The Traveling Introvert

Today, we are going to talk about reasons people leave jobs and also more to the point, why people look at new roles. And this came about because I was I'm working with a client and they were talking about the two things they look for when they're looking for a new role. And I thought it was really interesting because what happened is she said that she either looks to learn or to earn. And I thought that was a really great thing.

And I asked her to sort of expand on that. And she mentioned that, I mean, to earn it's kind of self-explanatory to earn more than she currently earns in benefits and stocks and actual salary. She would move to earn more so she can do more and and pay off a house quicker or have more time with her other family or her dogs or whatever it might be. And the learning point, she mentioned that she would stay in a role even if she got offered something of more money, if she felt she could learn from her manager or someone else within the organisation.

And so at that point, money didn't matter quite as much because they felt that they could learn skills that would help make them better at their job and maybe take them, make them better at whatever their next job would be or give them an insight into how to be a better manager or better, whatever it might be. And I thought that was really interesting. So you either earn or you learn and reasons why people might think about leaving an organisation.

Most of the time it is management. Your direct manager, because you're the direct manager, is normally the person you have a lot of contact with and decisions that your direct manager makes directly affect you. So that's one of the reasons why people talk about people don't leave jobs, they leave managers. But there's also leadership in general and it's becoming more and more common with the types of Small Start-Up companies that because there's a smaller gap between a member of staff and the CEO, for example, that the leadership or lack of leadership displayed by the CEO makes a huge difference on how staff think about their roles.

And so there's someone else that I'm working with where at their organisation. They're currently going through some issues and they'll be going through some issues for a while. People are kind of burnt out. It's been a very hectic six or seven months with various fires always being burning. So people are tired. Even though this organisation has unlimited time off, people aren't taking it, people aren't being asked to take it. And when people do ask, can I take vacation?

A lot of the time that got told, you can take one or two days, but taking a week is too much. And so they've also gotten the fact that they feel like the CEO isn't showing leadership skills, isn't being transparent, isn't giving people the information they need to do their jobs. Well, they know how much information their manager is getting. Maybe their manager is a good manager and is being transparent and has plans. But then the CEO isn't helpful, leading the manager and therefore things fall down now when there is a lack of trust between staff management and sea level, as in C suite level, not as in the sea level, then more issues become apparent and then people start to have one foot out the door all the time.

And this affects productivity because searching for a job is hard, takes time and mental energy. If you are already burnt out worrying about the stability of your job and also looking for another job, you are not going to be productive in any way, shape or form. And so this is bad for the company overall. So if there are managers or c suite level people who aren't showing good leadership, this hugely affects the company and what people think about and if they want to stay.

But not only that, it might stop them from working from other start-ups might stop them working with other types of institutions that are like this. And so when people are thinking about leaving, if you're a good manager, you know, when people are thinking about leaving and you have that conversation with them about how to make things better. But if you don't realise when people want to leave, you are a bad manager. So just think about that. If you are a manager and you listen to this and people have left and you didn't see it coming, what were you.

Missing and what can make you a better manager so you don't miss it next time. Thanks for listening. This is [email protected] helping you build your brand and get hired. Have a great rest of your week.

, I want to talk about out of office. This has come up a couple of times this week.

There was a tweet that I saw that said, European  out of offices. "I'm away camping for the summer email again in September". American out of offices. I have left the office for two hours to undergo kidney surgery, but you can reach me on my cell any time. And I sent this round quite a few friends and it's heartbreakingly true. And then something else happened. I sent out an email to my mailing list about an offer that I was doing and how things were going.

And I said, you know, if you need anything, just just send an email, respond if you have any questions. And that goes to my personal email address. And I happen to have an office on my email address at the time because I was taking a couple of days off. And so I always have an out of office when I am not going to be responding in a timely fashion. And I got an email back saying, of course, you are taking time off.

Can you possibly how can you not think about other people you shouldn't be taking time off when you've asked people to respond to X, Y and Z, and this made me feel guilty for like a split second and sad. And it was because this person was emailing out of frustration that they felt they couldn't take time off without losing pay or benefits or maybe they didn't get sick pay and with the.

