a zillion books, courses, and articles on how to hire and train someone in a sales role.  However, there isn’t much out there to guide you as you seek to hire amazing teachers.  This is super unfortunate, because training a teacher is a huge investment of both your business’ time and money—both of which are extremely valuable!

Because of this large up-front investment, hiring teachers can be risky, especially since you don’t really know how long they’ll be under your employment.  Teaching fitness is often a side gig for many, and myriad factors can impact a teacher’s availability, including change in life circumstances, change in job, or a move out of town, just to name a few.

In my book, She’s On Her Toes: How I Started A Business, Expanded It, Almost Lost It, And Got Back On My Toes, I explain my hiring process from start to finish and discuss why it’s imperative to create the culture of your business before your employees do it for you.  As discussed in the book, your employees will have all kinds of ideas about what the culture of your business should be—and they are usually bad ideas—so you have to step in as the leader of the organization and define the culture from the top.

Click here to buy the book

In my course, How to Hire a Rock Star Team, I walk you through how I created my hiring process and take you through each step.  It’s a comprehensive process and after completing the course, you’ll have your own hiring process complete with an exciting job description and killer ad.  And perhaps more importantly, you’ll know where to place that ad, how to conduct a great interview, and how to ask the right interview questions.  The best part … once you’ve created a hiring process, it’s yours to keep.  You can use it over and over again, every time you need to grow your team.

Click here to check out the course

But … many of you have been asking how I hire teachers, which neither the book nor the course specifically discussed … until now!

I recently sat down with my manager, Emily, and one of my longest-serving teachers, Traci for a video discussion on how to hire amazing teachers.

She's On Her Toes Platform Training

I love this picture from a training–Emily, Traci and I are all in it.

We talked about what makes an amazing teacher and how to identify those qualities in an interview.  We also talk about how to take a good teacher to great, as well as how teachers can stay motivated to keep learning and improving.  Finally, we share one thing that almost all of our teachers have in common—where we found them—it almost seems like we cracked the secret fitness teacher hiring code.  If a potential teacher candidate has this on their resume, I will always make time to interview them.

And this video is now part of a new Bonus Section of the course!

The new How to Hire a Rock Star Team Bonus Materials include:

  • Access to a Private Facebook Mastermind Group (if you want)
  • How to Hire Amazing Teachers Video Roundtable Discussion

It occurred to me that some of you would prefer to ask questions in private outside of a Facebook group, so I’ve also added 2 chances to meet with me directly to help you grow your team including:

  • 30-minute video call with me to fine tune your ad
  • 30-minute video call with me to fine tune your interview questions

You’ll have to check out the course to watch the video … But, our big takeaway from the discussion was that hiring a teacher or someone for a creative role isn’t much different from hiring for a more traditional sales/customer service role.

Making sure that each and every new employee you hire is a fit for your business’ culture is THE most important thing to ensure their success in your organization.  As the owner of a fitness business, you want to look for characteristics and values in your potential teacher candidates, and the teaching just falls into place—with a lot of practice, of course!

I hope you’ll check out the course and utilize all the amazing new Bonus Materials—it was so fun to create the video with Emily and Tracy!

I am super passionate about my team and working together to grow our studios and create an amazing client experience.  That’s why I created the course, because every fitness studio owner should have a great team and a great business.  It takes a lot of work, but once you build the foundation, it makes owning your business more rewarding and frankly, more fun!

Click here to buy the book, She’s On Her Toes: How I Started A Business, Expanded It, Almost Lost It, And Got Back On My Toes

Click here to learn more about the course, How to Hire a Rock Star Team

 

It’s Time. Time to Focus on Other Things.

One of the tough things about being an entrepreneur and owning a business is you always have to be “on.”  You’re the one who motivates your team and keeps them moving to grow the business.  But at some point, you have to ask yourself … who is there to motivate me?

And so, I find myself at the ActionCoach 2018 Business Excellence Forum in sunny San Diego with my business coach, Mary Ann.

She's On Her Toes Hotel Coronado.JPG

Here’s our view … the historic Hotel Del Coronado.

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Selfie on the beach–look at that blue sky!  Juust a little windy.

