The Business Millennials Podcast

2.5 Understanding Your Leadership Style and Utilizing It To Hire For Business Growth

• Ashley Dreager • Season 2 • Episode 5

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In this episode, Safa Harris and Ashley Dreager discuss key strategies for effective hiring and team building in growing businesses. They explore the importance of hiring for roles rather than individuals, understanding personal and team strengths, and the challenges of letting go of control as a business owner. The conversation also touches on interview techniques, self-reflection for business owners, and the significance of being in the right mindset to receive and act on business advice.

Key Takeaways:
• Hire for roles based on business needs, not just personal connections
• Use tools like CliftonStrengthsFinders to assess and complement team strengths
• Allow hired experts to take ownership of their roles for best results
• Effective interviewing involves asking strategic questions to gauge problem-solving skills
• Business owners need self-awareness and a regulated nervous system to make good decisions

Timestamps:
0:59 - Discussion on hiring the right person for your business
3:28 - Introduction to using CliftonStrengthsFinders in the hiring process
7:47 - Challenges of letting go of control as a business owner
13:21 - Safa's favorite interview questions and techniques
20:51 - Strategies for business owners to identify their strengths and weaknesses
28:31 - The importance of self-reflection and a regulated nervous system in business decision-making
34:16 - Mention of a free business audit offered by Safa and Ashley's company

Referenced Links:
• CliftonStrengthsFinders
• ClickUp Affiliate Link
• Dubsado Affiliate Link
• Free business audit

Is your business just not the vibe right now and you can't seem to get it going, even though you feel like you're doing #AllTheThings? Fill out the linked audit form to give us the inside scoop on your current situation, challenges, and goals. That way we can spot your strengths, opportunities, and outline next steps, keeping a sustainable & scalable business in mind.

Free Audit:
https://scaleandthriveco.com/strategy-assessment/

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Intro:

Welcome to the business millennials podcast. This show brings you strategic insights through raw and unfiltered real world advice to accelerate your business growth for longterm success. I'm Safa Harris, and I'm Ashley Drager. We're the founders of scale and thrive co a full service marketing and business development firm, helping visionary companies scale sustainably. Expect us to have the uncomfortable conversations that no one else is having. We'll break down what it really takes to grow and scale your business beyond six Seven or even eight figures, as well as inspiring interviews with diverse leaders across marketing, product development, sales, and more via fly on the wall as we conduct strategy sessions with business owners, experiencing issues such as plateaued income, burnout, and generally dropping the ball, giving you the tools and resources to break through your own roadblocks, but also personal development methods to grow you as a balanced conscious leader amidst business growth. Let's jump into this week's episode.

Ashley Dreager:

Mm

Safa Harris:

I was doing like a workshop and in that we were talking about leadership scales and building out your org chart because the attendees of this workshop essentially, they're looking to, they're either solopreneurs or solopreneurs plus one. And they're looking to grow and scale their business. And they're looking to hire a team to take on more of the day to day work. And in this particular workshop, the conversation was about, okay, well, how do I know if I'm hiring the right person? do I know if they're going to be the right fit for my business? So there's a couple aspects of that. So one is one, don't hire a person, hire a role. So understand what the gaps are for your business that the business needs. Just because you like someone or think they're a good fit for your culture or whatever, that might not be the right person. fit to hire because that's not what your business needs right now. You need to hire the role and don't make the role fit for whoever it is. So if you're like, Oh, I really like and she's great, but she has this weakness and that's kind of what we need, but we can make it work for Sarah in XYZ way. Right? Don't do that because then you're still going to have those gaps and those problems. And then maybe, yeah, you can hire Sarah for the role she's in, but you still need to hire her for whatever the gap is.

Ashley Dreager:

hmm.

