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.

Clarity – Vision for the Future

Today I wanted to talk to you about how you can use clarity and vision for the future to lead well as a business owner, CEO or entrepreneur. I’d like to give you an effective way to help you lead your team and/or your employees, as you go forward.

When we talk to employees, we have seen that one of the areas where they feel uncertainty or unrest, and they start procrastinating and maybe not performing at their highest level, is when they lack a clarity and a long-term vision from the owner, CEO, or entrepreneur. So if you haven’t talked about or let your employees know your vision in the last six months, one of the things that we’re helping our clients with is how to have what we call a “clarity” talk.

Here’s how to have a clarity talk: Get your group or team together and in about 15 or 20 minutes, give them the long vision of what you’re seeing and what your plans are; what the strategy is; where you’re going; what’s happening in the industry.

They need to hear this from you at least a couple of times a year. When you do this, what you find out is that all the uncertainty about the future and all the negativity that is coming at them (fear via social media, the news or maybe something happening in their own life), this will help dispel that a little bit. They will realize that you’re actually thinking, planning, and strategizing about the long-term future of your company and your business as it goes forward. This helps bring clarity to them; which brings confidence and courage, and then a willingness to invest even deeper into the work that they’re doing in your business.

We suggest that you really focus on this idea of giving a message of clarity that comes directly from you about the business, about their long-term future. Which for a lot of them, they’re looking at the company as their future vehicle to get them where they want to go. But if they don’t hear it from you on a consistent basis, their minds can wander. They can think that another company is a better opportunity because there’s more clarity about where they’re going, what they’re doing, why they’re doing it, and who’s doing what.

So that’s our tip for today. Bring clarity and leadership to your company by giving them this clarity/vision talk on a regular basis. Once again, if you found this valuable, let us know. If you’d like to know more about how to put a clarity talk like this on, we could give you the template to do that. Please subscribe to our Youtube channel, share this information, and we’re always available to do a free consultation with you if you’d like to know more about how we’re helping business owners and CEOs today.

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Unfair Recruiting Tactics

We are working with several companies right now and their number one challenge is onboarding or recruiting. They are trying to fill the empty spots that they have in their company and it’s becoming a huge issue. A client of ours was saying the other day that he has a candidate for a very important position. He met with him, they’ve done the interviews, and they know that this is the right person. But, the gentleman told him that he has two other offers and that he’s weighing, which is the best offer. The money’s about the same, the industries are the same and the company sizes are pretty equal. He 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.

But these are all the same things that every other company has been telling him. And so I said, why don’t we think about it from his point of view as a candidate that could really add a lot to your business? Why don’t you call him 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 he 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.

If you’re also experiencing this zero unemployment environment, you need more people on your team, you’re finding recruiting much harder, and you’re finding that you have empty spots you’re recruiting to fill — try this approach and ask the recruits these 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, and part of being a great recruiter is not seeing it just from your side (the company’s side), but seeing it from the perspective of the potential candidate who could come in and help your company grow even further.

If this is helpful, please contact us or you can schedule a free catalytic conversation. Make it a great day!

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How Do You Get Extra Effort From Your Employees?

I just wanted to talk about how you can, in just one moment, get extra effort from your employees. You can get them to go the extra mile and consistently improve their performance.

You want to know the secret? It’s really not up to them. It’s up to you!

I challenge you to go around your business and see where your employees are working and what they’re doing. Go around with one focus and that is to look for what they’re doing right, what they’re doing well, and then acknowledge it. For example, tell them that you really appreciated the way they handled that customer situation or the way they processed an order, or maybe the way that they have kept their work area clean — or whatever it may be. You get the idea.

But the challenge that I’m throwing out to you today is to walk around your business and look at every employee and try to find the good things that they’re doing. Then the second step is to acknowledge it, to verbalize it such as, “Hey, I see what you’re doing here!”

