Author Profile

Scott Ballard

Through his experience in his own business and life, Scott had the impact of finding a Coach that guided his company from the brink of disaster to an amazing comeback, and from uncertainty, to the most amazing transformation that he could have hoped for. As a result of his lifetime of learning, he now gets to guide people through the process of achieving their goals and dreams for themselves and their business.

Are You a Grateful Person?

Do you consider yourself a “grateful” or positive person?

Are you in the HABIT of being grateful for things that happen in your life or do you tend to be a pessimist?

I want to encourage you that you always have a choice to react in either a positive or a negative way. Even in difficult circumstances, if you develop the practice of thanksgiving and gratitude, your outlook and attitude with improve.

What is your first reaction when things aren’t going the way you want? Next time this happens, stop and think twice about how you are going to respond.

As we say, think about your thinking. Here are some questions that come to mind that you should ask yourself first:

  • How am I going to react to this?  
  • How am I going to process this?  
  • How am I going to think about this?  
  • How am I going to respond?  

That’s what it all comes down to:  MAKING A CHOICE to be thankful and grateful in spite of your circumstances.

Do you choose to view a situation positively with gratitude or dwell on the negative?

Gratitude was a choice that I made at a very young age.

School was extremely difficult for me, and I had teachers telling me that I was stupid! (Hopefully this isn’t happening in the schools now like it was back in the ’60s.)

Luckily, I had an extremely loving and caring family so all my self-worth was not based on the education system. I also had a faith and belief in God that sustained me. (I wrote a book a few years ago that tells my whole story and the practice of gratitude.)

I decided at a very young age to think about everything in my life that I was grateful for.

Every night before I went to sleep, I sat in my little bunk bed and thought about what I was grateful for. Here are a few of those things I thought about:

I’m grateful for my grandmother and how much she loved me.

I’m really grateful for how much my parents care about me.

I’m really grateful that today I got to play football.

This may sound trivial because it’s just a little kid thinking about little things. But, it’s that kind of thinking that has made me the positive, encouraging person I am today. In fact, that’s the number-one thing people say about me: that I am one of the most positive, encouraging people they’ve ever met.

The reason for this is simple:

GRATITUDE.

I’ve made it a daily practice in my life to list out all the things I am grateful to God for. Gratitude has allowed me to be able to serve people without any expectation of them ever being able to do anything for me. Instead, I am simply grateful for the opportunity to serve and how good it makes me feel in my heart and soul.

Often people wonder why they are so discontented, unhappy and stressed. They have anxiety. One of the main reasons for this is spending too much time thinking about what we don’t have instead of what we do have.

Gratitude is like an inoculation against being discouraged, upset, afraid or depressed.

We all have low times, but gratitude can help us make our way through them.

When I am feeling down or depressed, I stop and think about what I am thankful and grateful for. When I focus on those positive things, I start to appreciate them more, and they become more valuable to me. I think about God, my wife and kids, grandkids, friends, clients, experiences, places, etc., and realize how very blessed I am!

You too can live a different life with a different purpose and a different intention. Start leading a life of gratitude. Take into account – on a daily basis – everything you are grateful for.

Please share with us how gratitude or choices have made a difference for you and what you’re grateful for today.

For more on Gratitude check out The Biggest Disability is a Bad Attitude.
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Are you asking yourself these questions?

There are several questions that are really important for you to consider in order to gain clarity and confidence in your life and business (whether you’re a business owner, CEO or entrepreneur).

The first question is:  What do you stand for?

Once you’ve figured this out, then you need to ask yourself the following questions as well:

–What do you believe?

–What are your priorities for your life and your business?

–How do you make decisions?

–How do you connect with your customers and your employees?

–Are those connection points getting you the results, time, and money that you want?

If you’ve been in business for very long, you have probably realized that not everyone is going to love you or what you do with your business. But that’s okay!  Because your product or service isn’t for the whole world — it’s for those people who will get the greatest value from it.

When you can answer all the above questions and feel confident about your answers — there is a certain peace and clarity that comes from it. This comes from knowing what you’re doing, what you’re about, who you are and what you stand for.

If you want help answering those questions, reach out and schedule a free consultation. This type of training and thinking is what we do best. Are you ready to go to the next level?

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The Magnitude of Your “First Customer”

We’ve talked before about your employee being your “First Customer.”  One way at Confidence Coach that we help companies grow is to help them recognize that their greatest untapped resource is their employee — who we refer to as their “First Customer”.

Your employees are the ones that know the most about your business. They have the greatest interaction with your customers. Nobody has a greater bearing outside of you for your company’s success, than your employees do.

