57: Hiring & Your Zone of Genius

Delegating does not mean losing control. It actually means that you're stepping into leadership. You're able to set expectations and provide feedback for people, which is really a beautiful place to be.

I'm Bonnie Christine and this is where all things creativity, design, business and marketing unite. I'm a mama living in a tiny town tucked right inside the Smoky Mountains, running a multi seven figure business, doing the most creative and impactful work of my life.

But when I first set out to

become an entrepreneur, I was struggling to make ends meet and wrestling with how to accomplish my biggest dream of becoming a fabric designer. Fast forward to today.

I'm not only licensing my artwork, also

all over the world, but also teaching others how to design their creative life and experience the same success. I'm here to help you spend your life doing something that lights you up. I'll help you build a creative business that also creates an impact, changes people's lives, gives you all of the freedom you want, and is wildly profitable.

Welcome to the Professional Creative Podcast. For the first nine years of my business, I was a one woman show. We call this being a solopreneur or a company of one. And quite honestly, I was proud of it. I didn't think that I needed or wanted help in my business and I was proud of being able to do all of the things by myself. I wore all of the different hats every single day and really believed that a large part of my success was due to the fact that I was the one personally responding to every email, every comment, every question. And I had some things to learn. One of them was just around the limitations of what being a solopreneur does and really how it hinders our growth and development. So in this episode, we're going to do a deep dive into what it looks like to kind of wrap your mind around moving from a solopreneur to someone who doesn't do everything, but only only focuses on the things that are truly what we consider to be in your zone of genius. So we're going to break down that. We're going to talk about what it is and why it's so impactful. And naturally that's going to lead us to talk about outsourcing. And so I've got a deep dive on hiring for you today, how we hire, and we're going to unroll the entire thing together. So I know that many of you are working as either single person companies like that, solopreneur, or maybe you have a little bit of help, but you could use more help in your Business. And so when we work as a company of one, it does kind of feel empowering, right, because it gives us complete control over everything that we do in our business. But the limitations that it brings is, number one, just limited capacity. At some point, there are only so many hours in a day, and we truly cannot do everything ourselves without sacrificing the quality of our lives, our relationships, and our health. And then there's also just a lack of expertise. Truly, we cannot be an expert in all areas. And so I used to really love feeling like I knew how to do everything. And the way that that has transformed today is that typically I will still kind of dive in and learn how things are working in the business, and then I'll create trainings and pass them off to someone else. And so I do still like feeling that level of control and knowledge, but it doesn't mean that I have to personally be the one doing it. It's because also I'm not necessarily the most expert in that area as well. So I remember the first time that I was really thinking about getting help. And I had gotten to a place where I was spending about three of my five working days doing nothing but responding. I was responding to emails. The inbox was very time consuming, zooming, but also comments and questions, dms, all of that stuff. Now, I, of course, still do some of this, specifically Instagram. I still do all myself. And I really love that because it's a point of connection with everyone. But I finally realized that I could either do this and do nothing but respond to the people that I had brought into my, you know, circle, or I could get some help and have other people help me respond to, you know, everything that was happening in the business and therefore free up time to impact more people, to create more of the thing that was working and potentially reach greater heights and also serve the people who are in my audience even better as well, because honestly, I needed to get out of my inbox so. So that I could create more education and more content for the people, not only in my communities, but outside as well. So there was a real turning point and mindset shift. And this was hard to think about, letting someone else come in and kind of speak on my behalf, not as me, but just in the same way that I would. I very much felt like I had a certain way of taking care of my people, and I wasn't sure that anyone else would be able to do it up to my standards. And that was just so silly. In fact, there are people who are doing it currently Today in an even more caring and heartfelt way than I ever could. And the way that we got there was through developing the voice guide, which was our very last episode. So if you missed that one, make sure to go back. Because the way that we got to where we are today, where people are really speaking very with my same heart and soul, is through creating this voice guide that has greatly impacted my business. So I mentioned this term, zone of genius, and I want to kind of break that down. Zone of genius is a term coined by Gay Hendricks in his book called the Big Leap. This is an incredible book. And the concept really refers to that area where our unique talents really comes together with our passion. What we love and what we do really well intersects. And here is where creativity, productivity and joy all align and that leads to extraordinary results. Working in this kind of zone of genius, where your