If you recall, I attended last year’s conference in Houston and won an award for Best Service Based Business Under 25 Employees (Click here to read all about it).  I left that weekend feeling inspired and looking forward to putting into action all of the great things I learned.

But … this year is a little different.  Why?  Because I’m not necessarily looking to pick up useful tips for the daily operations of my business.  Instead, since my team, led by my managers, Emily and Christina, are already doing that, I need to focus on giving up parts of my business to them.  This time around, I will be learning how to bring about my most transformative identity shift … becoming the visionary for my business … and that’s it.

That means I’m going to have to stop teaching (at some point soon), which is something that I really like doing and is meaningful to me.  The simple fact is, I have 20 teachers, so I really don’t need to be filling that role.  I’m not even the best.  Several of my teachers do a much better job than I do.

Why am I clinging to this role?  Teaching is something that most of the owners in my franchise value and many of us are extremely proud that we are teachers.  Teaching the Pure Barre technique and showing our clients how amazing class is defines us.  It’s why we opened our studios in the first place.  And in the beginning, it probably is important for an owner to be a teacher and set the standard for the experience in your business.  But with most things, your role evolves and eventually you need to ask yourself, “Is teaching what’s best for moving my business forward and growing?”  I think I’ve just answered that in the previous lines:

I have 20 teachers.  I have 2 managers leading those teachers.

Time for me to focus on other things.

How I Put My Past Hiring Mistakes Behind Me

“It’s time to put your past hiring mistakes behind you and only move forward …“  At least that’s what I told myself when it became clear that my business was on the verge of bankruptcy.  I had made a huge mistake and hired someone who proved they could not be trusted.

Two years ago, my business was a mess.  It seemed like a revolving door of employment.  People came in, worked a few months or maybe a year, and then they left, leaving me constantly looking for replacements.  And worse, I was in a never-ending state of training.  It was exhausting, un-fun, and I didn’t want to do it anymore.

I could no longer remember why I wanted to open my business in the first place.  The romantic fantasies of being my own boss, setting my own schedule, and living a more balanced life had long been forgotten—sucked out that revolving door!

Are you nodding your head reading this?  Does it seem like I’ve been describing exactly what it’s like in your business?

If you’ve been burned in the past, hiring someone who quit unexpectedly or did worse damage to your business, it’s time to put those past hiring mistakes behind you.

If you’ve been stuck in the mindset that you have to do everything in your business otherwise nothing will get done, it’s time to close the revolving door—for good.

How … By only hiring the right employees for your business.

But what does that mean, exactly?  It means, you must create a hiring process that you will use every time you need to hire someone to fill a role in your business.  Once I created a hiring process that was specific and unique to my values and business vision, I was able to determine who was a good fit and who wasn’t.

When you create a hiring process, it will give you confidence when adding to your team.  For me, it was a total game changer and allowed my business to increase revenues, profits, and what might be the most important thing for me—I didn’t have to work 80+ hours a week.  Cue the angels singing from heaven!

How to Hire a Rock Star Team

After I wrote my book, She’s On Her Toes: How I Started A Business, Expanded It, Almost Lost It, And Got Back On My Toes, I got a lot of feedback that the book was great but … you needed more help creating a hiring process.

The most common comment was, “Where do I start?”

Next was, “It all seems overwhelming … and I’m not sure where to start.”

Ok, ok.  I get it!  When you don’t know where to start, things do seem overwhelming and … then you don’t know where to start.  And you’re just stuck.

I don’t want anyone to be stuck.  Because frankly, it sucks.  Being stuck is a waste of your time.  You always want to be moving your business forward.

That’s what my new course, How to Hire a Rock Star Team is all about!

Click here to check it out:  How to Hire a Rock Star Team

The course is a comprehensive, step-by-step plan to create your own hiring process.  There are 15 lessons complete with videos, audio lessons, and worksheets.  This is the exact same process that I went through to create my own hiring process, so I know it works.