So in order to start thinking about your employees as your First Customer — thus increasing employee participation, engagement and enthusiasm — ask yourself these questions:

1. What do you do for your (paying) customers that you could do for your employees?

Are there any discounts on products or services or is there something you do at events that you could also do for your employees? It could be any number of things and only you can answer that question.

Be original!

But, you need to start recognizing that your employees are your First Customers. Start thinking of them in this way and create an “experience” for them like you would create for your paying customers.

2. How can you serve or support your employees better?

It’s a simple question, yet if they are your First Customer and they’re so important, you should be thinking about how you can serve and support them in a way that would help them do a better job at work. If they feel supported and know you really care, this will increase their performance and also improve their attitudes at work.

3. What do your employees need from you in leadership?

How is that to be done? What are they looking for? Have you asked them what they need as far as leadership, vision or direction for themselves, for their unit/division of the company? You need to have that conversation. I think you will be surprised at what you hear.

4. What are your employees’ stumbling blocks in their work?

What’s getting in the way of them reaching their full potential to produce, serve and make a happy repeating customer? They should be able to tell you these things and then you need to know how to overcome them.

5. What are three things you will do to improve your First Customer (employee) experience?

Think about three things you will do this month to make your employee experience better. The first thing you’re probably going to say is:  you’re already paying them; we have benefits, vacation, etc. But those things aren’t enough in today’s economy because employment is basically zero. There are a lot of jobs out there and not enough people to fill them. Do something different and think about them as your “First Customer”. What are three things you could do for them that would give them a greater sense of value, appreciation and support in the work that they do for your company?

Helping companies view their employees as their “First Customer” is just one of the processes we use. If this peaks your interest, we also have a process called The Dream Employee. We love working with business owners and their employees.

We also love to help employees tap into their greatness to exponentially grow your company! Reach out to us at confidencecoach.org and schedule a free consultation today to help you with your First Customers.

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You have a Choice

Do you sometimes feel like you don’t have any choice in making a change that will take your business to the next level?  Don’t fall into that trap.

You always have a choice.

Sometimes that choice is simply in how you respond or react to change, adversity or a particular situation.

The first and most important choice is to have a mindset to look at situations, difficulties, challenges, obstacles, barriers in your business as opportunities. The bigger, more difficult and the more challenging a situation or problem is — the greater the opportunity you have to build a bigger and better future for you and your business.

One of the ways to do this is get clear: 

  • Identify. Get out of your mind and onto a piece of paper exactly what this obstacle, barrier or challenge is.  
  • What’s in the way. Decide what are all of the things around it that are preventing you from moving past it or finding a solution to go around it.
  • List them out. List each obstacle or situation out so that you can break them down. Ask yourself the question for each one: What is a simple, basic thought to transform this barrier or obstacle?
  • First Step. What is a simple first solution or step that would take us past, through or over the top of this obstacle?

A lot of our coaching is “thinking about your thinking”.  Be aware of how you’re reacting to challenges and problems in your company, business or corporation.

I’d be curious to hear what the biggest obstacle is that you are facing. What do you feel is keeping you from reaching the next level in your business?

What’s in the way?

Identify and work on what’s in the way; then you can also get clear about solutions and next steps. (Which will also help you figure out the team and resources that you will need in order to move forward.)

Today’s all about choice. But, first you have to choose to think about these obstacles, barriers and problems in a whole new way.

That’s the challenge today — think about what’s in your way. Let us know what that is and/or schedule a free consultation and let us take you through this little exercise and help you turn your obstacles into opportunities.

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Do you have an Unfair Recruiting Advantage?

We are working with several companies right now and their number one challenge is on-boarding and recruiting. They are trying to fill empty spots that they have in their company and it’s becoming a huge issue.

One client was sharing the other day that he has a candidate for a very important position. He met with him, went through all the interviews, and they really feel that this is the right person. But, the gentleman told him that he has two other offers and that he’s trying to decide which is the best offer. The money’s about the same, the industries are the same and the company sizes are pretty equal. The client said he didn’t know what else to do in order to get this guy to come to work for them and not one of their competitors.

I asked him what he’d talked about. He said, he’d told him about how great the company was, the culture, that their company is like a family, and they’ve been in business a long time. This would be a great fit for him and he wouldn’t have to move. Unfortunately, these are all the same things that every other company has been telling him.

So I said, why don’t we think about it from the candidate’s viewpoint. I told him to call the guy back in and once he’s sitting down, ask him these questions:

  • How could this position help you get what you want out of life?
  • What are your dreams, goals, aspirations?

Then spend a half hour talking about how your company can help him achieve those dreams, goals and aspirations.