passion and your talent intersects, it increases your productivity. Because when you love what you do and you do what you love do well, productivity just comes naturally. You'll find that you get into your flow much more easily and you'll achieve so much more in less time. It also leads to increased creativity because as your work aligns with your passion and your talent, your creativity gets a boost. And this leads to innovation and truly unique results that moves your business forward. Forward. It increases your personal fulfillment, meaning you get deep satisfaction from your work because you're doing what you genuinely enjoy and what you are naturally good at. Because of this. It also leads to greater impact because when you operate in this zone of genius, you bring your best to the world and you create a larger positive impact with all the people in your audience. All of this is truly what leads to long term sustainable success. Because you're working in alignment with both your talents and your passion, you're just less likely to burn out. And that makes for more sustainable, more enjoyable path to success. So my goal for you is a couple of things. Number one, that you spend 90 plus percent of your time working in this zone of genius where you're doing only the things that only you can do. Meaning these things are both things that you're really good at and you love doing. The other hope that I have for you is that you could step away from your business for 30 days without anything being impacted negatively. In fact, you could step away for 30 days and it would actually grow and, and do better even in your absence. So that is where we're going. That's the hope that I have for you. And so in order to do that, we have to talk about Hiring. First, I just want to talk about the general fears and hesitations that we likely all struggle with. At least one of these. I struggled with all of them. So the first one is just the cost, right? The fear that the cost of hiring will outweigh the benefit. Benefits. We're not sure that we can afford it. We're not sure that the business can afford it. We don't trust the business to be consistent enough to afford help. And that includes things like salary and hourly wages, but also the cost of time for finding someone, hiring them, training, and, you know, potentially all of that is involved with that as well. But what you need to do to overcome this fear is to simply calculate the time and potential revenue that you could gain by delegating some of the tasks that you're doing. The simplest way to do this is to take your annual revenue and divide it by how many working hours there are in a year. So an example of this is that if you make $100,000 a year and you divide that by 2080 working hours, that's 40 hours a week and 52 weeks a year. Then your hourly rate would be $48 an hour. And so anything that you could hire out that is less than that is worth consideration because that's going to allow you to work more in your zone of genius, doing the things that only really you can do, which will actually help you create more income more quickly as you grow. The second fear that we often struggle with is true trust. Trust in this. Handing over parts of your business to someone else. I think that we fear other people making mistakes and maybe not treating your business with the same care that you have, or maybe not even respecting, you know, private things like confidentiality and what about passwords to all of these platforms that you're using? And so we really have to just work to. To overcome this. We believe that we're special snowflakes and no one will address our business with the same level of care that we do. But that's simply not true. My biggest fear was that I couldn't hand over the care and the heartfelt way that I responded to every person that came into my world. And I wish that I would have realized that this wasn't true years before I did, because there are absolutely people out there who can not only do it as good as you, but oftentimes better than you as well. So the way to overcome this is just to start with small tasks. You're going to gradually give responsibility of one little thing at a time until you build the trust and until you realize that there are people, plenty of people, who come with an excellence to their work and want to do this in your business. Similarly, I think another fear is just around quality of work. We're afraid that the work done by someone else just isn't going to be as good as what we expect or maybe what our customers expect. And this is where it's just really important to have a clear training process. This is where your sops come into play. So make sure to go back and listen to episode number 49, where I really explain. Explain how to create a library of standard operating procedures. These are many trainings that you create on any task that you want to hand off. And so there you can truly know that they know exactly the way that you would have someone do this, and then they've got that in their training library. Ensuring that you have good systems and trainings in place will really, really help anyone who you bring into your business do it with the same excellence that you expect. I think that we're also a little bit afraid of just losing control. There is a fear around delegating tasks and losing control over our business. But hear me on this. Delegating does not mean losing control. It actually means that you're stepping into leadership. You're able to set expectations and provide feedback for people, which is really a beautiful place to be. And you'll be able to check in on delegated work. But being able to delegate and delegate well is a true sign of a good leader. And then finally, I think we're all just worried about hiring the wrong person. And, you know, this is something that comes with this. It's a learning curve how to hire and find the right people. And you're right, it could cost