Business management trainer

How To Manage Your Creative Team

What got you here won’t get you there. The World Economic Forum tells us that creativity is related to nine of the top 10 skills and attributes that are beneficial for business moving forward beyond 2020. The marketplace is changing and so is the pathway to business success. Now more than ever before, business owners need to know how to leverage the assets that only come from the thinkers, the creators, the innovators, and disruptors. 


Tapping into their skills, however, may require a different kind of managerial approach than the one you use to guide your more logic-driven team members. Creatives, after all, are artists by design — which means many of them may not respond to the same kind of management that works to motivate more analytical employees. Understanding those differences and how they affect your workforce will make you a more effective manager. 


Working with the “right-brained” (more creative) members of your team requires a different approach to that best for “left-brained” (more analytical) employees.


Visual Instead Of Words 

When you communicate well means you understand others and they understand you. Knowing how to use the most appropriate methods of communication in any given situation is central to effective leadership. For the creatives in your workplace, it will help to include visual elements in your communication. Typically, creative people are highly visual in the way they engage with the world. Don’t rely exclusively on spoken or written communication. The addition of images, videos, diagrams, charts, graphs, etc. will also help to convey what you mean.


Guidelines Instead Of Rules 

Your workplace policies and guidelines should always reflect your unique style as a business leader, as well as the individuality of your business. But when leading creatives, consider bringing loose guidelines instead of tight, strict rules. This comes back to choosing the specific outcome you need, then making the pathway to get there more wide open and free-flowing. Keep the rules as general as possible to give more choices to your creative team members, and to give yourself as much flexibility as possible in enforcing them. This is how you can provide the creative members of your team the wide-open working environment they need to perform at their best. 


Check-ins Instead Of Strict Accountability 

Every member of your team deserves the supervision, rewards, and support that come from being held accountable for maintaining high standards, including your right-brained staff. However, the last thing you want to do is frustrate and stifle their flow by micromanaging them. You don’t need to know every minor task that your creatives do. You need to make expectations clear, check in every now for updates, and give them enough space to complete their own work before submitting it to you in the agreed timeframe. This approach crafts more space for your creative team members to work in flow and experiment with new approaches. 


As with all of the good things in life, the key is balance. Leadership that manages creative employees well is a leadership that knows where to tweak and alter their expectations, setting clear goals and opening wide open spaces to get there. All good leaders know relationships with their employees won’t be one-size-fits-all. This gives employees everything they need to thrive, including the freedom to do so.


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If this blog has got you thinking about ways to make a difference in your business, please go right ahead and message me. It would be great to hear more about what you do, and the ideas you have for your business moving forward. I’m happy to answer your questions and love nothing more than to lend a helping hand along the way. There are always steps you can take to provide more certainty for your growing team, and sustainability for your business, and both of these things always create more freedom for you. Reach out today CONTACT US 🙂

How To Gain Traction When Standards Are Slipping At Work

The need to ensure and enhance employee productivity is a reality no business can ignore. If you run a business you’ll want to lean away from doing the mundane and routine when you can. However, it’s inevitable that you’ll encounter factors that may weaken or extinguish your business’s standards and employee motivation which ultimately dampen productivity.


Obviously, you will need to mitigate these productivity-killers. Identify these factors, so you can consciously prevent them from emerging or aggravating. Whether you’re holding high standards or letting them slide, these are the three ways to create improvement:


Define the high standard – What does a good job look like? What is the ideal outcome in any given situation? What is that task going to look like when it’s finished the best way that it could possibly be done, Defining exactly what the high standard is, and then define exactly how to achieve those high standards. What are the steps of the process to guarantee that you can always maintain that high-quality output? Defining the high standard and how to reach it is the first step in making sure that slipping standards don’t become the new level of mediocrity. 


Document the practice –  You need to document the ideal outcome and then document the steps to achieve that outcome. It might look like instruction videos or checklists that guarantee every part of the process is followed every single time. These are resources that will bring you on your way to creating really high standards that never sleeps.


