Drowning in Administrative Duties? Build a Supportive Team to Drive Sustainable Growth

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Drowning in Administrative Duties? Build a Supportive Team to Drive Sustainable Growth with Kris Ward

I can probably hear is people drive around the cars right now. Or they’re thinking, are you kidding me? I can’t afford a team. I mean, that’s one of the things we get right off the bat that sounds lucrative and expensive and like a luxury. I’m here to dispel the myths that this is not the case. We can help you out.

About Kris

Kris Ward – Team Building And Systems Strategist

Kris Ward is the leading authority in building your business by building your team.  She is the founder of the Win The Hour, Win the Day philosophy.  She helps entrepreneurs create their W.I.N Team (what is next) team using her signature Super Tool Kits so you can get your Idea to implementation and make your ambitions come alive!!

After the loss of her husband, Kris returned full-time to her work as a marketing strategist.  She was thankful to see that her business had not only survived her absence but was thriving.

Now, Kris has completely changed the landscape for entrepreneurs by sharing the successful practices that allowed her absence. 

Kris has been interviewed by one of the original sharks from Shark Tank, Kevin Harrington, and ABC’s The Secret Millionaire – James Malinchak.  She has been featured on award winning podcasts, radio and TV shows.

You can hear Kris on her own podcast – Win The Hour Win The Day, where she has engaging conversations with dynamic guests covering a variety of business topics so you can get to your next win now!

Kris Ward Win The Hour Win The Day

Win The Hour, Win The Day Website

Listen to more great episodes of The Business of Business Podcast here

Full Transcript Below

Drowning in Administrative Duties? Build a Supportive Team to Drive Sustainable Growth with Kris Ward

Sat, 7/17 7:56PM • 32:59


business, kris, people, work, team, roy, entrepreneurs, tweak, processes, thinking, hear, admin, podcast, va, diluting, book, reach, clients, week, years


Kris, Roy Barker

Roy Barker  00:01

Hello, and welcome to another episode of the business of business podcast. This is Roy. Of course, we are the podcast that brings you a wide variety of guests to talk about a lot of diverse topics. Sometimes we don’t know what we don’t know. But also sometimes we are looking for that helping hand and don’t know where to turn. So hopefully we can provide those answers for you. Today, we’re fortunate enough to have Kris Ward. She’s an author, podcaster coach, speaker and she talks about team building and systems strategy. She’s a leading authority on building your business by building your team. Kris is the founder of the Winning The Hour Winning The Day philosophy.

She helps entrepreneurs create their wi in win team, and what is next, using her signature super tools kit. So you can get your idea to implementation and make your ambitions come alive. After the loss of her husband, Kris returned full time to her work as a marketing strategist. She was thinking full to see that her business had not only survived in her absence, but was thriving. Now Kris has completely changed the landscape for entrepreneurs by sharing the successful practices that allow allowed for her absence. So Kris, we want to thank you for taking time out of your day to be with us. I love the title of the book when the hour when the day.

That was one thing one reason I was interested in speaking with you. Because typically, once we let that first hour get away, it seems like the rest of the day goes with that. So welcome to the show.

Kris  01:39

Thank you, Roy, I’m so excited to be here. I’m all about talking about people processes and performance. And we just, you know, we can always do that better and better. Right?

Roy Barker  01:48

Yes, exactly. The other thing too is a lot of times, you know, some, especially with the the pandemic, people have fallen into a position of entrepreneurship or being in business. And they really, you know, didn’t plan on this haven’t really thought it out. So now they find themselves in a position of where do we go next in it. I think it’s also good to talk about if you want to start a business, then it’s good to start at the very beginning. To kind of visualize what that team is going to look like and surround yourself with good people. So those are all things that we can certainly jump in and talk about.

Kris  02:28

Yeah, for sure. And when you broach that subject, the first thing I can probably hear is people drive around the cars right now. Or they’re thinking, are you kidding me? I can’t afford a team. I mean, that’s one of the things we get right off the bat that sounds lucrative and expensive and like a luxury. And that’s what I’m here to address. You guys. I’m here to dive right in and dispel the myths that this is not the case. And I promise you, if you’ve got gas in the car, you have a coffee in your hand, we can help you out. Yeah, yeah. And it’s not only, you know, I can’t afford it. There’s some solutions. We could talk about fractional people. But I think also it’s planning for the future.

