New Year, New Goals: Why Every Entrepreneur Needs a Business Coach in 2025

The Entrepreneurial Journey: Navigating Uncharted Waters

Embarking on an entrepreneurial venture is akin to setting sail on uncharted waters – exhilarating yet daunting. The path is rarely linear, and the challenges are numerous, from securing funding and managing resources to navigating ever-changing market dynamics and fierce competition. Entrepreneurs often find themselves wearing multiple hats, juggling diverse responsibilities while striving to turn their vision into a thriving reality.

In this tempestuous sea of uncertainty, it's easy to feel overwhelmed and lose sight of the horizon. Without a reliable compass, even the most determined entrepreneurs can find themselves adrift, struggling to maintain course and momentum. This is where the invaluable guidance of a business coach comes into play, serving as a steadfast lighthouse, illuminating the way forward and helping entrepreneurs navigate the treacherous waters with confidence and clarity.

The Role of a Business Coach: Your Personal Sherpa

As an entrepreneur, the path to success is often riddled with obstacles, uncertainties, and challenges that can seem insurmountable. This is where a business coach comes into play, serving as your personal Sherpa, guiding you through the treacherous terrain of the entrepreneurial landscape.

A business coach is a seasoned professional with extensive experience and expertise in the realm of business. They act as a mentor, advisor, and accountability partner, providing invaluable insights, strategies, and support to help you navigate the complexities of running a successful venture.

One of the primary roles of a business coach is to help you identify and overcome obstacles that may be hindering your progress. Whether it's a lack of focus, inefficient processes, or limited resources, a coach will work with you to identify the root causes and develop practical solutions tailored to your specific needs.

Moreover, a business coach can assist you in setting realistic and achievable goals that align with your vision and aspirations. They will help you break down these goals into actionable steps, ensuring that you stay on track and maintain momentum throughout your entrepreneurial journey.

Accountability is another crucial aspect that a business coach brings to the table. As an entrepreneur, it's easy to become sidetracked or lose motivation, especially when faced with setbacks or challenges. A coach will hold you accountable, keeping you focused and motivated, and providing the necessary push to overcome obstacles and achieve your desired outcomes.

In addition to their expertise and guidance, business coaches often have extensive networks and connections within the industry. They can introduce you to valuable resources, potential partners, or mentors who can further enhance your chances of success.

Ultimately, a business coach is an invaluable asset for any entrepreneur seeking to unlock their full potential and achieve their dreams. With their guidance, support, and unwavering commitment to your success, you can navigate the entrepreneurial landscape with confidence, overcome obstacles, and reach new heights of personal and professional growth.

Setting Realistic and Achievable Goals

As an entrepreneur, setting goals is crucial for the success of your business. However, it's not enough to simply have goals – they need to be well-defined, realistic, and achievable. This is where the SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) framework comes into play, and a business coach can be an invaluable asset in helping you navigate this process.

A business coach will work with you to ensure that your goals are specific, clearly outlining what you want to achieve. Vague or ambiguous goals are often difficult to attain and can lead to frustration and a lack of progress. By being specific, you can create a roadmap for success and identify the necessary steps to reach your desired outcome.

Measurability is another crucial aspect of goal-setting. A coach will help you establish quantifiable metrics to track your progress and determine whether you're on the right path. These metrics could include sales targets, customer acquisition rates, or operational efficiency benchmarks. By measuring your progress, you can make data-driven decisions and adjust your strategy as needed.

Achievability is also essential. While it's important to set ambitious goals, they should still be realistic and attainable. A business coach can provide an objective perspective, helping you assess your resources, capabilities, and potential obstacles. They can guide you in breaking down larger goals into smaller, more manageable steps, ensuring that your goals are challenging but not overwhelming.

Relevance is another key factor. Your goals should align with your overall business strategy and vision. A coach can help you prioritize and focus on the most important objectives, ensuring that your efforts are directed towards initiatives that will have the greatest impact on your success.

Finally, a business coach will emphasize the importance of setting time-bound goals. Establishing specific deadlines and milestones can create a sense of urgency and accountability, preventing procrastination and keeping you on track.

By leveraging the expertise of a business coach and embracing the SMART goal-setting framework, you can increase your chances of achieving your entrepreneurial aspirations. A coach will not only guide you in setting realistic and achievable goals but also provide ongoing support, accountability, and motivation throughout your journey.

Developing a Winning Mindset

The entrepreneurial journey is paved with challenges, setbacks, and self-doubt. Navigating these obstacles requires a resilient and growth-oriented mindset – something that a business coach can help cultivate. With their guidance, entrepreneurs can learn to reframe failures as learning opportunities, embrace constructive criticism, and continuously strive for self-improvement.

