Don’t know where to start in creating your core values or culture? Scott Ginsberg gives us some advice!

Although this post was written about business and the like, I think it is VERY applicable for us and Company Culture Creation. Hence, I want to share it with you. I find it very inspiring. Thank you Scott Ginsberg (the nametag guy)!

How to Trust the Process, Even If You Don’t Know What the… You’re Doing

To trust is to surrender.
To surrender is to open yourself.
To open yourself is to risk getting hurt.
To risk getting hurt is to increase the probability of success.

LESSON LEARNED: When you assemble the courage to trust the process, you access the power to transform the world.

Your world. Your partner’s world. Your customer’s world. Your employees’ world. Your organization’s world. Maybe even your dog’s world.

Today we’re going to explore eight daily practices for trusting the process, even when you have no idea what the… you’re doing:
1. Don’t be stopped by not knowing how. (Note from Christie: Don’t let “not knowing” how to start creating your core values or culture book, stop you from starting!)

How is overrated. How is the enemy of progress. How is the barrier to trusting the process. And I’m not saying it hurts to know what you’re doing once in a while. But if you always waited until you knew what you were doing, you’d never do anything.

You’re never really ready. Nobody is. Whether you’re starting a business, starting a relationship or starting a new career, trusting the process means traversing the periphery of your competence.

That’s exactly what I did when I started my publishing and consulting company right out of college… I didn’t know anything. I was twenty-two. But for some reason, I trusted the process anyway.

And here’s what I learned: Eventually, you’re just going to have to jump into the pool with your clothes on and trust that you’ll figure out how to swim before the water fills your lungs.

Let’s go. It’s time to put down that margarita and make a splash that matters. Remember: You don’t have to get good to get going; but you do need to get going to get good. Whose permission are you waiting for?

2. Restore the equilibrium. The reason it’s so hard to trust the process is because it’s a form of surrendering; and for most people, that’s a terrifying preposition. Human beings have an inherent need to preserve their sense of control. And any time they feel it being taken away from them, they freak out.

I’m reminded of the Arabian proverb, “Trust God, but tie up your camel.” That’s the real secret: To restore the equilibrium. To balance letting go with preserving control.

For example, when you enter into a new relationship, make a handshake agreement with your partner:

“Look, I know we’re both scared. I know we’re both skeptical. So, let’s agree that for every path we pave for our hearts to follow, we’re going to take regular rest stops for our brains to reflect. That’s where we’ll check in with honest, open and clear updates on the process.”

When you ease into that exchange slowly, you hold yourself over until you’re more comfortable tipping the scales. How can you balance control with surrender?

3. Bow to the door of next. Next is my favorite word in the dictionary. For many reasons: Next fortifies action. Next symbolizes progress. Next means complacency prevention. Next means continuous improvement.

Next is the monetizer of momentum. Next is the fervent architect of creative reinvention. Next is the critical trigger of entrepreneurial advancement. Next is the rocket fuel of your career.

Ultimately, the secret is not just to use the word next – but also to bow to the door of it. Bow meaning honor. Bow meaning respect. Bow meaning recognize. Remember: Without incremental progress, there is no incidental profit. Are you standing on a springboard or struggling in a straight jacket? (Note from Christie: Well, which is it? Which do you want it to be?)

4. Fall in love with why. When you infuse your process with deep purpose, it’s noticeably easier to trust it. That’s why rituals are so critical. They carve a pathway. They create a sacred container around what you’re about to engage in. And they prevent you from asking, “Why…  am I even doing this?”

This helps you fall in love with the process, not just what the process produces. Mihály Csíkszentmihályi’s defined this dichotomy in his book Creativity:

“Exotelic means you do something not because you enjoy it but to accomplish a later goal. But autotelic means there is no reason for doing something except to feel the experience it provides.”

Lesson learned: Trusting the process is a spiritual discipline. An investment in the stability of the universe. Why do you do what you do?

5. Don’t be so hard on yourself. In Leonard Cohen’s documentary, I’m Your Man, he shares his philosophy on the writing process: “You gotta go to work everyday, but know that you’re not going to get it everyday.”

Initially, that was a bitter pill for me to swallow. The idea of accepting a blank page as part of the process was devastating to my creative spirit. But over time, I learned to stop beating myself up when I didn’t get it.