It’s great and important to focus on what they’re doing right, well and good. Now this can be really challenging because for most of us, what we’re seeing all the time is what they’re not doing, what they’re doing wrong, the problems they have, and all those kind of things. 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. Go to where your employees are and acknowledge and look for the things that they’re doing right. Then, verbalize those right things to them. 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. Have everybody in your organization do this as well!

Looking for the positive is something that we have to train our minds to do. But what we do here at Confidence Coach is we give you ideas, we give you processes and thoughts that help you get the greatest return out of your biggest investment (which is your employees — they are your “first” customer). Think about this and see how you can get the results that you want from your team.

If this is helpful, let us know. If you’d like to talk about coaching and hear about different programs and ideas that we have, please reach out to us and schedule a free catalytic conversation. You can also subscribe to our YouTube channel or to our blog.

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 to take action today.

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Getting on the Same Page with Employee/Employer Relationships

Here’s a simple exercise you can use if you are having difficulties getting on the same page with your employees, managers or supervisors. Perhaps you can’t get on the same page due to a past conflict or a personality issue. I’m going to give you a solution today that is a question you can ask that will transform and improve difficult working relationships. It helps owners and leaders get on the same page with their employees, creates strong bonds, builds collaboration and helps people work together better.  

Is there someone in your organization that immediately comes to mind? Someone that’s hard to work with them or you’re having a struggle, problem or an issue with? Then this question should help turn the situation around.

This is the step you need to take and the question to ask them. Get them in your office or in a place where you can talk to them one-on-one for a few minutes without any interruptions. Ask them first if it’s okay to ask a personal question, and if they are agreeable, ask them “What matters most to you in your work here at this company and personally in your life?”

Now, you may just want to ask “What matters most to you about the work that you’re doing here in the company?” And that’s far enough. But, if you feel like you can go deeper, you should also ask them the question “What matters most to you personally?”

And then be quiet and listen.

What this does is it changes their whole feeling about you because what we are finding by using this question is that nobody in their life or very few people in their life are really sitting down and going –  Okay, what’s going on with you? What matters to you and what is happening in your life that might be affecting this work thing or what are you really struggling with at work? And by asking this question, you open the door to have a conversation.

Now, the second part of this is after asking this question, you have to be willing to listen. You have to be willing to turn yourself off and really listen to what they’re saying. And then after they have answered that you might want to follow up with the question of “why?” Why does that matter to you and why is that important to you?

In doing this, you will open a door of understanding to be able to manage, to work with and understand what makes this person tick. We have found that it has undone a lot of problems in relationships  – managers vs. employees, owners vs. employees, and has turned those dynamics that are “versus” into, “Oh, you’re a human being too!”. Your people have things that matter to them, and you need to know what those are in order to lead them well.

My challenge to you today is if you know somebody who immediately came to mind (or a bunch of people!), take five minutes and ask a couple of people this question, and then let us know how that works out.

If you’d like to know more about how to interact and build strong, healthy relationships in your business, reach out to us at Confidence Coach. We’d love to help you with this. Also, if this has been valuable to you or you know somebody that this would be helpful to, please pass this information on to them.

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Do You Know How Your Employees REALLY Feel About Your Business?

You know how you really feel about your business, but have you ever thought about what your employees really feel about your business? It may be that you haven’t thought about this or don’t think it’s important, but then again, it may be something that you are afraid to ask!

Do you really know how your employees feel about your business? About working there? What does working there feel like to them?

I know some of you are thinking — I don’t really want to know; and that’s very real and understandable.  However, everyone needs to think about this because how your employees feel about your business is what they’re going to reflect to your paying customers and to one another. This also creates a culture which is either really positive, collaborative and progressive, or it’s a culture where there is negativity, backbiting and all kinds of other problems that slow down the progress in your business.

