13 Benefits to working within a Group

Forth Moon

Here are  13 benefits worth considering when thinking about how working in a business group could be beneficial to both your personal and business growth.

  1. Work ‘on your business’ rather than ‘in your business’
  2. Offers an external forum for discussion away from day to day operations
  3. An environment in which you’re not alone in issues faced
  4. Other people offer unique perspectives that you may not have considered
  5. Empathy & understanding on your challenges
  6. Peer-to-peer interaction with like-minded people
  7. Offer solutions to your problems or tactics to chase opportunities
  8. A chance to be strategic
  9. Group sessions provide a deadline to take action
  10. Creates focus
  11. Groups have a wide network of resources and specialists
  12. Provides a support network to invest in your inner game
  13. Offers you a chance to give back to others – the principle of reciprocity

Come and spend a year in business together and transform your business at Master Moons .


Darren Bourke

I really want you to start creating sustainable success in your business and life. Simply check out my FAQs videos HERE on what business owners most commonly ask about sustainable business success. If they help you, simply sign up and get the other 20x videos free.

Claim your Giveaways now, find out what the Fourth Moon is and reach your goals sooner!

Cheers, Darren K Bourke

Strategies for Business Owners to Play a Bigger Game in business this year

Devise and document your Strategic Plan for the new financial year incorporating your Top 5 Goals.

Implement your Strategy and launch it with your team. Share your vision and Game Plan.

Make non-negotiable commitments around internal meetings, staff management, management reporting, customer relationship management, supplier management and shareholder value.

Beyond your non-negotiable commitments, leave all other available capacity for ‘working on your business’.

Spend 80% of your time on, or influencing, the achievement of your Top 5 Goals.

Reduce reliance on you as keyperson through an engaged, empowered accountable team.

Maximize relationships with your Stakeholder Quadrant – Customers, Employees, Shareholders & Suppliers.

Reduce working hours through focus, structure, delegation and a commitment to the process.

Increase your profitability through serving your niche market better.

Get your profits out of the business through adopting a Takeout Policy.

Create wealth through investing profits systematically and methodically over time through a disciplined Takeout Policy.

Create a business model that delivers predictable results and crates sustainable success.

Come and join me for an evening where I’ll share my success strategies at Roadshow Melbourne where I deliver my Keynote Presentation The Fourth Moon – A Metaphor to Transform your Business


Darren Bourke

I really want you to start creating sustainable success in your business and life. Simply check out my FAQs videos HERE on what business owners most commonly ask about sustainable business success. If they help you, simply sign up and get the other 20x videos free.

Claim your Giveaways now, find out what the Fourth Moon is and reach your goals sooner!

Cheers, Darren K Bourke

 

10 Steps to Better Recruitment

10 steps to better recruitment

Making better recruitment decisions shouldn’t be left to chance.

I always say you never truly know how a new team member is going to work out until after they start. But you can use some proven tactics and processes that reduce the risk of a bad hire.

In this post, I share ten steps to increase your chances of making the right hiring decision.
 
1. Scope the role. List the Top 5 Key Priorities for the role over the next year. Draft a Position Description. Set the Total Remuneration Package (TRP). The TRP is inclusive of salary, superannuation, benefits, and bonuses. Note any further background requirements and commentary on the role up front. Share this information with the recruitment team. 
 
2. Decide on the recruitment process and commit to it. Who is responsible for recruiting the position? Are you outsourcing to a recruiter or conducting recruitment in-house? Set a budget for recruitment costs such as advertising and recruitment agency fees. How many candidates should be shortlisted? Who will attend the interviews? How many interviews will you conduct? What are the interview questions and process? Create a timeline from commencement to appointment.

3. Remember to ask your network. There are often hidden candidates outside of the traditional recruitment process. Email your network to ask if they have anyone they suggest that may be suitable. Post on social media, in particular LinkedIn. Post the job on your website.
 
4. Invite your team to take part. Ask your existing team members for help. Invite them to introduce candidates from their networks. Consider offering a cash incentive or gift, should a candidate introduced by a team member be hired. Beyond incentives, remember to praise them personally and in front of the team.
 
5. Map out your interview process. Don’t ask closed questions in interviews that need just ‘yes’ or ‘no’ answers. Ask candidates to draw on specific examples in the past where they have dealt with a situation, or demonstrated a required attribute, for the role. Consider inviting key team members to the final interview to get peer assessment on the candidate’s cultural fit.

6. Conduct thorough reference-checks. This should seem obvious but is often overlooked or rushed. A powerful final question to the referee is “Is there anything else I should know about this candidate before making a hiring decision?”

7. Lock in the right candidate as soon as possible. Don’t let paperwork or background details hold you back from making a verbal offer to a preferred candidate. If you have the right candidate in front of you, you’ve completed the recruitment process and agreed to make the hire – make them a verbal offer. Get an answer from them now or offer the night or weekend to think about it. Just try and get a verbal ‘yes’ from them. Great candidates generally get multiple job offers and aren’t on the market for too long. So snap them up. Afterwards, get the required paperwork and communication attended to. 
 
