Tag: Motivators

Times are a bit turbulent right now. And nobody knows how current global and domestic factors will affect the industry or the economy. As scary and uncomfortable as uncertainty is, the good news is that, as a business owner, your ability to adapt, lead, and plan for fluctuations was both challenged and honed during the pandemic years. So, you are far better informed on the best ways to avoid the full brunt of just about any bump that may come your way.

And it all starts with strong leadership skills.

Read “Economic Uncertainty: Your Crucial Role As Business Leader When Times Are Tough” at The Alternative Board (TAB).

https://www.thealternativeboard.com/blog/your-crucial-role-as-business-leader-during-economic-uncertainty

#tabboards #businesscoaching #adaptability

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.

Strategic Insights to Overcome Workforce Challenges

Business leaders face a variety of challenges that can disrupt growth and profitability, from poor hiring decisions and disengaged employees to high turnover rates. A powerful tool to address these issues is employee assessments, which offer data-driven insights into a candidate’s or employee’s behavioral style, motivations, emotional intelligence, and skills. These assessments equip leaders with the information needed to make strategic decisions, improving workforce alignment and overall business performance.

How Assessments Solve Business Challenges

1. 1. 1. Improving Hiring Accuracy: Many businesses struggle with high turnover rates or poor job performance due to mismatched hires. Employee assessments, such as behavioral or cognitive assessments, help identify individuals whose strengths and personality traits align with the role. This reduces costly hiring errors and boosts retention.
      2. Enhancing Employee Engagement: Assessments can diagnose engagement issues by evaluating factors like employee motivations, work environment preferences, and communication styles. Leaders can use this information to foster better team dynamics, improve job satisfaction, and optimize collaboration across the organization.
      3. Increasing Retention through Personalized Development: One of the most impactful uses of assessments is in tailoring professional development. By understanding the strengths, weaknesses, and growth potential of employees, companies can design individualized development programs that foster career progression and boost loyalty, ultimately reducing attrition.
      4. Strengthening Leadership and Team Performance: Leadership assessments, in particular, help identify traits and areas of improvement in managers. Organizations can use this data to promote high-potential leaders and offer targeted training that sharpens decision-making, emotional intelligence, and team management skills.

By integrating assessments into talent strategy, businesses can create a more engaged, efficient, and high-performing workforce, resulting in a sustained competitive advantage

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.

Uncertainty is an inevitable but uncomfortable fact of business ownership, particularly when the economy appears to be in flux.

An important asset for organizations during unpredictable times is a defined and healthy company culture.

Company culture is a business’s collective set of beliefs, attitudes, and practices embodied in the workplace. A positive culture fosters better employee satisfaction, higher employee retention, and more innovation and resiliency (and that is just the tip of the iceberg).

Want smart tips on fortifying your business for whatever comes our way? Read “Build a Strong Company Culture to Overcome Economic Uncertainty” at The Alternative Board (TAB).

In what ways do you actively work to bolster your company culture?

https://www.thealternativeboard.com/blog/build-a-strong-company-culture-to-overcome-economic-uncertainty

#tabboards #businesscoaching #companyculture

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.

Creating a Happy and Healthy Remote Workforce through Trust, Communication, and Engagement

The rise of remote work has transformed the way teams operate, providing flexibility and increased productivity. However, building a remote team that thrives emotionally and professionally requires thoughtful strategies. Here’s how to ensure your remote team stays happy, healthy, and productive.

1. 1. Prioritize Clear and Frequent Communication

Effective communication is the cornerstone of any successful remote team. Regular check-ins, transparent communication tools, and consistent updates help everyone stay aligned. Utilizing platforms like Slack or Microsoft Teams can foster both formal and informal communication, allowing for work discussions as well as casual “water cooler” chats that strengthen team bonds.

Virtual meetings, while essential, should be well-structured with clear goals to avoid overwhelming team members. Asynchronous communication can also help accommodate different time zones and work schedules.

1. 2. Foster Trust and Avoid Micromanagement

Remote teams thrive when managers trust their employees to manage their tasks and schedules. Micromanagement can erode trust and stifle creativity. Instead, empower employees by setting clear goals and KPIs, giving them ownership of their work. This approach leads to higher motivation and better results.

Monthly or bi-weekly check-ins can help keep projects on track without feeling intrusive. Managers should focus on outcomes, not the process, allowing employees the flexibility to work in the way that best suits them.

1. 3. Build a Strong Team Culture

Team culture is just as important in a remote setting as in the office. Creating a culture of inclusion and belonging is crucial for remote workers, who may feel isolated. Regular virtual team-building activities—such as online games, coffee breaks, or even virtual book clubs—can help build personal connections.