That’s part of trusting the process: Knowing when you’ve got it, knowing when you’ve lost it, knowing when there’s no way… you’re going to get it, and knowing when you’re going to have to take measures to get it back.

My current strategy is: When I sit down to write every morning, I give myself an hour. That’s my cut off. And if the faucet never turns over to hot, and if I realize that I’m just not going to get it that day – I go back to bed. Simple as that. Then, an hour or two later when I wake up, I hit the page refreshed and renewed.

Works every time. What’s your strategy for returning to the work that matters? (Christie’s note: So, how can you reset your team? How can you clear the path for a renewal?)

6. Believe in the dividends. Every time I start working on a new idea, I constantly remind myself: “There will be more.” More details. More resources. More answers. More everything. (Christie’s note: THIS in itself is a FANTASTIC concept. So, when you lose you biggest client, the first thing your mind thinks is “Wow, this is really bad, what will I do without them?” However, there are always more clients, more options, more solutions, always!)

This affirmation builds my confidence, relaxes my brain and alerts the Muse that she can move at her own pace. And even if I only make minimal progress today, I believe in my heart that more art is on the way.

That’s the posture to practice when you trust the process: Easy does it. Keep it casual. Establish gentle flow. Soon enough, your rhythm will develop. And the dividends will come.

The cool part is, once you achieve a few victories with this strategy, your experience bank fills with success stories to dwell upon. That’s when trusting the process gets fun. All you have to do is roll the mental footage of the last time it paid off. How strong is your belief in the dividends of your process?

7. Don’t fight the contractions. Pregnancy is a process. And according to a 2004 study from University of Hawaii, it’s a process that’s happened approximately ninety-six billion times since the dawn of time. Not bad. Maybe those mothers are doing something right.

My guess is: Epidural.

Just kidding. The real secret to trusting the process is to honoring the natural rhythms. Easing your judgmental tendencies and embracing the contractions no matter how much they hurt. As Quaker author Eileen Flanagan writes in Listen With Your Heart:

“By speaking honestly, listening non-defensively and waiting patiently, we help create the space where love can reveal itself.”

The best part is: You don’t have to be pregnant to practice this. Take writing, for example. Readers often ask me, “How do you know what you’re going to write everyday?” And my answer is always the same: “I don’t. That’s not my job. Instead, I listen for what wants to be written.”

Stop fighting the contractions. The baby will come when it’s ready. Even if you’re stuck in that godforsaken hospital bed for the next forty-seven hours. What are you allowing yourself to give birth to? (Christie’s personal thoughts: Take it from me! The more you fight or stress during labor the WORSE, much WORSE you will be! Instead, keeping your stress down and focusing on the current priorities will get everyone through this in a faster and more productive manner.)

8. Don’t abandon the process just because it gets tough. Trusting the process doesn’t mean being passive. The secret is to understand the principle of threshold level.

That’s the moment in the process where you’re so close to completion, you can taste it.

The moment when the entire the world is doing everything they can to prevent you from finishing.

That’s when you hit it hard. That’s when you take every ounce of trust you have left and invest it in the process that brought you to the threshold.

Because in the end, trusting the process is about doing the footwork. Even if you don’t recognize the road before you. Even if it hurts like hell. Carry out the task to completion. And let growth unfold incrementally. The world will reimburse your efforts. Are you willing to hustle while you wait?

REMEMBER: This might be the perfect time to let go.

To achieve success and significance with your newest idea, project, initiative or relationship, you know what needs to be done.

Employ your faith.
Learn to trust the process.
Surrender to your primal self.
And allow it to do what it needs to do to lead you in the right direction.

You’ll be fine.

LET ME ASK YA THIS…
What will you have to let go of to become something different? (From Christie, of course So, what will it be?)

My absolute best,

C

Paddi Lund, Christie Scott and Michael Gerber do this. Do you?

Paddi Lund (www.PaddiLund.com) has some great advice today in his newsletter. He is a dentist gone entrepreneur, but is most known for changing his reality by firing D clients, only accepting new clients upon referral, and insisting that he receive a certain number of referrals from each client! Here are some payoffs he experienced when he first fired D clients:

Simply “firing” his D customers immediately freed up 30% or more of your time … time which then is used to focus more attention on A and B customers with an instant increase in sales results as a consequence. Fewer hassles, more money – all good, right!

This has had a dramatic effect that is virtually responsible for every great innovation that followed in Paddi’s business.

Here’s why. Here’s the secret: S P A C E !!!

