Jennifer Goode

Our Teams use a "Rock Planner" (basically a goal planner) to help us stay organized and on track with our most important priorities. These planners document all the pieces of a project, make the work SMART (specific, measurable, attainable, relevant, and time-bound), making it easier to complete the work. We check in as "off track" or "on track" weekly in our leadership meeting. However, even with all this information at our fingertips, sometimes it can be a challenge to hold ourselves accountable and get the work done.

When our team members are empowered to hold each other accountable, it can lead to better collaboration and a greater sense of accomplishment. On the other hand, when accountability is imposed by a leader, it can feel more like a burden and may not be as effective.

And as a bonus...if you are game for a 1970's Covey video: I leave you with this. Put the first things first.
Happy New Year!
JG

When I was a business of one, I decided to let go of other things that could be easily outsourced like paying bills, Quickbooks, client work, etc. But when it came to the business of drafting initial content, I stayed really close to it. I was able to use that content to eventually build capacity in others and grow. Now we are a company of 25 and we have a dedicated Content Manager. I agree that consistency is key,  Connor DeLaney  ! 

I mean, this could not possibly be more true. I'm constantly redefining what  "just enough" means so that I can maintain my CEO/visionary role but also determine whether or not we are are getting value and return from where we are investing our time/money. 

Done!

SO TRUE!!!!

Hi, Jimmy! Do you have any interest in sharing a 1099 that could help us write our TAYA again? We are a Lead Gen/Contact Center with a decent amount of technical & consulting components. We may be able to find someone to help us both because I think there is a decent amount of overlap in between our topics. 

I have used Bold.ly but needed in person support after buying a horse farm. For me, I had the best experiences when their employee felt like an extension of my company. This one person dedicated support to me directly, and to 2-3 other companies. I had the best success around 60 hours a month, but upgraded to as many as 100 at one point. The biggest challenge is, you and the VA don't always have complete control over whether or not they continue to work with you. As you can imagine, VA turnover is no fun.

We have been remote since 2014 and now operate a contact center with contact center agents that are fully-remote, and about 25 employees. We haven't really had any bad experiences with WFH, not with employees that were the right fit for the role, etc. As far as background noise, about once a year we have a barking dog go crazy in the background while an agent is on the phone that we have to address with our client. Usually it's a delivery person that stirs the pet up at the wrong time! Anyways, I agree! Giving flexibility, gets flexibility - within reason. Also, I have a rock solid nanny now who is in control of this house while I work. But back in the day, I was not above locking myself behind a series of 3 doors sitting on the floor in my walk in closet when I absolutely knew silence was required on a sales call. Now with Zoom calls, I would imagine that be a lot more difficult to pull off! haha lol. 

I think you will love it, Connor! I highly recommend! 

Funny story - I don't know if Marcus is actively in the Impact+ community but I had asked Marcus how he thought that StoryBrand impacted the "They Ask You Answer" approach awhile ago or so and I tried to mail him a copy of the book to add to his list (I'm always mailing people books LOL). The people at the River Pools probably thought my Exec Assistant was crazy trying to get his personal address to mail the book, haha. I had totally forgotten about all that until I was writing this comment on your post! lol I'd still LOVE to know the answer! 

One of the things I love about the StoryBrand approach is "leading with empathy". If you are talking to your prospects about how you can help them "survive and thrive", prospects will burn less energy trying to figure out how you (and your company) fit into THEIR story. Clarity is ALWAYS a good thing! I love looking at various websites to see how clear (or unclear) what they do is. Its like the #1 thing I look at to determine if a website is done well after reading this book. (Don't check our website - because we haven't implemented any of this internally yet!)   : )

We started as an EOS org, love it! We have moved to "Scaling Up" with Verne Harnish and his book "Scaling Up" has a good chapter /process to follow to effectively allow leaders to peel of parts of their roles and distribute it to others. I loved this part! It compliments our accountability chart. The templates are called, "FaCE and PaCE" at this link. Check it out!  You can download the templates and learn more about the process here: https://scalingup.com/growth-tools/ 

Any specific suggestions on using Slack notifications properly? We are considering introducing these for our contact center team for new leads or other workflow updates.