One of the most significant barriers to success is often our own self-limiting beliefs. A business coach can help identify and dismantle these mental roadblocks, empowering entrepreneurs to break free from negative thought patterns and embrace a more positive, empowered perspective. Through coaching exercises, entrepreneurs can develop a greater sense of self-awareness, challenge their inner critic, and cultivate a growth mindset that embraces challenges as opportunities for growth.

Moreover, a business coach can serve as a source of unwavering support and motivation, particularly during times of adversity or self-doubt. They can help entrepreneurs maintain perspective, celebrate small wins, and stay focused on their long-term goals, even when the path ahead seems daunting. By fostering a resilient and adaptable mindset, a business coach equips entrepreneurs with the mental fortitude necessary to navigate the inevitable ups and downs of the entrepreneurial journey.

Accountability and Motivation: Staying on Track

As an entrepreneur, staying motivated and accountable can be one of the biggest challenges you face. With no boss to report to and the weight of your business resting squarely on your shoulders, it's easy to lose focus, procrastinate, or become complacent. This is where a business coach can be invaluable.

A coach acts as an impartial third party, holding you accountable to the goals and deadlines you've set for yourself and your business. They'll check in regularly, track your progress, and provide constructive feedback and guidance to keep you on track. When you hit roadblocks or feel discouraged, your coach will be there to offer motivation, support, and a fresh perspective.

Moreover, a good coach will help you develop systems and habits that foster accountability and self-motivation. They may recommend tools and techniques for time management, task prioritization, and goal-setting, tailoring their approach to your unique needs and learning style.

With a coach in your corner, you'll have someone invested in your success, someone who will celebrate your wins and push you to overcome obstacles. Their belief in your potential and their commitment to your growth can be the driving force that keeps you motivated and accountable, even when the going gets tough.

Leveraging Expertise and Experience

As an entrepreneur, you're constantly faced with new challenges and decisions that can significantly impact the trajectory of your business. While ambition and determination are essential ingredients for success, navigating the complexities of the entrepreneurial landscape can be daunting, especially if you're venturing into uncharted territory. This is where the invaluable expertise and experience of a business coach come into play.

A seasoned business coach has walked the path you're embarking on, encountering and overcoming obstacles that you may not have even anticipated. They possess a wealth of knowledge gleaned from years of experience, successes, and even failures – all of which can serve as a guiding light for your entrepreneurial journey.

By leveraging a business coach's expertise, you gain access to a treasure trove of insights and strategies that can help you navigate the treacherous waters of entrepreneurship with greater confidence and clarity. They can shed light on common pitfalls and blind spots, equipping you with the tools and knowledge to make informed decisions that mitigate risks and maximize opportunities.

Moreover, a business coach's experience extends beyond just theoretical knowledge. They have a deep understanding of the practical realities of running a business, from managing cash flow and scaling operations to building a strong team and cultivating a winning company culture. This real-world experience is invaluable, as it allows them to provide tailored guidance and actionable advice that resonates with your specific challenges and goals.

By tapping into a business coach's expertise and experience, you gain a competitive edge in an ever-evolving business landscape. They can help you identify and capitalize on emerging trends, adapt to changing market dynamics, and stay ahead of the curve – all while ensuring that your entrepreneurial journey remains grounded in sound business principles and best practices.

Networking and Collaboration Opportunities

Successful entrepreneurs understand the power of networking and collaboration. However, building a robust professional network and identifying the right collaboration partners can be a daunting task, especially for those just starting out or navigating a new industry. This is where a business coach can be an invaluable asset.

A seasoned business coach often has an extensive network of industry professionals, experts, and fellow entrepreneurs. By working with a coach, you gain access to this wealth of connections, opening doors to potential partnerships, joint ventures, and valuable industry insights.

Moreover, a business coach can guide you in developing effective networking strategies tailored to your specific goals and target audience. They can teach you how to make lasting connections, communicate your value proposition effectively, and identify mutually beneficial collaboration opportunities.

Collaborating with others in your field can lead to synergistic partnerships, resource sharing, and the exchange of valuable knowledge and expertise. Your business coach can help you navigate the intricacies of collaboration, ensuring that you establish clear expectations, define roles and responsibilities, and protect your interests while fostering a spirit of cooperation.

Additionally, a business coach can introduce you to like-minded individuals, mastermind groups, or industry associations, providing you with a supportive community of peers who share similar challenges and aspirations. These connections can serve as a sounding board for your ideas, offer valuable feedback, and potentially lead to fruitful collaborations or referrals.