In this course, you’ll learn how to create an environment that attracts only the RIGHT employees to work in your business.  You’ll also create a complete hiring process including how to:

  • Write an exciting job description
  • Post a killer advertisement
  • Conduct the perfect interview
  • Ask the right interview questions

I talk non-stop about how hiring the best team is literally THE MOST IMPORTANT THING you can do for your business.  It is!  But if you’re still not convinced and think that … oh maybe marketing is more important, I challenge you to ponder this scenario …

Right now (January, February, March) is the busiest time of the year for any fitness studio owner.  This is it!  Now is the time when we have to work to get as many people into our studios because they are most motivated to workout and commit to their health and fitness.

But here’s the thing … you could have the most amazing promotion to bring new clients through your doors.  But … if you don’t have a great team to greet them, offer them an amazing experience, sell them the right services and products, treat them like family, and welcome them into your fitness community, those clients won’t stick around.  And all your marketing efforts were wasted.

In fitness (and most membership-based businesses), you can’t promote yourself to a successful business.  It’s all about the experience!  Who offers the best experience?  The best employees!  That’s right, people provide the best experience.  Not promotions!

And how are you, the over-worked and over-whelmed small business owner supposed to do it all?!  You can’t.  This is why it’s so important to hire the right team to help you out.

While this course is designed for fitness studio owners, the same principles apply to any small business owner and even some large business owners.

I will be on InstaLive later today, at 12:00 PM EST, to talk more about the course.  And on Facebook Live on Wednesday, 9:00 PM EST.  Specifically, I’ll talk about how to get the most out of the course and about the 2 add-ons for purchase.  The add-ons are really great!

If you have any questions, please DM me @shesonhertoes  or email [email protected] and I’ll answer them live.

Click here to purchase:  How to Hire a Rock Star Team

 

 

The Struggle to Start: Why is Getting Started the Hardest Part?

Ok.  Since I moved into my new house, I’ve become a bit of a procrastinator, which is totally unlike me.  I’m always scheduling myself so I have plenty of time to work on a project.  I would work on it a little bit at a time and then revise and work some more.  This was a great process.  I never felt stressed or pressured and I always got the work done in plenty of time.  Well lately, my new process is the exact opposite …

I know I have to do something.  I keep putting it off.  That little voice inside my head tells me I need to stop procrastinating and just get started.  And then I put it off some more, which leads to an all-consuming feeling of self-loathing and frustration because by this point, I should be finished …  which then leads to me finally sitting down and starting.  What gives?!

There seem to be a lot of articles written about how procrastination is a good thing.  Apparently, it means you are contemplative and waiting to get all the information before making a decision.  I call bullsh*t.  Putting off work sucks.  It’s unproductive and could really have a negative impact on your business.  And repeatedly putting off work creates a bad habit of laziness, which is definitely bad for your business.  Ahhh!  I don’t want to be a procrastinator!  Make it stop!

Part of my problem is that I have a lot of big projects I’m working on right now.  They are all pretty complicated and involve a lot of time.  So, it’s hard to prioritize.  I’m also not really sure how to complete all of them—as in I don’t have a plan.  And thus, the procrastination.

One of the things I’m working on is updating www.shesonhertoes.com and increasing the audience to the website.  So … if you know someone who would like the content of the blog or the book, feel free to share with them!

Maybe you didn’t know this, but I single-handedly created this website.  Sure, I got a template, but I did the formatting, got the pictures, selected all the things you can see and click on.  And it worked out pretty well for a while, but apparently, it could be a little easier to navigate.  I hired a web-marketing firm to help me make some website updates.  Maybe you’ve seen the pop-up to get 5 Steps for Effective Interviews—you should check that out!  It’s great information about the 5 things that every employer should do during an interview to hire the best employees … and it’s free.  Just click to download.

Ok, but back to the website … working on the website updates has been great.  I was getting all the things the web-marketers wanted finished.  They wanted copy for email templates, I created copy for email templates.  They wanted ideas for graphics, I gave them ideas for graphics.   Until the web-marketing experts recommended that I create some courses to sell on creating a hiring process and how to host an interview to hire great employees.  WTF?!  I wasn’t really prepared to do that between now and the end of the year.  It sounded complicated, not to mention a ton of work.  Plus, I don’t know how to create a course.  I thought I could put them off and maybe they’d let it go.  But no, these people were relentless.

