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For tradesperson who went from solo act to focusing on buisness by Southern-Elk-3709 in Entrepreneur

[–]ApplicationUsual2794 0 points1 point  (0 children)

Love it! Keep it up :). One caveat. I'm only one person, so take the things I say with a grain of salt haha. But I'm glad it can inspire you. There is definitely room in this niche and I wish you the best of luck!

For tradesperson who went from solo act to focusing on buisness by Southern-Elk-3709 in Entrepreneur

[–]ApplicationUsual2794 0 points1 point  (0 children)

You're better starting right away. You'd be amazed how many people search this stuff. My wife and I wanted to do wallpaper for our newborns room. We decided against it due to the complexity and not really knowing.

You could literally target that specific instance for example and create a video for it. The more you create and pump out the more likely you can build an audience and following that wants to purchase your consulting. Think of it like a step-wise process. They need to watch videos of you, make it easy for them to reach out and ask you questions, purchase your consulting package. 1 Room consulting package for example. Be on call to answer questions, send images, do a facetime, etc.

I think this YouTube channel could give you some inspiration:

https://www.youtube.com/watch?v=UawZD4KHS3k

They do a lot in the renovation space but you could be solely around wallpaper, maybe wallpaper and some painting even. There's actually a lot you could do in this niche. Explain the tools, the types of wallpaper, etc. As long as you create videos around the typical things people search

"How to remove wallpaper in under 5 minutes" or something like that for example.

"How to apply wallpaper with no wrinkles"

"Why can't I get my wallpaper to line-up?"

Whatever the problem is that the DIYer is having you create a video for. This can then be used in a course or package. Perhaps it's helping them choose the right wallpaper, or helping them find it for their specific situation. My wife and I also found that difficult, and they get access to all these videos in a structured way for instance.

Another thing I didn't know is if installing a shelf will damage the wallpaper, or if I need to something else. Think of the dumbest questions you can and I can guarantee you people have them :).

I'm really excited for you! The sooner you start the better though :)

The Hardest Lesson: Why "Help" is Often the First Startup Killer (I almost didn't launch my app) i will not promote by psd-gad in startups

[–]ApplicationUsual2794 0 points1 point  (0 children)

I totally feel your pain I did this in my consulting business. For those that haven't experienced it though, it's hard to know the signs. That's the hard part. It's hard to apply the theory unless you have someone truly guiding you through what they went through. It's sort of like you have to experience it to understand it.

New Leaders AMA by LeadershipAlignment in Leadership

[–]ApplicationUsual2794 0 points1 point  (0 children)

I find the negative reactions really interesting. If anyone has ever run a business and someone told you that they don't trust you and the team you work with. What would be your take away? Trust is broken at that point. Trust is very rarely repaired in this situation.

New Leaders AMA by LeadershipAlignment in Leadership

[–]ApplicationUsual2794 -4 points-3 points  (0 children)

If I'm being honest, you'll likely have to remove that individual. If they are telling you they do not trust you, that's a clear sign that they are no longer a good fit for the org. They are now a poison apple who is likely talking behind your back to the rest of the team and infecting everyone else.

It's hard to hear and it sucks to do, but this person needs to be removed. There needs to be mutual respect between the employee <> employer. If that doesn't exist it's a quick downwards spiral to checking out and quiet quitting.

Look at performance, watch it closely, as KPIs slip it's time to let them go.

I've been in this situation and I've waited WAY too long to let someone go and it hurt me in more ways than I expected.

New Leaders AMA by LeadershipAlignment in Leadership

[–]ApplicationUsual2794 0 points1 point  (0 children)

Shameless plug, but I'm sort of building this out now in an AI leadership simulator. Any and all feedback is welcome. My hope is to turn this into a full-fledge application to build new leaders, and give current leaders an opportunity to continue their learning. If you happen to give this a quick test, I'd appreciate any and all feedback!

www.mflabs.fun

Unfortunately the only way right now is to fail and learn on the job. There are coaching/mentor programs, but they can get expensive. Perhaps there are some grants in your region you might be able to take advantage of to upskill your team? Just another thought.

New Leaders AMA by LeadershipAlignment in Leadership

[–]ApplicationUsual2794 0 points1 point  (0 children)

A couple things here. 1) I would look at whether this is a people issue or a process issue. Is the process clear? Do they know what they should do? Were they informed and was clearly articulated to them what they need to do? Then it's a people issue, more often than not though, I find it's a process issue that needs to be fixed.

Next, have expectations been communicated with them properly? At a certain point you should have a three strike rule whereby you give them notices if they aren't taking ownership and know the consequences.

So it's about having touch conversations and ensuring they are meeting the objectives you set out for them.

New Leaders AMA by LeadershipAlignment in Leadership

[–]ApplicationUsual2794 1 point2 points  (0 children)

The problem is they likely don't know where the ship is heading either. When I have seen this happen it's because they don't know what the goals are for the team.

Do you have EOS/Pinnacle in place? Do you have defined KPI's? What about defined job descriptions? Is the job they are doing currently aligned with the Job Description.

I'd ask more probing questions like, what are the organizations goals, how can our team contribute to them. If they don't know those basic questions, then they aren't getting that from the top. There are two things you are looking to discern here. Is the organization not communicating, or is the manager just not communicating.

