Ep. 054: How to Hire So You Can Grow Your Biz w/ Tasha Booth
After selling and marketing, hiring is probably the most stressful thing for business owners. It brings up A LOT of feelings. You've worked so hard to bring in money, and now you have to decide if you are going to give some of that away. Plus you have to trust another person with your business! What if you choose wrong? What if you're not a good boss? What if it doesn't help you grow?
Because this is such a sticky subject for most of us, I brought in an expert when it comes to hiring and managing teams. Join me and Tasha Booth as we chat about how to be smart with hiring.
BIO:
Tasha Booth began her journey in the online business space five years ago as a virtual assistant when she decided she was tired of living an ‘ordinary’ life on someone else’s terms. As her business grew, so did her commitment to helping others figure out how to make the life they craved a reality. Now, whether she’s leading her team of 18 to support established coaches and course creators as the Founder and CEO of The Launch Guild agency, coaching virtual support professionals as they start and scale their own business, or hosting the ‘How She Did That’ podcast for VAs, OBMs, and project managers, Tasha is always helping other entrepreneurs live more fully in their zone of genius. When she’s not supporting her team of 18, she proudly spends her time as an Air Force wife to her husband Scott, stepmom to Grace and Meredith, and work from home dog mom to Stanley and Boomer.
LINKS:
The Launch Guild
https://thelaunchguild.com/
https://www.facebook.com/thelaunchguild/
https://www.instagram.com/thelaunchguild/
Tasha Booth
https://www.tashabooth.com/
https://www.facebook.com/thetashabooth/
https://www.instagram.com/thetashabooth/
OTHER LINKS & RESOURCES MENTIONED TODAY:
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Erika Tebbens: On today's episode, we have Tasha Booth joining us to teach us about hiring and managing a team. Now, Tasha has a large team that she manages and it's very impressive. You're going to hear all about it, but. I know a lot of you might be thinking like I don't ever want to have a bunch of people I have to manage and oversee, and honestly you probably don't need to, but I really do recommend at some point, even just having a part time, VA, that you can delegate stuff to that feels difficult or draining, it's honestly gonna be, make a world of difference for you in your business.
And a lot of times people say, Oh, well, I can't, you know, I can't bring on anyone right now because I can't afford it, right? And yes, in some cases, especially when you're just starting out, that is true, but I feel like more often than not for people. What gets in the way is less about being able to afford it, because really you could pay someone a couple hundred dollars a month for a few hours worth of work and they can handle a bit of your admin stuff or, you know, just those other things that you would rather not have to do week after week.
But I find that it's really. People get really hung up and myself, included because we fear the loss of control, we think that nobody else can do this as good as me and all of these other limiting beliefs that really get in the way of us being able to stay and work in our zone of genius as much as possible.
So Tasha is going to help us with all of that today. And I think you are really going to love this episode. So, let me tell you a little bit about our, guest Tasha Booth. So Tasha began her journey in the online business space five years ago, as a virtual assistant, when she decided she was tired of living an ordinary life on someone else's terms as her business grew.
So did her commitment to helping others figure out how to make the life. They craved a reality. Now, whether she's leading her team of 18 to support established coaches and course creators as the founder and CEO of the Launch Guild Agency, coaching virtual support professionals, as they start and scale their own businesses or hosting the, How She Did That Podcast for VAs OBMs and project managers, Tasha is always helping other entrepreneurs live more fully in their zone of genius when she's not supporting her team of 18, she proudly spends her time as an air force wife to her husband, Scott step-mom to Grace and Meredith and work from home dog, mom to Stanley and Boomer. You can find out more about her at either thelaunchguild.com or tashabooth.com.
All right now onto the episode.
Hey, Tasha. Welcome to the podcast
Tasha Booth: Thank you for having me. I'm so excited to connect with you.
Erika Tebbens: Yes, me too. I was trying to remember how you and I originally connected and I literally have no idea
Tasha Booth: You were on my podcast.
Erika Tebbens: Yes.
Tasha Booth: And I think was that how we originally met?
Erika Tebbens: I feel like maybe I just found you through Instagram and then we were like engaging with each other.
And then yes, because I know I was following you before I was on your podcast, but it's so funny in this world of technology. I'm like, how do I feel like I've known some people forever, but I'm like, I don't know how I actually met them.
Tasha Booth: I know, I totally feel that way. Especially about like my Facebook and my Instagram group of people.
Erika Tebbens: Yeah. Exactly, exactly. Well, I'm really excited to have you because you have not really just like one, but almost like two amazing businesses that you run. So I know I mentioned them in the bio, but why don't you tell me a little bit about. The two things that you do.
Tasha Booth: Yeah, absolutely. So I am the founder and CEO of the Launch Guild, which is an online business management and launch support agency.