But, it turns out I do know how to create a course.  So now, I’m writing and creating a course called How to Hire a Rock Star Team.  And all the procrastination just about killed me.  I’ve been putting this off for about 3 weeks and giving every excuse known to man.  After realizing I wasn’t going to get out of creating this course and doing the work, I finally sat down … and started.  And … it really wasn’t that hard, once I started.  Damn.

Instead of creating excuses, all I had to do was sit down and develop a plan.  I outlined the parts of the course.  I wrote each section and created the supporting materials.  That’s right!  Supporting materials—this course is legit.  And now, this week I’m recording audio, because just reading some stuff would be much less effective than if an actual voice was narrating to you.  Err, telling you what to do.

There you have it … lots of exciting things happening with www.shesonthertoes.com.  Check out 5 Steps for Effective Interviews and be on the lookout for the course, How to Hire a Rock Star Team.

And speaking of procrastination … I finally got my home office together.  Well, almost.  I have a few finishing touches, but I’ll share some pics with you next week.  Don’t worry, it will be finished!

Until then, stay on your toes!

My Latest Business Mistake

Well … I did it again.  Last year, I told you about how one hiring mistake almost cost me my business (Read about it here).  And now, I find myself trying to fix another pretty big business mistake.  Not quite of the same magnitude as I’ve dealt with before, but moving in that direction.  F*ck.

And just like last year, there’s no one to blame but me.  Double f*ck.

What’s this big mistake?  A little background first …

As you’ll recall, for the last 12-ish months I’ve been working on giving my team more responsibility so that I can spend less time working in my business every day.  My team is focusing on the day-to-day tasks while I am working on more big picture things—like how to make more money, how to innovate, and how to add more value to our clients.  I’m working on some pretty big things for She’s On Her Toes—this website is getting some professional help and I’m creating some great courses on how to hire the right employees—so stay tuned for that!  I also have time to participate in Leadership Winston-Salem (Learn more here).  It’s been great for me, more time to do the things that are important to me.  And … I thought we were making great progress with my team.  Until it all came to a screeching halt.  Cue the dramatic screeching music!

My team is currently being led by my manager and my assistant manager.   They have been empowered to run both of my Pure Barre studios, take care of our clients, and ensure all of our employees are working to their ability and contributing to the success of the organization.  And they both do a great job.    But, I have failed them in a pretty big way—a way that limits their potential and our ability to keep growing this business.

I expected them to be able to take over and do all the things that I’ve been doing without teaching them how to anticipate and create a business plan.  Sure, they can perform daily tasks and get the basics done.  But, where they’re struggling is running reports, calculating retention, interpreting sales figures, and planning in advance.

They can easily provide great customer service.  However, they are blissfully unaware of the importance of managing expenses, calculating margin, and analyzing trends (both the good trends and the bad trends).  As a result, we have not been meeting some of our goals and it’s really frustrating to watch.  I know my team is capable of being more than where we are right now.  When you see a group of people working hard, and just not getting it done, when they are completely capable of doing so, it’s just the worst.  And it’s all my fault.  I haven’t been a good leader to them.  I haven’t been helping them focus on what’s important and planning.  But that’s all about to change!

The solution … my managers are going to start having their own meetings with my business coach, Mary Ann (Read more about coaching here).  And they start next week!

This lapse in leadership hasn’t been good.  Am I going to beat myself up about it?  No.  I truly think the sign of an effective leader is the ability to realize when things aren’t working, have the courage to change them, and don’t look back.

My Why

So incredible!  Yesterday, I attended the annual meeting and luncheon for the Winston-Salem Chamber of Commerce … and Pure Barre Winston-Salem won the Truliant Best Small Business in Winston-Salem award for 2017!

I mean, seriously?  What an honor.  Winston-Salem was literally built from small businesses growing into large corporations (think RJ Reynolds, Hanesbrands, Krispy Kreme, Wachovia/Wells Fargo, BB&T and the list goes on) paving the way for thousands of other startups and small businesses to make their mark on the city.  And now, my business has been recognized as being the best.  Thank you!  To the Chamber, Truliant, my amazing clients, and my incredibly talented team of hard-working employees—Thank you!