Tweet that I was talking about, where Americans out of offices feel like I'm doing this thing, but, you know, you can reach me any time, the feeling of having to be available at all times, whether you are an employee or a business owner. The pressure is huge and it's not healthy.

And I was also giving support to a company in California this week, and they also had the same thing. Everyone was experiencing burnout. They couldn't set boundaries between work time and non-work time can take. There was one person who wanted to take a week vacation off and basically got told no, and they could only take three days off. But then that wasn't communicated to the rest of the team that they were on vacation. And then it looked like the person had left or been like fired suspiciously.

It's a very weird situation. So my question to you is, what do you do in your life or what can you do to create a life where you can do more of the European style out of the office rather than the American style out of the office? Can you split up your vacation so that it's now one long weekend, a month or every two months and you work a different job, can you work towards a different job?

Can you work towards working for yourself? I'm currently in the process of changing how my business works for various reasons. And this is one of the things that has come up is wanting more control over my calendar, not feeling that I'm doing things last minute for everybody because that causes me more stress and more like to make a mistake. To be fair, more pressure. You put people under there's a certain amount of pressure that is good and healthy, stress and pressure.

And there is a set amount that isn't. And what is out of office look like, because it doesn't have to be out of office? I'm not here. It could just be I check my emails once every 24 hours or I check my emails at nine a.m. and 4:00 p.m. Anything else? You know, text me or give another way if it's urgent for someone to contact. It doesn't have to be out of office, per say. But reducing your instant availability could do wonders for your mental health, the feeling of having to respond instantaneously to everything, whether it is CELAC or email or messenger or or Instagram, Deanne's and Facebook, all of those things takes a huge toll.

So what can you do to help set some boundaries about how quickly you respond to things? Because people that I've coached have found most of the time nothing is on fire and desperately urgent. And if it is, then you know that and you can fix it. But most messages, emails, etc do not need to be responded to instantaneously. You can get back in an hour, three hours, four hours, 24 hours. So just take a look and see what you can do to set some boundaries around maybe your emails or not having the notifications on your phone so you can be a little bit more out of office.

Thanks for listening. This is [email protected] helping you build your brand and get hired. Have a great rest of your week.

, I'd like to talk about repetitive strain injuries, this has come up because a lot of people have been working from home now for over a year. If due to world events and even though you might have been used to working in an office and you go into the office and work, say, 9:00 to 5:00 with a lunch break and occasional other breaks, watercooler breaks, and you come home and you might do some other things.

But because of the tendency now for everyone to work from home, there is an increased tendency of their being blurred lines between work life and home life. And when do you start working and when do you stop working? I've been working with a lot of companies and organisations that just don't respect boundaries and people working 10, 12, 13, 14 hour days. And so this has led to increased increased incidences of repetitive strain injury. So repetitive strain injury is when you've been doing the same thing over and over and over again, that same movement, miniscule movement over again to the point that it ends up hurting you.

One example of that is carpal tunnel syndrome. So one way that you can mitigate some of the injuries that are RSI related is, of course, not. Work is often how to work as much and spend as much time on the computer. However, that might not always be, you know, possible. So another way that you can do it is I have a friend, for example. They have a mouse. They have two mice. One is for the right hand and one's for the left hand, and so once a week they will swap input devices.

So one week they will do work with their right hand and the mouse will be their right hand. And the next week they will do it where they use the mouse with their left hand. And they found because they've been doing this for years. This has made them, to a degree, ambidextrous. But they they get a lot of enjoyment of work done that way. Another ways that you can sort of switch up the input devices that you are using for your laptops and your computers, especially if then you do a whole day's work and then you go in game.

And now if you are a PC gamer, you probably using your keyboard a lot and you might use your keyboard a lot at work. So think about the types of work that you were doing and try and get different input devices that you can switch around depending on the type of work that you are doing. Some people use the trackpad for some things and then other things. They'll use the mouse. Other times they'll use the keyboard and use shortcuts, shortcuts none of people use because they're very, very helpful keyboard shortcuts.