And I said to him, if everything else is equal, but you’re actually talking about what the candidate wants to do with his life, his personal dreams and goals for himself, his family, and find out what he wants out of life — once he sees that you care about that, you will have an unfair recruiting tactic that nobody else is using in your industry. Sure enough, that was the result. The guy came to work for him after they had that conversation.

Are you experiencing problems in this zero unemployment environment? Do you need more people on your team? Is recruiting much harder, and you seem to have an endless number of vacancies to fill? Try this approach and ask the recruits the above questions.

This will set you apart from your competition and enable you to get those key people into your company so that you can keep on the path of growth.

At Confidence Coach, we help business owners, CEOs, and entrepreneurs with the task of maximizing their greatest asset, which is their employees, their “first” customers. Part of doing this is you have to be a great recruiter. Part of being a great recruiter is not seeing it just from your side (the company’s side). Instead, you need to see it from the perspective of the potential candidate — who could come in and help your company grow even further.

We also use these same questions when working with companies using The Dream Employee. If you’d like to know more, schedule a free consultation.

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What Makes Employees Stay?

What makes employees stay with a company or organization for a long time?

As we’re using The Dream Employee process with companies, we’ve discovered two things that make people stay.

When we ask someone who’s been with an organization 5, 10, 15, 20, even 30 years, why they have been there so long, we consistently hear the same answer.

It is because they feel acknowledged and appreciated.

  1. They are acknowledged for the value and contribution they bring to the business. 
  2. They are also told how much they are appreciated for the great job they are doing. 

As a leader, manager, CEO, or business owner if you remember to do these two things — ACKNOWLEDGE and APPRECIATE your employees — it will extend the life of your employees!!

If you have any comments or thoughts on this, let me know.

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commitment

Commit to Moving Forward

Are you in business and you’re feeling stuck?

You’re not sure what it is, you’re not sure why, but something’s plateaued.

You can’t seem to move forward with growth and strategy.

What’s going on here?

Well, without having to crawl into your mind, I’m pretty sure I know: You haven’t fully committed to moving forward.

You haven’t burned the bridges. You’ve left the back door open. You keep thinking that maybe, maybe there’s a way out.

But if you recall all the success you’ve had in your business in the past, wasn’t the first step your 100% commitment to going forward?

When you commit that way, your mind creates the courage and the capability to overcome fear and have that win.

We work everyday with our coaching clients to help them achieve their desired results. Sometimes you have to look back to see what you’re committed to before you can move forward on the path to success.

Schedule a free session so we can help you get unstuck and get you back on track with your commitment.

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Implementing the Circle of Encouragement

If you are looking for another great way to end a meeting on a positive note, I would suggest using the Circle of Encouragement. Since we talked before about starting a meeting with wins (sharing things that people are excited about), we wanted to give you this new strategy of how to end a meeting with a lasting impression.

It can be used after a long strategy meeting, a coaching session, or any team meeting you have on a regular basis. Using this will end a meeting on a high note and in a completely different way. Each time you use it, you will get amazing results. 

The Circle of Encouragement is also something we use with our clients when we work with them during The Dream Employee process. 

My wife and I even use it when we celebrate family birthdays with our kids. The power of encouragement goes a long way and you can never have too much of it!

This may be a real stretch for you. But, I guarantee it will create great culture, collaboration, and unity within your company in a profound way.

Here’s how to create a Circle of Encouragement: 

  1. Have your team stand in a circle.
  2. One person starts by turning to the person on their right. For 30 seconds they say all the things that they appreciate about that person in the work that they do within the company. This is a time to speak only words of encouragement (it may be something you admire about them personally or professionally).
  3. Then the person that just received the encouraging words turns to the person on their right and does the same thing. Speaking words of encouragement for 30 seconds.
  4. This process repeats itself and goes all the way around the circle. 
  5. When you get back to the person that started it, reverse the circle (speak to the person on your left) and go the other way and repeat the process.
  6. You are done when each person gets to speak and receive encouragement from the people on both sides of them.

I first learned how to do this when taking teams all over the world on mission trips to Africa, India and Haiti. After using this with about 30 different teams over the last 10 years, I’ve since adapted it to business. 

Seeing the impact words of encouragement have on people prompted us to use this process with our coaching clients at the end of a meeting or training session. 

What this really does is it brings unity, appreciation and respect. It creates a culture where positive things are verbalized and people get to hear about the things that they’re doing well. 

This creates unity within the team. 

It also helps people in the circle who don’t work together closely get to know one another better and understand what each person really brings to the team. It’s brings great value.

