In this episode we’re getting together to discuss a topic that is challenging for most business owners, and that is how to manage conflict and have difficult conversations. Many leaders are afraid to even hire people and grow their business for fear of dealing with conflict down the road. Fortunately, you can take intentional steps to make this process easier.

The first step should always be to look at your behaviors first. Decide whether or not you’ve given them the right tools, clearly explained your expectations, and trained them properly. If you answer yes to those questions, then it's time to have a conversation.

There are some helpful tips that can make this conversation easier to tackle. Be specific and have clear examples of the behavior you want to change. Be proactive by taking time to plan what you say, but don’t wait so long that the emotion festers and builds. Practice what you’re going to say, either to yourself or someone else you trust, so that the conversation doesn’t go off track.

When you're engaged in the conversation, make sure to show empathy for their side, actively listen, and acknowledge any criticism they offer you back. Take responsibility for your part in the conflict. Prove to them that you understand their point of view. Remember that they may need time to reflect since this conversation can come up unexpectedly for them.

You can’t know the outcome beforehand, but it opens up a dialogue and will lift a weight off of your shoulders. It’ll create the potential to move forward together on the same page as a stronger team. Regardless of the outcome, you’ll build character as you learn how to face conflict with more confidence in the future.

Connect with us:

www.leverageladies.com

In today's episode Linda and Shannon discuss talent vs. non-talent, and how to distinguish between the two. 

There are several ways to identify non talent team members. As leaders, they can be harder to notice since you are in the thick of it. Ask yourself: Is the workload constantly coming back to you? Do they help find solutions, or bring new problems? Typically, energy drainers are non-talents and energy givers are the talent.

If a person is true talent, they will take initiative in the role they are placed in. Often, they will take the role to the next level and exceed your expectations. Everyone will run into challenges in whatever position they are in, but the individuals with talent are self-sufficient and can find solutions on their own.

It’s incredibly helpful if you can learn to discern between the two during the hiring process. Just because a team member is good at their tasks doesn’t make them the right person for that role. Real talent is someone who is intrinsically motivated to complete the tasks because they enjoy them or get something out of them. Otherwise, they won’t stay long in the role. Tie their vision of success with the growth of the company, and the relationship will be fruitful.

Don’t rush into bringing someone on board. Learn more and get to know each other, because then you can make a more informed decision and the potential hire can decide for themselves if they feel the role is a good fit for them, too.

Connect with us:

www.leverageladies.com

Today we’re welcoming Jeff Kuhn. From a young age, Jeff has had a desire to work closely with people and help them in their lives. He leaned into this desire over the years, and has many years of experience working as a recruiter. All of this has led him to being an executive leadership coach, public speaker, and business owner.

Jeff focuses primarily on helping businesses grow via their leverage, and believes the purpose of a true leader is to facilitate the evolution of their team members so that they can achieve their own goals.

One of the biggest things Jeff has learned from years of creating teams is not to hire people you like, but to hire someone who is truly fit for the job. Working in a high-performance environment requires a motivated personality type, and those who want to do the bare minimum will not thrive in this environment.

For many leaders, their greatest hesitation arises when it comes to signing another paycheck not knowing if it will be worth it. Hire for a position that will make the biggest difference in your business; someone that can do revenue-generating tasks and free up your time as the owner. Hire someone based on whether or not there will be a return on your investment.

Attracting the right type of people to your business and knowing how to figure out who’s the best fit for the position can be challenging, but if you learn how to bring in those people and help guide them toward their own success, your business will be successful too.

Connect with Jeff:

www.bemoreeveryday.com

Connect with us:

www.leverageladies.com