podcast image

Podcast

Episode 125: How To Set Up Your Team To Scale with Tatiana O’Hara

Feb 25, 2021

In today’s episode, we meet Tatiana O’Hara, agency and team operations coach who works with six to seven-figure entrepreneurs helping them build out their team in a way that supports the growth and sustainability of their business as they scale. After finding success working in the corporate world, Tatiana brings the internal structure of hiring and onboarding your team into entrepreneurship. 

If you’ve ever wondered how you can make your business more efficient so you can stop working endless hours and increase your capacity to serve more clients, listen up because Tatiana is sharing her biggest tips and takeaways to help you go from being the overwhelmed superwoman and trying to do it all to actually setting up your team and business to scale.

Listen on Apple Podcast

You’ll learn:

  • Two ways to know if you’re ready to hire (or should have already hired)
  • The breakdown of different players you can hire for your business
  • How to have an effective onboarding process
  • The three biggest mindset shifts to build a successful team

Mentioned in this episode:

Instagram: @_tatianaohara
Website: www.tatianaohara.co

Ready to Launch Your Business?

Join Our Membership Community

The She’s Off Script podcast has a membership community to help you launch and grow your business with resources, coaching, and collaboration with other founders. Join our Boss Off Script community today by going to serwaaadjeipelle.com/community


Episode Transcript

Tatiana O'Hara

that would be probably the first mistake that a lot of people make is they say that they need help so they just run out and hire, typically like a virtual assistant. And sometimes that is what you need. But sometimes it's not right. So you're VA is going to be a really good Duer, right?

Tatiana O'Hara

You give them the direction you give them the task, and they're going to be able to do that for you. However, we should not be relying on our virtual assistance to help us with strategy.

Serwaa Adjei-Pellé

Hi Off-Scripters. It's your host, Serwaa Adjei-Pellé and welcome to Episode 1 25 of the She's Off Script podcast. This is a show where we hear and learn from women who've created unique blueprints for their business success. My hope is that you'll hear their stories and translate their gems into a unique path for yourself.

Serwaa Adjei-Pellé

In today's episode, we meet Tatiana O'hara. She's an agency and team operations coach who helps CEOs combine the structure of the corporate world with the flexibility of entrepreneurship. If you're tired of being the superwoman who does it all in your business, listen up.

Serwaa Adjei-Pellé

During our conversation, Tatiana lets us know how to tell when we're ready to hire. She also defines the team members we can hire in the online business space and walks us through how to create an effective job posting to attract the right talent Way also talked about how to onboard new team members so they don't go running for the hills

Serwaa Adjei-Pellé

before we hear the rest of Tatiana's episode. I would love it if you could subscribe, rate and review our show on iTunes or anywhere you listen to podcasts.

Serwaa Adjei-Pellé

This will help to spread the word about our podcast. So amazing stories like Tatiana's can continue to inspire women looking to launch their own Off-Scripters Ernie's

Serwaa Adjei-Pellé

that She's Off Script podcast also has a membership community to help you launch and grow your business with Resource Is and coaching. Join our boss Off-Scripters munity today by going to Serwaa Adjei-Pellé dot com. Forward slash community With that, let's go off script with agency and team

Tatiana O'Hara

operations Coach

Serwaa Adjei-Pellé

Tatiana O Hara

Serwaa Adjei-Pellé

Tatiana Ohara. Welcome to She's Off Script. Thank you for being here.

Tatiana O'Hara

Yes. Thank you so much for having me.

Serwaa Adjei-Pellé

So for any of our listeners who haven't come across you before, could you share who you are and what you do?

Tatiana O'Hara

Yes, absolutely. So like you said, my name is Tatiana Ohara, and I'm an agency and team operations coach. And so basically what that means is I work with six figure and even approaching seven figure entrepreneurs to help them

Tatiana O'Hara

really begin to build out their team in a way that is going to support their overall vision. Right? Refining kind of what the inside of the business looks like. Refining your offers,

Tatiana O'Hara

making everything is scalable and sustainable. It's possible that way when you bring your team in their extremely effective and efficient, they're not really stepping on top of each other. You know, nobody's, you know, doing.