Safa Harris:

that's one

Ashley Dreager:

Mm

Safa Harris:

of it, of aspect of filling the gap your business needs. But then the other part is knowing yourself as a leader and how you work. And especially if they're working directly with you, understanding, oh, these are my strengths, and these are my weaknesses, and the business needs strengths in these areas that are my weaknesses, and hiring people that are in those strengths. And then one level further, when it's a full team, That's doing that when it you take a like an audit of all the strengths on the team you know, hey, the business is missing these strengths, you hire based on those. So a lot of times, especially when people have the funds in the hiring process, I recommend using Clifton StrengthsFinders.

Ashley Dreager:

Mm. Not

Safa Harris:

the Clifton StrengthFinders and obviously there's like the baseline basic. Strengths Finders, which tells you what your core strengths, and then from there you can be like, oh man, I'm really bad at execution. I need, but I'm really strong at strategy. I need someone that's going to be able to be really strong at execution to do that. So you know yourself well enough that you're like, that's not a strength of mine, but I need to fill that. that's a problem. And again, my business is happening having by hiring someone that's an Executor I was going to say executioner. I was like, that's not good

Ashley Dreager:

that.

Safa Harris:

And then the next next level as you're growing and you're hiring more and more team members, especially team members that are going to be working on projects together or anything like that, you can create a little matrix and be like, so make sure you have a well balanced team that you're covering all of those. So obviously that adds an expense to your hiring process where you're paying for people to take the strength finders and whatever it is, but then you're making sure you are hiring a well rounded team. One, um, first when it's just you and knowing your gaps to two having a well balanced team by doing that but another thing especially that I really like that when you are getting to the point where you're back to one of our earlier episodes where it was, um, you're trying to move yourself out of the day to day into more of that CEO role and being more of that leader and getting your team to go forth. Your team needs to cover all those, um, hey, this is what we're good at doing strengths. And then you look at yourself in the leadership role and they have a leadership StrengthsFinder as well of report. So it's the same quiz and test. So if you've taken that once, you can pull multiple reports, for each report, you pull the leadership report and the leadership report says, Hey, this is the kind of leader you are and whatever it may be. And then say you hire a COO or an OBM or whoever, and you're like, Oh, I'm really good at. pushing progress and like, um, achievement and things like that. But I'm really low on the connection based stuff. Like I'm not good at like cultivating that relationship in the leadership aspect. I probably want to hire a second leader that's really good at that stuff because I know I'm not bringing that to the table and this is what the team and the business needs.

Ashley Dreager:

Mm hmm.

Safa Harris:

So, knowing your strengths and the strengths of your team and making sure they're complementing when you're going out to hire is really, really important. And it comes back to hiring for. the role versus the person. So yeah, you may, if you're not in a place to be able to afford CliftonStrengthFinders or anything like that, you can do exploratory questions with yourself to understand and know yourself and have that self awareness of where your weaknesses are, and then go looking. And when you're doing the interview process, asking questions to understand if that person has that strength,

Ashley Dreager:

Mm.

Safa Harris:

them be in their strength once you hire them.

Ashley Dreager:

Yeah. Yeah.

Safa Harris:

giving space to their expertise. Because you can hire correctly all day long, but if you're not going to operate in everybody's strengths and stay out of everybody's weaknesses, then you won't get the full benefits of it. So that I think is really, really important that people forget a lot hiring. You can do the perfect hire, but if you're not acting the way you need to be in the business and letting people be experts, It's not going to work, but then also on the flip side, if you are not hiring the correct strengths, it's still not going to work

Ashley Dreager:

Mm hmm.

Safa Harris:

because you will still have those gaps in your business,

Ashley Dreager:

I think it can be really hard or it's a common challenge for people to let go of the control. to let whoever they've hired really take ownership of that role and lean into that expertise.

Safa Harris:

especially when you've bootstrapped the business and done it yourself, like all of it. And it's just like. It's because it's scary, because you're like, that's my livelihood, this is how I pay my bills, this is how we're gonna do, this is how I'm gonna put my fence up, this is how I'm gonna, like, buy groceries, do all of that, and if I give that up, like, I'm gonna lose out on something, or it's not gonna happen, and like, the stress starts falling in, but you have to remember, one, you planned for the hire, You plan for the money, you have these things figured out, and that you hired this person for a reason, and if you don't give them the space to be the expert, and you keep pulling back on them, they're not going to be able to be successful, and that is going, that's going to be the thing that keeps you from paying the bills. And a lot of times, the best training is letting people go. Letting them figure it out, giving them a moment. I am, I'm not saying like as soon as you hire them, be like, Bye! Good

Ashley Dreager:

Here's the reins.