Rather than using a mouse to click everywhere settings settings in such a way that you can get different types of mice. Now try and get one that has a more natural position for your hand. Logitech, do a nice little line of mice that have different input buttons that you can pre-programmed. So instead of you having to do click, click, click, it might be able to copy and paste for you just by clicking one button so these can help you reduce your repetitive like movements.

The other thing is maybe to use a pen and a pen and a tablet to help with doing different inputs or touch screen will help you use a different form of input.

And then when you are doing so, you are gaming. Maybe get a gaming controller. I know that like Steam has a controller if you have it. Like a. Like a. Thing on Xbox, you could use controls for that, so you using different movements and different ways with your hands, so you're not doing the same thing for 10, 10, 14, 16 hours per day. Repetitive strain injury is a real issue and it's just becoming more and more apparent and highlighted more and more because of the amount that we use computers.

The other thing is doing exercises do take a minute, five minutes every hour or two hours to stretch out your arms and your wrists and rotate your wrist and to to try and strengthen them up, but also to give them some release that cramped over all the time to try and flex them out. There are many different ways that you can go about sort of reducing the likelihood of getting a repetitive strain injury. But it's something that you need to think about more and more these days with health.

So that is what I wanted to talk about today. I'd love to know what other things people do to help prevent repetitive strain injuries. Please email me at [email protected], helping people and introverts build their brand and get hired. I look forward to hearing from you and have a great rest of your week.

, I want to talk about many hats as a business owner and most solopreneurs and entrepreneurs, especially at the start of their journey, you will find that you wear many hats.

And this can be great to start with as you get to know what different parts of your business do and how to how it gets done and getting systems in place in that sort of a thing. But generally speaking, this is what happens. We had a day job. You were basically sort of the the person that did all the things at that day job. And then you took whatever you did at that day job and transposed it into a business. But what happened was you were like the technician.

You were the person people went to for X, Y and Z, and you were good at that. And that's what you did. You had the tasks and you did the tasks. You had a manager and now you moved to this business where you're still kind of doing the tasks. But what you're forgetting about is managing and being the CEO. So when you are an entrepreneur, yes, you have to wear many hats. But there are three really important hats for you to wear.

The technician hat, the technician hat is where you do the thing. The whatever the thing is that you do, you get paid for. That is the technician hat. Should you wear that all the time? No. Should you designate maybe certain hours of the day that you do that on certain days of the week that you do that?

Yes. Then apart from a technician hat, there's the manager hat. The manager has sort of a better overview, like is a technician doing the thing? Is it the right thing that they're doing? Are they working with the right clients? How can I get more clients like that for the technician to work with? Do they have systems in place? Is a support? Do they have the tech or of those things? Those are managerial type things. You should definitely spend time during your week with your manager hat on thinking about you as a separate person, as the technician and how you need to manage the technician and their workload, because as the manager, that's what you're thinking about doing.

So you have the technician and you spend, to be fair, most of your time being the technician. But then you also need to think about being the manager and having a manager hat on. And the third hat.

And this is the hat that really is the hardest to start wearing. As someone who might have had a day job and watching a company and then running their own business is the CEO hat. And this is because.

You tell know what you see if you work in a big company, you don't really know if he does. You've probably seen them got a newsletter from them. It's not really them and other things, but you don't really know what the CEO does. And so breaking out time in your schedule to be CEO is really nebulous.

And so some of the things that you should be thinking about when you when your CEO hat is budgets and cash flow and partnerships and how you are going to grow the business. And what you can do to grow the business that might not only have that you, the technician person, may be the technician and somebody else, but the CEO hat is the hardest hat to remember because there are decisions that you might make as a CEO that you would not make as a technician or a manager.

And you have to separate those things in your head. You always have to have three different personalities, almost, but definitely the CEOs, the vision, the CEO knows what they want the overall brand to be. They know what the company is going to do. They know the type of communication they want to go out. They they have this vision. And normally, as an entrepreneur, you're so stuck being the technician that you kind of forget all of those other things and you get in the week.