time and money. But while hiring is a significant decision and it may take a few tries to get the right fit, it is absolutely worth it. And that's exactly why I'm doing this episode, because I'm going to really walk through our hiring process so that when you go to hire, you'll have something to start with and be better equipped to hire the right person. But before we get to that, if you're not sure if, let's just talk about some signs and indications that it might be time to bring someone else into your business. There are a couple of symptoms that you need to look for. The first is overwhelm. If you're feeling overwhelmed by just your general workload on a regular basis, it's absolutely time to think about bringing someone in to help you with some of Those if you ever find that you're neglecting what really important tasks, like core tasks, if you find that administrative tasks or areas that are maybe outside of your zone of genius are just too much, they're pulling at your time and your energy and you're avoiding them. Time to get help. Feeling stagnant or like you're not growing, your business isn't growing as quickly as you want it to. So if you feel like your business has plateaued and you can't take on more, you can't do more, you can't take on more clients, you can't create more, then that is also a really good indicator that it's time to bring in help so that you can scale to the next level. If you find that you're not having any time for strategy. I have felt this so many times before. Like I don't even have time to think about my business because I'm working in my business too much. And so if you're so caught up in the day to day running of your business that you, you don't even have time to plan something for the future or step into that visionary role or have what we call a super thinking session, that's a good indicator that it's time to get some help as well. The next one is if you are just losing satisfaction over your work. If you are unable to maintain maybe the quality or the standard of work that you like, or if you just feel, feel like you're spread too thin and you're not enjoying what you're doing as much as you used to, that's a good indicator that it's time to get help as well. And then finally, if you're just working too much, and so for sure, if you're working more than 40 hours in a week, that's considered probably overworking. If you're working into the evenings and on vacation and in the weekend, that's considered overworking. And it's okay for little spurts of time, but eventually this is a sign that it's time to get help in your business. It's so incredibly important to maintain that healthy work life balance just to protect your overall like well being and the success of your business, but also the success of your life and your health. Because your productivity and your creativity is so incredibly important. And overworking that can lead to exhaustion and completely hamper your creativity. Also so important for your physical and your mental health. Continuously working without enough rest leads to stress, it leads to anxiety, and it can also lead to physical health problems. You want to avoid burnout with everything that you can. And so burnout is not where we're headed. We want to make sure that we've got time to do the thing that we love and build a business that creates an impact. Because sustainable success, my friend, work life balance is essential for that long term sustainable scaled success that you want. So by hiring and delegating, you're not only investing in the growth of your business, but also in your personal life and your health and your well being.

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So the first thing that you need to do is determine what it is that you need to delegate. There are a bunch of different ways to do this, but one of my favorite ways is just to begin creating a list. A list of things that you do every single day. Oftentimes this is called something like a time audit or a task audit. And you're just going to write down everything that you do. You can set a timer and log it every 15 or 30 minutes. You need to just list out everything you do with no emotion attached. And you need to do this at least for a week where you're, you know, touching multiple parts of your business. Two weeks, you'll capture even more. And then you've got to decide, what are the things that only you can do? What are the things that only you can do? What could you potentially do? Give to someone else? Something that I also like to consider here is how much I love the things that are on there. So sometimes I do something that I could potentially give to someone else, but I love doing it so much that I want to keep it for now. Because we'll revisit this, right? We'll revisit it several times a year. And so what you're looking for is anything that falls outside of your zone of genius. So. So again, those are tasks that don't align with your unique skills and don't align with what you're super passionate about. An example of this for me is accounting. Sometimes it's website maintenance, sometimes it's spreadsheet sorting or video editing. There are things that I can do, but I don't necessarily love doing them. And I'm certainly not that great at them. You're also looking for tasks that you simply just don't enjoy. These are the things that you likely procrastinate on because you are dreading. They drain your energy, and honestly, they just reduce your overall joy. And so these could be anything from things like customer service to inventory management, to printing shipping labels to packaging orders. Anything that you're doing that you. You don't have to be the one doing. And then the other one that I look for is just things that are taking a lot of time. So these tasks take up a ton of time, but they don't necessarily require, like super specific expertise. Sometimes this is Responding to emails or keeping up with your