Connect with us

Business Entrepreneur

Not just for kids: 3 Rs to help your team cope with stress

(ENTREPRENEUR) The three Rs of child psychology, Reassurance, Routine, and Regulation, may also help your team and you cope with the added stress 2020 has wrought.

Published

on

Woman drawing next to body of water, a great technique to cope with stress

Yes, we all know 2020 was a massive dumpster fire. We are all still working to cope with processing the losses and fear this putrid year has brought with it. The three Rs can help you and your team better cope with stress, and our reactions to the hitherto unfathomable woes of 2020.

If you are a parent or work with kids, you may have heard of the new three Rs: Reassurance, Routine, and Regulation. If you don’t have or work with kids, why would you care? These three Rs can also help adults cope with the stress, grief, anger, and anxiety most of us are facing in 2020.

It makes sense that something that can work to alleviate children’s negative feelings during the pandemic may also work for adults. We may experience and process problems differently than children, as we run everything through the filter of life experience and what we know of the world and the way it works.

However, much of what we are seeing with the global pandemic is new to us, and we are stuck in the same boat as our children, restless, afraid, and wondering how we’ll pull through. Here are three Rs to help all of us cope with stress. If we take what Laura Santhanam of PBS NewsHour and Jessica Bartlett of Child Trends advised for children, and apply them to our own overwhelming concerns, we may begin to feel better. I’m all for anything that helps us feel better.

Here’s a rundown of the three Rs and how they can help you and your team cope:

  • Reassurance: We need to reassure ourselves—of our own safety, of all that we are doing to stay safe, and that others are out there diligently working to ensure and improve our safety. Reassure your team of what the company is doing to help keep workers safe, whatever those preventive measures may be.Reassure yourself and your team that you’re doing what you need to in order to stay safe. Reassure yourself that epidemiologists and infectious disease experts are working day and night to learn more about this virus and how to control it. Reassure yourself that two promising vaccines are already FDA approved and being administered around the world, and that this will help us, slowly but surely, return to a life we are familiar and comfortable with.Reassure and remind yourself and your team that people are still out there in the world being kind, helpful, and awesome. Maybe share something from the Good News Network or other chronicle.
  • Routine: If you are like me, routine went out the window in March, replaced by endless chores and cooking during the day and staying up late worrying about the state of the world. Routine matters. Just as it can help ease troubled young minds, it can also guide us to a better way to cope.Routines give us a needed sense of stability. It’s one area of our lives that we can take control of, even amidst the flaming chaos of 2020. I’m not suggesting you drink your morning coffee at the kitchen table surrounded by flames and proclaim “This is fine,” like KC Green’s famous memefied cartoon dog. We all have to draw the line in the sand as to what and how much we will accept and what we need to work to change. However, there is something to be said for regularity, a place for quotidian activities, a routine.Try to set up or return to a regular bedtime and meal times. Set boundaries for work life and home life—always a challenge when you work from home. Ask your team members how they are setting boundaries or share tips on how you are. Help your team incorporate or return to a routine at work. Perhaps in 2020, work calendars went haywire along with everything else, as nearly every company has had to change the way they do business this year.

    Find a way to bring back some routine where you can fit it in. It could help your team stay on track while dealing with the rest of what 2020 throws at them. Build pleasurable activities into your own routine. Make time to read, play, or otherwise unwind. Lean into the routine. Here’s hoping you and your team can find comfort in being able to control at least this much!

  • Regulate: This refers to self-regulating, coping mechanisms we can incorporate to check ourselves when we start to panic or spiral. Parents, teachers, and others in child care can teach children these techniques to help them manage “big feelings.” We grownups can also use these tools to deal with our big feelings.Regulating tools for adults include breathing exercises, mindfulness meditation, talking to a therapist, NAMI hotline, or friend about your emotions. Other means of self-regulating include making a plan to socialize with friends (virtually works), exercising to clear a busy mind, and getting enough sleep. Try to use some or all of these tools the next time you feel overcome with negative emotions.

Of course, feelings aren’t something we discuss much at work, as a rule. However, sending out information on resources available within your company can help your team regulate what they are going through. If your company pays for therapy as part of a benefits package, let them know. If you have set up a hotline or other helpful resource, let them know. Put together a list of helpful websites or organizations that can help with them access these regulating tools, or ask your Human Resources department to do so. You could even share this article, if you found it helpful. You may reach a team member at precisely the perfect time to help them through some heavy stuff.