You read that right. Space. Time. Freedom from pressures.

Quite often when we start out in business we struggle to find the model that pays off. That’s just business. It’s hard. Very few people jag it and produce massively profitable businesses right from the get go. But even for those people, a similar process occurs. We get so busy, so caught up in the frantic pace of getting everything working that we get completely lost in the day to day pressures of it all.

Bills to pay, customers to see, people to hire, people to train, people to fire (because we never got around to training them!), marketing to write, advertising to try to forget (because it’s not working and you don’t know why), family to please, fatigue to fight … in business it just goes on and on and on and on and on and on and on …… and on and on and on and on!!!

Before you know it, you have absolutely no S P A C E to think, let alone work on the business.

But that’s exactly what Paddi found when he “fired” his D’s. He was making just as much money, or more, and now he had S P A C E to truly start thinking clearly about his business.

Michael Gerber, author of the famous E-Myth, later called this vital discovery “Working ON the business, not IN it.”

———— A Fundamental Difference ————

Now, this isn’t the same as having lots of time on your hands when you’re young and starting out and don’t have any customers yet. Not the same at all.

There’s a fundamental difference between the time that the ABCD’s buys you and the time you have on your hands when there’s not much business on.

1) Ongoing Cashflow gives you room to breath

Say no more. Free time alone just won’t get you fed.

2) Experience gives you lots of information to work with

If you’re to this point, you have tried lots of things and failed with most of them. This experience is invaluable in helping you hone in on what’s really most important. You’ve also probably learned a thing or two about managing people – there’s nothing like being pushed around by an employee or two to galvanize the skill of leading from the front!

3) The Pain of being trapped motivates you to use your time wisely

… It’s only when you learn how valuable and scarce that S P A C E is that you really begin to use it wisely when it appears. Parkinson’s Law: “Work expands to fill the available time.” Well not when you have the motivation of great PAIN focusing you on making the most of this very valuable resource!

The 2nd Major Hidden Benefit:

* Making S P A C E for Key Results Producing Activities.

So, how could this idea help you?

One client of mine is facing this right now! She is SO overwhelmed by the everyday, that she cannot “see” or focus, prioritize, or even  enjoy life.  She is BRILLIANT! Simply amazing, yet this is overshadowed and hidden by the murkiness. Has she changed? No, but when you are overwhelmed, you cannot create or orchestrate your best work! Plain and simple.

So, my recommendation? Find space.

For this client, a getaway is in order, a getaway from emails, phones, and any work or responsibility. This will enable her to clearly see what she needs to do, how to overcome obstacles and have fun.

You may have experienced this when trying to come up with a name or fix a problem. When I was trying to title my book, I struggled for months. Then, when daydreaming while driving a car, it came to me.

Or sometimes the more you try to determine a solution, the more convoluted your opinion becomes.

So, what do YOU need to do to create S P A C E for what will allow you to reach the next level?

C

Love this, Dan Shapiro! Company Culture, the REAL deal!

So, All companies ACT like they have great work ethics and teamwork, blah, blah, but Dan Shapiro makes chump change of that. Instead he describes what REAL company culture is about! I have copied and pasted it here, for your enjoyment, but if you want to go straight to the source, his site is here.

In this envelope, I have your Company Culture.

We work hard, but value work/life balance.

We’re a team culture and we believe in individual empowerment.

We give back to the community, and have strong ethics.

We hire only the best people, support diversity, and promote growth and leadership in our employee ranks.

And more than anything we value our customers, our stockholders, and our employees.

That’s right – you’re GE! Or Wells Fargo.  Or Zillow…

Company Culture is a very serious matter, put together after much employee feedback and deliberation, and carefully designed to capture the key things that make your company great.  It’s also a load of well-mixed fertilizer.

The Rule of Company Culture: It’s what makes your company different, not what makes it great.

Hire the best, teamwork, ethics… all meaningless platitudes.  Real company cultures are made of four things:

1. Polarizing decisions
2. Excesses
3. Quirks
4. Dysfunctions

Polarizing decisions are what happens when a company decides not to compromise between two equally compelling but opposing imperatives.  Every company strikes a balance between work and play; that’s not company culture.  Company culture is investment banking’s mandatory 95 hour work weeks or Jackson Fish Market’s 12 weeks of vacation.  Every company has a balance of teamwork and individual contributorship – culture is ruthlessly pitting your people and teams against each other, or firing your best people because they’re not effective team members.  Other balances include great benefits versus lean operations, customers versus stockholders versus employees, and cheap products versus innovative quality products.  If you find yourself saying “we can do it all”, that’s great!  And you’re right, sort of.  Your attempts at balance are admirable and may be successful, but do not constitute a corporate culture.  That only comes from taking a stand on one end of the see-saw.