So we work primarily with established coaches and course creators on operations as well as course and podcast launches. And then the other side of my business is that I coach and mentor virtual assistants, online business managers and project managers on all things from starting to growing their, their businesses, their virtual support pro businesses.
So, yeah, I've got like two arms of my businesses. Definitely.
Erika Tebbens: Wow. That, yeah. And so you definitely need a team, like you would not be able to do what you do without checking.
Tasha Booth: No, absolutely not.
Erika Tebbens: You would be crying in the couch.
Tasha Booth: In the corner, yeah.
Erika Tebbens: Yeah. So I am really, really, really excited to talk to you about growing a team, whether it's of one or of many, because I really, really am passionate about helping women scale their business.
Like they're getting ready, you know, they've, they're making some money, but they're getting ready to grow it even bigger. And that usually comes with needing some level of support, but that can feel. A lot of ways, terrifying, um, vulnerable. I mean, all my gosh, it just runs the gamut, bringing somebody else on.
Tasha Booth: Absolutely, I totally get that. And I totally felt that when I first started hiring and I work through that feeling with a lot of the people that I coach, once they get to the point of where they're ready to hire their first person, all of these things come up and all of these mindset things come up, you know, concerns about budget, concerns about finding the right person.
About them stealing your stuff. Like every, every feeling that you've described comes up in terms of it. Definitely.
Erika Tebbens: Yeah. I know for me that has, um, yeah, it's like, it's this weird thing. Like I just imagine, uh, somebody, I don't know, like, like hacking my canva and like deleting, I don't, it's so nuts, but it's, um, Yeah, it's just, I don't know.
It feels like you're letting them into your, your world.
Tasha Booth: Right. Yeah, you absolutely are because in order to do it right, and in order to re be able to properly delegate where you're not micromanaging them, you really do need to, in some ways kind of give them the keys to the kingdom, right? Which is really scary to do the key is to hire the right person.
And then I know we're going to talk about this, but then the question is like, how do I actually do that? Right.
Erika Tebbens: Yeah, I know. So you mentioned that mindset is the first thing. So what are the key things when you are coaching people? Because I, you know, I feel like at this point we kind of know that everything in business comes back to like mindset first.
So. What are those things that people have to kind of get over in their own selves in order to even start having the conversation about hiring?
Tasha Booth: Right. So the biggest one, is that nobody else is going to be able to do what you do in your business. Nobody's going to be able to support your clients the way that you support them.
Nobody's going to be able to send that email the way that you send that email. And I totally get it. And I was very much in that same space when I first started hiring, when I first started, none of my team was client facing. So none of them were interacting and talking to my clients. They were all like, I was the bottleneck and the go-between right.
So person, team, member A would. Get an assignment from me for client A and then I give it back to client A to review, then client, I would have feedback and I'd give it to team member A, you know? So, so we were basically playing monkey in the middle kind of thing. And it wasn't helpful. And what I realized, like I kept saying to my coaches, like, this feels heavier rather than lighter.
Like, why is this so hard? Like I could just do it myself and everything. And they kept saying to me, and I had to hear this over and over for about a year before I was finally ready to leap and do it. But they were like, Tasha, you're not that special they didn't mean it, they didn't need it in a bad way or a mean way.
They just met like. Other people can do what I'm doing and other people can support. My clients is a wave. I love supporting them and have that still same care and level of excellence that I know that I personally give. It's a matter of finding the right person and then training them in the way that I want them to support that person.
Right. And so when I finally figured that piece out and started giving them, you know, inboxes that were at the Launch Guild and introducing the client as this is your primary point of contact, instead of me always being that person, uh that's when the magic started happening, that's when everything really felt in alignment and everything started to feel easier rather than heavier.
Erika Tebbens: Oh, that is such a good point. And did you, so what, as you were talking that made me think like, What if you had a client that was like, Well, but I don't want to work with this point of contact. I want to work with you. I hired you. Have you ever had that friction or anything?
Tasha Booth: In the beginning, especially with the clients who had been with me for a long time, when I was making that shift, it was definitely difficult for some of those clients.
And I will say that I lost some clients because of that, because they were like, Well, I want to work with you. And I was like, well, that's not how I work anymore, you know. And so after I think after that first shift, then I really just needed to just start changing the conversation from, you know, all of the copy on my website being I and me centered to being we and our centered.
So my team and I, our. When we, and then even when I get on the discovery call, I no longer say, okay, so I'll be meeting with you. I'll I always say, so your team members, so Susanna, you know, whoever the case may be, so you really just start needing to change the language. And now I'm at the point where when people get on the call with me, they understand that the discovery call the sales calls with me, but they're not going to be working directly with me all the time
Erika Tebbens: Gotcha. Oh, that makes, that makes so much sense. And that is really. That is really refreshing to hear.
Tasha Booth: Yeah.
