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Are you checking in with yourself and your mental health?
We know Mental Health Awareness Month has been all about how we, as leaders, can support our employees. But let’s flip the script for a moment: what about your own mental health?
What's at risk when you're always operating at full throttle without a break?
This week, we have a story you don't want to miss from Mary Beth Storjohann, Co-CEO of Abacus Wealth Partners.
It's powerful to hear a woman who's achieved so much career success talk openly about mental health struggles. It reminds us that no matter where you are in your career, mental health is crucial.
Mary Beth shares her journey of success in a male-dominated field, candidly discussing what led her to a mental health breaking point and how she bounced back with a fresh perspective on boundaries and protecting her peace.
She also dives into the unique pressures on women in leadership and the impact we, as female leaders, can have on the people we lead.
Tune in to hear Mary Beth's story and get inspired to prioritize your own mental health while leading with compassion and strength.
About Mary Beth StorjohannMary Beth Storjohann is Co-CEO of Abacus Wealth Partners. She is a CERTIFIED FINANCIAL PLANNER™, author, and speaker with 19 years of experience in the financial services industry. She joined Abacus in 2019 as Chief Marketing Officer after successfully launching and growing her own RIA firm and in 2022 was appointed as Co-CEO.
A believer that “actions speak louder than words,” Storjohann is known for sparking conversations and modeling change in the financial services industry by leaning into uncomfortable dialogue and decisions in order to leave the world and our industry in a better place. She is a fierce advocate for women, diversity, equity & inclusion, and making financial advice accessible to underserved populations and has been invited to speak at various industry and consumer-focused conferences about the work Abacus is doing in these areas.
Mary Beth has been featured in major media outlets such as The Wall Street Journal, NBC, Glamour, NPR, The New York Times, Women’s Health, Cosmopolitan, CNBC, Forbes, and more.
Her accolades include the “Top 40 Under 40” by Investment News, being listed as a 2023 MO 100 Top Impact CEO by Big Path Capital, and she was named a Top Ten Most Influential Advisor by Investopedia – a list celebrating financial advisors making significant contributions to critical conversations about financial literacy and wealth management.
Mary Beth lives in San Diego with her husband, a 5 & 7-year-old who are constantly demanding snacks, and two rescue dogs.
Links MentionedFind Mary Beth and Abacus Wealth online:
WEBSITE: https://abacuswealth.com/ <- make sure to check out their free course for business owners getting started with their finances!
PODCAST: “If Money Were Easy”: https://abacuswealth.com/podcast/if-money-were-easy/
On this podcast you’re going to learn from leading authors, business owners, professionals, and many of our very own in-house financial professionals from Abacus. Expect to hear about money and values, growing your wealth, creating an impact, leadership, financial wins and (some losses), and more. Our goal is that you walk away from each episode with at least one takeaway that you can implement on your financial journey.
Available on your favorite streaming platform.
INSTAGRAM: @Marybstorj on IG
BOOK: “Work Your Wealth: 9 Steps to Making Smarter Choice With Your Money on Amazon” https://www.amazon.com/Work-Your-Wealth-Smarter-Choices/dp/0692627332
Get a free copy of the...
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You know what feels ickier than having that awkward underperformance chat with an employee in a stuffy conference room?
Having to do it over Zoom.
We’re huge champions of remote work, but it definitely throws in some extra hurdles for managers. Especially when you don’t have the benefit of connection from in-person settings.
Addressing underperformance is never straightforward, no matter where your team is. But when you’re dealing with it remotely, knowing the right (and wrong) way to handle it makes all the difference.
Today’s episode is all about how to identify underperformance, when to bring it up, and how to address it with 14 quick and easy DO’s and DONT’s.
Tune in now!
LINKS MENTIONED:Conversation Log: Use this as a framework for documenting situations and behaviors on your team that should be recorded as part of your team member's employee file.
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Saknas det avsnitt?
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Say it with me:
“My past experience in corporate America won’t dictate how I conduct employee performance reviews. I’m not here to give negative feedback just for the sake of documentation.”
Performance reviews have a bad rap, but they don’t have to suck. When we rethink the purpose of the review process, it can actually become something everyone looks forward to.
