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Team Management

How To Fill Your Team With “A Players”

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Everyone wants a team they can hold accountable…

A team that works well together, so they can minimize having tough conversations with members who don’t perform.

I’m talking about “A Players”.

So, in this week’s edition of High Ticket Weekly, you’ll discover how to rate your team members…

How to hold them accountable…

And how to handle team members who underperform, and have tough conversations if needed.

How To Define An “A Player”

It goes without saying that an “A Player” is someone who consistently performs at high levels and exceeds expectations. 

But what specific characteristics do they possess?

Because before you fill your team with “A players”, you must know what to look for. 

Now, you may already have a definition in your head, but I believe “A players” should possess these six characteristics. 

  • High productivity levels: They should be able to handle high workloads and complete work to a high standard over short periods of time.
  • Strong skills and knowledge: They should have strong technical skills and be able to apply these skills to their work.
  • Proactive and independent: They must show great initiative, pick things up fast, and be able to work and solve problems with minimal or no supervision.
  • Positive attitude: They must love what they do and enjoy working within the company. They must also contribute new ideas and work well with other team members.
  • Strong communication skills: “A players” have strong written and verbal communication skills they use to communicate their ideas to you and the entire team.
  • High EQ: I believe Emotional Quotient eats Intelligence Quotient (IQ) for breakfast. Sure, “A players” are often intelligent too, but they don’t have to be a genius to be an “A player” if they have a high EQ.

IMPORTANT: Each role has different expectations, and the definition of an “A player” will vary between departments.

Now you have a clear idea about what an “A player” looks like, you can create a rating system and begin to rate your team members to see how they measure up.

It’s possible you could train a “B player” to become an “A player” over time.

When rating team members it’s important you use clear and specific criteria for each role and stay consistent and objective with each rating.

If you’d like to know my simple method for measuring my teams performance, click here >>

How To Keep Your Team Motivated and Accountable

People ask me all the time, “Dan, how do I motivate my team?”

The truth is, you don’t.

You find people who are already motivated.

That cuts out a lot of the training and hard work on your behalf.

So, knowing that your team is already motivated, let’s speak about ways of holding your team accountable, whether they’re remote or not.

How To Keep Your Team Accountable

I believe one of the most vital keys to accountability is setting clear expectations.

These should be set each time a new employee joins the team.

There should be clear expectations around each project, such as budget, first draft due, and final deadline.

Communication is always important, but in a remote setting, it’s even more important.

You may like to set up a weekly meeting and a daily check-in if needed.

Employee engagement is also a key factor and there are things you can do to boost engagement such as frequent communication, and team-building activities.

These are just 3 of 8 ways to keep a remote team accountable.

If you’d like to know another five ways of holding your team accountable, then click here to read this short article >>

How To Handle Team Members Who Don’t Perform

Every business has team members who don’t perform at some point in time.

They may submit subpar work… they may constantly miss deadlines… there could be an energy mismatch between them and the company as a whole.

Whatever the reason, it’s expensive and time-consuming to look for new employees all the time…

So, here are a few ways of helping them improve their performance.

It all starts with communicating your concerns, so you and the employee can identify the root cause of the problem.

Ask them the right questions, and once you’ve uncovered the problem(s) you can create new targets and offer support and resources for them to improve.

You must also set clear expectations so the two of you know if the new targets are being met.

Finally, you must follow up with them and monitor their progress.

I shot you a roleplay of me coaching one of my event attendees on how to have a conversation like this >> 

How To Have Tough Conversations With Employees

Should any team member continue to underperform even with your support, eventually you’ll need to have an even tougher conversation to let them go.

Here are 3 things to think about before and while you have the conversation.

  • Make sure you prepare in advance and plan what you’re going to say. Be clear and direct with a clear outcome for the conversation, and have an answer for any challenges or objections that may arise.
  • Choose a private location where people can’t interrupt you or overhear what’s being said.
  • Practice aggressive listening: Pay close attention to what your employee is saying so you can construct thoughtful and respectful answers.

So there you have it…

My best tips for identifying and keeping “A players” in your organization…

Keeping your remote team accountable…

And dealing with underperforming employees.

I hope this newsletter has been of great help to you and your business.

Until next time… go high ticket,

Dan Lok

P.S. – Our 3-day business immersive High Ticket Mastery™ is coming up VERY SOON.

It’s the first and still only immersion training that destroys the low ticket mindset once and for all…

And replaces it with the identity change needed to run a High Ticket Business.

If you’d like to kick start the new year with an irresistible high ticket offer, a flow of high ticket leads, and the ability to sell without feeling needy or inauthentic…

Then click here for the full scoop >>

See you there

When Should I Hire My First Sales Closer?

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Today, you’ll discover when you should hire your first salesperson, how to hire the right salesperson, and common mistakes to avoid.

How To Know Who You Should Hire First

There are a lot of conflicting opinions out there, and it depends on the type of business you run…

But you could hire a marketer, copywriter, accountant, admin clerk, and the list goes on, but…

As you’re a coach, consultant, knowledge expert, or trainer, it’s my belief that you should hire a salesperson first.

We’ll call them closers for the rest of the newsletter.

So why should you hire a closer first?

I recorded a quick podcast episode for you, where I explain this in its entirety.

Click here to find out why and how a closer will help you generate more revenue and get your time back >>

So you know why you should hire a closer as your first employee, your next challenge is to find the RIGHT person.

The Difference Between a Closer and a Salesperson

Before we go further, you may wonder why I call them closers, not salespeople.

Quick question…

What words come to mind when you hear the word salesperson?

Slimy, sleazy, snake oil, pushy, manipulative?

It’s likely you’re thinking of these words or others similar.

A salesperson is a good talker who pushes you into the sale and knows little about you.

A closer is a good listener who guides you to the sale and knows your pains, struggles, goals, aspirations, and motivations for wanting to solve your problem.

