Contributed by Shawn Johal, business growth coach, leadership speaker and co-founder of DALS Lighting, Inc. He is also an active member of the Entrepreneurs’ Organization Montreal chapter. “What is the difference between an obstacle and an opportunity? Our attitude toward it. Every opportunity has a difficulty, and every difficulty has an opportunity.” – J. Sidlow Baxter There is a Chinese proverb that has guided my thought process for many years. The story goes as follows: An old man raised horses for a living. One day, one of his prized horses ran away. Hearing of his misfortune, a neighbor came to comfort him. The old man replied “May be good, may be bad, who knows.” A week later, his horse returned—with another beautiful horse. This time, the neighbor returned to congratulate the old man on his great fortune. Again, the old man replied “May be good, may be bad, who knows.” The next day, his son went out for a ride on the new horse. The wild horse threw the boy, breaking his leg in the process. The neighbor came by once again, this time to give his sympathy. And yet again, the old man replied “May be good, may be bad, who knows.” Weeks later, the Emperor’s army arrived at the village to recruit all of the young men to fight in the war. The old man’s son could not go off to war, and was spared from a certain death. It’s a great story, with so many lessons. Like the old man, we are all on a path with many different twists and turns. It’s how we handle each situation that will determine our levels of joy and satisfaction in life. Negative things will happen: It is part of the human experience. Are we able to accept, learn and grow? If we follow the old man’s lead, the choice is entirely our own to make. What We ControlStephen R. Covey, in his famous book The 7 Habits of Highly Effective People, explains the concept of the “Circle of Concern” vs. the “Circle of Influence.” Concern is an inevitable part of the human experience: Throughout our lives, we are constantly facing new things that may cause concern. What it comes down to is the ability to sift through the noise and understand which of those elements that concern us we can also influence. Spending time focusing on those elements which we can directly affect—those which are entirely in our control—will make the difference between a successful outcome and a frustrating situation. That’s where the magic happens. Focusing on what you can influence is a mental model based on removing yourself from the emotion of the situation. When an obstacle comes your way, ask yourself: What do I have control over? What attitude can I choose to take that will bring a positive solution my way? If you cannot influence a part of the problem, it’s time to move on: Acceptance may very well be your only choice. Accepting a problem, though on the surface may seem like defeat, is quite the opposite: Acceptance is another choice which is entirely in our hands. Again, we’re in power. When we identify where our power lies, it is a liberating experience. It is similar to focusing on your strengths instead of dwelling on your weaknesses. Knowing and understanding where your power lies is a huge part in overcoming any struggle. End of an EraThis week my son graduated 6th grade. In Canada, that is the end of his grade-school years. The virus forced schools around the country to cancel the end of the school year. Along with the elimination of classes came cancellations of graduation parties and ceremonies everywhere. My wife and I felt sad. My son would not be seeing most of his friends again. He will be attending a new high school. He is the only student from his entire grade attending this school. Rather than sulk in consequences well out of his hands, my son helped his teacher gather pictures from his schoolmates and put together an album as a souvenir. His incredible teacher also visited every single student at home to bring them a graduation gift and express her appreciation for them as her students. And a group of parents organized a party in a park—with appropriate social distancing measures, of course—giving all students and friends a chance to celebrate one last time. They took a tough situation and made the best of it. I am sure my son will remember this year for the right reasons now: He turned an obstacle into an opportunity. He made a choice to lean into acceptance and in that choice, lay a realization of how great his power truly is. We Don’t Know What We Don’t KnowThere is nothing easier than making assumptions. We tell ourselves stories and play out scenarios that aren’t always factual. It’s a dangerous game that can often lead to missed opportunities for learning. Yet we all fall into making assumptions. I recently had a very interesting experience that shattered many of mine. I made a new connection on LinkedIn, which is something that happens regularly. It felt standard. This person reached out to me after looking at my background and, as we had many things in common, suggested we meet in a park to share ideas. In the past, I would brush this off really quickly. Meeting a stranger in a park was not on my list of priorities. With the crisis, I had more time on my hands, and decided to take a chance. That meeting developed into an incredibly impactful relationship that has given me a ton of new perspectives. I am very lucky I was able to see past my assumptions and develop a cool, new relationship. We just really never know, even when we assume we do. Give It timeIn the end, it all comes down to time. Can we be patient enough to see, over the longer term, if an obstacle will in fact become an opportunity? Are we able to change our perspective and learn from a seemingly challenging moment? It takes some faith and some experience. I have come to realize I need to get out of my own way and trust the process: Things happen and they “may be good, may be bad, who knows.” But it often pays off in a big way. Shawn Johal is a Scaling Up Certified Coach currently working with several entrepreneurs and their businesses to help accelerate their growth, while finding personal balance and happiness. The post Attitude Is Everything appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/2BmObR5
