Law 7 - Build a Strong Team

Text Pete

In this episode of Business Owner Breakthrough with host Pete Mohr, we explore Law Number Seven of the 10 Laws of Moving from Operator to Owner in Your Business. 

Building a strong team is crucial to achieving your business goals, but it's important to hire with purpose rather than just hiring anyone. 

By starting with your promise, you can align your marketing and create a job description that specifically outlines the skills and experience needed for the position. 

When you have a thorough hiring process that assesses the cultural fit of your business, you can find the right talent to support you in achieving your goals. 

In this episode, Pete shares his framework for hiring based on the Four C's: capability, capacity, confidence, and culture. Once you've found the right talent, it's important to establish clear roles and responsibilities to ensure productivity and efficiency. 

Providing opportunities for growth and development, fair compensation, and a positive work environment are also key to retaining your team.

Here are a few things Pete covers:

• The importance of hiring with purpose
• Assessing the cultural fit of your business
• The Four C's of candidate evaluation
• Establishing clear roles and responsibilities
• Retaining your team through growth opportunities, fair compensation, and a positive work environment

It's time to take action:

Take a closer look at your hiring process and see how you can implement the Four C's to find the right talent for your business. Establish clear roles and responsibilities for each member of your team and provide opportunities for growth and development, fair compensation, and a positive work environment. Remember to communicate your

Today’s Download:

Simply go to 10 Laws for Moving from Owner to Operator to get your free downloadable ebook for your copy.

To get the pdf with the 4 Cs framework, simply go to Candid

Are you looking to make some changes in your business and your life in 2024?  Head over to speaktopete.com and book a chat with me to see if we're the right fit!

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Pete's Websites:

Pete-Mohr.com
The Exit Ready Business
Kolbe Coach
Simplifying Entrepreneurship

LinkedIn at https://www.linkedin.com/in/petemohr/
Instagram at
the key principles fortransitioning from operator to
an owner mindset in yourbusiness. Each episode will
focus on one of the 10 laws andprovide practical tips and
insights to help you apply theseprinciples in your business. If

(00:26):
you'd like a downloadable PDFfor the 10 laws, slide on over
to simplifyingentrepreneurship.com forward
slash laws to download your copyby following these 10 laws,
you'll be able to move beyondthe day to day operations of
your business and focus on thelong term growth and success.
Whether you're a solopreneur orleading a team, this series will
provide the tools and insightsto transition from operator

(00:48):
owner and take your business tothe next level. So join me on
this journey of growth andtransformation. If you'd like to
chat with me about how I canhelp you get started on this
journey, simply go to speak topete.com. That's speak to
pete.com and book in a chat tosee if we're a great fit. Now
let's get started. Law numberseven of the 10 laws of moving

(01:10):
from operator to owner in yourbusiness is building a strong
team. I mean, we need to give itsome deeper thought every now
and then. And it all starts ifyou're a solopreneur or somebody
who's just starting out andreally kind of beginning to grow
your business. A lot of peoplestart off with just saying I'm

(01:31):
going to hire my friend, I'mgoing to hire my neighbour, I'm
going to hire anybody. I'm goingto hire somebody who has a
pulse, because I know them andthey need a job. Instead of
hiring with purpose. It's soimportant to start with your
promise. And when people knowwhat your promise is, when

(01:51):
people know what the guidingprinciples are of your business,
you're going to start to alignyour marketing when you're
looking for somebody to hirearound the language that
promotes that kind ofindividual. When you have an
accountability chart, when youhave the process in place, you
can actually create a jobdescription that is specific not

(02:13):
vague, that is going to let themknow specifically whether they
align with the job that you arelooking for. It may be really
challenging to transition frombeing sort of a smaller operator
to becoming an owner when youonly have one or two people. But
as the business grows, and asthese positions start to align

(02:34):
one of the keys to achievingthis transition is by building a
strong team that can support youin achieving your business
goals. And remember, you have tocommunicate those goals provide
the process and accountabilityfor it. In this episode, we'll
explore some ideas aroundbuilding a strong team. It's so
important to hire the rightpeople who share the vision and

(02:56):
the promise and the goals forthe business. This means taking
the time to develop a thoroughhiring process that assesses the
skills experience and culturalfit of your business. A little
while ago, I came out with a onepage format called the candidate
evaluation sheet. And all youneed to do if you'd like a copy