Because what I’ve typically seen in my practice is like, we needed somebody six months ago. We’re just now we’re just now coming up for air and realizing it. What do we do? And I think that’s where if we can plan, you know. At what points and growth, you know, who do we need to add. And then also, another thing to, I think kind of talk about is the sometimes as the business owner, we have a skill, which may be sales. Instead of us wasting our time on that back end, you know, doing the accounting and doing other stuff when we should be selling, you know, having the right team members in the right place to let everybody you know, utilize their skill skill set, I guess 100% Yeah.

So I guess let’s just start at the beginning. You know, when should you start thinking about a team? When when should we start that process? Well, I would tell you the day you think you’re going to start a business. Really honestly, it’s it’s Ground Zero. I mean, anything done well. In the history of time, they had a team, where would we be if Steve Jobs was in the garage. You know, still turn it well? May he rest in peace, he would still be there tinkering it out. But it’s really about when you’re going to start anything. Because no matter what you’re going to do, you need to be able to leverage that really quickly. Especially in the beginning. You guys when you feel like you’re short on time and money.

Roy Barker  04:28

Yeah. Yeah, I think you make a good point that we probably need to stop and drive home. A lot of truly successful people who we know their name and their success. There were other people involved. There were teams, you know, there were larger teams, of course that surrounded them. But you know, Steve Jobs is a good one. And I can’t think of the guy’s name. I guess I think it was Wasniak was his name. Microsoft, you know, there were there were two of them. Hewlett Packard to people. So it’s sometimes when we try to go it alone, we can just really stifle our growth, our, our creativity. And get really bogged down.

Kris  05:12

Well, there really is no doing it alone. So any what I would say to you is really being an entrepreneur is about getting ideas to execution. And so anyone that you you know it professional jealousy online. Or you’re like, ah, how do they keep getting all this stuff done, right? It’s because they’re getting ideas to execution. And that’s it. It’s ideas to execution. Too many entrepreneurs are caught up in the business of the admin, the web of admin. And really what you should be is you should be in a higher percentage of creation than anything else. So most entrepreneurs are in about 80%, creation, 80% admin, and you should be about 60% creation, 40% admin. Because you you are, you are like the captain of the ship. And you need to be outputting, whatever that is.

Like for you, Roy, nobody else can do these interviews, if it’s going to be your podcast. So this is a creation element for you, you know. And whether it’s a podcast, a book, or coaching or being out in social media with your videos. You need to be in creation mode. Far more than you need to be in admin mode, right? We just had that conversation the other day, you know, me and my partner. We were talking about that. You know, we were kind of getting to that point that we are getting bogged down in that admin. And doing all the backend stuff, you know. There was a study for kids, but it applies to us entrepreneurs, as well. It’s that we also need time to be creative.

We, if you’re so busy in the the churn of the day. When do you ever really have time to stop and think about that creativity. Being able to build that team, to have trusted people that we can delegate to. It may give you time to go take that 30 minute walk that you need to be creative to solve a problem. Different things like that. Yeah, that’s how the brain works. You know, it’s really like running, jumping hurdles. Like when you’re always thinking about where’s the next place I need to be, the brain just does not operate in that capacity. As far as creativity goes, and anything done. You know, when we look back to great from Newton, with the apple.

These things are all done in times of relaxation, and play. And that’s just how the brain works. But I know when you’re out there, and you care so much about your business. You think, Oh, no, my brain works differently. I mean, I read all these studies, you know, years ago. And of course, I refreshed my memory when I read wrote my book, but I was like, No, no, you understand, I’m very driven. I’m very organized. And very this somehow my brain includes all the other science that’s out there. And it’s just not the case. You know, you’re just jumping through hoops Really?

Roy Barker  07:41

Yeah. And that’s, that’s always a good one that I hear a lot, you know, is that what we’re different. So, basically, we’re all the same. We get mired down in, I could, I can’t teach anybody to do this. Or it’s gonna be more problems to try to teach them to do it. And so I think another big thing. Especially if when we’re delegating is that step where we can say, somebody else can really do this. The chances that they can do it better are probably higher than the chance that they can’t do it at all. I think some of that letting go of this is, you know, the businesses are our babies.