So why do I do what I do?  Being a small business owner isn’t always glamourous.  It can be really hard sometimes.  But, I am motivated by the idea that there is nothing worse than wasted talent in this world.  You know, the idea that everyone has great potential and can accomplish great things.  And for me, that starts with being physically fit to accomplish all those great things.  When your body is strong, your mind is strong and you can do just about anything.

Every day, I get to see my clients do amazing things in the studio that I know help them do amazing things outside of the studio.  I’ve been fortunate to see clients who walk into Pure Barre completely unsure of themselves and their physical capabilities, transform into confident and strong individuals.  I’m extremely fortunate to experience these things on a daily basis.  It’s inspiring.

What if you were at the center of a workplace where everyone was pushed to be their best?  What if your business was bigger than yourself?  What if you could wear leggings EVERY SINGLE DAY?

Yep.  Life is pretty damn good.

I’m Interviewing Someone: What the heck should I ask them?!

The only thing worse than preparing to be interviewed, is preparing to interview someone.  I mean, what the heck are you supposed to ask them?!

Should you try and throw them off with “If you were an animal, what would you be?”  Or test their reasoning skills with something like “How many quarters fit in a school bus?”  It’s tempting to ask some off-the-wall stuff, but what do those kinds of crazy questions really help you understand about the candidate?  When you only have a limited amount of time for an interview, every question counts.  Each question should be prepared in advance to help you better understand if the candidate should be hired or not.

When conducting an interview, there are 3 types of questions that will help you determine if the candidate is the right fit for the job and your business.  First, you want to find out how they think they’ll add value to your business.  Second, you want to understand how they’ll overcome any challenges that come with the position.  And finally, you want to evaluate what types of questions they have for you.

How will you add value to my business?

This seems simple enough, but it’s easy to dance around this topic in an interview.  As an employer, I’m most interested in learning why someone has applied to work for me and why they think they’d be a good fit.  In other words, why should I hire you?  What makes you the best choice?

Typically, I like to ask an open-ended question like this: “Tell me what you know about (insert the business name) and why you would be a good fit to work here.”

Asking an open-ended question gives the candidate plenty of opportunities to show they’ve done their research on your business and understand what makes it unique.  This type of question also allows the candidate to highlight their strengths and any prior experience that is relevant to working for you.

It’s a softball question, yet you’d be surprised—many people simply don’t put in the time to learn about the companies at which they interview—which makes it really easy to separate someone seeking a job from someone who is genuinely interested in working at your business.  If I interview someone who can’t articulate what my business does or how they’d contribute in a positive way, then I will not be hiring them.

Do you get easily discouraged?

Every job has its challenges.  During an interview, it’s important to understand how a candidate would overcome these challenges and not get easily discouraged.  The best way for an employer to figure this out is asking the candidate to explain past experiences in which they overcame adversity or demonstrated the ability to meet a challenge head-on.  Questions like:

Tell me about a time when you started working on a project only to be told later that there were major changes.  How did you handle that?

Have you ever found a mistake in something you were working on?  What did you do to fix it?

Tell me about a time where you were confronted with a big obstacle or problem to get something finished.  What happened and how did you deal with that?

Tell me about a time when you were frustrated at work.  What did you do to overcome this?

Candidates should be able to easily articulate past examples from work or life that demonstrate they are capable of being flexible, handling stressful situations, and moving on from past mistakes.  The more detail given, the better.  Everyone has countless examples of overcoming adversity or meeting a challenge.  If the candidate finds it difficult to answer these types of questions, they either aren’t prepared or are afraid to be honest about how they handle problems—not qualities I’d be looking for when building my team.

What questions do you have for me? 

This question might be the most overlooked in an interview, but it is important to give the candidate a chance to get their questions answered.  Or … for you, the employer, to see if the candidate is prepared and has intelligent, thoughtful questions.  If the candidate asks questions directly related to something previously discussed in the interview, then I know they are actively engaged and interested in working for my business.

Having the candidate ask you questions is a great way to figure out if this person is really passionate about working for you, or they simply want a job and a paycheck.  If someone doesn’t have any questions for me at the end of the interview, I know they aren’t serious about working for my business.

