Archive 1 of Momentum for the Entrepreneurial Personality Type (EPT)

Culture and performance is always a reflection of leadership. 

You can’t expect your team to be available at any time every time.  When you set that expectation you also set the expectation of interruption.  When you start to manage this way, you start to create the habit. 

If you’re growing a business where everyone is available all of the time, you’re scaling a broken system. 

Defend against being available to your team all the time. 

When you get to a point when you’re solving someones problem, people invest.  There are so many entrepreneurs that focus on the their product, but not the problem their product solves. 

If you’re having trouble growing, ask yourself.. Who’s problem are you solving? 

Solving problems is what gets people to buy from you and is what creates loyalty.

As an entrepreneur, you’re one of the most important people in each of your team members lives. 

Being taken advantage of is one of our biggest fears. 

When an entrepreneur first starts to get time off requests, it can be confronting. 

Let me explain to you why the counter intuitive idea of being gracious here benefits everyone involved. 

I’ve always surrounded myself by a team to cover my deficits.  It’s very important and difficult to evaluate the people on your team.  After decades of building teams, I’ve come to find a short cut.  One simple question.

Would you hire them again? 

If you’re unsure, ask yourself another question. 

Has the person had a clear outcome, understanding of their responsibilities and a scoreboard? 

Regardless of the answer, you’re making the decision to hire them every single day. 

As a kid, I really didn’t understand where I fit in.  I felt like I had a different operating system than those around me. 

One book changed everything from me and I obsessed over it.  There is one particular lesson that struck me. 

Be hardy in your approbation and lavish in your praise. 

If you develop the habit of learning to look for the things that are special and unique within people and compliment them genuinely, it creates momentum for everyone involved. 

Most people don’t go out of their way to notice what other people are doing right.

Do you?

There are two distinct types of operators.  Putting one type in the wrong place can make all the difference. 

Type 1:  The operator who loves to do the same thing everyday and fine tune processes. 

Type 2: The operator who likes new challenges and wants to do something different all the time. 

Which operator you choose is dependent on the type of business you’re in and at what stage you are in The Billionaire Code. 

There are a few simple questions that will help you determine who you’re talking to and ensure you get the right person in the right place. 

What is the most important thing for your weekly routine? 

This is where the rubber meets the road.  There are two questions I ask myself every week of the year.  If you build a habit out of asking yourself the following questions, you become conditioned seeing the positive and gaining clarity around roadblocks. 

What went right? 

Where do I need support to move forward? 

What tactics can you use to onboard executive level team members successfully? 

I have a difficult time communicating on a tactical level.  Therefore I bring in people within my organization that I can build around.

When I’m recruiting for these types of roles I ask ‘How much can they do?’

However when I’m on boarding someone at this level I ask ‘How little can they do?’

When you’re able to build around someone at this strategic level, they’re able to operate at a much higher level.   

You’re one of the most important people in your teams lives.  Your team is looking to you to see how they should respond.

There are five levels of leadership.  What is your level?

What is the number one tool that will allow you to climb The Billionaire Code? 

Each new level of the code brings a new level of complexity and exposure.  Does you have an absolute structure that your company runs on? 

Without consistency, you’re setting up your team to fail from the start.  In most companies, people don’t know what they can and can’t rely on and are therefore just trying to survive.  The time with your team is the most important time you spend. 

When you have a clear outcome, responsibilities and scoreboard, you end up on top.

Give your team a chance to win.