Category: Sustainable growth

How To Improve Your Active Listening Skills and Why It Matters

The first step to great leadership is your ability to communicate your goals and objectives to the people you have brought in to support and grow your business. Now you may think, “I already am a great communicator and I am always talking to my people.” And that may be true. But talking is only have of the successful-communication equation – and probably not even the most important half. A business leader’s ability to listen might truly be considered the secret to success.

Everybody believes that they listen. And to an extent they probably do. But there is an important distinction in how and why one listens. Ask yourself, do you listen to understand or do you listen to respond? If you often find yourself in conversation nodding in anticipation for your turn to chime in, you are a listening-to-respond communicator. And even if you haven’t realized it until now, your team certainly has.

Changing your communication habits and style can be challenging. In all likeliness, the way you approach conversations isn’t exclusive to running your business. Your family and other significant people in your life have probably also noticed your communication style. If you are a good listener, they know it. And if you are just waiting to respond, they know that too.

So how do you become a better listener and not just someone who doesn’t interrupt or dominate every conversation? It is called being an Active Listener and it can dramatically change the nature of the relationships you value in your business and your life.

Why Active Listening Can Be So Challenging

Before embarking on your journey to better active listening skills, take a moment to reflect on the times that you failed to hear what someone said or misunderstood the context of what they were trying to share with you. What do you remember about your emotional state at that moment? Like most business owners, you were likely very busy, maybe more than a little stressed, or perhaps just not very interested in what that person had to say. In all these scenarios, you were unable to engage your active listening skills either by design or by just falling short in that moment.

Every overstretched business owner has been there, feeling like they don’t have one last ounce of patience or capacity left in them to hear out a conversation. But denying your ability to be an active listener, even when stressed or tired, isn’t fair to you or the people who surround and support you. It is also disrespectful and probably not reflective of the business leader who you want to be.

8 Ways to Be a Better Active Listener

Amping up those active listening skills is achievable but takes some focus.

1. Be Present in the Moment. Eliminate distractions so you can give the speaker your full attention.
2. Look Them in the Eye. Maintaining eye contact demonstrates that you are interested and engaged.
3. Don’t Interrupt. Allow the person to explain the topic at their own pace.
4. Listen to Understand. Don’t listen to respond. People know when you are just waiting for your turn to speak.
5. Be Patient. Not everyone shares your communication style; let people express their thoughts in their own way and at their own pace.
6. Be Empathetic. Particularly in charged or emotional situations, acknowledge the speaker’s feelings and express compassion for their interpretation when appropriate.
7. Ask Clarifying Questions. Keep your queries open-ended and non-judgmental. Ask them to elaborate.
8. Repeat What You’ve Heard. Paraphrasing helps the speaker know that you were listening, “So if I understand correctly, you are saying that you need more support in the stockroom.”

Business owners, give Active Listening a try. By practicing these techniques, you advance yourself as an empathetic communicator, you build stronger relationships with the team you have built, and you foster a culture of respect throughout your business.

We all have our unique communication styles. At The Alternative Board (TAB) we use DISC assessments to help our TAB Members communicate better with each other and throughout their businesses. And the impact is substantial. If you haven’t heard of DISC or are interested in learning more about the positive effects these assessments can have on your business, please feel free to reach out, comment, or DM me.

We would love to hear from you. Contact us today!

Have you taken a look at our new book? Check it out today!

Click here to order on Amazon or to read more.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Prepare for the Unexpected as a Leader (and Overcome it with Grace)

Successful founders should recognize that strategies and plans can only get you so far. Managing events outside of your control in a graceful way is a major piece of operating as a great leader.

As much as managers want to feel fully prepared for all outcomes – the reality is that nobody really knows how tomorrow is going to play out. This fact has never rang more true than during the recent COVID-19 pandemic that sent the globe into a total shutdown. Leaders who want to excel need to understand how to pivot and develop solutions in a graceful manner during unexpected times. Those small business owners who are prepared to deal with adversity in an efficient way stand to gain the most.

Not only is adaptation to adversity a useful skill, but it can also be necessary in some cases. For example, many small businesses are one hiccup away from going under during tumultuous times. Ultimately, as a leader, the fate of the business lies squarely on the shoulders of the founder.

Here’s how to be proactive with issues as a leader and how to anticipate the unexpected in the best ways possible…

Understanding your weaknesses (and strengths)

Being self-aware as a business owner regarding your management weaknesses and strengths can be a great way to ensure that you’re prepared for any unexpected event. While you may have worn many hats over the course of your career – not everyone is cut out to handle all things that are thrown at them. This is especially true in high-pressure situations.