Encouraging personal interactions outside of work topics can make remote teams feel more cohesive. Celebrating both team and individual achievements publicly also fosters a sense of community and mutual respect.

1. 4. Prioritize Health and Well-being

Remote work offers flexibility, but it can blur the boundaries between personal and professional life, leading to burnout. Encourage employees to set boundaries and take breaks to maintain their well-being. Offering mental health resources or providing subscriptions to wellness platforms can further support your team’s physical and mental health.

Flexibility in work hours, allowing employees to manage their personal lives, and offering days off for mental health or “creative days” are powerful ways to support their well-being.

1. 5. Leverage the Right Tools for Collaboration and Productivity

Technology can make or break a remote team. Invest in the right tools to keep communication seamless and tasks organized. Platforms like Notion, GitHub, or Trello are great for project management, ensuring everyone knows their roles and deadlines. These tools also promote transparency and allow teams to track progress in real time.

At the same time, encourage direct communication when needed, using video or voice calls to clarify misunderstandings and build rapport.

Conclusion

A thriving remote team doesn’t happen by chance—it requires a thoughtful blend of communication, trust, and tools. By fostering a culture of engagement, supporting well-being, and promoting open communication, you can build a happy, healthy, and productive remote workforce.

For more insights, you can explore Entrepreneur, TTI Success Insights, CleverControl, Welcome to The Remote Company, or THE ORG

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.

The transfer of your business may be the biggest financial transaction of your life. At Clear Focus, LLC, we utilize ExitMap® to help clients understand their current level of preparedness so that they can begin the succession planning process.

• • It consists of 22 questions, produces a 12-page report, and only takes 15 minutes.
  • It’s easy to decide which of the multiple-choice responses best fits your company.
  • It requires no financial or other confidential information.
  • It takes a broader view of your business than just the numbers.

To begin, click the link: Assessment, simply enter your email address. You will receive your Exit Readiness report in approximately one business day. The report ranks your overall preparedness and provides a breakdown of your readiness by category: Finance, Planning, Profit/Revenue, and Operations.

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.

Just as someone can affect your attitude, you can influence your attitude as well as the attitudes of those around you. How? With affirmations! An affirmation is telling yourself that “you can” instead of “can’t.”  An affirmation is a positive statement that describes the “you” you want to become.

Affirmations should have the following criteria:

1. 1. 1. Affirmations should be positive.
      2. Affirmations should be statements in the first person, present tense.
      3. Affirmations should be related to your goals.
      4. Affirmations should be within the realm of possibility. (realistic)

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.

You all know that none of us are getting out of this alive; so why take things so seriously? Many great leaders have had a terrific sense of humor in good times and bad. These include Abraham Lincoln, John F. Kennedy, Winston Churchill, and Ronald Reagan.

Not taking yourself or external events so seriously, even in dire situations, releases stress. Others around you are more at ease. Scientific studies have shown that moods are contagious and can be motivational. Seeing the humor in situations creates positive feelings. Positive moods generate positive action. Negative moods generate negative action or inaction.

Exceptional Leaders know that others take their cue from them and act accordingly. They can be funny on occasion.

Thought Provoker

• • • Are you able to inject humor into tense situations?
    • Can you be self-deprecating; seeing the humor in your actions when needed?
    • Can you see how having humor in what appears to be important or ominous situations can actually improve others’ abilities to address difficulties?
    • As a leader, are you continually aware of your mood?
    • Can you see how your mood impacts others?

For Exceptional Leaders, when things get tough, the tough lighten up and then get going.

~ Copyright protected by author Bruce M. Anderson. Reprinted with permission. Thinking Partners Inc.

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.

While some things are just understood and best left unspoken, there are times when email is forgotten in this model. Sure you don’t want to bash your boss when they can hear you or let a coworker hear you whine about the performance. However, are you careful with your email correspondence?

Often, employees forget to be cautious with their work email. This has gotten people in trouble because emails last longer than the spoken word. Email is a written record and can come back to bite you if are not considerate of what you say and how you say it.