In the ever-evolving business landscape, networking and collaboration are crucial for staying ahead of the curve, identifying new opportunities, and fostering growth. By leveraging the expertise and connections of a business coach, you can expand your professional network, forge strategic alliances, and unlock the power of collaboration, propelling your entrepreneurial journey to new heights.

Investing in Your Success

Entrepreneurship is a journey filled with challenges, triumphs, and constant growth. As an entrepreneur, your most valuable asset is yourself – your knowledge, skills, and mindset. Investing in your professional development is an essential aspect of ensuring long-term success and staying ahead of the curve.

Hiring a business coach can be a worthwhile investment that pays dividends in numerous ways. A coach serves as a trusted advisor, providing objective feedback, guidance, and accountability to help you navigate the complexities of running a business. They bring a wealth of experience and expertise to the table, offering insights and strategies tailored to your specific goals and challenges.

Working with a business coach is an investment in your personal and professional growth. They can help you identify blind spots, overcome limiting beliefs, and develop a growth mindset that propels you forward. By providing an outside perspective, a coach can challenge your assumptions and push you out of your comfort zone, encouraging you to think differently and explore new opportunities.

Moreover, a business coach can help you streamline your processes, optimize your operations, and make data-driven decisions. They can assist in developing effective marketing strategies, improving team management, and enhancing your leadership skills – all crucial elements for scaling your business and achieving sustainable growth.

Investing in a business coach is not just a financial commitment; it's a commitment to your personal and professional development. It demonstrates your dedication to continuous learning and improvement, which is essential in the ever-evolving business landscape. By partnering with a coach, you gain access to a wealth of knowledge, accountability, and support, empowering you to overcome obstacles, seize opportunities, and achieve your entrepreneurial dreams.

Finding the Right Coach for Your Needs

Choosing the right business coach is crucial for maximizing the benefits of this invaluable partnership. Every entrepreneur has unique goals, challenges, and personality traits, so finding a coach who aligns with your specific needs is essential.

Start by defining your objectives and desired areas of improvement. Are you looking to enhance your leadership skills, streamline operations, or develop a robust marketing strategy? Identifying your priorities will help narrow down your search for a coach with relevant expertise.

Seek recommendations from trusted sources within your network, such as fellow entrepreneurs, industry associations, or business mentors. Personal referrals can provide valuable insights into a coach's style, approach, and track record of success.

During the initial consultation, pay close attention to the coach's communication style and whether it resonates with you. A good coach should be an active listener, ask probing questions, and demonstrate a genuine interest in understanding your unique circumstances.

Evaluate the coach's experience and credentials. While certifications and formal training are important, practical experience in your industry or with businesses at a similar stage can be equally valuable. A coach who has navigated challenges similar to yours may offer more relevant guidance.

Inquire about the coach's methodology and approach. Some coaches may rely heavily on structured programs, while others prefer a more flexible, tailored approach. Ensure their style aligns with your preferred learning and working methods.

Finally, consider the coach's availability and commitment. A successful coaching relationship requires consistent communication and dedicated time. Discuss expectations upfront to ensure both parties can commit the necessary resources.

Remember, finding the right business coach is an investment in your personal and professional growth. Take the time to thoroughly evaluate potential candidates to ensure a rewarding and productive partnership.

Embracing Change and Growth in the New Year

As an entrepreneur, the ability to adapt and grow is essential for long-term success. The business landscape is constantly evolving, and those who fail to embrace change risk being left behind. The new year presents an opportunity for a fresh start, a chance to reassess your goals and strategies, and make the necessary adjustments to stay ahead of the curve.

A business coach can be an invaluable partner in this journey of growth and transformation. They bring an objective perspective, offering insights and guidance that can help you identify areas for improvement and develop actionable plans to address them. With their expertise and experience, they can help you navigate the challenges that come with change, providing support and accountability to ensure you stay on track.

Moreover, a business coach can help you cultivate a growth mindset, encouraging you to embrace challenges as opportunities for learning and development. They can help you recognize and overcome limiting beliefs, and foster a mindset of continuous improvement, enabling you to adapt and thrive in an ever-changing business environment.

As you embark on the new year, embrace the chance to grow and evolve. Seek out a business coach who can serve as a trusted advisor, guiding you through the process of change and helping you unlock your full potential. Remember, growth is not merely an option but a necessity for any entrepreneur striving for sustained success.

