Empowering Team Success from Afar: The Art of Building Bonds and Measuring Performance in Remote Work Environments

Whether you’re working from home, in a co-working space, or on a beach somewhere in Bali, building a strong culture while effectively monitoring performance is essential to empowering team success in a fully remote work environment.  

As more and more companies adopt flexible working environments, remote work options can be at the forefront of attraction strategies. Working remotely can have many benefits: flexibility, autonomy, commuter cost savings, and being able to wear pajama bottoms (or… whatever beach wear you desire) while your top half is camera-ready… but it can also pose some challenges for team building and team management.  

  • How do you motivate and engage team members in a remote environment?  
  • How do you foster a positive and productive team culture remotely?  
  • How can you ensure your remote team is meeting its goals and collaborating effectively?  

While team building in a remote work environment presents unique challenges, it is still very possible to create a sense of connection, collaboration, and community among team members.  

Embrace Technology 

There are so many great tools out there that can help your team stay organized and connected. From project management platforms to communication tools to multi-functional systems, there’s no shortage of options. Find what works best for your team and use it to your advantage. Make your life a bit easier by incorporating the use of online tools and platforms that can help you track and manage the team’s work and progress.  

Use the tools to monitor and measure remote team performance and productivity. Project management software can be used to assign tasks, monitor progress, set deadlines, and share updates. Time-tracking software can measure how much time each team member spends on each task and identify any bottlenecks or inefficiencies. If you’re looking to collect and analyze data on the team’s achievements, challenges, satisfaction, and engagement, you can use performance management software. 

Another important aspect of team building in remote work environments is creating a sense of community. Just because you’re not all working in the same physical space doesn’t mean you can’t build meaningful relationships with your team members. Check in with the team members frequently – both individually and with the entire team. Discuss their goals, progress, challenges, and needs. Use team meetings to create an environment where you can effectively brainstorm ideas, solve problems, and share updates. Encourage team bonding activities like virtual game nights, book clubs, or even just sharing funny memes in a dedicated channel.  

Leaders need to create opportunities for their team members to interact and connect with each other, both professionally and personally. You can use various tools and platforms, such as video calls, chats, and online games, to facilitate virtual team building activities, such as icebreakers, brainstorming sessions, and social events. Virtual team-building activities can help remote team members feel more connected and engaged with the team. These activities can include games, trivia quizzes, and team challenges that encourage collaboration and teamwork. For example, you can set up a virtual scavenger hunt where team members work together to solve clues and complete challenges. This type of activity not only promotes teamwork but also encourages creativity and problem-solving skills. 

Communication is Key 

In the absence of face-to-face interaction, regular team meetings in the company board room, and spontaneous water cooler chats, it is essential to establish clear lines of communication among remote team members. This means regular check-ins via email or instant messaging, team meetings through video conferencing, project collaboration tools, and even virtual happy hours. You want to create an environment where team members feel comfortable reaching out to each other when they need help or have an idea to share. Encourage team members to share updates on their work, ask questions, and provide feedback to one another regularly.   

Feedback is essential for remote teams, as it helps them improve skills, correct mistakes, and learn from successes.  You can give feedback through various channels – email, chat, video calls, or even online surveys.  Peer-to-peer feedback should be encouraged to help remote teams enhance their learning, creativity, and motivation.  Highlight their individual strengths and encourage them to leverage one another’s strengths when dividing up the work.  

An environment where team members can learn from one another is ideal but it’s difficult to create when they are all working remotely. By mixing up the participants on a task, it expands each team member’s capabilities – and confidence. This in turn adds value to the organization.  

By making communication a top priority, you can ensure that everyone feels connected and engaged with the team. Create a culture of honesty and respect and provide opportunities and platforms for the team members to exchange feedback, advice, tips, and resources.  