Safa Harris:

so, you have to like, Edge them and be like, hey, exposure, like giving them the resources, trying it out with like training wheels, letting them figure it out, have oversight. But in that same spot, there's going, there's going to be a moment where you can't do any more of that. There's going to be a, like, you've done C1, C1, do one, teach one, right? You've done the C1. You've done the do one. It's well enough, you, at that point, if you take the training wheels off, they'll run with it and do it. And like the best, best thing that I've seen is when they make the role their own. When you finally let go, let them do it, and then they add their own like pizazz to it, take their own expertise, the level up to what your delivery you're getting. something you never could have imagined because you hired them for your strength and your blind spot. And they, so you gave them all of your strengths they're like, we got this. We figured it out. Cause you gave me the systems and tools. And then you hired them for their strength and their expertise. And they take it up a notch because they're filling those gaps you never were able to. that is the most amazing thing to see.

Ashley Dreager:

Yeah. And that's something that we do really well with our clients because that type of Self management I think is a challenge for a lot of the clients that we connect with. Um, and we can pull that information and pull and do the guidance to facilitate that transition and make it a little bit more seamless than saying, okay, well now you need to come up with all of this and just tell me what to do. You know? Mm hmm. Mm

Safa Harris:

for one aspect of it, there are some people that you hire that they are going to need to be told, Hey, this is the role. This is how to be done. And then you need to take them through that training program to then let them flourish in their strengths. And then on the opposite side for us, We can say, okay, well, let's build the roles.

Ashley Dreager:

hmm.

Safa Harris:

We have a full team where we're able to pull the right strengths and put together what you need or, and, and, or we can hire innately into your business, but we're able to one assess strengths, see what's there, see the gaps, and then create roles and aspects from there, and then take through to the training program and do that, or even help you develop it that way, just because of our, our. Varied expertise and our exposure in it, just not even counting like the hiring and training that I've done on the freelance side, I've hired 300 people in just my corporate job and experience and that was like in the course of. I want to say two to three years.

Ashley Dreager:

That's a lot of people.

Safa Harris:

interviews, do you know how many roles and how many interviews I had to do to be able to pick those people out and do that? It was

Ashley Dreager:

More than 300. Yeah,

Safa Harris:

to understand what is there. But even before we got to the interview part, it was understanding, okay, well, what role do we need if this is what we're trying to deliver and building that and then getting to the. So hiring starts before you even get to interviews, before you put an application out. It starts with going all the way back. What are your goals? What are you trying to do? What skill sets it needs? What skill sets do you have? Do you not have? And then building that role and then getting to the interview and asking the questions to make sure you're. Doing the right gaps in understanding the strengths of this person if they actually match what the role needs to be on everything else you have going on. So it's start everything starts your goals and your strategy As even as far back as hiring.

Ashley Dreager:

yeah.. What is your favorite interview question then? Um,

Safa Harris:

So I have it honestly I have two depending on like the role i'm looking to hire for if i'm looking to hire someone That's a little bit higher level I'd like to say so if you were in charge of a company Or you were in charge of a project or whatever it is, and there was one major change you could make would it be, like, give me an example, like, tell me a story of what it would be the, what would be the change you would make, why you would make it, and what would be the approach you take.

Ashley Dreager:

Mm hmm.

