Kris Plachy: Hey, I'm Kris Plachy, host of the Lead Your Team podcast. Running a million dollar business is not easy, and whether you are just getting started with building your team or you've been at this for a while, I'm going to bring you honest, specific and clear practices you can use. Right now today to improve how well you lead your team.

Let's go ahead and get started.

Well, hello, how are you? Hey, we are coming into the home stretch of 2020. Let's do this. I have a lot to share. So first of all, I'm incredibly excited about. What my mind is telling me will be a very powerful foundational year for 2021. So, you know, I don't imagine it as like this, like, you know, springing forward, but more of a.

All right, like 2020. If we did our job and we, and we did our work, meaning we sort of paid attention and we accessed the lesson of the year. I think 2021 is gonna be a very powerful time for all of us to. Reconnect and lay a foundation for building something that's gonna be really, really powerful moving forward.

So I wanna really lean into that and I, well, I am leaning into that. And of course, because you listen, you hear me talk about it. The other thing I wanna always emphasize is for you, as my listener, is, You know, I think it's so critical as a woman to give yourself time and space to tap into your own personal wisdom.

I think that in a time that we've been through, we've all had to. Leverage the knowledge and the advice and the experience and wisdom of others, which is normal. But I also know that your internal knowing is always gonna be at the heart of your own brilliance and success. And so, but we get filled with noise.

There's so much. It's right now the chatter is really loud and. Even if you're trying to keep yourself removed from it, it's pretty damn loud. So that's why, I know I've mentioned this before, I really want time with women who want to work with me to tap into that wisdom and knowing in a way that maybe you haven't done before.

You know, women I've worked with in the past will tell you that we have very powerful, meaningful. Shifting kinds of conversations that I don't even think you would anticipate. And so that's what we're gonna do in my, um, time to begin again, virtual retreat that I'm offering to current clients, meaning people who register for the how to CEO programs starting on January 20th, my lab, who are current clients who will be moving into the lab.

My private clients, so if you are considering our work together, I think that this is the time to make that decision Because of interest, we have moved up the registration date for the early registration, which early registration has some extra benefits, a a reduced registration fee. The virtual retreat and the Managing Overwhelm four part video course series.

So a lot of really valuable resources. Plus we start together in January with honestly, the women who've already enrolled, like this is gonna be such a powerful group of women. So in addition to our work together, the leveraging of who you're gonna be able to access in this group is gonna be so powerful.

And then our guest experts who, it just goes without saying, but. Brooke Castillo, Ali Brown, Eleanor Beaton, Emily Sandberg, Camille Brard Wise, Stacy Tussle, Tanya Lee and Layla Hermo and I, I, I just come on you guys. This is such a lineup of women that you would, you would pay what you're gonna pay me for to spend like 10 minutes with each of them.

So I can't make this up. I just, I love who I get to work with and who I know and who I get to share with you. And I just want you to come into my community and join me at this table. It's unlike any other table on the planet. Okay. So I have other things I wanna talk to you about, which are, um, not, this is not nearly as sexy, but I think it's relevant and it's coming from a very authentic, genuine place for me.

And the, the topic is why we hire people when we know we shouldn't. Or why we hire the people we know we shouldn't. And this is on the heels of me doing some more interviews. And I will tell you what, what I, here's what I've learned about myself. Oh, by the way, CEO who develops people to be amazing CEOs, is that I am an incredible leader and coach for people who are at the more strategic levels in a business.

But I am really, really bad at hiring very tactical people. I have a terrible time at it. So we need a very tactical, you know, foundational, implementing focused assistant, like a va, like a, just really like somebody who's brilliant at posting things in plani, posting things in convert kit, posting things in Cajabi.

No strategy, just wants to do things and loves it and waits for direction and gets it done struggling. So I've had several interviews over the past couple of weeks and I have had people show up in hoodies. I have had people show up in pitch black rooms where all you could see was their light and their face.

And that's it. I've had people tell me, I just don't want to do boring work. Like, well, okay, I've had people interview with me sitting in their car. I've had people be late. I've had people send me the long links to meet. I've had people sitting on the floor, leaning on their bed. There's a couple things that to me it's like you didn't even check out my business because if you wanted to work in the business, that I think represents the brand it represents none of this is gonna happen if you're paying attention.

So from my perspective, there's a lot going on in who's applying for work right now, and that's a whole other podcast, like how to not get a job. I can tell you 400 ways to not get a job. But here's what I will tell you. I met with Michelle. Who you all know, Michelle Arant, who is an incredible coach and also an amazing director of operations.

And after I had these meetings, I said, well, you know, I mean they were nice and I started to justify hiring them. And Michelle was the one who said, whoa, no. What are we doing? Why are we talking about this? It's a no, they're a no. It's a no. We don't even need to discuss. You have to trust yourself. And so I, so I, we talked about that, like, oh, this is so interesting, right?