And we don’t want anybody else really touching it or getting their hands in there. But if we’re going to grow it, and if we’re going to be successful. I think we have to get over that fairly quick.

Kris  08:34

Yeah, I mean, people refer to that all the time. It’s our babies. But if you think of your baby, you get a lot of help with your baby. You know, you had a doctor and teachers and relatives and you know, you needed a break from your baby, right? So if it is your baby, then take care of your baby, right? Because we live in this world that I think is a lot of copy and paste a lot of pre and post production. So let’s say you’re right, Roy, and let’s say that somebody can only do it 70 80% as good as you. But if you have three people doing something 70 80% as good as you can. Wow, you just leveraged your time. So that makes such a difference there.

Roy Barker  09:13

Yeah, exactly. And, you know, the other thing was that well, had an awesome thought and just like evaporated there. So anyway. Well, let’s talk about so what are mistakes that a lot that some people make? They finally, you know, gonna, they finally made the decision, we’re going to build a team. So what do we need to do to make that right, where we’re not just spending our Oh, and before we move on to that one other point on the last thing we’re talking about when we try to do everything is I think we have to also be cognizant of the fact that businesses don’t always fail because they don’t have enough business. There are a lot of people that get in trouble.

Because they have too much business, they do too good at marketing or they have a good product or good price, whatever the combination, then they’re overwhelmed, and they can’t fulfill their orders and they have people get mad, and then they end up, you know, struggling because of that.

Kris  10:17

Yeah, that’s a good point ROI. And also, I would say to the inability to get more business is just a reflection on the fact that you’re caught up again in the admin work, and you go from feast to famine. So you’re like, got a new client and got some new business, and then you get in the trappings of setting that up or giving the new project attention. And then you get distracted, like, oh, and then when the time you need business is not the time to go looking for new business. So it’s the inconsistency is what creates problems in your income. And that’s, again, from not having what I call super toolkits and a winning team.

Roy Barker  10:50

Yeah, yeah, it’s common for entrepreneurs and solopreneurs. It’s like, you know, we market market market, have a big bust, our big boom, and then so now we’re so busy fulfilling whatever our service or product is no marketing, that dries up and we start the cycle. And it’s, you know, it is a, it’s, it can be devastating, because you never know. And so anyway, let’s talk about building the teams, though. So what are some bigger mistakes that people make when they’re trying to put their team together?

Kris  11:21

Yeah, you know, what, Roy? That’s probably the number one question I get our website, www dot when the our win the day.com. And what I want to share with you right now is really, it’s gonna surprise people. But the biggest mistake is, I think diluting the talent, everyone, this whole new buzzword of having a VA, yeah, VA is a great place to start a virtual assistant, you’ve got many choices now that are very affordable and highly skilled talent. And I mean, that could be a whole show just in itself. But what happens is, somebody will get someone to Oh, my gosh, you know what, you know, let’s say they do their hiring and onboarding and all this stuff. magically. It’s beautiful, because it’s not rocket science. But it did take me a lot of years to learn how to work out the kinks.

And to really make it systematic and highly efficient, so that we’re always hiring really top notch talent for myself and for my clients. Now, let’s say you do all that, right? The important thing is great, you go wow, okay, Sarah is amazing. And then what happens is, you think, oh, she’s really good at this. Let’s see if we can get her to do that. Maybe she can do some posts on social media, or maybe she can get me this done, or we need this graphic tweaked. All of a sudden, you’re diluting that talent, you know, and when you think about any other industry, most recently, I’ve become, I think I’m the last person in the world that discovered the cooking channel. And so I’ve become addicted to these cooking shows where they compete.

And you know, what a chef are really five star Michelin chef with, you know, cooking books that want awards for and everything. They’ll say, Ah, well, I specialize in this kind of cuisine, or Asian cuisine, or I don’t know how to bake. I’m this kind of chef, right. But yet in our business, we think, Oh, well, we’ll just start asking them to do a whole bunch of different things. And then four months down the road, you’re like, Huh, the wheels kind of fell off what happened, I really liked her in the beginning, she liked being here, this was great.

And now all of a sudden, we’re not getting the results, because you had them running around at an ad hoc, doing all kinds of crazy, different things. So you get excited with a little bit of success, and then you’ve diluted that’s one of the biggest mistakes.

