On the Up and Up

Pay and wages are hands-down one of the most confusing parts of hiring for the leaders we talk to. You're not alone if you've found yourself wondering, why you can't just cut a $500 check to your assistant at the end of a big project,This episode gets right to the point to clear the fog and give you a straight answer about the only two legal ways to pay an employee. This one's short, sweet, and essential if you're building a team.You'll hear:

After coming off an inspiring in-person team retreat, I'm sharing the real markers of success inside a small business. This episode explores the culture-defining power of clearly communicating expectations, especially around one of the most misunderstood (and overused) buzzwords in business: flexibility. If you've ever wondered why your team isn't "getting it" or how to lead with more clarity, tune in to this episode!We cover:Why in-person connection still matters in remote teams (even in 2025)How “flexibility” can backfire when it's not clearly definedThe one question every leader should ask to check the pulse of their cultureHow to identify what success actually looks like in a healthy team based on your valuesListen now and grab your free HR Self-Assessment to make sure your culture is built on solid ground.LINKS MENTIONEDHR Self Assessment: https://the-paradigm.com/hr-self-assessment

Let's talk about how I'm using AI in my business and my personal life to make things easier without losing the heart, ethics, or human-centered focus of my work. I'm sharing the tools I use, the workflows that save me HOURS each week, and some surprising ways AI has helped me make decisions, manage my health, and even stay emotionally regulated.If you've been feeling weird about using AI or wondering how to do it without turning into a walking ChatGPT regurgitator...Tune in for:How I use AI to turn longform content (like client calls or podcasts) into social-ready content Why it's my secret weapon for remembering client details and cutting down on call prepThe surprising way I use AI to help me stay on track with health goalsHow ChatGPT helps me rewrite emotionally-charged emails so I can respond with clarityWhy I believe you can (and should) use AI and still be an ethical, values-driven human (with a healthy dose of skepticism)Links Mentioned:Sign up for our upcoming free training "How Not to Get Sued" https://the-paradigm.com/how-not-to-get-sued Take Our HR Self-Assessment: https://the-paradigm.com/hr-self-assessment Last week's convo with Sam VanderWielen: https://podcasts.apple.com/us/podcast/ep-106-how-to-grow-without-losing-yourself-with-sam/id1661939979?i=1000703739144

What if your business was the least interesting thing about you? In this episode, Kira sits down with legal educator and author Sam Vander Wielen to talk about building a life-first business…one that can weather anything, from grief to burnout to the chaos of online entrepreneurship. They cover everything from crisis-proofing your systems to writing a book deal-worthy proposal and ignoring the internet gurus. Whether you're scaling or just starting out, this is your reminder that simpler can be smarter.In this episode, you'll hear:How Sam built an $8M biz around one offerWhy your passion doesn't have to be your productCrisis-proofing your business The anti-guru way to grow your businessThe truth about personal branding vs. personal identityWhy When I Start My Business, I'll Be Happy is the book we all needed in business schoolLinks MentionedSam's Book: When I Start My Business, I'll Be Happy https://www.samvanderwielen.com/book/ Ultimate Bundle®: https://www.samvanderwielen.com/the-ultimate-bundle/ Sam's Podcast: On Your Terms https://www.samvanderwielen.com/podcast/ Follow Sam on Instagram: @samvanderwielen

We made it to Q2, but not without some bruises. In this solo episode, Kira shares her raw, honest take on what Q1 of 2025 taught her as a founder, leader, and business owner navigating through uncertainty (and yes, a two-star review). From finding stability in chaos to staying agile in how we serve, this episode is full of hard-earned lessons and powerful reminders for anyone leading a team right now.Whether you're riding high or barely hanging on, this one's for you.In this episode, you'll hear:Why your team doesn't need a perfect leader – just a steady oneWhat one bad review taught Kira about accountability, growth, and protecting your team's confidenceThe leadership trait people are craving more than ever in uncertain timesWhy agility beats rigidity when it comes to offers, org charts, and internal opsA new HR self-assessment tool designed to show you what you don't know about compliance (and why that's not your fault)Listen now to hear Kira's hot takes, honest confessions, and real talk about leading in today's landscape.LINKS MENTIONEDDon't forget to grab the HR Self-Assessment Tool and DM Kira your score! The-paradigmHR Self Assessment For Small Businesses

In this episode, I'm diving into all things HR in the wedding and events world—because let's be real, planning dreamy days doesn't mean your backend operations should be a nightmare. We're talking about some of the most common missteps pros make when it comes to classifying employees, setting up pay structures, and building a team culture that actually works. I'm breaking down the legal stuff in a way that doesn't make your eyes glaze over—and sharing how to make HR work for your business (not against it).What You'll Learn ✨ The HR headaches that are way too common in the wedding and events industry ⚖️ Why getting employee vs. contractor classification right really matters

Come gab with two pop-culture junkies with unhealthy celeb gossip addictions and an alarming depth of knowledge in HR and legal drama as we deep-dive into one of Hollywood's juiciest legal cases.Kelli Jones and I are serving up the piping hot tea on the Blake Lively vs. Justin Baldoni case. We're breaking down the details we can't stop obsessing over and the surprisingly relatable lessons small business owners can steal from it. Long story short: there's more to learn here than just who sent the cringiest late-night texts…About Kelli Jones Kelli is a lawyer, passive income strategist, and digital entrepreneur with equal parts dreamer and doer. She ditched her 9-7 for her own law firm in 2020 and never looked back. Kelli traded working all the time for a job she hated in a toxic environment to build a brand of her own to help entrepreneurs stop dreading the legal and start taking it seriously.