Erika Tebbens: That's yeah, because yeah, and I think, uh, I mean, gosh, it kind of, I feel like messaging and copiers are so foundational and in business and there, there is a type of client, like an ideal client who is attracted to that.
We like, Oh, it's a whole, it's a team of people supporting me and not just always this one person. So
Tasha Booth: Exactly, exactly. Even if, um, for the people listening, even if you're at the point where you're just like, okay, it, like most of it still needs to be me and the rest of it. Like, you know, I need to have a team member doing some of the backend work.
You can still have that team member being client facing. For example, I'm working with a PR person right now and I meet with her and I met with her and I talked to her all the time, but I know that like, when. When we're doing scheduling and stuff, Courtney is a person that I reach out to and she was so great about like introducing me to Courtney right away and letting me know what her role in her business is.
Right. So that even re reduces that bottleneck that can be created if you're not introducing that person to your clients.
Erika Tebbens: Yeah. Yeah. So just get like, have like a little mini mini team meeting or onboarding, just saying these are the people I love that. That is, that feels really good and really doable. So that's such a, that's such a great tip.
Uh, so what about if you are somebody? So let's say you're like, okay, I know that I, you know, doing my emails every week is a slog or, you know, or I just, I don't really want to dedicate my time to it anymore. Uh, how do you figure out what to even choose? So maybe it's email, maybe it's this it's that like, you have your whole list of things that you're like, I really, you know, somebody could probably do this as well as I'm doing it.
I'm really over it. How do you, like, what is that next step in terms of going out? Like I've seen in Facebook groups where somebody will just post, you know, Oh, Hey, I'm looking for a VA. And then, and then you look through the comments and it's like, you know, well, what are you looking for? What do you need?
It's like, that's just too simple of a question to just say, I'm looking for a VA. So what is the most efficient way when you're like, all right, I'm going to take that leap. What needs to be thought of next?
Tasha Booth: Yes. So the first step is, is preparation. And I think that that's a step that people often miss. And that's why we see Facebook posts like, Hey, I'm looking for a VA, right?
PM me you're going to get 150 people. So we want to. First create clarity around what your primary needs are. So what I mean by that is I suggest that everybody takes a one week time inventory and write down like every single thing you're doing in your business, how much time you're spending on it, all of that, so that you can really figure out like, what am I spending time on that I don't personally need to be doing?
Lower-level tasks, those repeatable tasks, right? You're going to circle all of those. And then from there, you're going to start the, the top three that you're just like, I always procrastinate on this. I hate doing it. It takes me forever because I don't feel confident in that knowing how to do it. So there's this skill thing there, those are the first three things that you want to offer to a team member. So once we have those three things, you're going to create a video. The next time you do those three things. So it doesn't have to be that you're creating this long SOP standard operating procedure. You just want to document the process because that's going to help.
When you get to the actual onboarding of that team member. So then after you've done those, like figured out those three things and documented the process, then you can write a job description. That's just going to be a little bit about who your business is, what you do, who you serve, who you're looking for.
And those first three key things. So what's what skill set do they need to complete those three things? Right. Um, what, what skills, what soft skills would you be looking for? Like this position is a great fit for you, if you're a self-starter, if you communicate well, both verbally and you know, and in-person and, or written form, um, this, this position is not a good fit for you.
If you always have excuses as to why things are late, you know, are, are already overbooked, that sort of thing. And then you also want to have a little bit of a blurb in there about what systems you're using. Um, just because it's much easier to find somebody who already knows the systems rather than trying to then have to train them specifically on those systems.
So that's kind of step one. That's the whole preparation piece I consider the prep time in order to find somebody.
Erika Tebbens: Gotcha. That is, that is really good. And I've actually started doing that with if, um, for my podcast, I actually have an SOP, uh, board in my air table. I have all the steps. I have the Loom videos I made of different things, so, yeah.
Okay. So that's good. Uh, in terms of. I know it can be hard. Cause a lot of times when people finally start making money, they're like, okay, well I finally crack the code of how to bring in money and now I'm supposed to part with some of it. Like, yeah, like I could just sit and make, I am a graphics at night while I'm watching TV.
Like how do I, you know, how do I like motivate myself to then give up a portion of my revenue? And then how do I decide? Like, How much I should give up. I know that's a big thing. So do you have any like words of wisdom on, I'm just kind of like getting over that hump or even making that decision of like, What is a reasonable place to start without sourcing?
Tasha Booth: Yeah, so I like, um, I suggest that people start training themselves. That part of that money is not going to go to them, right? So if you know that what you want done is probably going to be about five hours a week, right? If you're hiring somebody in the US, usually starting out, you should consider probably about $20 an hour, 20 to 30 is a good, good range.
So if you even start putting, like, let's say that middle range, so it's $125 a week, right? If you're doing five hours, if you know that it's going to be about five hours a week, you start taking that and putting it in a separate account. So that you're not even like you're, you're training yourself to get used to, Oh, this money is not mine.