Roy Barker  13:21

 Okay, so what can we do to, I guess, how can we help ourselves by not diluting that and by, you know, because it, when you have people that work for you, it can be a struggle, because we have to give them what they need. And a lot of time they look to us for that guidance, not only the emotional, hey, you’re doing a good job, or we need to tweak this, but also, you know, maybe getting work to them, and the consistency in that. So what are some things that we can do better?

Kris  13:52

Yeah, you know, the interesting piece about that is it’s not hard. It’s really not it’s just strategic, but it’s definitely not hard. So what I tell people is, you know, be mindful that you stay in one lane. Now when I say that, don’t worry, guys, I’m not talking about having 10 people because they all got different 10 different things that they’re doing for you. I you know, I have as Roy mentioned, I have a podcast when they are when the day podcast, we talk a lot about just general business. So you get your next one. Now I have a book, you know, we’ve got info products, I do coaching, I do all these things. I’m a speaker, but I have a team of five and I’ve had them for a very long time.

So we you know, we run a pre we’ve got pretty ambitious goals even for the next year, I’m going to be working on my second book, all kinds of stuff, but and half that team, I’d say three of them have been with me on seven years now. So I’m not talking about having somebody for everything I’m not, but you want to make sure that that person in that lane is you know, you’re really clear on where their job begins and ends and you and when there are times you go home and she’s really good at this, maybe that would lend to this other thing, great, but you have to be strategic about that. And what I would say some, you know, make sure that you have steps in play because business is not run on memory.

I mean, imagine this, nobody hands somebody at FedEx and Oregon to get to a Chicago hospital for a transplant and says you’ve got the address, right? Like, that’s not how it goes. So something as simple as if you’re hiring somebody, and you say, okay, don’t try to do all the systems yourself and say, I’m going to do all this because they’re going to be flawed the first time somebody tries to use them, because you’re going to realize, oh, we’re missing that step or this password. So you can grab a screen capture, like loom, it’s free, and you can do something. And then you could just say, Okay, here’s the video, this is what I’ve done. I want you to try it, watch the video.

And oh, can you write out the steps when you do it so that next week, we can tweak that and add to those steps. And then we also have it all written out what this person is responsible for. We call that our job bio, we’re always adding to the team’s job bio to make sure we’re really clear on what they have going.

Roy Barker  15:57

Yeah, it’s interesting you say that, because I frequently recommend from the very beginning to wrap these processes and procedures down, because the other thing that you’re you know, what we want to do is tweak those processes where we get the best output, but there’s also the other side of that somebody gets very good at their job and their position. And then they leave, and it’s like, well, what was that person even do? And how did they get this stuff done. It’s important to protect us as the business that we need to know how to carry on. I always tell people, you know, and these are living dynamic documents.

It’s not, you write it once, put it on the shelf, and you never look at it. It’s something that should be taken out frequently updated, if we put a new if we have a new vendor, a new system, a new routine, those things all need to be documented. So the next person and it may not even be that they quit, maybe they had to go out on maternity leave, or some kind of a FMLA leave. And they’re just gone and unreachable, but we still need to know how to carry on without them.

Kris  17:01

Yeah, you bring up a really good point, or when I tell my team all the time is, maybe you’re going to be promoted. And so we don’t want to hold that up. We want somebody else to be able to slide into your place really quickly and efficiently. I know for us, I had a virtual assistant, and she was with me for over seven years now Never mind how much my company had grown in seven years, the world and technology and our resources had changed so dramatically in seven years. And for a couple of reasons, it was time for her to move on with her family and blah, blah. And we in the middle of our first launch for info product, the outsourcing playbook for busy entrepreneurs, the middle of that we hired a new VA and she was up to 80% capacity within a week.

Oh, and it didn’t slow us down at all. But I’ve had, you know, business friends that reached out and literally sent me a little crying emoji saying oh, my gosh, my VA just laughed, she quit, I don’t know even where to start what to do. And she’s beside herself. Because you know, it’s the tail wagging the dog, and you don’t have any systems in place to make them more efficient. Or it’s not a business, you’ve just now lean on what I call Ethel syndrome. You’ve got Ethel in the office that knows where everything is. And if fo leaves, you’re kind of messed up.