Safa Harris:

they work. It's going to tell me if they, what kind of things make them, what kind of things that like get under their, their skin that's like this needs to be changed and that bothers them. So that's going to tell me culturally if they're going to fit in leadership wise of like if things that, say if we were hiring, if it's something like we don't care about and that person's going to get a bee in their bonnet about it and it's, Like not a big deal. Like sometimes, yeah, they, like, we do want people that are going to get bothered by other things, but if it's going to be like two pencils or something, I'm like, they're going to push on these things that are not going to be a priority for us. And it's not going to work. Um, and then also the, what would the approach be for change? If it's like, we're going to do it overnight. We're just going to make people do it. That's not going to work for us because we're big on change management. on incrementally approving things, talking people through it and taking all of those things. And then, um, the why is going to be like, if they do say, Oh yeah, we're going to change everybody over to W2 pencils. And the why is because they write better. It's like, it doesn't matter versus if it's like, Oh no, because I've known that in our industry, W2 pencils, it does X, Y, Z for client experience. And I think that's really important. something. I would never have gotten a B in my bonded about, but I'm glad they are because they have a pulse on that. We want that outside collaborative perspective in our leadership team. And then when it's kind of on a, um, not like a leadership role, if it's maybe more management or if it's more of like, um, a doer, anything like that. I'll say there's, you know, Depending on how much they're going to need to be in collaborative work, I'll phrase it in one of two ways. Um, I'll either do, tell me about a time when you ran into a problem and what you did to solve that problem. And so then, if they tell me, oh well I'm going to go to my supervisor, no. I need you to do XYZ first to try to solve the problem before you take it to someone else. So that's one way. And then, depending on if we're looking for someone that's going to need to be like, have heavy team collaboration, I'll be like, tell me about how you would handle if you had, um, an issue with a team member you're working on a project with, and they're not doing what you need to be successful. would you handle that?

Ashley Dreager:

Mm hmm.

Safa Harris:

they're like, Oh, well, I'm going to talk to them and be like, Hey, what's going on? And we'll come up with a plan together to get something done or understand what their roadblock is and have that conversation. And then if they're like, Oh, well, I'm going to go tell my supervisor. I don't want that either. I don't want that on my,

Ashley Dreager:

Yeah. Oh, that's, that's,

Safa Harris:

you to do everything you can do before you come to whoever you work for.

Ashley Dreager:

mm hmm. Which is always really interesting in virtual roles too, like the types of answers that you'd get for remote work versus,

Safa Harris:

Because. for remote work, it's always like, Oh, I'm going to go to YouTube or I'm going to Google it, or I'm

Ashley Dreager:

mm hmm, mm hmm, mm hmm, mm hmm.

Safa Harris:

is impeccable. Like ClickUp does a really great job. And we're on like the upgraded tier. So like we have priority. ClickUp support. So, like, if anybody is having issues with ClickUp, they'll get, really good support from them. And then, same with, like, Dubsado has all those tutorials, all of those things. There's, even if it's not provided innately, like, those things exist, and that should always be your first thing. And then, especially if you have other team members that have been on the team before or in similar roles, like, work collaboratively together, and we would want people doing that, like, send them a Slack message. Do all of those things and kind of have those aspects. So I think it's actually if you're in a virtual role environment, you actually have more access to things. that are going to help you be more of a critical and problem solving situation. I ask these questions because those skill sets are very important to me having in my innate team member. And then say I was looking for someone that Like, the team had a gap of someone that we needed, someone that did more strategy, had analytical thinking. So I'm going to ask questions that do that. So I can do it industry specific and then I can also do it vaguely. So like a vague one would be, tell me about like a complex problem or a roadblock that a business ran into. What would be your approach and what recommendations would you give? And then further more than that, I could be like, say it's, we're on a strategy session with a client and they are looking to launch, it's like a children's book but they have nothing set up. They have some social media presence. They have followers. There's no sales funnel, but they know they want to put out this book and they want to diversify their income streams. What would be your recommendation for them? What would you think

Ashley Dreager:

Oh yeah. Yeah.

Safa Harris:

And a lot of these questions eliminates the needs for having those test projects that are pretty controversial

Ashley Dreager:

I was going to say like that could give you a really great insight. As to their strategic thinking and their abilities and their problem solving, um, versus go build a strategy

Safa Harris:

spot.