Defend the outcome – This looks like setting up maintenance schedules, setting up KPI’s and maintaining accountability, making sure that everything that needs to be done to defend the implementation of that higher standard is being done in your work. It means rewarding great performance. This is not about micromanagement but rather ensuring that people’s work is being acknowledged and that people are getting support when they need it to do a great job. It means having great communication around the workplace, and tools to ensure that performance is tracked. So when you go to maintain really high standards and make sure that they do not slip, you need to document how it’s going to be achieved and then defend it at all costs across every area of your business operations.


In every business, it is important to establish standards. Employees should be familiar with what the company expects from them. They need to know what they should be doing as well as their assigned roles. Without clear or explicit expectations, people tend to find excuses when they fail to achieve targets. Be clear at the outset: define what you expect of everyone, and how you expect people to perform their assigned tasks and responsibilities.


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If this blog has got you thinking about ways to make a difference in your business, please go right ahead and message me. It would be great to hear more about what you do, and the ideas you have for your business moving forward. I’m happy to answer your questions and love nothing more than to lend a helping hand along the way. There are always steps you can take to provide more certainty for your growing team, and sustainability for your business, and both of these things always create more freedom for you. Reach out today CONTACT US 🙂

Process improvement Melbourne Vic

An Unexpected Way To Provide Robust Structures For Business Growth

Millennials are generally described as those born in the 1980s and 1990s, which means the oldest members of the generation—also known as Generation Y—began entering the workforce in the late 1990s and early 2000s.

Process improvement Melbourne Vic

“I believe that leaders and leadership teams working together in a proper design will run the business more effectively than by hierarchical, command-and-control managing.”
​– Marvin Bower

Generally, millennials exhibit characteristics and habits that significantly differ from the previous generation. As the age group that experienced life with and without the internet, they are innovative and tech-savvy. On the other hand, they are stereotyped as an entitled generation who are used to getting what they want and doing whatever they please. Given the reputation that millennials have, this seems a strange thing for me to say. And yet in building my own team of millennials, also being a mother to millennials myself, I have found time and time again, that the needs millennials bring to the workplace are the exact opportunities that business owners need to develop systems and processes for growth. 


I’m about to run through five opportunities that Millenial workforce  need in a really positive workplace environment that brings out the best in them. 


CLEAR INSTRUCTION: Millenials need to know what is required of them to work through the task, and what the task looks like at the other end when it’s done well. But then, if you’re running a team of employees of any age, isn’t this something that you should be providing for all of your workers? Clear instruction is absolutely vital for teams to be able to perform consistently well. This looks like creating documentation, creating diagrams and flowcharts, creating video instructions, all of that sort of support to make sure that your team knows exactly what they should be doing, and how to do it. 


AUTONOMY: The next thing that millennials need in particular is autonomy. But again, isn’t this the sort of attitude that we want to employ and encourage all of our workers? Millennials are results-oriented, but they want to maintain control over how and when they work. They need to know that they’re doing a great job, but they want to be able to do it on their own, working independently, without you supervising every step of the way. 


VARIETY: Millennials like to have variety in the workplace where they don’t get bored. When you’re able to function across multiple departments engaged in multiple tasks, it keeps the work Interesting. Why don’t you go ahead and cross train the millennials so that they are able to take on more than one function in your business? And at the same time, do that with all of your team members. Because doing that provides stability, it means you can cover each other. In the case of absence, it means that people are able to be promoted either across or up through your company, because of being empowered with the skills to do that. 


FLEXIBILITY: Your millennial workforce need to know what a good job looks like. They need to be set up to work with autonomy, having variety, and they work, but they also need flexibility in the structures that gets the work done. Now what this looks like is having flexibility in the work spaces, so that different places can be used to get jobs done. It also means having flexibility in the way that the job is done in terms of time. It’s really important for business owners to have a good clear look at exactly what they require from their employees in terms of output and what they can give back in terms of flexibility, making that work arrangement work for unique individuals who are who are running various lifestyles. Having that flexibility in whatever arrangement is provided, is paid. It will be great for your millennials, but it will also allow you to build the structures you need to grow every season.


