Mike Michalowicz's Blog, page 16

Mindset for Business Owners

Your journey of business ownership is exhilarating and challenging at the same time. You’re managing various components of your company and trying to predict markets and how your offerings fit into them, all while trying to keep your head straight. You may act like you’ve got it under control, but let’s face it, nobody’s perfect. Except my mom.

We’re in the middle of summer here in the States and while our businesses are still churning away, it’s also a great time to do some recalibrating. So let’s start with your mindset.

Embrace a growth mindset – View challenges as opportunities. It’s so easy to shy away from a challenge, but everything presented to you in life is a chance to grow. And, when you encourage a growth mindset in your business, you encourage the rest of your team to improve, innovate and pivot when necessary in an ever-changing economy.
Set clear goals and prioritize – Break down your long-term objectives into smaller goals. Prioritize them and remember to delegate!
Practice mindfulness and self-care – Business ownership can be mentally taxing! That’s why it’s essential to take care of your body and mind. Incorporate relaxation techniques like meditation or deep breathing. Take short breaks throughout the day. Get enough sleep, exercise, water, and nutrition. Even if you’re not stressed out at the time, implementing these steps will automatically maintain balance for you.
Embrace failure – Again, everything is a learning opportunity. Do you know how much spaghetti gets thrown at the wall to see what sticks? If something isn’t working, it stinks. I know. I also know, as you do, that each time “it” doesn’t work, it’s the universe giving us a chance to find the right thing that does.
Celebrate progress – You worked your butt off. You experienced success. Celebrate! Take time to really appreciate and show gratitude for your wins. And, you can acknowledge what worked, and build on it later.

If you know me, you know that I am constantly cultivating and trying to improve upon creating a balanced mindset. It takes consistency and commitment. But hey, you started a business, so you can do anything.

When you have a healthy mindset, everything else will call into place much easier.

Wishing you health and wealth always.
-Mike

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Two Ways to Empower Your Team and Drive Revenue



Great leaders know that as with most relationships, your relationship with your employees isn’t one sided, it’s reciprocal. I’m not referring to punching a clock for a paycheck, either.

While I understand you have a business to run, I’ve learned firsthand that when my team’s goals are understood, my business thrives. Why? Because my employees are all in.

You may have heard me mention this before, but it bears repeating (so much that I wrote a whole dang book about it!). Your business depends on how efficient your team is. To obtain that, you need to increase the dedication of each employee.

Here are two methods I use to keep my team happy, motivated, and feeling invested in our company:

Goal alignment: We meet each quarter and discuss our personal goals. We know what each team member is working toward inside and outside of the business. As a leader, when I know what their needs are, I can review our business model to see how I can serve them in their endeavors. For example, Erin owns a refill business and sets up shop at local markets. We can promote her, offer a flexible schedule, and even offer her information that helps support entrepreneurs.

Psychological ownership: This is one of the most effective ways I’ve increased employee retention and satisfaction in my own business, and I know you can do the same. When you give your employees something that they are specifically and solely responsible for, they naturally feel more ownership. And that’s what you want. Pride in ownership will improve any task an employee is working on.

You want your employees to act like owners, to care as much about your business goals as you do. Try these two methods and let me know how well they work for you.

As always, I am wishing you health and wealth.
-Mike

PS – The market is rapidly changing, and that means recruiting is changing too. Keep up and get more intel on building your best team yet when you pre-order All In.

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The Truth About Small Business – Are You Taking Advantage?



When you’re creating a new product or offering, what’s your process? Are you able to implement your innovation and effectively serve your customers and clients what they need, or do you get stuck?

I want to remind you of your big advantage as a small business owner. You get more opportunities because smaller is mightier! You can be as innovative as you want and efficiently present your offering without having to wait for approvals and corporate red tape. You’re the boss!

I’ll share with you that when I’m writing a new book, my process is twofold. For starters, since I’ve Clockworked my business I’m able to step away to create more systems to support business owners. Most of that support stems from books, so I have to take time to write. The start can feel a bit daunting, but I created a system and I have it down to a science now.

