I'm Kaylan, leadership educator, podcaster & speaker

What are you searching for?

Reading suggestions

Crafting a 90-Day Onboarding Plan

Job Postings that Attract Top Talent

Mapping Your Leadership Style

Hiring a Team

How to Trust a New Hire & Team Member in Your Business

October 11, 2019

This is the second installment in my leadership development series, Dream Your Team – all about helping you get ready for your FUTURE TEAM – and today we’re talking about HOW to trust a new hire & team member in your business.

Note: This content first appeared as a live video. To check out the video content, click the link below!

You’re here because you’re nearing (or already in) a season of growth that requires bringing on their first team member and building out a team, and I know it can feel overwhelming – or maybe you’re even feeling resistant. Have you been dreading this moment, putting it off for as long as you can?

IF you’ve been feeling that way, I encourage you to go check out the first video in this series, where I break down how those feelings are actually PROOF that you’re meant to lead entrepreneurial teams!

How Can We TRUST a New Hire?

So, I know that as a business owner your brand is an extension of your heart and being. How can you trust someone else to enter the fold and have impact in your business? What if you let the wrong person in? What if you fail as a leader?

So I know right now you’re overloaded, overworked and overwhelmed. You’re struggling with client work and tasks that are draining you BUT…. you’re putting off hiring, right?

You’ve been thinking about it for a while, but you keep saying you’re not there yet. You’ll hire next year. You just need to work harder, smarter, longer, whatever. But let’s be honest, what’s the real reason you’ve been putting off getting ready to hire?

Not actually making the hire yet, but getting ready, paving a path for your team member to succeed. Thinking and acting and preparing the way for the success and growth of your business. 

If you keep digging, I’m going to guess it’s that you’re nervous about trusting someone else so deeply with impact in your business, your legacy.

If you’re honest, you might thinking “there’s no way I can trust anyone to come in to my business and have any sort of autonomy,” or “I’m not ready to hire because I don’t want to micro-manage, I don’t trust anyone but me.” 


This May Not Be Popular, But…

Here’s the thing – and this may not be a popular statement – but the truth isn’t that you have trust issues, or that you’re protective, or that you just don’t trust anyone to be as good as you in your business. The truth is… you don’t trust yourself.

If you’re nervous about trusting someone with your business, it’s because you don’t trust yourself. 

And you don’t trust yourself because you don’t have a plan for success. 

And you don’t have a plan for success because you don’t know what success looks like. 

And you don’t know what success looks like because you don’t have standards. 

And you don’t have standards becuase you don’t know your core values. 

You don’t know how to communicate your purpose, mission and vision into a set of communicable standards AKA – your core values

Today, we’re going to get hyper clear on you core values – what drives you and why? What standards will you expect team members to uphold? How will you know if your hires are succeeding, and how will you know if you’re succeeding as a leader? 

Developing Your Core Values

The first step to knowing your core values is really honing in on your identity – your purpose mission and vision. 

1. Purpose – why are you here? What kind of impact do you want to make in the world, if nothing held you back?

2. Mission – how are you pursuing your purpose where you are right now using the resources currently available to you?

3. Vision – how are you wanting to expand your current impact by expanding your resources?

Know these things, and you will find freedom in where you’re going, what YOU can do to get there, and how you need help to achieve that vision. Being confident and joyful in that identity will help you lean into the true expertise of others and trust them, others will be drawn to it and can connect and align with it. You can trust yourself to communicate from that authentic, natural place, and you’ll lead everyone toward that vision that is so clear in your heart.

Your core values, the standards you expect your team to embody and uphold, these are the bridge between the identity you house in your heart to instilling the identity in theirs.

Whether you know it or not, you are currently operating under a set of core values, of standards you strive to consistently uphold with anyone who interacts with your brand – whether they are an audience member or client or alumni. Defining core values externalizes the internal standards and provides standards by which your team can strive for to continue carrying out your brand experience. 

Why Core Values? Aren’t They Cliche??

Why is this so important? Core values are more than just words – they’re a way of life. They’re the hill you die on. At the heart of every company lies its core values— the operating principles that permeate every area of a business. They reflect what’s truly important to a business and its leader, and they’re a guide for team member behaviors.

Here are some questions to ask yourself to begin discovering your core values:

  1. What is most important to you in your life? If you had to simplify living down to three simple truths to live by? These three things are right and everything else doesn’t matter?
  2. What values do you practice each day? What values would you like to live but aren’t actually acheiving consistently just yet? 
  3. What causes do you strongly connect with? Financially support?
  4. Who inspires you most? What qualities of each person are the most inspirational to you?

Take some time this week and really honestly journal through these questions. I recommend journalling, even if you’re like me and you HATE IT lol! Because then you can go back through and circle common words or phrases and make note of recurring themes. 

When you sit down to actually writing your core values, here are some tips:

  • As Donald Miller from Storybrand, explains – you only need THREE core values, because the human brain can only remember three. Any more, and there’s little chance any team member will be able to remember them – or worse, internalize them
  • Give them a personality-filled headline, followed by an explaination. Here are Donald Miller’s of Storybrand…
    • Be the Guide – always help the customer win
    • Be ambitious – go for it, swim out past the breakers and do the impossible
    • Be positive – have a positive mentality about everything

My Core Values

  • Be the Opportunist – see opportunity everywhere, and communicate it to others
  • Be the Friend – support every client by listening, humbly serving, and believing every good thing for them
  • Be the Catalyst – Consistently strive to inspire others to rise up to their fullest and bravest potential
  • Start repeating them, writing them down everywhere, put them everywhere you possibly can. And how exciting is it to have these, now? Because when you sit down face to face with an interviewee, you’ll have these etched into your heart and you’ll be filtering them through the lenses of your core values to see how they align with them!

Journal through these, discover what is most important to you and the character of your brand, check out the resources I’ve linked below for examples and great tips – then get to crafting your own!

strategically map your next hires

Built Best Hiring Planner

download the free 7-page PLANNER

It's time to give yourself a promotion, but don't just wing it. Your future team member deserves all the intentionality and clarity you can muster - here's how to strategically plan their new role, and yours!

access the google doc

I'm Kaylan, leadership educator, podcaster & speaker

What are you searching for?

Reading suggestions

Crafting a 90-Day Onboarding Plan

Job Postings that Attract Top Talent

Mapping Your Leadership Style