Just like your tax account, right? Oh, this money is not mine. It belongs to somebody else. Then what happens is when you do hire that person, you already have a buffer. So if you have a bad month, you're not like scrambling and you're not like, Oh, I have to now fire this person. Like let them go because I had a bad month.
And also you're already used to it not being there. So it's not a big deal that it's not now going to them. So that is the piece in terms of like practicality, like what do you do practically to do that? The other thing that I want people to consider is what is the investment of time or return on investment that you're losing by sitting on your couch and doing those Canva graphics yourself, right?
You're either saying time out with your kids where you could be fully present with them or your spouse, where you could be fully present or out with your friends where you could be out instead of on your couch. Right. Or if you didn't have to use that time, could you pick up another coaching client?
That's going to be like $3,000 instead of you doing those Canva graphics, right. There's always a trade-off in terms of ROI, in terms of time or money or attention or something that we're going to lose, if we're actually doing that thing that somebody else could be doing.
Erika Tebbens: Yeah. Yeah. It's, that's really true.
And I know for myself, it was hard at first. I actually, um, I dip my toe in with doing like project work. So it's just like a one-off and that felt really good. It was like, okay, I'm just going to have you help me, you know, I dunno, update blog posts or something like that. That felt really good because it was like time-bound, it was like, this is the exact cost.
I know what it is. I know what you're going to do for me. And then we can reevaluate at the end. Um, But what's funny. And I know I mentioned this, like, before we started recording is I have managed large teams. I've done hiring for other people's businesses, but it always feels, it feels so much harder when it's, when it's your own.
Tasha Booth: It totally is.
Erika Tebbens: So, yeah. So starting with like a project was sort of, to me that felt like a good, like dip my toe in the, in the water, uh, sort of process, but now, okay. So. Now I've had, like, I've had my project VAs, I've had regular VAs. I've gotten my act together and actually made some like SOPs and stuff. But I am back at the point again where I need a new person, because like I, and I I've heard from other business owners, this is really common of like, you have someone they seem great and then eventually it just fizzles.
So, yeah. How do you get to that point of like, okay, so, you know, you know what you want, you've made your job description, now you need to actually interview and hope that you find that good person.
Tasha Booth: So the key is to take your time. And I have a three-step process that I use, um, to hire all of my team members.
Right. So it's not a matter of, I just look at the one application and then I go straight to interviews. First of all, because a lot of times it's going to be a waste of your time. So I actually do two rounds of applications. Application one is mostly about skillset and there's a little bit of a writing component.
What I mean by skillset, is there certain things that are just like, if you are a yes, to this question, you may be great for the next round. If you're no, I don't need to continue reading this application. Right. And that sounds. That sounds mean, but it's just a fact, right? So for example, um, with the Launch Guild, all of our contractors, all of our team members are US and Canada based only because of time zone things.
And because of the fact that we have team meetings and we love that comradery and stuff. And so one of my questions is a yes or no question of, do you live in the U S or Canada? Yes or no? Like if the answer is no, then I don't need to read the rest of that. So you want to have at least something that's like, this is really strongly important to me.
And if the answer is no, I don't have to continue. Right. Then we get down to like the actual skills. And I have them check off lists or check off which skills you feel really, really confident in. And so I have a long list of those. Some are some of those are systems and skills that like really matter to me and some are that are, that like sort of matter.
And so that's when I start looking at like, okay, if they have a lot of the really matter, then they might be a great candidate for the next round. Um, and then the last piece is I actually have a little written piece that like, basically. Ask them, uh, to give a writing sample. I give them an example of like, here's an email that we may get at the lunch they'll please respond accordingly.
And then that way they're getting, I'm getting insight into, you know, is grammar great is punctuation great. Like all of those things, is there a friendliness and approachability with the email? And then the last thing you want to ask is like, what's your hourly rate because you want to make sure that they are actually within what you, what is in your budget and what you can afford.
So that's round one. I usually get, I would say, 80 to 150 people that apply for around one. Right now I do this as a Google form. And the reason that I do it as a Google form is the fact that Google forums have this really cool thing where in the upper right hand corner, you can click a button and it changes it into a spreadsheet.
So you have the Google form and then you also have the spreadsheet and. From that spreadsheet, I just create a new new column and I'm able to like X off all the people that I want in round two to go through the next round. So that makes it super easy for that round two application. I just send the people onto the next round.
And in that round two application, it's more in depth. It's more like, how do they process information? Are they, you know, quick thinkers? Are they forward-thinkers like, how do they, um, what are, what is their insight about certain things? So it's a lot more open-ended. It also asks for a video in that second round, so that I get to know a little bit about who they are.