Ashley Dreager:

and do it for free. Yeah.

Safa Harris:

them client facing and have those conversations on the spot.

Ashley Dreager:

Yeah. Yeah. Being able to do that in real time is super important.

Safa Harris:

Oh yeah, for, for

Ashley Dreager:

Yeah. For that role, at least I should say, but. No, that's really good. Um, I was also wondering what you would do, uh, or what you would suggest for the business owner who needs to identify their strengths and weaknesses or understand where their gaps are a little bit more.

Safa Harris:

So there are you can ask, yourself. So it's one understanding on like, What you do and what you do well and what you have been doing and what doesn't feel good if it doesn't feel good nine times out of ten, you're probably not good at it Oftentimes your business will tell you especially if you're operating by yourself and you keep seeing like the same reoccurring issue and you're like I just I because if you say you're If you're poor at team management or managing your click up or whatever it may be, um, if you constantly see overdue and the team is just not getting on board, whatever it is, and you've never had like a rallying point with them, be like, Hey guys, this is what we're doing, this is how it's going to go, and you're getting them on board to stay with the thing, then that's going to be like, Oh, well, I'm not good at rallying the troops. And

Ashley Dreager:

hmm. Mm hmm.

Safa Harris:

rallying, but then you've just kind of let things go overdue, you haven't done the reviews, you haven't done any of those things, and you haven't them in that aspect, that's like, okay, well, I probably need some support in that because my brain doesn't like to do that. I would rather be in whatever other position it is because this is not a strength of mine to stay on top of. people. And sitting top of people doesn't mean like micromanaging, but it's It means just like being present, understanding where things are going, and doing all of that. So, usually, if I'm working with someone through these, there's like a few questions I ask. It's like what activities or tasks come to you naturally? What energizes you? What's exciting? What do you not get the Sunday scaries about? And then

Ashley Dreager:

Yeah. Mm

Safa Harris:

oftentimes you'll see it and you'll even see it as a weakness be like, oh gosh I suck at this so bad and then someone else will be like, you know What like I what I really appreciate about you that you do really well is this? Um, so I was in a job and I had an amazing amazing boss and I talk about him Often he made huge difference my job and everything like that and he said what I appreciate he would always tell me this He's like what I appreciate about you is I can say something and you can pull it out and understand What I'm trying to strategically get out and create an action plan to get there He's like I can just say stuff and you will translate that into something actionable that we can do That's very strategic And then he's like, and then also translate it to the team to get them, like, engaged in doing all the work. he would actually, like, I'm not gonna, I won't say his name, but he was like, the blah blah translator. When people were like, well, we don't know what to do, don't do it. It's like, well. It's like, this is what we're trying to do. So that's kind of how in my freelancing stuff, I was like, Oh, I get like, really, do really well on strategy calls.

Ashley Dreager:

hmm.

Safa Harris:

owner can just sit there and just like spew and I'll be like, Oh, well, this is, this is what your offer is. Oh, this is what your business goals are. And this is how we're going to do it. Because oftentimes, um, like recently on a workshop, someone was talking to me like, I don't know what my offer is going to be. This is what I do. I do this. I do this. Like, I don't know how it all fits together. I don't understand the common theme, anything like that. I'm like, here's your offer. I'm able to take those bits and parts and pieces and put them together into something cohesive and create a plan from it. So I, would I have known that maybe eventually, but the fact that he said it, I was able to take that and make that into something and knowing that that's my strength. And then, like, obviously on the flip side, not planning and just, like, doing stuff like that, that's not. My strength because it's an opposite of that and then it's also like what skills or qualities Do you admire your most in yourself? I'm like, I really enjoy that. I'm good at that. That makes me happy about past projects that have been successful. What did you do in that to make it successful? What made it a positive outcome based on what you did?

Ashley Dreager:

Yeah,

Safa Harris:

Right? And then what challenged you the most and put you out of your comfort zone? And one, did that either reveal to you your new strength or be like a no no?