How To Attract and Retain Superstar Employees

As a small business coach, I have found that finding and retaining good employees is crucial for the success of any small business. The performance and productivity of your workforce have a direct impact on your bottom line. Employees interact with customers, develop products and services, and represent your small business's brand and values. Having a talented pool of engaged employees can give your small business a significant competitive advantage.

On the other hand, high turnover from poor hiring and retention practices can be extremely costly. Recruiting and training new employees requires a substantial investment of time and money. Plus, there is a loss of productivity as new hires get up to speed. When employees leave, your business loses their institutional knowledge and expertise. This brain drain can significantly impact performance. Developing an effective hiring and retention strategy needs to be a priority for leaders looking to build a thriving small business.

This guide will provide valuable insights and proven tips on how to find, motivate, and keep top talent over the long term. We’ll share strategies for sourcing and selecting the best candidates. You'll learn best practices from the best small business coach in Oklahoma City for onboarding new hires and techniques for fostering an engaging company culture. We'll also discuss the role of professional development, work-life balance, and competitive compensation in retention. Follow these recommendations, and you'll be on your way to assembling a skilled and dedicated workforce that drives business success.

Define 'Good Employee'

When hiring, it's important to first define what makes a good employee for your specific company and role. This will help guide your recruitment and retention strategies. Some key attributes to consider:

Skills and Experience - Ensure candidates have the required hard skills, education, and experience listed in the job description. Also, look for related transferable skills.

Cultural Fit - Hire people whose work styles and values align with your company culture. Seek motivated self-starters who work well in teams.

Strong Work Ethic - Look for responsible, dependable, and proactive workers who consistently meet deadlines and expectations. They take initiative rather than waiting to be told what to do.

Positive Attitude - Choose optimistic go-getters with passion for their work. They handle stress well and focus on solutions.

Good Communication - Effective verbal, written, listening, and interpersonal skills enable collaboration. They openly share ideas and provide constructive feedback.

Desire to Learn - Eagerness to continuously expand skills shows ambition. On-the-job training and education builds talent.

Problem-Solving Skills - Analytical and creative thinkers who troubleshoot issues and uncover innovations help drive business.

Defining ideal employee criteria sets qualifications to screen candidates for the best hires. It also gives current staff a model for success to develop their skills and value.

Recruitment Strategies

Finding and attracting top talent is crucial for building a strong team in your small business. Here are some effective recruitment strategies that I’ve discovered as a small business coach working with numerous small business owners:

Leverage Employee Referrals - Encourage current employees to refer qualified candidates from their networks. Employee referrals tend to yield higher quality hires. Offer referral bonuses to motivate employees.

Network and Build Relationships - Attend industry events, conferences, and seminars to meet potential candidates. Connect with professional associations related to your industry. Build genuine relationships over time to establish your company's reputation.

Optimize Your Job Listings - Craft compelling job descriptions that communicate your company mission and culture, not just responsibilities. Highlight opportunities for growth and development. Advertise openings on niche job boards related to your industry.

Search LinkedIn - Leverage LinkedIn Recruiter to source passive candidates. Search by skillsets, experience, education, and other criteria. Reach out directly to qualified prospects.

Partner with Universities - Build relationships with nearby colleges and universities to recruit graduates. Host info sessions on campus. Offer internships and mentorships to attract young talent.

Modernize Your Employer Brand - Showcase your company culture on social media and your careers page. Highlight unique perks, values, and community engagement. Spotlight employee testimonials and stories.

Consider Diversity - Prioritize diversity and inclusion in your recruiting. Seek candidates from a variety of backgrounds and demographics. Remove bias from your hiring processes.

Move Quickly - Respond promptly to applicants and schedule interviews rapidly. Make hiring decisions decisively. Top candidates tend to get snapped up quickly.

Interview Best Practices

Conducting effective interviews is crucial for identifying and hiring top talent for your small business success. Here are some best practices:

Ask the Right Questions

• Focus on questions that reveal the candidate's skills, experience, work ethic, problem-solving abilities, and cultural fit. Avoid personal or illegal questions.

• Ask mostly open-ended behavioral questions like "Tell me about a time you had to deal with an unhappy customer" rather than simple yes/no questions.

• Inquire about their interest in the role and company to gauge engagement.

• Ask follow-up questions on their resume and past work. "I see you increased sales by 30% in your last role. Walk me through how you achieved that."

Evaluate Candidates Thoughtfully

• Look beyond credentials to understand their true abilities. Have them demonstrate skills with role-playing scenarios.

• Assess their communication skills, analytical abilities, and emotional intelligence, not just technical skills.

• Consider whether they would thrive in your company culture. Look for motivation, work ethic, and team orientation.