This week, I'm diving into my journey towards hiring an assistant (mistakes were made) and how I intentionally created their role to sidestep the pitfalls I've fallen into before.My 2025 “word of the year” and how it's guiding my decisions this year;Two key tips from the business book that I now swear by; Mistakes made and lessons learned on the path to hiring the right kind of assistant (aka not a VA!)Some of the ways that my role and approach to business has already changed for the better after just one month of having an assistant LINKS MENTIONED:Sign up for our newsletter to receive updates on all the new laws and rollbacks in this new political climate, and how they may impact your small business.Sign up here: https://the-paradigm.com/newsletter

This one is for the entrepreneurs who are ready to get off the roller coaster.In this episode, Kira reflects on her journey through 2024 and sets the stage for 2025 and how her word of the year for 2024 drove her takeaways from the year, which had more ups and downs than usual.We discuss: the challenges Kira faced in her business, the importance of community and relationships, how innovation can stem from curiosity, and Kira emphasizes the value of personal development and the lessons learned from navigating the ups and downs of entrepreneurship, ultimately looking forward to a more connected year ahead.For information about Fractional HR for your small business, please visit https://www.the-paradigm.com or to connect further with Kira, reach out via instagram at https://www.instagram.com/theparadigmm

We did it! We've hit the big 1-0-0! In what was originally planned to be a celebratory episode, we're talking about something a little heavier, because we know it's been on a lot of your minds right now. And that is...How to manage your team's post-election stress and shaky team dynamics - especially when politics aren't part of your company culture. No matter what side of the aisle you sit on, this episode offers actionable advice on setting boundaries, aligning values with culture, and creating environments where tough conversations lead to growth - not tension. We also unpack why avoiding conflict isn't the answer and how focusing on shared values can serve as a bridge during divisive times.So click play and celebrate 100 episodes of learning, leading, and leveling up with us!

Kira chats with Adrienna McDermott, founder of Ava and the Bee, about what it takes to build a successful wedding industry business. Adrienna shares about her journey from solopreneur to running a full-blown marketing agency – and the lessons she learned along the way about scaling with intention and why treating your people right is the right way to grow your business.Whether you're a wedding pro or just someone who loves a good entrepreneurial success story, this episode is full of insights, laughs, and relatable moments.Links MentionedFind Ava & The Bee and all their incredible resources at: https://avaandthebee.com/

Ever wondered if social media is actually making a difference in your business, or if it's just another time suck?

Did you know the average business owner wastes 250 hours a year on tasks that could be automated? Today's guest, Rachael Mueller, Fractional COO & Systems Expert, is here to help you reclaim that time. She's an organization fanatic and aims to make herself obsolete for her clients by setting up sustainable systems, tools, and automations so your business runs smoothly – without needing constant oversight.PLUS, since this *is* an HR podcast, we talk about how operations experts can stay independent without risking compliance classification issues (think: good contracts, defined scope, solid boundaries). And for the business owners listening, this is your reminder to make sure you're treating your working relationships with external experts the right way to keep things above board.Tune in to learn how processes, tools, and automations can make you fall in love with your business again!Links Mentioned: Connect with Rachael on IG: @hay.rachaelRachael's Website: https://heyrachael.com/

I always tell you to hire based on the role, not just the person you want... but today, I'm eating my words! At least I'm an honest hypocrite

Leadership is one of the biggest responsibilities you'll take on in your career. But when you nail it, you don't have to do it all yourself. You can actually hand off some of those people management duties to someone else (hello, delegation!).As long as you've set your future leaders up for success first. That's what today's episode is all about: laying the groundwork so you can confidently pass the torch.We're giving practice advice about:✨ What to look for when identifying future leaders✨ How to keep your company culture intact when someone else steps up✨ The must-haves before delegating any team managementTune in now!Links Mentioned: If you're catching this before 9/30/24, you've still got time to save $200 and lock in exclusive access to mentorship, coaching, and community inside People On Purpose. This is our signature management and leadership training program, and it won't be available in this format or price until next year, so don't miss out!https://the-paradigm.com/people-on-purpose

We've all been sold a big fat lie: that the ability to lead is something everyone's born with.Let's talk about this is not only untrue, but it's also kind of dangerous.Plus, we're also exploring the real difference between leadership and management. (Yes, they're not the same thing, even though we tend to use them interchangeably around here.) Let's clear up the confusion and talk about what it really means to be an effective leader and manager.Links MentionedTake advantage of our special promo pricing for People On Purpose, AND get access to our exclusive community to enhance your learning: https://the-paradigm.com/people-on-purpose *Expires on 9/30

It's here! The fifth edition of People On Purpose®, our signature leadership and management training program, has officially launched – and I want to dive into it.But don't worry, this episode isn't a sales pitch. I'm not here to talk you into POP, but to share the philosophy behind POP and why I built it the way I did. Understanding that philosophy gets to the heart of what real leadership training is all about.The biggest takeaway? People On Purpose® isn't for everyone – and that's by design. It's built for managers and leaders who align with our core values, which I'll be unpacking in today's episode.Tune in now to find out more!LINKS MENTIONED:Join People On Purpose® today: https://the-paradigm.com/people-on-purpose Read more about the People On Purpose® Philosophy: https://the-paradigm.com/pop-philosophy/

If the thought of having a tough conversation with someone you manage makes you want to bolt , you're not alone - and there's actually a ton of science behind it.Our brains aren't exactly wired to enjoy this part of management. In fact, they're working over time to convince us to avoid sitting down for that challenging chat with an employee. Today we're talking about what's really happening in our brains when we're faced with an employee issue: from the fight-or-flight response and cognitive dissonance to social conditioning, negativity bias, emotional regulation challenges, and fear of the unknown. We'll also talk about a framework for recognizing when a difficult conversation is exactly what's needed to solve a problem, and how to build the confidence to tackle it head-on every single time.LINKS MENTIONEDTackling Tough Conversations Masterclass: https://the-paradigm.com/tackling-tough-conversations If you want to hear even more science behind the challenges of leadership, check out our recent episode on unconscious biases in hiring: “Ep. 82: Are These 5 Biases in Hiring Sabotaging Your Dream Team?” https://podcasts.apple.com/us/podcast/ep-82-are-these-5-biases-in-hiring-sabotaging-your-dream-team/id1661939979?i=1000661034302

Most leaders don't wake up planning to fail their teams, but sometimes it happens unintentionally. And one of the biggest culprits is a lack of common leadership language and management philosophy across the organization. When everyone's on a different page and speaking a different language, silos start forming, and your team struggles to collaborate effectively. This is especially risky in those critical stages of small business growth when scaling your team is key to unlocking your company's full potential.I get it - this sounds super abstract. That's why in today's episode, I'm sharing real-world stories that brought this concept to life for me, and I think will for you too.Whether you're managing a team within a larger corporation or leading one your own business, this episode is packed with insights on how to create a consistent, clear, and direct leadership language that will set everyone up for success. Links MentionedTake the quiz to discover your People Leadership Archetype and start leading more authentically: https://the-paradigm.com/quiz