Ashley Dreager:

yeah. Those are really interesting. I, um,

Safa Harris:

I think one last one that I think is important is also like on the flip side of the positive feedback is the constructive criticism. What are certain aspects of your work or your leadership that you've consistently noticed as a pattern that hasn't been? Raw, raw positive, or that's been uncomfortable, that hasn't been good. And like, yeah, I can work on that to develop that more and do all of those things. But is it ever going to be high caliber? Is it ever going to be all of those things? Be like, when I can put a lot more effort and energy into these positive things and bring someone else in to do these better things. Like, to the point of connection based leadership and creating those relationships? a strength. So I'm going to bring in someone that can do more of that, because yeah, I can put the time and effort and energy in there, but that's going to drain me.

Ashley Dreager:

yeah.

Safa Harris:

Because it's not a core strength.

Ashley Dreager:

Mm hmm. Yeah. Those core strength, we talk about core strengths all the time.

Safa Harris:

Mm hmm.

Ashley Dreager:

Like internally for me. Yeah.

Safa Harris:

do have complementary strengths.

Ashley Dreager:

Yeah.

Safa Harris:

works really well. And then, I think for us, that's often been the driving force on the growth of the agency. Because we're like, this is not for us to be doing this. We need to figure out a way to be able to outsource this because this is not the position we should be in. Yes, we are in it now for xyz reason,

Ashley Dreager:

mm hmm. Mm hmm.

Safa Harris:

strategize to get us out of this.

Ashley Dreager:

just because you can do something doesn't mean you should be doing something.

Safa Harris:

Correct.

Ashley Dreager:

But as you were saying those questions, um, the theme that I kept hearing is that there needs to be a lot of self reflection and self awareness to be able to answer these questions and accept them too.

Safa Harris:

I think the part about accepting them, that is When you're able to get through the reflection, it's easier to accept them because you've done the work to be able to reflect, and you're open to it. But, I will say, if you are like, a non regulated state, like your nervous system is not regulated, you will never get through it. Be able to have this self awareness

Ashley Dreager:

hmm.

Safa Harris:

You have to get out of the fight or flight To be able to think about these

Ashley Dreager:

Yeah.

Safa Harris:

and like bring yourself down and have that moment to actually Reflect and realize what's going on so if you are Like in survival mode and you're like barely making it and doing all of these things You will not be able to successfully do this and this is also like same with the reflection of your business If you are like With how you're working, how you're doing, you're constantly overloaded. You're just like a crazy person. You are not going to be able to do this foundational work to do that. So you need to a way to bring that down to regulate and then move into regulation

Ashley Dreager:

hmm.

Safa Harris:

that moment of peace and

Ashley Dreager:

Yeah.

Safa Harris:

yourself. Um, and even with setting goals and reflecting on what's going on in your business, because if you're just. stressed out and your main brain is overloaded and you don't have the mental capacity, you're just gonna things that may not make the most long term sense, but they're gonna be like, Oh, well, that's going to help this right now.

Ashley Dreager:

Mm hmm.

Safa Harris:

that's oftentimes what comes into what we were talking about, about people being like, Oh, I just need to make more sales because you're so pressed about the money not being there that you won't be able to Regulate down and be like, okay, well, let me look at the root cause and the problem

Ashley Dreager:

Mm hmm.

Safa Harris:

and assess it and I think that's honestly usually when we get clients coming to us because they need the support to pull that out and present it to them and then they're able to down regulate and then accept it.

Ashley Dreager:

Mm hmm. Mm

Safa Harris:

but they can't even get to the point of like regulating down without and having that moment of self reflection and having a point of getting to the root cause of everything like that to then get to the conclusion of what the root cause is and then implement it. So they'll come in that state there. will be like, okay, well, this is our assessment. This is our audit. This is what we recommend. And usually they have to be at a point where they're. Either so tired and just like I cannot that they are willing to accept and be like, I'll try it

Ashley Dreager:

hmm.