Be sure to avoid these four types of conversations in your work email:

1. 1. The Quality of One’s Work — Make it a habit to never talk about the performance and work quality of anyone at the office in an email. You miss the inflection of someone’s voice and can’t tell whether they are joking or being serious when you email. It is better to avoid talking about how someone is performing because it can be misinterpreted and once it’s written, it is out there forever.
   2. The Rumor Mill—Nip all gossip when it comes to your work email. The rumor mill is an ugly place to be, and with email, the information is out there and can’t be changed or edited. Gossiping in an email will likely haunt you in the future. Maybe you trust the person you are emailing completely. While that is fine, the person looking over your shoulder or theirs when the email is read could be an issue for you. Also, the email could get sent to someone by accident, forwarded, or used as something to hurt you in the future.
   3. The Critical Eye — Don’t be overly critical in email. People get offended easily and remember the way an email comes off is in the “eye of the beholder.” You can’t be sure that they will take the criticism well. Try to keep those conversations out of email and in person instead.
   4. The Touchy Topics – Leave the touchy issues and sensitive topics out of email and discuss them in person instead. This can include discussions about pay, annual reviews, opinions about someone’s recent work, and work schedule.

You’ll be glad you avoided these types of conversations in your work email and so will your superiors and coworkers. There is wisdom in keeping appropriate conversations in person rather than in a written record.

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.

Make it clear to your employees what constitutes success and how they should measure their achievements. Goals must be realistic. Project schedules, for example, must be set by the people who do the work. People will accept a ‘bottom-up’ deadline they helped set but they’ll be cynical about a schedule imposed from the top that doesn’t map to reality.

Unachievable goals weaken an organization. At my company, in addition to regular team meetings and one-on-one sessions between managers and employees, we use mass gatherings periodically and e-mail routinely to communicate what we expect from employees.

If a reviewer or customer chooses another company’s product over ours, we analyze the situation carefully. We say to our people: “The next time around we’ve got to win. What will it take? What’s needed?’ The answers to these questions help us define success.”

~  Bill Gates, Microsoft

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.

Finding the right leadership style as a CEO can significantly impact your company’s success, workplace culture, and overall vision execution. But with so many leadership models out there, how do you find one that truly fits? Here’s a step-by-step guide to uncovering and honing your authentic leadership style.

1. 1. Know Yourself: Self-Assessment Is Key

Before developing your leadership style, take a deep dive into understanding your personality, strengths, and weaknesses. Consider tools like Myers-Briggs or DISC assessments to give you a foundational understanding of how you naturally operate. Once you know how you think and react in various situations, you can better align your leadership to those traits.

How-to tip:

• • • Reflect on moments when you’ve felt most empowered or successful as a leader. What traits or behaviors contributed to that feeling?
    • Gather feedback from peers, colleagues, or a trusted mentor. They can provide insights into your leadership tendencies.

1. 2. Understand the Needs of Your Organization

Leadership isn’t one-size-fits-all. The needs of a startup CEO differ greatly from those of a multinational corporation. Assess your organization’s culture, its goals, and the team dynamics. A CEO of a fast-paced tech company may need to adopt a more transformational leadership style, while a CEO of a stable, traditional company may benefit from a more transactional or servant leadership approach.

How-to tip:

• • • Talk to your management team and employees about their needs and expectations from leadership.
    • Adapt your style to the demands of your company’s growth stage. For example, during a crisis, a more authoritative or decisive approach may be required.

1. 3. Experiment and Adapt

Leadership is an evolving skill. What worked in the past might not serve the future. Flexibility is key. Try different approaches—maybe blend styles like transformational leadership, where you inspire and motivate, with a bit of democratic leadership, which encourages feedback from your team.

How-to tip:

• • • Keep a leadership journal where you record different strategies you’ve employed and how your team responds.
    • Regularly review the effectiveness of your leadership methods and make adjustments as necessary.

1. 4. Seek Continuous Learning

Leadership development doesn’t stop once you become a CEO. Stay ahead by continually refining your skills. Attend seminars, read leadership books, or engage with a coach. Being open to feedback and learning helps you evolve with your organization’s changing needs.

How-to tip:

• • • Make reading a habit—start with books like “Leaders Eat Last” by Simon Sinek or “The Lean Startup” by Eric Ries.
    • Attend leadership workshops or join CEO forums where you can share insights with peers.

1. 5. Embrace Authenticity

Authentic leadership is a critical component in building trust. A leader who stays true to their values and communicates openly will create a more engaged and motivated team. Your leadership style should feel natural to you—don’t try to fit into a mold simply because it’s trendy or highly regarded in the business world.

How-to tip:

• • • Be transparent with your team about your leadership journey. Show them you’re committed to growth and learning.
    • Align your values with your company’s mission to create consistency in your leadership approach.

Ultimately, the best leadership style is one that fits both who you are and what your company needs. By reflecting on your strengths, adapting to your environment, and committing to continuous learning, you’ll discover the leadership approach that will lead your company to new heights.

 We would love to hear your comments or questions. Contact us today!

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.