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All right. Fire Nation. Tomorrow is the big day, March 23rd, 2021. My book, The Common Path to Uncommon Success is released to the world. You still have a chance to get all five of your pre-order bonuses. If you get your pre-order in today, Fire Nation UncommonSuccessBook.com. All the pre-order bonuses disappear tomorrow. So make it happen. UncommonSuccessBook.com. And today I'm giving you a sneak peek of chapter 15 implement systems and build a team. You're going to get the entire audio book chapter right here, right now with myself and then with Amy Porterfield's amazing contribution as well.

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So stick around. We'll be diving in. As soon as we get back from thinking our sponsors,

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Thinkific (1m 7s):
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chapter 15, implement systems and build a team. Every system is perfectly designed to get the results. It gets Donald Berwick. Those of us on The Common Path to Uncommon Success are committed to putting in the reps. We do the work, we get stuff done. As our business matures, we implement systems and build teams that allow us to grow and scale, but like everything else, there's a time and a place for everything I waited until now to talk about systems and team building, for a reason it's critical to know your business from the inside out, before you start to implement systems and build the team that will allow you to grow in scale. We need to understand how every facet of our business operates.

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Henry Ford knew how to build a car from scratch. He had done so many times only after he fully mastered every step of the process. Did he implement an assembly line to make cars faster, better, and more efficiently. Picture Henry Ford walking up and down the assembly line, studying every step of the process, making tweaks here, adjustments there and taking pride in every car that rolled off the line. You are the Henry Ford of your business. You need to understand how the sauce is made to ensure a high quality product is always served to your audience. The good news, you're on The Common Path to Uncommon Success. You've put in the work, you've rolled up your sleeves and you understand every part of the process now is time to grow.

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It's time to scale. It's time to implement systems and build your team. But how one step at a time, your first step in creating the systems and building the team that will allow you to grow and scale is to write down everything you do over the course of a week. Be diligent, keep track of every task you perform. And by the end of the week, you should have a comprehensive list. Your next step is to separate the tasks into two lists. List. One will contain all the tasks. You will repeat the following week and list two consists of the one-time tasks. You will not repeat, dispose of list to now rearrange lists one from the most time-consuming to the least time consuming, start at the top and identify one of your most time consuming tasks.

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You'd like to create a system for next, write out the step-by-step process of how you accomplish that task. Then look at the step-by-step process and see if you can identify any unnecessary steps, remove every unnecessary step until you have the most lean and efficient process. You can create next creative video of you talking and walking through this process. You can use a free service like loom for this. Once you've finished labeled the video correctly and stored in a folder on your computer labeled systems every week, your goal should be to create at least one training. Following the steps above in a short time, you'll have a library of tutorials of your most time consuming tasks. When you begin to build your team, you'll have the training already for them to consume early and often.

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Also, if you ever need to replace a team member in the future or onboard someone new your library of trainings await this process allows you to create systems for your business in a very effective manner. As you'll be focusing on the most repetitive and time-consuming tasks first and working your way down the list. Now let's move on to building your team, implementing our systems and assembling team fire. It was February of 2013. Entrepreneurs On Fire had just turned six months old and we were growing fast. We had just crossed a hundred thousand listens a month. I had recently returned from my first speaking engagement at new media expo in Las Vegas, I had reached a tipping point where more people were reaching out to be a guest on Entrepreneurs On Fire than I had spots available.

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I alone cannot change the world, but I can cast a stone across the water to create many ripples Mother Teresa. The founder of a podcast sponsorship company reached out and was going to work on getting sponsors for my show, visitors to my website. We're on the rise. Email subscriptions were increasing daily. My social media following was steadily climbing. Everything seemed to be clicking the time felt right, and I knew I was ready. I was ready to build team fire. When you're operating as a Solopreneur, you can only do so much. I spent the previous nine months, free months prelaunch and six months posts learning every aspect of growing a podcast in online brands. I knew what actions had to be taken every day.

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And I knew how I wanted them done. I was getting to the point where my plate was overflowing. If I tried to add more to my plates, the core essentials of entrepreneurs on fire would suffer. I knew my priority was to be the host of entrepreneurs on fire. My primary job was interviewing successful and inspiring entrepreneurs. Nobody could take over my primary job, but all my other daily tasks could be outsourced. I read Chris Ducker's book, Virtual Freedom and took pages of notes, Virtual Freedom, laid out the exact process. I needed to follow my first hire and build out my team. I knew the first role I needed to fill a social media manager. I knew social media was going to be a big part of growing my brand and increasing awareness on EOF, but I couldn't grow my social media presence properly and be the best host of Entrepreneurs On Fire.