While adults often consider themselves experts at dealing with our own feelings, again, way too many catastrophic events have gone down in 2020. As they say on the interwebs, this wasn’t on my 2020 Bingo card. We likely can all benefit from the three Rs. Give it a shot, because we all need to cope with our stress somehow.

Joleen Jernigan is an ever-curious writer, grammar nerd, and social media strategist with a background in training, education, and educational publishing. A native Texan, Joleen has traveled extensively, worked in six countries, and holds an MA in Teaching English as a Second Language. She lives in Austin and constantly seeks out the best the city has to offer.

Business Entrepreneur

This app lets you swipe right on the co-founder of your dreams

(BUSINESS ENTREPRENEUR) It’s said that business can be a lot like dating – and Tertle is taking advantage of that to find you a vetted, high-quality co-founder with a few swipes.

Published

on

Two men standing in meeting room with others, shaking hands as they agree to be co-founder together.

Much like there is a dating app for every romantic match possible, there is now a way to match with your ideal co-founder. And the name will help you ease out of your shell when connecting with your new partner.

Tertle is a new online app that helps you find the co-founder that best suits your needs. According to developers, “Tertle sends you frequent, vetted, high-quality co-founder matches via email or WhatsApp based on things that matter to you – giving you precious time back and putting an end to endless profile crawling.”

So how does it work? Like any other matching app, you first start by creating your profile. Tell Tertle a little bit more about you and what you’re looking for in a co-founder.

Next comes the vetted matching. Tertle will match you up based on things you both care about – like your skill sets, location, values, and interests. Finally, you connect and chat. Receive weekly 1:1 video chat calendar invitations at a time that suits you.

When answering why Tertle was founded, developers wrote, “We, like you, are startup fanatics. Finding the right co-founders is one of the most important decisions you’ll ever make in pursuit of a successful venture. We think there’s nothing currently out there that really hits the mark in helping like-minded co-founders easily connect—and so, Tertle hatched.”

As a reviewer pointed out on Product Hunt, the safest (and most heard about) route when selecting a co-founder is to choose someone you went to college with or have a long-standing relationship with. However, this may not always be an option and so it’s nice to have a little help from profile-matching algorithms.

Tertle developer Ryan Connaughton appreciated the Product Hunt feedback and expressed the following, “In terms of the algorithm, I’ve been matching people manually to test the waters while also working on a simple algorithm as MVP (what skillsets they’re looking for and location IF thats also important to them).

Following an MVP, my thinking is I can vet harder with more in-depth data collection (personality types, values, problems spaces of interest, etc). Of-course this will require a much deeper user-research/spike piece first before I can get to the right solution.

In addition, there can only be so much ‘filtering/vetting’ you can do before you have to get some hard validation that this is the right person – that being, actually working together. So assuming that I can get the prerequisites above right and there’s interest, I think there’s then potential of guided mini-hackathon style projects or some kind of ‘trials’.

Worst case scenario: You meet someone new, learn some stuff, give each other feedback for you to grow and have fun building something. Best case scenario: All of the above, plus the problem/solution holds water and/or you form a continued lasting relationship.”

The site boasts being free to beta users forever; so, if you’re on the hunt for a co-founder, it may be worth it to join the waitlist and see what’s out there.

Continue Reading

Business Entrepreneur

Freelancers, this social site seeks to skyrocket your networking experience

(BUSINESS ENTREPRENEUR) Contra promises freelancers a new way to flex their experience by leveraging professional relationships in a bold take on networking and – at its core – hiring in general.

Published

on

Birds eye view of two women networking at a table with colorful interconnecting pattern on a concrete floor.

In the modern technical world, freelancers act as nomadic one-off hires that come aboard to complete a job and then are released back into the void. The rise of the gig economy and similar services has delivered new opportunities for those who need work and those who want to provide it, with entire platforms built around this idea of temporary employment. This is certainly viable and has given individuals more reach than ever before across networking systems.

However, these services tend to have some limitations – each job is isolated and usually cannot guarantee follow-up work with the same company. Workers may not be building themselves up meaningfully – lasting relationships with businesses aren’t guaranteed, interactions with colleagues might be brief, and long term freelancing might be viewed negatively. It can function alongside a career path, but is not necessarily a replacement for it (or at least is more difficult).

