Once you’ve identified the key systems that make your business money, it’s now time to extract them.

But here’s where many business owners get tripped up... they try to create all the systems themselves! And once they’ve been created, then they feel an overwhelming pressure to perform all of the systems themselves. 

As a business owner, you’ll never be free from the day to day operations if you’re always deciding to involve yourself in them.

This is a pivotal decision point where businesses can either remain in the stationary stage and continue to decline, or start systemising the right way so they can move to the scalable and saleable stages.

I had a breakthrough moment with a client this week who has been working hard on breaking free from doing things the way he’s always been doing them. 

His words to me (in a troubled tone) were, “It's almost like I don’t care anymore.” 

On the surface that sounds...

 Contributed by: Robert More’ - BYLT Restoration 

People are the greatest asset a company can have. Good people gravitate to good culture which starts at the top.  

Techs want to be managed. They need to be managed; they will leave if they aren’t being managed. Employees coming into the restoration work force are looking for structure and organization. In the book by KnowHow, “ Why Workers Quit” they say that the new employees coming into a company are looking for high levels of structure on their on-boarding. They also say that today's worker isn’t looking to jump ship right away. They are looking to lay down roots and stay. Give them what they want. Be the company they want to be a part of from the beginning.
Become a process driven company.

People and their environment 

A violinist played 45 minutes on the New York subway. 4 people stopped and one clapped and they managed to raise 20 dollars.

The following...

Superstar: a star (as in sports or the movies) who is considered extremely talented, has great public appeal

Here at Restoration Advisers we get the opportunity to meet some incredible people, and from time to time the people also get to meet each other. 

Disaster Podcaster Season 2 Episode 6 is where 2 superstars meet and share their perspective on the industry, share their journey to leadership, and help the listeners understand and get a perspective that isn’t generally on podcasts! 

One industry

2 superstars

2 different journeys

One works in a family owned business

One has worked at multiple companies

One is a Triple Master

One has a lot of experience in fire restoration (and is a volunteer firefighter)

Both started at the bottom so to speak. 

Both are now in leadership roles

Both are dedicated to the restoration industry

Both are creating more leaders by leading well

Both Robert More, and Dylan Timmel will be on the Disaster Podcaster Season 2...

 We asked “What is your #1 tip for trying to hire someone?” It could be a tip for recruiting, or the hiring process.

We polled Restoration Nation, and other business professionals on LinkedIn, to get some tips and tricks from those who are in the trenches so to speak. 

We got a variety of responses, but it was interesting to note some of the similarities.

Here are some of them.

• Use the interview process to show them what working for you will look like (showing your values, communication skills, integrity, and respect for them/their time and efforts). - Saas Industry
  
  
• I always found it helpful to have the applicant "ride-along" for a couple hours with a seasoned employee or myself so they can see what the job entails. Then bring them in for the interview immediately afterwards. This gives the applicant a real life view of "what they are getting into" and gives you and/or a trusted employee a look at how they interact and handle things in real life. Not all...

We polled some great restorers recently about the biggest mistakes they've made as leaders. 

The conversation was interesting. 

The most common response was keeping a bad employee. This is certainly understandable, especially given the current climate surrounding staffing. 

The second most common response was trusting your gut. Keeping a bad employee could certainly be part of trusting your gut, and if it were, then this would overwhelmingly be the leader. 

There is a great book on this subject. Its called "Blink: The power of thinking without thinking" by Malcolm Gladwell. Check it out in our Book Vault. 

We are human. 
We screw up. Some days it feels like we screw up a lot more than others
Most of us learn, and move on. 

But we all have that screw up that we may tell others later by starting the story with "there was this one time". 

We'd love to hear your story. 

Join Restoration Nation to share your story!

This is right off the notebook of Klark... he sent this to our clients but I wanted to share it with you too!

Its so good. And it really addresses a challenge that the industry is facing right now. 

I know in this current climate of human assets, this is HARD….but I have ALWAYS looked at hiring a new person to the team as an investment.

I would do my research

I would make sure exactly what I am hiring for

I would expect an ROI. A $50,000 annual person can make you 50k, lose you 50k or make you $600,000.

Isn’t that worth finding the right person.

The idea of turning down work doesn’t sit well with many…..but I continue to watch us play Russian Roulette with our customers, our brand and burn our other staff or management but asking them to manage people that won’t ever really care about your business or their part in it.
These people should NEVER be allowed to wear your shirts. Decline a job before you let that happen.

If you go to a...

While I have not been able to confirm this story to be true, the moral of the story is a good one. So I want to share it with you.

This was shared online and I happened to come across it while digesting turkey and stuffing leftover from Thanksgiving.

One day Albert Einstein wrote on the board:

9 x 1 = 9

9 x 2 = 18

9 x 3 = 27

9 x 4 = 36

9 x 5 = 45

9 x 6 = 54

9 x 7 = 63

9 x 8 = 72

9 x 9 = 81

9 x 10 = 91

The chaos started suddenly in the hall because Einstein made a mistake. This was Einstein! How could this genius get such a simple equation wrong?

Correct answer 9 × 10 =. And all his students ridiculed him.

Einstein waited for everyone to be silent and had a powerful lesson that no one soon forgot:

"Despite the fact that I analyzed nine problems correctly, no one congratulated me. But when I made one mistake, everyone started laughing. This means that even if a person is successful, society will notice his slightest mistake. And they'll like that.

So don't let criticism...

The Great Resignation is upon us. We can worry about the future, or we can figure out how to turn the resignation from other companies into opportunities to hire incredible talent.

After talking about the what and the why of the situation we find ourselves in, we will dig into the how. We have a tool to help you maximize your opportunity and streamline your hiring and onboarding process. A good process can help you make better decisions, and hopefully make better decisions on the people you hire!

Lets dig in.

Arguably politics may or may not play a role in this. We digress. 

 We need to figure out why so we can address the problem and become an attractive company and bring in some incredible people. 

Forbes put out an article for leaders to consider.

Here are some takeaways:

• Forty percent of employees cited burnout as a top reason for leaving. 
• Employees were so dissatisfied with their situation that more than one-quarter (28%) of all respondents left their...

Staffing is an incredible burden to the restoration industry as a whole. But we can take solace in the fact that it's an epidemic and it is not sparing anyone, especially blue collar industries.

We actually did a podcast on this subject. It is definitely one of the most popular episodes to date. It is titled “I got 99 problems, and staffing is one”. 

We have also created a template for a recruiting and hiring process that you will be able to download for FREE at the end of this post. 

We talk with restoration companies every single day, and we hear the same thing from everyone in every corner of the country:

We can’t find help.

No one even applies.

If they apply, they are no call no show to the interview.
 

Its the same story!

What do we do?

Everyone is tired of hearing culture and money is the solution. 

But the truth is, these are big factors. The companies that we see thriving in this tumultuous time are companies that are paying well, and...