Who’s Raising Your Business?

Tony RobbinsImage credit: Getty Images

The comparison of a startup to raising a child is pretty spot on. In the beginning, you have no idea what to do and when you do take action, most of the time you are just praying you aren’t screwing anything up.  You forget that someone with way too much time on their hands invented this thing called, “sleep” and you spend a solid 25 minutes in front of the mirror each morning trying to get all of your newly acquired grey hairs with a pair tweezers.

 …but you love it. It’s yours. You want nothing more than to watch it grow, thrive, and surpass every expectation you have ever had for it. You know that to get there it is going to take a lot more than good intentions. It is going to take love, time, dedication, and personal sacrifice. It is also going to take a lot of help. No one ever raised a child into a happy, well-rounded and successful adult by using the Rapunzel Parenting Method of isolating them from all outside influences and locking them in a tower (we all know how that worked out).
If you have children, think about who has played a role in helping you. Think about who taught you the best practices of parenting. If you don’t have children, think about everyone who has mentored you in any aspect of life. Maybe Grandpa John taught you about money, Aunt Kathy taught you to care for others or Uncle Steve showed you how to throw the perfect spiral. Without that insight would you be the same person you are today? A business is no different and everyone playing a role in its growth is going to have an impact on the final result.
As the gravity of that sinks in, ask yourself a question; do you want anyone short of spectacular influencing the outcome of your child or your business? Great people yield great results. Don’t sell yours baby’s future short.
Take a minute to read through Tony Robbins comparison and get a little more insight on how, like people, businesses change as they age.
Eric Playford
Guest writer: Eric Playford

Marketing Manager

It’s A Big Ocean Out There

Image Credit: Galleryhip.com/fishing-hook-line-and-sinker.html


May 1, 2015
Would you fish with an unbaited hook and expect to catch a prize-winner? Of course not.

So as a person responsible for team-building, are you trying to reel in game-changing talent using a naked hook left to rust in a muddy pool?

In last week’s post (Available Here) we focused on the importance of assembling a strong, engaged team of talent in order for an organization to achieve high levels of success. Top talent is highly educated, creative, likes a challenge and is often hard to ‘hook’. Attracting this type of talent requires a candidate marketing strategy that is well thought-out and well-executed.

Business leaders recognize the need for a strategic plan to market their products and services to potential customers, but often fail to spend similar amounts of energy and resources on a ‘candidate’ marketing strategy. The roadmap to attract top-tier talent needs to encompass more than simply posting a boring job description on a free job board. Developing a goal-oriented hiring plan is a must.

Making a list of ‘Why People Work Here’ for your organization is a great starter exercise for small businesses as part of developing hiring stratagem. If the list is short or (heavens!) non-existent, make changes in your organization and then market, market, market your company’s cultural and benefit trends. An organization’s complete hiring plan must start prior to first engagement with a candidate and continue well after onboarding is finished. Recruiting and retention are vital to your business success.

Even without an open position, dynamic organizations are always on the hunt for the next superstar!

Now, let’s get fishing!

Susan MorenoSusan Moreno
CVirtual CEO

Next week: Tips for Developing a Killer Hiring Plan