• Develop a consistent rubric and rating system to fairly compare candidates. Take detailed notes during interviews.

• Check references to verify past performance and fill in any gaps in your understanding of the candidate.

Taking time to properly screen applicants through insightful interviewing leads to making job offers to the very best candidates who will become engaged, productive employees.

Onboarding New Hires

Onboarding is a critical time to set new hires up for success. A strong onboarding process helps new employees learn their role, understand the company culture, and feel engaged from day one. Here are some tips for effective onboarding:

Training

• Provide job-specific training on systems, processes, and responsibilities. Make sure they have the hard skills to excel in their role.

• Assign a mentor or buddy who can answer questions and provide guidance.

• Create a training schedule or checklist to ensure all bases are covered.

• Offer ongoing training opportunities for continuous learning and growth.

Orientation

• Give an overview of the company history, mission, values, and culture.

• Review organizational charts, reporting structures, and key contacts.

• Tour the office space and facilities. Introduce the new hire to team members.

• Explain company policies, procedures, and resources available.

• Set goals and expectations for the role. Provide job descriptions and performance metrics.

Resources

• Set up equipment, email, building access, and other logistics ahead of time.

• Provide guides, manuals, or FAQs on company processes.

• Create quick reference sheets with important contacts, tools, and systems.

• Assign a peer buddy as a go-to resource for questions.

• Check in regularly to see if any other resources are needed.

Following best practices for training, orientation, and resources helps new hires feel supported. This leads to greater productivity, job satisfaction, and retention.

Company Culture

Company culture refers to the shared values, attitudes, standards, and beliefs within an organization. It affects every aspect of the workplace, from how employees interact to how decisions are made. Developing a strong, positive company culture is crucial for attracting and retaining top talent for your small business success. Here are some tips:

Define your values. Determine 3-5 core values that represent what your company stands for, like integrity, collaboration, innovation, etc. Make sure leaders model these values and they are incorporated into policies and Standard Operating Procedures.

Create an engaging environment. Design workspaces to facilitate collaboration and relationship building. Provide recreational spaces for employees to relax and recharge. Host social events, parties, team building activities.

Encourage open communication. Maintain open door policies. Provide anonymous feedback channels. Hold regular all-hands meetings for updates and Q&As. Foster transparency at all levels.

Promote diversity and inclusion. Value diverse backgrounds and perspectives. Prohibit discrimination and harassment. Accommodate different needs and work styles. Seek input from all groups.

Support work-life balance. Offer flexible schedules and remote work options. Provide generous time off and leave policies. Respect employees' personal lives and responsibilities outside work.

Recognize achievements. Celebrate wins and milestones. Reward outstanding contributions. Give praise and appreciation for good work. Highlight employee accomplishments.

By nurturing a supportive, engaging culture centered around shared values, companies can increase employee satisfaction, boost retention, and attract top talent. The company culture sets the tone for the entire employee experience.

Professional Development

Professional development opportunities are essential for retaining good employees. Employees want to continuously learn new skills and advance their careers. There are several effective professional development strategies that I’ve found as a small business coach working with hundreds of small business owners:

Training Programs

• Offer internal training programs and workshops. These allow employees to expand their skills within their current role. Provide a training budget so employees can take external courses too.

• Cross-train employees in different departments. This exposes them to new areas while diversifying their skills.

• Bring in expert guest speakers or host "lunch and learn" sessions for employees to learn new concepts.

• Send employees to industry conferences and events to stay on top of the latest trends and innovations.

Mentorship

• Develop a formal mentorship program that pairs junior employees with more experienced mentors. The mentors can advise them on career growth and developing new capabilities.

• Managers should provide coaching and mentorship through regular one-on-one meetings with their direct reports. This gives ongoing guidance tailored to the employee's strengths and interests.

Growth Opportunities

• Create clear pathways for advancement, so employees can see options to get promoted and take on more responsibility over time.

• Support employees' goals for upward mobility by providing training for new skills needed in more advanced roles.

• Offer stretch assignments and special projects so employees can gain experience and showcase skills outside their daily responsibilities.

• When appropriate, promote from within and fill higher-level positions with existing employees. This demonstrates opportunities for upward mobility.

By focusing on professional development through training, mentorship, business coaching, and growth opportunities, companies can retain their best talent over the long-term. Employees who feel supported and see a path forward are more likely to stay engaged and committed.

Compensation and Benefits

Offering competitive compensation and benefits is key to attracting and retaining top talent. Here are some best practices:

Fair Pay

• Research pay rates in your industry and geographic region. Pay employees fairly based on their role, experience, and performance.