Today, we’re offering a new perspective that will make performance reviews positive and productive, without the dread or anxiety.
We’ll cover:
Why performance reviews are still a must
How to set the stage for a productive review conversation
Understanding the difference between compensation reviews and performance reviews, and when to combine and/or separate them
The impact of your company’s culture on your performance reviews;
A common mistake in evaluating employee performance
How to use performance reviews to boost employee engagement and satisfaction
Basically, we’re here to show you that performance reviews can be beneficial for the company, uplifting for the employee, and empowering for you as a leader. As a modern leader, you have the unique opportunity to reshape this process to fit your business and your team. That’s what effective leadership is all about!
Tune in and let’s reset the standard for performance reviews together!
LINKS MENTIONEDJoin our Set To Scale membership: https://the-paradigm.com/settoscale
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Performance management: Love it? Hate it? Wondering what the big deal is?
It can be a real mixed bag. Maybe you skip into those meetings, giddy to shower your team members with glowing feedback and praise. Orrrrr maybe you’re dragging your when the feedback is a bit more…complicated.
But what if there was a way to make performance evaluations less of an emotional rollercoaster…
Today’s episode is all about how to shift from that dreaded annual review to continuous, two-way feedback that genuinely nurtures growth.
We're talking all about:
Reframing the role of a performance evaluation;The magic of continuous feedback in promoting collaboration;How to cultivate a coaching culture that meshes with your team's dynamic and your company's operations;3 practical strategies our clients have successfully implemented to keep feedback flowing smoothly, without sacrificing their unique cultures or leadership styles.And, yes, why face-to-face meetings still matter, even for remote or asynchronous teams.We’re not here to convince you of the benefits of performance evaluations. We’re acknowledging the nuance of not wanting to do them, and how to put mechanisms in place to make the process a more natural, productive part of your workplace.
SHOW NOTES:Schedule a free consultation to learn more about The Paradigm Solution, our 90-day HR-in-a-box service: https://the-paradigm.com/contact
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We're baaaack baby!
Kelli Jones and I are at it again with more Bravo legal drama, more HR disasters, and more fun. And maybe a little snark. I mean, we ARE talking about Bravo afterall.
Kelli is a trademark attorney, a fellow reality TV aficionado, and my go-to friend for Bravo drama and lawsuit breakdowns.
This time, we're covering:
Trademarks and why they matterUpdates on the Caroline Manzo / Brandy Glanville lawsuitOur thoughts on the blatant racial discrimination within the Bravo networkKristen Doute’s controversial comeback after being canceled (with lots of snark and eye rolls) Performative actions and the lack of accountability among Bravolebrities Safety concerns on setAnd, of course, we're breaking down the legal and HR implications of it all.
If you're looking for some real world examples of what can go wrong when a business skirts around strategic HR, look no further.
Come gossip with us!
SHOW NOTES:Find and follow Kelli online!
Website https://www.lawyerkelli.com/
IG: @lawyerkelli_
TikTok: @lawyerkelli
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They might just be faces on a screen, but your employees are real, living humans who need more than KPIs and goals to truly thrive.
Don’t get us wrong — clear goals and expectations are 100% crucial for measuring success. You'll never catch us telling you NOT to clearly communicate goals and expectations. But true leadership goes beyond just tracking performance. It's about filling each team member’s cup with motivation and engagement in ways that suit their unique work styles.
This doesn't just boost their productivity, it contributes to your ability to lead effectively.
Filling those cups means really getting to know your people beyond the checkboxes on their task lists.
Let’s talk about this invisible layer of culture building that many leaders overlook, especially when managing remotely.
SHOW NOTES:Take the Leadership Archetype Quiz to discover your unique leadership style and get personalized tips for leaning into your natural skills and abilities: https://the-paradigm.com/quiz
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Think your small business doesn’t need Public Relations? Don't write it off yet!
You might be wondering how a publicist could possibly help your under-the-radar biz. Or thinking you’re too “small” for a PR strategy.
But before you dismiss the idea, let Brittney Lynn share some insights that might just totally change the way you see PR and its potential for your business!