Roy Barker  18:08

Right? Yeah. You know, I do some work with employee retention. Sso what that’s one thing is putting the the emphasis on that front end and making sure you know that we get the right person. And that’s not always skill set us to say that, you know, we need the attitude, because I can teach people, eventually, whatever I’ve got going on, it’s not nuclear science, so I can fit, you know, we can get that part figured out. But they need to have that can do get along attitude, which is very important. So anyway, I think it just lends itself to say that we need to give some consideration to our hiring processes and procedures to make sure we’re getting that right person that we can mold to begin with.

Kris  18:54

Yeah, you bring up a really good point, we call it our pass model, do they pass. And to me, it’s personality, because we always have a personality or a skill set. Because you can change a skill set, you can’t change the personality, then we call it action, you know, and we give little mini tests before we hire them just to see the actions they take and how they respond to our email, things like that. And then success, I often ask them, what’s the success for them, it’s very telling you as somebody with one of their successes on the story they give you and then of course, their skill set.  They do have to have some skill set, but really that’s the last in our past, you know, formula, it’s personality, action, success skill set, that really changes everything.

Because there’s a lot happening out there right now as this becomes more mainstream. And one of the other things I hear a lot is there’s now agencies that will say well, we can give you a VA and we’ve vetted them and dental is amazing stuff and i a lot of my coaching my group coaching clients have come to me and said oh, I went through them I I was committed to this contract. It didn’t work out and they were supposed to be this, you know the experts on that. But what happened was, they had somebody that they don’t know anything about your business. And so they have Jane over here and they give you Jane, your new Jane’s new, you don’t have really effective systems in play. 

So it’s a double blind, and it doesn’t pan out where it’s not again, rocket science, you’re right ROI. But when you’re working with us, what we do is really important to make sure you’re set up properly and effectively. And you can bring somebody on, like, lots of times in our group coaching, we’ll, we’ll have founder recruited and done all the with the done for you and done with you for our clients. But the VA might start off three hours this week, six hours next week. And it’s gradual, you know, so you, it’s, it’s really simple steps, but if they’re not done in the right order, it just falls to pieces.

Roy Barker  20:44

Yeah, and we need to, I’d wrote a piece not long ago, and I just put, you know, to recruiters, and to, you know, the managers is that we need to remember our first day on the job. And there’s a lot of stuff flying out you and it doesn’t matter. If you’re if you’re doing the site, you know, if you’re working in let’s say WordPress or something, I have a different process for what I want to see as the output than somebody else may want to. And so because I told somebody that on day one minute six, along with 4000 other things, it’s hard, you know, we can’t expect them on Thursday to be like, I you know, what was the deal on that?

Again, we you know, and that’s where we get back to the clear, precise processes and procedures, but also give people a break, and know that they’re not going to absorb every detail that they need to be awesome at their job just because we sit down and talk to them for four hours straight.

Kris  21:42

And I know back in the day, when I was struggling with my own processes, and I was working insane hours, it was nuts, the first couple of years. In my business, this is how it all unfolded, I realized, oh my gosh, first of all, I went I think two years ago, sleeping in the reports indicated I wasn’t as charming as I thought it was after two years of sleep. So people kind of sit you down and give you an intervention. Like, listen, you used to be nice, but not so much. And what I would tell you is I back then I’d be racing along at high speed. I call myself now recovering Russia Holic. I’d expect everyone to keep up with me. And I think I had this great idea.

Then I realized, Oh, I had a great idea four months ago, it just never got implemented, because we’re just racing and going I what I called hysterical mode all the time.  So the beauty of having what we call our super toolkits in play two is when we tweak it or do something or add to anything, we can do it instantaneously, because we are following that process. And it’s processes that we segue for a second, that sounds boring and draining, but you guys are thinking about it back in the corporate world where it was really there to cover liability, not to be user friendly, or to be tweaked by you. It usually came from above, and it was very dry and not helpful.

So those steps we have in play is really about being super efficient, so that you can again, compress your admin time, increase your creation time and add stuff on a dime and not go Oh, yeah. Did we do that last year? Yeah, we did that we ran out of paper, we stopped doing it. And well, you know, all that kind of fun stuff. Right?

Roy Barker  23:14

So what are some of the biggest myths that that you hear from people about team building?