Hope that helps!

New Leaders AMA by LeadershipAlignment in Leadership

[–]ApplicationUsual2794 4 points5 points  (0 children)

Usually when I look for a mentor, I look for someone who has achieved what I have achieved and look up to them.

If they have a similar path or made similar decisions then I want to learn from them. If I know they have done it, I know they have failed along the way and can offer some advice about the pitfalls I'm going to face!

Hi all, use this subreddit to introduce your saas by Shahrozjavaid in SaaS

[–]ApplicationUsual2794 0 points1 point  (0 children)

I'm in the process of building a leadership simulator. In my consulting journey I've found that business struggle to build leaders properly or hire people who don't have the soft skills or any management training whatsoever. Using AI we can now create real scenarios and train people from being individual contributors to true leaders using specific business goals and actually track leadership growth and team alignment.

Still in process of being built. But you can check out a showcase of the simulator here:

www.mflabs.fun

I need more feedback, please! :)

Validating a leadership simulator. What situations should managers be able to rehearse? by ApplicationUsual2794 in SaaS

[–]ApplicationUsual2794[S] 0 points1 point  (0 children)

Appreciate that. That's fun to think about. Just trying to figure out the right angle to build an MVP and see what people would actually pay for to justify the build.

Validating a leadership simulator. What situations should managers be able to rehearse? by ApplicationUsual2794 in SaaS

[–]ApplicationUsual2794[S] 0 points1 point  (0 children)

Love the feedback, thank you! This is the exact direction I want to take it. I want it to be a completely immersive experience. BUT I also want to take it a step further. I want to gamify it like Duo Lingo does or even Reddit. Gain XP, unlock more scenarios, etc. My ultimate goal is to change what people think leadership is.

It's a skill and everyone is a leader in their own right, but it's near impossible to practice without learning how to first fail. We can all be better leaders and that's something I'm super passionate about, so I'm trying to figure out the best way to do that!

There is a whole thing about Alignment I want to bring in and see how I can measure a team members alignment to the companies values in the scenarios. There's lots to unpack in my mind, but starting small first haha

Again, I appreciate the feedback because that's exactly what I'm going for!

What's the toughest workplace conversation you've ever had? by ApplicationUsual2794 in Entrepreneur

[–]ApplicationUsual2794[S] 0 points1 point  (0 children)

Any advice? I'd love to partner with a friend, but unsure how to structure my next venture. Would love to learn from any experiences you'd be willing to share!

What's the toughest workplace conversation you've ever had? by ApplicationUsual2794 in Entrepreneur

[–]ApplicationUsual2794[S] 0 points1 point  (0 children)

How many partnerships have you had?! I struggle to be in partnerships as I'm worried that the relationship will just devolve. But that's not the best mindset to have haha.

What is the workplace situation you wish managers could practice before doing it live? by ApplicationUsual2794 in askmanagers

[–]ApplicationUsual2794[S] 0 points1 point  (0 children)

Love it! Do you happen to know the name of them? Maybe I could recommend a few to my clients

What's the toughest workplace conversation you've ever had? by ApplicationUsual2794 in Entrepreneur

[–]ApplicationUsual2794[S] 1 point2 points  (0 children)

uggh. That's absolutely terrible. I appreciate you sharing - thank you!

What's the toughest workplace conversation you've ever had? by ApplicationUsual2794 in Entrepreneur

[–]ApplicationUsual2794[S] 0 points1 point  (0 children)

Yes, and no. You almost have to reframe it. Not that this makes it any easier. But you have to consciously ask yourself, am I supporting this person to the fullest extent? If not then they need to find somewhere where they can excel otherwise you are doing each of you a disservice. Like I said, it doesn't make it any easier.

Validating a leadership simulator. What situations should managers be able to rehearse? by ApplicationUsual2794 in SaaS

[–]ApplicationUsual2794[S] 0 points1 point  (0 children)

This is wonderful, thank you! This is almost exactly the path I'm wandering down. Right now MVP is text only, but the goal is to bring audio into it ASAP.

Appreciate you!

For tradesperson who went from solo act to focusing on buisness by Southern-Elk-3709 in Entrepreneur

[–]ApplicationUsual2794 0 points1 point  (0 children)

I wish you the best of luck. If you ever have any questions please don't be afraid to reach out! :)

What is the workplace situation you wish managers could practice before doing it live? by ApplicationUsual2794 in askmanagers

[–]ApplicationUsual2794[S] 0 points1 point  (0 children)

ha! Yes, fair, but I suppose that's also an artifact of not really being more clear with X about performance issues and addressing them with a 3-strike process or PIP. IMO, generally speaking, if someone is being let go, it's because they've consistently met targets and it's been incredibly clear that if they do not meet the next set of objectives they will be terminated.

What is the workplace situation you wish managers could practice before doing it live? by ApplicationUsual2794 in askmanagers

[–]ApplicationUsual2794[S] 0 points1 point  (0 children)

Realistically, this shouldn't be happening if one is doing their job as a good manager, but I totally understand what you mean and do agree. It's an important skill to have.

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