Brittney is a thought-leader for how purposeful connection can change the world. Through her agency, The Human Connection Agency, she’s leading the way in the online business space for companies who are looking to connect authentically with their audience and share their stories through a thoughtful PR strategy. Her clients have been featured in places like The New York Times, Fast Company, Real Simple, Forbes, Business Insider, The Today Show, The Wall Street Journal, Bloomberg, and more.
She also has lots of thoughts about Tom Sandoval’s PR disaster, which I just can’t get enough of.
Timestamps:02:52: The importance of PR in a marketing strategy (even for small businesses!)
06:11: Crafting a unique message and point of view in PR
11:55: Overcoming limiting beliefs holding people back from putting themselves out there
13:14: Where to start with pitching yourself
20:14: The reality of being more visible
27:43: The long-term nature of PR and the need for persistence
37:02: Good vs. terrible podcast pitch strategies and how to be a stellar guest
52:30: PR lessons from Tom Sandoval and the Vanderpump mess
1:21:59: Similarities and differences between HR & PR
Links Mentioned:Learn more about Brittney and her PR agency: https://www.humanconnectionagency.com/
Follow Brittney on IG @brittneyllynn
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When done right, employee and client appreciation gifts can stop your recipient in their tracks and generate a fantastic ROI. #goals
But if you miss the mark, they'll breeze past these gifts without a second thought, tossing them (and your hard-earned business dollars) in the trash as they go.
Eh ehm, no, that new client you just signed doesn't feel special opening a box of generic, branded knick-knacks weeks after onboarding.
Turns out, there's a lot to consider in crafting a gift-giving strategy!
This week, the Queen of intentional gifting, Kristin Fisher of Bocu, joins us to discuss how and why to integrate thoughtful gifts into your overall marketing strategy.
We unwrap:
Strategies for meaningful and purposeful B2B and B2C gifting that reflect your values and ensure a worthwhile investment.The trust that develops through the physical exchange of gifts.Why promotional materials are not equivalent to meaningful gifting, whether for teams or clients.When to include your logo on a gift and when to leave it off.Tips for maximizing your gifting budget to achieve the greatest return.Innovative and affordable ways to show appreciation that deliver tangible ROI.She’s also built an incredibly thoughtful and intentional ecommerce brand that we’re swooning over. Whether you’re product or service based, there’s something for everyone in this episode!
ABOUT KRISTINKristin is a former corporate retail buyer turned small business owner & retail coach. Bocu came to life in 2018 as a solution to make it easier to send a thoughtful gift without sacrificing your gift-giving style or standards.
LINKS MENTIONEDFor businesses looking to send thoughtful gifts, head to www.shopbocu.com and use the code UpAndUp15 to receive 15% off
Follow Bocu on IG @shopbocu
Kristin also offers Retail Strategy Coaching and Mentorship for product-based brands, makers, brick and mortar stores. Visit https://kristinfishercoaching.com/ to learn more!
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“But Kira, aren’t employees more expensive than contractors?! I can't afford to be compliant!”
We’ve heard it a million times, and we know why. There's a lot of misinformation out there. So we’re putting this fallacy to rest once and for all.
We’re diving into the 3 actual costs of hiring an employee versus a contractor. What exactly will hit your budget? We'll break down the must-pays (eh ehm, taxes), the optional extras, and how much to budget to keep everything HR compliant when working with employees.
Plus I’m revealing the most unexpected, often overlooked cost of bringing on an employee. Trust me, it’s not what you’re thinking.
Let’s bust this myth together!
SHOW NOTES:Employee Cost Calculator: Download the calculator here and start plugging in your numbers today! https://settoscale.com/products/employee-cost-calculator?_pos=1&_sid=7a0642f27&_ss=r
Set To Scale: Join our monthly membership for personalized HR solutions that grow with your business. Learn more here: https://the-paradigm.com/settoscale
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Ever feel like you're carrying the weight of your team’s happiness and productivity on your shoulders?
It's too much, right? Especially for compassionate leaders who genuinely care about their people.
Good news, straight from the HR horse’s mouth! You’re not actually as on the line for everyone’s wellbeing as you may think. Let's rethink our responsibilities as leaders.
If you're leading a blended team of employees and contractors and finding it tough to manage everyone’s wellbeing, let’s chat about where to channel your leadership energy and where it's okay to take a step back.