Each question in an interview should help you make the decision about whether to hire someone or not.  First, you want to find out how the candidate thinks they’ll add value to your business.  Second, you want to understand how they’ll overcome any challenges that come with the position.  And finally, you want to evaluate what types of questions they have for you.  By asking interview candidates questions in these 3 categories, you should get closer to making that final hiring decision with confidence.

5 Steps Every Employer Should Follow During an Interview

If you’re a regular reader of this blog, hopefully you’ve realized that the core message I’m trying to communicate is that in order to run a successful business, you MUST hire a great team to run it for you.  This means that your team runs the day-to-day operations, freeing you up to think of “what’s next” or any other “big picture” ideas that will lead to more innovation for your clients.  I’m excited to announce that we just had a chance to prove that our hiring process still works … because we just held some interviews to hire one more front desk associate.  And we found a great candidate who will be a good fit for my team and my clients!

In my book, I go into detail about the hiring process that I’ve used to build my amazing team.  In my workbook, you have the opportunity to create your own process specific to your business.  But here are the 5 most important steps every employer should follow when holding an interview …

Hold a Group Interview

Group interviews are great because they save you time and you can see how the candidates react to each other.  Are they too aggressive?  Are they rude?  Did one cut another off to get more talking time in?  Did one just say the same things as the others without coming up with original answers?  All great things to learn as you’re building your Team.  Did I mention, group interview save you time?!

 Have 2 People Conducting the Interview

Having 2 people conducting the interview is really beneficial because one person can do the talking and ask the questions, while the other can take notes and focus on each candidate and their behavior.  I’m sure many of you have interviewed someone and you’re so focused on what the next question is and what’s coming up next that you don’t really listen to the answers the candidate is giving.  Having that second person ensures that you’ll be able to focus on the candidates and what they’re saying and doing—and how that might help or hurt your business.

Rank Your Choices Before the Interview

Staying organized throughout the interview process is key.  And ranking your choices before the interview helps keep the process manageable.  One of the benefits of ranking each candidate on a 1 to 10 scale is that you can compare and contrast your feelings about each candidate to help you make the best hiring decision.  For example, if one candidate enters the group interview with a 1 ranking, but another candidate was more impressive after you meet them in person, you have some good information to review and analyze to make the best hiring decision.  If a candidate enters with a top ranking and is the most impressive, then you can feel pretty confident you’ve found your ideal hire.  Going into an interview with an idea of who would be the best fit and most qualified is important.  Using the interview to confirm your rankings is a great validation.  If you’ve already ranked your choices, you can easily tailor your questions to each candidate so the candidates can either continue to support their high ranking or reveal that they actually aren’t the right fit for your business.  This is a really important step!

Give the Candidate an Out

This might sound mean, but I always have a point in the interview where I say, “If any of this doesn’t sound good, you are welcome to leave.  We totally understand that this might not be the position for you.”

No one has ever left because, of course, my business is amazing and working for me would be your dream come true—ok, just kidding.  But no has one left.  If they did, that would be totally fine.  It would ensure that I was only selecting the best people that WANT TO WORK FOR ME.  Another self-selection point reached.

Follow Up with an Exit Questionnaire

In an interview, the employer has all the power, so it’s important to let the interview candidates have the last word.  Allowing each candidate to complete an exit questionnaire gives them the opportunity to tell you anything they maybe didn’t get across or emphasize during the interview.  In my experience, highly ranked candidates take this last step seriously further expressing their interest in your business and confirming that they are the right fit.  And anyone who isn’t the right fit … will communicate something totally bizarre and give you another reason to not hire them.

Taking the time to incorporate these 5 steps into your next interview process will greatly increase your chances of hiring the right employees for your business.  As I mentioned at the beginning, in order to be a successful business owner, you MUST have your team running your business and completing the day-to-day tasks.  This allows you to focus on “what’s next” and keep your business relevant and exciting for your existing and future clients.

But if I’m interviewing someone, what the heck should I ask them?!  What are the most important interview questions?  I’m so glad you asked …  I’ll discuss how to create a list of interview questions that lead to great hires on Thursday.

Until then, stay on your toes!

Check out my book, She’s On Her Toes here.