Excesses are aspects of culture that happen when companies take an indubitably good thing to its extreme.  For example, every company tries to hire great people.  But some will leave a position open for nine months, miss deadlines, and work its existing employees in to borderline revolt before hiring someone who’s even the tiniest compromise.  Every company should give back to the community, but there’s a line between a matching gifts program and Ben & Jerry’s that’s not easy to miss.  “Openness” is great – do the employees see the detailed company financials, and get notified when cash reserves are running low?  Corporate culture is what occurs in the margins when someone asks – “Well, I know that’s good, but isn’t it a bit much?”

Quirks are the safe, friendly, harmless, and most companies screw them up too.  A quirk is some point of weird distinction, neither wonderful nor terrible, that is distinct to the company and integral to the employee experience.  Casual Fridays are policy; Dress Like Raymond Day is a quirk. When the company picks up your nighttime MBA, that’s a great benefit – but when Teachstreet (a company that helps people find local and online classes) gets its employees together to learn how to build kites, now that’s a quirk.  It’s not to say that corporate mandates can’t make great quirks, although the best ones often arise spontaneously from the teams themselves.  But great quirks take their power from the team, their distinctiveness, and the culture itself.

There’s one more aspect of corporate culture that’s important if you’re measuring rather than designing: the Dysfunction.  A dysfunction is the mirror image of an excess – not enough of something that’s important.  Every company has problems, and most of the problems are present to some degree everywhere.  Those aren’t dysfunctions.  A dysfunction creeps in to the corporate culture when it’s distinctive and impactful – much like a positive culture trait.  Typical dysfunctions include management and employee antipathy, severe lack of ethics, and disregard for customers.  You know them when you see them. One thing that may not be obvious – sometimes a dysfunction is a direct causal result of the company culture.  Backstabbing and rumor-mongering may be the price you pay for rewarding individual initiative and achievement.  A general lack of spending discipline may be the unwanted side effect of generous benefits and an employee-first culture.

The great corporate cultures are a simple mix: a few polarizing decisions or excesses, with a handful of quirks mixed in.  Preferably quirks that reinforce the rest of the culture.

Ah, refreshing, ain’t it?

C

Need a laugh? Hard day? How life is like a bull – by Groupon

I love this site called Groupon, it’s a place where we get great deals (coupons) because we purchase in a group. They came out with a great post today, made me bust out laughing, thought I would pass it on!

Life is like a bull—if you don’t tame it, it will buck you off and likely stomp and defecate on you. Also, the female version of life produces unpasteurized milk. How can you take the lessons you learn at the rodeo and apply them to your own life in a non-bull-riding capacity?

In the workplace: Your boss is a boorish blowhard who stomps on your good ideas and then claims them as his own.
Take life by the horns: Cling to your boss’s back and ride him through the cubicle aisles for no fewer than 30 seconds. Ideally, he should collapse under the weight, allowing you to bind his limbs with a leather strap and pet him gently on the snout. There, there, Mr. Peterson.

Read the whole post or join the “group” and get deals here!

My best,

(still chuckling imagining you jumping on your bosses back!)

C

Is Seth Godin saying I have multiple personalities?

Seth Godin claims there are all of these different parts of each of us, parts of the brain, the persona…

But, I believe that there are certain parts that drive each of us and that that balance is different for each of us.

Some are mostly driven by ego or the artist, or a few of the others of these, OR any combination of these on a daily basis. If you examine your actions, one or two is probably found most often. What does this mean? What difference does this make?

Well, knowing is the first step to improving. So, if you are most led by ego, your actions may become self centered or if you are most driven by the philanthropist, then you may end up really, really poor! The key is to head off the imbalance, step back and acknowledge what the tendency is and then CHOOSE how you will function in the future, knowing that this will be your tendency.

See the different parts as Seth describes them:

* The ego–seeks applause and recognition.

* The lizard–seeks safety, wants to fit in and not be rejected or criticized.

* The artist–wants to be generous, creative and make positive change with impact.