Promote Learning and Development  

Another important factor for team motivation and engagement is having a culture of learning and development. As a team leader, you need to provide your team members with opportunities to learn new skills, acquire new knowledge, and develop their potential. By encouraging continuous learning, you are further encouraging them to develop their skillset which will ultimately benefit your organization. You can use various resources and methods, such as online courses, webinars, podcasts, and coaching, to facilitate learning and development for your team members. Provide opportunities to attend training sessions, conferences, and other learning opportunities relevant to your organization and industry.  

You can also encourage team members to share their learnings and best practices with each other, and to seek feedback and guidance from you and their peers. By promoting learning and development, you help your team members grow and improve, and enhance their confidence and competence. This applies to leaders too – they need to lead by example, modeling a commitment to learning and development. For leaders, taking the time to invest in professional development and sharing the experiences with the team is equally as important.  

Empower Your Team  

Having a sense of empowerment and involvement is vital for team motivation and engagement whether they are working remotely or in-person. Leaders need to delegate tasks and responsibilities to the team members while giving them the autonomy and authority to make decisions and solve problems. Involving the team in planning and execution of their goals and projects by soliciting their input and suggestions empowers all team members — individuals can better visualize how they will realistically achieve their goals. It also helps them feel trusted yet accountable and increases their sense of ownership and commitment to the organization. Finally, a more open process of goal setting also gives leaders the opportunity to keep their eyes on the goal achievement and if things are falling behind, leaders can discuss what’s happening with team members and offer to help.   

Build Trust and Rapport  

Another essential factor for team motivation and engagement is nurturing a strong sense of trust and rapport among team members. You can encourage your team members to share their feedback, opinions, and ideas and to support each other in their challenges and achievements. By building trust and rapport, you help team members feel valued and respected, and foster a sense of belonging and camaraderie.  

Solicit your team’s input when reviewing and evaluating the efficacy of your processes and metrics – and do it regularly. Ask the team how they feel about current processes and metrics and adjust them as needed, based on the changing needs, goals, and challenges of your remote team and organization. Be a good listener, not only about job related issues but listen to personal issues, encourage, growth goals – not always wearing the “Boss Hat” but always being committed to the identity and integrity of the team.  

Set Clear Goals and Expectations  

A key factor for team motivation and engagement, and for monitoring and measuring team performance and productivity, is having a clear sense of direction and purpose. Leaders must communicate their goals and corresponding expectations of the teams, both individually and collectively. This will help your team understand their roles and responsibilities. Define the scope, timeline, deliverables and quality expectations for each task or project. Convey what communication and collaboration tools should be used.  

Ensure the team goals are aligned with your organization’s mission, vision, and values. Provide regular feedback – both positive and constructive. Monitor progress and measure performance. Recognize achievements.  

Celebrate Successes  

In a remote work environment, it’s easy to feel isolated and disconnected from the team. To combat this, it’s essential to celebrate successes together and to create an overall culture of celebration and appreciation to foster team motivation and engagement. It is easy to get caught up in the day-to-day and forget to acknowledge your team’s accomplishments. Whether it’s hitting a major milestone or simply finishing a project ahead of schedule, take the time to recognize the hard work and show them how much you appreciate them.  

Leaders should recognize team members for their hard work and accomplishments, acknowledge milestones, express gratitude and appreciation for their efforts and contributions, and recognize their strengths and talents. There are so many ways to do this – emails, e-cards, e-gifts, awards, etc. Create a virtual space where team members can share their achievements and congratulate each other. This can be a great way to boost morale and job satisfaction, foster a sense of community, and build a strong team culture. 

In conclusion, building a strong team culture in remote work environments requires intentional effort and a willingness to adapt to new technologies and ways of working. By prioritizing communication, embracing technology, creating a sense of community, setting clear expectations, providing the right tools, and celebrating successes, you can create a smart and happy remote workforce that achieves great things together… even in Bali!  Cheers to that! 

The Business Blueprint

As an entrepreneur, you must instill a mind-set of unequivocal dedication to your business. You will spend long hours, forgo family and social life, forget to take your vitamins, skip your meals, ignore health appointments, and essentially run aimlessly for days, months, even years to build up a new business.

