How It Works: My Process for Helping Your Business Thrive

When I work with a client, I use a flexible and tailored approach to tackle the unique challenges of each business. Not every step is necessary for every client, but this process ensures thoroughness, teamwork, and efficiency.

Here’s how I help business owners and their teams build smoother, more effective workplaces.

The Discovery Call

Every journey starts with a conversation. This is a no-pressure opportunity for you to get to know me, ask questions, and decide if my expertise is right for your needs. It’s also a chance for me to learn about your business and see if I can truly help you.

I’m not focused on adding clients just for the sake of it. If I’m not the right fit for your business or our values don’t align, it’s best to discover that early. This saves you money and ensures we both use our time wisely.

Take a look at my About page to learn more about my philosophy and principles. If they resonate with you, there’s a good chance we will collaborate effectively to elevate your business.

Understanding the Owner’s Vision

Once we agree to work together, we start with a meeting (or a few meetings, depending on your preference) focused on your goals and challenges.

In this step we:

• Talk about your goals for the business and your personal life.

• Identify pain points and areas that need attention.

• Look for opportunities to grow and improve.

It’s important to include personal goals because they can influence how we approach the business. For example, I worked with a business owner who wanted more time with his family. By streamlining processes and delegating tasks to an employee, he gained more free time, and the employee felt trusted and valued. It was a win-win for everyone, including the owner’s family.

Engaging the Team

Employees are the heart of any business, so it’s vital to include them early in the process. I hold a meeting with employees, either as a group or in teams, to share goals and make them feel part of the solution.

These meetings usually have two parts:

1. Initial Group Session: The business owner or leadership team joins at the start to set the tone. This might include a town hall-style meeting where the owner shares updates, celebrates wins, and introduces me to the team.

2. Employee-Only Discussions: After the introduction, the leadership steps out. This allows employees to speak freely without fear of judgment.

This meeting isn't about complaining. It’s an opportunity for employees to:

• Share frustrations and suggest solutions.

• Highlight issues the owner might not see.

• Feel heard and be open to possible future changes, which boosts morale and speeds up progress.

For example, I worked with a service business where the owner had me take the employees to a local coffee shop. During our conversation the employees provided great ideas to solve problems the owner hadn’t considered. Meeting with them gave me fresh perspectives that saved time and money while making the team feel valued.

Research and Observation

After gathering feedback, I dive deeper through research and observation.

This stage involves:

• Confirming what the owner and employees shared.

• Watching workflows, communication, and overall operations.

Depending on the size of the business, this might take a few hours or a couple of days. 

Creating the Plan

Next, I put together a summary of what I’ve learned, a priority list, and a plan to tackle the issues.

Together we:

• Review the findings and agree on what to tackle first.

• Decide who will handle each task - me, the owner, employees, or a mix.

• Set a timeline, milestones, and a clear communication plan.

Implementation

The implementation phase depends on how complex the priorities are.

My role might include:

• Taking on tasks myself to free up the owner’s time.

• Working with employees to build their skills and confidence.

• Managing the process and coaching team members along the way.

It’s important to remember that implementing change takes time and energy. If your staff is already operating at maximum capacity, it’s unrealistic to add these responsibilities to their current workloads. Doing so can lead to burnout, damage morale, and create messy transitions that don’t deliver the desired results.

Being strategic during this stage is key. When done correctly, the business gains maximum benefit, owners see positive results, employees feel relief, and the workplace culture improves dramatically.

During this time, we track progress, share updates, and adjust the plan as needed.

Transition and Follow-Up

Once the plan is in place, I hand over the responsibilities to someone in the business who will keep things running smoothly. We decide who this will be during the planning phase.

Even after my work is done, I stay in touch. I check in with the owner to make sure everything is on track and am available to help with new challenges or find the right people to address them.

Why This Process Works

By including both the business owner and employees, my approach creates collaboration, transparency, and ownership. Employees feel valued, and owners gain clear, actionable insights. Together, we create a workplace that runs better for everyone.

Whether your business needs a small adjustment or a major overhaul, this process gets to the root of the issues and builds lasting solutions.

If you’re ready to make a change and start growing your business, start with a free & quick 2 minute assessment.

Take the Assessment