You may ask what can be done to help people like you with this challenge? At Confidence Coach, we come in as a third party and do what we call an anonymous survey to find out how your employees feel about your business. We ask them their opinion on how it’s running, how they feel about their managers, and maybe what the systems are. We do this anonymously so that they feel protected and they can be totally honest because they know we won’t reveal their names. We create the survey and use questions in such a way to really find out what and how they’re thinking, and then we’re able to provide that information to you as the owner or CEO of the business. This begins to help you to get a feeling of how your culture is at this point. It will help you know how employees are interacting and how that’s being projected to your customers. This is incredibly valuable information.

We have a lot of success stories of people who have used this tool to help figure out what is going on in their company with their employees. It’s kind of a secret weapon we provide for people. We normally do this on a quarterly basis. This enables you to have ongoing information so you can make good decisions and can understand what’s going on in your culture. We spend a lot of money as business owners and CEOs to figure out who our paying customer is, what they’re about and what’s going on with them, but we miss the opportunity if we are forgetting about our own employees, our “first customers” and what’s happening with them. This is a tool to do that.

If you’re interested, please reach out and contact us. We’d love to demonstrate how this can work for you. Also, if you know somebody else that this would be help, please pass this on. Maybe they have some questions about what’s going on with their employees or want to know how their employees are feeling. If so, forward this article to them and then subscribe to our YouTube channel where I’ve also talked about this.

Make it a great day!

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Start Your Meetings With Wins!!!

Do you know how to start your meetings with wins so that everyone will want to attend your next meeting and be excited about it??

As we work with clients, one of the things we are seeing is that they’re having a lot of meetings and/or doing a lot of strategizing. They’re meeting with their team all the time. Those meetings tend to be a real drain, not only for you as the owner or manager, but also for the team. So our tip for you today is an idea that can help stimulate and make meetings much more productive so that you can get a greater result out of them.

Here’s the simple tip that you can add to each meeting at the very beginning once everybody is there. This has nothing to do with your agenda or the project that you’re working on, nor does it have to do with what you want to talk about.

Start your meetings with everybody in the group taking 30 seconds and sharing what they’re most excited about in their life right now.

For example, it could be at work, it could be personal, it could be family related, it could be a recreation or whatever they’re doing — but give everybody a chance to do this and share. What you’ll find is that mentally by doing this, their engagement will increase 10 times just because now they’re talking and thinking about something that they’re truly engaged in. There’s energy around this and it will then transfer on into what you’re talking about in your meeting. They’ll have this positive mindset and be ready for the meeting.

So this is how we change meetings from being basically the “death of a business” to something that people look forward to! Recognize and let people acknowledge the “wins” in their life. Because if you do this at every meeting, as you go on, people will come with the anticipation of sharing what they just did. Maybe someone will say, “Oh, I want to share with everyone that I just finished my first half marathon” or, “I just did this…” and they will say what they are excited about. This is how to change meetings from being this thing that people dread and they think are wasted time killers to making them productive, exciting and a great experience.

If you found this idea helpful, please share it with somebody that’s a fellow business owner. We’d love to hear back from you if you have any comments about this as well. To learn more about this or other ways to have a great meeting, schedule a free catalytic conversation or you can also subscribe to our YouTube channel.

Make it a great day!

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What Is Your Strategy?

As the owner, manager, CEO or entrepreneur, what is your strategy to improve your employee engagement? What are you doing? Do you even have a strategy? If so, how are you following through on it and how do you know if it’s improving? How are you tracking that or are you even doing this at all? Maybe you are at a point where you’ve tried a bunch of different things and nothing’s really gotten results or helped with the engagement level.

This is an area that we specialize in.

We not only work in this area but we are passionate about it! We have employee engagement tools to help you do this too.

If you’re looking for a process or program that you can install, we have one that can be maintained, tracked and you will see transformational results happening in your employees’ engagement.