OR… YOU WON’T.

Instead, you’ll spend focused and strategic hours. You will balance your family and social life. Make a routine of taking your vitamins, and you will plan your meals, so they fit in with your workday. Do not skip health appointments – because if your health fails, so does your business. And you won’t run around erratically because you’ll have a PLAN… a blueprint to refer to and build on. With the right mindset also comes the right planning, and the right execution. It will be worth it – for the autonomy, the result, and to live your dream.

Many entrepreneurs are incredibly busy and known for being workaholics – but they aren’t productive. You may need to devote a lot of time to your business, but if you’re spending your whole life living and breathing it then you’re doing something very wrong.  Calls will be returned only when and if you remind your staff, or you do it yourself. Emails get answered as fast as you can type (or dictate) them. New clients only get signed up when you close the deal yourself. Mistakes only get corrected when you yourself spot them and fix them. And your company’s output is only as good as the energy you have on that day.  If you went away from your business for a month – what would happen?  Three months?  Six?  Would your clients be getting the same awesome service if you weren’t around for a while?

If you define your self-worth and level of success as an entrepreneur by how busy you are, working 18-hour days, then you didn’t choose the right lifestyle. The goal should be to make yourself the least important person in your business. Hard work is no longer enough. You work hard, you work smart, but the real issue is that you are still “working” inside the business. It’s the owner-operator syndrome that works when it’s a small local business, but the moment you want to scale – you can’t be both anymore. The never-ending list of tasks keeps you busy, but you lose the idea of being free to build your empire. If you want to truly succeed as an empire-building entrepreneur, you must accomplish results daily that matter for you, for your team, and for your overall business. Treat your business as a self-sustaining entity powered by an effective set of systems, not just sheer determination.

An Empire Isn’t Built In a Day. It’s built EVERY day.

Business Blueprint

First, by taking the time to create systems and processes you will already increase your chances of survival regardless of what stage you are at in your business. Your systems should solve problems before your team even encounters them. Your processes should result in correct work without any questions – not because we don’t want questions, but because everything has been addressed in the processes. This can’t be done overnight, but you have to start somewhere – with a blueprint so your team knows how to start building the empire. You can improve your processes and make tweaks to your blueprint as you go. If you don’t have systems and processes in place, then all you have is blind hope and horseshoes you are relying on.

When building a home, one builder usually doesn’t do it all… they subcontract architects, electricians, plumbers, drywallers, masons – experts in their respective fields. They do so because it saves time trying to figure it out on their own, and ensures the expertise applied secures a well-done job for the buyer. They build their empire!

This means that it is equally important to align your employees to implement the strategic plan. You need their input – it is invaluable. Make sure you have a rockstar team supporting you. But they won’t just come out of nowhere. You have to attract them with the right structure to your business that makes them feel safe and secure, but also motivated and hungry.

To build an empire – your empire – you need to be passionate and savvy, but you also need to be prepared, to work smart, and to be backed by a team that can keep you on the right track as you grow. You need to identify your values and ensure they not only align with your processes but that they are conveyed to your staff, so they have goals and objectives clearly defined. Taking the time to create a business blueprint helps identify what needs to be accomplished when, what resources are needed, and processes to ensure your business stays on track. Having forecasts provides you with a means to compare actual results to forecasted results so you can correct your business strategy as needed. It gives you a map – so you’re not just driving North or West aimlessly hoping to find the ocean.

#businessblueprint #roadmaptosuccess #businessplan #empirebuilding #resultsoriented #stayontrack #systemsandprocesses

Digital Healthcare? We need cash, and we need it now.

To the rest of the world, Canada is recognized as the land of universal healthcare – funded by our government. However, the reality is that there are many highly beneficial healthcare services that are not currently covered by public funding allocations. The pandemic showcased some of the gaps and shed light on holes that need to be filled in the existing system before adding more services under coverage. This isn’t an overnight fix – and for immediate needs in growth of our healthcare sector, we need funding now.