I just asked them to introduce themselves who they are, you know, their goals, why they think they'd be a great fit and everything. Usually by that second round, by the end of that second round, I'm down to like only two to three people that I really want to have conversations with. So then we go on to having those conversations.
And after that is when. It's really usually apparent like who, the person, that one person is that like is perfect. But usually by round, by that third round, like all of the three people are great. It's just a matter of who's great for me. Right.Erika Tebbens: Yeah. Okay. Yeah, that, that really, that feels good and not daunting.
Cause it's yeah, you're like self-selecting and I like that approach too, because how I used to do it, um, to save time as I would do a lot of group interviews. Uh, and so, I mean, where, you know, I was hiring for in-person like staff. But that was almost like that call it that like initial culling, because right away in a group interview, you can kind of see who's like popping up, like floating to the top.
And then you can say like, okay, now I might do a. A separate specific one-on-one interview with you. Right. So, okay. That's good. That feels, and I, and I love like Google Docs is really easy to use, so it's refreshing to be like, Oh, I don't have to go pay for this whole other platform or do this complicated, make it easy, make it easy.
Okay, awesome. So now you've found that person, you're like, I think this is the one now you're bringing them on. So how do you. Make it, so that relationship lasts because I know. So like for reference, since you have 18 people yes. And I know some people, you know, stay with you for a while, so how do you make it continue to be good?
Tasha Booth: Yeah. So I think first of all, a lot of times what happens is. That person, like the people, people find their person. Right. And then they're all excited and then they just like throw them into the fire. Right. So that's where it often crumbles because you're going to be frustrated if you're feeling like, Oh, this person's not catching on as quickly as I want to.
They're going to be frustrated because they're not feeling supported. So that's why the beginning step, that first step of the preparation piece is so important because that first conversation that you have with them during your first onboarding call or your kickoff call, you really want it to be about like, here are the first three things that I have already for you.
It's in a sauna or it's in Trello. Here, you know, let me know what questions you have about it, right? So we're already setting them up for success because instead of like just throwing 50 things at them, we really want them to focus on those first three things. Let that settle in. Really give them feedback.
As they're bringing those things back to you, this is what I love. This is what I would, you know, would like changed for next time or whatever. And then once they feel confident and you really feel confident that they can own those three things, then you can give them another three things. Right. So that's kind of the first piece of that.
Erika Tebbens: Yeah. So it's, so it sounds like. Because you're already doing the work of like preparing in advance to bring them on. You never want to be in like a, a frantic mode when you bring a new teammate.
Tasha Booth: Yeah. You always want to be, you never want to be reactionary and it, you always want to have really great and clear forethought.
And also, I think a lot of times we need to create space to know that like that first. You know that first month, or even that first three months, there's going to be more questions like, you know, your business inside and out. They don't know your business inside and out. So there's going to be, need to be a container where they can ask those questions.
I think it's also really important. So, um, I am a person who hates email. Like, I am not good with email. If somebody emails me, it's going to take me like a week to get back to them. If somebody like sends me a Voxer. Or a Slack message or something like that. It's going to like, I'm going to answer right away.
Right. That's just me. And I think it's okay to let, let your team member know, like here's how to best work with me. Like, please don't send me an email. If it's something that you need support around right away. Like if you need it, send it to me in a Voxer or send it to me, Slack, like some other way of communication, whatever works best for you just know that that person wants to do a good job.
So set them up for success as much as you can. And also let them know like when is a great time to ask questions and when is not. So for example, Tuesdays and Thursdays are my crazy busy coaching days. And so that's not a great day for us to have a team meeting or for them to ask a lot of questions. So if they need something I'm like Monday, Wednesday, Friday, If you need me, let me know.
You know, and I will, I will be able to answer you. I think that that's really helpful. And then when, in terms of like ongoing, um, and relationships, I think what ends up happening is that people get comfortable and also they don't want to approach things when there's conflict or when they're like, they don't want to be confrontational.
And it's really important that we get really comfortable with having difficult conversations and say, you know what? This didn't go as well as I had hoped, like, how can I support you in making this better next time? Instead of, I think a lot of times we're just like, Uh, we wait until like the it's the straw that broke the camel's back kind of thing.
You know, we wait until it's like something small, but it's been building and building and building. When, if we had just had a conversation, we would have been able to nip it in the bud. Right then and there.
Erika Tebbens: Yeah, absolutely. And I think too, especially. As you know, because my audience is primarily women and everything. I think it's a really hard thing.
Like we, we want to be nice. We want to be, we don't want to hurt anyone's feelings. Like we, yeah. It's just, I think it, that is. That is one thing that was one of the hardest things for me to learn as, as a boss, like, as a manager was like having those, those conversations, uh, cause it, it can be really uncomfortable if you're not used to doing it.Yeah. And it is. I mean, it's still, it's not the most fun thing for me ever, you know, but I love Bradey Brown's quote of clear is kind unclear is unkind. And I just go by that. And I know that there have been times when, like, um, somebody has, I I'm thinking of a specific client maybe about two years ago and she let me know that she was like, letting me go after she had already hired a new VA and all of the things that like.