Prepare your team and staff members in different ways to handle the adversity that you may not be able to shoulder yourself. If it’s an HR issue, you should be able to rely on HR or other competent staff members to provide a solution to the problem. Let those who are most capable deal with the issues as they evolve. Ultimately, your job as a leader is to remain at the helm of managing the outcome.

Successful small business owners recognize their own capabilities and are willing to lean on others during unforeseen events to get through it. Maintain a sense of leadership and respect but don’t be afraid to take note of your weaknesses and prepare for situations that you may not be the hero in.

Plan with “Plan B” in mind…

Deadlines, KPIs, and projected targets are all great ways to motivate your staff and move your business ahead. It’s imperative to make sure that you’re building in “buffer” time for when things don’t go quite as planned. If things swerve in the wrong direction and you haven’t adequately set up your programs for some adversity it may result in a serious spiral of finances, staff disruption, and even potential loss of the business.

Build a plan that’s shiny and beautiful in your eyes but keep a “plan B” in your pocket that’s on standby if needed. Whether it’s time buffers, strategy buffers, or social buffers – you need to make sure that you’re ready for things to come at you sideways.

Don’t let this be an excuse to worry all the time but do make sure that you take the necessary steps to feel prepared during unexpected events.

Grow and maintain your network (personal and professional)

Just like any tough time, it’s necessary to lean on those around you. This is true both professionally and personally when it comes to unexpected events in a small business. Most times, founders seek out other like-minded individuals to help them figure things out. Maybe it’s someone who has been through a similar challenge before or someone who is great at developing solutions. Either way, it’s a great strategy to have people in your corner when you need them.

Don’t forget that relationships go two ways. As a leader, you can’t expect others to always be available to you if you don’t mirror that same energy for them. Take the time to nurture these relationships and provide help when others ask for it. Often, these good deeds will be paid back with returns over time in the form of advice, assistance, or future opportunities.

Shift your perspective often

With adversity and challenges also come big opportunities. CEOs and leaders who can tackle unexpected events with optimism stand to gain a lot of potential opportunities. Or, at the very least, some great experience for management under pressure or during a crisis time. Just like anything else in life – not everything works out perfectly in business or in the workplace either.

Don’t let yourself drown in worry – embrace acceptance

Worrying can cause a lot of undue stress, anxiety, and mental or physical health issues. While part of your job is to bear the responsibility of challenging times – it is not the expectation that you struggle all the time as a manager. Learn to embrace acceptance around imperfection early and often in your career as a leader.

Be sure to surround yourself with positivity. Look toward healthy outlets to vent (like therapists) when you need it. And if times get too tough for you to handle – step away or step down. It’s easier to part ways with a business on your own terms than to struggle indefinitely and place your mental or physical health on the line long-term.

We would love to hear your comments.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Solve your Workplace Challenges by Surrounding Yourself with Better Systems

Systemic factors are embedded throughout our organizational cultures and processes. Leaders can make progress simply by recognizing bias.

Here’s where to start.

Too often, leaders are focused on the individual to influence change in the workplace. Scientific studies have shown that the “majority of issues in the workplace are systemic”. Improvements with a lasting impact will come from systems and not solely from individuals. Organizations often invest in superficial remedies that don’t work at the root cause of bias and resolve systemic issues. Bias in the workplace can be dangerous over time and it’s a leader’s job to actively work to combat it in their organization.

What are systemic factors in the workplace?

Systemic factors can range but are most often found in organizational cultures and processes within the workplace. For example, a company states that its culture is designed to be inclusive in its strategic plan but ultimately fails time and time again in practice. This can be seen in failure to protect employees facing discrimination, failure to provide adequate opportunities for growth, and failure to listen to diverse voices. These failures can lead to mental health exhaustion and a lack of belonging for employees over time.

What is bias in the workplace and how does it become entrenched?

Humans tend to have a cognitive bias that leads them to ignore situational and contextual factors. We often blame the individual for their failures instead of the system that they’re a part of. For example, coworkers may believe that their team member hasn’t completed their work solely due to laziness. However, the incomplete work is actually a result of being overstretched and not properly being supported by management on tasks that are out of their comfort zone.

These failures can go beyond productivity and actually reflect societal bias in the workplace. For example, male managers may be quicker to judge mothers than they are fathers on the quality of their work during the early years of having a child. This is due to societal factors beyond the workplace that influence that judgment. Managers and leaders would do well to address any resentment or negative feelings that they have towards employees if it seems to relate to a cultural bias. Why are you feeling this way? Is it individual-driven or system-driven?