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When COVID-19 struck and it became clear that major changes were coming to the trade show industry, what steps did you take?We sat down as a leadership team to discuss what we had in unused or dead assets, and what opportunities we could seize with fewer employees. How did you identify a new business model?We realized that our sister company’s solvent supplier could formulate sanitizer. So, we reached out, got terms and within four days we had nine pallets delivered. We used our marketing expertise to get the word out and we sold out in a month! We also have a custom fabrication shop with a computer numerical control (CNC) machine so our first idea was to do environments and, in fact, we did get three builds and installations done. But that proved labor intensive; it was using up much of our bandwidth. Around the same time that we were finishing our third install, we called to order more sanitizer and were shocked to find out the costs had risen 48 percent! We then realized that there would likely be a similar supply-demand issue coming with plexiglass as more businesses started installing protective shields. Did you have experience in that industry?We were never in the personal protective equipment industry, but we did use plexiglass in manufacturing exhibit components like signage, counters and design elements. So we decided that we could probably design and build plexishields for cashiers, tellers, etc. We created a prototype and then reached out to a fellow EO member, Tamara Keefe, at Clementine’s Creamery to see if she would be interested in using our product in her stores. She was thrilled! What challenges did you face in starting this new business?We only had one employee who was trained in CAD software and we had recently had to lay him off. We were able to bring him back, thankfully. Also, the plexiglass was scarce and the price was going up—and we were short on cash. We created dealer agreements and terms with three vendors, and bought all they had! We then had 30 days to move enough of it to pay at least one of the vendors. We also utilized a no-limit credit card to buy US$200,000 more plexiglass from another vendor. How did your years in EO and the knowledge and connections you made through EO help?In the last US economic downturn in 2008-2009, my Forum and EO taught me that the keys to surviving are being the first to respond, taking quick decisive action and being agile. I also used my EO network to broadcast the fact that we were now in the plexiglass business. They were extremely supportive. MyEO DealExchange is an online platform that allows EO members to seek funding and make business deals with one another. What role did MyEO DealExchange play?In response to the COVID-19 crisis, the membership fee for MyEO DealExchange was waived. With no fee to join, many EO members are leveraging this significant benefit. If you’re not familiar with MyEO DealExchange, it’s easy to use: You simply create a custom post on the Opportunity Network platform, detailing the type of deal you’re seeking. Your post will be shared among potentially thousands of EO and vetted non-EO entrepreneurs. Investors connect with you via email to express their interest. MyEO DealExchange provides instant credibility and a willingness to do business without a ton of formality because of the level of trust implied. Another benefit of MyEO DealExchange: If you have questions or wish to seek the expertise of experienced members within the platform, there’s an area within the platform where you can share and seek input from others about creating your deal or making a decision. Our largest and two of our top five jobs to date came from MyEO DealExchange! What’s the greatest lesson you’ve learned throughout this process?Core values are “core” for a reason: We preach and live them vigorously, and they saved the day. I also was reminded how awesome the EO network of entrepreneurs are as a support system. What would you share with other entrepreneurs who are considering a similar pivot?I would shared these top lessons:
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Can you lead a virtual team, an organization, a revolution or people from your home? Yes, you can. But it won’t be easy. COVID-19 forced many leaders and their teams to work remotely. Thankfully, there are some easy steps to setting up your team while working from home. For example, installing a video conference application or collaboration platform such as Microsoft Teams can help you start communicating more effectively immediately. But—and this is important—remote work does not a remote team make. Virtual leadership requires some nuanced touches. To really help our teams to rise to the top and bring the best out in each other we need to adopt new ways of thinking and being. If you are hoping that all this change due to the coronavirus will blow over and things will get back to normal soon, you might want to rethink your perspective. I want to encourage you to assume a longer duration of the current situation. As my friend, John Sanei, says, “Act like we are never going back to normal.” I know that’s not what you want to hear. But embracing the idea that this might be a lot longer play is a necessary first step if you are going to help your team in committing to this way of working. I want you to know that I have had the same resistance. For the past few years, I have had the privilege of working with many teams as I facilitated coaching sessions and off-sites for them. There is nothing that beats the energy that is created in a room when a team of talented and intelligent individuals are feverishly working on bringing new ideas to life. Although I have often facilitated conversations for teams online, I found myself thinking time and time again that “it’s just not the same.” And that’s exactly the point. It’s not. But, also, it’s not supposed to be. We cannot build new ways of working on old ways of thinking. It took me some time, but I am now fully accepting of working with teams online. I enjoy it. I measure it differently. I approach it differently. Here are three high-value tips you should consider as you continue your adventure in remote work, or what some people term Lockdown Leadership. For more recommendations on leading virtually, check out the original version of this article on my blog. 1. The Bearable Deadline and the Three DirectivesWhat makes the experience of working virtually so unsettling is that there is no end in sight. If there were, things would be easier. Seeing the clock countdown makes the unbearable bearable. It gives us something to aim at. In fact, whether it’s counting down reps as you exercise, counting down time or seeing the finish line, I have always found that in those last moments I can push harder. Goals do this for us. They give us something to work toward. However, it’s impossible to have the exact same goals as you did before the global pandemic. Therefore, my suggestion to teams has been to set three high-level directives, or goals, for the next 21 days. The 21-day timeframe provides certainty. The directives provide direction. For example, one of my prime directives is to add as much value to my clients (and non-clients) as possible. This is a high-level theme. What this encompasses though are several goals such as writing substantial blog posts like this one, being consistent with my Expansive podcast and delivering private webinars to teams. You cannot move forward like nothing has changed. Now is the time for short, directed sprints. Try it. It’s guaranteed to provide your team with new-found energy and sense of purpose.