Kris  23:21

biggest myths? Well, money is one of them. It’s also one another big one that we get, you know, is is the amount of work it takes to do it. And I can see why this is out there. Because most people I’m told all the time that we do it very differently than everybody else out there. And so what happens is, there is this concept of Okay, you get some help you get a VA do whatever. And then you’re giving them work. So really, what you’re doing is you’re taking work off your desk, putting it on theirs, but now you have to manage them. So really, you’ve now given yourself a second job. But I would tell you, that’s a flawed premise. That’s, you know, upside down. My team manages me.

And that’s the idea is to set them up so that they move you forward. You’re not supervising them. They’re empowering you, right? That’s the difference. So it’s a myth, but it’s kind of I don’t know if it’s a myth, because it’s taught out there and a lot of people are doing it wrong. That’s a harsh word, but they’re doing it less effectively. So it’s a it’s an active myth. Let’s make new language up,Roy.

Roy Barker  24:29

Yeah, no, you’re right. I think we, again, it gets back to hiring the right people and giving them the tools that they should be helping us move forward. Not feeling like a boat anchor, because you know, I’ll tell you, I’ve been in that position be like, wow, I just hired somebody to help me and now I’m working twice as hard. Just keep.

Kris  24:50

Yeah, we had a we have our team meeting every Tuesday and we have the student which you guys can all have students as well. In fact, if you go to dental www free gift from Chris k ri s comm we just put something up about how to get 200 free hours from a student from you, no matter where you live, we’re on. We’ve may be our 30th student, but this year alone, we’ve had four, and their Co Op students in each semester, they have to do 200 hours. And they’re like in grade 11 and 12. But listen, they come into the world with a phone in their hand now. So they’re pretty high tech stuff. So we were having our team meeting today.

And our student, even he knew that the meeting was wrapping up. And I was like, Okay, great.  We’re done. anybody’s got any questions, and he said, Oh, I’m supposed to do a presentation on this subject. You asked me last week, he knew that when I said the meetings over, I had forgot he was supposed to that presentation. It’s his job to stop me get my attention and say no, we need time for this. You know, in most other setups will be next week. Oh, sorry. You said the meeting was over and Rumble, I don’t want to interrupt you. That’s not how we run it.

Like your job is to make sure that you are heard that you can’t come to me and say, Oh, yeah, we’re gonna get that email out. But remember, I asked you for picture and then you didn’t get me the picture. That doesn’t fly. Their job is to manage me. So we stopped. He did his presentation. It was fantastic. And but even he even the student knows that’s how we operate. Your job is to manage me.

Roy Barker  26:18

Yeah. And I think that gets back to empowering our people that work with us and work for us because I had a young lady just the same. And she was an awesome worker did great work. She was very quiet and very timid. And so I’d say hey, can you research this or look this up? or do whatever? You know, a couple hours later, I’d look up and think, Oh, I haven’t heard from her. And she’d be Oh, yeah, finish that I’m like, Okay, well, it’s okay to pat me on the shoulder or pass me a note, send me an email, you know. So once we kind of walk through what that looked like, then things became much better.

But, you know, we, I guess, not only was she young and just out of college, but also, we have to take into account other people’s experiences that other companies that may be they were told to do it the wrong way or not the way we wanted there. There were inhibitions for them or whatever. So anyway, it’s very good to have that conversation and make sure that they understand, you know, what, what we expect from them.

Kris  27:17

Yeah. And that’s part of our onboarding process. Because you’re right, a lot of culture, a lot of different workplace cultures, they’re taught to be obedient like school, their parental FIDE. And that’s not how we roll, right? So we teach them right up front, we go through, we have an onboarding process, and we have a little sheet that give them all these things that are matter. And that really matter to us. As well as a little video, we say, Look, you’re going to hear this from us again. And again, we’re looking for you to think we don’t want you to be obedient. Of course, that means you know, follow the process and do the work.

But it means not just sitting there nodding your head, yes, you’re here, because we thought you were a bright light, and you can give that contribute to us. So we upfront, let them know that the culture here is this way. And this is what really matters to us. And we the number one thing you hear from us in the beginning always is communication. super important to us. Yeah,

Roy Barker  28:08

yep. No, you’re right about that. All right, Kris, well, I appreciate you taking time out of your days or any other points that you want to make about team building. But before we get out,

Kris  28:19

well, just that it is the everything to your business. And unless you’re doing that you’re a separate printer. That’s really it. It really isn’t a business unless you can take a step back from it, go away for a week, go away for a weekend and not come back and be slammed, you’re self employed or suffer printer otherwise. If you’re really serious about this game, you really want to make sure you’ve got what I call a winning team. So you can get to what is next?