Maybe this could be blamed on the status quo and attitudes regarding employment, where extended tenure at the same company connotes loyalty and merit. There’s been some push against this in recent years given the way widespread platforms have enabled job seekers, but the hesitancy remains. Corporations want to hire quality candidates, but favor in-house employees that have proven themselves.

This is where Contra comes in, aiming to improve how freelancers function in the greater context of their industries. Based on their pitch, it does this by first placing a larger emphasis on networking, and then uses this as a way to reframe how we think about freelancing’s efficacy. Contra suggests that professional relationships hold more significance than traditional metrics. After all, referrals are king.

Put another way – people are your best bet to securing continued and new jobs, so let’s turn away from things like how long you’ve been somewhere and instead favor referrals, offering a path to focus on what you’ve done. As co-founder Gajus Kuizinas says, “…We are giving people the tools to describe their proudest career moments, publicly thank the people with whom they’ve worked with, and begin accepting inquiries for future opportunities.”

The hiring process might need a modern refresh

Maybe Contra isn’t saying it in so many words, and perhaps this is a harsh way to think about it, but maybe our current models for evaluating employment are misguided. There’s an emphasis placed on working at the same place for an extended period of time and at prominent companies. Those aren’t bad indicators by any means – there is something to be said for working at well known and established corporations.

But this can be hazy and gloss over what exactly someone did, which can hurt or diminish their contributions. If we focus on the positive, proactive question here of hiring qualified individuals, then what is the best thing to look at? The work.

Nothing is as accurate as looking directly at the results someone has produced – that is what matters. Quality outweighs where you were or how long you were there. Turn the attention away from “this is a series of one-off projects all over the place” and instead zero in on how all of those things best represent someone’s skill set.

This brings up a second problem – how can you best show this when trying to get new gigs? Sometimes a portfolio can’t speak primarily for itself, or legal contracts prevent divulging assets, or someone may not be the best at selling themselves. Even with a killer inventory of projects, there are still hurdles to overcome.

A one-two punch: Looking directly at what matters

Contra has a solution for this – flex those high profile relationships you’ve made. If you’ve got people eagerly talking about what you’ve done, they absolutely will show off your work. And they’ll do it with a level of excitement that will make a solid and lasting impression. After all, they’ve already received the fruits of your labor, and they’ll happily talk it up.

It’s a brilliant approach that puts a bigger emphasis on reinforcing your experience through the use of those around you. Contra’s solution is elegant – let’s allow our users, contributors, makers, and freelancers have access to a platform where they can build out a network of people who can vouch for them, and then actively utilize that social aspect. Keep your resume and portfolio, sure, but use it in tandem with those who will elevate you.

It’s a move toward something more alive.

Contra’s Community Lead explains, “Before joining the Community team at Contra, I was a freelancer who desperately wanted to make new connections with clients and other freelancers. Though — don’t get me wrong, I didn’t just want to network for the sake of networking. I wanted to make relationships with people who I could learn from and be inspired by. When using other freelancing sites, I realized I needed more from these platforms, not a quick one-off project with strangers (I don’t dig transactional interactions).”

It’s like a supercharged LinkedIn – instead of just listing out a bunch of static bullet points and hoping that coworkers drop by for a kind word, Contra’s hope is to take that latter part and make it the central focus. It’s a one-two punch of having a network of willing hype people alongside a portfolio and/or resume. This can include other freelancers, established employees at respected companies, or even well known veterans striking out with new startups.

The benefits don’t stop there – now a freelancer has greater access to mentors and inroads to bigger companies. Contra is providing solutions to things that plague the independent consultant route by creating support during all parts of the networking process – education, securing relationships, building upon past successes, improving a portfolio, and creating a network of reliable, helpful colleagues. It is empowering a freelancer to realize their true potential.

Voice over text

By providing a social backing component to the networking, job hunting, and freelancing process, Contra effectively resolves many of the shortcomings such a career path might adversely afford. It helps build out a way to repeat contracts, levels the playing field by projecting experience and results, and provides ways toward self improvement. It gives voice to someone by building up a support team – there’s safety and strength in numbers.

In a way, this feels like a modern and refreshing take on the freelancing process – something a bit more real and personal in the business world. We are social beings – let’s let others speak for us at times, even when it comes to our professional lives.