Tatiana O'Hara

You don't have three people doing the same role, so really, just refining what the inside of the business looks like to support the growth, because I find that a lot of people you know, we focus on sales and marketing and making more money. But

Tatiana O'Hara

there's not a whole lot of focus around, okay, but how do I sustain this? So that's that's where I come into play. That's what ideo

Serwaa Adjei-Pellé

Nice. So how did you get to the point where you're now helping teams and agency scale?

Serwaa Adjei-Pellé

Yeah,

Tatiana O'Hara

So right after college. Well, I studied operations in college and then right after I went into corporate as a district manager for a popular grocery chain, did that for a little under five years. And so, essentially, I was responsible for the overall operations of five very high sales volume stores

Tatiana O'Hara

in the metro Atlanta area. And so I I didn't have an office that I went into every day. You know, I was in my stores every single day. I'm on rotation going to different stores, and I had to essentially make sure that they were hitting their KP ice, that the stores looked good. Customers were happy, you know. The employees were happy, so on and so forth. And when I initially came in, you know, things were kind of a mess, right? My managers were working

Tatiana O'Hara

15, 16 hour days. The staff was overworked, the stores look terrible. We weren't hitting our metrics. And so I really had to put on my leadership hat and figure out what's the problem? How can I fix this? And so long story short. Over the course of about four years, I had to teach. My managers had to become better leaders and to optimize their team so that the team could do their job. I could do my job. My managers could do their job and ultimately, like we started to see explosive growth, right? Sales volume was up like 20%. We reduce turnover by about 30%. Employees were happier. Managers were able to go home and be with their families at the end of their shift. And so doing that while also being online. You know, at the time I was just kind of like business coach, right? Like I'm gonna help you start a business. But I started to realize that the same things my managers were struggling with online entrepreneurs needed that, too, because in corporate, we have all the structure and we hate it right. We think structure is terrible, but then we get into entrepreneurship and it's the complete opposite. And so I'm kind of bringing that structure from corporate into entrepreneurship, so to speak,

Serwaa Adjei-Pellé

nice and really what you were describing as the before state of your managers

Serwaa Adjei-Pellé

is what a lot of entrepreneurs are doing today.

Serwaa Adjei-Pellé

Some of us started out as solo preneurs, and you're burning the midnight oil and you're doing it all and

Serwaa Adjei-Pellé

not realizing that what you're doing is stunting your growth. So today, I really want to delve into how we can see that transformation for ourselves by hiring the right people to help us grow. So first and foremost, how do we know when we're ready to make our first higher?

Tatiana O'Hara

So a couple different ways that you can kind of diagnosis this. So

Tatiana O'Hara

the first thing I want to say that I don't think enough people talk about is that you need to be at a point in your business where you're making consistent revenue. If you are just starting out in business and you make maybe 501 month nothing the next month. Ah, $1000 the next month, and it's kind of up and down.

Tatiana O'Hara

Your primary focus right now should be creating a sale system that works

Tatiana O'Hara

in getting a consistent influx of clients right. Once you've established that consistent revenue, honestly, it's whenever you want to hire right whenever you decide that you want help so that you could step away from a specific part of the business. But there are two ways to know if you should have hired like months ago, right? Like if this is a problem, that probably should have already been corrected.

Tatiana O'Hara

So one way is that you're approaching burnout,

Tatiana O'Hara

right? You are working endless hours. You feel like you know, there's just not enough hours in the day. You find yourself doing a lot of the tasks that you're not good at, and it's slowing you down. That's one way you could tell. Like it's time to insert other experts on your team that could take some of those things off of your plate.

Tatiana O'Hara

The second way is that maybe you're approaching some sort of sealing in your business.