The ONLY Type Of Employee You Want In Your Business

Now, before I share with you how to find great closers, click here to watch this quick video about the 3 kinds of employees >>

This video will teach you the exact type of employee you want in your business and the ones you should avoid like the plague.

Now you know which employees you should avoid, here’s how to find the best closers >>

I’m willing to bet when you get to finding and hiring your closer, you may be tempted to hire someone who can “sell anything to anyone”.

In reality, you shouldn’t hire that kind of salesperson.

It sounds counterintuitive, but it’s true.

What you want is a “true believer” in your product or service.

Does that sound much more advantageous?

Click here for a deeper dive into why a “true believer” is a huge asset to your business >> 

How To Cut Your Losses When Your Closer Doesn’t Perform

You want to set your closer up for success, by giving them every opportunity to improve.

You must also give them a clear path to close more sales for you, thereby increasing their income in the shortest time possible.

You’ll want to give them achievable targets but you’ll also want to keep them challenged every month.

You want to know in advance if things won’t work out with your closer BEFORE they reach the end of their trial period, and here’s how you do it >>  

The #1 Mistake Entrepreneurs Make When Hiring

Profit is the ONLY reason you hire employees.

Even in an admin role, that employee takes over tasks you do that keep you away from making money.

You’re always hiring to make more money in your business.

 So, if your closer doesn’t perform, you’ve got to replace them, but if you make THIS common mistake when hiring, it makes replacing them near impossible >>

How To Screen Potential Closers

Some people are great at interviews but when it comes to performing in their job, they fall flat.

That’s why they’re so good at interviews after all… because they attend so many.

Here’s a secret strategy for screening and testing your candidates without them knowing >> 

Your interview process is very important, so you’ll want to arm yourself with a great set of interview questions specifically for hiring closers.

You can get those here >> 

The Psychology Behind Hiring Staff

Finally, I wanted to give you something to think about.

Would you rather have a company of giants or dwarfs?

Smart CEOs know if they hire people less capable than themselves, they’ll end up with a company of dwarfs.

If you want a deeper dive into why I adopt the “Russian Doll” principle when it comes to hiring, which allows me to create a company of giants, click here >>

After consuming all this content, you should be in a great position to hire your first closer, and set both of you up for success.

To your success,

Dan Lok

P.S. – If you’ve been able to grow your business well but you’re wondering how to get to the next level…

Click here to watch my Advanced Expert Masterclass, where you’ll discover the strategies and secrets I and my clients use to have consistent six-figure months >>

How To Hire Your Next Superstar

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This is something every expert, coach, consultant, or business owner should do, as the more value you give the more comes back to you in time.

So, today you’ll discover how to hire the right people for your team and how to build a powerful team of A players.

How To Build A Powerful Team

Business is a team sport, and as you know, you can only do so much as the CEO of your company.

I truly believe in hiring people who have greater skills than you in their area of expertise.

Because if you’re the most productive, smartest, and best-skilled person on your team, you’ll ALWAYS be the bottleneck.

Before you even think about hiring anyone, you must get CRYSTAL CLEAR on these 3 things >> 

One of the best ways I’ve found to build a powerful team is by finding out what your team members’ goals are.

What are they motivated by?

Figure this out and you’ll get the best out of your team.

How To Hire The Right People 

Once you’re clear on your vision, mission, and culture, you’re ready to find the people who’ll fit that culture and help you achieve your vision and mission.

After all, your business will never reach its full potential if your team doesn’t believe in what you do or fit the business culture.

I adopt a very unorthodox way of hiring talent.

In fact, I NEVER look at resumes.

I don’t care about their past, I care about their future.

I also care about attitude and culture fit.

I don’t even hire for skills necessarily…

In fact, a lot of my team members didn’t start out in their current roles.

I like to promote from within, so a few years after someone joins my team, they could be working in a completely different role.

If you want to know exactly how to build a high-performance team then click here to check out this in-depth video >> 

 

Why You Always Want To Hire People More Capable Than You

One thing I’ve noticed a lot is CEOs hire based on their insecurities.

Here’s what I mean.

If you’re always hiring people who aren’t as skilled as you because you think they’ll be easy to control, your company will find it hard to grow.

I mentioned earlier that you’d always be the bottleneck, but it’s far deeper than that.

Your job as the CEO isn’t to do each task better than your employees.

Your job is to be the captain of the ship…

The visionary…

The person who puts everything together and directs your employees to help you build the company’s vision.

That’s why you hire people who are experts in their field because it’s unlikely you have all the skills needed to build your vision.

Click here for a counter-intuitive insight into why you DON’T want to motivate your team, and what to do instead >>

 

How To Differentiate Between a Superstar and a Super-talker

When you’re looking for A players, here’s one thing I’ve learned.

There are people who talk a big game, and there are those who can deliver a big game.

Let’s pretend you’ve hired someone you believe will be a huge asset to your team.

Here’s how you find out which category they’re in.

You give them what I call a lame horse.

If they produce great results with the lame horse, only then do you upgrade their horse and watch them soar.

Click here to discover how to give your next team member a lame horse so you can monitor their progress and upgrade the horse when the time is right >>

 

How CEOs Communicate Effectively To Their Team

Here’s something that trips up a lot of CEOs, including me, [Name].

You see, it doesn’t matter how clear you are on your vision and mission and how high-performance your team members are…

If you can’t communicate with them effectively, the tasks you give them won’t be executed with precision.

I’ve had moments in my business where I was absolutely crystal clear on what I wanted the project to look like…

But when I received the first version, it was nothing like I thought I’d explained it.

I realized that I was the issue.

I needed to get better at explaining how I wanted the project to look.

Communication is the message sent, message received, and message acted upon.

If you’d like to see a roleplay of how to communicate effectively with your team members, then watch this video here >>

 

How to Get Crystal Clear On Where Your Business Is Headed, So You Can Lead Your Team To Victory

Before we wrap this up, I wanted to share with you a powerful way to gain clarity on your vision, mission, and business so you and your team can operate at the highest levels possible.