2. The Magic QuestionA question is a gift that unlocks new worlds. It opens the door to a new way of understanding. One group I worked with showed me the incredible potential that one specific question has to reshape the entire dynamics of a team. And that question is: “What do you need from me?” When team members turn to each other and ask this question, magic happens. Leaders, try posing this question to your virtual team and watch what unfolds. It’s a simple query that has the power to create impressive depth in a team in a relatively short period of time. If there is enough trust in the team, you will hear people asking for things such as support, more understanding or greater responsibility. In a team with little trust, you will likely hear generic, superficial requests. 3. Fix the MeetingThe playground of teams are meetings. And as a virtual team, you will be spending a lot of time in virtual meetings—which are notoriously bad and often frustrating. Effective meetings are the signature trait of high-performing teams. So, it makes sense to get meetings right. Virtual meetings 101: Know your platform. Test it. Practice with it. Next, I have found that the best meetings are founded on these key agreements: Agreement 1: To The Point Keep in mind that what makes virtual meetings challenging is the same thing that makes working from home challenging: Association. Our screens are associated with scrolling, browsing, opening new tabs and multitasking. So, guess what happens once the meeting starts? We check our phones. We see new notifications coming in. We glance at our calendar. We sneakily reply to that Whatsapp message that came in. What we need is focus and conciseness. Therefore, the first operating principle for meetings is exactly that: Meetings are short and everyone’s full attention is required. Consider making a ritual of everyone putting their phones out of reach at the same time as a grand physical gesture of locking into the call. Agreement 2: Involve Them All Everyone speaks at every meeting. Ever noticed how speaking cues are much harder when on a call? Sometimes it’s because of a tech issue causing a delay but other times it’s because your turn to talk is interrupted by one of the 10 other tiny thumbnails on the screen that were also waiting to talk. To this end, it might be a good idea to ask someone to chair and facilitate the meeting. It doesn’t always have to be a manager or member of leadership. It’s the role of the facilitator to make sure that we get input from everyone in the meeting. Agreement 3: The Yoda Here’s a little tip I picked up from Keith Ferrazzi: Appoint a person in the meeting who is willing to challenge what is being said. The Yoda needs to say what is not being said in the meetings, helps resolve disputes and ensures that candor is being exercised to the highest level. An additional role of the Yoda is to keep the conversation on track. It’s easy to get side-lined and go down a tangent. The Yoda recognizes when we are going too deep down a rabbit hole and then pulls people back so that the meeting stays focused and on point. Agreement 4: Check In and Out This is a great little tool and, I cannot believe I am saying this, icebreaker. A quick check-in before we start is about gauging where people are emotionally before engaging with the meeting. You might not see the power of this right away but I encourage you to give it a go. I have seen first-hand how people check-in by acknowledging that they aren’t in a good place and this immediately provides a moment for the team to rally around their colleagues. The check-out is a similar process. Everyone ends the call by sharing how they are currently feeling and what they are committing to next. Agreement 5: We Will Get Better Do a post-mortem. Ask your team how they think the meeting went and what could have been done to make the meeting more effective. Listen to the suggestions. Evaluate them as a team. Make small tweaks. Add things that work to the agreements list and keep refining the team operating system in the manner.
The post Leadership In the Future: Practical Tips for Leading From Home appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/3dkWMRq Contributed by Shawn Johal, business growth coach, leadership speaker and co-founder of DALS Lighting, Inc. He is also an active member of the Entrepreneurs’ Organization Montreal chapter. “In the social jungle of human existence, there is no feeling of being alive without a sense of identity.” – Erik Erikson Growing up is tough. We have all lived through moments of bullying, of being afraid of certain people in our neighborhoods or schools. In some ways, it’s a necessary rite of passage: We often look back and learn from the way we handled these difficult situations. Did we stand up for ourselves? Did we run and hide? Did we do something deeper, more significant? In Indian culture, it is very common to take on a new name. From a Western perspective, it sounds strange, but it is a core element of Indian culture. Many Indians have what we refer to as a “Western” name—one that will allow us to “fit” into Western society. It’s a social practice that has existed for decades. As the focus on racial inequality became a key part of social conversation, it truly made me pause and reflect on this practice as playing directly into prejudice. My Indian name is Sukhraj. In the Sikh culture, this means “The Happy King.” Pretty cool, right? My grandmother named me that way when I was born. As soon as I started school, I hated my name. I grew up in Montreal in a mostly francophone community with very few people of color in my school. Unsurprisingly, a thin dark-skinned kid named Sukhraj was a direct target for extreme bullying. Bullying often came in the form of derogatory terms, most of which I cannot mention in this article. Early in life, my favorite aunt had called me “Shoony” since I was little. It was a weird word that meant nothing at all. It morphed into Shawn, which stuck. I made a decision to officially take on Shawn as my new name. One syllable, easy to pronounce, and not a target for bullies. I ran with it and avoided using my Indian name whenever I could. Fear of RejectionI had a fear of rejection, and it ran deep. I walked around assuming that anyone seeing my real name would laugh or not understand it. When I started applying for jobs, “Shawn” was the name at the top of my CV. The only time my real name ever came to light would be during payroll: I had to use Sukhraj to get paid! As I gained more business experience, and as I grew into a manager, I caught myself doing the unthinkable: I used the same terrible