Not only can overlooking bias in the workplace lead to performance impact it can also result in costly errors in the long term. Here are a few mindset approaches that leadership can take to overcome systemic barriers over time in their corporate culture.

Building a Systemic Thinking Approach that is Beneficial

Decision-makers should focus less on fixing the individuals and instead turn their efforts to fixing the system that surrounds the individuals. For example, if a workplace has alienated its employees with disabilities due to inherent ableist bias then this can be resolved by providing better solutions. The workplace may choose to offer more flexible work options for those with disabilities or a “safe space” to decompress in silence during times of anxiety or stress.

By preventing the perpetuation of ableist systems in the workplace, corporate culture and its employees all become better as a result of the new system that has been developed. The benefits of offering a more inclusive workplace result in boosted team morale increased productivity, and a sense of joy seeing an employer take steps to be more inclusive by breaking down systemic barriers.

Diversify Leadership Abilities and Biases

Often those who are immersed in bias (or who may subconsciously benefit from it) are unable to see how the systems affect others in negative ways. It’s important for leaders in business to consciously diversify their leadership teams and abilities. Inclusivity, systemic barriers, and bias in the workplace should always be something that true leaders are striving to learn more about.

Take adequate care to provide space in the room for the viewpoints and opinions of others. They may be able to provide insight into the daily struggles that they are facing under an existing workplace system. This includes neurodivergent people, people with disabilities, people who were raised in non-Western cultural environments, people with varying socioeconomic privileges, and more. All of these groups can provide invaluable insight into how systemic barriers impede their daily operations in the workplace.

Don’t forget that diversity and inclusion must go beyond being a “token” representation of change. Simply propping up a committee of voices who have no authority is not helpful and can actually be more demeaning than perpetually ignoring the issue. As a leader with inherent privilege in these systems, be sure to listen twice and speak once in all situations.

Breaking down systemic biases takes work…

Give yourself and your workplace some grace as you work toward building better systems for all. Earning employee trust over time is key to compassionate action and clear decisions. Leadership teams should approach all conversations around inclusion and diversity with a cohesive strategy that’s focused on understanding at all levels.

Don’t forget that breaking down systemic barriers is hard work. They’ve been ingrained in us and our work for longer than most of us have been part of any workplace. Only when we all work toward change will corporate cultures truly start to move toward a healthier and systemically sustainable method of work.

We would love to hear from you. Contact us today!

Have you taken a look at our new book? Check it out today!

Click here to order on Amazon or to read more.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Our Vision For Success

At TAB®, our vision for success is represented by the powerful acronym CALIBER, which embodies the core values that drive our franchise system and empowers entrepreneurs to reach their full potential. Our CALIBER vision is not just a collection of words; it’s the driving force behind our franchise system’s success. By upholding these values, TAB empowers franchisees to unlock their true potential, grow their businesses, and thrive within a supportive community.

Are you ready to join a franchise system that’s dedicated to your success, growth, and development? Embrace the CALIBER vision with TAB, and let’s make your entrepreneurial journey truly extraordinary!

TAB Talk – Caliber Values – YouTube

Learn more by visiting www.tabfranchise.com or email us at tabfran@alternativeboard.com

Tags: #businessownership #franchasing #FranchiseSuccess

Gary Brunson – gary@myclearfocus.com

Debra Rider – debra@myclearfocus.com

574.361.2674

Sustainable Growth and Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Leadership Skills: Demonstrating Patience Without Being a Pushover

One of the most challenging skills to master as a great leader is patience. Too little can lead to employees feeling unsupported… but too much can lead to managers feeling taken advantage of.

Here’s how to strike the right balance.

Almost everyone in their career has experienced a manager with the wrong amount of patience. Managers who are too lenient can lead to resentment when those who follow the rules feel foolish. On the other hand, managers who don’t have enough patience can lead to employees feeling misunderstood, mistreated, or overlooked.

Just as having patience is a part of a healthy personal life, having patience in the office is also a part of a healthy work life. Business owners would do well to hone their patience skills thoughtfully over time to ensure that they’re striking the proper balance that their workforce needs.

Here are some tips to actively improve your patience skills in the workplace.

Tip #1: Maintaining Balance is Key

Maintaining the proper amount of patience in leadership is the ultimate key. Leaders who adopt the mindset of growth and trust in their employees stand to have the most success. Set the expectations that your employees should all be working toward. Embracing performance plans can be a great way to strike a tone of expectation and allows you to keep a running dialogue regarding an employee’s work.