calendar, or managing social media accounts. So they're all essential, but they're just eating away at our time on a day to day basis. So once you've identified those tasks again, you're going to make a big list. I'm so excited about the free download that we have for you today is this list that you're going to be able to pull together and list out everything that you do and then you'll be able to identify what you want to keep, what you want to get rid of, and then what you want to delegate. So head on over to the Show Notes for today, today's episode, to download this list and so that you can do your own task audit and figure out what you want to delegate in the first place. Now my friend, it's time to begin thinking about hiring. Once you have the list of the tasks that you want to delegate, you can start looking for people who align and excel in these different areas. You can of course look to hire an employee. You can also look to hire someone as a contractor or a freelancer. You could also consider working with an intern if maybe there's a school nearby. And then you can also hire via a job board. And so I'll tell you more about how we hire in just a minute, but I want to make sure that you know, over on the show notes we're giving you a good massive roundup of the best job posting sites. This is where you can go post a job description and start getting applications. We're also including some industry specific job boards and also some freelance websites like Upwork and Fiverr. These are amazing places to just get freelance help on one off projects and it's a great way to dip your toes into getting help in your business. So again, you're going to head on over to the Show Notes for, for that list. We're putting the list there so that we can make sure to keep it up to date for you. And then also today's free download which is this task audit that's going to be your key to unlocking what actually falls in your zone of genius and what are the things that you should be looking to pass off to someone else. So with that, I want to go into our three phase hiring process. I think that we've really nailed something with our hiring process because my team is full of incredible a team players. We are super close, we're friends, we feel like family, but also really incredibly impactful, powerful women doing the best work of our lives together. And so it is a real honor to come alongside these women and work every single day. And so I want to show you what we do, how I have found these people, how do I hire them, what does that process look like? So we do a three phase process. All of this starts with a solid understanding of the actual job. And so we want role responsibilities to be really outlined clearly. We want a clear idea of the skills, the experience and exactly the attributes that we're looking for. And so this really just means pulling together a job description. There's so many different resources online that can help you do this as well, but we want to have clarity over the exact job description that we're hiring for so that we can put it out there publicly so that someone can come and review it and really understand whether they're a good fit or not. We also try to pull in our culture in this job description as well. Because hiring for culture fit and shared values during the hiring process is really important as well. You need to look for candidates who really do align with your company's mission, your values, and the culture that you're trying to set on the team. A good culture fit can lead to increased job satisfaction, increased performance, and honestly lower employee turnover as well. So phase number one is simply an in depth application. I, I put together our own application, we tweak it based on the role, but overall it's fairly similar from role to role. And all I did was create this using a Google form. So I actually don't typically post on job sites though I know a lot of industry experts who've had great success with it. I've had great success simply opening it up to my audience. So I open it up to my email list, I announce it on social media, and very specifically I say, hey, do you know someone who would be a great fit forward this on? And so we've always gotten plenty of applications just doing that. And so I have not had great experience posting on job sites like indeed and things like that. So for now we just are going to continue to do the the same thing that's always worked for us, which is just announcing it publicly and within our communities. So whichever way you decide to do is great though. You're going to just first open the position, announce the job description and open the form for applications. Now, I require a pretty in depth application even at phase number one, because I'm interested to know how interested you are. Are you willing to fill out the entire application? I include several personality tests. I want to know someone's enneagram number Their Myers Briggs and their strength finders because we use this data to figure out whether they're a good fit for each particular role. Now, there's no combination of Enneagram or Myers Briggs that I wouldn't hire, but there are combinations that I know are fitting to certain roles better than others. And so what I would say to you is don't have them do a personality test just for the sake of doing a personality test. I would really make sure to just have the ones that you personally know the most about so that they can help inform your decision. They provide really incredible insight into someone's work style, what motivates them, what their strengths are. And it's been really helpful to just make sure that we match that with the perfect role inside the company. Another thing I do is I require at phase one, a three minute video, basically just sharing with us who you are and why you think you're a great fit for this company. Now that's all I do. I say a three minute video. And so something that I do