I know it’s not related to hiring a team member, but as we’ve moved on to getting the best out of your team members, I think it’s relevant.

The secret lies in what I call “think time”.

Every day I set aside a certain amount of time to think about where my business is at.

I ask myself 3 simple yet powerful questions >>


These questions allow me to figure out the best next steps forward and much much more.

Every successful person I know allocates time to think time.

Because you’re busy every day, you don’t have time to sit down and think about things.

That’s why think time is so important.

In closing, the word “clarity” has come up a lot in this newsletter.

Getting crystal clear as often as possible will help you in every aspect of your business from making key decisions to hiring the right people and more.

Until next time, go high ticket,

Dan Lok

P.S. – If you want to hit 6 figure months you’re going to need complete clarity on your high ticket offer.

So, if you’d like an insight into how I create irresistible high ticket offers that allow me to have consistent 6 figure months, then click here to watch the Advanced Expert Masterclass >> 

The Reason You’re Not Scaling Your Enterprise

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You’ve invested countless hours and dollars into your business. You’ve found some success. But now you’ve plateaued.

There is a point in business where it feels impossible to break a certain marker. And it’s easy to get complacent at that point. Being an entrepreneur who is scaling an enterprise is not easy. If it was, everyone would do it. But there is a reason you’re not scaling your enterprise. And once you learn it, you will be able to overcome it and take your enterprise to the next level.

You need to operate in a Business 3.0 world.

Is your enterprise operating in a physical location? What does your online presence look like? How does your team work together? What location do they work from?

Mid-pandemic, these answers will most likely look a lot different than they did a few months ago. But the reality is that the pandemic just accelerated what was already coming.

And that is Business 3.0.

You need to learn how to operate in a Business 3.0 world as an agile organization. So you can adapt to any situation. Then, you can scale your business in the face of pandemics, world crises, and economic meltdowns.

Because the world is not a stable place.

All throughout history, there have been wars, famine, world superpowers rising and falling, technology changes, and more. 

In short: there has always been uncertainty. But there have always been businesses. Some businesses have survived more than others because they learned how to adapt.

For instance, did you know Nintendo is 130 years old? They have learned how to take advantage of coming obstacles and be flexible with changes. So they survived. Before the coin was even termed, they were operating under the foundations of Business 3.0.

scale your enterprise in the future

What Is Business 3.0?

To understand Business 3.0, you have to understand what came before it.

Business 1.0 organizations operate in traditional offices and brick and mortar retail locations. Their move towards the online world has been slow and ineffectual. Has the pandemic and impending economic downturn already killed your business? It very well could in the near future if it hasn’t already. If this is the enterprise you want to scale, you need to act fast.

Business 1.0 organizations are doomed in the coming world.

Businesses who took advantage of the early internet are also suffering. These are Business 2.0 organizations.

Did your business jump on the internet right away but is now stagnant?

Business 2.0 organizations were quick to recognize and implement trends originally but have since become bloated. They have heavy infrastructure and massive overhead costs. With these hindrances, they cannot quickly adapt to the changing world. This leaves them stuck. They often only sell to a customer once. They have difficulty acquiring new customers and clients.

Business 2.0 organizations will also suffer in the coming world.

But Business 3.0 organizations are agile. They adapt to changes and take full advantage of modern internet and technology. We’ll dive into what exactly a Business 3.0 organization looks like in a moment. But first there has to be a deep understanding of what exactly Business 3.0 is to capitalize on it.

Business 3.0 is the era of social media, the internet, technology, and international teams. From here, businesses will be able to navigate and adapt to the ever-changing world. 

So what does a Business 3.0 organization look like?

A Portrait of a Business 3.0 Organization

A Business 3.0 organization is one that is constantly adapting. They stay so nimble because they avoid the bloat of high overhead costs and infrastructure. And they dive deeply into the world of technology to stay on top of the changes in the world.

These businesses use social media to their advantage. So they can drive millions of free visitors to their websites each month. They use multiple platforms and generate engaging, educational content that capitalizes on a solid content marketing plan because they recognize people do not respond to outdated marketing tactics and require a new approach.

They also realize people don’t work like they used to. So they have fully remote teams or at least have their team spread out in clusters throughout the world. To scale an enterprise, this is crucial. By keeping your team spaced out throughout the world, you will keep your team working twenty-four hours around the clock.

And this continuity of work combined with properly utilizing social media leads to regular, repeatable, and recurring revenue. Their content marketing strategy helps them remarket. So they don’t have to constantly try to gain new customers. Instead, they capitalize on relationships they’ve already built by retargeting and remarketing.

Lastly, they combine all the above best practices to create systems that allow them to scale. Largely and quickly. 

When you see a Business 3.0 organization, you know it. They adapt constantly to the new world, keeping their products and services relevant. 

Benefits Of Scaling Your Enterprise As A Business 3.0 Organization

Business 3.0 organizations are built to scale at a large level. You will be utilizing multiple social media channels with millions of followers. Through these platforms, you will be able to generate leads and traffic. Additionally, you can more accurately retarget and remarket to your current audience.

Most importantly, you will be able to scale your enterprise with ease because your business will be nimble, agile, and adaptable.

By operating as a Business 3.0 organization, you are designing a business built to survive. With multiple streams of marketing, less bloat, and small teams working well together, you are setting yourself up to thrive. But what is still a threat?

Poor business planning is one of the top reasons businesses fail. So you need to give yourself the tools to keep your business strong. With a solid plan on how to pivot into a Business 3.0 organization, you will be giving yourself the business plan to scale. And if you’re not sure how to go about pivoting to Business 3.0, will show you the tools to do so in a bit.

Beyond your plan, you need to make sure you have a solid team working together to execute this transition. Your team is the sum of how well your business operates. And they are a critical part of your Business 3.0 transition and operations. 

scale your business with virtual teams

Is Your Team Helping You Scale Your Business?