Do these negative comments sound familiar?  “I’m overwhelmed because I’ve got 15 new things I’ve got to do”; “I didn’t understand that”; or “That meeting didn’t go well”?

I guarantee you will get a different result if you use the Circle of Encouragement at the end of the meeting.

Begin your meetings with Wins and End them with Encouragement! 

Create a culture that is unstoppable and goes beyond just doing a job. You’ll be creating an atmosphere that is all about seeing the best in one another.

Everybody in this day and age needs encouragement! And so we actually put it in the meeting agenda. We teach it; we do it with people. It’s uncomfortable at first. The result is the whole culture will be transformed when people start receiving encouragement.

What we are all about at Confidence Coach is transforming cultures; making the workplace for employees and owners to be awesome. 

In order to be awesome, people have to feel encouraged and to feel like they’re winning. For it to make an impact, you have to do this on a regular and consistent basis..

Let us know if you’d like more information on how to do a Circle of Encouragement at your company. We’d be glad to come in and show you how to implement it either virtually or in person. Subscribe to our YouTube channel or check us out at confidencecoach.org

Schedule a free consultation if you’d like to talk about this area of employee engagement, employee retention, or how to improve the culture of your company. 

We love what we do and we’d love to help you!

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The Secret to Getting that Extra Effort From Your Employees

Do you want to know the secret to getting that extra effort from your employees? 

How do you get them to go the extra mile and consistently improve their performance? 

Well, the answer might surprise you. It’s really not up to them. 

It’s up to you!

I challenge you to take a walk around your business; really take a look at how your employees are working and what they’re doing. 

Here’s the catch though.

Go around with your focus being these three things:

  • Look for what they’re doing right.
  • Look for what they are doing well.
  • Acknowledge them for the great job they are doing.

For example, tell them that you really appreciated the way they handled a difficult customer situation or maybe the quick way they processed an order; maybe it’s the way that they have kept their work area clean. The possibilities are endless. Look for the good stuff and then let them know that you see what they are doing and how well they are doing it.

Be Positive

It’s important to focus on the positive of what they’re doing right, well and good. 

Now this can be really challenging because for the most part, we tend to focus on the negative. We are looking for what needs to be improved; what the problems are. We want to point out all the things that went wrong; and we’re trying to figure out how to fix them.

But what I’m asking you to do over the next week is to every day get up from your desk and get away from your office.

Acknowledge Them

Get out there where your people are. Acknowledge and look for the things that they’re doing right. Then, verbalize those things to them right then and there. Don’t just think it in your own mind. Actually tell them and acknowledge them. Focus on what they’re doing well, what they’re doing right, and how great a job they are doing.

You’ll be surprised how this changes the dynamic of your team and your employees. Suggest to your managers that they do this too. Create a culture of positivity and encouragement in your organization. Have everybody in your company do this by setting the example.

Looking for the positive is something that we have to train ourselves to do. 

At Confidence Coach we have ideas, processes and thoughts that help you get the greatest return out of your biggest investment (which is your employees — they are your “first” customer). 

If you’d like to talk about coaching or learn about different programs that we have, please schedule a free consultation. You can also subscribe to our YouTube channel or to our blog by clicking on these links.

Remember, you have everything you need to be successful in your business with your employees right at your fingertips. All you need to do is take action today.

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Being Known and Heard

As we help business owners and CEOs with employee engagement, some of the questions that I ask them are:  How do you engage your employees?

What’s fundamentally going on in the employee’s mind?

What are they really seeking in this working relationship?

Two Takeaways.

There are two things today that I want to point out to you that are really important for your employees.

  1. The first is to be “known”. People want to be known for who they are and hear their name said. When you call them by name, it makes them feel good. Think about this — How many times do you walk down the hall, go through the warehouse, or maybe you’re out on a job site, and you don’t acknowledge someone that you see? Do you call them by name and say hello? Or, do you simply go on by? Do you ask how the project is going? How their day is going? Are you too focused on your own thoughts to stop and be friendly?
  2. The second thing is to give your employees a place in your business or relationship where they have a voice and can be “heard”. Do you have a specific place where they can report to you about safety, a project, ideas for the company or just whatever’s going on in their mind? Do they feel comfortable expressing their thoughts or concerns to you?

When we work with companies, we not only work with the owners and leaders, but we also work with their employees using The Dream Employee. Being known and heard are two of the biggest needs we hear from employees. I hope you will use these two big takeaways to improve your company culture and engagement.

This sounds relatively simple to do. However, it takes intentionality on your part to really make your employees feel that they are known and heard. These two things are critical. If you’d like to learn more of what we do and how we can implement The Dream Employee in your company, schedule a free consultation today.

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