(03:16):
of this really is to go tosimplifying entrepreneurship.com
forward slash candidate. But itreally revolves around the four
C's of hiring. All those fourC's need to be aligned with your
vision mission and your promiseof your business. The four C's
are, do they have thecapability, the capacity, the

(03:39):
confidence and the culture? Thecapability is the ability to do
the job right now, are theycapable? The capacity is do they
have the capacity to grow intothe job the ability to grow,
fulfil the job requirements andadvance in your business and the
confidence? Well just thinkabout their confidence level in

(04:01):
this particular job. Are theyoverconfident? Which can be a
problem under confident whichcan be a problem? Have they done
this before? And do they knowwhat they're talking about? And
the culture? Are they the rightcultural fit for your business?
All four of these c's are socrucial on finding the right
person for your business. Andusing a framework like this. You

(04:24):
can develop your hiringpractices, you can come up with
the interview questions that youneed. You can work through your
onboarding process and you canwork through everything else
that you need to work through tohire and retain the best talent,
but you need to have thisframework so that there's no
confusion. It's clarity all theway through right. When we

(04:46):
establish clear roles andresponsibility to ensure a
productive and efficient team.
It's really important that eachmember understands what it is
they do and how they'reaccountable on the
accountability chart. I keepbringing back the accountability
chart. But it's so so importantin building a strong team.
Everybody wants to haveaccountability. But they need to

(05:06):
be really clear about what theiraccountabilities are within the
business, provide your employeeswith opportunities for growth
and development. Of course, faircompensation is crucial and a
positive work environment.
People don't want to workanymore where they don't feel
appreciated. And when your teamfeels valued and supported and

(05:28):
invested in your businesssuccess, they're really more
likely to stay in contribute tothe long term growth of the
company, because you'reoutlining that in all of your
leadership skills and movingwith the whole of these 10 laws.
You're working on these 10 laws,aren't you, you've been
listening to the podcast, andyou're doing your homework to
move this forward and become abetter leader within your

(05:49):
business. When you establishclear roles and responsibilities
within your team, you have thejob descriptions, you have
specific duties, you haveexpectations, you have their
performance metrics you have theprocess that they need to do.
This creates the culture thatyou're looking for, to build
your dream team include regularteam meetings, brainstorming

(06:12):
sessions, team buildingactivities, you can't do this
alone anymore. That's the keypiece here. Remember, decisions
need to be made at the lowestpossible level of your
organisation? Well, if you don'thave the trust in your team, the
trust in your processes, theynever will be. So here's what I
want you to do today, after youfinish listening to this episode

(06:36):
is I want you to think about theconcept of bench strength. How
strong is your bench, think ofit as a team, you know, your
hockey team, and they're all onthe bench. And you're looking
down this bench and you'resaying, Well, I've got a great
set of forwards, I got a greatset of defence, my, my goal is
awesome, whatever the case is,but what areas of your bench
need work. And when you do that,you start thinking about it in a

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team environment that's going todeliver your promise to your
customers. Without yourinvolvement, they need to know
that they can deliver thepromise from a team based aspect
without you being involved.
That's when you move fromoperator to owner. That's what
you're looking for at the end ofthis where your team is really
working together, you're thecoach, you're there to help out.

(07:21):
You're there to pitch in all ofthose different things. But
ultimately, the smooth operatingteam is capable of tackling any
of the questions that are putupon them, and fulfilling the
promise to your customer.
Without your involvement, that'swhen you move from operator to

(07:41):
owner. That's when things getreally, really interesting for
you and for your business.
Because once you feel thatfreedom, then you're able to
look at the next best thing andmove your business and your life
ahead in the way that you wantto and being the owner of your
business. So pull out youraccountability chart, you do
have an accountability chartright. By now you should have an

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if you don't go at it, writedown your accountability chart,
list it all out in the formatjust like an organisational
chart and assign thoseaccountabilities. Think about
your bench strength, so that youcan have the best you're ever
ahead of yourself when you alignand assign all of the people and
have this awesome team operatingfor you. It's interesting

(08:23):
because some of my clients whenthey first come to me, they'll
say, you know, my team is mybiggest problem. And generally
down the road, it's more like myteam allows me the most freedom
because once you have all ofthis set up the power of an
effective team gives you yourfreedom. And that's what we want
as entrepreneurs our freedom tohave the ability to dream about
the things that we can do withour business and dream about the

(08:46):
things that we can do with ourlife without being mired down in
the frustrations of making everydecision within our business. So
think about that and go and makeit a great day.

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