So where do we get this? A recent client of mine was from an investment firm interested in health care M&A in Canada. Our neighbours in the States have had a robust M&A climate in their privately-run health sector for years. In Canada, we have not historically been seen as a healthcare market conducive to M&A (Merger & Acquisition) activity. But… a large number of health services ARE in fact paid for privately and are outside of the publicly funded or insured service regime. In turn, investors are increasingly interested in healthcare M&A in Canada for those services not part of our universal health care – dentistry, orthodontics, physiotherapy, natural health, and (my favorite area of expertise) medical & orthopedic devices. Recognizing these opportunities for M&A is opening up a whole new world to provide options to optimize healthcare in Canada.

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As technology enables Canadian healthcare to expand, private equity firms can help Canadian innovators bring much-needed healthcare options to patients quicker. Consolidation can bring cohesion to fragmented healthcare provisions with funding from private M&A investors. And it’s not just about PE firms having a lot of money… it’s about them having expertise to take the prehistoric facets of our healthcare system and modernize them, and the knowledge to lobby and deal with a very complex regulatory environment in Canada. It’s about creating efficiencies, centralizing back-office functions, and creating an environment that will not only offer a higher level of service to its patients, but also a more profitable system all-around.

#technology #growth #health #healthcare #opportunities #canada #funding #privateequity #mergersandacquisitions #digitalhealth

G2M Strategies are Equally as Important as your Product

In the MedTech world there is a responsibility – and opportunity – to focus R&D efforts on emerging technologies to propel more home-based care options and alleviate public healthcare resources.

Stroke is the third leading cause of disability in the world and the inability to walk affects nearly a quarter of all stroke survivors. The MedTech industry has introduced us to lower limb exoskeletons – motor-powered, wearable robotic structures that use algorithms to enable stroke survivors to get up and walk. But these have been used solely in clinical settings for rehabilitation thus far – they are insanely expensive, incredibly heavy, and require trained medical assistance to use.

A recent client of mine had a solution – at a fraction of the cost, and a fraction of the weight, this international client has the technology and the means to manufacture a disruptive product that easily powers the affected limb to allow walking… and it’s designed for affordable at-home use.

WOW! Sounds great, right? What’s the hold-up?

What Is a Go-To-Market Strategy? (Plus 7 Steps To Build One) | Indeed.com

In a nutshell – the G2M strategy is lacking. This client’s proposed business model was strictly through social media channels to reach consumers directly, but it wasn’t working. Why?  Well, would YOU buy a robot that claimed to make you walk again (if you couldn’t) off a Facebook Ad?

This product is not a “cheap Amazon find” you see on TikTok; it’s a medical device with credible clinical data to support its efficacy and needs to be marketed as such.

Sometimes you can have a great idea, and you think you have it all figured out and you just want to sell, sell, sell… but knowledge, resources, and experienced support are equally as important as time and money when planning out your G2M strategy. And you NEED a systematic and customized G2M strategy no matter how revolutionary your product is.

#technology #medtech #medicaldevice #rehabilitation #g2m #gotomarketstrategy #marketing #medicalmarketing #clinicaldata #business #opportunity #strategy #planning

DEI Charters – Inclusive or Ignorant?

PERSON: “Hey I know another Indian person! Do you know Mr. Singh?”
ME: “Hey I know another Mr. Ass-hat! You guys must be twins!” 😉

PERSON: “Your name is Indu; are you Hindu?”
ME: “Your name is John; were you born in a toilet?” 🚽

PERSON: “Wow, you’re Indian – you must make awesome curry every day!”
ME: “Yep that’s me, ultimate curry making machine. Let me scarf down this lobster roll, and ketchup chips and I’ll send you all the Google links I’ve bookmarked.” 🔖

PERSON: “How come you don’t have that little red dot on your forehead?”
ME: “Same reason you don’t have one. Oh wait, here it is… actually that’s just a big ‘L’ across your forehead” 🙄

PERSON: “Your English is so good!”
ME: “It’s amazing right? I mean, I was born in Vancouver, BC so you’d think I’d learn to speak British or Columbian.” 🤣
a group of people posing for a picture
The number of times I’ve heard these ignorant comments is astounding. I’m born #CANADIAN, raised #CANADIAN, live like a #CANADIAN and even went to French immersion, say “eh” after most of my sentences, have an obsession with plaid, and am a fiend for good poutine.