Don’t make the process too cumbersome but give yourself avenues to keep employees accountable without blindsiding them with criticism can be a great way to strike a healthy balance. This can be a great way to actively practice patience with others regarding deadlines, achievements, and targets.

If you sense an employee is falling behind or requires additional support, offer it before you move to punishment. However, when it’s warranted, the right accountability measures may be required in specific situations. Appropriately measure your punitive actions as a business owner and act confidently in your management style.

Tip #2: Monitor your Metrics

Your business success over time is largely dependent on your managerial style. Weighing your return on investments (staffing, strategies, projects) can give you a good sense of your overall patience level. Patience in business doesn’t mean letting everything slide or being “too cool”. Monitor your investments and know when it’s time to take a new angle to an old problem. Actions like this are a big part of maintaining total patience in a leadership position.

Tip #3: React Mindfully

Patience in the workplace means projecting a predictable response level. Managers who fly off the handle do not display patience – but neither do managers who react differently in the same situations. Being a strong and steady business owner means taking a minute to compose yourself before reacting.

Mindful action is important when you’re handling everyday challenges. If you feel that your control over emotion is slipping in a situation, step out from the call or room and take a moment to find some calm. Return to the conversation when you know you can control your emotions in a patient and kind way with whomever you’re dealing with. This style of mindful reaction is applicable to interactions with customers, investors, coworkers, and employees.

Tip #4: Focus on Solutions, Not Problems

Dwelling on problems or negativity can lead to a shorter fuse as a manager. It’s important to encourage not only your employees to find solutions but to focus on those solutions yourself. Patience and a healthy emotional mindset can be encouraged by focusing on the positives throughout the day. It can be too easy to become bogged down by problems and negativity as a business owner. Encourage yourself and others to find solutions – and suddenly, the problems won’t seem as insurmountable as they did before.

Have you taken a look at our new book? Check it out today!

Click here to order on Amazon or to read more.

We would love to hear your comments.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Join a Global Franchise with ongoing Support!

Become part of The Alternative Board® (TAB) franchise, an established and proven global business coaching and consulting service company with a relatively low cost of entry. TAB franchisees have helped almost 30,000 global business owners achieve next-level growth and increase profits.

At TAB, we provide our franchisees with invaluable support, training, and mentorship to ensure success. If you’re passionate about helping others succeed in business and want to monetize your business knowledge, invest in YOURSELF as a TAB business owner. Our ideal candidates usually fall into one of the following categories:

Transitioning executives

– Business consultants/coaches with several years of experience

– Passionate about helping others

– Driven and committed to business ownership

For territory checks or to learn more visit tabfranchise.com or email us at mailto:tabfran@thealternativeboard.com

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth and profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Are You a Business Owner or a Business Leader?

This might come as a surprise to you but being a business owner – even a successful one – doesn’t necessarily make you a business leader. Ownership and leadership are two very different roles with distinct responsibilities within a business. There is also a bit of an implied growth trajectory between these two functions, as everyone who owns a company is by default a business owner. But a business leader? Now that is something special.

The first step to business leadership is learning the art of working ON your business rather than IN your business. This means stepping beyond the daily operations (and sometimes drudgery) of running your business to allow yourself to think bigger and more strategically. Understanding that true leadership is so much more than working in the trenches of your company is key to this game-changing transformation.

Beyond thinking at that higher, more strategic level, business leaders also elevate, motivate, and align the people that surround them. They create a culture in which people want to work and perform at a high level. They have a vision and a mission and instill a sense of forward movement throughout the business.

So how do you know whether you are a business owner or a business leader? Or perhaps more importantly, how can you refocus your efforts to become the business leader you want to be?

Here are four distinctions between a Business Owner and a Business Leader to consider:

1. Business Leaders Think Strategically. Many business owners are trapped in a reactive mode or get mired down in the noise of running their daily operations. Business leaders make strategic decisions based on the well-being of the organization, the team, and the future. They think ahead. They think big. They plan.
2. Business Leaders Inspire. While business owners usually have an idea of their vision and how they generally want their company to grow, they often lack the insight into how to motivate their team to help them get there. Business leaders understand that there is no success without their people. They foster alignment, promote learning, and encourage innovation. From their management teams all the way down to seasonal interns, true business leaders inspire their employees to do great things.
3. Business Leaders Adapt. Business owners often learn how to run their organizations one way and then unwaveringly stick to that formula. True business leaders understand the need for adaptability and are open to taking calculated risks when a pivot is needed. These adaptability skills were lifesavers during the pandemic and will always be aces up the sleeves of business leaders.
4. Business Leaders Build Relationships. Business owners have vendors, employees, and other key players with whom they have transactional relationships. That’s not what we are talking about here, as those connections are founded on a strict quid pro quo dynamic. Business leaders are deft at building strong relationships that exist beyond employer-employee or customer-supplier dynamics. Business leaders foster positive interactions and true connections throughout their organizations and each person their business touches.