Roy Barker  28:43

Yeah, and I think it’s the dog wagging the tail or the tail wagging the dog. And sometimes, you know, we get it. We want to be entrepreneurs for our schedule and the control and all of this. But then, unfortunately, we ended up letting the tail wag the dog and dictate what our time is what our schedule is. And I think like you said, getting out front, building that team around us will let us be the entrepreneurs and have all the spoils of that in which we’ve always dreamed of.

Kris  29:10

Yeah, it was pleasure, Roy. Yeah, you’re, you’re beating my drum, man. I’m all over.

Roy Barker  29:15

All right. Well, before we go tell us what is a tool that you use in your daily life and it could be professional, it could be personal, something that you just feel adds a lot of value.

Kris  29:26

I use loom a lot. I mentioned that earlier. But it’s not just because it’s show and tell. Listen, we probably learned 80% of what we needed to learn in school. By the time we’re done kindergarten, it’s show and tell. And what I would tell you is not only is it so much more effective to show somebody and talk because we can talk about 200 words per minute. But even a great typist can only type about 50 words a minute.  If I’m doing a loom screen capture and showing somebody something on my team and saying something like like you know, I don’t love this blue over here. See you can change this or blah blah, blah. What happens is they hear my tone and they’re like okay, great.

We’re getting Close we just have to change is one thing. But if you type that out, not only would it take longer, but the tone might be misinterpreted, right? So to me like, boy, boy, I’m lost without loom. We just use that all day long for communication, really short, little snippets of, you know, clarification. So that’s a little thing. And again, guys, it’s free. So you can’t go wrong with that. I’ll

Roy Barker  30:20

check that out. So why don’t you tell us? Tell us number one, who’s your client? How do you help them how they can reach you, but also, how can we win the hour and eventually win the day? Yeah, so

Kris  30:34

you guys just reached out to me to tell me you heard me on this fantastic podcast and we’ll be instant friends. You know, you can check me out on any of the socials reach out to me on LinkedIn, that’s a great place as well. And my, the clients I work best with, you know, they’ve usually been in business a couple of years, you know, whatever, five, and they just really have ambitions, they want to get their ideas to execution, but they’re trapped in the admin and they look great on paper, you guys know who you are. Everyone thinks you’re doing well but you’re still putting in as many hours as you did when you first started your business and you’re like, ah, but you know, it’s kind of like your dark little secret. 

I get people to pull me aside all the time after a podcast or anything they’ll be like yeah, Kris what like I I’m doing well, but I’m putting in too many hours. So we have that and for you if you’re newer in business, you could check out our outsourcing playbook for busy entrepreneurs coming soon that’s cool too. So yeah, we’re just I’m here to create a movement because I believe your business should support your life okay, not consume it You shouldn’t have to pay the price of your family your health and all that stuff for you to have a dream and get a business off the ground. That’s not what it’s about you didn’t start a business just to run a business you had ambition so let’s get beyond them.

Roy Barker  31:47

Yeah, right. So how can they reach out get a hold of you also tell us where we can find the book as well?

Kris  31:53

Yeah, you can get the book on Amazon You can also if you don’t want to listen to me in your car check out my when the hour when the day podcast it’s all on amazing general tips on business so you can get your next one now It could be anything from social media to sales to do that. And yeah you know what you can reach out to me at Kris Ward W AR D@when the hour when the day.com that’s my personal email Kris Ward at when the hour when the day.com.

Roy Barker  32:19

And that’s Chris with the K K it is

Kris  32:21

k ri s All right. Well, Kris, thank

Roy Barker  32:24

you so much. Again, great information. Y’all reach out to Chris and let her help you put a team together. There’s no reason to struggle any longer. So that’s going to do it for another episode of The Business of Business Podcast. You can find us of course at www.  the business of business podcast.com. We are on all the major social media platforms as well as all the major podcast platforms, iTunes, Stitcher, Google Spotify. If we’re not a one that you listen to please reach out I’d be glad to get it added. So until next time, take care of yourself and take care of your business.

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