For over 50 years, Canada has been under the #MulticulturalAct and has been a diverse country with multiple cultural identities, supporting multiculturalism in many facets of community life. Comments like those above might be made naively, but they can be hurtful, discriminatory, and ignorant.

In today’s world, your business needs to have a comprehensive diversity, equity and inclusivity charter. Benefits: bigger talent pool, increased employee engagement, fresh perspectives, innovation, diverse decision-making, improved performance, and stronger business results – all equating to higher profits.

Most corporations have something drafted, but how truly equitable is it? When creating such a document, did you discuss and collaborate with a DEI specialist or simply copy a template off of Google? Employees look for equitable working conditions, and it’s not just about the colour of someone’s skin: it’s about accommodating culture, providing accessibility, and creating a truly inclusive work environment even if it means embracing the remote work world. Although many companies believe they’re already promoting a diverse and inclusive work culture, they are not creating a true sense of belonging amongst their staff. Innocent perhaps but can be unintentionally discriminatory just like those ignorant comments.

Be sure to connect with a DEI expert to ensure you are communicating the right message to current and future staff, as well as to your target market. More often than not, your DEI charter needs to be customized to your specific operation and conducive to attracting top-notch talent.

#diversity #business #work #future #culture #talent #canada #employeeengagement #dei #inclusiveworkplace

To Inspire and To Be Inspired!

At Bainsco, we take pride in giving back to our community in multiple ways. This past weekend, I was honoured to witness the success of the third Festival of Colours take shape. It was an event that I was proud to co-Chair the volunteer committee for. The Festival of Colours fundraising gala is a biennial event in support of the Markham-Stouffville Hospital Foundation hosted by dedicated South Asian leaders in the community. This year, the funds raised at the event will support the expansion and enhancement of child & adolescent mental health care at the hospital – including the development of a much-needed inpatient program. This will help reduce wait times for the existing programs, and ensure more youth and families can access timely care. As many of you know, what was already a mental health crisis in our children and youth has only been further escalated by the Covid-19 pandemic. I personally know far too many whose children are at increased risk for anxiety, depression, addictions and suicide. MSH has a vision for integrated mental health services and remains dedicated to delivering evidence-based therapy and offering a counter narrative to the stigma through community-based care initiatives. They had me at “Hello”.

When I came on board, it was a mere three months before the event day and we were still in “lockdown limbo” due to the ongoing Covid-19 pandemic. This event was originally scheduled to occur in 2020, but the onset of the pandemic canceled the event. It was thrilling to learn we could proceed with the event in-person, albeit with public health measures in place to ensure the health & safety of our guests. With so little time to put everything together, our meetings became more frequent and more pressing to ensure the event was a success. I became so invested in the cause that I found myself dedicating as much time as possible. Prior to joining the committee in February of 2022, I had very little knowledge of the other committee members or of the hospital’s foundation staff. Within weeks, we fused into a coordinated, dedicated, and high-functioning team: a team of LEADERS.

The strongest leadership teams are built by the smartest group of people who – rather than try to outshine one another – focus on inspiring and being inspired by each other. Recognizing where each of us had our strengths, we created sub-committees for Food, Décor, and Entertainment – the three key elements to creating the ambiance of a glamorous gala. With the unequivocal support of the hospital foundation, our inspirational team worked tirelessly (and through several obstacles) to bring it all together. And what a night it was!  Opulent charm, scintillating entertainment, and divine cuisine filled the Hilton Toronto Markham Suites hotel ballroom along with nearly 500 guests dressed in beautiful attire. There was generous participation in our live auction, champagne mine, and equipment appeals.  Gracious donations ensured we achieved our fundraising goal. Near the end of the night, I took a moment from afar to admire each of my committee colleagues:  their smiles, their twinkling eyes, their relaxed laughs with our guests.  In just a few short months, each one of them inspired me in different ways and I found myself appreciating each of them uniquely. I hope that I too, inspired them. Over the years, I have developed many teams; in sales, in customer service, in finance, in warehouse, and more… but this, THIS was a team that developed me.