Tatiana O'Hara

So if you are, as I call it, the Waitlist queen, right, you're throwing everyone on a wait list to work with you because you've reached your capacity, then it's definitely time to hire, because at this point you are unable to scale right. You can't get past $5000 a month because you can't take on more than that amount of clients, and so we need to begin to bring people on our team to either help us with client fulfillment or maybe take some of the admin work off of our plates so that we can increase our capacity to serve more people. So I would say those are two of the ways you can kind of know that you may be a little bit behind the curve a little bit, but like I said, as long as you're making that consistent revenue and you're at a point where you're ready to, you know, kind of stopped trading time for money,

Tatiana O'Hara

then you can go ahead and make that proactive decision to bring someone onto your team.

Serwaa Adjei-Pellé

I also feel like the online business world has a lot of players, so maybe you could break down the differences between all these players. For example,

Serwaa Adjei-Pellé

what's the V A. And what should we expect them to do for us? Or versus an O. B. M versus a coach, or maybe any other team members that your clients tend to hire?

Tatiana O'Hara

Yeah, that that's honestly a really good question and point, because that would be probably the first mistake that a lot of people make is they say that they need help so they just run out and hire, typically like a virtual assistant, and sometimes that is what you need. But Sometimes it's not right. So you're VA is going to be a really good Duer, right?

Tatiana O'Hara

You give them the direction you give them the task, and they're going to be able to do that for you. And however, we should not be relying on our virtual assistance to help us with strategy,

Tatiana O'Hara

right? That is a kind of higher level thing. Not to say that your VA is not capable of doing strategy, but it's kind of unfair for us to expect that of them, right, especially if that hadn't been outlined in the agreement. And so that's when you're looking at more higher level leadership, right? So maybe that's like an operations manager, a project manager, maybe sometimes in OPM, which

Tatiana O'Hara

not everyone needs that, but

Tatiana O'Hara

someone who can do more of the higher level things. And so these three rolls, ideally, you as the CEO you create, create this strategy and they can help you with refining the strategy. They could help you with creating that implementation plan and then going on and delegating to the rest of your team and just overseeing the project

Tatiana O'Hara

as a whole, right? So, for example, like a launched a project manager would be a really good person to have on your team to oversee the details of your launch to ensure things were happening the way that they should. Then, of course, you have, like, marketing and assistance. So maybe, like a social media manager who can help you with engagement on your social channels, creating content,

Tatiana O'Hara

doing hashtag research, just kind of staying abreast to, like all of the good trends like this faras rials and ticktock goes. And then, if you run some sort of agency style business

Tatiana O'Hara

client fulfillment assistants are very popular now. You might not call them that. Maybe you'll call them like an account manager or something like that. But let's say you run a social media management agency and you want to be able to take on more clients. Maybe what that would look like for you is having additional client fulfillment assistant. Who can take on some of those clients for you? So maybe every person on your client fulfillment team can be responsible for 4 to 5 clients, and they manage their own clients. So I would say those air like,

Tatiana O'Hara

What was that for? So the virtual assistant some sort of leadership operations, social media and client fulfillment. I would say those are probably the most common ones that I see. But I will say sometimes you will have people on your team or need to hire someone. But it doesn't have to be like a long term thing, right? Maybe you hire someone for a one time project to come help you clean up your back in systems, or to help you refine your client experience or to help you launch a podcast. But you don't always have to have these people on your team, you know, long term.

Serwaa Adjei-Pellé

Mm c p. I think we really needed that lay of the land because people oftentimes will hire the wrong person. They will hire a coach hoping that the coach is going to help them with implementation, whereas the coach is there to help them

Serwaa Adjei-Pellé

answer questions for themselves. They're there to give you train, right?

Tatiana O'Hara

So that's a good

Serwaa Adjei-Pellé

first step.

Tatiana O'Hara

Absolutely. And also, I would say, like having a coach. I didn't even like a really touch on that, but that's kind of like the highest level strategy person you can't have on your team, so to speak. because they're going to see the things that you don't. They're kind of like three steps ahead of you, right? And so you work with a coach, you get really good direction and just overall like,

Tatiana O'Hara

yeah, just direction. Right. And then you can bring that back to your team, refine it based on what you guys have going on and then go out and implement, you know, as you see fit. So, yeah, I think having a coach on your team is probably one of the most impactful things that you can do as an entrepreneur because we always need to be in learning mode.

Serwaa Adjei-Pellé

Right?