Were things that she wanted, like were issues with her. I was like, if we had just had, like, if you had just told me, you know, like we could have changed that instantly, but it's the fact of the matter is like, just talk to the person they want to do good work. 90% of the virtual support pros out there, like want to be good at their jobs.
Erika Tebbens: Yeah.
Tasha Booth: They don't want to be flaky. They don't want to give you, you know, bad quality work just. Communicate that.
Erika Tebbens: Communicate well. And have you, I mean, I'm sure, cause you've been doing this a long time. When you do have that person that maybe they started as a superstar and you were like, I'm loving this. I hope they never like leave me.
I'd be devastated. And then all of a sudden, like things are not, they just are slipping and you have the come to Jesus and maybe it gets a little bit better. And then it's just going like. I'm sure you've had to let people go.
Tasha Booth: Yeah. It's so uncomfortable. And it's so awful because my team members become like family, you know, but at the end of the day, like my responsibility is to my clients and to do excellent work for them.
And if it's a matter of this team member is just not a great fit. One of the things that one of my coaches said to me, and I always use this all the time now is the fact that like, they already know that you're not doing great work. You know, they already have that feeling. And so by keeping them in a space where they are not flourishing and allowed to be their best selves, we're keeping them from, from being their best selves, you know?
And so some of that time, like, it doesn't feel like a gift right then to be like, I gotta let you go. Right. But at the same time, like I've seen team members just flourish afterwards in doing their own thing. And just because they weren't a great fit for our team doesn't mean that they're not a great fit somewhere else.
Erika Tebbens: Right, right. Yeah. Yeah. That is, that is something good to, uh, to consider that it might like that if you are already having those, those thoughts, like they are probably as well, and they also might feel too uncomfortable to. Yeah. Say, Hey, I'm I want to leave.
Tasha Booth: Exactly. Exactly.
Erika Tebbens: So that's good. It also feels very reassuring. And did it like not be the only person to be like, Oh gosh, I had, uh, you know, not great experiences as well. Um, so now, okay, so you have your person, they are doing some great work for you and everything. Now your business is growing because you have more bandwidth. So I know you have a process of sort of like looking forward to figure out like, okay, what's the best way to keep going and like, who should I hire next?
And how do I want to keep growing my business and my team? So what are your, what's your process there?
Tasha Booth: Yes, I'm really big into looking at my org chart or organizational chart. Okay. And figuring out, okay, what holes do I need to fill? Basically like, and what do I want this to look like? So we really did a huge overhaul of this in the Launch Guild internally about a year ago.
And we realized that we just didn't have enough OBMs we just didn't have enough admin VA's. And so. We decided that anytime we hired one person, we were basically going to hire a team of three new people. So a new OBM, a new admin VA, a new tech VA. And they were work as a team so that we have these like little pods basically.
And that really just opened things up in terms of. Who's responsible for what, like who's responsible for reporting to who like those sorts of things, because you want to, especially as you're growing, you're thinking about multiple team members, you also want to make sure that there's somebody to manage all of that.
That is not you. Right. So. That is when, um, when we did that, that organizational change up. That's when I really started pointing my team members, not to me to answer every question, but to my director of operations, Jayla Ray, who first started out as admin right-hand in chief and team map, team lead or team manager.
And she is the person that like my team members can now go to if they have questions or if they need something from Last Pass, she's the person that sends client gifts, those sorts of things. So I would first look at what, what responsibility does that primary team member have the person that you had for awhile and what are some things that maybe that person is doing, but they're not great at right.
That you can then take off their plate so that you can put more on their plate. Basically, some of them. You know, more of their zone of genius on that. And what, what other holes in your team do you need to fill in order to be able to really shine as the CEO and as a visionary of your business.
Erika Tebbens: Yeah. And so then for those pods, would that be like, so let's say I came to be a client of the Launch Guild and I'm like, Tasha, I need your help.
I'm launching this thing. Yeah. So then. Would I kind of have like a pod, like I would have like this many rocks, our team that would be helping me with my launch and then. That enables you to take on more launching client, like clients who are launching cause they, you have the pods. Oh, that's cool. I love that.
Tasha Booth: Thank you. I do you know who I got that from? I cannot take full credit for this idea because, um, do you know Kate , of Simple Pin Media, she has a really big Pinterest agency, Pinterest management agency. I think she's got like 40 team members.
Erika Tebbens: Wow.
Tasha Booth: Like on her website, they have like a blue team or red team, a green team.
And like each team has like a team lead on it. And I looked at her org chart and I was like, this is phenomenal. Like I need to do something like this and it's just worked so well.