judgements used again against me when I assessed potential candidates. When their names were strange, I would actually catch myself…judging them. I remember the moment I realized what I was doing and it shook me to the core. I was transferring the same injustice I had lived through onto others. I decided to be part of the solution. I radically changed my perspective. I started telling people about my real name, explaining the great story about how Sukhraj means “The Happy King” and how I had embraced it on my quest to happiness. I was on a professional and personal mission to help others achieve happiness, and who better suited than someone with the word happiness built into their name? It was destiny! It allowed me to accept my culture and embrace my true identity. Most importantly: I stopped judging others. Culture-BashingGrowing into adulthood, I still didn’t feel fully comfortable with my heritage and identity and, like many others, I found a way to circumvent society’s systematic judgements. I started to laugh. I spent hours watching stand-up comedy about Indian culture. I laughed endlessly at the cliches and jokes. The comedy actually distanced me from my culture further: I made jokes about Indian culture, as if it wasn’t “my” culture at all. Sure, I was Indian, but I was nothing like “those Indians” in the jokes. I started to fit in better with my friends and colleagues. The path to embracing your cultural identity is a winding one, and I had taken the wrong route. I was trying to protect myself but I ended up opening the door for systematic racism by giving a free pass to every person who wanted to laugh at my culture with me (and many did feel empowered to laugh, poke fun, mock). Harmful humor? I vowed to never engage in it again and so has my entire family. In a time where racial inequality is at the forefront, every one of us has a duty to respect every other human being on the planet. We cannot use harmful humor to fit in or feel better about our place in society. Racism Is Widespread in Hiring PracticesWe watch TV shows set in Silicon Valley where different cultures are harmoniously working together to build incredible technology companies. But one thing we now know: There is prejudice in companies across countries and industries. You won’t find it documented in the employee handbook or on the company website, but it’s there. A study out of Northwestern University took data from hiring practices in nine different countries. Field studies showed there was systematic racism against candidates that were of a “non-white race.” They received fewer callbacks in almost all cases versus their “white” counterparts. I know this practice is a real one because I’ve done the same. We have a duty as a society to stop this behaviour immediately and to realize an extremely basic truth: A name has absolutely nothing to do with a person’s abilities. Change Is NeededWe are all responsible for making change happen. Catch yourself before making that potentially racist joke—even if it’s about your own culture. Ensure your workplace is truly living by diversity and inclusion guidelines for all current and future employees. And, most importantly, learn to embrace your own identity. Together, we can make the difference. Shawn Johal is a Scaling Up Certified Coach currently working with several entrepreneurs and their businesses to help accelerate their growth, while finding personal balance and happiness. The post How I Overcame My Prejudice appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/2BmAu4m Contributed by Libby Rutkey, freelance writer and editor. In times of crisis or social unrest, fostering a culture of respect and inclusivity in your organization becomes even more critical. And key to that goal? Productive conversations. Simply put, words matter. The right words create space for honest, safe dialogue. The wrong words prolong divisiveness and inequality. Consider these tips as you navigate tough conversations and address challenging social issues at your organization: Don’t stay silent.As a leader, you model how to explore tough topics and even how to respectfully disagree. To stay silent is, at best, a missed opportunity and, at worst, an unspoken consent to maintain the status quo. Assume the best.Begin conversations with a positive mindset. Believe that talking will lead to good outcomes. Invite dialogue, not debate.Foster open-ended conversations, where you express your perspective and learn from others’. Learning from each other is the goal, not convincing or winning. Ensure that people feel respected and valued for the different perspectives they bring to the discussion. Be humble and willing to admit weakness.Put aside your ego and assumptions as you listen and learn from others. Accept that you might not say the right thing, but acknowledge that your goal is to understand and grow. Speak up against exclusionary, divisive behaviors.Be a champion for inclusion and equality whenever possible. Even if you’re unsure whether you’re doing it “right,” there’s value in calling out discrimination. Watch for common roadblocks in conversations.The nonprofit research firm Catalyst identifies three assumptions that prevent successful, productive dialogue:
Be intentional in your word choice.Words can reinforce negative stereotypes and undermine an individual’s perspective. As you engage in conversations, reflect on whether you use the same langauage with men and women. Look back on performance reviews and assess your language for differences in standards or expectations. For example, do you hold women or people of color to higher standards? Are your goals for men on your team different than their female peers? For more resources and information on leading through crisis, visit the #EOTogether platform. The post 7 Tips for Successful Dialogue appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/37Cjymx Contributed by Chen Amit, co-founder and CEO of Tipalti Entrepreneurship is one of the most challenging vocations on earth. Even during the best of times, it requires long hours, endless devotion, and a willingness to take big risks and make gut-wrenching decisions. Today, as we navigate an unprecedented global health crisis, an entrepreneur’s role becomes even more demanding. The amount of difficult tasks and important communication threads business owners must juggle every day has grown by an unimaginable magnitude. It’s also worth noting that employees are looking toward leaders for guidance and reassurance. They want to know that their professional lives are in good hands and that their company will emerge from this crisis stronger and healthier. One