Like watching me wanna convince myself that one of these people's gonna work out. No, they don't work out in the interview. They are not gonna work out as a hire. Can we say that again? If they don't work out in the interview, they are not gonna work out as a hire and. You know, I just had this happen again.

I got an invite from someone who said she'd love to meet with me, so I asked her to send me an invite. She sent me an invite. It had a Google link in it and a Zoom link in it. The zoom link was at the top of the invite. I didn't see it. So when you opened the invite, all there was was a Google Link. I clicked the Google link.

I'm waiting there. She doesn't show up. I emailed her and then 10 minutes into the call that we were supposed to have, she emails me and says, oh, I'm on Zoom. I told you I was going to send you a Zoom link, and I look at the invite and I'm like, well, there is a Zoom link, but it's up at the top and it's not visible.

Why is there a Google meets group? This is someone that I want to work with my clients to book appointments. And you know what? I'm sure I, she's lovely. I don't have anything against her, but my, I watched my brain like, well, maybe I should still meet with her. And then I'm like, no, Chris Plak, we can't.

That's a mistake that if it happened with your client, that would not be good. It's a no. So for you listening to me, cuz I know you're getting ready for next year and you're looking at, hopefully you're looking at your staffing plan and you maybe you need some extra support. Do not compromise on support roles or any role, but the support role especially, you will lose your mind.

So you can't be desperate. You can't compromise. The reason that we hire people when we know we shouldn't is because we are overlooking our own expectations and values, and then they come and they work for us and they don't deliver, and then we think our expectations are unreasonable. Even though that person showed you already.

They're not capable of meeting your expectations because in the first five minutes they didn't, so don't, don't do it. Now. What it requires of you is being really clear about what you want. I, I don't wanna hire somebody who's gonna be late. I'm terrible at the details. I can't hire someone who also is.

I'm very open about that. I'm terrible at them, but I don't need to be good at them anymore. I need to be a good coach and a good leader. I can't have a team of people who are great detail people. Right? So what are those basic expectations really? Of a, of a interview and then stick to it. And then I honestly think have a person who will be your wingman that says, Hey, uh, no, we're not compromising on that.

Because when you are desperate, I know it, man. You're like, please help me get some help. And you start to compromise. And then that's when you end up with me trying to figure out, wait, are my expectations unreasonable? What's happening? Right, so you're, you are normal if you compromise because you're desperate.

What I want you to do instead is be clear about what you expect and be willing to say, no, don't overanalyze it. There will be a good, amazing person. And that I trust that the more consistent I am in what my expectations are of who I hire. The more I will attract to that person. And you, you've heard me say this before, your business is a kingdom.

Who gets the privilege of being a part of it? Not who can you get, not who wants you, but who do you want to invite into this gorgeous kingdom you are building? That's yours to own. And that will mean disappointment, frustration, some impatience, but write it out and get back in and get more clear, and then extend more invitations and see who you meet.

Okay? So no more desperate hiring. No more hiring people. You know, you really shouldn't. Wait it out. It's worth it because hiring somebody who isn't who you need in your business is painful to move through the process of removing them. And I know you know that it's so much easier to say to someone quickly, this isn't the best fit, so I'm not gonna move forward, versus I'm letting you go and someone who's now part of your business.

Trust me. Okay. All right. So if you're not on our wait list yet, go to had a CEO join.com, get on the wait list. The early registration will be closing soon, and I wanna make sure you have the opportunity to benefit if you're gonna join me anyway from the virtual retreat, which will be on January 2nd. And it will be recorded.

So if you can't come live, you will still have access to it. You'll also have the managing overwhelm course and then you're also going to join us for How to CEO our 12 week program where I give you the CEO blueprint and I walk you through exactly how to hire, fire, delegate, hold people accountable.

Coach, build your whole leadership operating system as it relates to your team. Deal with difficult employees, manage your own overwhelm, and then on top of that, the eight guest speakers that we're integrating. It's just such a brilliant place for you to be, to start 2021 off with, uh, Cohort with a group of women, with coaches who are gonna support you and do live coaching with you, with resources and tools.

A gorgeous how a CEO e o book that comes with, um, the program. I can't set. I, I am so proud of what we do that I can't stop talking about it. So how does CEO join, get on the wait list so that you can then, Access the early registration, because that's how we're gonna be extending that to you. Okay? All right, my friends have a fabulous, wonderful morning, day, afternoon, evening, walk, train, ride, kitchen, cooking.

Ironing, exercising moment and I will talk to you next time. One more thing before you go. In a world of digital courses and online content, I like to work with my clients live because I know that when you have someone you can work with, ask questions of and meet with, you're so much more likely to get the success that you want.

So head on over to how to ceo live.com. To learn more about our very exciting, very exclusive program just for female entrepreneurs. We'll see you there.