Tag Archives: Keywords: executive recruiting

How To Hire The Best Talent And Candidates

The best talent on the market will likely not find you on their own. You must find a way to find them and court them into joining your team and organization! Check out the video below that our Sr. Partner Lance Winsaft put together about finding talent.

The market is competitive and it’s critical you do whatever is needed to get a competitive edge. 

1) Clarity, 2) Culture, 3) Speed – The top 3 things you need to have FLAT if you are serious about hiring the best talent.

*CLARITY – You need to be clear about what you need in the role, what the person will do, what their personality will be like, and what you will expect of them.

*CULTURE – Your company and team should have a defined culture that you can speak to and get people excited about. Find out ways to interview for culture.

*SPEED – In this market, there is no time for drawn out interview processes. Don’t compromise on what you need to do to hire the right people and be sure to move fast with the people you like – they are most likely being courted by other companies! 

Are You Missing Out?

We see too many clients miss out on great talent because of missing one more of the above  items. When you miss out on that great candidate, guess what? They are going to your competition! That is usually not a good thing. Every industry and vertical is competitive, you can’t afford to lose talent to your competitors.

On this same note, the above points apply to current employees as well. Employees stay with companies that have a clear vision, companies that move fast, and companies with a well defined culture. 

If you are able to retain the talent you currently have while also attracting and retaining other top talent, you will have an undeniable edge over your competition. The slightest edge in any game is what separates the winners from the losers.

You Are Being Interviewed As Well!

Every candidate you interview is also interviewing you and your company – and remember, if they are good, they aren’t desperate, and someone else is likely after them as well!! It’s so critical you find ways to sell both the opportunity of the role and the opportunity of joining your team and company.  Putting even a little bit more effort into candidate experience can have big payoffs in terms of giving you a competitive edge.

Top talent must be hunted in this current market. If you are serious about adding the best people to your team, you can’t rely on them finding you in time. If you are unable to hire a headhunter, find a way to hunt the talent on your own. This can be tricky but must be done! The best talent is waiting for you to find them and court them. 🙂 

This holds true the most if you are hiring executives or upper management – especially if they are currently working with one of your competitors. It isn’t enough to “build it and they will come.” So you have a great product or service, a great future for the company ahead of you, that is great, but not enough to lure over the superstars.

Be Willing To Court Them

Superstars need a little coaxing. Add in a dinner as part of your interview process, make your interview process is slick with very high communication. Your internal HR teams should be on the spot with scheduling and communicating with these folks. Give them a great tour of the office, sell them on your vision the perks, etcetera. Find out what really matters to them, what are their motivations, why are they interested. More importantly, find out their concerns!

Too many employers avoid asking what the candidates concerns are and therefore they never get addressed. Only when you find out what they are concerned about can you dress it. This is a critical interview strategy that most employers miss. What happens then is the candidate has a concern, they make things up in their head about the concern, it never gets addressed, and then they make a decision based on the made up thoughts they have about the concern! Most of the time the concern was something easy to address that likely would have resulted in a positive outcome. Don’t fall in to this trap.

Never stop improving your process. The way you find talent and retain them should be ever evolving. Outside recruiters are an amazing resource because we work with many different clients and we see what works and what doesn’t work. We strive to be that sort of partner for our clients – not just a talent mill.

Recruiters also help to manage those communications and set expectations. The last thing you want is to leave a candidate “hanging” out there at any point in the process. This happens WAY too much! Especially if they are hot, you can’t leave them on hold. Recruiters are great for setting expectations and taking that load away from you.

Conclusion

There are many ways to give yourself a competitive edge to attract and retain the top talent in the market. You owe it to yourself to invest in HR and recruiters. Invest in have a great candidate experience that motivates and inspires candidates. Court the people you really like, make them feel special, make them feel wanted, and keep this up for all employees. Millennials especially want to contribute and be apart of something. Give your employees that chance! 

Feel free to reach out to us if you want to improve in any of these areas. We are a true business partner and can provide you with not only the top talent but also insight and advice into your process. To attract the best you have to be the best and work with the best. If you offer peanuts you get monkeys. or if you do the bare minimum with candidates and think they should be happy to be interviewing with you, you will get mediocre talent. You have an amazing company, an amazing product/service, now do whatever it takes to have the best people.