Leadership is heavy enough as it is…this episode will help you lighten your load!
Timestamps:2:15 The Responsibility of Business Owners and Leaders To Your Team
6:25 Demanding a Good Client Experience From Your Contractors
11:45 Different Leadership Approaches for Employees and Contractors
15:25 Managing Performance and Enriching the Employee Experience
18:35 Legal and Compliance Implications Of How You Treat A Blended Team
LINKS MENTIONED:Join Set To Scale: https://the-paradigm.com/settoscale
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Feeling like your biz isn't quite clicking the way you hoped? It’s not just you!
Entrepreneurship can be a real cluster f*ck sometimes. But we sit firmly in our belief that sharing stories from those who've navigated the twists and turns to success is what keeps us all going!
So today, Jamar Diggs and I giggled our way through this warm-hug-of-an-episode as he shared his leadership journey, from Busch Gardens to YouTube Marketing Strategist, and A LOT in between! Jamar is sharing it all; launching his own agency, wrestling with the whole contractor vs. employee dilemma, course correction as a manager with internalized trauma from past jobs, and ultimately switching up his entire business model to align with how he works best (isn’t that what blazing your own trail should be all about?!)
Whew! Jamar’s candidness is a refreshing reminder that we're all out here just learning and figuring things out as we go!
PLUS, Jamar gives us a crash course on YouTube marketing and nurturing your audience through the funnel of engagement…get ready to take notes!
SHOW NOTESJoin The Low Lift Club here: https://jamardiggs.com/community
Access Jamar’s Free Training, “YouTube Funnel Blueprint”, here: https://jamardiggs.com/blueprint
Follow Jamar on YouTube and Instagram (@jamardiggs) for lessons in all things YouTube, and tons of laughs!
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Let's pick up right where we left off, shall we?
Last week, we delved into the DOL's first three factors of contractor vs. employee classification, covering control, investment, and permanence, and how they influence your hiring decisions.
This week, we're wrapping up our deep dive with the final three factors, complete with real-world examples to help you apply them. By the end of this episode, you'll have a clearer understanding of whether a role in your business calls for a contractor or an employee.
If you missed last week's episode, be sure to check it out first, then come back here to round out your understanding of worker classification under the DOL’s Final Ruling!
Timestamps:5:13: Factor #4 - Nature and Degree of Control
13:03: Factor #5 - Extent To Which Work Performed Is An Integral Part of Potential Employer’s Business
17:34: Factor #6 - Skill & Initiative
SHOW NOTES:The DOL has a super helpful compliance guide for small entities navigating this new law.
Full link here: https://www.dol.gov/agencies/whd/government-contracts/small-entity-compliance-guide#overview
Have more questions about the DOL’s Final Ruling? Schedule a free consultation and we can assess your risk and help you come up with a plan moving forward.
Full link here: https://the-paradigm.com/contact
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Whew, time to lighten the mood around here!
We’ve spent the last few weeks digging into some heavy stuff, what with the DOL’s Final Ruling and all its implications on your business, and I know we could all use a little reprieve.
So today we’re taking a sharp left turn and gossiping in the other language I speak fluently: BRAVO DRAMA!!
I’m joined by attorney and fellow Bravohead, Kelli Jones, to pour some of the juiciest legal tea on Bravo stars' legal battles and the big takeaways we can all learn as business owners, managers, and leaders.
Kelli is a lawyer, passive income strategist, and digital entrepreneur with equal parts dreamer and doer. She ditched her 9-7 for her own law firm in 2020 and never looked back. Kelli traded working all the time for a job she hated in a toxic environment to build a brand of her own to help entrepreneurs stop dreading the legal and start taking it seriously.
TIMESTAMPS:1:59 Kelly’s Villain Origin Story
16:20 The Consequences of Workplace Issues in Reality TV
17:55 A Breakdown of Caroline Manzo’s Lawsuit Against Bravo
27:10 What Policies Other Reality Show Networks Have Put In Place To Prevent/Mitigate Legal Drama
34:00 Leah McSweeney’s Lawsuit Against Bravo and Andy Cohen
36:55 Involvement Of Andy Cohen As An Employee Of The Bravo Network
42:37 Legal Analysis of Rachel’s (formerly known as Raquel) Lawsuit
1:01:32 Hope for Cleanup Within Bravo’s Work Environment
SHOW NOTES:Find and follow Kelli online!