Serwaa Adjei-Pellé

And earlier you mentioned a couple ways we can know if we've waited too long to hire. I think I've also heard you say that people hire you when they feel like their teams aren't functioning as they should. They're a little bit dysfunctional, so

Tatiana O'Hara

help us get

Serwaa Adjei-Pellé

ahead of that curve. How do you set up your team to run smoothly once you start to onboard people,

Tatiana O'Hara

right? Yes. So most of that work starts before you even hire the person. So if you work with me essentially like hiring is not until, like, 60% through our process together because a lot of the work starts up front. Right. So first we need to be really clear on the vision that you have for your business in your life. And I don't mean that in, like, a super like lofty. Oh, this is cute. Let's make a vision board. I mean, like, let's get down to the logistics of what this thing looks like, right? And I say that because if you know that you want to make $50,000 per month and you know your package cost this much per month, you know, you can only take on this many clients

Tatiana O'Hara

that can help us calculate Well, how many people do you need on your team in order to make 50 k months happen? Right.

Tatiana O'Hara

So first getting clear on that vision next, getting clear on your offerings and making them as scalable ous possible. Ah, lot of us wanna hire help because we're overwhelmed. But the reason why we're overwhelmed is because we don't have boundaries with our clients, right? We allow them to send us fox or messages all hours of the night, and we're trying to reply to them or, you know, we have no structure for the way that we have calls with our clients. So sometimes they run one hour. Sometimes they run three.

Tatiana O'Hara

And so you think you need a team to help you. But in reality you need to create structure at the ground level. And so we spent a lot of time refining those offers and making them a scalable. It's possible.

Serwaa Adjei-Pellé

Can I? Can I ask you at that point do you find that you get pushback from the people you're working with because they're like, Now let's get straight to the point I came here toe for help to hire people

Tatiana O'Hara

do get pushback

Serwaa Adjei-Pellé

when it comes to working on the ground work.

Tatiana O'Hara

So I think when I first started, I did. But it was just like a lack of understanding, like what I do honestly, I feel is very unique because they're going to be people that help you hire and help you lead your team. There's gonna be systems people, but there's no one that's really kind of bringing it all together. But I find now that people they trust my process because they've

Tatiana O'Hara

seen it. You know they've seen that it works for other people. And a lot of times when people come to me, they're just so ready for this thing to feel good again.

Tatiana O'Hara

They're just ready for business to the work that they're like, I trust you like whatever we have to do Let's just do it. So, yeah, I definitely think that that was something that kind of grew over time. But once we really like, we'll find your offers. Then it becomes clearer who you need on your team in order to make that happen and exactly what they're responsible for.

Tatiana O'Hara

Because now that we've refined your offers, we can go through this step by step process of how you make your business happen, and we can figure out and make sure that every step of the process is delegated a warm body, not just relying on some automation, but even if it's you know, even if we have this thing going through automation, who manages the automation right? And so that is how you can be proactive, Right? Is doing that work first and making sure that you are extremely clear on exactly what they should be doing because that is where the friction comes from. It's It's never really that my clients don't know how to lead their teams or that they're struggling with, like, the soft skills. It's more so they don't have the structure in place, so there's a lot of tension, and now they don't know how to deal with the friction.

Tatiana O'Hara

But if the if the structure was there, there wouldn't be that tension.

Tatiana O'Hara

I'm not sure if that, like

Serwaa Adjei-Pellé

no, absolutely makes sense. Then I feel like you need to maintain the structure that they will need to maintain the structure that you brought in. So what would you recommend? Us? Faras ongoing maintenance? Because sometimes your business grows, you add on you processes you add on your product,

Serwaa Adjei-Pellé

and then you find that their scope creep

Serwaa Adjei-Pellé

on the set of responsibilities that individual on your team have. So how do we manage that?