Last week, we kicked off a 5 day plan to go from a day-to-day manager to a trusted leader who knows how to boost your team's profitability and productivity. If you missed that deep dive of the first 2 steps - reflect and observe - make sure you go back and catch that one too! Today, we're wrapping it up with the 3 final steps:Unite your team with shared values and a common language. Give each team member a voice in their success. Build a plan that connects your team's individual goals with the big-picture organizational wins. Remember, how you lead when everything's running smoothly—aka when your team is crushing it and the vibes are on point—is a whole different game from leading in the thick of challenges.Waiting until the house is on fire to deepen your self-awareness as a leader or sharpen your skills is not the move. The time to do this work is when things are steady. That's what keeps those fires from turning into full-blown infernos.LINKS MENTIONEDDownload the freebie: “5 Day Plan To Go From Manager To Trusted Leader.” https://the-paradigm.com/5-day-plan-to-leadership Take the quiz to discover your People Leadership Archetype and start leading more authentically: https://the-paradigm.com/quiz Catch up on the first 2 steps in last week's episode: “Ep. 89: [Part 1] 5 Steps To Go From Manager To Trusted Leader”: https://podcasts.apple.com/us/podcast/ep-89-five-steps-to-go-from-manager-to-trusted-leader-part-1/id1661939979?i=1000665270028

Let's hit the reset button - on both your management and your team.As managers and leaders, it's our job to get everyone on the same boat and moving in the same direction. But sometimes it feels like some people are in canoes, some are on jet skis, and some are in a totally different lake. It happens. But there are simple ways to get everyone back on course, including yourself.In this episode, we kick off a 5-day plan designed to transform you from a manager to a trusted leader in under an hour a day. Today, we're diving into the first two steps: Reflection and Observation. These steps are the foundation for a stronger, more cohesive team—and a more empowered you.Join me for a quick chat about these crucial starting points and get ready to transform your leadership and your team by next week. Trust us, this reset will change everything!LINKS MENTIONEDDownload the freebie: “5 Day Plan To Go From Manager To Trusted Leader.” https://the-paradigm.com/5-day-plan-to-leadership Take the quiz to discover your People Leadership Archetype and start leading more authentically: https://the-paradigm.com/quiz

LoriAnn Kuntz, a finance expert by trade (and a legal eagle by necessity), never planned on hiring employees. She had properly classified contractors, and that arrangement was working out just fine…until it wasn't. As soon as she realized she needed more say over her team's work, she knew it was time to change up her team's structure. It's one thing to chat about these principles through our typical HR lens; it's another to hear them straight from someone who's in the trenches, leading and learning every day. LoriAnn and I chatted about:The financial ins and outs you need to consider before hiring a team member.The mental gymnastics (hello, mindset shifts) of moving from working with contractors to managing PT or FT employees.The often overlooked value of knowing yourself as a leader and building a successful team.Why great leadership doesn't just matter in the here and now - it can change employees' lives for years to come.And the ultimate power move: hiring people who might just be smarter than you.Tune in now to get inspired! About LoriAnn & Profit PriorityLoriAnn is the owner and CEO of Profit Priority, a boutique accounting and fractional CFO firm helping creatives go from unsure to unstoppable when thinking about their finances. With over 8 years of experience in accounting and small business finance, she has the insight and experience to help you up-level your business while removing the stress and burden of managing your finances. Whether you are just starting out or you have been in business for years, her mission is to help creatives feel peace about their numbers while growing their profit and confidence. Business aside, LoriAnn is really just a midwest gal obsessed with running, reading, iced coffees and spending time on the farm with her two little kiddos.Links MentionedLoriAnn's website: https://www.profitpriority.co/ LoriAnn's podcast: https://www.profitpriority.co/podcast Download LoriAnn's free cash flow projection tool - https://www.profitpriority.co/cashflowConnect with LoriAnn on Instagram: https://www.instagram.com/loriannkuntz.co/?hl=en Take our quiz to dIscover your own Leadership Archetype: the-paradigm.com/quiz

Ever wonder why some new hires knock it out of the park while others can't seem to find the ball, despite having all your training videos and SOPs at their fingertips?In this episode, we're focusing on the major mindset shift that leaders have to make - but often don't - between sending the offer letter and training their new employee. We'll talk about how this mindset sets the stage for effectively using documentation not just to instruct, but to uncover and bridge the skills gaps of new team members. Plus, hear the common pitfalls in standard training methods and how to transform your own internal process through engaging, strategic conversations that tap into the raw potential of each new hire.LINKS MENTIONEDCatch our recent episodes about documentation's role in leadership:Ep. 83: Hot Take: Documentation Is The Dark Horse Of Accountable Company Cultures: https://podcasts.apple.com/us/podcast/ep-83-hot-take-documentation-is-the-dark-horse/id1661939979?i=1000661781225 Ep. 84: How To Create Seamless Employee Onboarding [Beyond The Paperwork]: https://podcasts.apple.com/us/podcast/ep-84-how-to-create-seamless-employee-onboarding-beyond/id1661939979?i=1000662522969 Sign up for our Documentation 101 Workshop to ensure you and your team are effectively documenting what matters most to your business: https://courses.the-paradigm.com/courses/documentation-101

How crucial is community for small business owners and entrepreneurs? So crucial that our friend Taryn Rachelle restructured her entire business into a personal brand to better serve the community she'd spent years building.In this episode, we're setting aside our usual convos on HR regulations and team management to dive into community-based business with Taryn. We chat about:Imposter Syndrome and stepping out (or getting pushed?) of your comfort zone.The joy of being selective with business opportunities.Why Taryn is extremely selective of the systems and tools for her business (and why you should be too).Her tips for business owners looking to unite their online community in person.Taryn is your girlfriend with a plan and has been crowned the systems & community queen. As the founder of Taryn Rachelle, Keynote Speaker and Podcast Host of She Can Systemize, Taryn prides herself on helping YOU create a business that can thrive while also having a thriving personal life. With her years of knowledge in systems, running a business primarily solo and now working at the Head of Community & Partnerships for Dubsado, Taryn knows her way around running a successful business that does not run you. If you're looking for a little inspiration from a fellow female founder, this is the episode for you!FIND TARYN ONLINE:Follow @thetarynrachelle for educational resources and to learn more about Taryn's incredible retreat!