• Consider paying above market rate for hard-to-fill roles.

• Offer annual raises to keep up with cost of living and reward performance.

• Conduct compensation reviews regularly to ensure pay equity.

Insurance

• Provide quality medical insurance. Consider covering a portion of the premiums.

• Offer dental, vision, disability, and life insurance.

• Allow employees to customize plans to fit their needs.

Retirement Plans

• Offer matching 401(k) contributions.

• Provide education about saving for retirement.

• Consider profit sharing plans.

Time Off

• Offer ample paid time off for vacation and sick days.

• Allow employees to purchase additional vacation time if desired.

• Provide parental leave for new parents.

• Allow flexible schedules when possible.

Providing strong compensation and benefits shows employees they are valued. It promotes loyalty, satisfaction, and better performance. Evaluate regularly to remain competitive.

Work-Life Balance

A healthy work-life balance is key for retaining good employees long-term. Offering flexibility shows you trust your employees and value their personal lives. Consider implementing flexible schedules, remote work options, and time off policies that support work-life balance.

Flexible Schedules

Allow employees to have flexible start and end times for their workday. As long as they complete their required hours, let them choose when those hours fall. For example, one employee may prefer to work from 7am-3pm, while another works 10am-6pm. Accommodate individual schedules whenever possible.

Remote Work Options

With today's technology, many roles can be done remotely for some or all of the week. Offer work-from-home days or telecommuting options. Employees appreciate the ability to avoid commutes and work from home when needed. Set clear expectations and have employees report on tasks completed when working remotely. Video calls and collaboration tools keep remote workers engaged.

Providing schedule flexibility and remote work shows employees their personal lives are valued. This contributes to work-life balance and higher job satisfaction. Employees who feel supported are more loyal and motivated.

Measuring and Improving Employee Retention

Monitoring employee retention metrics and gathering feedback are critical for identifying issues and opportunities to improve. Here are some best practices:

Conduct exit interviews when employees leave to understand why they are choosing to go elsewhere. Look for any themes or recurring issues that need addressing.

Send out engagement and satisfaction surveys regularly to gauge how happy and fulfilled employees feel in their roles. Anonymous surveys can elicit more honest feedback.

Track turnover rates across teams and positions to identify problem areas. Set goals for reducing turnover. Investigate spikes or high rates.

Calculate retention rates at various milestones, such as after 3 months, 6 months, 1 year, etc. This indicates where you may be losing people and can prompt further analysis.

Monitor absenteeism and sick days as potential signs of disengagement or burnout. Check if certain teams or individuals take more unplanned time off.

Gather feedback during one-on-one meetings with managers about what employees enjoy about their jobs and what needs improvement. Managers can surface themes.

Conduct stay interviews to learn what makes employees want to continue working for you. Understand their goals and motivations.

Analyze exit data to identify what types of employees are leaving - high performers, disengaged workers, long timers, new hires, etc.

Set retention targets as key performance indicators and measure progress. Share results across the organization.

Continually monitoring metrics, soliciting feedback, and acting on insights will lead to higher employee retention over time. The goal is to uncover issues early and implement solutions quickly.

Does this sound overwhelming?

Consider hiring a small business coach who can provide in-depth guidance and support for you and your small business to succeed.

Click Here to schedule a FREE consultation with one of the top small business coaches to help you plan your growth strategies.

Or call 405-919-9990 today!

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Unlocking Team Potential: Building A Resilient Company Culture With Business Coaching And DISC Proficiency

In the dynamic world of small business operations, success hinges not only on strategies and systems but also on understanding and leveraging predictable human behavior effectively.

Building a thriving company culture requires a profound understanding of each individual within the organization.

One powerful tool that guides this understanding is the DISC model, categorizing predictable behavioral traits into four distinct personalities: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C).

Employing DISC in your small business can significantly contribute to building a cohesive and productive company culture.

Decoding the DISC Model:

The DISC model serves as a compass, navigating through an individual's predictable behavior in diverse circumstances. Each style represents a unique set of characteristics and tendencies.

Dominance (D): This style embodies a direct, results-driven approach. Individuals with a dominant style are assertive, resolute, and avid seekers of challenges and growth opportunities—essential qualities for effective team building in any small business.

Influence (I): The influential style manifests through an outgoing, enthusiastic demeanor. Individuals exuding this style revel in building relationships, excel in persuasive communication, and often seek validation and acknowledgment—a crucial aspect of nurturing a positive company culture.

