I see so many business owners relying on ‘osmosis’ to spread knowledge across their teams—but let me tell you, that’s a big misstep! 🙅‍♀️ If you want consistent results, you need clear templates, processes, and solid documentation in place. Watch this to learn why the ‘osmosis approach’ just doesn’t cut it!

As a business owner, finding someone to take on core tasks with the same passion you have can feel impossible. Trust me, I’ve been there. It’s tough to find someone who cares about your clients’ success as much as you do. But after a lot of thought, I realized that to grow and keep learning, I needed to bring in someone—a "mini Amanda"—to take on leadership tasks and let me focus on bigger goals. ❓ Why I Decided to Hire a Leader At first, I hesitated to give up control—no one knows or cares about my business like I do. But here’s the truth: I couldn’t do everything myself. If I wanted to grow, develop expertise, and serve more clients, I had to delegate. By hiring a leader to manage day-to-day tasks, I can focus on growing the business. Plus, my new knowledge benefits the entire team. The goal is to grow together, and finding the right person is the first step. So, here are my tips for Hiring Your Mini-Me💎 1. Define What You Need Be clear on what you want this person to do. For me, it was managing client relationships, guiding the team, and leading meetings. Make a list of the core tasks you want to delegate. 2. Look for Shared Values Skills can be taught, but values are ingrained. When interviewing, I dig into mindset. Are they passionate about helping clients succeed? Do they share your commitment to growth? 3. Invest in OnboardingOnboarding isn’t just about tasks—it’s about sharing the "why" behind what you do. Involve them in the business’s strategic side from day one. The more they understand your vision, the better they can support you. 4. Trust, But Stay Involved Letting go of tasks is hard, but staying involved through regular check-ins and open communication is key to a smooth transition. 5. It’s a Partnership You’re developing a partner, not just hiring an employee. Their success is your success, and together, you’ll achieve even more. Hiring for leadership is a big decision, but it’s also incredibly rewarding. It allows me to learn, explore new ideas, and raise the bar for everyone. So, if you’re feeling overwhelmed, take a step back and start looking for your mini-me—it can transform both you and your business.

I recently had an interesting conversation with a potential client who asked whether it’s better to hire an integrator with specific industry experience or one with a fresh perspective. It’s a tough question, and the answer isn’t always clear-cut. On one hand, an integrator with industry experience might speak the language and know what has worked before. But here’s the thing—every business is unique. What worked for another company might not align with your vision and goals. As someone who loves learning and diving into a business owner’s vision, I believe a fresh perspective can be incredibly valuable. It’s about understanding the gap between where your business is now and where you want it to be, without preconceived notions clouding the way. So, what do you think? Would you go for industry expertise or a fresh perspective? Share your thoughts—I’d love to hear from you!

‘Okay, so we need someone who’s flexible, but structured… independent, but a team player… and oh yeah, they need to read minds!’ 🤯 But seriously, remember to set clear, realistic expectations for your hires—your next team member deserves it! #SmallBizStruggles #HiringWoes #BusinessOwnerLife

Have you ever wondered what to do once you've screened through a stack of resumes and handpicked the top contenders? Here are tricks I often recommend to my clients: 1️⃣ Send a text. Yep, it's that simple. Shoot a quick message introducing yourself and the company, and ask if they're available for a brief chat. Their response—or lack thereof—can tell you a lot about their interest and enthusiasm. 2️⃣ Phone interview time! Schedule a call with those who respond positively. Keep it short and sweet, focusing on key questions that dig deeper into their skills and fit for the role. 3️⃣ Zoom or in-person interviews. Depending on availability and logistics, move on to the next stage with a select few candidates. Remember, not everyone you schedule will show up, so plan accordingly. 4️⃣ Final round. Narrow down your pool even further based on these interviews. Aim for quality over quantity, and don't be discouraged if you don't find the perfect fit right away—it's all part of the process! Remember, hiring is a numbers game, and finding the right candidate takes time and patience. Don't rush the process, and always trust your instincts when it comes to red flags. Happy hiring!