Retreat: First, I go on a writing retreat with my co-writer, AJ Harper. While the location is bucolic and a great place to take breaks, it’s no vacation. But, stepping back from my routine and out of my daily environment allows me to think outside of the box (because I’m literally outside of my box). I’m able to garner a different perspective – and have some time freedom to implement my ideas in a cohesive way that will have the greatest positive impact on my readers and fellow entrepreneurs. You can do this yourself. How will you do that, exactly? We take one day a quarter out of the office together to discuss our last quarter and overarching goals and strategies for the next one. Being away from our daily tasks and distractions allows us to amplify ideas that we have and then create strategies to make them come to fruition.Discipline & Accountability: The second mode of my writing process is writing sprints. This discipline is paramount for keeping me accountable and maintaining my momentum. When it was time to go on my writing retreat with AJ Harper, my co-writer, I knew exactly what I wanted to write, so that did make it a bit less challenging. But, there are hundreds of pages to get written, and they need to be on point and of true service! So, as I do with all writing, I schedule writing sprints for every morning. Each morning I wake up, work out, and then write for at least one hour. I take a break every twenty minutes, but in those twenty-minute sprints I don’t look at another thing and I just write.

So whether you’re writing a book, brainstorming a new offering, or ready to launch it to your customers and clients, take advantage of the flexibility you find yourself in. It’s not a luxury. It’s a necessity.

Wishing you creativity, retreats, health, and wealth.
-Mike

PS – Did you know you can preorder my next book, All In? Get in now to create an unstoppable team that transforms your small business into a cash making machine!

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Kind Leadership – 5 Ways it Improves Your Business



 

I firmly believe that the key to sustained success lies in cultivating a culture of kindness within organizations. When leaders lead with kindness, they create an environment where employees thrive, and overall business performance is elevated – which elevates your bottom line. Here are some ways we’ve cultivated a more kind atmosphere at work, and how it’s panned out:

Foster a positive working environment: Kindness sets the tone for a positive work environment in which your employees feel valued, respected, and supported – and that helps us support you! When leaders lead with kindness, they create a sense of psychological safety, encouraging employees to voice their ideas, take risks, and collaborate effectively. As a result, team morale improves and employees become more engaged, leading to increased productivity and innovation.Well-being: Kindness in leadership extends beyond your day-to-day delegation – it bolsters the well-being of employees. By demonstrating empathy, understanding, and compassion, leaders can create a culture that prioritizes work-life balance, mental health, and personal growth. When employees feel cared for and supported, their job satisfaction increases. Think about it, when you feel satisfied and cared for, you have it in your tank to go that extra mile. That’s what your employees will do for you, too, which only improves the performance of your business.Relationship building: Kindness fosters strong relationships, both within your company and with customers. When leaders prioritize kindness, they build trust and rapport with their employees, creating a supportive and cohesive team. Additionally, kind leaders understand the value of customer relationships and prioritize exceptional customer service. By treating customers with kindness and empathy, businesses can establish long-lasting relationships, boost customer loyalty, and generate positive word-of-mouth referrals. Best of all, when you lead with kindness, the rest of your team follows your example.You become more innovative:  A kind leader promotes an inclusive culture that values diverse perspectives and encourages open communication. When employees feel comfortable sharing their ideas, they collaborate more effectively, leading to increased innovation, problem-solving, and creativity. That can tap into the collective brain trust, enabling them to drive growth.Ripple effects: In a video last month, I mentioned how acts of kindness create ripple effects. Think about how impactful that is for a moment. Leading with kindness creates a ripple effect that extends beyond the workplace. When employees experience kindness in their professional lives, they are more likely to display kindness in their interactions outside of work. This positivity spreads to customers, suppliers, and the wider community, enhancing the company’s reputation and creating a virtuous cycle of goodwill. A small business known for its kindness becomes an attractive choice for customers, employees, and partners alike, leading to increased opportunities and sustainable growth.

 After decades of experience, I’ve seen firsthand how leading with kindness stands out as a powerful differentiator for small businesses. Small businesses that prioritize kindness – and being human – are not only financially successful but also leave a lasting positive impact on their employees, customers, and communities.

Let kindness be the guiding principle that propels your small business to new heights of success – where your employees are All In.

I am wishing you health and wealth, always.

-Mike

PS – Want more intel on ensuring that your team is unstoppable? Pre-order your copy of my next book, All In, and get the system that will elevate your business (and cash-flow!).

The post Kind Leadership – 5 Ways it Improves Your Business appeared first on Mike Michalowicz.

Five Ways Kind Leadership Improves Your Business



In today’s fiercely competitive business landscape, success is often measured by financial achievements and market dominance.