And so making sure that you start out time every week where you where the CEO hat, the manager hat and the technician hat, it's separate times, separate places, and also for different types of meetings or certain meetings where it's really good for you to go in as a technician, like I know what I'm doing and here's stuff. And there's other times when it's really good for you to go into a meeting with the CEO hat on. And as an entrepreneur, you kind of forget that.

So when you're thinking about a meeting or making a decision, think to yourself, am I making this decision as a CEO?

Manager or technician, because that might change the type of decisions that you make and how you make them so that they really important distinct hats. Yes, you've got the sales hat and all the rest of it. But those are the three main distinct hats that you need to think about when you are moving from being an employee to running your own business and being an entrepreneur. Thank you for listening. This is [email protected] helping you and introverts build their brand and get hired.

Thank you for listening and have a great rest of your week.

, I would like to talk about roles for you applying for roles as a freelancer or a small business owner. I saw a post sometime this week in a group and this particular person was looking for a service provider that could provide graphics and social media support, and they had a Web page with all the information on it. And at the end it said, if you are interested in this role, carefully read through this overview and then email me at and gave the email address.

And then the first question was, tell me about yourself, family background, where you live and what you do. And this was for a. Social media manager, virtual for an organisation, and they're in the health and wellness space, so what I found interesting is the way I'm going to use about this was the tell me about yourself exclamation mark. OK, fine family. Why I should have to tell you anything about my family to be considered for a role in your organisation is beyond me.

You might not be an employer and have to deal with the rules and regulations that generally come with applying for jobs. But the questions that you ask should be will still be relevant to the role that you are hiring. For my family, I mean nothing to you and should mean nothing to you and definitely have nothing to do with my ability or the other person's ability to do the real background. Background can mean many things. Dmae, my ethnic background.

Do you mean my educational background? Do you mean something else? It's not specific. And it also makes me feel a little uncomfortable that you're asking these questions, bearing in mind on this particular website for this organisation, they were a, like I said, in health and wellness, but they didn't seem to be a lot of diversity in what they were doing. Where you live, where I live for virtual again, shouldn't matter if you need me to work in certain time zones.

That is different. But I need you to work from this time zone. Time to this time zone time. But where I live, not necessarily your concern and what you do, that's the important part, what I did. So when you are looking for someone to work with you and you want information about them to find out if they might be a good fit for your role, please do not ask them about their family and their background. Only ask informational questions that are relevant to what you are hiring for and what work you need them to do, because nothing will turn off somebody quicker but is being asked about family.

And I know there's the old saying that, you know, most small organisations make you feel like family. And I've said this before, the podcast episodes. The thing about family is they're overworked and underpaid and treated like trash. So don't treat me like family, treat me like an employee or like a freelancer or like the business owner that I am, whichever level it is there. But please don't treat me like family. And that is also going under the assumption that you have a functional family and not everyone has a functional family.

A lot of people have dysfunctional families or split families or just issues with family or have no family. There's nothing more triggering if you do not have a family than people asking about and assuming about family and being upset when you tell them about your friends, who to you are your family. So just a small net to those of you who are looking to hire people. And for those of you who are looking to be hired, if someone asks about your family, a red flag, if you as someone who is going to hire us about family red flag, don't do it.

I would love to know, dear listeners, are there any other questions or comments that you see from people who are hiring that make you second guess and then think, no, I don't want to work with that human? I would love to know. Thank you for listening. This is [email protected] helping you build your brand and get hired as an introvert. Thank you for listening and have a great rest of your week.

. I want to talk about powerful women. What image is conjured up in your head when I say the words powerful women? This came around because I'm working with a client and she has this great little programme that she's running just over, I think two and a half weeks and it's cool. It's got a name, it's got the word Alpha in it. And she's running this group and she is looking for images or we are looking for images to use and social to kind of reiterate what we're talking about.