8. Document and conduct an induction process. Draft an induction process that outlines what happens on a new team member’s first day and in the weeks following commencement. Educate your team on the induction process. Ensure that the induction process is followed. 

9. Use the probation period to assess suitability. A pet hate of mine is seeing businesses hire new staff only to allow the probation to lapse without reviewing performance. Use the probation period to track the new team member’s performance. Raise issues and provide feedback throughout. Request feedback from the new team member. Sometimes a tough decision to not extend the role past probation must be made, resulting in the staff member’s termination. This may be a preferred course of action rather than accepting unsatisfactory performance, a potential unfair dismissal claim or an industrial relations dispute later.

10. Manage the team member post-probation. For staff that continue on as employees post-probation, ensure that you continue to manage them. Hire, induction and probation are just the beginning. The real job of optimizing performance begins with operational management and staff reviews. Commit to scheduling and conducting these important meetings and reviews in advance.


Darren Bourke

I really want you to start creating sustainable success in your business and life. Simply check out my FAQs videos HERE on what business owners most commonly ask about sustainable business success. If they help you, simply sign up and get the other 20x videos free.

Claim your Giveaways now, find out what the Fourth Moon is and reach your goals sooner!

Cheers, Darren K Bourke

How to create a Pitch that Rocks - The "You Know How" Pitch

Create a pitch that rocks

What’s your pitch?

Your pitch is your answer to “So what do you do?” - That magic question posed to you when introduced to someone at a seminar, networking event or social gathering.

And you want it to be great. Right?

To help you craft your perfect pitch, here is a refreshing take on how to create a pitch that rocks and doesn’t send your audience running for the exits.

Let’s look at some pitch approaches.

The Nametag Pitch

“What do you do?

“I’m a Business Coach”.

“Oh that’s interesting.”

Doesn’t work. There is no pitch. You are not memorable and your answer doesn’t lead to a secondary question or pique curiosity.

The Rambling Pitch

 “What do you do?”

“I help people with their businesses. I work on their management, marketing, financials, personnel, leadership, systems and so much more. I love working with people because people are so great. I also love businesses and am fascinated by how each one works”…….. and so on ad nauseam.

“Excuse me. I need to go to the toilet”. 

They never return. 

Doesn’t work because you have adopted a machine gun approach and your pitch lacks focus and clarity. They stopped listening half way through and couldn’t comprehend, let alone remember, your message.

The Elevator Pitch

“What do you do?”

“I help business owners optimize the four P’s – profit, productivity, people and performance” 
“That sounds interesting. How do you that?”

This is better. The pitch is clearer, more memorable and elicits a secondary question.

 The ‘You Know How’ Pitch
Never say the unutterable. It makes your tongue feel icky and you suffer heartburn.
Introducing the “You Know How Pitch”.

Pitch #1

“You know how most businesses just float along and never achieve the success they should?”

 “Well what I do is help small and medium businesses optimize what I call the four P’s – profit, productivity, people and performance”.

“In fact, I work together with clients to devise and document a concise strategy that drives and rewards the team, converts customers into loyal fans and creates fantastic wealth and lifestyle outcomes for the owners.”

Pitch #2

“You know how some skinny guys feel terrible about their bodies and wouldn’t be caught dead in a gym?”

“Well what I do is train 18 to 25 year old skinny males in private with a guarantee they’ll put on at least 10kg of muscle mass in 6 months”.

“In fact, I’m working with two guys in your neighborhood at the moment."

 See how more compelling these two pitches are?

The “You Know How” Pitch is conversational and flows. It tells a story and sets the scene.

You can imagine your listener nodding and asking further questions when you finish.

You can imagine your listener walking away with your card and remembering what you do.

They may even contact you again or refer potential clients.

This is the power of the “You Know How Pitch”.

Now I want you to draft your “You Know How Pitch”.

Don’t worry. It will seem weird at the start. But craft it and play with it.

Once you have created it, I want you to trial it through road-testing it with listeners.

What’s the worst thing that can happen?

Through road-testing it with listeners, you can assess their reaction through body language and follow-up questions.

Based on this analysis, you can then make tweaks to your “You Know How Pitch” to enhance it.

In time, you will nail it and have the Perfect Pitch.

I’d love to hear your “You Know How Pitch” so please add a comment.


Darren Bourke

I really want you to start creating sustainable success in your business and life. Simply check out my FAQs videos HERE on what business owners most commonly ask about sustainable business success. If they help you, simply sign up and get the other 20x videos free.

Claim your Giveaways now, find out what the Fourth Moon is and reach your goals sooner!

Cheers, Darren K Bourke