Happy Hunting!

 

Meet A Business Influencer: Michelle Weinstein

We hope your January is off to a good start! In this email we are launching a new video series where you’ll get to meet a variety of business influencers who will be covering some exciting topics! “Meet A Business Influencer” Video Series, E01 launches today!
 
Michelle Weinstein is our first guest to sit down with Lance Winsaft and they cover some great sales topics to empower any entrepreneur, soloprenuer, or sales rockstar. Michelle has a great story about her journey through getting into sales, starting her own business, pitching on Shark Tank, and starting her own coaching practice.
 
Learn more about Michelle at:http://www.thepitchqueen.com
 

Also, check out Michelle’s podcast, Success Unfiltered at: 

http://bitly.com/successunfiltered, she has some amazing guests on her show, it’s not to be missed!
 
Stay tuned to our Youtube channel as well as future email updates for more upcoming interviews with influencers in the business community. 
 
More about Michelle:
 

For anybody who is trying to grow or take a business to the next level luckily, there’s Michelle Weinstein.

This time-tested entrepreneur has the unique ability to help you immediately identify business strengths to create a unique plan of action. More importantly, she helps you zero in on the hidden trip wires that keep you from achieving your financial dreams.

She has knocked down the doors and impressed CEO’s at many billion-dollar companies. Her relentless pursuit towards buyers at Costco Wholesale earned her coveted shelf space that also led to national deals with The Vitamin Shoppe. Other current clients include the Washington Nationals and Tampa Bay Rays. Within her inner circle are multi-seven figure entrepreneurs, famous comedians, professional athletes and coaches from the NFL, NBA, MLB and the NHL.

What She Can Do For You…
As a result of these amazing relationships and opportunities, Michelle has honed a unique skill set that will help you develop the most important and valuable relationships. She will teach you how to open doors and meet people you have always dreamed of meeting, but you never knew how to get to. That’s her genius.

She has accomplished incredible feats of influence, building a business both online and brick and mortar. She has sold everything from mortgages, to wardrobes at Nordstrom, to $30k online education programs, to 7-figure homes, to Paleo meatballs. She pitched her way on Shark Tank and raised over $1M for her last company. She uses the same formula to make all these things happen and her goal is to use her 20 years of experience and help YOU overcome any obstacles to close more deals, work half the time, make double the money, and work with the clients that you love to serve.

Her mission is to utilize her superpower to help entrepreneurs close any deal that comes your way, sell more products or services, value your worth, overcome any objection thrown at you, and turn a “NO” into a “YES” so you can serve more people and make a bigger impact in the world.

 
 

Corporate Sustainability And Responsibility Matters

Corporate Sustainability And Responsibility Matters

Turnover is known to be the biggest expense to companies throughout the nation. At Aldebaran Recruiting we have one of the highest retention rates you will ever come across for when placing candidates. What’s our secret you may ask? It simple. We listen to our candidates. Money is not the only motivating factor for a lot of the workforce nowadays.

Companies have been making it a point to work on their “Corporate Sustainability”. Corporate Sustainability is a strategy that takes into account how a business operates ethically, socially, environmentally and economically. Successfully working on corporate culture and making a conscious adoption of a company mission make your company appealing to workforces world wide.

Becoming apart of a company that makes a difference and has a reputation of having Corporate Sustainability is what millenials today are looking for. By 2025, millennials will make up three-quarters of the workforce. The needs what they are looking for is important to understand. There has been skyrocketing statics that prove millenials are not motivated by money anymore, they are motivated by culture and change.

What we do here as recruiters at Aldebaran is understand the wants and needs from our candidates and clients. Then we make the match. There is a shift in what the workforce looks for in a company to work for. When shifts happen we adjust and learn new wants and needs.

Why This Matters.

This strategy is more important today than it has ever been. We are caring more about the world as a whole. Even though there is still a lot of destruction going on. Corporations place a major role in politics and world affairs and the actual responsibility is falling more and more on the shoulders of corporations, not individuals.