And what we've discovered is if you go on and on Splash or even in Encounter and you put in powerful women, you generally get images of women with their arms crossed, looking vaguely happy or or looking down on somebody. I tend to be a woman alone or a woman in front of a group of people. And even when you do get those images of women with their arms crossed because a Pountney, that is a powerful stance. It tends to be women around the 20s, maybe no older than 30 or sort of 60s, 70s, kind of a vibe.

Then there's another group where it's a group of women and they tend to be smiley laughy jokey again in the 20s with the age group, with different ethnicities. And that's in a more casual environment. It doesn't tend to be in a in a business environment. And then on the other hand, if you put in powerful women, you also get a lot of women weightlifters as images. So with what I've just said, when I say to you, what does the image of a powerful woman conjure in your mind?

Was it any of those things? And if not, why not? And if so, why? So I feel but we feel I mean, my client feel that there is a gap somewhere in the market of general stock photography. I mean, there's many gaps, but powerful or confident women portrayals for stock photography, multi ethnicity that it has a business is really hard to find. And I don't know why that is. I don't know if, like whenever they say powerful, that people, like, cross their arms because it works well for certain things.

Or this obviously the other thing where they have women dressed up as superheroes, that makes them powerful. But can't you be powerful and happy? Can't be powerful and confident. Why does your stance have to be aggressive to be seen as powerful? And why do you only have to be a 20 something to be seen as powerful according to stock images? So this is an ongoing conversation that we are having within her coaching group and that we are having with each other because we find it really fascinating.

I know that there must be some other people out there who also have this thought that they're not finding the right stock photography. And I know there's a lot more like stock photography out there. That is an all white people, but there's a lot of it that is and it shouldn't be so difficult to find multi-ethnic stock photography shouldn't have to be specialised. It should just be. But listeners, I would love to know what image comes to mind when I say powerful woman and feel free to email me images or put it in the in the Facebook page or tweet it at me, Instagram at Atmeh, whatever it is, I would really love to know.

So thank you for listening. This is [email protected]. You can email me at [email protected] with your images of powerful women. Thank you and have a great rest of your week.

today I want to talk about a quote I saw that was don't let the Internet rush you. No one is posting that failures. And I found that really interesting for many reasons, but mainly the fact that with social media, with Instagram and Facebook and we see we think we see so much of people's lives or how people run their business. And yet behind the scenes, even the behind the scenes shots are never behind the scenes shots of I failed at this or I tried this thing and it didn't work.

It's always shots of I try this thing and look, I go, you know, 20000 people or 10000 people out, a six figure weekend or whatever it is, even when they're doing the behind the scenes, they're never doing the behind the scenes of failure. And here's the thing. As humans, we learn better from trying something and failing and making mistakes than we do from trying something and succeeding at it or seeing someone succeed at it. We just don't learn as well.

So it's really interesting how people on Instagram, on Facebook or wherever that you're seeing slices of people's lives, it's always 90 percent of the time the happy stuff. And even if it isn't the happy stuff, the sad stuff isn't I try this thing. I lost a bunch of money. Normally it's I try to sing, lost a bunch of money, but was the best thing that ever happened to me because then I, you know, hustled and I did this thing and I did this other thing and everything's rosy.

But as someone who's trying to learn things, how do you learn from that? Do you learn from that? Do you take away all the good stuff? And a part of it is this person did this thing and they succeeded. So I'm going to follow and therefore I should succeed. But once again, we are all individual. We have all our different paths and different baggage. So it probably doesn't work that way. And this also leads to the question about just viewing other people and viewing competition or just seeing where someone else is in their journey and being upset that you're not at that place within the journey or your journey.

Envy and compassion, as I'm sure you've had before, comparison is the thief of joy. And so when you are looking on social media and you're seeing other people and their slices, they are just slices and slivers of other people's successes and very rarely their failures. How do you feel? What does it make you think? Does it inspire? Does it make you think you can do better or does it make you think I need that quick fix to go ahead and be do whatever it is that they did to get the same results?