Yuck.

I firmly believe that the key to sustained success lies in cultivating a culture of kindness within organizations. When leaders lead with kindness, they create an environment where employees thrive, customer loyalty soars, and overall business performance is elevated. Let’s explore why it’s crucial to lead with kindness and how it can make your company perform better.

Fostering a Positive Work Environment: Kindness sets the tone for a positive work environment where employees feel valued, respected, and supported. When leaders lead with kindness, they create a sense of psychological safety, encouraging employees to voice their ideas, take risks, and collaborate effectively. As a result, team morale improves and employees become more engaged, leading to increased productivity and innovation.Enhancing Employee Well-being: Kindness in leadership extends beyond professional interactions and encompasses the well-being of employees. By demonstrating empathy, understanding, and compassion, leaders can create a culture that prioritizes work-life balance, mental health, and personal growth. When employees feel cared for and supported, their job satisfaction increases, leading to reduced turnover rates and enhanced loyalty, ultimately contributing to improved company performance.Building Strong Relationships: Kindness plays a pivotal role in fostering strong relationships, both within the organization and with customers. When leaders prioritize kindness, they build trust and rapport with their employees, creating a supportive and cohesive team. Additionally, kind leaders understand the value of customer relationships and prioritize exceptional customer service. By treating customers with kindness and empathy, businesses can establish long-lasting relationships, boost customer loyalty, and generate positive word-of-mouth referrals.Encouraging Collaboration and Innovation: Kindness and collaboration go hand in hand. A kind leader promotes an inclusive culture that values diverse perspectives and encourages open communication. When employees feel comfortable sharing their ideas, they collaborate more effectively, leading to increased innovation, problem-solving, and creativity. By nurturing an environment where kindness thrives, small businesses can tap into the collective intelligence of their teams, enabling them to adapt to changing market dynamics and drive growth.Positive Ripple Effect: Leading with kindness creates a ripple effect that extends beyond the workplace. When employees experience kindness in their professional lives, they are more likely to display kindness in their interactions outside of work. This positivity spreads to customers, suppliers, and the wider community, enhancing the company’s reputation and creating a virtuous cycle of goodwill. A small business known for its kindness becomes an attractive choice for customers, employees, and partners alike, leading to increased opportunities and sustainable growth.

Business is often driven by ruthless competition. After decades of experience, I’ve seen firsthand how leading with kindness stands out as a powerful differentiator for small businesses. By fostering a positive work environment, enhancing employee well-being, building strong relationships, encouraging collaboration, and creating a positive ripple effect, kind leadership elevates company performance in numerous ways. Small businesses that prioritize kindness are not only financially successful but also leave a lasting positive impact on their employees, customers, and communities.

Let kindness be the guiding principle that propels your small business to new heights of success – where your employees are All In.

I am wishing you health and wealth, always.

-Mike

PS – Want more intel on ensuring that your team is unstoppable? Pre-order your copy of my next book, All In, and get the system that will elevate your business (and cash-flow!).

The post Five Ways Kind Leadership Improves Your Business appeared first on Mike Michalowicz.

Burn Your Org Chart – How Role Alignment Drives Small Business Revenue, and 5 Steps to Get There



Whether you have an established business or are just starting out, you know that structure and organization of your business are crucial.

Traditionally, organizational charts have been the go-to tool for defining roles and responsibilities, but the dynamics of the workplace have changed, and role alignment has emerged as a more effective approach.

Embracing flexibility and adaptability
Org charts are rigid and hierarchical by nature, often limiting the agility needed to respond to changing market conditions. Role alignment, on the other hand, focuses on defining roles based on functions, skills, and expertise, allowing for greater flexibility and adaptability. By aligning roles with business objectives and strategic goals, small businesses can quickly adjust to market shifts and leverage their employees’ unique strengths.Fostering collaboration and cohesion for productivity
Org charts can inadvertently create silos within an organization, hindering communication and collaboration. In contrast, role alignment promotes a culture of collaboration, teamwork, and shared responsibility. By clarifying individual roles and how they intersect, employees can work together seamlessly, leveraging their diverse skill sets to achieve common goals. This fosters a sense of cohesion, trust, and camaraderie among team members, which leads to enhanced productivity and innovation.Empowering employees and encouraging ownership
Traditional org charts often focus solely on job titles and reporting relationships, overlooking the potential for employee empowerment. Role alignment, however, places emphasis on defining roles based on responsibilities, outcomes, and impact. This approach enables employees to understand how their individual contributions directly contribute to the success of the business. By empowering employees with clear role definitions and decision-making authority, small businesses can foster a sense of ownership and accountability, driving higher business performance.Nurturing professional growth and development
Employees want more today. While org charts primarily outline reporting lines, role alignment takes a broader view of professional growth and development. By aligning roles with employees’ skills, interests, and aspirations, small businesses can create opportunities for career advancement and skill enhancement. This approach will be attractive to employees and make them feel empowered – which benefits you and your business.