Website https://www.lawyerkelli.com/
IG: @lawyerkelli_
TikTok: @lawyerkelli
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Let’s get down to the nitty-gritty, shall we?
The past few weeks we've been painting with broad strokes about the DOL's Final Ruling on the whole contractor vs. employee saga. If you’ve been following along, you’ve def heard us say that there are now 6 factors to consider for classifying your workers. But we haven't really rolled up our sleeves and gotten into the weeds of what those factors actually mean…until now!
Hit play for a deep dive into factors 1-3, and stay tuned for next week's episode where we'll tackle factors 4-6. If you have a team, or are thinking about hiring in the future, you’ll wanna be all ears for this!
Timestamps:6:00: Factor #1 - Opportunity for profit or loss depending on managerial skill
9:28: Factor #2 - Investments by the worker and the potential employer
15:35: Factor #3 - The degree of permanence in the work relationship
18:24: Tips for Freelancers who need to talk to their client about being misclassified
Links Mentioned:The DOL’s Small Entity Compliance Guide
Full link here: https://www.dol.gov/agencies/whd/government-contracts/small-entity-compliance-guide#overview
Let's talk! Schedule a free consultation and we can assess your risk and help you come up with a plan moving forward.
Full link here: https://the-paradigm.com/contact
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POV: You’re totally overwhelmed by the DOL’s Final Ruling on independent contractors.
The past few weeks have been a whirlwind of info on this game-changing update from the DOL, and lots of businesses are scrambling to find their footing in this new terrain. So we’re taking a few steps back to come at this whole convo from a different angle.
I'm hitting pause on the "next steps" chat to dive into the who, what, when, where, and why of the DOL's shiny new rules on independent contractor classification. Getting a grip on the origins and true intentions of these laws is key to understanding their impact on your biz.
Trust me, once you know WHY these rules are in place, compliance will feel like a total no-brainer.
LINKS MENTIONED:I don’t get to say this a lot, but the DOL’s Compliance Guide is actually pretty user friendly and easy to read! Check it out here: https://www.dol.gov/agencies/whd/government-contracts/small-entity-compliance-guide
The Paradigm Solution: Laying the groundwork for hiring employees is definitely a bigger undertaking than working with contractors, but our signature done-for-you HR service takes the weight off your shoulders and sets you up for long-term success. Learn more here: https://the-paradigm.com/the-paradigm-solution
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Clock’s ticking!! The DOL’s new ruling on independent contractor misclassification goes into effect in less!than!a!week!
What does this mean for you??
Well, if you’re a business owner who nods your head “yes” after reading reading these two statements:
You understands you’re not in compliance with how you’ve classified your team and are ready to switch from contractors to employees; and,You want to keep the same folks in the same roles, just with a new classification to get your business on the right side of the law.
Then the time is NOW to sit down and talk to your team about proposed changes to their classification and to make sure everyone’s on the same page.
But now you’re probably wondering how the heck to bring up this conversation with them, right? What do they need to know about the switch? How will this *actually* impact your relationship with them? What if a contractor refuses to make the switch?
Let’s get into it!
Tune in for talking points and additional context you need in order to have confident and productive conversations about this time-sensitive topic. You don’t need to be scared of this conversation, but you do need to be prepared!
Links mentioned:Our Set To Scale Template Shop features employment offer letter templates to help you craft a well-thought out offer that brings clarity and structure to the switch from contractor to employee. Type “Offer Letter” into the search bar to find templates for several different employment scenarios, depending on your unique situation.
Not sure if you need to make the switch from contractor to employee? Listen to our past episode “Does My Business Need An Employee Or Contractor” to learn more about the difference and things to consider!
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Here’s 1 of the 398,402 things nobody teaches you when building a brand and becoming a leader:
Your external brand ≠ your internal company culture. Just because the world sees your brand in a certain light doesn’t mean your team has to march to that beat behind the scenes.