Safa Harris:

it is, or they're like, I, they have the self awareness because they've been there before to be like, I know this is the place I'm in, I know I need to downregulate, I cannot, so I need to be accepting of this and move forward

Ashley Dreager:

Yeah.

Safa Harris:

it.

Ashley Dreager:

Yeah. So I was gonna say we've, we've worked with clients who are not able to take The information that we give them to do anything with it. I mean, you can, you can make the best hire in the world. You can be ready to throw money at whatever problem is there. But at the end of the day, when it's your business, when you have the control, you have to be ready to receive that information and circulate it, move it, do something with it, or give the authority to someone else too.

Safa Harris:

Exactly. That, you, also, to not do something. Absolutely.

Ashley Dreager:

Mhm.

Safa Harris:

When you are so revved up, it's really hard to stop, slow down, and turn it over.

Ashley Dreager:

Yeah. Yeah.

Safa Harris:

you are in that fight or flight, because you are fighting, and you're just, you can't stop to give people that space. So, how to, Do that how to down regulate how to create that space to be receptive and open I think i'm obviously that's not my expertise. I don't know but I do know how I can do it for myself So I think that's like definitely Something that all business owners do need to spend time An effort in figuring that out about themselves of how they function, how their emotions are, how they can regulate their nervous systems and move through things and do that, especially when they're stressed out because running a business is very dysregulating to your nervous system

Ashley Dreager:

Yeah.

Safa Harris:

you. It's hard to just figure that out. Function. when you're in those moments knowing enough about yourself to be like, okay, well, how do I bring this down? How do I become accepting? How do I get to my, get myself to that space that even if I am still like fighting, I can get support to get through it and let go enough

Ashley Dreager:

Yeah.

Safa Harris:

to get things moving.

Ashley Dreager:

Yeah. Being able to have that self awareness and receive information to digest it is like, It's a, it's a skill to be in a business and it's something that you have to actively strengthen. It's like a muscle. You have to, you have to work at it. It's not, it may not come naturally or easily, but it's, if you want the business to be around without you doing all the work all the time, it's a, it's a necessary skill to have. So

Safa Harris:

And it comes down to letting go of the ego because sometimes we're going to tell you stuff you don't want to hear.

Ashley Dreager:

yeah.

Safa Harris:

to do.

Ashley Dreager:

Oh my gosh. Yeah.

Safa Harris:

you, or, and, or, it's gonna be, you're gonna take it personally because it's something you've done yourself that either puts you in the position or whatever it is and we're like, we need to stop doing this or we need to do these things because that's what we have to do and that's gonna be a hard pill to swallow and be like, but that's, that's like what I do. That's my, like, that's stopping me from doing X, Y, Z.

Ashley Dreager:

Yeah.

Safa Harris:

of those things. So if you are in a space where you feel like you don't know what you're looking for, what's going on, what needs to be done, and you kind of do feel like you're in a space of, I need someone to come and tell me something, or what it is, so I can tamper this down and be focused and move forward and you're ready for that action. We do have a free audit where you'll answer a bunch of questions about your business and everything and we will provide you what your next steps and actions should be to achieve what you're looking for in your business and then you can use that information to Be like I was not in a space to be able to come up with my own audit or my own assessment, but now I have the information so I can bring it down and channel this energy I have into action with the action plan.

Ashley Dreager:

Yeah. So we'll link that in the show notes for you.

Outro:

And that wraps up another episode of the business millennials podcast. We hope you found this conversation, thought provoking, inspirational, and helps you make a larger impact with your business. Growth is not just about profits or revenue. It's a journey of personal development, contribution, and bettering ourselves in society. Our challenge for you take at least one key lesson from our time together today that you can apply not just to your business. But your relationships, creative expression, wellbeing, and personal evolution to, we appreciate you tuning in. If you enjoyed this show, we invite you to pay it forward, share it with an entrepreneur, creative student, or community leader who needs an infusion of insight or inspiration right now. And make sure to subscribe on Apple podcasts, Spotify, or wherever you listen. So you never miss a single episode. And if you like what you heard, leave us a five star review. See you next week.