VALUES: Millennials want their work to have meaning and purpose beyond money. They will go above and beyond so long as there’s a strong work culture and value in their organization that are aligned with their own motivations. So it’s really important that when you’re leading your team, particularly your team of millennials, that you should show the very clear relationship between what’s being done on a regular daily basis, and why it’s getting done. And why that is so important. Give your team something to invest in, Give your millennials something to believe in. And they will not only work hard for you, but they will work loyally for you. 


The new generation introduces its challenges to the workplace, but it also brings unique assets that should not be ignored. Employ these strategies, not only to build your team, but particularly to empower millennials to take up their role in terms of your business growth. 


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If this blog has got you thinking about ways to make a difference in your business, please go right ahead and message me. It would be great to hear more about what you do, and the ideas you have for your business moving forward. I’m happy to answer your questions and love nothing more than to lend a helping hand along the way. There are always steps you can take to provide more certainty for your growing team, and sustainability for your business, and both of these things always create more freedom for you. Reach out today CONTACT US 🙂

Business Speaker Melbourne

Time Poor? Simple Strategies To Get A Full Work Day Back Each Week

As a small business owner, you’re probably intimately familiar with the feeling of always juggling endless tasks.  Between administration, managing employees, marketing, chasing leads, taking care of clients, managing your web presence, and all the other activities that are necessary for business owners in our busy world, there’s hardly any time left to actually do whatever it is you started your business to do!

Business Speaker Melbourne

“Watch the little things; a small leak will sink a great ship.” – Benjamin Franklin



 17% of the time at work is lost with people simply looking for things they need to do their job. 




When you consider the time taken for breaks, that percentage in real terms equates to about one full day of work time. It is spread out across tiny moments throughout every working week, but if you could add up all those wasted moments, you would find they are stealing a full day of productivity from each person at work. Dare I say it, even you!


When you look at it like that, it’s plain to see that developing systems that make it easy to find things saves time and increases efficiency. Effective time management is one of the most important skills for a small business owner. The best you can do is make sure your time is well-managed, so you can pack as much productivity into the time you have as possible. Making the most of every minute will reap significant rewards in your quest to expand your business.


A PLACE FOR EVERYTHING: Put things away where you found them. This is a golden rule of resource management. If you’ve got more than one person sharing resources, you need to have things on the go readily available for quick deployment. This rule is absolutely essential when it comes to physical equipment. The amount of time that people spend looking for simple things like staplers, replacement printer toner, or important documents cost more time than you dare to imagine. Managing their storage and retrieval well will make such a difference.


GO PAPERLESS: To really ramp up your efficiencies, throw out your shoebox filing system and commit to storing as much as you can online. You don’t need to have piles notes, receipts, invoices and other such information. These documents can be electronically scanned and filed away for accuracy and efficiency. The time you use to spend opening envelopes, recycling paper, shredding sensitive information can be saved if you set up electronic access, and finding them again is a piece of cake when they are all at the click of a button. 


CENTRALISED STORAGE: Set up a simple online storage system so everyone can access what they need. Whether you have in-house staff or a team spanning the globe, the cloud makes data-sharing as easy as sending a link, eliminating the cumbersome process of emailing large files. If you make it a routine practice to back files up along the way, a centralised storage system will save you time going through individual computers to find a certain file, or look for a specific document from a piece of paper in your pile. With the time you save you could take on more work, or do less if you choose … spend more time enjoying the time bonuses you create.


AVOID DUPLICATES: Everything should be done in the original and there should only be one version. Working in the original document is my preference, but if you’re working in version two, three or four, set up a specific folder that stores the older versions securely and without confusion. If something needs to be referred to, across other documents or other systems, then simply insert a link from where the information is needed back to the original file. Do not have multiple versions of the same document or information across different locations because maintenance is difficult, if not impossible. And confusion is a thief of time.