Learning never ceases, nor does the ability to continuously develop. Inspiring and being inspired by other leaders forges growth in our own mindset and allows us to be greater leaders – for ourselves, our families, and for our community.

Executive Expert Consultants

Consulting is such a broad term, as is the profession of “consultant”.  These days it seems so many different people call themselves a “consultant” or “advisor” and it can mean a myriad of things. Although our firm is named “Bainsco Consulting Group”, we operate less as consultants and more as Experts. We are experts in business, in medical devices and wellness products, in import/export and distribution, in healthcare, and particularly lower limb orthopedic care. We know our product sphere and can evaluate their worth and go-to-market strategy on a dime.

In addition, we consult and advise in DEI, education, government services and non-profit community projects. So yes we consult, but we are expert consultants. Do we advise? Yes, we advise but in an expert format.  We have spent over 25+ years in our field of expertise and we bring a lot more to the table in an hour-long consult than many “consultants” can bring in days. 

A portion of our business is short consulting assignments with clients in private equity (PE), venture capital (VC), and professional service (PS) firms. These clients are generally focused on getting laser-sharp insight into an industry/company for an acquisition, merger, or strategic corporate project. You can call it a fast download on how the target works strategically along with commentary on the impact of any significant current events. The assignments involve intense questions that require very specific and accurate responses. 

We also engage in interim executive assignments. We are retained for a brief interval of time, usually a few months, to take over and lead a team through a transition or lapsed period while a permanent hire for the position is being interviewed/hired. This ensures a continuation of services and greatly reduces transitionary trauma to the rest of the organization.

Companies realize that ensuring continuity in leadership is one of the most important factors in limiting disruption due to changeover in their senior management team.  Employment agencies are great for temporary administrative support or other casual or interim positions, but when it comes to having the right executive on your team to lead you through a transition, it’s best to select an experienced EXPERT who can walk in and self-train from day 1 and get you through without worry while you search for your next permanent hire.

Executive Expert Consultants. That’s Bainsco. 😉

I’m Going Insane! 

Insanity is doing the same thing over and over and getting the same result. How many times as a business owner did you feel like you were going insane?

Many business owners and entrepreneurs fall into this trap. They think they can do everything themselves and so keep doing it, over and over and keep getting the same results – slow or no progress. To save money, entrepreneurs will wear several hats and complete several jobs on their own especially when they are first starting up. While that may work some of the time, it is also what runs entrepreneurs down and compounds their stress because they repeatedly make mistakes and have to do it over and over.

Professionals spend years perfecting their skills. I’ve had my fair share of clients gasp when they ask me how much I charge for an hour, a day, or even a week. Consider this though:  If I come in and do a job that might take you a sleepless week in a single ‘fast downloaded’ hour, it’s because I spent 25 years learning how to do it in that hour. In essence, you pay me for my years – not my hour. It’s what I’m worth – my 25 years of mistakes, my 25 years of successes, my 25 years of EXPERIENCE.

Don’t fall into the trap of doing it all yourself. If you’re in the startup phase, set your business up right using professional expertise and you’ll likely avoid the #1 reason for failed startups: poor planning. If your business is a few years in but you’re struggling with productivity, reach out for professional help.

I don’t mean a therapist! I’m referring to a professional business consultant who can uncover the underlying issues of your business. What if your business is stable yet has plateaued and you want to take it to the next step? Facing obstacles with various operational issues can be transformed if you bring the right person in to transform them.