Our legal (Bravo) correspondent is back for some BREAKING news about our girls Ariana and Katie and their former Menu Consultant and Karen of the sandwich world, Penny . Also we break down Love Island USA because we can't stop talking about it, and dive into the weird world of sibling drama via the rumor that Sandoval and Rachel's lawyers are BROTHERS? Also, Kelli teaches us about how trademarks add a value of about 30%+ to your business valuation, and why creating a business with assets is a key component to otherwise difficult to sell and scale service based businesses. Follow Kelli at @lawyerkelli_ on Instagram

There are two sides of the seamless onboarding coin:There's the one most people think about, which is all the compliance stuff. Paperwork, forms, yada yada yada. But today we're talking about the other side: the cultural elements of seamless onboarding that contribute to not only the employee experience, but the leadership experience as well. Join us as we talk through the 4 stages of an employee's onboarding (which start before you're even paying them!) with tips to make each one seamless and reflective of your culture as possible. LINKS MENTIONED:Take the Leadership Archetype Quiz and understand how to lean into your personal leadership style to better support your team: https://the-paradigm.com/quiz Our Documentation 101 workshop teaches an essential skill to add to your leadership toolkit to cultivate an accountable company culture, starting with employee onboarding.

Let's talk about one basic skill (dare I say, the #1 skill) that every business owner and leader can bolster within their teams to cultivate a culture rich in accountability, empowerment, productivity, and long-term relationships.This skill is the answer to questions about how to build a proactive and engaged team while simultaneously creating an environment that's in line with the way that you're leading.Surprisingly, this skill isn't something you'll find in most management books, and it's probably not something you've encountered in the usual corporate settings. But it's completely transformed the cultures of businesses who do it well.So…what is it, and how do you learn it? Tune in to find out! LINKS MENTIONEDSign up for our newly enhanced Documentation 101 Workshop: https://courses.the-paradigm.com/courses/documentation-101 Purchase it for yourself or as a team resource to ensure everyone in your business is documenting the right things at the right time to support your company culture!

As an entrepreneur, you're not expected to magically transform into a professional recruiter overnight. Interviewing without letting bias crash the party is a learned skill, not something that just pops into your brain the moment you launch your business.But the truth still remains: bias in hiring is a sneaky thief that shrinks your candidate pool down to a fraction of what it could be.Don't worry, today's episode isn't about making you an expert recruiter. It's simply about bringing your awareness to the 5 common biases we see in hiring, and recognizing how sneaky they are. Plus 3 tips for actively combating them in your own processes. Once you know what to look for and how to address them, ensuring your hiring process and team dynamics are fair and in everyone's best interest can become a conscious effort. Tune in now and take the next step in building a diverse and inclusive team!LINKS MENTIONEDHere's last week's episode about the business case for building a diverse workforce: https://podcasts.apple.com/us/podcast/ep-81-diversity-in-workplace-statistics-why-inclusivity/id1661939979?i=1000660315629 Further Reading: The Age of Magical Overthinking by Amanda Montell https://www.simonandschuster.com/books/The-Age-of-Magical-Overthinking/Amanda-Montell/9781668007976 Join our HR membership, Set To Scale, to get access to all the templates and hiring rubrics mentioned in this episode: https://the-paradigm.com/settoscale Sign up for our Documentation 101 Workshop here: https://courses.the-paradigm.com/courses/documentation-101

If there's one conversation we're never putting on mute, it's about the real value of diversity on your team. Not because 'diversity' has been a trendy buzzword since 2020, but because we've got recent and cited stats to prove that diversity really is better for your business.In today's episode, we're diving into why diversity is a major win for your bottom line, and we'll show you how to champion it authentically, not performatively. Tune in now! SOURCES AND FURTHER READING "Corporate Diversity Data: What Fortune 500 DEI Reports Reveal." Purpose Brand, purposebrand.com/blog/diversity-report-examples-fortune-2023/.Parker, Kim, et al. "On the Cusp of Adulthood and Facing an Uncertain Future: What We Know About Gen Z so Far." Pew Research Center's Social & Demographic Trends Project, 14 May 2020, www.pewresearch.org/social-trends/2020/05/14/on-the-cusp-of-adulthood-and-facing-an-uncertain-future-what-we-know-about-gen-z-so-far-2/#fn-28453-1."Gender Pay Gap Statistics You Should Know." Built In, builtin.com/recruiting/gender-pay-gap-statistics."U.S. Bureau of Labor Statistics." U.S. Bureau of Labor Statistics, 6 Feb. 2024, www.bls.gov/opub/ted/2024/womens-earnings-were-83-6-percent-of-mens-in-2023.htm."Understanding Organizational Barriers to a More Inclusive Workplace." McKinsey & Company, www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/understanding-organizational-barriers-to-a-more-inclusive-workplace.Wilson, Reid. "Diversity Defines the Millennial Generation." Brookings, Brookings, 24 July 2014, www.brookings.edu/articles/diversity-defines-the-millennial-generation/."Women in Tech." Built In, builtin.com/women-tech.

Happy Juneteenth! Today we're honoring the end of slavery, celebrating Black freedom, and celebrating the slow strides we're making. But part of our celebration as non-Black Americans is recognizing the work we have to put in to keep pushing the needle for racial equity.Now, I recognize it's not my place as a white woman to speak about the experience of Black Americans. But it is my place to spotlight the ongoing struggles and discrimination Black Americans face, particularly in the workforce.So, keeping it in my lane: let's dive into what Juneteenth means for businesses and HR. How can we, as leaders, better support and impact other people's experience in the entrepreneurial world?Join me today to explore some key statistics and lessons I've learned on being true allies in the fight for racial equity.And follow along on our Instagram as we share Black creators we love to follow, laugh with, and learn from.REFERENCESBureau of Labor Statistics. “Labor Force Statistics from the Current Population Survey.” Accessed June 17, 2024. https://bls.gov/cps/cpsaat11.htm.Yahoo Finance. “Black CEO Representation in Fortune 500 Companies.” Accessed June 17, 2024. https://finance.yahoo.com/news/black-ceo-representation-fortune-500-103000820.htmlPew Research Center. “How Americans View Their Jobs.” March 30, 2023. https://www.pewresearch.org/social-trends/2023/03/30/how-americans-view-their-jobs/#:~:text=Black%20workers%20are%20the%20most%20likely%20to%20say%20they%E2%80%99ve%20been%20discriminated%20against%20in%20the%20workplace%20because%20of%20their%20race%20or%20ethnicity.National Bureau of Economic Research. “Paper w29053.” Accessed June 17, 2024. https://www.nber.org/papers/w29053.Built In. “Examples of Unconscious Bias in the Workplace.” Accessed June 17, 2024. https://builtin.com/diversity-inclusion/unconscious-bias-examples.