If you’re getting bogged down with endless tasks or find yourself feeling burnt out before the day even starts, it could be a sign that something is wrong with your current routine. There may be little you can to do make that to-do list go away, but the more efficiently you use every hour you have by developing systems for your business, the more successful you’ll be at managing those hectic days.


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If this article has struck a chord with you, please go right ahead and message me. I would love to hear more about what you do, and how I might be able to help you transform your business into the Freedom Machine you have wanted all along. Let’s establish a proven system in your business to create team certainty and sustainable expansion which open pathways to the lifestyle choices you’ve worked so hard for. No matter where you are, I am only a message away. And to make stalking me really easy, here is my website 😀

Business process management

Ready To Scale? The Exact Steps To Make That Happen


It is easy to think that the difference between a startup business and a successful, profitable company typically boils down to time and experience. But, there are certain factors that play a big part in how those companies grew to be successful — things like developing the right offer, creating the best timing, having the right people, narrowing in on sharp focus, and being willing to put in intensely hard work just to name a few.


Business process management

“Everyone wants to live on top of the mountain, but all the happiness and growth occurs while you’re climbing it.”
― Andy Rooney, journalist

Whether you own operate a family-run business or a rapidly evolving startup, there is always another milestone in sight. As a business owner you build your company to make an impact with your customers and communities, so you will always want to keep honing your craft.


The beauty of scaling is to grow a business where growth itself is self-generating. Scaling is a largely mechanical process that works best by refining the model before you start to multiply. The better the original operational model, the better the copies. Perfecting the way things work in that pilot model is how to put the odds in your favour for success. These five steps are going to help you through that scaling process.



The first important step of scaling your business is to establish a really strong “why”. Obstacles will come thick and fast problems will arise. That’s why it is important that you have the ability to continue through all these obstacles by tapping in to a powerfully strong motivation. Being able to connect the deepest motives of your heart with the practicalities of your business operations will empower you to rise above the daily challenges that will inevitably come. This is a vital ingredient to continue through to success.


OPTIMISE TASKS:  The next part of scaling your business is simply a lot more mechanical: You need to create a business that can be duplicated repeatedly. If you are looking to scale, you will have a confidence that know your business model works well, but do you know that the internal operations of the business are efficient? Optimizing task is a fun process because of what it leads to. You really do get out of it what you put in. The more investment you make into this process, the more you’ll be able to duplicate your business.


DOCUMENT SYSTEMS: The next thing you need to do is document those tasks. Get busy with your team creating tasks that can be completed sustainably, efficiently and cost effectively. Then when you find the magic way to achieve the maximum output with minimum expenditure, record that process in permanent management records. Put it down in plain black and white, rock-solid, so that every time that particular task is done, it’s done the same every single time, regardless of who’s doing it, or where it’s been done. This is how you create repeatable tasks that can be done by anyone in any given situation.


TRAIN TEAM: Once you’ve done that, you need to make it your mission to train your team in your new efficiencies, and your new approach to management. To do this you will pull out the task instructions you have all just made, and run everyone through, assessing as you go and keeping everyone accountable for their learning. There are great systems that can make those task instructions dynamic. Find a software that suits you, allowing you to include whatever you need: graphs, flowcharts, videos and hyperlinks to resources. The training experience you share with your team can be alive, dynamic and rigorous, ensuring that outcomes are achieved consistently every single time.


DUPLICATE OUTLETS: Once you’ve got all your tasks optimised and documented, and your staff trained and rolling out consistent operations, you are ready to duplicate the model. The more you think through those middle three steps, the easier your duplication will be. You can open up another outlet, create another website, or branch out into another country. Your new businesses will be exactly the same as the successful one you’ve got now if you’ve got the right processes in place. New outlets can be opened, new systems can be set up, and new people can be slotted in to other positions regardless of where they are if you build it to make a carbon copy from the start.


As you continue to plan for the future of your startup, it’s essential to focus on scalability.  You are so close to being able to make that big impact in the marketplace and create a significant contribution in the world. Keep your eyes on the prize.