Tatiana O'Hara

So when it comes to kind of maintaining the structure that you've created within your business, it's all about one establishing that boundary but enforcing the boundary. So creating some S o ps or processes around how you handle scope creep one. It allows you to not feel

Tatiana O'Hara

fearful when you have to handle that because you have a set process for how to do it. But then also, people on your team can help you with that, right? And so what that can look like is I'll give an example. I'm in a program right now where the support is through the Facebook group. And if you have a question, you have to submit it the night before the calls by midnight in order to have your question answered, right? And so one time I sent a D. M to the particular coach that runs

Tatiana O'Hara

this program,

Tatiana O'Hara

and I got a message back from her team saying, Hey, Tatiana, thank you so much for reaching out, if you don't mind. Well, you just submit this question on your form. That way your coach can really answer to the best of her ability, and I respected that so much because that was me not trying Thio. But that was me scope creeping, but they have a set process for how they handle that.

Tatiana O'Hara

So I think if we can create processes around that and get comfortable enforcing those things, it honestly elevates the respect that our clients will have for us. But it's not just about scope, scope creep with our clients. It's also with our team as well, right? We have to make sure that we respect and honor their boundaries, especially when you have contractors on your team. And then they have to respect and honor our boundaries and ways that we could do. That is clearly communicating that throughout the on boarding process and walking the walk right? Ah, lot of times we will cross our own boundaries and that invites the other person on the other end to then cross that boundary right back.

Tatiana O'Hara

So as long as we honor the boundary and we have a process for how we're going to communicate when the boundary has not been honored

Tatiana O'Hara

a lot of times it's much easier than you think to kind of manage that. Now, don't get me wrong. You're gonna have clients that air just straight up, you know, disrespectful, right? They don't care. They think the world revolves around them, but then that's the beauty of being an entrepreneur. You could decide to let clients go right. If people are not respectful of the boundaries that you've created, then you can kind of make decisions from there.

Serwaa Adjei-Pellé

Absolutely.

Serwaa Adjei-Pellé

Now you said something else. That is a buzzword when it comes to building a team which is on boarding

Serwaa Adjei-Pellé

and even in the corporate space, a lot of big corporations do not have a handle on this. So

Tatiana O'Hara

how would

Serwaa Adjei-Pellé

you recommend entrepreneurs or small business owners prep themselves and create an on boarding process that's not going to increase the turnover rate that they have with their contractors and new team members?

Tatiana O'Hara

Yes, so on boarding is actually where we lose most people, right? Because we have created this beautiful job description. We've had this great interview process, and we have, like, pitched ourselves to just be this phenomenal company that's so together, right? And then they get in and they're like, What is this? This'd is not what you told me.

Tatiana O'Hara

So first, I would recommend being up front in the interview process when I hired my virtual assistant. When I put out my job description at the top, I always put like a little about me section and relevant information

Tatiana O'Hara

to the specific role. And so I said that you know, I'm currently in a sauna, but it's kind of all over the place, and I wanted to move to click up. I said that I'm in the middle or I'm planning for a launch in the next couple of months and I said a couple other things. I even told them that, like by nature, I'm a little bit scatterbrained, but I have the direction. Sometimes it's just kind of hard to get it out right.

Tatiana O'Hara

And so, by doing even something as small is that it's That's the expectation, and it allows everyone who's applying to decide. Do I wanna work with that?

Tatiana O'Hara

Is that is that something I can work through right now? Do I want to migrate a client from a sauna to click up? Do I wanna work with someone who sometimes struggles to articulate what she's trying to say? Right? So that would be Step One is like having an honest and transparent hiring process. But then when you get to the on boarding phase, there's just a lot of information you want to gather, right? You want to know exactly how communication is gonna work on your team and give them that information we communicate through slack. You know, asana, whatever right you want to be really clear on your core values and share that with them during the on boarding process. It's also gonna be intertwined throughout. Your hiring process is well because you want to make sure that whoever you're hiring is an alignment with those core values but sharing them with them again. Why they're important to you

Tatiana O'Hara

so on and so forth and then giving them access to everything that they're going to need. This is like one of the smallest

Tatiana O'Hara

details that people mess up on right. It's like if you're hiring and let's say, a social media person, they're probably going to need access to your instagram to click up so that they can plan out your content to whatever, like hashtag research thing that you use, maybe to canvas so that they can create graphics.

Tatiana O'Hara

Let's stop hiring people and then making them send us emails like, Oh, hey, Tatiana, can you see me access to this?

Tatiana O'Hara

Have all this stuff ready for them on day one, right? And then the second piece of that would be just overall communication so on boarding should be an experience. It should feel very welcoming. This is essentially their introduction to our company, to our team.

Tatiana O'Hara

And so if you want to get them a gift, get them a gift, have that ready for them, right? Spend time on the on boarding, not just talking about

Tatiana O'Hara

your company and your goals. But what are their goals? As you know, as a human being, what are their goals? And how are you? Is the CEO going to help them reach those goals? Because we want to start pouring into them, you know, from the very beginning. And then I would say, like, kind of communicating What training is gonna look like? What can they expect their first couple of weeks with you? What are the big projects that we're going to tackle immediately?

Tatiana O'Hara

What are the benchmarks for their success? If you've created KP ice for your team, which are highly recommend, share those with them up front, right? Don't wait until they're falling behind on a k p I to share. Hey, Well, this is the metric I've been using to measure your success in the back end. No, like, share that up front.

Tatiana O'Hara

Hey, you're the social media manager. So ultimately, the goal that we're hoping that you can achieve while working in this role is to improve our overall reach on social media. We want to improve our reach. And so therefore, every week when we sit down to chat, we're going to review the reach and how it's grown or regressed in the last week, giving them this information up front.

Tatiana O'Hara

It honestly speaks to culture to, because it allows them to buy into not just the company, but now they have a piece of the pie that they're responsible for, and they could take ownership over that part of their role. So I know that was a lot. But on boarding is a lot right, and it takes It's more than just that one meeting, right? It's the first several weeks that they're gonna be with you. But as long as you cover those details and really just like I said,

Tatiana O'Hara

focus on making it a human experience, right? Like making them feel welcomed, it's going to blow them away. Something as simple as having an on boarding packet. My va was like no one has ever given me this.

Tatiana O'Hara

Typically, the first meeting is just like a to do list, so just it's

Serwaa Adjei-Pellé

something as simple as

Tatiana O'Hara

like these air. My core values, like people online unfortunately aren't doing this. And that can really set your company apart.

Serwaa Adjei-Pellé

Oh, I love that Because, as I said, even Fortune 500 companies may not have this down. And if you transition from the corporate space, you're thinking free flow. I could just do it however I want. But no. If you're gonna be working with people on your team, you still will need that structure in place in order to be successful.

Tatiana O'Hara

Absolutely.

Serwaa Adjei-Pellé

So I think we skipped a step, though you talked about how transparent you were in the job posting process. So could you speak a little bit Mawr Thio Putting together a job description that is going to attract the right types of people? And then where do we go to

Serwaa Adjei-Pellé

find the candidates like the VA and OBM?

Serwaa Adjei-Pellé

Mhm,

Tatiana O'Hara

right? Yeah. So I love the hiring process. I love it very, very much because there are There's so much discovery that happens in this process, even just about yourself, right? You get really clear on what you need. And I think just knowing that sets you apart because a lot of us that are hiring online. We don't know what we need. We just know we need something, right? So

Tatiana O'Hara

if you follow all the steps we discussed prior of, like, really getting clear on your offers and then getting clear on the type of support that you need Ideally, you already kind of have, like, a brain dump of everything they're gonna they're gonna be responsible for. So when creating that job description, I recommend kind of breaking it up into buckets of responsibility. So if you know that they're responsible, if you want them to do these 50 things

Tatiana O'Hara

like divided up and see, like, what are the commonality? So, for example, for my virtual assistant that I hired the four kind of buckets or area of areas of responsibility that she had were general administrative work, assisting me with launches, managing my Facebook community

Tatiana O'Hara

and PR. But we actually ended up taking PR, often hiring someone separate for that.

Tatiana O'Hara

And so, in my job description, I can clearly layout in these three bold points. You will be responsible for the following things General administration, launch assisting or project management and Facebook group management. And so then, under those buckets I can then

Tatiana O'Hara

pour out the many tasks that are included in those three things. But what that does is it gives them, even just from a visual perspective. When you're reading it, it's so clear like, Oh, these are the three main things that I'm gonna be doing when I work with Tatiana versus giving them this super long bullet point list of a bunch of random things because then it looks like you just want them to be a catch, all

Tatiana O'Hara

right? And so that's one part of the job description. You also wanna have, like, a little bit about you about your company. I just like to share relevant information about me, like I said earlier, and then I like to include, like, some nice to haves, right, like

Tatiana O'Hara

you don't have to have these things. But if you do added bonus like I think for me, I said, like if you've worked in corporate before, that's a bonus. If you've worked with teams before, that's a bonus.

Tatiana O'Hara

If you understand how to use click up because that was something that I wanted to get into. That's a bonus, but just kind of being really clear in the job description about exactly what they can expect when they come on board and work with you. That would then lead to the application. So maybe at the bottom of this job description page, you have a button to the application. So they fill out the application based on whatever questions you wanted to ask them. I recommend, of course, just like an even mix. So some operations questions like Tell me about your experience with this. Tell me about your experience with that.

Tatiana O'Hara

But then also maybe you want to ask some more like interpersonal questions like

Tatiana O'Hara

Tell me how you best work in a team or whatever the case is. I also like to ask a question geared around like your favorite personality assessment. So for me, I love to use the India graham, but I know some people will use, like human design or Myers Briggs or something of that nature. This isn't to exclude anyone or to disqualify anyone,

Tatiana O'Hara

but it gives you a little bit of a further insight into the candidates that you're looking at, and you can kind of understand them from that level to then you.

Tatiana O'Hara

I mean, of course, we're like just super condensing this right now. But then you want to post the job description wherever your ideal team member is hanging out, right? So if you're looking for you know, let's say a Facebook ads manager, then some obvious places that you would look for a Facebook ads manager would be Facebook. Maybe Instagram may be linked in maybe, indeed that kind of thing,

Tatiana O'Hara

But we want to post the job description where the most relevant people are kind of hanging out. Facebook groups can be a great place, but I know a lot of us that, you know, maybe we're looking for full time help. We don't necessarily want to hire within the circle of entrepreneurship.

Tatiana O'Hara

And so then you can kind of branch out right and go to some of the more traditional job sites.

Tatiana O'Hara

And then there's a lot of, like staffing services where you can kind of pay a fee, toast your job description there and kind of get candidates in that way. So, yeah, that's kind of how I would create the job description, the application, and then lied that into posting it in the most relevant place for the person that you're looking

Serwaa Adjei-Pellé

for.

Serwaa Adjei-Pellé

So it takes a lot to make

Serwaa Adjei-Pellé

the jump from. I'm doing everything by myself to

Tatiana O'Hara

now, allowing

Serwaa Adjei-Pellé

myself to release the reins to someone else. So talk to me about the mindset shift that ah lot of your clients need to go through in order to release successfully, use your services

Tatiana O'Hara

a couple of things. So the first one, I think, would just be the mindset shift of I can't do it all. And I'm actually not supposed thio like, I think, Especially when you start a business online. We think that the amount of work that we put in equates to are worth equates to our success equates to

Tatiana O'Hara

how much money we can make. But it actually is

Tatiana O'Hara

not true at all, right? Like, yes, you do have to work hard. You have to have a good work ethic. But I think sometimes that

Tatiana O'Hara

that, you know, wording that Burbage could be kind of toxic because it almost implies that we have to do it all by ourselves. Yes, you have to work hard. But you can work hard with people alongside you, right? So I think that would be the first shift is like being willing to admit that I can't do this on my own. And I'm actually stronger for it. Like I'm stronger because I admit that I can't do it on my own. Another mindset shift would be instead of looking at, like, hires as an expense, looking at it as an investment, right

Tatiana O'Hara

when you hire someone, Ideally, if you've hired the right person, they're gonna buy you back some time. They're gonna buy you back time that you can then go out and use to make more money for the business, right to secure more revenue, secure more funds. Or maybe they're gonna put you in a position to make more money. Right? Maybe you've hired a sales person who's bringing more revenue into the company. So

Tatiana O'Hara

it's an investment.