40 years ago, a business would post a job in the newspaper or on billboards around town. Maybe they would give the listing to a local agency. People in the surrounding areas would apply for the job. If someone from a different state or town heard about the job, they would travel to the business to interview. And if they got the job, they would relocate.

There are a few assumptions in that scenario. First, the business owner would just hope the best candidate for the job would find the listing. Second, the new employee needs to be willing to relocate. Or the business owner would have to negotiate for them to move. 

But that’s not the way business has to be done in this day and age. 

Even before COVID-19 required most businesses to go virtual, many organizations were already exploring the idea. These businesses were embracing Business 3.0 best practices before they were forced to. So when the unexpected happened, they were able to adapt and survive. Whereas many Business 1.0 organizations suffered or failed when faced with this pandemic.

Beyond having the flexibility to survive trying times, working with global, remote, small teams gives your organization access to talent all over the world. You are not hindered by only hiring talent from the surrounding areas or finding someone who is willing to relocate. 

Additionally, having small teams worldwide increases the diversity on your team while keeping you working twenty-four hours a day. This diversity will help you avoid cultural mistakes. And having a twenty-four hour work cycle keeps your team productive.

But most importantly, your team has to work together to help you scale your enterprise with ease. 

How do you know your team is working with you to scale your enterprise? There are five key points that let you know if your team is working well for you.

#1: Makes The Business Omnipresent

Consumers need to see your brand five to seven times to remember it. With the prevalence of social media, however, that number will most likely go up. Consumers are inundated with brands every single day. Each time they open their phone, they see hundreds of brands staring back at them. 

So your team needs to make your business and brand omnipresent.

What does it mean to be omnipresent?

Your brand needs to be everywhere.

”If your brand is not on every social platform, adding value to people’s lives, your business will suffer. Make yourself omnipresent.” - Dan Lok Click To Tweet

This omnipresence reinforces your brand and keeps your business at the forefront of your current customers’ minds. And retargeting is absolutely key in Business 3.0. 

Why is retargeting so important?

Because acquiring new clients is somewhere between five and twenty-five times more expensive than retaining customers. 

Not only will your loyal customers help you increase profits but they will give you the social proof to position your business at the top of your industry.

#2: Positions The Business Well

It is critical that your team is keeping your business omnipresent. But they also need to be positioning your business at the top of your industry.

As the executive, you have the opportunity to position yourself well. But if you put in the effort to get yourself to the top of your industry, you need your business to back you up. When someone works with your business, they need a top-of-the-industry experience.

And if you’re scaling your enterprise, then you’re going to have a team. This means working with your business is working with your team. Your clients won’t necessarily be working with you, so your team needs to represent your brand.

Thus, you need a team that is ready to position your business as you position yourself. They need to be ready to offer top-notch service and products.

Have you received consistent complaints about a certain area of your business?

Maybe this portion of the business seems small to you. So you haven’t addressed it in the past. But this gaffe could be indicative of a gap in your team. If you want to scale your enterprise, investigate why this is a recurring issue. How could you improve the process?

scale your business by generating leads

#3: Generates Leads

Another sign of a team that is working well for you is consistent lead generation. And a Business 3.0 team is not finding clients through old and outdated marketing techniques. Instead, they are operating and maintaining a system that consistently brings in new clients to you.

”If you want to truly scale an enterprise, your acquisition tactics have to work without you.” - Dan Lok Click To Tweet

It may sound oxymoronic to say that your business needs to succeed without you. But if you need to have a hand in every process, your enterprise will never scale to a large level.

This is why it is crucial that your team continues to operate a system that works to bring in new leads without you. Learning to establish this system is crucial. But we’ll get to that.

#4: Closes High-Ticket Sales

Are you not only generating all the leads for your business but also closing all the high-ticket sales? 

This ties closely with lead generation. An effective team is not only generating the leads but also closing them. And this is not a simple task. Not every team can do this.

But if you want to scale your enterprise, your team needs to be an expert at closing high-ticket sales.

Whether your chosen form of sales is one-to-one or one-to-many, your team needs to be effective at closing these deals without you. Once again, being too involved in every process of your business will hinder your growth.

Is your team closing effectively for you?

If this is an area where your team is suffering, you should invest in making sure you are adept at closing high-ticket sales. With this skill, you will be able to pinpoint where your closing process is suffering. You will be able to establish a closing process and team to scale your enterprise.

#5: Helps You Scale Your Enterprise With Ease Through Adaptable Practice

Finally, you need to make sure your team is helping you scale your business with ease. This may seem like the most obvious step to making sure your team is helping you scale. But it’s critical.

In a Business 3.0 world, change happens fast. Sometimes without warning. And what worked before will not work again. 

Does your team cling to what used to work?

Change is hard. And not everyone is ready to embrace it. Especially not as often as is needed in a large business scaling in a Business 3.0 world. 

You need a team that is ready to adapt and change. A team that will stand behind you in challenging times with recommendations on how to improve. Because they are always looking at what is to come, not dwelling on what has happened. 

If you want to know if your team is helping you scale your enterprise, this is a simple but painful question you have to ask: is my team ready to change?

Are you ready to change?

Are you ready to do what it takes to scale your enterprise in a Business 3.0 world?

scale your business in a business 3.0 world

How Do You Learn How to Scale Your Enterprise In A Business 3.0 World?

If you are reading to scale your enterprise in a Business 3.0 world, then you’ve made the first step. You have acknowledged that something in your business needs to shift to survive, thrive, and scale. 

Now, you need to take the next step. You need to learn from someone who has already done the hard part. It is crucial you find a mentor who has learned from their own experience how to scale an enterprise. 

The good news is that there are entrepreneurs who have done that. And there is an entrepreneur who shares the secrets he has learned with an exclusive group of executives who are ready to scale their enterprises.