Gone are the days where corporations can avoid responsibility. In today’s digital age information is traveling much faster than ever before. The smallest mistake can go viral and ruin a company. No longer can things stay hidden or in the shadows, everything is transparent! 

Why Does This Matter To Recruiters?

As a recruiter, it’s important to pay attention to the types of companies you recruit for. What do you value? What matters to you? What do you care about? And what do your candidates value and care about. If there is a gap between the answers to those questions and how your clients would answer, you have a problem. Trying to fit a square peg in a round hole is going to get you nowhere.

The better you are able to match candidate values with clients the better fall off ratio you will have. Replacing candidates is a pain. And paying back a fee is even worse! If you are an in-house recruiter the same still applies. Your job is to fill open roles, new roles. It’s not to replace people you recently added to the company. If you are contributing to turnover, this will be seen as a problem.

To learn more about Company Sustainability, check out this great article Why Corporate Sustainability Should Matter to Recruiters. 

What to Do When a Recruiter is Being Unresponsive

 

Did a recruiter suddenly stop responding to your emails? Are they not responding to you after you went to multiple interviews? Have you sent them polite emails and multiple phone calls for a month, but they’re still not getting back to you? Then you have been ‘ghosted.’

Ghosting is a pretty common occurrence not only in recruiting, but also in life. It’s when the other party ‘slowly fades away.’ Often times this is accidental but many times it’s an easy way to not deal with cutting someone loose or providing feedback. This is more painful when you are far along in the process. 

This can be very frustrating and annoying. And if it happens a lot to you, with multiple companies, it can become very discouraging. It’s easy to take ghosting personal, especially if you were working with this person for several weeks.

If you find yourself being ghosted in the hiring process, here’s what you should do.

1. Mourn About It

Let it all out. Cry on your bed. Punch your pillows. It’s ok to feel upset. You have every right to feel that way. However, it’s important to do this privately. Share your pain and frustration with your closest friends and family, but don’t bring it to your social media. Venting through your social media is not the best option. It will demonstrate a lack of emotional control to your future employers and ruin your chances in the job hunt.

Ghosting may be unprofessional, but don’t stoop to that level. Keep a cool head, even if it hurts!


2a. Send a Firm Email Saying That This is Not Ok

Ghosting is an unprofessional business practice. Sending a firm email may not get you the job, but it might make you feel better. Recruiter Jane Ashen Turkewitz from .comrecruiting suggests sending an email like this:

“I would like to thank you for the opportunity to interview for the role of X. I was surprised, after my 7 rounds of interviews, to not hear anything regardless of my attempts to stay engaged.

Due to the lack of response, it’s a fair assumption that you have decided to move in another direction.  While I am disappointed, I certainly respect if someone more qualified entered the picture.

That said, isn’t it common courtesy to let a candidate know where he stands in the process, even if it’s a difficult conversation? A rejection is disappointing but ghosting shows a lack of leadership and empathy.

I hope one day, if you are in my shoes, interviewing for a new, exciting job, that you are not treated in such an unkind manner. Wishing you and yours continued success as I find success elsewhere.”

Be cautious about sending a firm email. Remember, send it only when you’re ready to move on from the job. Also, it’s best not to be too firm when you’ve only been to only one interview with them. Instead, you can them a small and polite note.

2b. You Can Also Not Do Anything

Please don’t go assuming that recruiters are evil. Not all of us are like this. Sometimes recruiters have no control over this. Sometimes being unresponsive can be a part of the recruiter’s job. Some companies have a “no feedback” policy. By not doing anything, you won’t be burning any bridges. It’s a good way to keep your options open with this company, especially if it’s a big company.

Things happen, emails fall through the cracks, priorities shift, people get hired, and fired. Recruiters have very busy emails and challenging schedules and deadlines. So remember to have some compassion. 

They likely aren’t doing this on purpose. 