* The boxer–wants to poke and be poked, seeks revenge and ultimately victory.

* The zombie–wants to turn off and be entertained.

* The philanthropist–wants to help, anonymously.

* The evangelist–wants to spread an idea.

* And the hunter–wants to successfully track and bring down a target.

How will this change what you do today? Tomorrow? Next week or month?

C

How great and successful businesses FAIL when markets change… and what to do about it!

I was working with a client last fall. The client has a successful business that has taken a serious dip, more like a freefall with the changes in this economy. It was a MAJOR struggle to get this client back to running in the black. I had to break the seemingly harsh news to this client “You are basically a start up business at this point. You have to treat the business as if you are just getting it going. You must rebuild your clientele, your product line, your service offerings, retrain your employees.” The client was SHOCKED, upset, letdown and did NOT want to view things in this way. Why was it so difficult? Why can’t we, once we are successful, continue to perpetuate that success in times of flux or market change?

Well, for this client in particular, 6 months was all it took to get profitable again, but the journey is ongoing to get employees to a trained level of expertise and get my client extracted enough so that the business is not all consuming.

But, what happens? When there is change in the market, there is a shift that generally business owners do not change or innovate with. Why not?

WE FORGET WHAT GOT US TO WHERE WE ARE.

Running a business is like having a long term relationship. You get stagnant, bored, lose ground, possibly lose it altogether, because you do NOT continue doing what gave you the success in the first place.

You might have tried to be nice and buy little gifts for that person, make them dinner, help them feel better when they were sick, DVR thier favorite shows, send them nice little notes to surprise them… and on and on.

But, with time, we get sidetracked and we stop doing those things. AND we replace those activities with something else that might actually deteriorate the relationship. We start putting whatever WE want on record in the DVR, we decorate how we want to, we make ourselves food, without regard for the other person. We complain whenever they are sick, gain weight and stop working out as much or simply just become calloused to the relationship and take it for granted.

THIS creates rifts, tears us apart, causes us to lose sight of the GOOD that came from that relationship.

So, IF we get ourselves straightened out, understand what we want and work hard for it again, MAYBE we can save that relationship and be more balanced in how we treat it for some time. Then, we will lapse into other ways of not appreciating that relationship and we have to go back to center again.

HOW DOES THIS RELATE TO BUSINESS? Well, it is the same, we stop doing what made it so successful. We stop marketing regualrly, we stop networking, we don’t work nights and weekends on building it, we don’t talk about it to everyone we know, (it won’t be all of these of course, but what ever you did before, you generally stop doing with time).

IF you go back and evaluate, you will find there is a function or an activity that you could RE-deploy that would bring you more success and quick. IF you evaluate the things that really worked for you, you will see things you should have never stopped doing, but you got sidetracked, calloused or simply too busy to do well anymore. GO BACK! IT’S NOT TOO LATE, YET!

So, what will you change? Add? DO differently? Go back to?

IF YOU DON’T CHANGE SOMETHING, YOU HAVE WASTED YOUR TIME HERE, get to work!

My absolute best, as always!

C

Seth Godin says worse case scenario is not failure…

You may believe that failure is the worst thing that could happen in your life and business.

But, Seth says the following:

The math is magical: you can pile up lots of failures and still keep rolling, but you only need one juicy success to build a career.

The killer is the category called ‘neither’. If you spend your days avoiding failure by doing not much worth criticizing, you’ll never have a shot at success. Avoiding the thing that’s easy to survive keeps you from encountering the very thing you’re after.

And yet we market and work and connect and create as if just one failure might be the end of us.

So, forget about the consequences of failing and instead look at the benefits: eventual and life changing success!

Wouldn’t we all like to achieve to Seth’s level of success?

So, how will you let this advice change your day today, your business choices, your life?

If it doesn’t change, you have burnt your time reading this, you know me, I have to say it, “Stand up, Be counted! Make a difference… TODAY!”

My best to all of you!

C

Part 2 Thrive in the Current Economy according to TONY ROBBINS… and get rid of your business turned J-O-B!

Continued from the previous post about the Tony Robbins/Chet Holmes UBMS event…

Of course, we would all choose to innovate, setting ourselves apart from the competition and make more money, right? The challenge to being able to innovate in our present business situation. The dilemma: You’ve created more of a J-O-B than anything else. Are you thinking, “How can I innovate when seeing fewer patients is not an option, with bills to pay?”