person can’t shoulder all of these tasks and responsibilities successfully, which is why startup CEOs need to assemble strong leadership team that they can lean on during difficult times. Traits to Look for When Hiring Your Leadership TeamI cannot imagine confronting the coronavirus crisis without my leadership team by my side. Every day, we meet on Zoom not only to discuss pressing issues impacting our business, but also to bond over books we’re reading and television shows we’re watching. Besides this, we’re also working on several projects that will help our company thrive during and after the pandemic. This includes building out personal development plans to keep employees engaged and challenged and refreshing our core values to ensure they remain relevant in a post-coronavirus climate. In my time as the co-founder and CEO of my company, I’ve identified a few traits that are incredibly helpful for leadership teams to possess. Focus on hiring people who embody the following attributes—these are traits that can help carry any startup through a crisis: 1. Action-oriented Difficult situations often call for quick, decisive action. Plenty of candidates for your leadership team will have big ideas, but few will have a proven track record of transforming concepts into tangible solutions. When conducting interviews, be sure to ask for specific examples of each candidate’s ability to act decisively; look for a quick, strategic mind that can develop and implement innovative solutions. Meanwhile, it’s incumbent on you as the CEO to create an environment that encourages action-oriented behavior. This means granting autonomy to your leaders, rewarding them for taking risks, and recognizing their efforts when their bold moves are successful. 2. Collaborative Great leaders understand the value of collaboration. They work well with others, consider a wide range of perspectives, and challenge their colleagues respectfully. Even when extenuating circumstances (such as social distancing) drive them into isolation, they still regularly brainstorm with their teammates. They know collaboration yields the best, most innovative ideas. 3. Communicative Communication is key to building trust, ensuring alignment, and boosting companywide morale during a crisis. Your leadership team should be able to clearly express your company’s mission and vision as it adjusts to ongoing changes across the business landscape. The right candidates will possess excellent written and verbal communication skills. Likewise, they should also feel comfortable speaking in front of larger groups, fielding questions, and addressing concerns. One thing I’m doing right now to keep up with communication is providing frequent Slack updates to my entire company. These are transparent check-ins regarding the state of the business during these rapidly changing times. Taking the company’s pulse in this way isn’t benefiting executives alone — it helps everyone. 4. Resilient All entrepreneurs, business leaders, and employees experience adversity throughout their careers—but their ability to conquer challenges and bounce back from failure is what sets them apart. During interviews, ask candidates for specific examples of setbacks they have overcome. Ultimately, your aim should be to hire leaders who repeatedly exhibit resilience. A leadership team full of resilient individuals can help motivate your company to maintain its energy, enthusiasm, and ingenuity while confronting challenges—even in changing times. A startup’s CEO is only as strong as his or her supporting cast. Starting on day one, surround yourself with a capable, trustworthy leadership team. Regardless of your company’s age or size, set a high bar when vetting candidates. These are the individuals you will lean on for years to come while navigating challenging scenarios. Approach this team-building task wisely, and you’ll certainly position your company for scaling and prosperity. Chen Amit is the co-founder and CEO of Tipalti, a payment automation software that helps businesses manage their entire supplier payments operations by streamlining all phases of the AP and payment management workflow in one holistic cloud platform. Formerly the CEO of Atrica and Verix, Chen is a veteran high-tech executive and repeat entrepreneur. The post How to Build a Team That Can Navigate Your Business Through Difficult Times appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/2CdBkAZ With the pandemic creating uncertainty for organizations and individuals around the globe, entrepreneurs continue to harness their influence and skills to aid those most in need. From donating reusable diapers to manufacturing parts for PPE, businesses are showing us it’s all about taking care of each other. And it’s important to spread the news of these acts of kindness. Entrepreneurs from the Entrepreneurs’ Organization in the Philippines are helping community members and hospital workers on the front line. They have been donating and distributing protective masks, canned foods and cash to health employees and people in lower-income areas. As of early April, the EO chapter had already received donations equal to 30,000 masks and delivered 18,000 meals. To support healthcare providers, British telecommunications provider Esendex is giving 1,000 free credits and full account management to those sending emergency communications. The company’s senior brand development manager, Amy Robinson, says, “During this time of unrivalled uncertainty, we believe that the role of communication is more essential now than it has ever been. One of our closely held values is ‘win as a team’ and never before has this felt more apt. We are grateful to be able to support their work, if even in a small way.” In an unexpected move, 3D Folkes has ceased all commercial 3D printing to instead focus on producing parts for medical face masks and visors. The equipment will be used for National Health Service (NHS) hospitals across the country. Ben Folkes, managing director of 3D Folkes explains, “A few years ago, we were fortunate enough to be able to help a little girl called Charlie who was born without her right arm, by 3D printing her a new one. Once again, we find ourselves in a position to be able to help. We have officially allocated all of our 3D printing resources to the production of medical visor masks for frontline staff.” From EO’s Johannesburg chapter, Grant Doubell, director of The Ground Up Company, is among the entrepreneurs behind Donate4Corona. The organization is collecting funds to buy masks and other equipment to protect the tens of thousands of doctors, nurses, EMS personnel, law