pretty intentionally is not give them strict instructions on how to upload it. Because honestly, I need to know that you know how to put a three minute video on the Internet and give me a link to it. That tells me a lot about your tech savvy. Ness. Right. We're also a virtual team and I pull team members into videos for our community and our audience all the time. So I need to know what you're like on camera. We also ask a pretty good set of open ended questions. And so a couple of examples of this are, how would you describe your ideal boss? Have you ever worked on a virtual team before? What are your career goals and how does this opportunity fit into your bigger picture? I love asking this because I think that if my vision as the leader of a company isn't big enough to also incorporate the goals of the people on my team, then my vision isn't big enough. So I want to know where they are headed and why, where they want to go. I also ask what are your ideal working hours? And so we've got people in different time zones and obviously in a virtual setting, in a virtual company there's a lot of flexibility, but we want to make sure that we're all working at least with some overlap. And then I always have people rate their expertise on a bunch of programs. So I pretty much list everything, every single program that we use and I make sure they understand that. I'm not expecting them to be experts or even aware of all of them, but I Do want to know if they have any experience with any of the programs that we're currently using inside the business? And then I end that question with, hey, are you an expert at something that I didn't include above? Or do you need to expand on one of your answers? Then tell us below. And then I also have them just attach their regular resume with all of their work experience as well. And so this gives us a really, really nice understanding of who someone is, why they think they're a good fit, what they're like on camera, can they do a video, that kind of thing, what their expertise is in different areas of the business. And so from this we'll take. We usually get around a hundred applications if we open up something like this. And obviously we tweak it a little bit based on the role, right? So they're coming into this Google form after looking at the job description. So we tweak this based on whether it's community management or program management or content management or marketing. And then from that, we'll typically get around 100 applications and we'll choose between 10 and 15 to go on to phase two. And so phase two is what we call sample projects. I think it's really important to do sample projects. These trial projects and periods of working with us really give so much context over someone's skills and what they're like in action and their ability to work with a team and fit in with the company's culture and what their actual work style is like. And so, for instance, if we have someone coming in for content, right, I'll come up with three different sample projects. Let's say, for ease of Math, we've got 12 candidates. Okay, so we have 12 candidates. I'll do three different sample projects, and we'll put four people in each project. Now, this is key because we want to be able to see how people's work looks up against other people's work. But I also don't necessarily need 12 people to do the same exact project. And one of the reasons is that these will be actual projects that we're working on right inside the company. And so one of the key things that we do is that we actually pay all of the candidates for their work on the sample project. And we let them know whether they're hired or not, the work that they do. We basically hired them as a contractor, right, that we'll be able to use anything that they create during this sample project for our own business. So it is actually a great way to get some projects underway as well, but this stage always surprises me. People who I thought were at the very tip top of my list after phase one will just surprise me in phase two. And maybe they'll turn a project in late or they'll ask, you know, maybe too many questions. Obviously we, we like some questions to be asked, but just their working style really comes to life when you include a sample project. And then inevitably someone who maybe I almost didn't even include for sample projects will come out as one of our favorites. You know, they worked efficiently, their work was beautiful, they understood the project, they turned it in in a timely manner. All of these things we're looking at. And having a sample project will really give not only the candidate a chance to really understand what it looks like, what kind of tasks we might be working on and what it looks like to work on our team, but it gives me a much clearer picture of their proficiency, their creativity, and their problem solving skill skills. So no matter what position you're hiring for, I highly suggest putting together sample projects. And if it's going to be time consuming, like let's say, more than an hour, then I also suggest paying for these sample projects so that everyone can feel really good about the time spent there. And then from phase two, we'll choose typically the top three candidates to move on to phase three, which are zoom interviews with me and whoever their manager will be. That's typically Lisa, my integrator, but it could also be Nikita who's in charge of our programs, or maybe Kylie, who's in charge of our customer service. And it's in this final phase that we all come together on a zoom interview. And this is just our chance to really dive deep into their experiences and get to know each other. We ask questions, clarifying questions about maybe their project or their working style or how they see their fit in on the team. But it's a great opportunity to just clarify any doubts that they may have and explain to them more about our goal and mission as a company and then get