3. Don’t Let It Affect Your Other Applications

Don’t start becoming impatient and keep asking questions to future recruiters. It’s best to always present your best self. Getting ghosted sucks, but it’s best to let it go. Yes, we realize that it’s much, much harder than it sounds. Every recruiting process is different. It’s best to simply learn from this experience to be prepared for when a recruiter ghosts you again.

Don’t be discouraged when you’re being ghosted. It happens more often than you’d think, but not all recruiters are like this. It doesn’t always mean that they’re not interested in you either. Getting ghosted can be very upsetting, but worst case scenario: You won’t end up in a company that lacks proper etiquette. If they’re treating you poorly from the start, who knows what else they would do to you.

Pick yourself up and move on. The right fit is out there, you simply need to keep looking. Every company has a different culture. Some may not value communication the way that you do, but I promise you there are many that do.

Conclusion

Ghosting is not appropriate in today’s business world. If you get ghosted by a recruiter or a company, consider it a sign that this was not a good fit for you and move on! Communication is critical in today’s world. It’s a vital component of doing business and anything less than timely communication is unprofessional. 

Do your best to not get caught up in taking ghosting personally, it’s likely that person or company does it with everyone. It’s most likely something they need to fix at an organizational level, or perhaps that one recruiter or hiring manager needs to go. 

It’s critical as well to not get frustrated and carry your frustration around. This will make finding a job even more difficult as your view will be distorted and you will project negativity onto other applications. Rest assured the right company culture is out there for you!

Lastly, make sure you are ghosting other people in you personal or professional life! Be the example and not part of the problem. If e all took it upon ourselves to have impeccable communication, this world would be a very different place. So start with you and make a difference for others.

Let’s have the business world be different! We can all make a difference, be more courteous and professional. Spread the love!

Happy Hunting!

 

ghost

 

What to Do About Job Hoppers

 

Some recruiters do not like candidates who job hop. They believe that job hoppers only cause an unnecessary increase in their turnover expenses. However, that is not always true.

It’s usually not a good idea to judge a book by it’s cover, so to speak. A resume is only a visual representation of someones experience and story, it isn’t the person themselves. We have seen many clients make great hires after given a “job-hopper” the benefit of the doubt and having at least an initial call. 

Often times there is a story that makes a lot of sense behind perceived instability, you can never learn this from looking at a resume alone.

There are plenty of benefits that job hoppers can bring to your company.

Why they make good hires

Job hoppers may bring benefits that can more than make up for your turnover expenses.

  • Fast learners

They are typically fast learners. Having had many jobs in a relatively short period of time, they have learned to be adaptable and adjust quickly to new environments. Since they’re easy to get onboard, they don’t require much time and effort to get up to speed. This is a huge asset in today’s fast world. if your business moves fast, you can benefit from this greatly.

  • Diverse skill sets

Job hoppers often have a wide range of both technical and soft skills. Having worked in different industries, they can tackle problems from a different perspective. They may also be familiar with different technologies that your company might benefit from. Job hoppers have developed strong interpersonal skills by working with a wide range of people and companies. If your company ins an entrepreneurial environment where people wear many hats, this will be an instrumental asset.

  • Bring new ideas

Job hoppers can bring new ideas. They can draw on their experiences from working with other companies to bring more innovative ideas and solutions to your company. This is something that loyal employees might lack. As a result, it prevents your company from being stale. Being at one company for too long can certainly have your thinking become stale. Fresh perspectives are worth  their weight in gold.

  • Wide social network

Job hoppers are more than just a deep well of knowledge and ideas. They have most likely built a wide business network. Having more business connections can only benefit your company. This can be anything from recruiting more quality candidates and finding more clients. Relationships are everything and if you can leverage your employees relationships skillfully, it can really pay off for your bottom line.

How to hire them and get them to settle at your company

Job hoppers are naturally ambitious and eager to gain new experience and/or climb the ranks. Retaining them can be difficult, just as it is difficult to attract and retain any top talent. This is truly the key – what to do to keep them around! Sometimes these folks have moved around a lot because no one can keep them. If that can be you, you will truly benefit. This tips below work across all types of employees.