Sounds fantastic, right? Now how do you begin?

Implementing role alignment
Clearly define strategic objectives. Align roles with your business’s strategy, ensuring each role has a direct impact on achieving those objectives.Identify key functions and skills. Determine the key functions and skillset required for each role, focusing on the value they bring to the business rather than hierarchical relationships.Communicate expectations. Communicate role expectations, responsibilities, and performance metrics to ensure everyone understands their contribution to the overall success of the business.Foster collaboration. Create a collaborative environment where employees can share knowledge, skills, and experiences across roles, breaking down silos and promoting cross-functional collaboration.Provide opportunities for growth. Support employees’ professional growth by offering training, mentorship, and opportunities to acquire new skills that will align with and empower their aspirations.

In the ever-evolving business landscape, role alignment offers small businesses a powerful alternative to the traditional org charts. By embracing role alignment, you can unlock the full potential of your workforce, fostering collaboration, agility, and employee autonomy. Emphasizing roles rather than titles creates an environment where employees understand their impact and drive the success of your small business.

Now go burn that org chart!

Wishing you health and wealth always.

-Mike

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Unconventional Recruiting for Top Talent – Everyone Has Potential



Question: What is an A player? Are you one yourself?

I ask this question often when I’m presenting keynote speeches. At first, I was just curious. Like many curiosities, it’s grown into a whole new book. But I digress. The reality is, 100% of the room will say they’re A players, but if I ask them the percentage of A players in the entire world, they will tell me that average is around 10%. What gives? I just got lucky that we beat the statistical odds that most of the A players are in attendance – right?

The truth is, everyone is an A player. You just have to align their role to their innate skills.

Over the last few decades of starting and selling businesses, creating partnerships, authorship, and speaking, I have discovered that everyone is an A player – if they’re in the right environment! 

Now. How do we implement this in our recruiting processes in our business?

It’s our job as leaders of our business to identify an A player for an available role. Usually, we look at experience and referrals. We even offer Meyers-Briggs and Strengthsfinder tests. But one thing these don’t cover is a candidate’s innate potential and values.

Potential is the most important. It’s also the most ignored. Recruiting top talent is a key priority for any organization striving for excellence. While traditional resume-based recruitment tactics have been the norm, there is a growing recognition that focusing on the potential, drive, and values of candidates can yield exceptional results. This means you have to recruit A-player employees based on their qualities rather than solely relying on resumes. 

My point? Our job is to set up an environment that supports employees in expressing their curiosity and ignites their potential.

Shifting Focus to Potential, Drive, and Values:

Traditional resume-centric recruiting often places heavy emphasis on past experience and qualifications. While these factors are important, they don’t capture the full potential and capabilities of candidates. By shifting the focus to candidates’ potential, drive, and values, organizations open themselves up to a broader pool of talent with untapped potential.

Recognizing the Power of Potential:

A-player employees possess a unique blend of skills, adaptability, and growth mindset. By evaluating candidates based on their potential to excel and learn, organizations can identify individuals who have the capacity to make significant contributions and drive innovation. Looking beyond a resume allows you to uncover hidden talents and identify candidates who may have the potential to thrive in roles they have not yet experienced.

Assessing Drive and Motivation:

Drive and motivation are powerful indicators of success. By assessing candidates’ intrinsic motivation, passion for their work, and dedication to personal growth, organizations can identify individuals who possess the drive to go above and beyond. A-player employees are self-motivated, consistently seek challenges, and exhibit a relentless pursuit of excellence. These qualities can greatly enhance team dynamics and drive organizational success.

