In today's episode the guys talk about making sure that you do not have too many who's. From the coaches that you have, the number of employees that you hire or even the number of people you hire for services that you need completed for you. Cory Carter and Ron Cool are on a mission to help you gain more VISIBILITY, gain more TRAFFIC and ultimately help you gain more SALES! Cory and Ron have over 40 years of combined experience helping people achieve results that people didn’t believe that they could achieve before. The IMPACTORS podcasts is a place where you can get a daily tip, trick and action that you can take to move your business forward. Every episode will be quick and to the point with our no BS, no Fluff conversations that we will have here on the show. When you are ready for more impact check out the IMPACTORS mastermind https://impactorsmastermind.com In this mastermind we meet once a week. We break the hour into three parts. One third a weekly training. One third one business owner is on a hot seat deep diving their business and one third going through wins and opportunities with the group. We train on all things related to increasing visibility, traffic and sales for each business and dissecting all the goals and steps a person must take to achieve the results that they want to achieve. If you have any questions connect with us everywhere: https://follow.cool https://coryecarter.com https://calendly.com/hindsighthacking/connect?back=1&month=2021-08
In today's episode the guys talk about making sure that you do not have too many who's. From the coaches that you have, the number of employees that you hire or even the number of people you hire for services that you need completed for you.
Cory Carter and Ron Cool are on a mission to help you gain more VISIBILITY, gain more TRAFFIC and ultimately help you gain more SALES! Cory and Ron have over 40 years of combined experience helping people achieve results that people didn’t believe that they could achieve before.
The IMPACTORS podcasts is a place where you can get a daily tip, trick and action that you can take to move your business forward. Every episode will be quick and to the point with our no BS, no Fluff conversations that we will have here on the show.
When you are ready for more impact check out the IMPACTORS mastermind https://impactorsmastermind.com
In this mastermind we meet once a week. We break the hour into three parts. One third a weekly training. One third one business owner is on a hot seat deep diving their business and one third going through wins and opportunities with the group. We train on all things related to increasing visibility, traffic and sales for each business and dissecting all the goals and steps a person must take to achieve the results that they want to achieve.
If you have any questions connect with us everywhere:
https://follow.cool
https://coryecarter.com
https://calendly.com/hindsighthacking/connect?back=1&month=2021-08
[00:00:00] CORY: Welcome to the impactors podcast. I'm Cory Carter
[00:00:04] RON: and I'm Ron. Cool.
[00:00:05] CORY: And we are the owners and founders of hindsight hacking media agency, podcast, funnels, graphics, and more head on over to get hhm.com
[00:00:15] RON: guys, we created this podcast to help you go create an impact today. Not tomorrow, not yesterday. Today. We're taking all the fluff, all the BS out so you can go create an impact.
[00:00:32] CORY: And today's topic is
[00:00:34] RON: finding the who watch out. Don't have too many who's you don't need a who village
[00:00:40] CORY: no, who villages here.
[00:00:42] RON: That's right.
[00:00:42] CORY: All right. So yesterday we talked about coaching and we ended with don't have too many coaches, but this conversation we wanted to bring up, like overall don't have too many hosts. Right. And so to start with that, let's go back [00:01:00] to the employee aspect. Let's go back to your contractors and people on your team aspect. Why is it so important to not have too many people?
[00:01:08] RON: A couple of things. One is things will fall through the crack because other people will think they're going to be doing something that the other person is doing. Especially if they have the same skill sets, right. If you're not organized in a way that you can handle multiple people doing the same role. Right. However it does. Create more that you have to manage as the entrepreneur, as your team gets bigger. So get the right people, keep your team small, understand capacity, and then add very transparently with your team. Where are you going to add and how you're going to add it.? So everyone has a very clear understanding how they work together.
[00:01:48] CORY: Yeah. And you know, I'm glad you brought up that example actually, because you know, that's something, as we built our team and tried to understand how much of a workload, right? Like you hire the subject matter expert, [00:02:00] you figure out, okay, are they working? Part-time full-time like, what are they, how long they work in and then how are they maximizing that time? So it's a mix of challenging them to. Faster better, more efficient and challenging and making sure that they are part of the process of knowing when they're at capacity. Right. And so you and I, every week when we meet with team members, okay, where are we at? Can you handle more? Right. Like we're giving them the option. Right. And when we're challenging them to hopefully maximize that time and be okay efficient and find ways to be more efficient, right. With how we are giving them work and how we're getting work and that kind of stuff. But at the same time, we are. We know, like, okay, we might need another audio editor. We might need another video editor. We might need another social content person. Right? Like whatever the, this is, we're having these conversations week in and week out and knowing like, like there's a certain point when we can bring on somebody more to, you know, that's financially responsible for us. [00:03:00] Right. So it, every aspect, it's a complete transparent conversation that hopefully your team is involved with. And you don't want somebody that doesn't have a balance, but you also don't want somebody that's working four hours a week and getting paid for eight you know what I mean? So that's the team piece, but the other one is what if you're hiring contract out work or you hire a coach or you hire somebody to do websites and graphics and ads and that kind of stuff. What's your take on, on all that. So we talked about the employees and knowing when to bring them on. Right. And the next piece is, as an entrepreneur, you might bring on somebody to run Facebook ads for you or somebody to build graphics or websites or whatever it might be. What's your take on. Being careful of not bringing on too many people in that sense.