Dragon 100™ is an exclusive program run by Dan Lok that helps executives take their organization from an ordinary business to a scalable enterprise. If you are chosen to be part of this limited advisory board, you will work with other executives to build flexibility, scalability, and high profits. 

This is a rare opportunity. Why? Because Dan Lok has been there. He has built empires from the ground up. And it’s not every day that an entrepreneur who is still actively building multiple enterprises shares their secrets. 

But for the first time ever, this opportunity is available for applications. 

So what’s stopping you?

If you have the drive to build an enterprise and the mindset to make it happen, then the only thing holding you back is the knowledge you can gain from Dan Lok in the Dragon 100™.

So take the next step in scaling your business into a flexible, adaptable Business 3.0 organization built to thrive. The future is yours for the taking.

How To Manage Professionals In Ways That Unlock Their Full Potential

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We hate to break it to you, but if your business is falling apart, it’s probably not your team’s fault. It’s probably yours. That’s why you need to be sure of one thing – how to manage professionals better.

As a leader, you’re responsible for the talent you bring in. They might have the skills, but they could still lack training when it comes to scaling the business.

Most professionals know how to do their job. They do what they’re supposed to and then call it a day. 

Yet few of them are thinking about going the extra mile. When a team works hard together to help each other grow, everyone will get to reach their full potential.

You could scale your business faster, and your professionals will get recognized easier. That’s what a dream team is all about.

A lot of business owners are missing this big picture. They find ways to become less involved in team projects instead. 

If you don’t put enough work into your team, your team isn’t going to do the same with your business.

Without further ado, here are some ways you can learn how to manage professionals:

It All Starts With You

Your business is a reflection of you. Click To Tweet

Before you think about hiring more people, you have to be transparent with yourself first. 

Can you be a role model for them? Is there something you still need to develop so that you can share what you know? 

The chances are you don’t know everything yet. Nothing can be more powerful than a leader who is always learning. With that, others are likely to look up to you for guidance.

What makes a good leader is someone who can give support to their team. For that to be possible, you’ll need confidence and skills. Once you’re able to motivate others to do the same, their performance will speak for itself.

A good question to always ask yourself is, “How can I make this better?”

It’s rare for businesses to have a perfect anything in place. To optimize your operations and systems, you have to keep in mind there is room for improvement. Don’t settle for anything less.

When you’re learning how to manage professionals, they need to think the same way. It will challenge them to become better versions of themselves. This will get them to invest time in maximizing efforts.

Understanding Their “Why”

You have a “why” and other people have their own “why.” Do you know everyone’s “why” though?

Why do they do what they do? Why do they want to work with you? Or, why do they make certain decisions?

When you understand everyone’s “why,” you will learn how to manage professionals better. You will know their goals and what they’re trying to achieve when working with you.

If they want to work with you because they look up to you, then you should lead them to the path of success. If they want to grow within their skills, then you should challenge them. Give them new opportunities to level up faster. Everybody will win.

All it takes is for you to listen to their personal goals. Then you guide them in the right direction while they help you. That’s the bridge you need to build for them to close the gap.

Some business owners don’t challenge their team enough. They leave them with repetitive tasks and don’t end up feeling fulfilled in their position. This is why it could take years for employees to receive a promotion.

People have asked Dan Lok many times how he was able to become successful at a young age. His answer? His “why” was big enough. What that means is that he had no choice to give up and was that hungry for his success. 

When your “why” is big enough, you’ll go out of your way and do whatever you can to get what you want. That’s what Dan did, and it works for him. 

It’s no different for anyone else. Most people have a strong “why” but haven’t discovered how to achieve it. That’s why it’s your role to understand them and lead the right way.

Mind & Body Over Everything Else

This is what the Global Wellness Institute found in a survey:

When workers feel mentally unwell, it affects their work performance.

  • 62% of workers say it affects their ability to get work done
  • 63% of workers say it affects their engagement in work
  • 62% of workers say it affects their motivation to do the job well

This includes your team’s emotional well-being. When your mind and body aren’t in the right place, everything else won’t be either. 

The main cause of this can be because of stress, pressure, or the work environment itself. It’s important to keep the energy high within your team. 

You can relate this situation to batteries. Every new battery is packed with a lot of power until you start using it. Sometimes it can be overused for a short period of time. This will make the battery weak and not work anymore. 

In your case, your team is your power source for your business. Their performance will determine the short and long-term impacts. 

Once you get how to manage professionals at a high-level all the time, you’ll have a powerhouse team. The result of this will transform into a lot of accomplishments. 

To get your team to operate with good mental wellbeing all the time, they need to have the right mindset first. 

What differentiates entrepreneurs from each other is their mindset. A typical mindset is different from a millionaire mindset. If you or your team want to get to the next level faster, they need to be thinking at that level first.

One way to adapt the right mindset is by visualizing what you want to happen. Your team needs to do this too. You can remind everyone of their goals and what’s going to happen once they achieve it.

Be authentic, genuine, and interesting. It doesn’t have to always be about seriousness in the workplace. Also, encouragement is not a hard thing to do, and it will work in ways you can’t imagine. 

Mindset can give anyone the motivation to succeed. Once you have it, not even a rainy day will bring you down. 

The Training Never Stops

Once you learn something once, it doesn’t mean you’re done learning forever. 

The world keeps changing and people keep innovating. There’s no real stop to learning because you will fall behind in the market if you’re not up to date. 

You have to expect the same from your team. If they are open to keep learning and honing in on their skill set, it’ll give them more motivation. 

In fact, the training part of every new job is likely the most motivating. That’s because you’ll be eager to learn something new and get good at it. Once you gain a new skill, you’ll feel the job is worth it because you see improvement in yourself.

American Author Dr. Seuss said, “The more that you read, the more things you will know. The more that you learn, the more places you’ll go.”

When you figure how to manage professionals and their attitudes, achievements are endless.