Steadiness (S): The steadiness style underscores cooperation, support, and a patient ethos. Individuals embracing this style are steadfast, dependable, and value teamwork and stability in their professional sphere—cornerstones for a resilient company culture.

Conscientiousness (C): The conscientiousness style places emphasis on precision, accuracy, and a quality-centric approach. Individuals characterized by conscientiousness are meticulous, analytical, and prefer a methodical and organized approach to tasks—vital attributes in a small business environment where attention to detail is key.

Understanding these distinct styles empowers organizations to tailor their approach to communication, team dynamics, conflict resolution, and leadership development, amplifying organizational efficacy and promoting effective company culture.

Utilizing the expertise of a business coach is highly suggested for getting the best outcomes when implementing DISC in your small business.

Applying DISC to Cultivate Company Culture:

Communication: DISC styles lend insight into tailoring communication strategies. Addressing a D-style employee demands a direct and succinct approach, whereas an I-style employee thrives on engaging and sociable interaction—essential strategies for effective team building and promoting a healthy company culture.

Team Dynamics: Utilize the DISC model to compose diverse and harmonious teams. A blend of D, I, S, and C styles fosters a varied perspective, augmenting problem-solving and innovative capacities, vital elements of successful team building within a small business setting.

Conflict Resolution: When conflicts arise, recognizing involved parties' DISC styles guides resolution efforts. Addressing concerns and motivations aligned with each style fosters understanding and facilitates amicable resolution—a critical skill for maintaining a positive company culture within a small business.

Leadership Evolution: DISC assessments identify potential leaders and customize development paths. Understanding an individual's inclinations aids in formulating an effective leadership development strategy, crucial for effective team building and overall company culture.

Nurturing a Cohesive Company Culture in Small Business:

Encourage Flexibility: Educate employees on diverse DISC styles and promote adaptability. A culture that appreciates varied behavioral styles encourages inclusivity and understanding—integral aspects of a thriving company culture within a small business.

Foster Collaboration: DISC insights can foster collaboration and synergy among team members. Emphasize the unique value each style contributes to the team's collective triumph—essential for successful team building and cultivating a robust company culture.

Cherish Diversity: Recognize and celebrate the uniqueness of each style; no one style is superior. Valuing the array of behavioral traits within the organization underlines collaboration and understanding—essential for a thriving company culture in the context of a small business.

By integrating DISC insights into the organizational fabric, a profound and harmonious environment emerges, empowering employees and aligning them with the company's vision.

Understanding and embracing these predictable behavioral traits pave the path for a culture that nurtures success, growth, and enduring prosperity in the realm of small business.

Want to learn the steps to implement DISC in your company? Click Here.

Want a professional small business coach to help you implement DISC in your small business? Click Here.

If you are ready to talk to one of the top-rated small business coaches centrally located in Oklahoma City, Oklahoma, in the United States, CLICK HERE to chat or CLICK HERE to call us at 405-919-9990 today!

3 Critical Things All Great Leaders Do To Earn Respect

Great organizational teams are a result of exceptional leaders. It may be true that good leaders are born with prevailing leadership characteristics, but extraordinary leaders are not born, they are the product of constant learning, discipline, and humility. Exceptional leadership is what separates excellent companies from average companies.

There are countless books, articles, and blogs on leadership. Experts in leadership have numerous principles required for leading a team to greatness. Which policies work best for your organization will depend on the culture of your company.

Here are three key things that all great leaders do, no matter the circumstances of their culture or team.

 Never Complain Or Criticize

Growing up, we all heard those infamous words, "If you don't have anything nice to say, then don't say anything at all." We've listened to these words not just once or twice, but numerous times throughout our childhood. We've heard them so often that it should be as easy as walking and chewing gum at the same time.

Yet, for most, it is easier and faster to complain and criticize, rather than to find a solution. Finding a solution takes time and energy, which most of us don't have enough of in the first place.

Constant complaining and criticizing will earn you the "that person" title. We all know them. We've all been around them. We have all probably worked for one. You know, "that person" who no one wants to be around because they are consistently negative, complaining, and criticizing others. You know, "that person" who is continually talking about others in a demeaning or passive-aggressive way.

It's unfortunate that, in most cases, "that person" never changes. It's almost like it is in their DNA as if they are on this earth for the primary reason of showing us how miserable life really could be. As a leader, you do not want to be "that person!"

To some degree or another, we all complain or criticize from time to time. It is human nature. Although we should always try, we cannot control our emotions 100% of the time. When we have had a bad day, sometimes, we just need to vent. As a leader, we need to be aware of our audience. It should never be in front of our employees.