enforcers and security service providers that are fighting the pandemic in South Africa. When they heard of NHS staff struggling to buy nappies after their shifts, Baba+Boo donated 3,500 reusable nappies to employees on the front line. Commenting on the donation to facilities including London’s Great Ormond Street and Royal Gwent Hospitals, founder Eve Bell said, “After reaching out to our customers for their help putting us in touch with NHS Trusts, we were blown away by the stories we heard from struggling parents.Over the last few weeks, we’ve seen a surge in orders as many parents turn to reusables, and it’s been amazing to hear how they’re helping to make some lives a little more convenient in these uncertain times.” Out of EO San Diego, Magaly Chocano is a small business owner intent on “paying it forward.” Before the pandemic, her company’s building was devastated in a fire. The founder of Sweb, a digital advertising agency, says, “we were showered with generosity, support, and most of all, hope. We want to show up and provide the same support that was give to us!” She is selling custom-designed In This Together t-shirts, masks and stickers (in English and Spanish) and donating all proceeds to local businesses. “We purchase gift cards weekly from them and distribute those to non-profits with communities in need and frontline workers that are keeping us safe.” Adam Roberts, owner of Go Dine and Go Dine Digital, has refocused the resources from his businesses to provide free meals to vulnerable individuals during the crisis. The not-for-profit called Open Kitchens is collaborating with restaurants across the UK to cook meals for NHS workers, schools, the elderly and those most in need. “I saw an opportunity to utilise unused kitchens and skilled chefs in closed restaurants to support people who cannot leave their homes, are busy working on the front-lines or are facing financial hardships due to the virus. So far we have raised almost £30,000 (US$37,700) which is being used to fund restaurants to create restaurant-quality meals for those who need them most.” In Berlin, Karsten Warrink is an EO member and founder of AmberMedia who is grateful for the chance to share stories and experiences with fellow German EO members. “For me, it was very helpful in this time of crisis to get information and to see everyone is in the same ship.” His company has collaborated with media partners to install free information campaigns encouraging people to stay home and stay safe. Writing 100 letters to people from different parts of the world, freelance writer Jess Collins decided to create an initiative to offer words of encouragement to anyone in need of a helping hand. “I’m running a ‘100 letters’ project—100 letters to people from different parts of the world,” she explains. “I advertised it on my Instagram page and people messaged to book a letter with their address. I’m slowly working through the list now. Many have told me things about themselves, but some haven’t so sometimes I don’t even know who I’m writing to! Although I’m doing it to help others and to use my skill at a time like this (the power of words), I’ve found that it’s been really cathartic for me as well and a really unique creative project unlike any other that I’ve done. I’ve really enjoyed connecting with people in this way.” For more tips and resources about carrying your business forward after the coronavirus pandemic, check out the #EOTogether platform. The post More Good News on Good Deeds appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/3cZVHhE Written by Parveen Dhupar, chief creative officer at BTI Brand Innovations Inc. and a member of the Entrepreneurs’ Organization in Toronto. The original version of this article appeared on Dhupar’s LinkedIn blog. My name is Parveen Dhupar. I am a brown man, born in India, raised in Canada since the age of 7, happily married to my wife Ritu for 27 years and a proud father to two boys, currently ages 23 and 21. I consider myself Canadian first and am proud of my ancestry. Social issues are hot topics of discussion in my household given our racial background and that my oldest son identifies as gay. We are a strong happy family that respects differences in opinion and contributes to the greater community. I start off this way so that I can paint a quick picture of my family and to allow all the stereotypical “perceptions” to float in your mind. We all have perceptions and biases that I believe contribute to the continuation of these ongoing issues of inequality, racism, hatred and injustice. What I am about to share may offend some and resonate with others. My intention is to rally people of influence to speak up and support BIPOC (black, indigenous, people of colour), LGBTQ2S+ (lesbian, gay, bisexual, transgender, queer or questioning and two-spirit), and all communities that are marginalized, excluded and discriminated against based on race, gender, age or ethnicity. What is happening in the United States and globally, with protestors taking to the streets in outrage to denounce the death of George Floyd, shows that people are tired of letting racism and police brutality exist in silence. It is a result of long-seeded inequality and oppression. We are at an inflection point in a world grappling with a complex legacy of racial, social, and economic disparities, spanning centuries. I pray that this time, people in power make positive change and that we do not stop until we finally have equality for all. So, what can we do beginning today? Let’s start with: 1. Get behind Black Lives Matter.Make it your own fight. I am brown and even though I have faced racism I can admit that it is much harder for a black person to get ahead than anyone else in North America. 2. Open up your heart, mind, body and soul.Start with compassion, listen and learn, walk peacefully side-by-side with people that have been discriminated against and recognize that we are all connected deep down inside. 3. Educate yourself.Get an understanding of how policing works, the history of slavery in America, our own Canadian history steeped in racism and the active oppression of indigenous people, and finally, the way white supremacy exists in the systems we navigate on a daily basis and how we benefit from it while others suffer. 4. Do some self-reflection.Take a look at your own biases, acknowledge your privilege (white or otherwise), extend a hand to others and make a commitment to be a better person. 5. Keep the dialogue going.Don’t stop talking once the media stops reporting and the hashtags stop trending. Have an ongoing dialogue in your family, with friends and colleagues. Keep holding yourself and each other accountable. 