Training doesn’t have to come from you all the time. It can come from your top performers in your team. You can offer them a promotion when you feel they deserve it. Also, provide them with the necessary leadership skills to train someone else. 

The goal is to always keep everyone learning. Then, celebrate the outcomes together.

Avoid The Lone Wolf Mentality

The way you build your team environment is going to determine how you will build your success.

With that said, it’s not always better when individuals are too independent. When they’re used to working alone, they can fall into a lone-wolf mentality. 

Being a lone wolf will keep you from building strong connections. You can gain so much more valuable insights from other people. It makes a huge difference when everyone in the work environment is helping each other grow.

When you make time for the people you work with, they can inspire you to do better. You would be able to count on your team’s support when it comes to feedback.

Feedback is crucial for everyone’s performance. Without it, you wouldn’t know how to manage professionals and their weaknesses. It helps you understand where you and everyone else are at as well as what still needs improvement.

For example, there might be a skill you could improve on and learn from someone else on your team. If you’re a lone wolf, you might never have asked for feedback. You wouldn’t know whether you need to improve or not.

If you’re open about sharing your progress and ideas, you could receive value back. People on your team could provide you with better resources or teach you how to do things in a better way.

Even making simple conversations would still move the needle. So if you notice that someone hasn’t reached their full potential, first ask them if they tried to work in a team yet. Have they put the effort in collaborating to get the help they need from others?

Working together is always better than working alone. A team is when everyone combines all their unique talents together to make a strong outcome. 

John J. Murphy, CEO of Venture Management Consultants, said: “When we bring them to the table and share them for a common purpose, it can give companies a real competitive advantage.”

If you want the best for your business, you can do so by making sure the environment is suitable for everyone. Make it as easy as possible for them to collaborate and connect with each other. When everyone is helping each other, there will be fewer mistakes in the long-run.

Every Person is Part of The Bigger Picture

Does every member of your team know what success looks and feels like?

If so, they should be able to act the part in their role. If not, you’ll have to create expectations for them to do what they need. 

As a leader, it’s important for you to be clear on your expectations in everyone’s role. You might even need to show or to explain how they can become more successful. Once they know what it looks like, they’ll know how to deliver excellence. 

When people can predict what the outcome is going to be, they’ll develop the will to achieve it. That’s also when they’ll unlock their self-motivation and build on the confidence to succeed. 

For instance, Dan Lok has always envisioned his success when he was a teenager. Even though he hadn’t felt success at that point, he knew what it should look like because of the people he looked up to.

It was possible for Dan to follow the right path to success because he had mentors leading him the way. This isn’t an easy thing to do, but it sure is a faster way to get there when you can avoid mistakes. 

What does success mean to you? What motivates you to keep doing what you’re doing every day? Or what are you doing to work towards it?

When you create a vision for your company, your team can follow it. It’s a powerful thing when you all share a vision together.

Your vision will give everyone a sense of purpose and meaning in the role they’re in. As everyone’s role is as important, it’s fulfilling to know you’re responsible for the bigger picture. 

No one should have to feel they’re less than someone else. Even if they’re in a lower position, they can still bring value to the table in other ways. 

You can encourage your team to work smarter and challenge them to do better than the previous time. That’s how everyone will stay invested in a greater impact.

It’ll be your part to provide them with the right tools they need to execute. If they’re working with incompetent resources, then you can’t expect spectacular results. 

You can think of it like this: the quality you put into your team will be the quality of work they put out. It’s worth any price you pay to have quality. The results could bring in the highest ROI for you.

Failure Equals Success

8 out of 10 businesses fail, and most of them don’t even know why they fail. 

What some businesses don’t understand is that failure is all part of the learning process. The same goes for people too. No matter how smart or skillful someone is, failures will still happen.

That’s because we humans make mistakes and have higher expectations. Not every experience will be perfect. 

It doesn’t mean you or your business are a complete failure. It means you’ll have to learn from the failures to find greater success. Those who accept more failures will succeed faster.

When you’re the leader, it’s crucial to not criticize your team for any of their mistakes. Great leaders will help build them back up as soon as possible.

Instead, you can leverage failures as more opportunities. To do this, you must see all failures as part of growth to strengthen innovation. 

Without feeling like mistakes will set you back, you can think from a better mindset. In reality, mistakes will only hold you back if you allow it to. But if you decide to take it as a lesson, you’ll be less likely to ever make the same mistake again. You might even find greater opportunities along the way. 

Like Dan Lok, he failed 13 businesses before he got to his first success. If he gave up the 13th time, do you think he’d get to where he’s at today? No.

You see, failure is necessary. If you don’t have enough of it, then you might not have reached your fullest potential yet. That’s why you have to stick with your vision. 

When you keep your end goals in mind, you’ll find ways to get there. It might not work the first way, but you’ll perfect it more as you go. Even if you get things right the first time, there’s always room for optimization. 

Discover How To Manage Professionals The Smarter Way

If you want your team to help you scale your business with fewer mistakes along the way, you’ll need to get this right. 

Learning how to manage professionals is easy when you can show your support to them. Only then will they feel you care for their continuous success.

The best way to do this is to think of your team as your backbone. Each role in your business is critical for your success. You have to treat everyone as if they bring in the same value as others. 

That way, nobody feels their role is too small. With your leadership skills, you can help your team achieve more for themselves. 

When you invest your effort in giving them feedback, your team will start to see potential and growth. After all, every person wants to feel fulfilled in what they do and become part of a bigger mission.

At Dragon 100™, that’s what Dan Lok can teach you. In this exclusive advisory board, you’ll surround yourself with the world’s best leaders. 

There’s no better place to be than a room full of successful A-level players. These industry leaders are on their way to scaling to an extra 6-7 figures in their business. 

You too can be a part of this private group and connect with some business insiders. You will be able to manage your professionals the smarter way to reach high-level success. But don’t wait until you’re ready because Dragon 100™ only accepts 100 members.