  • Foster employee development

You can increase retention rates by implementing employee engagement programs. Talk and listen to your employees. Let them express their objectives. Then provide them with some strategic direction. Ambitious job hoppers are eager to learn. They seek guidance and will greatly appreciate your input. They will be more inclined to keep working with you if your company is a resourceful learning environment to them. This is especially true with Millennials who seek engagement and want to be apart of something bigger.

  • Facilitate advancement in the company

All employees want to be valued for their hard work and commitment. Job hoppers are the same. They crave continuous recognition of their contributions to the company. Create a rewarding and appealing work environment by recognizing their years of service, high performance, and continued excellence. Again, you have to listen to them closely. Take the time to understand their interests to create a recognition program that will truly resonate with them. Job hoppers will be more inclined to stay at your company if they feel valued. Again this is another critical strategy with Millennials. Contribution is key for upcoming generations and it’s easy to have your company be an environment that values people and allows them to contribute.

Conclusion

Judging a book by it’s cover is lazy and will often time lead to missing out on great opportunity. Initial exploration of a job hoppers background on a phone interview can yield a lot of information about their experience, story, and other assets that could ad vale to your organization.

There are many “diamonds in the rough” out there and a talented business owner or hiring manager know how to find them and keep them on their team. Your people are everything and you owe it your business to do everything you can to attract and retain the best people. Do this and your company will thrive.

job-hopping

 

Negotiating An Offer – Salary Isn’t Everything

Your negotiation position depends on your alternatives. When all else fails, don’t be discouraged! Take ‘No’ as an answer and recognise that it’s part of the growth process. ‘No’ can also mean ‘Not yet’. There are still other alternatives to salary that you can negotiate.

Salary really should not be the prime motivator for make a career change. Only in the instance where you are grossly underpaid and also don’t like your job should you make a move solely for money.

And although salary is important it isn’t everything. There are many other factors that make up compensation. It is CRITICAL that you not get distracted by a salary number and instead take into account the whole compensation package. This allows you to look at the full picture and make an actual informed decision.

Often times you will run across these scenarios even when asking for a raise in your current job. Use the below in any situation you see fit.

Better Work Conditions

Take this opportunity to negotiate for better work conditions. For example, if you feel like you’re unable to work at your full potential, consider requesting for a better workspace that would best suit your style. If you feel suffocated because of work, maybe you should ask for a more flexible schedule to accommodate for your life outside of work. If your job requires a long commute or would require you to relocate in the near future, consider asking for the option to work remotely. Lastly, if you feel that your title doesn’t fully encompass the scope of your role, you may also request for a better title.

– Workspace
– Work schedule
– Remote work option
– Job title

You spend a lot of time at work. Your quality of life while working is hard to measure as dollars, but makes a huge difference in your quality of life. Don’t forget how much of a difference this makes.

Many companies are open to investing in these areas, it’s fairly low cost and they understand that happy employees are productive employees. There is a general trend toward more flexible work conditions. We are seeing many more companies open to remote workers or partial remote schedules.

More Benefits or Perks

If better work conditions are not your cup-of-tea, consider requesting for more benefits. For example, think about what you need to stay physically and mentally healthy and ask for more paid time off. If you often pay a visit to the doctor, consider upgrading your health insurance. If you travel a lot for work purposes, ask for travel reimbursements to lighten your load. Lastly, if you’re looking to improve your qualifications, consider requesting for tuition reimbursement or professional development support.

– Paid time off
– Health insurance
– Travel reimbursement
– Educational opportunities

Perks are important to take into account as well. Find out if there are fun events, company outings, or request your current employer start doing these things. We see many clients doing gym reimbursements, offering massages in the office, and more.

Negotiation Tips

When presenting your counter offer, never negotiate through written communication! You should always counter offer in person or over the phone. Negotiations must always be engaging to both parties. Remember, this is an opportunity for you to think outside the box, so you’re not limited to the options mentioned above. It’s best to counter only once, so choose wisely. Figure out what’s most important to you and what your superiors are most likely willing to accept.

For more information on how and what to negotiate, visit https://americannegotiationinstitute.com/ 

Conclusion

Although money is critical and important, it isn’t everything. If you are only money motivated, you may miss out on what really makes you happy. This is all about balance. 

