The Unbeatable Approach To

Training For Business Expansion

A pivotal aspect of growing a company, as opposed to running a solo operation or managing everything single-handedly, is embracing your role as a leader. A fundamental part of this leadership lies in your ability to train your team effectively, so that you can delegate key tasks and responsibilities confidently. This will not only free up your time but also propel your business’s growth.

As an entrepreneur, micromanaging isn’t the best use of your skills, energy, and time. A more productive approach is to handpick your support staff and then train them within a business framework that values leadership over micromanagement.

Many business owners train their team using a project management style. They assign specific tasks along with precise instructions for completing those tasks, then monitor to ensure the tasks are executed as expected. This, however, isn’t leadership but project management. Adopting such an approach can disempower your team, and you may find yourself trapped in a babysitter role rather than that of a leader.

The words of Steve Jobs, former CEO of Apple, resonate here: “When you have really good people, you don’t have to baby them. By expecting them to do great things, you can get them to do great things. A-plus players like to work together, and they don’t like it if you tolerate B-grade work.”

If you don’t want to be stuck in the weeds, constantly micromanaging and overseeing every detail, consider an alternative approach to training your team. This strategy will not only establish your leadership but also yield the results you desire from the get-go.

Outcome, Resources, Deadlines, and Check-Ins

When onboarding a new team member, refrain from assigning specific tasks with rigid instructions. Instead, give them the expected outcomes, resources, deadlines, and regular check-ins.

Here’s how it works:

Step 1: Identify the specific outcome your company requires.

For instance, you might need a weekly article published on your website and disseminated as a newsletter to your clients.

Alternatively, a monthly newsletter might need to be sent, or a tracking software might need to be used for timely client responses.


Step 2: Share the specific company resources available to achieve this outcome.

Using the weekly article example, you can show the team member where you’ve sourced or curated articles in the past, or let them know they can ask you for the article each week. Provide them with the login details to your website and newsletter service, and supply a document detailing the standards for posting articles and sending out newsletters.

Step 3: Set a deadline.

Inform your new team member about when they’re expected to independently manage this task without your input. Have a transition period where you both work on the task in tandem, setting a clear handover deadline.

Step 4: Schedule regular check-ins between the task assignment and the deadline.

This will allow the team member to communicate any issues they’re facing or highlight any missing information.

This method empowers your new team member to dive in, figure things out, and even make a few errors – which is a vital part of learning – while still providing the necessary support to fill any gaps in training or resources.

Still unsure? Consider teaching someone to tie shoelaces. You can explain and demonstrate it endlessly, but until they handle the laces, fumble, and make mistakes, they won’t ask for help or learn how to tie the laces themselves.

Shift from the project management style of training to this leadership-focused style today, and watch your business grow. As your personal business lawyer, we can aid in refining your hiring process and ensuring that you’re adding top-tier individuals to your team, making the implementation of this effective leadership style seamless.