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I hope my latest blog has made you stop and think about how you can tackle the roadblocks you are currently facing in your business process management. I would love to hear your thoughts, and perhaps even lend a hand with some process mapping if it would help you. I would love to hear the plans you have to keep increasing your small business growth. I am always keen to see business owners creating more workplace certainty, and growing with strategies to make this expansion sustainable. CONTACT KERRY ANNE today 🙂

Process Improvement Consultant

Where To Start With Creating A Happy Productive Workplace

In this day and age, it’s more important than ever for businesses to have happy and productive employees. When employees are loyal and engaged in the company, profits are higher. On the other hand, when people feel unmotivated or not appreciated, the business suffers.


Process Improvement Consultant

“To win in the marketplace you must first win in the workplace.” – Doug Conant, CEO of Campbell’s Soup

Studies show that engaged employees miss less work, perform better, and are more supportive of changes and willing to make them happen. But keeping employees happy is hard work. Why? Because happiness is, primarily, an inside job. In other words, happiness comes from within a person. However, friends, family and employment can add to or detract from someone’s happiness. So if the workplace is stressful or unfavourable things are happening, productivity goes down.


Take a look at your role as a business owner in getting the most out of your staff. Ideally, you should be creating a conducive workplace where people are performing at their peak consistently. The way you set them up to achieve this outcome will give a massive difference in terms of their ability to actually make it. As a business owner, training and managing your staff is actually about a personal goal of managing yourself.


Here are 5 key areas that you can elevate in your own life to see them reflected back in your team:


TIME MANAGEMENT: It is important that you manage your time. As a workplace leader, your employees are likely looking to you as an example for someone who has good time management. It’s important that you show up on time and you leave on time, and every minute of that workday is invested into high quality of productive effective work. Aside from achieving more with well-managed time, you are also setting a good example to your staff to get more tasks done effectively and efficiently.


HEALTH AND WELL-BEING: It is important that you take care of your health and well being. Overall good health and wellbeing will give you the energy to run your business and the right head space to make good decisions. Staying in contact and spending quality time with business colleagues, friends and family will help build your support network, generate the flow of ideas and improve your overall happiness and sense of wellbeing. So as your body will serve you, you get the most out of every day, and then you can lead your team with vitality and convey the passion that you’ve got for your business.


MINDSET:  Another aspect of your life to elevate to create a happy and productive workplace is your mindset. Great leaders don’t “demand” excellence. That’s already established by the example they set. Put yourself in an employee’s shoes. When you work for a true leader, you know the bar is set high and big things are expected – every day.  Set goals to keep you focused and out of ruts and push for continuous learning to keep you sharp. This way, your staff is inspired to excel in their craft as well.


RESOURCES: You need to be really careful with managing your own life so that it reflects well in managing your resources. Every single part of the resource that you have needs to be looked after and invested into well and you need to make sure that they are maintained and care for. There’s no point complaining about staff not caring about your resources like not properly handling equipment or about high-cost overhead in your business if you’re not being frugal and shrewd with how you manage your resources yourself.


RELATIONSHIPS: And finally, the last thing you need to be able to manage really well is your relationships. It is vital that you take care of nurturing positive healthy relationships across every domain of your life. Whether this is with your staff or the leaders in your business, or whether this is with your own personal friends and family, if you have great skills to develop highly-rewarding and valuable relationships, this will then reflect down into the company culture that you are developing. There is no point in complaining about staff that don’t support each other or staff that are not collegial and united if you yourself are not taking the lead in this. Manage your own relationships knowing that this will set the pace for the culture that you’re building for your company.


By manifesting how you want your staff to perform in the workplace, you are setting a great example that will ultimately lead to the achievement of your goals as well as leading a happy and productive workforce.