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I could be. I use Virtual Staff Finder to begin my search and submitted the type of experience and skill set I was looking for. Within three days, I was provided with three applicants who fit the exact description I was looking for. I interviewed them separately on zoom and gave them each a task to see their skillset in action. After receiving the completed task, there was a clear winner. I made my first hire for team fire and it felt great. Now that I had a full-time virtual assistant, it was time to start offloading my social media tasks. I created video tutorials of the daily tasks I wanted done answering my VA's questions. As they came up and provided feedback on the work she was producing within a week, my VA was running all my social media channels with zero supervision, and I could focus on other parts of my business that needed attention.

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A couple of months later, I can miss my girlfriend, Kate to join the team and take over several operations in the business. Over the next few years, we added two more VA's to streamline our operation and scale to new h`eights. We're a lean team, but we know our roles and execute them with pride, creating systems and building a team does not happen overnight. But if you work at a steadily and consistently, you'll be incredibly proud of the business you created on your path to uncommon success. You got this, make sure you stick around for Amy Porterfield coming up. As soon as we get back from thanking our sponsors

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Amy Porterfield On implementing systems and building a team alone. We can do so little together. We can do so

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Much. Helen Keller

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Amy Porterfield calls her virtual team small, but mighty and wouldn't have it any other way. In 2009, Amy left corporate to launch her own online business. She vowed to never build a large team. She was done with a corporate environment and all their rules, policies, and guidelines. For years, Amy kept that vow. She launched multiple courses and communities, and before she knew it, Amy was serving thousands of students. Amy knew if she was going to keep growing revenue and support her students at the highest level, she would have to build a team. Step-by-step Amy assembled her dream team. There have been plenty of mistakes along the way, but Amy hopes you can learn from her successes as well as her failures while building your team today. Amy has 18 full-time employees and five independent contractors to run her team effectively.

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Amy set up four departments, a marketing department, content departments, community departments, and operations department. Amy hired a director to run each department. Every week. Amy meets with her four directors to discuss business operations. The four directors are the only people Amy directly manages. The directors have managers and coordinators below them. And this tiered structure ensures no one is managing too many people at once. Each quarter, Amy will meet with her directors in person for two days during this 48 hour blitz, they discuss the goals for the quarter and what went wrong last quarter, what needs to be fixed, how they can improve the business and their performance of each employee upon their return. The updated quarterly and annual goals are announced to make sure her team is always on the same page and moving in the right direction to communicate.

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The team uses Slack. This is where announcements are made and fun conversations can happen for all things. Business. Asana is the only tool used. Asana is where the action items are listed. Projects are tracked and the tasks are controlled. Amy's for this is business happens in a sauna when it comes to hiring Amy and her team have worked very hard to dial in a process that works. They recruit talent that might not have otherwise applied to keep their team diverse and inclusive. Additionally, Amy works with an HR and DEI diversity equity and inclusion consultant. During this process, Amy and her directors determined if the person would be a good culture, add not a culture, fit a culture, add a culture. Fit would mean they are only hiring people that are like those already on the team.

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They want to hire people that can add experience and insights that only a diverse team can create. The next step is a test run. The test run is designed to see how the interview we works and if they can work on a deadline, the last step is the in-person interview. With each level of management once hired, there is a 90 day at will employment. This means a both the employee and the employer can terminate the relationship at well. During these 90 days, Amy has a detailed onboarding process. It includes a complete plan of what is expected every week. This ensures the employee can be eased into the business instead of feeling like they are drinking from a fire hose. Once the 90 day test is passed, the employee receives health insurance, flexible time off a fun only team retreat each year in a 20% bonus.

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At the end of the year, if the business profit goals are met, there are no annual evaluations. You are evaluated as needed. This ensures everyone knows exactly where they stand and fosters a family environment. In Amy's own words, email is the death of the entrepreneur communications happen in Slack. Business happens in a sauna. No exceptions. Thank you. Amy Porterfield.

Headspace (13m 33s):
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0 (13m 52s):
How can you make money? That's the big question right now, as COVID has changed how we do business with Thinkific, you can monetize your skills by launching your own online course. It's time to scale the business you love visit Thinkific.com/eof that's Thinkific.com/eof