If you are smart, you can find creative ways to create a great compensation package that fulfills you on multiple levels. Quality of life is critical and will be the biggest factor of happiness in the long term.

Have fun thinking up ways to sweeten the deal, you may even surprise your employer or prospective employer. Be careful not too over negotiate, or ask for too much. Be reasonable and smart about what is appropriate.

negotiating

 

Interviewing And Hiring An “Inexperienced” or Junior Candidate

Everyone is unique. Each one of us have our own strengths and weaknesses. We’ve all lead different paths in life. In truth, no one can be said to be actually “inexperienced.” Whether an applicant is fresh out of college or looking for a career change, you shouldn’t be worried about them being inexperienced. There are many opportunities for them to shine. So what should you look for in a good candidate?

Answer: Soft Skills

According to the Oxford Dictionary, soft skills are defined as the “Personal attributes that enable someone to interact effectively and harmoniously with other people.” While technical ability can be taught, soft skills are much harder to instill in a person. Employees that lack soft skills can undermine your company’s success. On the other hand, soft skills that complement hard skills are what makes an applicant truly valuable.

Here are some skills that you should consider looking for in candidates:

  • Communication skills
  • Ability to work in a team
  • Dependability and reliability
  • Problem-solving and critical thinking
  • Initiative
  • Adaptability
  • Good business ethics
  • Innovative spirit
  • Willingness to learn
Where to Look for Soft Skills

Now that we know what to look for in a candidate, there are several methods to assess whether a candidate will make a good employee.

Reviews from Contacts

What better way to assess a candidate’s personal qualities than to ask someone who knows them? Talk to their previous employers and find out about the candidate’s work ethics. Were they responsive? Were they able to communicate well with their coworkers? You can also give a call to their friends or relatives, but there’s a good chance that they have biased opinions. So communicating with a candidate’s previous work contacts is the best option.

Previous Experiences

Mark Murphy, the founder of Leadership IQ and a NY Times bestselling author, found that “high performers … are naturally wired to put others’ needs ahead of their own.” Whereas low performers will get their job done, they’re only doing it because they’re told to do so. On the other hand, high performers go above and beyond because they “find passion working toward something bigger than themselves.” They have what Mark calls the “helper” attitude. A good way for a candidate to demonstrate the “helper” attitude is if they find volunteer experiences truly rewarding.

Preparation in Recruiting Process

Lastly, a good way to judge a candidate’s personality is through how prepared they are during the application process. A candidate who’s not afraid to take the initiative to ask questions and comes well prepared to the interviews is very likely to help your company succeed.

inexperienced-candidate

 

Easy Ways To Retain Employees And Decrease Turnover

Employee Retention Should Be A Top Priority

Retaining employees can have a huge impact on your company. Dr. John Sullivan from San Francisco State University has found that employee retention can lead to huge changes to your turnover. As we all know, turnover is a huge issue and the ability to impact turnover is a key to increase stability, growth, and success. However, few employers have invested enough time and effort into retaining their employees. 

It truly does not take much to invest in employee retention and the dividends can be huge. Your company is people, period. The best product or service is nothing with a good team to market, sell, and produce. Turnover has put many a company out of business and is easily lethal if not kept in check.

Neglecting Your People Can Have Dire Consequences

Neglecting employee retention will result in numerous negative impacts. When an employee leaves a position vacant, their work is either pushed onto their coworkers or left uncompleted, which results in the loss of productivity within the company. This also costs employers a significant amount of time as there will be paperwork to finish, exit interviews to execute, and tasks to reallocate. Furthermore, if a key employee were to leave your company, others might follow. It is also difficult to replace key employees. Click on here to learn more about the effects of retaining employees on your company’s turnovers. 

In today’s digital marketplace, one can’t afford to have a less than stellar online reputation. Too much turnover can lead to bad reviews on sites like glassdoor.com where prospective employees will find potential ad reviews. This is a good example of how too much turnover can even affect future hires. We often times see candidates get very turned off from even one bad review online about company culture.