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If this article has struck a chord with you, please go right ahead and message me. I would love to hear more about what you do, and how I might be able to help you transform your business into the Freedom Machine you have wanted all along. Let’s establish a proven system in your business to create team certainty and sustainable expansion which open pathways to the lifestyle choices you’ve worked so hard for. No matter where you are, I am only a message away. And to make stalking me really easy, here is my website 😀

Process Improvement Consultant

You’re On A Good Thing In Your Business? Here’s How To Future Proof That Growth

Isn’t it exciting to burst out of the business start up blocks with a bang? When that first burst of growth hits it is truly thrilling. Booming sales. Rave reviews. Customers coming back for more and bringing their people with them. In the perfect world of your business dreams, this explosion would never end. Things would always be on the up and up. Your growing team would grow your sales, which would grow your profits, exponentially.


Process Improvement Consultant

“Long term success is a direct result of what you achieve everyday. Goals provide your daily routine.” Rick Pitino

That’s the dream …


But these things don’t build themselves. Ambitious entrepreneurs building their mission understand just how important it is to set up a rigorous, robust accountability schedule across their company to provide the structures to monitor and support growth for the long term. As your business expands it is vital to track each team member’s performance against predetermined benchmarks. Strategic growth is created from the basis of stable, controlled routines that keep each member on track and contributing to the big picture. This is the very essence of sustainable expansion.


Setting up these structures in the first place takes visionary planning, but maintaining them will require new levels of dedication to the long game. Reviewing your business to see if your KPIs are effective at facilitating the outcomes you need is a vital part of developing growth that lasts. There are three key areas you can review routinely to keep you on the straight and narrow:



Invest dedicated time at least once per year to evaluate your company aims. Is your business still headed where you originally intended it to? Is still headed where it was the last time you conducted this review? Are you still celebrating and harnessing the same grand aims that you’ve always had in your business, or it’s a time for a bit of a refocus and a shift of direction? Clarify your company mission to confirm that you are still actively pursuing it, and that it still lights you up with fresh inspiration and motivation.



A thorough examination of each unique business department will allow you to evaluate the main ingredients of your business success. Is it still the function of “THIS” team to perform “THAT” way, and to contribute in “THIS” way towards the company’s grand aims? Your sales team might benefit from a completely new focus with their lead generation or conversion strategies. Your service team could establish new ways to deliver the stand out experience that people should expect of your company. Evaluate your company operations at a departmental level to bring each functional component of your business into the spotlight.



With your company goals in clear focus, and the function of each team working directly towards these aims, you then need to drill down to an even more granular level to ensure that the actions each team member performs actually leads to the outcomes you desire. Is the work being done on a daily basis in your business actually taking your company where you want to go? Does the achievement of key performance indicators actually produce lasting growth? You might find you need to tweak what is being done, or adjust what is being measured to maintain your industry leading status.



Finally, you need to be thinking about the effectiveness of the rewards you have set up for your team. Are there rewards in place? Are they appropriate? And most importantly, are they actually motivating for your staff? If you’re expecting consistently excellent performance from all of the people in your team, make sure they love earning the rewards you have in place. And even more than that, couple those rewards with the human touch to demonstrate that each team members’ contribution is valued, appreciated and respected.


If you invest time in clarifying your company goals, establish KPIs which contribute directly to these goals, and foster a deep sense of motivation in your team, you have a massive recipe for success! It will definitely set you up for growth that lasts.


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If this article has struck a chord with you, please go right ahead and message me. I would love to hear more about what you do, and how I might be able to help you transform your business into the Freedom Machine you have wanted all along. Let’s establish a proven system in your business to create team certainty and sustainable expansion which open pathways to the lifestyle choices you’ve worked so hard for. No matter where you are, I am only a message away. And to make stalking me really easy, here is my website 😀

Process Improvement Consultant

Plateaued Growth & Yawning Staff? How To Build An Action Plan For New Business Zest

I need a more effective way to keep my team accountable. It’s easy to emphasize accountability with your team, but not so easy to tell them how to be accountable. It’s even harder to make them want to be accountable — especially since many business leaders forget they are the role model for accountability, and they don’t audit their own actions to make sure they always practice what they preach.