Click here to apply to become a member of Dragon 100™ today.

How Organizational Performance Can Drive Employees To Make Smarter Decisions

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Do you know what the biggest needle mover is for your organizational performance?

It’s the ability to make as many decisions as possible and to make them fast. This strategy doesn’t only apply to you but to all of your employees as well. In fact, employee involvement in decision making should be your company’s backbone and is key to improve work performance. Let’s face it – you can’t keep track of everything that goes on within your company. 

It’s better to trust and have confidence in the people you work with. That way, you can focus on what matters most to you – without the extra stress. 

As soon as you have the instinct to act on a goal, you need to take action immediately. If you don’t, your brain will kill that desire within seconds. 

Sounds crazy, right?

TEDx speaker Mel Robbins wrote a book about this called The 5 Second Rule. She talks about how you can transform your work and life by being confident in the decisions you make every single day and as a result improve work performance.

All it takes is 5 seconds for you to make every decision. After 5 seconds, that’s when you’ll start to hesitate with your ideas. You wouldn’t want that, would you?

It might take time for you to practice making these decisions so quickly. But as soon as you get used to it, your business’s 1-year plan could come a lot sooner.

So if you’ve been asking yourself, “What will help us make smarter decisions?” Count 5-4-3-2-1-GO, and you’ll be happy you did.

How to improve organizational performance

1. Know Your Priorities

Before your company makes any decisions, you have to set your priorities straight.

Priorities can change all the time. What you have planned before might not work in the following months.

As a business owner, it’s your role to make sure everyone in your company understands your priorities. That also means being familiar with your vision and values too.

When everyone is on the same page, it makes optimal organizational performance possible. They will have a clear picture of what their responsibilities are to achieving goals.

One way that will help your employees make smarter decisions is by listening to them more. It’s never been more true when you hear that the art of communication is the language of leadership. If your focus is on employee involvement in decision making, you’ll get more done and this is an important way to improve work performance.

picture of a man on the phone with boats in the background for the ways to improve work performance post

“How much time would you save if you didn’t have to make every decision? What would you do with all that extra time?”

As long as you set priorities for your company, then there would be a strategic plan to execute. Your employees will look for the right decisions to support your goals. 

But if you’re unclear about what those goals are, it’s harder for them to decide what to do next. They’ll have to rely on you to make decisions for them since they want to avoid making mistakes. 

If you want to see how your employees are making decisions, you can compare what they do with what you would do. If that doesn’t match, then that’s something you all still need to work on.

Even the managers in your team need to have the same thought process as yours when it comes to decision making. That way, they can reinforce their decisions to the rest of your employees. 

Not everyone will make the right decisions for themselves at the beginning. It’ll take time for others to understand how to make your goals happen. So, you can always provide knowledge and resources for them to achieve faster.

2. Have a Game Plan to Improve Work Performance

Did you know that your employees can and should go beyond doing their job?

You’re not only hiring them to work for you, you’re hiring them to build on their strengths. You pay them to become the best version of themselves. That way, you can leverage their skills and talents for optimal growth.

When employees get to do what they’re skilled at, they’ll be comfortable with decisions.

Your life changes the moment you make a new, congruent, and committed decision. Click To Tweet

photo of staff making decisions which is one way to improve work performance post

Since all roles in your company are different, you’ll need to come up with a game plan for every role. A plan that works for the designer might not work for the writer for example.

Your team will make smarter decisions when you avoid the one-size-fits-all approach. That means you can’t assume that every business training will help each employee.

What you need to do is match your employees’ abilities with the correct skillful work. This will help sustain organizational performance when no one is under-performing. 

Even if you’ve had an employee work for you since the start of your company, there’s still a lot they might not know. 

For example, if their role is to work in the warehouse, then they won’t know how to function the storefront – and vice versa. Or someone in charge of writing ads might not be skillful enough to take on sales calls too.

It’s better for each employee to stick with that one thing they’re specialized in. This will help them grow in their role and become an expert that others will look up to.

After deciding who’s good at what, you can then pair employees in teams where you see them thriving the most. It could be for content creation, project management, etc.

You can carry out employee involvement in decision making by asking these questions:

  1. What’s the decision?
  2. What information do you need?
  3. Are there any alternatives?
  4. Can you weigh the evidence?
  5. What actions will you need to take?

These questions will become secondhand nature to you every time you make decisions. It creates a process and less confusion when driving out actions fast. Your team will be able to track progress and make fewer mistakes and will lead to improvement in work performance.

3. Coach Employee Involvement In Decision Making

According to the International Coaching Federation, 86% of companies recouped their investment into coaching.

Employees who receive coaching could increase self-confidence, improve relationships, and develop communication skills. These are all necessary for personal development and organizational performance. It will enable your team to bring more results to the table.

Good coaches have these 5 characteristics:

  1. Actively listen: You listen to and understand workplace concerns.
  2. Answer questions: You ask and answer questions that will help your team understand and make better decisions. 
  3. Be non-authoritative: You take on a non-authoritative approach, recognizing the success of a team effort where you work on goals together.
  4. Be transparent: You are transparent in all aspects with no hidden agenda or emotional attachment to situations between employees. 
  5. Provide direction: You give direction with the proper training and tasks to move employees towards success.

group of colleagues discussing an issue or problem

With the right coaching, your company will make fewer wrong decisions. Poor decision making can cost money and time. No business owner would want that to happen.

Instead, it’s a smart choice to invest efforts into successful coaching. After all, it’s the coach who helps a great team make smart decisions. When a leader is inexperienced, it can slow down the workflow.

The only decisions you should make are the ones that impact each department of your business. The managers can decide which tasks to delegate to your employees. As for your employees, it’s up to them and their skills to complete those tasks. 

If your employees need help with bigger decisions, they should reach out to the managers. That’s why it’s important for teams to collaborate and communicate solutions. It’s also easier for everyone to give and receive feedback when you’re working closer together which will lead to improved performance at work.