Think your career's best moments are in the rearview? Think again! Join us as we dive into the transformative journeys of women who are turning decades of experience - in and out of the office - into entrepreneurial gold.Carmen Reed-Gilkison and Deirdre Harter of Encore Empire are flipping the script on what it means to be a “seasoned professional.” Together, we explore their unique approach to coaching late-blooming entrepreneurs: transitioning from the corporate ladder to the entrepreneurial journey, shedding the employee mindset for a CEO's vision, and managing the limiting beliefs that often comes hand-in-hand with a significant pivot. Remember, it's never too late to chase what lights you up. These ladies will prove that your prime years could still be ahead, fueled by a bit of grit and a lot of passionTune in now!About Carmen and Deirdre: With over 45 years of combined corporate experience, founders of Encore Empire, Carmen Reed-Gilkison and Deirdre Harter, work with women who are ready to own the power they've spent decades building by guiding them through the process of mastering their big ideas, wrangling their doubts, and taking action with smart, actionable strategy.They're a duo of a CPA and a Certified Online Business Manager & Whole Person Coach, each with their own entrepreneurial background, who have teamed up to help other women in their age bracket cash in on their life experience. Carmen and Deirdre are committed to honoring the perspective and insight women over forty bring to the table because real magic happens when we devote our time and energy not to taking care of everyone else—but to finally realize our own goals and ambitions. Links Mentioned:The Marketing Methodology Workshop: How would it feel to ditch the marketing overwhelm so you can spend your precious time growing your business? Build out your custom marketing framework and create a simple-to-follow system to achieve your business goals in three easy steps.https://encoreempire.com/upandup

As a creative entrepreneur, do you ever feel like your job completely transformed overnight? One moment, you're working in your creative zone of genius, and the next, you're knee-deep in job descriptions, payroll, team performance reviews...the whole People Ops shebang. Not exactly what you had in mind when you branched out on your own, is it?Not everyone loves this shift. Some folks thrive, while others feel a little lost. If you're gearing up to hire a team or have already taken the leap into leadership, how do you handle this new reality of growth?Today, I'm chatting with Kristin Richards, CEO of In Flow Design Co. She's here to share her journey from creative entrepreneur to people leader and how she keeps her creative passion alive through it all.We dive into:-Taking accountability when things go wrong- Empowering your team to discover what excites them-Balancing leadership with finding joy in your business-Staying true to your values, no matter what-Rethinking the employee vs. contractor debate-Building trust with a network of experts to grow your businessJoin us for a candid, empowering conversation that'll inspire you to embrace your evolution as a leader while staying true to what lights you up. About KristinKristin Richards is the CEO and creative director of the branding and website design agency In Flow Design Co. Kristin launched her business while living overseas in Australia, and has grown it beyond a one-woman show into having a team and selling digital products. Her company In Flow specialties in working with clients in the coaching, consulting and luxury travel industries. She is also a certified mindset & success coach, and believes in building a business based around your values and lifestyle.Links MentionedIn Flow Design: https://inflowdesignco.com/ Steal Kristin's step-by-step website launch process! This is the same process she and her team use with her website design clients - all in one handy dandy free checklist: https://inflowdesignco.com/website-launch-checklist Launch your website workshop: https://inflowdesignco.com/intentional-website-workshop

Are you checking in with yourself and your mental health?We know Mental Health Awareness Month has been all about how we, as leaders, can support our employees. But let's flip the script for a moment: what about your own mental health? What's at risk when you're always operating at full throttle without a break?This week, we have a story you don't want to miss from Mary Beth Storjohann, Co-CEO of Abacus Wealth Partners.It's powerful to hear a woman who's achieved so much career success talk openly about mental health struggles. It reminds us that no matter where you are in your career, mental health is crucial.Mary Beth shares her journey of success in a male-dominated field, candidly discussing what led her to a mental health breaking point and how she bounced back with a fresh perspective on boundaries and protecting her peace.She also dives into the unique pressures on women in leadership and the impact we, as female leaders, can have on the people we lead.Tune in to hear Mary Beth's story and get inspired to prioritize your own mental health while leading with compassion and strength.About Mary Beth StorjohannMary Beth Storjohann is Co-CEO of Abacus Wealth Partners. She is a CERTIFIED FINANCIAL PLANNER™, author, and speaker with 19 years of experience in the financial services industry. She joined Abacus in 2019 as Chief Marketing Officer after successfully launching and growing her own RIA firm and in 2022 was appointed as Co-CEO.A believer that “actions speak louder than words,” Storjohann is known for sparking conversations and modeling change in the financial services industry by leaning into uncomfortable dialogue and decisions in order to leave the world and our industry in a better place. She is a fierce advocate for women, diversity, equity & inclusion, and making financial advice accessible to underserved populations and has been invited to speak at various industry and consumer-focused conferences about the work Abacus is doing in these areas. Mary Beth has been featured in major media outlets such as The Wall Street Journal, NBC, Glamour, NPR, The New York Times, Women's Health, Cosmopolitan, CNBC, Forbes, and more.Her accolades include the “Top 40 Under 40” by Investment News, being listed as a 2023 MO 100 Top Impact CEO by Big Path Capital, and she was named a Top Ten Most Influential Advisor by Investopedia – a list celebrating financial advisors making significant contributions to critical conversations about financial literacy and wealth management.Mary Beth lives in San Diego with her husband, a 5 & 7-year-old who are constantly demanding snacks, and two rescue dogs. Links MentionedFind Mary Beth and Abacus Wealth online: WEBSITE: https://abacuswealth.com/

You know what feels ickier than having that awkward underperformance chat with an employee in a stuffy conference room? Having to do it over Zoom. We're huge champions of remote work, but it definitely throws in some extra hurdles for managers. Especially when you don't have the benefit of connection from in-person settings. Addressing underperformance is never straightforward, no matter where your team is. But when you're dealing with it remotely, knowing the right (and wrong) way to handle it makes all the difference.Today's episode is all about how to identify underperformance, when to bring it up, and how to address it with 14 quick and easy DO's and DONT's.Tune in now!LINKS MENTIONED:Conversation Log: Use this as a framework for documenting situations and behaviors on your team that should be recorded as part of your team member's employee file.