Process Improvement Consultant

“Reduce your plan to writing. The moment you complete this, you will have definitely given concrete form to the intangible desire.” Napoleon Hill

To effectively implement a strategic plan or carry out a complex project, a culture of accountability needs to be developed throughout the organization. To achieve this, you must set up a robust KPI  schedule to track the performance of the people in your teams. There are endless things that you can track and measure in your company, but some are simply more valuable than others. And if you get your KPIs right they should be contributing directly towards an ongoing growth in your business.


Let’s take a look at the five key factors to consider when you’re setting up a robust KPI schedule to track the performance of the people in your teams:


COUNTABLE: It almost goes without saying, but of course KPIs need to be measuring things that are countable. It can’t be that you’re trying to measure subjective things like people’s feelings, people’s experiences, people’s opinions but what you can measure is their response in a survey or actions that they do, feedback they provide that is accountable, measurable, finite.


SOLVE PROBLEMS: We all have challenges and this is how we continue to grow our business, but making sure that those KPIs are tapping into the heart of the problem and tracking performance that can solve that problem in your business is essential. It will allow your KPIs to keep you on the straight and narrow when it comes to improving your sales and your revenue and of course the company culture around engagement and productivity at work.


CONTRIBUTE TO COMPANY MISSION: You should be fulfilling the outcomes of your business using KPIs to track your progress into the vision and mission of your company. So make sure that some of the KPIs you’re setting up for your business are going to be measuring specific indicators of how you’re going with fulfilling your company outcomes and the desired aims for your business in the world.


TRACK PROGRESS: The next thing related to that, that your KPI should be doing, is tracking your progress towards keeping your company promises. These promises are going to be to your staff, people in your team and also to your customers or your clients. You want to set up some very clear promises that your people can rely on. Having KPIs that track your progress there and make sure that you’re always on track will mean that you develop a great reputation in the marketplace that people will come to old traditional saying of knowing, liking and trusting you.


SUSTAINABLE: And finally, your KPIs should be sustainable. This comes down to your ability to track and measure and monitor the rolling out of that KPI schedule. You should have routines for checking in with the tools you’re using to track and measure and then reviewing the data, so you’re getting the feedback and then you’re using it to enhance the experience for the people in your workplace, to increase revenue profitability in your business, and to create raving fans because you’ve got an ongoing system of tracking exactly how well you’re going across all of those fronts.


When leaders are committed to their accountability, they can make a positive impact on their organization’s culture, leading to alignment and success across the entire organization.


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If this article has struck a chord with you, please go right ahead and message me. I would love to hear more about what you do, and how I might be able to help you transform your business into the Freedom Machine you have wanted all along. Let’s establish a proven system in your business to create team certainty and sustainable expansion which open pathways to the lifestyle choices you’ve worked so hard for. No matter where you are, I am only a message away. And to make stalking me really easy, here is my website 😀

Process Improvement Consultant

When They’re Hot They’re Hot, But When They’re Not They’re Not. How To Keep Your Team On The Boil For Good.

What can I do to get my team performing consistently well? In the never-ending search for improvement and excellence in your workplace, you will come across various programs aimed at making your organization faster, better, and stronger. Which only means you’re going to be setting KPIs to establish good strong accountability measures in your workplace.

Process Improvement Consultant

“I’ve always believed that if you put in the work, the results will come. I don’t do things half-heartedly. Because I know if I do, then I can expect half-hearted results.” – Michael Jordan

The idea of lead goals and lag goals is really important when you’re sitting KPIs because it’s important to know the type of goals that you’re measuring when it comes to setting up your accountability structures. So oftentimes we set measurements around lag goals. Lag goals are usually results oriented. This means they are the direct result or output of your organization’s activity. It makes lag goals easy to measure but not as easy to improve or influence. Now these goals and things like the amount of sales that are achieved or the amount of revenue that’s being produced and while these are very important to keep track of but they’re not always the most productive areas to set KPIs around because they are by definition the type of goals that lag behind the activity that we do. They only happen as a result of the daily and weekly routines that we’ve got put in place in our businesses.