The problem? We are running our business from a place of unnaturalness and stress. Tony recommends that first, we must know WHO we are as a business owner, then, when that we plan to take advantage of that strength; in this way we can begin innovation with a clear mind and more free time.

When you identify WHO you are as a business owner, you will be able to find people of other types; a combination which will result in more free time to be innovative which will lead to brilliant business success.

The three types of business owners Tony describes are; the Artist, the Manager/Leader and the Entrepreneur.

With which of these do you identify the most?

The Artist – You have an extraordinary talent or skill that sets you above the rest.

The Manager/Leader – You love to manage people, watch those systems, monitor, make it happen on a daily basis. That’s what you live for.

The Entrepreneur – You live to create a start-up, to put a system together. You love to pull together a team of talented people and you take the big risks.

Remember, functioning everyday in your business in a way that is not your nature, results in a lot of unnecessary stress.  You become very reactive and create an atmosphere in which innovation cannot thrive, which is in this “season” a prescription for failure.

Solution? Seek out persons that fit into these other areas of brilliance. Then, focus on what you do well. Innovate!  Set yourself apart.  Do more than just survive.  Thrive in this “winter season” and enter “spring” at the top of your game!

SO, WILL YOU TAKE TONY’S ADVICE? If so, you ARE going to thrive because you are the type of person that puts into action what you learn.

If not, that also speaks for WHO you are? Is that who you want to prove yourself to be?

C

www.christiescott.com

Part 1 Thrive in the Current Economy according to TONY ROBBINS… and get rid of your business turned J-O-B!

Listening to TONY ROBBINS at the Ultimate Business Mastery Summit last week was, as always, fantastic, humbling, and exciting. Tony energizes everyone.  The momentum is ongoing.  You dance, jump, shake, whoop and scream! At one point we were so roudy that the chandelier crystals literally started to fall off! I sat to have a sip of water during one jumping session and I felt that the floor was actually rippling; the water in my cup I was sipping was sloshing around!

If I could bottle the experience I’d send it to you all! (If it could be bottled, I guarantee, Tony would be selling it

Amongst all of the hoopla though, Tony shows brilliant business sense.  Notably, he talked about some issues that would be detrimental to your business in this economy if you fail to pay attention and make changes.

So, here is some of what Tony shared, maybe this can shake and excite you into action and you can make 2010 a great year of business growth!

He points out that this is the “winter” season for the economy. He fervently encouraged us to take note of the economical “season”, to see the opportunity and innovate! Take it to the next level!

‘It is,’ Tony says, ‘during the winter season that true innovation happens, and THIS innovation determines whether a company thrives or dies’.

Do you innovate?

Why not? No excuses, really, why not?

Or if you do, does it work to set you apart and allow you to thrive? If not, why not?

More on Tony’s advice on this subject soon, till then, get honest with yourself about what is holding your business from getting to the next level!

C

www.christiescott.com

Followup to the previous How To Set Goals for 2010 post:

Such a response from my previous post about Goal Setting, so here is another post!!

Things to include or consider when making your goals for the year:

VISION – A DREAM WITH A PLAN – Most people don’t have visions, they have dreams.  What is your vision?

Do you feel you have the Right People in the right positions? If not, which people/positions do you see adding to the group?

What is your MAIN goal concern for 2010? What will go wrong to stop you from reaching your goals?

Break your goals into quarterly, then monthly goals, even weekly and daily steps to get you to achieving your goals.

What should you, your staff, your company START doing? STOP doing? KEEP doing?

Core Values – Do you have Core Values, if so, list here. If not, what would you like to encompass in your Core Values? Don’t worry about getting these perfect right now, we can work more on this in the future…

Core Purpose – What is the reason WHY? Why do you do what you do and why you want to continue on this goal’s path?

3-5 YEAR GOALS

BHAG – what is your big, hairy, audacious goal?

BRAND PROMISES – Who you want to be to your clients/patients/customers/followers.

AND DA DA DA DUMMMM, ONE OF THE MOST IMPORTANT THINGS TO MAKE SURE YOU WRITE DOWN AND REFER TO OFTEN THROUGHOUT THE YEAR: YOUR SMART NUMBERS:  List three key metrics (or Key Performance Indicators) that you, I or your staff can look at daily and/or weekly to know that the company is progressing toward your goals.

Would love more comments and observations from you all!

C

www.christiescott.com