In a new world where there are dozens of communities, why shouldn’t there be one more devoted to the job search and hiring process? Contra’s platform may deliver just that to networking as a freelancer. It will be exciting to watch.

Continue Reading

Business Entrepreneur

Why and how to acquire a business – 4 tips for radical success

(BUSINESS ENTREPRENEUR) Acquiring a business can be a key part of your business’s future growth, but there are some factors you should consider before signing the deal.

Published

on

A meeting room with people shaking hands over acquiring a business

Growing businesses have multiple levers that can be pulled separately or in unison to continue scaling and expanding. And while many companies choose to grow internally, there’s always the option of acquiring other businesses to supercharge results and instantly expand.

Why Acquire?

Acquiring a business is certainly a complicated path to expansion, but it’s also a highly attractive one for a variety of reasons. This includes:

  • Increased market share. If you’re acquiring a business that happens to be a competitor, you can instantly increase your market share. If you currently own 20 percent of the market share and the competition has 15 percent, you suddenly catapult to 35 percent. That might make you the industry leader overnight!
  • Expansion into new markets. Sometimes you acquire a business outside of your industry or niche. In this case, it allows you to expand vertically or horizontally. This can improve top-line revenue and/or reduce costs and benefit profit margins.
  • Advanced tech and IP. In some situations, an acquisition is about acquiring a specific piece of technology or intellectual property (IP). This may prove to be the final boost you need to accelerate growth and initiate further expansion.
  • Talent acquisition. One of the secondary benefits of an acquisition is the opportunity to welcome new talent into your team. Whether it’s a seasoned executive or a highly effective sales staff, this is one benefit you can’t ignore.

Mergers and acquisitions aren’t the correct solutions in every situation, but they often make sense. It’s ultimately up to your team to sit down and discuss the pros, cons, opportunities, drawbacks, and possibilities of pursuing this option.

Helpful Acquisition Tips

Should your business choose to move forward with the acquisition route, here are some essential tips to be aware of:

1. Assemble a Talented Team

Don’t do anything until you first develop an acquisition team. This is a very important step and should not be delayed. (Many businesses make the mistake of starting the search and then forming a team on the fly, but this results in missed opportunities and foundational errors that can compromise an otherwise smart acquisition.)

A good acquisition team should include an experienced mergers and acquisitions advisor, a responsible executive, an attorney, an HR professional, and an IT expert. You’ll also want to bring on a public relations professional as soon as possible. This will ensure you control the messaging that customers, investors, and even employees hear.

2. Do Extensive Due Diligence

With the support of a talented dream team, you’re equipped to find the best acquisition opportunities. As you narrow your targets down, you’ll want to identify and implement a very detailed due diligence process for acquiring a business. This may include an extensive, objective analysis that consists of a letter of intent, confidentiality agreement, contracts and leases, financial statements, tax returns, and other important documents.

3. Make an Initial Offer

If the due diligence checks out, then it’s time to work on formulating an offer for acquiring a business. While the first offer almost certainly won’t be the offer that gets accepted, it’s the single most important offer you’ll make. It frames the transaction and sets the tone for the rest of the negotiations. It’s generally a good idea to offer no more than 75 to 90 percent of what you’re willing to pay. It should be low enough to leave room to inch up, but not so low that the other party could potentially see it as an insult.

4. Negotiate

Your first offer won’t get accepted. But unless you’ve totally insulted the other business, they should come back with a counter. Now is where things get really interesting. Negotiations ensue and it’s time to counter back and forth. The offer consists of a variety of elements – not just a price tag – so consider all of these variables in your subsequent counters.

Adding it All Up

As valuable as an acquisition can be, the process is often filled with friction. It’s up to your team to make the transition after closing as smooth as possible.

It’s very important that you respect the products, services, employees, and customers that the acquired business has. If you come into an acquisition and attempt to shake things up on day one, you’re going to get backlash. There’s nothing wrong with making changes – you now own the business – but be diplomatic and patient. Build trust, work together, and gradually introduce changes.

Continue Reading

Our Great Partners

The
American Genius
news neatly in your inbox

Subscribe to our mailing list for news sent straight to your email inbox.

Emerging Stories

Get The American Genius
neatly in your inbox

Subscribe to get business and tech updates, breaking stories, and more!