So while lag goals are important to measure, it’s also vital if we’re wanting to control the activity that’s leading to those lag goals and the achievement of them, it’s important that we go ahead and set KPIs around lead goals. Lead goals, on the other hand, are easier to influence or improve since they deal with immediate progress and show the likelihood that you will achieve your goals. Now this is the activity that we’re doing and our team are doing every single day. It’s the amount of sales calls that are being made to result in the sales. It’s the amount of customer interactions that we’re having that will result in the revenue being created. It’s the amount of ads that are being presented on a daily, weekly, monthly basis to achieve the social media reach that we might be looking for.

However they’re difficult to quantify and measure at the end of your effort. This is because you need to have well-defined processes and very specific tools in place in order to measure them. So when we’re setting our goals, make sure that you know the difference between a lead goal, which is the activity that you’re doing every single day and the tasks that you’re having your team complete.

So they are your lead goals which is your daily, weekly routine activity and the lag goals, which is the result, or the output of that activity.

The point of it all is to improve leading indicators over time in order to enhance your lagging indicators. You’re tweaking your operational processes to positively impact financial results or service excellence. If you’ve got really great balance of lead goals would contribute then to the measurement of outcomes or the lag goals, you’re going to have a really great setup for accountability in your workplace that not only tracks if you’re getting to the goal, but also how you’re getting there.

Hide And Seek

The small business scene in Australia is filled with people working their industry magic behind closed doors. 61% of our small business owners are registered sole traders, dedicated to building the business of their dreams no matter how daunting or challenging the task might feel. Nearly one million small business owners run their business from home, pursuing their passion on a shoestring. These entrepreneurial soldiers draw resourcefulness and resilience from deep in their core to expand their business reach far and wide. The vision of these heroes is so gripping that the idea of not living to follow this passion is simply inconceivable. They’ve already seen the impact their business can have in their mind’s eye, and they know they will press through to world-changing impact no matter what.

Process Improvement Consultant

“Our deepest fear is that we are powerful beyond measure. It is our light, not our darkness that most frightens us” Marianne Williamson

Australia is a funny place. We celebrate wins together and respect the bloke who has a strong work ethic, but we have a nasty tendency to cut down those who dare to shine in dedicated excellence and outstanding achievement. We will cheer the underdog on till our throats become hoarse, but a niggly little cultural button is pressed for us when someone gets a little “too big for their boots”. Sometimes, the bloke charging to the top of the stack can only continue the mission amidst the disgruntled objections of his peers. “He’s forgotten where he came from … He’s up himself … We’re not good enough for him any more.”

Perhaps this is why so many small business owners tuck themselves and their mission away out of sight. You will see them at networking events shaking hands and sipping on champagne, and they’ll happily tell you how they’ve travelled so for.  It’s easy to share small wins with your Australian peers, and even easier to describe the obstacles and hardships beyond your control. These conversations are a dime a dozen and fit perfectly within our egalitarian sense of mateship and support. It is another thing entirely to stand in the fullness of your passion, taking ownership of the dream that has captured your heart, and boldly declaring that you have ambitions for your business that set you apart.

I am searching for this tribe, and they are coming out from their faceless place in the crowd. You will know you are part of this tribe if:

• You have goals for your business that are so big they even scare you sometimes.

• You have a local business that you imagine rolling out nationally and even globally

• You hesitate to share your business dreams because you don’t want to stand out and you fear being misunderstood

• You push forward in pursuit even though you are not quite sure of the exact steps you need to take

• You are certain you can back yourself despite not having conquered the mountains ahead

• You are convinced that you will prevail over any adversity, trial or hardship

• You have realised that the person who will complete the mission is the one you are becoming

Sole Trader, you are an inspiration. Keep learning. Keep stretching. Keep reaching. Plan for growth. Build the structures. Expand the systems. Your success is my greatest passion.