6. Vote for change.Be a part of the solution by casting your vote for officials willing to have the tough conversations in parliament or government and fight in order to pass bills that will effect change. 7. Get involved.Be the change by getting involved in leadership positions, volunteer with organizations or campaigns (including political ones) you believe in, run for politics and be a person of influence. 8. Check your values.Evaluate your relationships, partnerships and the brands you support against the values that are important to you when it comes to systemic injustice and discrimination. 9. Support minority-led businesses.Align your consumer buying habits by supporting the minority-led businesses locally and around the world. Give them the opportunity to grow and flourish. 10. Redirect the conversation.Don’t ignore it and walk away when someone shares words that don’t align to racial equality, social justice and greater access to education and life’s necessities. Speak up and help them understand by walking them through these 10 tips to making positive change. Change is not going to happen overnight but committing to the steps above will lead to the greater goal of a society where everyone is treated as equals. I have personally started by making a generous donation to the Toronto chapter of Black Lives Matter and am committing to giving up to two hours of free marketing consultation to any BIPOC and LGBTQ2S+ entrepreneur. Parveen Dhupar is the founder and chief creative officer at BTI Brand Innovations, a creative agency based in Mississauga, Ontario. Dhupar is the current chapter president of EO Toronto. The post On the Road to Racial Equality, Start with These 10 Steps appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/30y8tBj Contributed by Shawn Johal, business growth coach, leadership speaker and co-founder of DALS Lighting, Inc. He is also an active member of the Entrepreneurs’ Organization Montreal chapter. A version of this article originally appeared on Johal’s LinkedIn blog. When the coronavirus crisis hit, people reacted differently—but nobody could have predicted the seismic shift it would have on the world. The unthinkable had suddenly become reality as we hunkered down with our loved ones, staying in our homes to ensure our safety. As the weeks advanced, we took many rides on an emotional roller coaster. From appreciating seeing our kids and spouses again, to worrying about our financial situation—things we thought we’d never have to worry about suddenly became points of real concern. Some days have been filled with hope, while others have sent us into despair. Most of us had to pivot in some way. We have learned new technologies, changed the way we communicate and adapted our schedules to balance our time the right way, but only as much as the virus allowed.
Today, countries are opening up at different speeds. Traffic is starting again, almost to the same levels we were accustomed to before confinement. Construction sites are back at it, and capitalism is raring to go. Some have even unbelievably suggested the economy is more important than human lives. I watched a very impactful video this morning, The Great Realisation. You may have seen it. It’s garnered 6 million views in a short period of time. The video does a quick but deep dive into how the world has fundamentally shifted because of the virus. Pollution levels globally are down; our human habits have changed; we are being purposeful about spending time listening to our loved ones; and many of us have realized our previrus lives were in fact…a mess. We prioritized work, we left our families for “in-between” moments, and we cared little for the environment. This new perspective has been refreshing and transformational. But will it last? Living in Fear During the Coronavirus CrisisAs brave as I try to be, I have often found myself very worried in the past weeks. I am working more hours than ever. The story I tell myself is that it’s a natural reaction to facing a huge loss of revenue. Relaxing has felt irresponsible: If I am not spending hour after hour rebuilding my business platform, I question my commitment and use fear as a tactic on myself to motivate my own actions. Is it the right or wrong approach? I have no clue, but when I’m feeling calmest, I remember to focus on the positive: I have taken this forced moment of quiet shift to dedicate my time to high-impact projects I hope will have a lasting effect for years. And yet, am I not simply back to my old ways? Am I once again choosing professional work over my family? I have to catch myself in the moment when I find myself using the virus as an excuse to spend 10 hours a day in my home office, asking not to be disturbed by my two young teenagers. Sure, they are independent. But at 14 and 11, these are the last few years I will have them with me. In no time, they will move on to their own lives, out to conquer the world. And as parents, we will be an afterthought for a few years. The proverbial cycle of life happening before my eyes, and I am sitting in my home office away from my kids as it happens. Fear is powerful, but it can also be blinding. I’ve tried to remind myself to take a step back and mindfully analyze if my current actions are a reflection of the anxiety I feel. My advice? Ask yourself if you are doing the right things and for the right reasons. We know time is precious. We’ve had a forced but necessary reminder of this during the pandemic. As much as we need to get back out there and rebuild our professional lives and our businesses, please remember to prioritize. Use the coronavirus crisis as an opportunity for change that will last. One day we’ll be able to look back and say with confidence that the virus helped reframe the way we lived our lives. Old Versus NewIn the coming months, certain aspects of our lives will go back to what they once were before the coronavirus crisis. We will return to our offices, perhaps begin visiting our favorite local stores again. Things won’t be exactly the same, but very similar. Now is the time for planning. Make a list of the elements you miss that brought you happiness before this crisis—and figure out creative ways to build on those. Make another list of the terrible tasks you had to deal with. What can you do to eliminate these moving forward? Use the crisis as a time to rebuild your path, the way you want it to be. One thing is guaranteed: It is easy to fall back into our old ways. It’s our natural tendency as human beings: The familiar is where we feel most comfortable. It will take discipline