Orientations Go A Long Way

One of the most neglected activities in companies is giving new employee orientations. However, did you know that giving orientations is the first step to increasing your employee retention rate? Day one orientation is your company’s first true impression on a new employee. They may have gotten to know you a bit via interviews but it is on Day one that they get a feel for your business the first time.

New employee orientations will not only reduce their anxiety, it will also save supervisors valuable time. New employees who have been properly introduced to their new jobs will be less likely to seek help while still producing quality results. Orientations also help set proper expectations for new employees and introduce them to the values and culture of the organization. Most importantly, orientations will make employees feel more valued by their employers. Take advantage of this opportunity and it will go a long way!  Click here to learn more on how to give effective employee orientations.

Conclusion 

Orientations are a good first step toward improving your employee retention. Add in things like monthly dinners or activities, company events and outings, quarterly strategy meetings, peer reviews, regular performance reviews, company contests, projects, and anything else that has people engaged, valued, nurtured, and having fun!

It’s actually easy to create a culture that keeps people around. The return on investment of taking the time to improve your employee retention strategy is always big. This can make or break a great company. 

Pick one or two things to implement right away. Or survey your staff to see what would make a difference for them. One way or another start to improve so you can reap the benefits!

Achieve Small Business Success By Lily Winsaft

planting-seeds

Forrest Gump, the movie, greatly impacted me when it came out several years ago.

I still remember its many inspirational scenes and messages. Of course, there’s the very famous line, “Life is like a box of chocolates. You never know what you’re gonna get.”

That expression has almost become an icon in our culture, and I’m sure it has helped those who resonate with it deal with what life has “given” them. Even so, I can’t say that I 100% agree with this message.

I like to believe that I’m gonna get from life what I put into it. To me, “Life is like a garden. You reap what you sow.” But my point is that expressions, positive or negative, go a long way in establishing patterns of thoughts and belief systems, many of which ultimately “run” our life.

What is the main belief system or thought pattern that you have about your small business? 

Is it something like, “Running a business is hard and only few succeed?” Or is it something like, “My business will prosper to the degree that I honor my vision?”

We consciously or unconsciously entertain many thoughts and beliefs, and for the most part we are not very aware that these thought patterns are impacting our reality. But they are literally giving birth to action and through these actions, our thoughts and belief systems create our reality!!

What if we related to thoughts and belief systems as the seeds with which we are planting the garden called our business? I’m sure you’ve come across this garden analogy many times.

Let’s dig into the weeds with this idea and discover how we can reap the kind of rewarding harvest from our efforts that we so desire.

Think about what allows the most accomplished gardeners to have an amazing harvest.
  • Do you think they chose fertile ground in which to plant?
  • Do you think they thought about what they wanted to grow and for what purpose before they tilled the soil?
  • Do you think they pre-designed their garden and mapped it out?
  • Do you think they selected their seeds and placed them in sections in the garden according to their need for more sun or more shade?
  • Do you think they purchased seeds of high quality from reliable sources?
  • Do you think they spent time pulling weeds and protecting their garden from pests?

I hope you answered yes to all these questions! And I hope you realize, too, that there do exist many gardens that have had no planning, no design and no purpose.

They have their own beauty and allure. What kind of garden is your small business?

If you expect your small business to succeed, you must plant within it the seeds of success. And you must maintain your garden by daily pulling the weeds (negative thoughts), watering it with fertilizing nourishment (positive thoughts) and finally, harvesting its bounty at the right time, when it is ripe for picking. 

Here are 3 tips to create a small business that thrives through actions nourished by high quality seeds that reap reward and lead to your success:

1.   Make an inventory of the virtues/qualities/attitudes that you want to bring into your small business, whether you believe you possess them or not.

On your list should appear attitudes such as “I honor and keep my word,”

  • “I am committed to seeing a project through to the end,” “When I am unable to keep my word, I communicate a new promise,”
  • “I hold myself and others accountable,”
  • “I respect my clients and my vendors,”
  • “I own my mistakes and do whatever it takes to correct them,” “I proudly stand for my principles,”
  • “I courageously meet challenges,” and “I am flexible and forgiving with others.”