When is it not okay to complain or criticize? Always! Leaders are at a higher standard. Leaders need to be "that person." No, not the "that person" that no one wants to be around, but "that person" who everyone wants to be around. "That person" who does no wrong, "that person" who always has the solution and "that person" who is a confidant. You will not be a successful leader if you say anything negative about another employee. You will lose all trust with employees.

If you want to lose the trust and respect from those around you immediately, complaining and criticizing will do the trick. Not only will you become "that person" who no one wants to be around, but you will also bring your colleagues down, annoy and depress those around you, drain everyone's energy, and, most importantly, create counter-productivity. You should be building everyone up, not talking negatively, and bringing them down.

Never complain or unfairly criticize when you are in a leadership role. A golden rule of effective leadership is learning when and when not to open your mouth. There is a fine line of saying too much and not saying enough.

  If You Are Wrong, Admit It And Apologize

Let's get one thing clear here; if you can read this, you are a human with a drive to learn before you earn. All humans, not just some, make mistakes. Knowing this, admitting to an error should be easy to do, but the reality is that it's much easier said than done. 

Ego and arrogance are the biggest obstacles we must overcome as leaders to begin admitting our wrongdoings. Unfortunately, there are far more leaders who possess extreme pride rather than humility. Arrogant and egotistical leaders believe admitting their mistakes reflects a sign of weakness. It indicates just the opposite. Nothing displays a stronger character or reaps more amounts of respect than someone who can confront their mistakes, head-on, and apologize for them. But, it is hard to convince arrogant types of people because typically, their self-esteem is low. Even though they should show employees a different side, they don't know how or don't want to.

Now, I've been around quite a few of these types of people, and it is not pleasant. Their insecurities are so deep within that they have no other way to feel good about themselves, other than to push people around. It does not matter what advice you give, these types of people are going to throw their weight around, and the last thing they would ever do is admit when they were wrong.

The leadership principle of admitting mistakes and apologizing is not for the weak. The greatest leaders always admit their mistakes, apologize, and apologize swiftly. They are leaving no doubt within their team that they were wrong, learning from it and moving on to greener pastures.

When business owners and company managers fail to own up to their mistakes and push all of the blame onto their employees or colleagues, the team surrounding them always notices. They are aware of each attempt by their boss to cover the truth or refuse to apologize. There is nothing more devastating to a team than a dishonest leader. The immediate consequences of such behavior are for the best employees in the organization to seek opportunities elsewhere. The people a company can't afford to lose will be the first ones to go.

To grow as a leader, be humble, quickly admit to mistakes, and apologize immediately. Saying you were wrong and apologizing is not a liability. Assuming you were wrong and apologizing builds your credibility and the trust that employees will place in you. Extraordinary people want to follow exceptional, credible leaders.

  Empower Your Team

What separates average leaders from exceptional leaders is the ability to empower those around them. Many leaders confidently say they practice this leadership principle within their organization. Let's look at Merriam-Webster's official definition of the word empower.

Empower:

-     to give official authority or legal power to

-     to enable

-     to promote the self-actualization or influence of or influence of

To give official authority? Legal power? Enable? Promote? Whoa!

It would be in everyone's best interest if every individual in a leadership role were required to read, dissect, and truly understand the definition of empowering. Most leaders claim to empower their people, but most leaders do the opposite and exert their power over people. I am not saying that you should give legal authority to your employees, but you have to enable them and appreciate them openly for what they do.

I often hear individuals in a leadership role asked the question, "What do you contribute to your organization's success to?" The response used too often is usually, "Our people. Our people make this organization great. We EMPOWER our people." This response goes all over me and crawls way beneath my skin because we all know from experience that there are very few organizations that truly empower their people. Proclaiming empowerment, rather than practicing empowerment, is rampant in today's work culture.

There is a company that I happen to know that the word empower is used in its mission, vision, and culture statements. Self-proclamations were so prominent that their entire staff and all of their clients could see. Yet I witnessed the head manager ask the leaders of the company if they could post a sign telling semi-truck drivers that they could not drive behind the building for safety reasons.

Are they empowered? Really? Your lead manager needs to ask if they can post a sign warning truck drivers not to go past this point. Indeed this company has not authorized its employees.

Unfortunately, many organizations think they are empowering their team, but they do not understand the true meaning of empowerment. Truly understanding what it means to empower others and fully implementing this leadership principle is what separates the exceptional organizations from the average.

 To be an exceptional leader, you must fully, not partially, empower your people.

 Closing

Great leaders regularly invest in continued personal development that educates on how to be an exceptional leader. Exceptional leaders know that a leader is just that, a leader, not a boss.