to know them as, you know, just a regular person a little bit better as well. From there, we will make an offer to the number one candidate. And this brings them, once they accept it, it brings them into an official onboarding process with the team and their manager. And so we've got trainings in place, we've got passwords set up and one password for them, and we do a 90 day trial period. So at the end of 90 days, we'll do a pay review and then also have a meeting where we discuss you Know what they've really experienced, excelled at some places we want them to work better at and honestly just make sure that it's been a good fit for us and that we've been a good fit for them. I mentioned onboarding and training and I cannot tell you how important it is to invest in a comprehensive onboarding. I think that this really, really helps new hires just learn the ropes. It sets them up for long term success and it helps really the productivity of the company overall. You know, a well trained employee not only understands their role and how they fit into our team and our goal, but it also means that they're more efficient and more productive. It also improves employee retention because when someone comes onto the team and really feels like they can wrap their arms around exactly what they're supposed to do, it's to going, going to help them feel valued and welcomed and really just help them know exactly what's expected of them. So in order to do a really effective onboarding, we want to make sure that we're prepared before the new hire starts. We want to make sure that we have everything set up for them, like access to everything that they'll need, access to and trainings on the calendar. We also want to make sure that they've got any equipment and software that they need. And then we basically go into like an orientation phase where me and or the manager gives the new team member our team handbook and really onboards them into our company's history and our mission, our culture and our values. And then of course we move into the actual training. So training is all about the SOPs that we already have in an SOP library. Again, if you missed that episode, it's number 49. And then once we move through training, it really comes down to mentorship and communication. Making sure that that new team member is feeling mentored by someone, usually their manager. And that communication is open. We have regular check ins and we always have like an open door to ask questions and provide feedback. So having all of these resources ready when someone starts really, really just demonstrates your professionalism, your organization. And it's also going to empower that new team member, that new hire to take charge of their own learning and development. We really love to see people do what we call intrapreneurship, which really means acting like an entrepreneur inside someone else's business. And we have a team full of entrepreneurs that really work beautifully together because of this. This is how you get to work more in your zone of genius. Again, that's where your greatest passions and your best Skills intersect, it's that work that you excel at and you enjoy the most. And it's the greatest contribution that you can make to your, your business. Which means that it's also what propels your business to grow quicker and find more success. So typically you, as the CEO of your business, anything that you're doing that's in your zone of genius will be the thing that actually moves the needle for your business. And so working more, spending more time in that zone will help you find more success and scale more quickly. Right, because when you're trying to do everything yourself, it's challenging to spend time in this zone of genius because you're feeling bogged down in all of the day to day tasks, all of the administrative work, all of the areas where honestly you don't enjoy and you're not particularly skilled at either. And that just leads to feeling frustrated, maybe feeling burnt out, or just being stuck in your business. So, so hiring and getting help allows you to delegate all of the tasks that are outside of your zone of genius. Again, that's things likely like administrative work, maybe some marketing, maybe customer service, or anything that you do that isn't uniquely aligned with both your skills and your interest. So delegating these tasks allows you to focus more on the work that you love and, and that you're good at. And it doesn't just lead to more enjoyable and more fulfilling work. It can also have a dramatic impact on your business because when you're able to spend more time doing that high impact work that you love, you're likely to be more creative, more innovative and more effective. And this leads to higher quality products and services, happier customers, and ultimately a more successful, successful and bigger business. That is a wrap on this fairly in depth episode. All about your zone of genius and how you get to work more inside of it. Again, don't forget to head over to today's show notes to get the download your task audit so that you can really start to identify what things you want to give away, what things you want to get rid of, and what things that you want to keep keep. And then you'll have a big list of different ways and resources that you can begin to get help in your business. We'll also walk you through how to calculate your hourly time so you know what you're aiming for when you hire someone else in your business as well. All of that can be found over@the professionalcreative.com thank you all for tuning in to today's episode. Remember, my goal for you is that you love what you do, that you have free freedom in your business. That you can do the things that you really, really enjoy. And you can also have a wildly successful business. Create the beauty that you want to see. Come alive in the world. And remember, there's room for you. I'll see you next time. Bye for now.