Erika Tebbens: That, that is really, really cool. And, um, what's funny is it makes me remember, so, okay. So I used to work for Calvin Klein and I was a general manager and, um, so we would have our district management meetings, uh, like once a year, usually.
And so we had our district manager and then our regional manager. And I remember asking our regional manager once. Like aren't you just slammed with work. Aren't you, are you working around the clock? And she was like, no, the higher up you go, like how you mentioned Jayla Ray is like that buffer in between the field, all those things.
She's like, it should actually get easier in a way, because then you are just overseeing and you have other people. To handle a lot of like the day-to-day tasks. It, I mean, this was like 15 years ago probably heard this and it blew my mind. Like I was like, what? Oh my gosh. But yeah. And again, I think it's harder, like women, like in the world of like an online business it's there's like no one right way.
Tasha Booth: Yes.
Erika Tebbens: So you kind of have to just like, figure out like, what's that thing you want and how is it going to work for you? And so that is cool. I love the idea of small, of like little micro teams.
Tasha Booth: Yeah, totally.
Erika Tebbens: That is really cool. Uh, so when you like. Just in case people don't know, because there probably are people who are like, I thought it was just all VA.
So can you just quickly explain the difference between like, why you would hire like an OBM versus a VA or a PM or yeah. Any of those ?
Tasha Booth: Great question. So most people start off with a virtual assistant, right? Virtual assistants are very task based, so it's. Hey, Susie, can you do this thing, Susie does the thing, they give it back to you when you are usually probably making about $10,000 is, is somehow like the gold standard mark for when you probably need an OBM when you have multiple things going on multiple projects.
And also probably when you have multiple team members. So maybe you have a couple of years or a VA and a, and a social media manager or something like that. And you're realizing that you're, you're managing a lot of people. Usually it's the time to hire that. OBM so an online business manager is just like a brick and mortar business where you have a bunch of the doers and then you have somebody managing the doers.
Right. That's the same thing. So it OBMs kind of that cross between implementation, right? And management and, but it's higher level implementation. So it's maybe, um, measuring and managing your, your key performance indicators. It's creating the project plan for those new project plans and ongoing. So that OBMs really is about helping you on your growth strategy.
And thinking about your whole business as a whole, instead of task to task like the VA would be doing. And then a project manager is usually on a shorter term basis for most businesses. And that project manager comes into manage a launch of some sort or manage something that's like a big project so that the rest of the team can actually still be working on the day-to-day pieces.
You know, of, of still making your business work while you're getting this thing set up. We actually were just talking to a potential client who has a really big team. She's got about five people. She has an OBM on that side, but she's like, they're all doing stuff all day, you know, already for all the other pieces of my business.
I really need you guys to come in and just manage and implement some of the pieces for our upcoming launch. So that's kind of how they all work together.
Erika Tebbens: Gotcha. Gotcha. Yeah. Cause I know it can feel very like from the, from the business owner side, it's like, okay, well, what do I, should I hire for? What, what do I actually need?
Cool. And so is there like, cause I, I know that you also help people to become VAs OBMs project managers. So in like the last few minutes, why don't you talk a little bit about that? Because I do think it's cool that now. Um, cause I know you're a military spouse as well and. Uh, and I'm, you know, my, my husband used to be in the Navy and stuff, and I was chatting with a friend the other day about how there's so many opportunities now for people, especially who.
Um, maybe have a lifestyle that doesn't allow for them to really like set down roots. Like there may be transient or they have young kids at home and they don't want to work outside the home. So I feel like we're in this era now where there are these amazing opportunities for people like, especially women to have really viable income and use their talents and their skills, but not be bound to have to go to an office every day or.
Uh, get a special certification that then doesn't transfer when they move in three years. So tell me a little bit about how you help people to get started with that.
Tasha Booth: Yeah, absolutely. So I have one program called Built to Profit and it's for brand new VA's it's for those who don't have businesses or who have been in business for a while, but they're still like, I don't really know what I'm doing.
So it's really about the business building piece of it, because I truly believe that even if. The person has never owned an online business. They have life skills. They have, they've probably worked in an office or somewhere else before. And all of those skills are transferable and can really be packaged into support services.
I think a lot of times people get overwhelmed and think that they have to offer everything. When in fact it makes more sense for you to become a specialist at something. So if you know that like, You're really great at organizing your own inbox. Like there's your first service that you can offer people.
Right? Um, so there's that, and then the other side of that, if they've been in business for a while, and they're really thinking about kind of scaling to the next level over there, they're kind of at that income plateau slump in their business. My six month one-on-one program is, and group coaching program is called Booked and Balanced and that's for established VA's that are kind of ready to take it to the next step.
I love the fact that we're both military spouses and. I know that for me, um, I had a job that like was, was going to be able to kind of move with me because it was with the YMCA. I was the, um, health and wellbeing director for two YMCAs here in Tucson. And then when we were in Albuquerque, I also had the same job in Albuquerque.