Would you, as an audience, as a listener, be interested or as interested in the people you follow? If they actually posted their entire process from start to finish, whether it worked or not, would you be as interested if they tried a thing and it failed? But you still got to see that process of them failing? Is this something that you, as a bystander, an audience member, would be interested in? Would you follow someone trying out different things just to try them, or would you only follow if people were successful?

I think it was really interesting and it's a question that I've put out to to friends and acquaintances. And I've got a mixed bag of results. And I think it depends where you are in your journey and where you are in your self confidence about what you're doing and your role in either your career or in your business. But comparison doesn't help you. There are going to be things that you do that will be different from other people because that's what sets you apart.

Yes, you can follow a system. And really, I do believe that system should be followed. You follow a system once through just to see how it works and get an idea of the mechanics. And then when you follow it through the second and third time around, you iterate so that it fits you well, your lifestyle, your business style or just your your personality or your humour. But having a bedrock of something, a system that you can follow is super helpful.

But then you tweak it. And I think people kind of think, OK, I've tried this thing and it didn't work rather than I tried this thing. What did I learn about it so I can reiterate and change it next time around. So that's food for thought. I'd love to hear back from you about whether you would like to see someone just trying things and seeing what their failures and successes are. Or if you. Only like happy to see what the successes are, so you can then follow them and reiterate for yourself.

Thank you for listening. This is [email protected] helping introverts build their brand and get hired.

I want to talk about recharge time and weekends. So I was recently working with a group during one of our online coworking sessions and the statement came up that weekends our social construct. And so why do weekends matter? Unlike sort of, you know, the 24 hour daily rotation of the Earth was a yearlong journey around the sun. The seven day week specifically is purely a social construct. The two day weekend was, in part, born from another economic crisis.

So during the Great Depression in the 1930s, many industries that had not yet adopted the 40 hour work week cut in place schedules back from seven days to five days a week so that fewer working hours could be distributed among more people. And so this led to the weekend, these two days off that where people did not go to their regular jobs. However, speaking to a lot of people recently, I asked them what days do they take off? Because we happened to be working on a Saturday.

And the overwhelming response was they did not take time off.

They did not take one specific day off or two days off or even three days off in a week to recharge. They mentioned that they recharge by sleeping and also just by taking a little time every day to recharge rather than keeping two days at the end in the middle of wherever of the week to get that energy back. And so having a weekend wasn't really a thing for them, and this led to further conversation about weekends and why they're helpful, why they're not helpful.

And right now, because there is such a blur between home life and work life and because people just don't see the blurred lines and the differences, that they don't tend to take weekends and they don't seem to see how that could have health effects later on down the line. Now, there is a couple of people who were wed the weekend day, and so they have Wednesday off and Saturday off, a Wednesday off and Sunday off. And so they split up their weekend.

Some people have a three day weekend. So they have they work for days on three days or four days on three days off to recharge. I do think that recharge time is very personal and maybe having two days off at the end of the week doesn't work for you. It is your weekend doesn't have to be the weekend. And if it is not, if you do not take two days at the weekend, what do you call those days off that you take to call the midweek weekends?

Do you call them Wednesdays? Like, what do you do? But humans are a creature of habit. So having a schedule when we work and when we don't work is hugely important. It doesn't matter what that schedule is, it's just that the schedule needs to exist. So try and figure out when you can do things that are creative, things that are fun. It doesn't matter what is in your routine, just the fact that you do have a routine, because that's how we work well as humans.

So it doesn't matter if your weekends, all your weekends or you may recall your weekends or you take your only work four hours a day, whatever it is, figure out what works for you and use that to your advantage. How you recharge and what you're doing during those recharge is really important, but also having something to look forward to. One of the challenges people are currently facing is that every day kind of melds into another. If you ask them what they did last Tuesday, about Tuesday, when was Tuesday, what was Tuesday.

So having these little pockets of time where you do things that are creative and then you recharge and you have something to look forward to, really helps your brain remember what happened when. And so even if it's appointments or virtual dates or games or whatever, it might be just baking at home like one day on this particular day, like every Tuesday, I bake, for example, having something to look forward to and having that delineation helps you remember and define a time that's just kind of the way our minds work.