To become more efficient, employees should always provide the best information possible. They should consider some supportive decisions that may work first. So both managers and yourself will have fewer problems deciding what’s best for the company.

4. Ensure Your Judgement Is Good

Judging isn’t always a negative.

In any business, judgment will help make complicated structures more simple. You will gain more wisdom and experience too.

Without good judgment, you won’t be able to make the best decisions. While making a judgment, you can ask yourself these questions:

  • Am I the decision-maker?
  • How much time do I have to make this decision?
  • Do I have all the facts?
  • Who’s opinion would I want to hear from?
  • How can I get better at making good judgments?

The more opportunities you provide for employees to practice, the smarter the decisions. There will be enough feedback to know how to navigate through any difficult decision. 

A perfect example of this would be employees receiving feedback, guidance, and practice. 

If leaders fail to guide employees, they won’t be able to improve their behaviors. They would never reflect on the mistakes they’ve made or been capable of refining solutions.

Your employees need to see what decisions will and will not align with your company’s goals and promises. This will become a big driver in the workplace.

Former U.S. President Woodrow Wilson said, “One cool judgment is worth a thousand hasty councils. The thing is to supply light and not heat.”

When you can adjust to better choices quickly, you’ll improve future judgment by a lot. Imagine how your team’s progress would look without any second guesses? Organizational behavior is essential for improving performance and commitment at work.

5. Track Ways To Make Smarter Decisions

The easiest way to make a decision is to see what’s tracked. 

That means you’ll need to record what happens before and after the results. This tracking progress will increase the effectiveness of employee involvement in decision making.

If you want to improve organizational performance, you’ll need repetitive winning outcomes.

Making decisions can cause employees to procrastinate, lose self-control, and lack quality. That’s why when you take advantage of your business data, it can help you decide what to do next.

Even if some data can’t make decisions for you, it will still narrow down your choices to find the right one. You’ll feel more confident when you’re not guessing what you should do.

To measure your efforts, you can track your company’s KPIs (Key Performance Indicators).

You’ll need to find out which metrics are important to you to help you measure the improvement in work performance.

For example, you could measure:

  • Average conversion time
  • Blog subscribers
  • Click-through rate
  • Cost per production
  • Engagement rate
  • Sales revenue
  • Social media traffic
  • Training costs
  • Website visitors
  • And so much more

What KPIs are important for your business?

These metrics are a huge resource for you and your team. Once you have the data laid out, it’ll be easier to make reasonable decisions for the company. 

This is something Dan Lok does when he wants to run ads on his programs. 

Since there are so many platforms to choose from when advertising, it’s best to focus on only a few or even one. For Dan, he tested out ads on Google, YouTube, Facebook, and more.

It seems like most of his students are finding him through Facebook. So, it would make sense to focus more on your ad spend on the platform that helps you create the most results. 

Makes sense, right? Keep in mind, the fastest way to improve is to test and see what works.

6. Optimize Your Progress

After you track your progress, you need to optimize them for better organizational performance.

Every great decision-maker wants to make smarter decisions all the time. To achieve that, you’ll need to keep finding ways to do things better. 

It could be as simple as redesigning your logo or as complex as developing a new website. Either way, these changes can generate more revenue for your business and improve work performance. 

How?

Well, technologies and the internet world are always changing. More people are online now and new apps are available. This means you’ll have to keep up to date on what’s trending. 

If you’re behind in the game, your competition might have the advantage. That’s why it’s crucial for you to keep updating your company’s processes. 

There’s an innovation for almost anything. If you feel that your workflow could speed up, there’s most likely a tool that can help you. 

When you can leverage the right resources, you’ll come across fewer problems in your business. And who wouldn’t want to be hands-off as much as possible?

Your team’s productivity and growth will speed up while performing at a high level. That’s what optimization can do for you when you put your focus towards it.

The ultimate goal should be for you to optimize everything – including your employees.

85% of search marketing professionals will focus more on conversion rate optimization. That means their marketing focus increases by 85%. Can you imagine what the results would be like?

It’s true that companies will have a higher chance of success by testing and optimizing more. You could add a few more zeros in your bank account.

Before you even think about running a new business, you need to optimize what you have first. Otherwise, you’re going to get side-tracked and never fix existing issues. Then, you’ll be able to carry out good habits in all aspects of the business.

7. Take Your Organizational Performance To The Next Level

Having employee involvement in decision making will take your hands off from a lot of things.

You don’t have time to hold your employees by the hand and make decisions for them. 

When there are hundreds of decisions to make every day, you’ll have no choice but to trust your team. You’ll need to rely on them to help make smarter decisions for you.

Sometimes it doesn’t go the way you want and can cause long-term mistakes. This also includes the loss of time, money, and resources. 

So, how can you ensure that mistakes like this won’t happen?

It’s important for you to build confidence in every employee that works with you. You’ll need to track and optimize everything in your business for better results.

The best way to go about this is to give your team the attention they need. 

Once they receive the proper training and feedback, they’ll be able to help you run your business. They can make bigger decisions on the spot. Or, they’ll know to reach out to other team members for guidance. Organizational behavior is essential for improving performance and commitment in the workplace.

As long as you’re transparent and supportive, your team looks forward to honing their skills. When you help them win, they will help you win too.

If you would like to find out how to lead a team to make smarter decisions and improve work performance, Dragon 100™ might be for you. 

Dragon 100™ is an advisory board designed for only 100 qualified entrepreneurs. This isn’t for everyone. It’s especially not for every business.

But, if you have what it takes to scale your business to the next level then this is the right place. Inside of Dragon 100™ you’ll surround yourself with the world’s great decision-makers.

You’ll even get to discover how to add an extra 6 or 7 figures to your business in a short period of time. With Dan Lok’s guidance, you’ll save years from figuring it all out on your own. 

Click here to apply and become a Dragon 100™ member today.

I hope you enjoy reading this blog post.

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