We do this through a process we call The Dream Employee which is based on every individual getting the engagement that they need as they work for your company. As we take them through the process within your company, within your culture, you can see the progress of the engagement and how the whole program works. So if you’ve been out there and you’ve had some failures or tried some things that haven’t worked, and you’re like, okay, what do I do now? Or you’re just kind of treading water, so to speak, reach out to us. We’d love to give you a free demonstration of how The Dream Employee works. We can help you to get into a process that is ongoing, building and supportive so you’re not holding everything. You do everything yourself, but we can partner with you to provide that support. So, reach out to us.

Also, it’d be great if this has been helpful or you know somebody that needs this kind of help, share this with them. We’ve also got a YouTube channel you can subscribe to if you would like to follow us there. Make it a great day.

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What are Your Employees Thinking About 80 Percent of the Time?

I’ve got a question for you that I’d love to hear your response to so please give us your comments. The question today is for all leaders, business owners and managers out there. What do you think your employees are thinking about 80 percent of the time?

As you ponder this question, it may be alarming and it may be frightening! You may or may not want to think about it yourself. But, knowing and being aware of what they’re thinking about is one of the keys to improving engagement.

So this article is meant to be a little piece of knowledge that you’re going to want to know and be aware of. Unless, you’ve done something to help the mindset, the thinking of your team and your employees, you need to realize that 80 percent of the time:  the employee is thinking about something other than their work.

This fact is costing you a lot of time, money and production. You’re missing out on a lot because you’re not having an impact on what your employees are thinking about when they’re at work.

At Confidence Coach one of the things we do is we work with people to help them think about their thinking. We help change mindsets for both the employer and the employee.

I’d love to talk to you about this. Set up a free consultation and let’s discuss what’s going on in your company and how it can be improved. Make it a great day.

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How to Take Your Employees From a Paycheck to Purpose

Hey, today I’ve got a little tip for you for your employees. We’ve got a saying at Confidence Coach “taking your employees from paycheck to purpose and creating dream employees”.

So today, as you think about your employees and you think about getting them engaged in what you’re doing, what your mission is, what your goals are for the company and that type of thing, you might want to tap into the idea of finding out what their goals are. What is the purpose for them working at your company?

Maybe you sit down and you just simply ask your key players these simple questions:  

  • Why are you here?
  • What do they see as a future for yourself and, how does that directly connect with the goals that you have going forward?

I think just by asking these questions and starting that conversation, you take people from a paycheck mentality to a purpose mentality. A paycheck mentality is what most of us are dealing with in the work world today with zero unemployment.

You take your employees from just receiving a paycheck to realizing that there’s a purpose for their work — past just what’s happening there at the job 40, 50, 60 hours a week. They realize that there is a purpose not only for their life, their family, their goals, their dreams, but also for the company going forward.

I think you might find this a really collaborative, stimulating conversation. We facilitate these type of conversations all the time. If you’d like us to come in and facilitate a 60 minute conversation around this paycheck to purpose idea using The Dream Employee with Confidence Coach, we’d love to talk to you.

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Who

I’ve got a different kind of question for you to ask yourself today as a CEO, business owner, or leader of an organization. When a problem or obstacle comes (maybe it’s an opportunity or maybe your organization seems to be at a standstill or is just plain flat) —- instead of asking the what and how questions such as:

  • What am I going to do about it?
  • How am I going to go about fixing this problem?
  • How am I going to capitalize on this opportunity?

I suggest you ask this question first:  Who?

  • Who can help us with this problem?
  • Who’s an expert in this?
  • Who has the talents, the abilities, the skills to help us capitalize and get around this problem?
  • Who are the people that have knowledge about this?
  • Who are the people that eat these kinds of problems for breakfast?

Then, make a list of those people.

Think outside of the box by asking the “who” question first before you get to the what and the how.

If you do this, I think you’re going to find that you’re going to have huge progress going forward on either opportunities or obstacles that have come into your company.

If you want to talk and go through the process that we have set up, go ahead and go online and schedule a one hour free catalytic conversation and I’ll take you through The Who Solution process. I think you’re going to have great results from seeing what we are seeing from everybody. Make it a great day.

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