So I guess the question is, do weekends really matter? Yes, to a degree, but it doesn't have to be at the weekend. I'd love to know what you do to recharge and what times of the week you set aside to do recharging. Thank you for listening. This is [email protected] helping you build your brand and get hired. Have a great rest of your week.

Introvert today I want to talk about the differences between strategists, consultants and coaches. So I'm going to start with strategists. Strategists are for when you have an unclear vision strategy plan or next steps for the big picture. Right. The whole idea is they kind of help you with breakthrough aha moments and then come up with actionable and customized strategies and plans to move your business forward generally with some sort of clarity, purpose and direction.

The idea is to pivot you and set you on the right path. And when is the best time to kind of hire a strategist is normally at the beginning or early on when you're just trying to sort of figure things out or doing really big changes, pivots or growth like last year or when problems, challenges or dissatisfaction arises. And it can also be a regular touch points. Just to clarify and make sure you're still identifying the good opportunities and going in the right direction.

And you know what's a really good time to get a strategist when you don't actually know what you need because they should be able to give like an overall sense and get information from you and then figure out, OK, well, this is how we're going to clarify your vision and this is how we're going to put you on the right path to what you want to be. The approach of most strategies will be to help you make thought, make sense of your thoughts, ideas and opportunities, kind of a sifter, and to find patterns, brainstorm ideas, analyse options, and guide you to making tough decisions based on your unique situation.

They don't make the decision for you, but they do say, well, this is what you can do. What are you going to do about it now? Tends to be a lot of hands on one on one sessions, maybe with some like pre work or homework to do until clarity is achieved and sort of your plans are completed in place and then you ready to go off and complete. Those said things tend to be done in a sort of private workshop, one and one, and intensive anything of those sort of ways of doing things.

And they tend to be business strategists, small business strategists, growth strategists. Basically, they have strategists in the title somewhere. And there is that does tend to be some fuzziness between strategists and coach. So now let's talk about coach. So coaches often navigating daily difficult issues when running your business and that I help holding you back from maximising your potential. They will help you reach goals or at least take meaningful action towards those goals faster than if you were doing it independently.

And it has helped you improve your approach to managing your business. The best time to hire a coach is when you need to get from where you are to where you want to be. And you probably already have the strategists tell you what you need to do. It will hone in your approach to managing and growing your business and help you overcome any mental blocks that you might have or behaviours. So that's a really key difference between like just a full on strategist and a coach and coach will also give you ongoing support for self improvement and accountability.

Now, that does tend to be, like I said before, a bit of a merge between those two. Now, their approach tends to be guiding you towards coming towards conclusions with insightful questions and maybe other approaches. They teach you proven methods to improve your mindset, behaviours, decision making and management of those sort of a thing. And they also help you clarify your goal and provide encouragement and accountability for making continued progress. And normally it tends to be with a coach's regular schedule discussion sessions until the goal is reached for a set period of time, normally about three months, and sometimes there will be homework and accountability.

Check ins in between tends to be more of a group programme and less one on one with the last part is a consultant. So when you don't know how to do something very specific or lack the ability to like, learn that thing. So this will help you have an increased understanding on how to do something and complete that very, very specific thing. You already will have like a strategy in mind. And they're just going to help you implement that thing.

And they provide expert advice, recommendations or teaching on that specific knowledge that they have deep knowledge in. And they lean on their experience in their speciality to complete help you implement whatever it is that you need to do. Where's the time our consultant will do a presentation, a reporter consult or a training just to get you up and running and implementing support to get that specific project? Done and so examples of those tend to be like a DNA expert or specialist, a legal adviser or a consultant.

So those are the differences between a strategist, a consultant and a coach. And when you might be looking to hire and get someone of that calibre onto your team to support you, get to your business goals. Thank you for listening. This was [email protected] helping you build your brand and get hired. Have a great rest of your day.