Say it with me:“My past experience in corporate America won't dictate how I conduct employee performance reviews. I'm not here to give negative feedback just for the sake of documentation.” Performance reviews have a bad rap, but they don't have to suck. When we rethink the purpose of the review process, it can actually become something everyone looks forward to.Today, we're offering a new perspective that will make performance reviews positive and productive, without the dread or anxiety.We'll cover:Why performance reviews are still a mustHow to set the stage for a productive review conversationUnderstanding the difference between compensation reviews and performance reviews, and when to combine and/or separate themThe impact of your company's culture on your performance reviews;A common mistake in evaluating employee performanceHow to use performance reviews to boost employee engagement and satisfactionBasically, we're here to show you that performance reviews can be beneficial for the company, uplifting for the employee, and empowering for you as a leader. As a modern leader, you have the unique opportunity to reshape this process to fit your business and your team. That's what effective leadership is all about!Tune in and let's reset the standard for performance reviews together!LINKS MENTIONEDJoin our Set To Scale membership: https://the-paradigm.com/settoscale

Performance management: Love it? Hate it? Wondering what the big deal is? It can be a real mixed bag. Maybe you skip into those meetings, giddy to shower your team members with glowing feedback and praise. Orrrrr maybe you're dragging your when the feedback is a bit more…complicated.But what if there was a way to make performance evaluations less of an emotional rollercoaster…Today's episode is all about how to shift from that dreaded annual review to continuous, two-way feedback that genuinely nurtures growth.We're talking all about: Reframing the role of a performance evaluation;The magic of continuous feedback in promoting collaboration;How to cultivate a coaching culture that meshes with your team's dynamic and your company's operations;3 practical strategies our clients have successfully implemented to keep feedback flowing smoothly, without sacrificing their unique cultures or leadership styles.And, yes, why face-to-face meetings still matter, even for remote or asynchronous teams.We're not here to convince you of the benefits of performance evaluations. We're acknowledging the nuance of not wanting to do them, and how to put mechanisms in place to make the process a more natural, productive part of your workplace.SHOW NOTES:Schedule a free consultation to learn more about The Paradigm Solution, our 90-day HR-in-a-box service: https://the-paradigm.com/contact

We're baaaack baby! Kelli Jones and I are at it again with more Bravo legal drama, more HR disasters, and more fun. And maybe a little snark. I mean, we ARE talking about Bravo afterall.Kelli is a trademark attorney, a fellow reality TV aficionado, and my go-to friend for Bravo drama and lawsuit breakdowns. This time, we're covering:Trademarks and why they matterUpdates on the Caroline Manzo / Brandy Glanville lawsuitOur thoughts on the blatant racial discrimination within the Bravo networkKristen Doute's controversial comeback after being canceled (with lots of snark and eye rolls) Performative actions and the lack of accountability among Bravolebrities Safety concerns on setAnd, of course, we're breaking down the legal and HR implications of it all.If you're looking for some real world examples of what can go wrong when a business skirts around strategic HR, look no further.Come gossip with us!SHOW NOTES:Find and follow Kelli online!Website https://www.lawyerkelli.com/IG: @lawyerkelli_TikTok: @lawyerkelli

They might just be faces on a screen, but your employees are real, living humans who need more than KPIs and goals to truly thrive.Don't get us wrong — clear goals and expectations are 100% crucial for measuring success. You'll never catch us telling you NOT to clearly communicate goals and expectations. But true leadership goes beyond just tracking performance. It's about filling each team member's cup with motivation and engagement in ways that suit their unique work styles.This doesn't just boost their productivity, it contributes to your ability to lead effectively. Filling those cups means really getting to know your people beyond the checkboxes on their task lists.Let's talk about this invisible layer of culture building that many leaders overlook, especially when managing remotely.SHOW NOTES:Take the Leadership Archetype Quiz to discover your unique leadership style and get personalized tips for leaning into your natural skills and abilities: https://the-paradigm.com/quiz

Think your small business doesn't need Public Relations? Don't write it off yet!You might be wondering how a publicist could possibly help your under-the-radar biz. Or thinking you're too “small” for a PR strategy.But before you dismiss the idea, let Brittney Lynn share some insights that might just totally change the way you see PR and its potential for your business!Brittney is a thought-leader for how purposeful connection can change the world. Through her agency, The Human Connection Agency, she's leading the way in the online business space for companies who are looking to connect authentically with their audience and share their stories through a thoughtful PR strategy. Her clients have been featured in places like The New York Times, Fast Company, Real Simple, Forbes, Business Insider, The Today Show, The Wall Street Journal, Bloomberg, and more.She also has lots of thoughts about Tom Sandoval's PR disaster, which I just can't get enough of. Timestamps:02:52: The importance of PR in a marketing strategy (even for small businesses!)06:11: Crafting a unique message and point of view in PR11:55: Overcoming limiting beliefs holding people back from putting themselves out there13:14: Where to start with pitching yourself20:14: The reality of being more visible27:43: The long-term nature of PR and the need for persistence37:02: Good vs. terrible podcast pitch strategies and how to be a stellar guest52:30: PR lessons from Tom Sandoval and the Vanderpump mess1:21:59: Similarities and differences between HR & PRLinks Mentioned:Learn more about Brittney and her PR agency: https://www.humanconnectionagency.com/ Follow Brittney on IG @brittneyllynn

