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Hey Fearless Friend!

Today on Stay Fearless or Die Trying:

1. Tips for building your dream team.

2. Fearless perks of the week!

3. I’m speaking at Harvard October 6th (click here!) And at Cambridge University on March 17th!

You can’t do it all yourself.

I know you want to! It seems so much easier to just be in control of everything. But there’s a certain point where you’ll realize that you’re out of your league on something, or just simply out of time. You need help!

But Alexa, where do I start?!

Ensure that when you’re looking for new team members they are more than just good at their job, more than just a person with a particular skill. They have to VALUE the work they do, VALUE the team they’re on, and VALUE what your business embodies. Skills can be taught, but values are ingrained. If they don’t see your team as anything other than a pay check, you can’t trust them to keep your business in mind.

1. Use your connections

At this point, you’ve built a network of like-minded people around you. It’s time to use them!

Ask these questions:

• Who do you use for [service]? Are they willing to take on another client?

• Where did you find [awesome team member]?! I’m looking for someone to help me with similar work!

• I know you do [job] incredibly well, but you’re not taking on more clients. What insight can you provide on what to look for in potential candidates in my search for a [same job]?

Get insight from your network on what makes a great team member in a specific field. Don’t be afraid to ask too many questions! This is your business (your baby!) you’re trying to grow here!

2. Encourage brutal honesty in team members

But Alexa, I don’t want to hear if they think my idea is bad!

TOO BAD!

You can’t grow if you don’t have a group of people holding you accountable, forcing you to think things through, and pushing back against your ideas.

Once you’ve hired some help, use these tools to keep them valuable:

• Have regular feedback sessions: Schedule time biweekly or monthly to ask your team '“What’s working? What’s NOT working?”

• Create a culture of trust: If they give feedback you don’t like, don’t take it personally. Remember they want to help your business grow! Show them that no matter the input, you can take it and work with it.

• Remember that you’re the boss: If the feedback doesn’t jive with your business plan, that’s okay! Take it as an opportunity to realign your team on your values and goals. You have the final say!

3. You get one mistake!

This might sound a little harsh, but be clear with everyone you DON’T have a 3 strikes policy. One mistake is forgivable, sh*t happens! But more than one mistake, something is wrong. Mistakes cost time, money, and sometimes clients. It’s time to reconsider that person’s role on your team. Here’s how it helps:

• Holds your team to a high standard: Everyone knows they must perform their best, and your expectations are clear from day one.

• Shows you mean business: People won’t even have the chance to “pull one over” on you. You’re serious from the start.

• Removes excuses: The team is well aware of this policy. There’s no “Oh I dropped the ball again” or “Oh I had no idea it mattered” going on. You’re growing something big, something meaningful. So everyone should full-a** this or get off the bus!

Overall: stick to your guns, make your expectations clear, and make sure you’re holding yourself to the same standard you hold your team to. This will create a culture of cooperation, trust, and honesty. That’s the ticket right there baby!

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Weekly Quote

Stay Fearless or Die Trying,

Alexa

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