Of course, every business owner has a vested interest in the overall success of their organization, but it is in their approach to that success that determines whether they are or are destined to become, true business leaders.

If you are a business owner who wants to develop into a business leader, consider joining a TAB Board. TAB Boards are peer advisory boards comprised of business owners and leaders who are present not just to enhance themselves and their companies, but to elevate you and your business as well. TAB Board Members gain hands-on knowledge on how to improve operations, think more strategically, and lead their businesses and teams to success.

Join a TAB Board and learn how to become the business leader you are meant to be.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth and profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

How To Build a Transformational Culture in Your Organization

Company culture is a major building block of every organization’s success. Transforming culture can take time and some intensive work. Here’s how to go about building a transformational culture at your office.

 Big picture office culture is a key piece to a successful business. However, some workplace cultures may need incremental (or serious) change. This change can lead to a boost in overall employee satisfaction, morale, and productivity over time. As a manager, facilitating a cultural transformation can be a major challenge for those who haven’t shifted dynamics before.

Here’s how to implement transformational culture in your workplace.

What is Transformational Culture in a Workplace?

Transformational culture is more than just a temporary phase. It requires a commitment to a long-term shift so that all employees involved in the workplace feel that they belong and that their investment matters. When an employee feels valued and committed to a workplace, their work is statistically more productive and effective.

So, what steps do you need to take to succeed in evolving your corporate culture?

1. A cultural transformation requires an introspective look at your company. First, you must analyze and consider your current policies, commitments, processes, and behaviors.
2. Do those things accurately reflect your company’s current values and beliefs? Does it align with your existing workforce and their beliefs?
3. A well-rounded transformational culture will change the way that your employees think and act. It should be progressional, inclusive, and (mostly) comfortable for your staff. Don’t confuse “comfort zone” with “comfortable”!
4. The result of any cultural transformation is that your employees (and the public) know exactly what your company stands for.

 Principles that are Key To Transformational Culture

 Act Accountably: Organizations should blend the need for accountability, dialogue, learning, and growth with the need to protect relationships.

• Act Fairly: Systems and structures should deliver equity and hear the voices of their employees and customers.
• Act Inclusively: Leaders and managers should amplify inclusive practices, voices, and opinions.
• Act Sustainably: Organizations should attempt to minimize harm to the planet while meeting corporate needs and goals.
• Act Aspirationally: The people in organizations should work together with a common goal to achieve the best outcomes for everyone on the team and for the corporation.

The Benefits of Cultural Transformation

Cultural transformation can result in some serious gains for your company or organization. Communicating the future benefits to your existing and future team members is a key piece to gaining buy-in on the process of the transformation.

Some benefits to workplace culture include:

• Building a better overall workplace environment for employees and customers
• Increasing total retention of employees and customer loyalty
• Positive mental health benefits for all team members, managers, and customers
• Impacting overall employee and customer satisfaction
• Boosting productivity for all involved

Are you ready to implement a transformational culture at your workplace?

 As a manager or employee, change in the workplace culture can appear scary from the outset. However, those who cannot embrace pivoting and flexibility are very likely not going to be superstar team members through challenging times. Ensure that you set expectations for all employees and team members as to how change should be embraced and dealt with in the workplace. Try to implement small changes over time for some major transformational culture in your office!

Have you taken a look at our new book? Check it out today!

Click here to order on Amazon or to read more.

We would love to hear your comments.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Digital marketing is often less expense than “old school” marketing techniques like billboards, print, and broadcast. But regardless of price, digital marketing only works if you do it right. And it all starts with your website.

Make sure your website is optimized, not just for SEO, but also for viewing on mobile devices and iPads. Remember, most consumers decide whether they will stay on a site within the first three seconds. Make sure your website is engaging and includes compelling, high-resolution images.

But that’s not all you need to know about digital marketing in 2023. To learn more, read “Digital Marketing Trends that Can Help Your Business” at The Alternative Board.

https://www.thealternativeboard.com/blog/digital-marketing-trends

#tabboards #businesscoaching #digitalmarketingtrends

Have you taken a look at our new book? Check it out today!

Click here to order on Amazon or to read more.

We would love to hear your comments.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professionals.