Evaluating Values Alignment:

Cultural fit and shared values are essential for fostering a cohesive and productive work environment. Instead of solely focusing on technical skills, organizations can prioritize value alignment during the recruitment process. Identifying candidates whose values align with the organization’s mission and culture fosters a sense of belonging and enhances employee engagement. A-player employees who are aligned with the organization’s values are more likely to exhibit loyalty, dedication, and long-term commitment.

Benefits of Hiring A-Player Employees:

a) Enhanced Performance and Productivity:

A-player employees consistently perform at high levels and strive for excellence. By recruiting individuals based on their potential, drive, and values, organizations can create a team of top performers who inspire and challenge each other. The collective drive for success propels the organization to achieve higher levels of productivity and surpass industry benchmarks.

b) Improved Innovation and Problem-Solving:

A-player employees often possess a natural inclination towards innovation and creative problem-solving. Their ability to think critically, take calculated risks, and challenge the status quo can drive organizational innovation and lead to breakthrough solutions. By recruiting individuals who exhibit these qualities, organizations can foster a culture of innovation that propels them ahead of their competitors.

c) Positive Team Dynamics and Collaboration:

A-players tend to have strong interpersonal skills and thrive in collaborative environments. Their presence within a team inspires and motivates others, creating a positive ripple effect on team dynamics. By hiring individuals with exceptional potential, drive, and values, organizations can cultivate a culture of collaboration, trust, and mutual support, leading to increased teamwork and synergy.

d) Long-Term Growth and Success:

Investing in A-player employees pays off in the long run. These individuals are driven to continually improve, develop their skills, and take on greater responsibilities. By nurturing and retaining top talent, organizations can ensure a pipeline of future leaders who drive sustainable growth and contribute to long-term success.

Recruiting A-player employees based on their potential, drive, and values is a paradigm shift from traditional resume-centric tactics. Now go forth and build your A-Team! (Insert A team photo)

As always, I am wishing you tremendous health and wealth.

-Mike

The post Unconventional Recruiting for Top Talent – Everyone Has Potential appeared first on Mike Michalowicz.

Unconventional Recruiting for Top Talent – Everyone is an A Player

Question: What is an A player? Are you one yourself?

I ask this question often when I’m presenting keynote speeches. At first, I was just curious. Like many curiosities, it’s grown into a whole new book. But I digress. The reality is, 100% of the room will say they’re A players, but if I ask them the percentage of A players in the entire world, they will tell me that average is around 10%. What gives? I just got lucky that we beat the statistical odds that most of the A players are in attendance – right?

The truth is, everyone is an A player. You just have to align their role to their innate skills.

Over the last few decades of starting and selling businesses, creating partnerships, authorship, and speaking, I have discovered that everyone is an A player – if they’re in the right environment! 

Now. How do we implement this in our recruiting processes in our business?

It’s our job as leaders of our business to identify an A player for an available role. Usually, we look at experience and referrals. We even offer Meyers-Briggs and Strengthsfinder tests. But one thing these don’t cover is a candidate’s innate potential and values.

Potential is the most important. It’s also the most ignored. Recruiting top talent is a key priority for any organization striving for excellence. While traditional resume-based recruitment tactics have been the norm, there is a growing recognition that focusing on the potential, drive, and values of candidates can yield exceptional results. This means you have to recruit A-player employees based on their qualities rather than solely relying on resumes. 

My point? Our job is to set up an environment that supports employees in expressing their curiosity and ignites their potential.

Shifting Focus to Potential, Drive, and Values:

Traditional resume-centric recruiting often places heavy emphasis on past experience and qualifications. While these factors are important, they don’t capture the full potential and capabilities of candidates. By shifting the focus to candidates’ potential, drive, and values, organizations open themselves up to a broader pool of talent with untapped potential.

Recognizing the Power of Potential:

A-player employees possess a unique blend of skills, adaptability, and growth mindset. By evaluating candidates based on their potential to excel and learn, organizations can identify individuals who have the capacity to make significant contributions and drive innovation. Looking beyond a resume allows you to uncover hidden talents and identify candidates who may have the potential to thrive in roles they have not yet experienced.

Assessing Drive and Motivation:

Drive and motivation are powerful indicators of success. By assessing candidates’ intrinsic motivation, passion for their work, and dedication to personal growth, organizations can identify individuals who possess the drive to go above and beyond. A-player employees are self-motivated, consistently seek challenges, and exhibit a relentless pursuit of excellence. These qualities can greatly enhance team dynamics and drive organizational success.