When done right, employee and client appreciation gifts can stop your recipient in their tracks and generate a fantastic ROI. #goals But if you miss the mark, they'll breeze past these gifts without a second thought, tossing them (and your hard-earned business dollars) in the trash as they go.Eh ehm, no, that new client you just signed doesn't feel special opening a box of generic, branded knick-knacks weeks after onboarding.Turns out, there's a lot to consider in crafting a gift-giving strategy!This week, the Queen of intentional gifting, Kristin Fisher of Bocu, joins us to discuss how and why to integrate thoughtful gifts into your overall marketing strategy.We unwrap:Strategies for meaningful and purposeful B2B and B2C gifting that reflect your values and ensure a worthwhile investment.The trust that develops through the physical exchange of gifts.Why promotional materials are not equivalent to meaningful gifting, whether for teams or clients.When to include your logo on a gift and when to leave it off.Tips for maximizing your gifting budget to achieve the greatest return.Innovative and affordable ways to show appreciation that deliver tangible ROI.She's also built an incredibly thoughtful and intentional ecommerce brand that we're swooning over. Whether you're product or service based, there's something for everyone in this episode!ABOUT KRISTINKristin is a former corporate retail buyer turned small business owner & retail coach. Bocu came to life in 2018 as a solution to make it easier to send a thoughtful gift without sacrificing your gift-giving style or standards. LINKS MENTIONEDFor businesses looking to send thoughtful gifts, head to www.shopbocu.com and use the code UpAndUp15 to receive 15% offFollow Bocu on IG @shopbocu Kristin also offers Retail Strategy Coaching and Mentorship for product-based brands, makers, brick and mortar stores. Visit https://kristinfishercoaching.com/ to learn more!

“But Kira, aren't employees more expensive than contractors?! I can't afford to be compliant!”We've heard it a million times, and we know why. There's a lot of misinformation out there. So we're putting this fallacy to rest once and for all. We're diving into the 3 actual costs of hiring an employee versus a contractor. What exactly will hit your budget? We'll break down the must-pays (eh ehm, taxes), the optional extras, and how much to budget to keep everything HR compliant when working with employees. Plus I'm revealing the most unexpected, often overlooked cost of bringing on an employee. Trust me, it's not what you're thinking.Let's bust this myth together! SHOW NOTES: Employee Cost Calculator: Download the calculator here and start plugging in your numbers today! https://settoscale.com/products/employee-cost-calculator?_pos=1&_sid=7a0642f27&_ss=rSet To Scale: Join our monthly membership for personalized HR solutions that grow with your business. Learn more here: https://the-paradigm.com/settoscale

Ever feel like you're carrying the weight of your team's happiness and productivity on your shoulders?It's too much, right? Especially for compassionate leaders who genuinely care about their people.Good news, straight from the HR horse's mouth! You're not actually as on the line for everyone's wellbeing as you may think. Let's rethink our responsibilities as leaders. If you're leading a blended team of employees and contractors and finding it tough to manage everyone's wellbeing, let's chat about where to channel your leadership energy and where it's okay to take a step back.Leadership is heavy enough as it is…this episode will help you lighten your load!Timestamps: 2:15 The Responsibility of Business Owners and Leaders To Your Team6:25 Demanding a Good Client Experience From Your Contractors11:45 Different Leadership Approaches for Employees and Contractors15:25 Managing Performance and Enriching the Employee Experience18:35 Legal and Compliance Implications Of How You Treat A Blended TeamLINKS MENTIONED:Join Set To Scale: https://the-paradigm.com/settoscale

Feeling like your biz isn't quite clicking the way you hoped? It's not just you!Entrepreneurship can be a real cluster f*ck sometimes. But we sit firmly in our belief that sharing stories from those who've navigated the twists and turns to success is what keeps us all going!So today, Jamar Diggs and I giggled our way through this warm-hug-of-an-episode as he shared his leadership journey, from Busch Gardens to YouTube Marketing Strategist, and A LOT in between! Jamar is sharing it all; launching his own agency, wrestling with the whole contractor vs. employee dilemma, course correction as a manager with internalized trauma from past jobs, and ultimately switching up his entire business model to align with how he works best (isn't that what blazing your own trail should be all about?!) Whew! Jamar's candidness is a refreshing reminder that we're all out here just learning and figuring things out as we go! PLUS, Jamar gives us a crash course on YouTube marketing and nurturing your audience through the funnel of engagement…get ready to take notes! SHOW NOTESJoin The Low Lift Club here: https://jamardiggs.com/community Access Jamar's Free Training, “YouTube Funnel Blueprint”, here: https://jamardiggs.com/blueprint Follow Jamar on YouTube and Instagram (@jamardiggs) for lessons in all things YouTube, and tons of laughs!

Let's pick up right where we left off, shall we? Last week, we delved into the DOL's first three factors of contractor vs. employee classification, covering control, investment, and permanence, and how they influence your hiring decisions. This week, we're wrapping up our deep dive with the final three factors, complete with real-world examples to help you apply them. By the end of this episode, you'll have a clearer understanding of whether a role in your business calls for a contractor or an employee. If you missed last week's episode, be sure to check it out first, then come back here to round out your understanding of worker classification under the DOL's Final Ruling!Timestamps:5:13: Factor #4 - Nature and Degree of Control13:03: Factor #5 - Extent To Which Work Performed Is An Integral Part of Potential Employer's Business17:34: Factor #6 - Skill & InitiativeSHOW NOTES:The DOL has a super helpful compliance guide for small entities navigating this new law. Full link here: https://www.dol.gov/agencies/whd/government-contracts/small-entity-compliance-guide#overview Have more questions about the DOL's Final Ruling? Schedule a free consultation and we can assess your risk and help you come up with a plan moving forward.Full link here: https://the-paradigm.com/contact