You may not need a permanent hire; you may just need a bit of direction and it will save you a lot of money to retain an experienced consultant/mentor/coach vs. a new employee. At the very least, it won’t hurt you to explore your options and you never know what you will discover from someone who’s already been in the entrepreneurship “loony bin” over and over again, but who knows how to get results!

Startups are HARD.

Startups are HARD.  When you start up a new business, the work has never been done before so you will constantly feel like you have no clue what you’re doing. You probably don’t. That’s why some aspiring entrepreneurs fail in their first year and why many entrepreneurs turn towards franchises because it takes a lot of the guess work out of starting up a new company. Franchises have tried and tested methods before creating a process, and it’s already been successful. But if you’re starting up something new, something fresh, then there’s obviously going to be a massive amount of uncertainty. Do you have the right product or service? Does it fit into the market? Is there a demand? Where will you get the money from?

Bit of advice from someone who has founded several businesses, that were not franchises: Challenge yourself constantly. Always ask yourself “What am I missing?” It stretches you to accept that sometimes you will miss things, and that’s ok. Remind yourself to keep your ego at bay – your business wins by focusing on what your target consumer wants; not your ego. If you need help, ask for it. The best you can do for your team is to rally them behind your vision and figure things out together. Stay aware of the fact that as your company grows, you will take on new responsibilities. Just as you figure one thing out, it won’t be your job anymore because you can delegate it and move onto the next challenge. Don’t waste your time overplanning or overthinking. Sometimes a little trial and error can reveal bigger insights and some will work out on the first go. Even better, there’s a faster way to get where you need to be: retain an expert to tell you what you need to know and to help you set yourself up. You’ll benefit by enlisting someone who has more experience than you to tell you what you’ve done right and what you’ve done wrong when starting up so you can move on with building and growing. Speaking of which, don’t be afraid to be wrong. Your team needs to see that you too are human and can make mistakes. Businesses where founders are scared to be wrong end up with toxic company culture. There’s only so much that you can figure out yourself quickly, and even if you reach a certain size, bringing in more experienced consultants can help you and it can also be a great learning opportunity. Consultants are also objective – they aren’t part of your team so they don’t have to kiss your *ahem*.  They are there to do the job you hired them for, give you the tools you need, and then get out. They can help you see your blind spots, give you feedback on what you may be missing, and advise you if the direction of your execution needs to change.

Contact us today if you need a little objectivity in your startup life and to get you going on the right path. In the end, the investment you make at the start in setting up your business will pay off ten-fold in savings over the long haul.

Pavlovian Pet Peeves

If anyone gets it, its me – your buzy running a bizness, chasing after kids or pets or foot message fetish, keeping up with your hose or apartment, bills, chores, errand, the list never ends. 

You LOVED that run-on sentence filled with spelling and grammatical errors, didn’t you?

Take a guess what is irksome and creates a classic Pavlovian knee-jerk reaction. You got it: spelling/grammar mistakes, rambling too much, formatting and the word “LOVE” to describe a business-related emotion. How can you expect to be taken seriously when you absolutely LOVE everything, your writing is atrocious, and you fly by the seat of your pants?

For the record, “your” does not mean the same as “you’re” and should not be used interchangeably.

To be taken seriously as a business professional, you need to pay attention to detail. Understandably, the odd email or note may get sent out with a few spelling errors or grammatical fallacies. However, when your correspondence becomes consistently erroneous it can cost you your ability to communicate effectively. Take a moment and proofread your writing before sending it to someone. There are countless apps to help you with this, although nothing beats a human editor.

Grammarly

ProWriting Aid

Hemingway App 

Frankly, when I receive correspondence laden with spelling and grammatical errors the first thing that comes to my mind is that this person was too “busy” or too “lazy” to take the time to write to me with clear, organized thoughts. In turn, I automatically do not give that person as much attention as I do someone who sent me a thoughtful, coherent, and detailed message. We can help you with proofreading, copy editing, content writing and more – without the literacy failures.

Now that’s something to love. Contact Us

#grammar #spelling #loveliteracy #proofread #writing #takeamoment #detailoriented #becoherent #powerinwords