and will-power to avoid the trap we were stuck in previously. Be ready: Big business will do everything to get you back. We will be bombarded with marketers telling us what we need, but only you truly know what you need. Only you can decide how your life should be lived. Be mindful about it: make the conscious choice today. EssentialismAuthor Greg McKeown wrote an excellent book before the virus. His book, Essentialism, encourages readers to take an disciplined, essentialist approach to their lives. This means gaining back control of our time and only working on the most important priorities. When we eliminate the need to do everything we can finally begin to focus on our true goals and desires. Right now we have a unique opportunity. The coronavirus crisis has afforded us a massive reset. Use this gift (it can be seen that way) to adapt to the new reality in your own way. Our constant need for more has often led us down the wrong path. I am all about pursuing successful outcomes: I’ve spent my life trying hard to impact the world everywhere I could. And yet, I had to learn it the hard way myself: the goal right now is to stay focused on how to remove ourselves from the cycle of things we “just did,” as if on autopilot, and to put our focus in the places, people and work which really make a difference in our lives. Forward or BackwardAs much as the world has changed, we can see the “new normal” isn’t so new. In many ways, it is much easier to go back than to move forward. Be courageous and make the conscious decision to build a new normal for yourself. The choice is yours. Take the leap and create a life by design. You can do this! Shawn Johal is a Scaling Up Certified Coach currently working with several entrepreneurs and their businesses to help accelerate their growth, while finding personal balance and happiness. The post Are You Going Back or Moving Forward? appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/3dIDUNb Contributed by Tina Hamilton, an Entrepreneurs’ Organization (EO) member in Philadelphia, Pennsylvania. Hamilton is the founder and CEO of myHR Partner, a human resources outsourcing firm that manages HR for small- and medium-sized businesses. The following was adapted from an article in The Morning Call. As organizations plan their return to work after statewide shutdowns or work-from-home orders, there is much to consider—for both employees and employers. I’ve answered some of the most common questions related to the return-to-work transition. 1. How do we best address the needs of our employees as part of planning for reopening and managing the new federally mandated leave options and still operate our business?Prepare your office space or building. If your workplace has been unoccupied for more than a week, a routine cleaning works. Still, consider a deep cleaning for employees’ peace of mind. Modify the workplace. Separate workplaces at least 6 feet or reconfigure work areas to avoid close back-to-back or face-to-face configurations. Install barriers between work areas. Reduce touch points. Consider what items can be moved to reduce frequent handling or contact from multiple people. Provide masks and gloves and other personal protective equipment (PPE) at the company’s expense based on industry requirements and risk. Provide training to employees on the safe and proper handling and wearing of PPE. (PPE is not easy to come by, so the sooner the better.) OSHA recommends providing tissues, no-touch trash cans, hand soap, alcohol-based hand sanitizers, disinfectants and disposable towels for workers to clean their work surfaces. Adjust workplace hours and shift design as necessary to reduce density in the workplace. Stagger shift starts and end times or establish alternate days to limit large groups entering or exiting the workplace. Require all employees to maintain 6 feet or more social distancing. Leverage technology to limit interaction. Conduct meetings and training virtually. Close or limit traffic to common spaces such as break rooms, hallways and elevators. Prohibit nonessential visitors. Enact a continuous health screening process for individuals to enter the workplace. Conduct temperature checks—with noncontact thermometers if possible. Prepare for your workers: Consider appointing a chief COVID officer who is responsible for ensuring that all public safety and health guidelines are implemented and that employees follow them. Explore establishing policies and procedures for:
Post notices for employees and customers regarding mitigation measures:
2. How do we handle sick calls from employees?You may ask if they are having coronavirus-related symptoms. If feasible, appoint a person or people for all call-outs and establish a process for screening employee absences and returning to work. For those experiencing coronavirus-related symptoms, follow CDC guidelines for returning. 3. If an employee refuses to come back to work and we have done everything to create a safe workplace, what are our options?
4. What if I am an employee at high risk and do not feel safe returning to work?
5. What if I have no one to watch my children since schools and child care programs have not reopened?You may qualify for leave under FFCRA, a new program created specifically in response to COVID-19. Under this act, you could be eligible for up to two-thirds of your pay so that you can stay home with your kids. Some companies can claim an exemption from this benefit, so check with your employer. You may be asked by your employer to verify this leave is necessary. Communication CountsOverall, we highly recommend that employers and employees communicate openly and calmly. Try to work out a solution that satisfies everyone’s needs and concerns. One glance at social media and you will see that there are varying opinions on whether we should return to work. We all have a right to our feelings. It is in everyone’s best interest to listen and attempt to understand each other’s needs. Right now, no one has all the answers. But if employers are open and honest with their teams and communicate and check-in regularly, everyone will be more likely to transition smoothly. For more tips and resources about carrying your business forward after the coronavirus pandemic, check out the #EOTogether platform. The post Answers to 5 Common Return-to-Work Questions appeared first on Octane Blog – The official blog of the Entrepreneurs' Organization. via Octane Blog – The official blog of the Entrepreneurs' Organization https://ift.tt/2UdX1He |
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November 2020
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