 

Why You Need to Hire These 3 Personalities to Run Your Membership-Based Business

Not gonna lie, owning a business with a membership-based model is pretty stellar.  Having reliable, predictable revenue coming in each month gives any business owner a lot of confidence when planning a budget, knowing when to reinvest money back into the business, or when it might even be possible to give your hard-working employees a bump in pay.  A business with a membership-based model has a lot of options that a business relying on one-off sales simply does not.

There are, however, some unique considerations when hiring a team to run a membership-based business.  You can’t rely on one type of salesperson to take care of your members or clients.  Since clients may be visiting your business multiple times each week or even every day, it’s important to match your employees’ personalities with those of your vast, diverse group of clients to provide excellent service and keep your clients coming back for more.

Here’s why your membership-based business needs the following 3 personalities:

The Natural

We all know someone who could sell ice to an Eskimo or a ketchup popsicle to a woman wearing white on a 90-degree day—basically, a sales natural.  When you walk into a business and you are greeted by The Natural, you feel welcome and at home.  Everything is easy.  They’re easy to talk to and you feel comfortable.  So comfortable in fact, that you can’t help but find something to buy.  Whether it’s a product or service, you are excited about your purchase.  Maybe you frequent the business more often or start spending more time there because The Natural is so friendly.  Hell, you might even become friends!

And it’s obvious why having The Natural around benefits a membership-based business model.  You can always count on The Natural to win the trust of your clients and make the sale, over and over again.

 The Friend

But not all clients respond to The Natural.  In fact, many prefer the quieter demeanor of The Friend.  You know … someone who is just so nice, you can’t help but want to be around them.  The Friend might not be as out-there or gregarious as The Natural, but hiring The Friend to serve your clients is critical.  The Friend is honest.  The Friend is trustworthy.  The Friend would never push you into making a bad purchase—they’re looking out for you.  And that’s why many of your clients prefer to be helped by The Friend.

Make no mistake, The Friend, can make the sale.  But, The Friend is more concerned with ensuring your clients get genuine help and honesty when contemplating a purchase.

 The Achiever

Every business needs The Achiever—the ringer!  You know, it’s 5:00 PM and unfortunately, you had to make a big return … um, we need to make $600 in the next 2 hours otherwise we don’t make our daily sales goal … or we’re $15,000 shy of our monthly goal and it’s the 30th.  Ah!  Who do you task with saving the day and making it happen—that’s right, The Achiever!

When presented with a seemingly impossible challenge, The Achiever, finds a laser-like focus and gets it done.  The Achiever is highly motivated by challenges, SPIFS, a bonus, or even recognition of being the best.

And I wouldn’t know anything about this motivation, even though when I worked at Victoria’s Secret during the summer in high school, I won every single SPIF just to prove I could do it—including a contest to open the most Victoria’s Secret credit cards.  I opened 25 in one day!  I think the second-place finisher opened 7 over the 2-week contest.  It was a landslide and I won what seemed like a life-supply of underwear.  Turns out it was just enough for 4 years of college, but I won it!  Whoop!

But back to your membership-based business … you’ve gotta hire The Achiever because there will be a time when you need someone to rise to the occasion and save the day, ‘er goal.

Fortunately for me and my membership-based business, I’ve managed to hire several Naturals, Friends and even a few Achievers (besides me).  It’s worth noting that The Natural and The Friend could also turn into The Achiever under the right circumstances—the personalities do have some crossover.

If you own a business with a membership-based model, take a look at all your employees.  Do you have a good mix of the 3 personalities to match your vast, diverse group of clients?  If not, make an effort to incorporate some ways to identify either The Natural, The Friend or The Achiever in your next round of interviews.

I spoke with several members of my team before writing this post and they all easily identified themselves as either The Natural, The Friend or The Achiever.  So, if you’re trying to think through each role in my studios, give it a go and post a comment.  I’d love to hear which personality you are in your own business.  Or if you’re an employee, which of the 3 personalities you most identify as your own.

If you know someone who would enjoy this post, please share to help grow the She’s On Her Toes community.  And if you haven’t already, please follow She’s On Her Toes on Facebook, Instagram and Twitter @shesonhertoes.

On Thursday, I can’t wait to tell you all about my new Vitamix blender and how it’s literally changed my life.

Until then, stay on your toes!