Few people know this better than Kailtyn Parker of Copy Uncorked. Her business’s brand is strategically drenched in wine culture, but don’t let that fool her – their internal culture isn’t exactly what you’d expect.
Tune in to hear Kaitlyn’s approach to leading a team that's as intentional and well-thought-out as her iconic brand. Bring your favorite glass because she’s pouring up insights on:
🍷The critical role of culture-driven hiring, especially when your brand and your culture aren’t one in the same
🍷The role of personality tests, method acting, and mirroring in effective leadership
🍷How “remaining in choice” steadies the wild ride of entrepreneurship
🍷Lessons in leadership from her days at Lululemon
🍷Putting a premium on Subject Matter Experts when hiring a lean team
We always knew Kaitlyn is a wordsmith, but dang – the wisdom she drops in this episode is *CHEF’S KISS* for anyone trying to step up their leadership game.
ABOUT KAITLYN AND COPY UNCORKED:
Kaitlyn Parker is the founder/CEO, brand strategist, and wine enthusiast behind Copy Uncorked - a full-service copywriting & creative agency pouring up personality-fueled sales copy to help brands grow. Based in Virginia Beach, Virginia, Kaitlyn holds a Master’s in Strategic Communications and has worked with 200+ clients worldwide in her 8+ years of industry experience. She's also developed Copy Uncorked's suite of educational products for non-copywriters—collectively known as CU Edu. Each program is designed to help emerging entrepreneurs develop their brand messaging, write their own website copy, and every piece of copy after that.
LINKS MENTIONED:
Connect with Kaitlyn on Instagram @copyuncorked or visit copyuncorked.com.
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Psst…I don’t know who needs to hear this, but:
It’s time we move past the old-school belief that real work only happens when we’re all parked in office chairs. That mindset is as outdated as the office cubicles tech giants are trying to herd their talent back into (oops! Guess I do know who needs to hear this!)
Do remote work relationships crash and burn sometimes? For sure. But it’s not always about the distance. More often than not, it’s about the people and the policies, or lack thereof, that are supposed to have their backs.
As leaders in this “new normal” way of working, it’s crucial we adapt. So let’s talk about the 3 things to focus on in your remote work policy to empower those who thrive in the virtual workspace.
Timestamps:
00:38 The Fallacy of Remote Work
02:49 Misconceptions about Remote Work
03:55 Failures in Remote Work Relationships
05:54 Creating Company Policies For Remote Work
07:29 Guidelines For Remote Work Behaviors
08:10 Setting Expectations for Remote Work
15:33 Using Metrics To Create Tangible Goals
21:24 Learning Opportunities For Leaders and Managers in Remote Work
LINKS MENTIONED:
Prior To The Hire Guide - we’ll help you think through all the things you didn’t know you needed to think through before making your next hire!
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What’s your most unpopular opinion as a manager or people leader?
I’m sharing mine this week, and it’s going to ruffle some feathers. It’s about one of my rules for internal communication with my remote team, and it’s one that I think a lot more leaders should adopt. This one small boundary has helped me establish a company culture steeped in respect for my team's space and energy, while aligning the way we work with the my values as a business owner.
Come for the hot take, stay for the essentials of effective communication for your own remote team!
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Think leading a remote team is just a game of juggling Zoom calls and Slack messages in an effort to herd your team in a march towards deadlines? Think again.
It's actually a trust-building marathon, and many leaders are dropping the baton by not establishing trust early or consistently enough with their team, leading to some major backfires.
Building trust and accountability with a remote team isn't a 'do it once and dust your hands’ kind of task. It's an ongoing journey and a continuous leveling up of your leadership skills. This isn't just a process; it's an evolution that mirrors your growth as a boss (how badass is that??)
This week, let's dive into the world of the unseen – the intangible elements of building trust at work. We'll explore some concrete strategies to plant the seeds of trust and accountability within your team, nurturing them to grow in ways that resonate with your unique leadership style.
Listen now!
LINKS MENTIONED:
People Leader Archetype Quiz: Discovering your leadership archetype will reveal where your strengths are in communication and leadership, and can help you identify how to build trust with your team. Take the quick quiz now and empower yourself to become a better leader!
- Visa fler