Evaluating Values Alignment:

Cultural fit and shared values are essential for fostering a cohesive and productive work environment. Instead of solely focusing on technical skills, organizations can prioritize value alignment during the recruitment process. Identifying candidates whose values align with the organization’s mission and culture fosters a sense of belonging and enhances employee engagement. A-player employees who are aligned with the organization’s values are more likely to exhibit loyalty, dedication, and long-term commitment.

Benefits of Hiring A-Player Employees:

a) Enhanced Performance and Productivity:

A-player employees consistently perform at high levels and strive for excellence. By recruiting individuals based on their potential, drive, and values, organizations can create a team of top performers who inspire and challenge each other. The collective drive for success propels the organization to achieve higher levels of productivity and surpass industry benchmarks.

b) Improved Innovation and Problem-Solving:

A-player employees often possess a natural inclination towards innovation and creative problem-solving. Their ability to think critically, take calculated risks, and challenge the status quo can drive organizational innovation and lead to breakthrough solutions. By recruiting individuals who exhibit these qualities, organizations can foster a culture of innovation that propels them ahead of their competitors.

c) Positive Team Dynamics and Collaboration:

A-players tend to have strong interpersonal skills and thrive in collaborative environments. Their presence within a team inspires and motivates others, creating a positive ripple effect on team dynamics. By hiring individuals with exceptional potential, drive, and values, organizations can cultivate a culture of collaboration, trust, and mutual support, leading to increased teamwork and synergy.

d) Long-Term Growth and Success:

Investing in A-player employees pays off in the long run. These individuals are driven to continually improve, develop their skills, and take on greater responsibilities. By nurturing and retaining top talent, organizations can ensure a pipeline of future leaders who drive sustainable growth and contribute to long-term success.

Recruiting A-player employees based on their potential, drive, and values is a paradigm shift from traditional resume-centric tactics. Now go forth and build your A-Team! (Insert A team photo)

As always, I am wishing you tremendous health and wealth.

-Mike

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Your Must-Read Business Books

What are you reading these days?

Summer is upon us, and this is typically when I get the most inquiries regarding the best books to read to support your business. The answer? There are so many! 

I’ve compiled a list of must-read books that have had a profound impact on my own small business journey. Discover valuable insights, strategies, and motivation that will empower you and your business to reach new heights in your endeavors. You can find these on Amazon, and be sure to find your local bookstore to support them as well. 

Without further adieu, here’s your list – from me to you:

Business Planning and Strategy:

The Lean Startup by Eric Ries – How to build a business using an iterative and customer-focused approach.Good to Great by Jim Collins – The factors that differentiate great companies from their competitors.Blue Ocean Strategy by W. Chan Kim and Renée Mauborgne – How to create uncontested market space and make competition irrelevant.My work in this space: The Pumpkin Plan

Marketing and Branding:

Influence: The Psychology of Persuasion by Robert Cialdini – The principles of persuasion to enhance marketing efforts.Contagious: How to Build Word of Mouth in the Digital Age by Jonah Berger – Why certain ideas or products go viral and how to apply these principles to your business.Made to Stick: Why Some Ideas Survive and Others Die by Chip Heath and Dan Heath – The essential elements that make ideas memorable and effective.My work in this space: Get Different

Sales and Customer Relationship Management:

To Sell Is Human: The Surprising Truth About Moving Others by Daniel H. Pink – Insights into the art of selling and persuasion in various aspects of life and business.SPIN Selling by Neil Rackham – A research-based approach to sales, focusing on asking effective questions and understanding customer needs.Never Split the Difference: Negotiating As If Your Life Depended On It by Chris Voss – Unique negotiation tactics and strategies from a former FBI hostage negotiator.My work in this space: Surge, The Pumpkin Plan

Financial Management:

Simple Numbers, Straight Talk, Big Profits!: 4 Keys to Unlock Your Business Potential by Greg Crabtree – Demystifies accounting and allows you to translate your accounting numbers into something suspect.The Personal MBA: Master the Art of Business By Josh Kaufman – A comprehensive overview of essential business concepts, including finance, without pursuing an MBA.Financial Intelligence for Entrepreneurs: What You Really Need to Know About the Numbers by Karen Berman and Joe Knight – How to understand and interpret financial statements to make informed business decisions.My work in this space: Profit First

Leadership and Management:

The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni – The common pitfalls that hinder team success and how to overcome them.Leaders Eat Last: Why Some Teams Pull Together and Others Don’t by Simon Sinek – The importance of leadership in fostering a supportive and thriving work environment.First, Break All the Rules: What the World’s Greatest Managers Do Differently by Marcus Buckingham and Curt Coffman – Insights into the practices of exceptional managers and how to apply them to your own leadership style.My work in this space: Fix This Next

Human Resources and Employee Management:

The Culture Code: The Secrets of Highly Successful Groups by Daniel Coyle – How to create a positive and high-performing culture within your organization.Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity by Kim Scott – How to provide honest feedback and build stronger relationships with your employees.Drive: The Surprising Truth About What Motivates Us by Daniel H. Pink – The factors that drive motivation and engagement in the workplace.My work in this space: All In

Business Operations:

The Innovator’s Dilemma: When New Technologies Cause Great Firms to Fail by Clayton M. Christensen – Why successful companies often fail to adapt to disruptive innovations.Design Thinking: Integrating Innovation, Customer Experience, and Brand Value by Thomas Lockwood – How to apply design thinking principles to foster innovation and create meaningful products.Sprint: How to Solve Big Problems and Test New Ideas in Just Five Days by Jake Knapp, John Zeratsky, and Braden Kowitz – A practical framework for quickly testing and validating ideas.My work in this space: Clockwork

Entrepreneurship and Mindset:

The $100 Startup: Reinvent the Way You Make a Living, Do What You Love, and Create a New Future by Chris Guillebeau – How to launch a profitable business with minimal resources.Mindset: The New Psychology of Success by Carol S. Dweck – The power of a growth mindset and how it can impact your entrepreneurial journey.Zero to One: Notes on Startups, or How to Build the Future by Peter Thiel and Blake Masters – Key principles and strategies that drive successful startups.My work in this space: The Toilet Paper Entrepreneur

Technology and Digital Transformation:

The Innovator’s Dilemma by Clayton M. Christensen – How disruptive technologies can transform industries and how established companies can adapt.Digital Transformation: Survive and Thrive in an Era of Mass Extinction by Thomas M. Siebel – Insights into the key elements of successful digital transformation and how to navigate the changing business landscape.The Fourth Industrial Revolution by Klaus Schwab – The impact of emerging technologies, such as artificial intelligence and robotics, on business and society.My work in this space: TBD!

Time Management and Productivity:

Getting Things Done: The Art of Stress-Free Productivity by David Allen – A system for organizing and managing tasks to enhance productivity.Deep Work: Rules for Focused Success in a Distracted World by Cal Newport – Strategies to achieve deep concentration and maximize productivity in an increasingly distracting world.Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones by James Clear – The power of small habits and how they can lead to significant personal and professional growth.My work in this space: Clockwork

There you have it!  A little light reading for you!

Now, I pose the same question to you: What are you reading right now? Please tell me in the comments so your fellow small business owners and entrepreneurs can benefit from your knowledge!

Wishing you health and wealth always, 

-Mike

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The Prosper Group: Explained

 



Running your small business can be tricky. Sometimes you’re not quite sure if you’re company is living up to its potential. If only you could have accounting, expert business coaching, and masterminding all in the same place – and at a more cost-effective price point.

You can! My team of experts and I have created a program with an offering I always wished I had access to, and it’s called the Propser Group.

The Prosper Group is off to a wonderful start, and I wanted to stop by here to give you a summary explanation of the webinar – and give you the application link of course.

What is the Prosper Group?

The Prosper Group is a program in which you and I – and a team of experts – partner together to share in the success of your business. You will get:

Consulting – but better. As a small business owner, partnering with the Prosper Group allows you to share in the profitability of your business without paying cost-prohibitive consulting fees. You will have twenty-four (24!) one on one coaching calls as well as monthly group calls.Expert team: You’ll work with an accounting professional, a strategist, and an accountability partner. They will all implement resources and tools in the right sequence to ensure healthy growth and movement toward your objectives.Mastermind: Join a group of six to eight entrepreneurs and small business owners like you who will work collectively. You’ll meet twelve times per year to leverage your collective experiences and perspectives. Two of the meetings will be in person in New Jersey!

You may apply here! Check out the summary video, and reach out with any questions you may have to jenna@mikemichalowicz.com.

Wishing you health and wealth always.

-Mike

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