So the why was really great with like letting me move place to place. But I didn't see the income potential, right? Working for a nonprofit. And so, um, now that we're about to move back to Albuquerque again, we just got orders and we're moving back. It's so much easier for me just to like pick up and know that I won't skip a beat.
I won't miss a paycheck because we're moving. Um, Jayla Ray is the same way. My director of operations, she's an, an army spouse and she had, I think they moved, their moving schedule was crazy. It was like, They moved six times in two years, I think, or something like that. Yeah. It was insane. And that was the reason that she started her business.
So there are so many opportunities and I don't want anybody to ever think that like, because they don't have the right certification or they haven't done online business before something that they can't do it because they absolutely can't. My degree is in musical theater. y'all. Like my degree has nothing to do with what I'm currently doing and yeah. I make money online.
Erika Tebbens: Yeah. And that, that is such an important point because I think that, um, you know, it's, it's that thing of I, so I just moved to, and a lot of people asked me, you know, did that impact you? Or like, I've been trying to go to networking events in our new town. And people were like, Oh my gosh.
We're like, what, what happened? Like with your clients and stuff? And I was like, it actually was fine. I mean, other than. Like literally the week of the move, just not having any coaching calls, but,, I mean, it was very seamless and as somebody who has moved a lot and had to transition a lot, like. I was shocked.
I was shocked at how seamless it was because, um, and, and part of why I made the shift to be totally online is because my previous business that I was running, uh, while yes, it was sort of portable. Um, it wouldn't have been, it would have been a big challenge. I would have had to fully start over in a new, in a new place.
So. But, yeah, I've just, I've seen so many, so many people who, whether they do, um, VA, OBM work or social media management, where they are just thriving and they get to be home and present with their families. And it's, it's just this whole amazing new world that we live. Yeah, it's really, it's really cool. Um, so, and I know when is, when is the Booked and Balanced Tree?
I saw your pictures and I was like I wanna be a VA, I need an assistant to like, carry her bags. I'll go with, because that was beautiful.
Tasha Booth: I know I'm so excited. So it's April 24th to 27th and it's my first retreat ever. I had been wanting to do retreat for forever. And so I'm so, so excited about it.
Erika Tebbens: I, Oh my gosh, I love it.The pictures looked gorgeous and I love a good retreat. I really do
Tasha Booth: Me too. I, yeah, I've signed up for a couple of this, this year alone. And I'm like, this is the year of the retreat.
Erika Tebbens: Yes. Yeah. I've kind of decided that I, uh, not that I have anything against conferences, but the older I get, like I just want things to be more intimate.
And so the only two things I'm going to this year for my business, at least as of now, Are both business retreats instead of large conferences. So.
Tasha Booth: Yeah, I feel the same way. So I'm totally there with you. I, I'm only going to one big conference this year and the rest of them are either retreats or they're like very small, like 70 people and under kind of things.
Erika Tebbens: Yeah, yeah, yeah. I'm definitely, I'm definitely here for that. So what else? Um, you know. Do you have going on? Can people, you know, hire you for, or any of that?
Tasha Booth: Absolutely. So you can find me at thelaunchguild.com for all of our done for you services for operations and course, and podcast launches. And then on the eight or the VA coaching side, VA OBM coaching side and courses side, you can find me at tashabooth.com.
So we just recently separated the two businesses completely, which was like crazy, but I'm glad we did it. And yeah, I would love for you guys to also follow me on Instagram. I'm super fun on Instagram.
Erika Tebbens: You are super fun on Instagram and you always have like the, How She Did That podcast is really good.
It's I feel like you just learn so much good stuff from listening to your podcast and, uh, and yes, people should absolutely follow you if. Like just for the motivating Peloton workout, I didn't own one, but I'm like, look at her, she's going to the mall on vacation and doing Peloton. I'm like, dang, I need to get up and go.
Tasha Booth: I just love it so much.
Erika Tebbens: That is, I have to say, like, as somebody who geeks out over marketing, they just. Crushing it, they really do. They know their ideal clients. Oh well. And they just like stay in their lane and I love it. Yeah. It's, it's like, it's amazing. And I can't I see so many people, probably every other week, I see a friend who's like, I got a Peloton here, you know, and like, and just like user experience, just everything I'm like everyone, even if you don't plan on buying Peloton, Like, follow them to learn some good, brilliant marketing.
Tasha Booth: Yeah, totally.
Erika Tebbens: For sure. Well, this was awesome. I have to say, like, even as somebody who I'm back in the mode of, Oh crap, I have to hire again and everything. This was just really refreshing for me. Cause it is, it is something that is so it can be so anxiety producing, even as somebody who has professionally done this for other people's businesses.
So like, yeah. