For the more visual people, here’s a fun slideshow: Outsourcing 101 (1)
Why even do it?
In business, it’s easy to attain the mentality of “I got this, I don’t need help”
But the best in business know like the back of their hand, how to outsource the jobs that they aren’t the BEST at.
If you’re really good at marketing, for example – then why spend hours upon hours trying to learn something that you dislike doing, only to end up being less than mediocre at it?
For example, my first entrepreneurial venture was slinging t-shirts on Facebook.
I had been studying and testing different things with marketing and learning a lot about psychology in the past year, making me equipped (just barely) enough to be able to do the marketing part of things.
But what about the building of my website, the designing of the shirts, the posting on Facebook, the endless customer support emails, and the countless other tasks that needed to be done to get from point A to point Z successfully?
I’m blessed to have been taught this skill from my mentors and coaches, and I hope that whatever I can share in this post and the ones ahead, will help in this CRUCIAL area of building, and scaling your business.
First, I like to follow a simple process that’s called DDD. Do-Delegate-Delete… and of course, this article is all about Delegation, since it’s the only piece that really needs to be explained (heavily) from the process.
There’s two main components in my experience, to making your outsourcing efforts successful:
1) A good sense or Awareness in the hiring process
2) Obtaining and distributing “Executive Communication”
I recommend reading these articles above for more nitty-gritty details for your online Outsourcing efforts… But I’ll leave this post with this:
For #1, you truly gotta just follow your gut. If your gut is saying “No, don’t hire this person” or “end this before it gets worse”… best bet is to FOLLOW it.
As my friend Tommy Baker says; “The most costly hiring decisions I ever made were because I refused to listen to this inner wisdom, and although I “felt” it wasn’t the right decision, my logic and desire to fill the role won out, but I paid for it later…”
Yes, be logical of course, give people chances, but don’t be too lenient with people who just can’t get the work done. There’s someone else out there willing to work harder, I guarantee it.
For #2, essentially – don’t be lazy with your communication. If you expect other people to take action and execute flawlessly with just a couple sentences, think again. The more deliberate and intentional you are with your communication, the more effective you’ll be. Of course if you want to answer to endless questions, clarifications, and having to follow up with people time and time again, just don’t be uber-specific starting off.
But if you want real Time-Freedom, it’s available. That whole 4-Hour Work Week thing? You can make your own version of it – but not without Executive Communication. I learned this concept from an 8-Figure earner in internet marketing. He has a family of 4 kids and still lives the “4HWW” lifestyle, because of his use of Communication to team members.
The Hiring Process