Tatiana O'Hara

I spend a little under $1000 per month on my assistant, like based on the amount of hours that she works, and I like I don't bat an eye at that invoice. I pay it immediately after she sends it, because the work that she does puts me in a position to be able to make

Tatiana O'Hara

20 times that much right, and not only the time that you're going to get back. But you also have to realize the mental clarity that you're going to get back

Tatiana O'Hara

the sanity that you're gonna get back right? So I think those were two of the biggest shift and then the third one would just be like, Well, no one can do it better than I can And I think a lot of times it's like an ego thing. But it's also, you know, we hear our clients raving about us, and so we think we're the secret sauce. We think it's us, and that may be somewhat true.

Tatiana O'Hara

But you have to shift your mindset into realizing that it's your process that gets people results. I use my. The name of my framework is the recover method. The recover method is what gets people results. The recover method is what helps people escape grind mode. It helps them build an effective and efficient team. I just happen to be the person that's delivering it,

Tatiana O'Hara

and so when my company gets to a point where I need help with delivering that, I'm confident that as long as I hired right person,

Tatiana O'Hara

my clients are still gonna get the same result because the magic is in the process, not in me. Right. So, yeah, I think those were, like, three of the biggest mindset shifts that my clients have to make. They're all very big. Mindset shifts, though, and it takes a lot of work, and it's not an overnight thing, and you have to maintain it. But yeah, it's like it's a necessary thing. It's just like

Tatiana O'Hara

these are the things that are holding you back from getting to that next level.

Serwaa Adjei-Pellé

So now, in listening to everything, I'm sure there are people who think I need you, Tatiana. So how can we

Tatiana O'Hara

How can we find you?

Serwaa Adjei-Pellé

And how can we work with you?

Tatiana O'Hara

Yes. So you can find me on Instagram at Underscore Tatiana Ohara. I hang out there way too often, and then if you would like to work with me, you can do so through my program. Grind aholic synonymous. So it is essentially a six month rehab program for entrepreneurs who are looking to escape the grind, right,

Tatiana O'Hara

They're ready to build an efficient and effective team. Maybe you are you have a team, but it's not efficient and effective, and so we will spend six months together. Really? Going from eight is d. Everything that we talked about here today to ensure that your business is not only set up to build a team but to be sustainable and scalable over time. And you can apply for GRINDAHOLICS ANONYMOUS atGRINDAHOLICS ANONYMOUS.com. You can also just check out the link in my bio. And when you apply, if you're approved, I'll also send you access to a free training. Um, that's private Onley for accepted applicants that you can kind of watch in your own time. But yeah, I would I would love to to work with you guys that are listening, so

Tatiana O'Hara

definitely reach out. And we could even just connecting the Dems and chat it

Serwaa Adjei-Pellé

up. I love that. Because for a lot of our listeners, this probably is gonna be the year where they go from being superwoman and trying to do it all toe actually setting up their team to scale. So I really appreciate you dropping all of your knowledge on us.

Tatiana O'Hara

Of course. Thank you so much for having me.

Serwaa Adjei-Pellé

Thank you.

Serwaa Adjei-Pellé

Hi, Off-Scripters. I'm so glad you made it to the end of this episode. If you enjoy listening to our show, please pay forward by sharing us with your network. Between episodes, you can find me on Instagram. Our handle is at She's Off Script, or you can catch up on past episodes at She's Off Script dot com. See you on the next one,

Serwaa Adjei-Pellé

everyone.

hey there!

I'm Serwaa, your new business strategist.

I’m a digital business strategy expert, headstrong high achiever, mom of two girls and wife to a strapping African man.

Embracing these facets of my life has been the key to breaking through my plateaus!

hey there
steal it

Every Expert Needs a Personal Brand. Not Sure Where To Start?

Steal my playbook! In the age of social media, it’s not enough to expect your product or service to speak for itself. Whether you’re a corporate queen, side hustler or entrepreneur, you need a brand that creates trust with your audience.