Whew, time to lighten the mood around here! We've spent the last few weeks digging into some heavy stuff, what with the DOL's Final Ruling and all its implications on your business, and I know we could all use a little reprieve.So today we're taking a sharp left turn and gossiping in the other language I speak fluently: BRAVO DRAMA!!I'm joined by attorney and fellow Bravohead, Kelli Jones, to pour some of the juiciest legal tea on Bravo stars' legal battles and the big takeaways we can all learn as business owners, managers, and leaders.Kelli is a lawyer, passive income strategist, and digital entrepreneur with equal parts dreamer and doer. She ditched her 9-7 for her own law firm in 2020 and never looked back. Kelli traded working all the time for a job she hated in a toxic environment to build a brand of her own to help entrepreneurs stop dreading the legal and start taking it seriously.TIMESTAMPS:1:59 Kelly's Villain Origin Story16:20 The Consequences of Workplace Issues in Reality TV17:55 A Breakdown of Caroline Manzo's Lawsuit Against Bravo27:10 What Policies Other Reality Show Networks Have Put In Place To Prevent/Mitigate Legal Drama 34:00 Leah McSweeney's Lawsuit Against Bravo and Andy Cohen36:55 Involvement Of Andy Cohen As An Employee Of The Bravo Network42:37 Legal Analysis of Rachel's (formerly known as Raquel) Lawsuit1:01:32 Hope for Cleanup Within Bravo's Work EnvironmentSHOW NOTES:Find and follow Kelli online! Website https://www.lawyerkelli.com/ IG: @lawyerkelli_ TikTok: @lawyerkelli

Let's get down to the nitty-gritty, shall we?The past few weeks we've been painting with broad strokes about the DOL's Final Ruling on the whole contractor vs. employee saga. If you've been following along, you've def heard us say that there are now 6 factors to consider for classifying your workers. But we haven't really rolled up our sleeves and gotten into the weeds of what those factors actually mean…until now! Hit play for a deep dive into factors 1-3, and stay tuned for next week's episode where we'll tackle factors 4-6. If you have a team, or are thinking about hiring in the future, you'll wanna be all ears for this!Timestamps:6:00: Factor #1 - Opportunity for profit or loss depending on managerial skill9:28: Factor #2 - Investments by the worker and the potential employer15:35: Factor #3 - The degree of permanence in the work relationship18:24: Tips for Freelancers who need to talk to their client about being misclassifiedLinks Mentioned: The DOL's Small Entity Compliance Guide Full link here: https://www.dol.gov/agencies/whd/government-contracts/small-entity-compliance-guide#overview Let's talk! Schedule a free consultation and we can assess your risk and help you come up with a plan moving forward.Full link here: https://the-paradigm.com/contact

POV: You're totally overwhelmed by the DOL's Final Ruling on independent contractors.The past few weeks have been a whirlwind of info on this game-changing update from the DOL, and lots of businesses are scrambling to find their footing in this new terrain. So we're taking a few steps back to come at this whole convo from a different angle.I'm hitting pause on the "next steps" chat to dive into the who, what, when, where, and why of the DOL's shiny new rules on independent contractor classification. Getting a grip on the origins and true intentions of these laws is key to understanding their impact on your biz.Trust me, once you know WHY these rules are in place, compliance will feel like a total no-brainer.LINKS MENTIONED:I don't get to say this a lot, but the DOL's Compliance Guide is actually pretty user friendly and easy to read! Check it out here: https://www.dol.gov/agencies/whd/government-contracts/small-entity-compliance-guide The Paradigm Solution: Laying the groundwork for hiring employees is definitely a bigger undertaking than working with contractors, but our signature done-for-you HR service takes the weight off your shoulders and sets you up for long-term success. Learn more here: https://the-paradigm.com/the-paradigm-solution

Clock's ticking!! The DOL's new ruling on independent contractor misclassification goes into effect in less!than!a!week!What does this mean for you??Well, if you're a business owner who nods your head “yes” after reading reading these two statements:You understands you're not in compliance with how you've classified your team and are ready to switch from contractors to employees; and,You want to keep the same folks in the same roles, just with a new classification to get your business on the right side of the law.Then the time is NOW to sit down and talk to your team about proposed changes to their classification and to make sure everyone's on the same page.But now you're probably wondering how the heck to bring up this conversation with them, right? What do they need to know about the switch? How will this *actually* impact your relationship with them? What if a contractor refuses to make the switch?Let's get into it!Tune in for talking points and additional context you need in order to have confident and productive conversations about this time-sensitive topic. You don't need to be scared of this conversation, but you do need to be prepared!Links mentioned:Our Set To Scale Template Shop features employment offer letter templates to help you craft a well-thought out offer that brings clarity and structure to the switch from contractor to employee. Type “Offer Letter” into the search bar to find templates for several different employment scenarios, depending on your unique situation.Not sure if you need to make the switch from contractor to employee? Listen to our past episode “Does My Business Need An Employee Or Contractor” to learn more about the difference and things to consider!

Here's 1 of the 398,402 things nobody teaches you when building a brand and becoming a leader:Your external brand ≠ your internal company culture. Just because the world sees your brand in a certain light doesn't mean your team has to march to that beat behind the scenes.Few people know this better than Kailtyn Parker of Copy Uncorked. Her business's brand is strategically drenched in wine culture, but don't let that fool her – their internal culture isn't exactly what you'd expect.Tune in to hear Kaitlyn's approach to leading a team that's as intentional and well-thought-out as her iconic brand. Bring your favorite glass because she's pouring up insights on:

Psst…I don't know who needs to hear this, but:It's time we move past the old-school belief that real work only happens when we're all parked in office chairs. That mindset is as outdated as the office cubicles tech giants are trying to herd their talent back into (oops! Guess I do know who needs to hear this!) Do remote work relationships crash and burn sometimes? For sure. But it's not always about the distance. More often than not, it's about the people and the policies, or lack thereof, that are supposed to have their backs. As leaders in this “new normal” way of working, it's crucial we adapt. So let's talk about the 3 things to focus on in your remote work policy to empower those who thrive in the virtual workspace.Timestamps:00:38 The Fallacy of Remote Work02:49 Misconceptions about Remote Work03:55 Failures in Remote Work Relationships05:54 Creating Company Policies For Remote Work07:29 Guidelines For Remote Work Behaviors08:10 Setting Expectations for Remote Work15:33 Using Metrics To Create Tangible Goals21:24 Learning Opportunities For Leaders and Managers in Remote WorkLINKS MENTIONED:Prior To The Hire Guide - we'll help you think through all the things you didn't know you needed to think through before making your next hire!

What's your most unpopular opinion as a manager or people leader?I'm sharing mine this week, and it's going to ruffle some feathers. It's about one of my rules for internal communication with my remote team, and it's one that I think a lot more leaders should adopt. This one small boundary has helped me establish a company culture steeped in respect for my team's space and energy, while aligning the way we work with the my values as a business owner.Come for the hot take, stay for the essentials of effective communication for your own remote team!