[00:03:52] RON: Got it. Okay. So my mind went right back to that. So that's where it must be, where it's supposed to go at the end of the day. [00:04:00] When you hire any who to do any role in your company, be involved. With what they're doing, you need to have a very clear understanding what it takes to actually accomplish any tasks that you're hiring a who for. And that's not to like it is to check up on them, for sure, to make sure that they're following like the same speed. Like we know how long X, Y, and Z takes on any of the tasks that we hand out right. So we understand that now when it's something that we're not as verse from, you have to ask a lot of questions and be a lot more involved. So you can learn through them what they're doing, not to do better than them, but to have an understanding of why your who is doing. So then you can put some expectations around that.
[00:04:45] CORY: Yeah. Again, I want to bring someone on or bring a comment to that this fits for an employee, or if you're just hiring someone out as our company runs Facebook ads, right. For people. We [00:05:00] didn't understand Facebook ads. The first time we were hired to run Facebook ads. So what did we do? We brought in somebody and then it was a matter of, okay, we're doing the reporting on giving the feedback to the clients on different ads, but we're working through it with our person. Right. Okay. How is this short video, why is it working? Why is it not working? What are the results? What's the cost per click, like all of the little details we had to learn and we learned it with our person that was doing it. We were not sitting on the sideline and just saying, okay, thanks. Thanks for getting this.
[00:05:35] RON: And that person didn't last. And we found a different who right.
[00:05:38] CORY: Yeah
[00:05:38] RON: . If you remember now, I'm not sure, like looking back if that was the best decision, maybe because we made some, or like made some assumptions that we still didn't understand. Okay. I'd still like the second person better. Don't get me wrong. You know what I mean? However, when you hire who you have to have a [00:06:00] trust level with the who
[00:06:01] CORY: Yeah.
[00:06:02] RON: And if you don't have the trust level with the who you have the wrong who.
[00:06:07] CORY: Yeah, yeah. I mean, so it's, it's, we're still not, we're not the greatest Facebook ads people, but we have the great Facebook ads, people on the team, right? Like that's not our, again, we're not running every specific ad on the, you know, for the company. We've got people for that. And so, you know, it's just understand, you can have too many. So if you. From a team perspective, make sure to grow slow, but if you're hiring out, make sort of understand what the people are doing that you're hiring. Right. And then we talked yesterday about the coaches, right? Don't have too many voices in your head telling you seven ways to change things, then you're never going to get anywhere. Right. So,
[00:06:48] RON: oh, can we talk about that? Yeah, we can. I think people need to understand what this is like a monster like wormhole thing that is about to happen. So I'm gonna apologize. [00:07:00] People need to understand coaching's a business. Okay. That's why you have to be careful who you hire. You need to understand if they're in it to help you grow, to get you to the next level. For their fame, which is something they can use, but it benefits you or they're in it for your money. And they don't really want you to graduate from their coaching program. They want to keep you in it for their fame either way. It benefits them only one way benefits you.
[00:07:31] CORY: Yeah. All the time we train people that they don't need it. Yeah, right. Like if you want to stay with us because of something else. Awesome. But we are always given that feedback. And so someone that they, so they don't need us and every coach should have that. Right?
[00:07:46] RON: Yes.
[00:07:46] CORY: So, all right. Making sure the action step from today. making sure we talked about the coaches does have the limited voices making sure to limit the amount of people and how you hire people. So you don't have too many even contracted [00:08:00] as you have people helping you execute on your business.
[00:08:02] RON: Right.
[00:08:03] CORY: You know, what do you paint out? Who you paint out and limiting those voices? So what's the action step around. What's the takeaway that you will want people to have today? For them to go make an impact,
[00:08:14] RON: know your values, know where you need help with search it out, ask questions for that person to find out if they're a good fit and then trust that they are the good fit and do what they say. To do mic drop.
[00:08:29] CORY: Mic drop, I'm not going to break my mic but pen drop. All right. Thanks guys so much. Enjoy
[00:08:37] RON: no fluff, no BS. Just impact Go make some,
[00:08:40] CORY: thank you so much for listening to today's episode. If you want to learn more head on over to impactors mastermind.com, we have a special group waiting just for you.
[00:08:51] RON: Guys Why are you still listening to this? Get off your phone. Go create an impact today.[00:09:00]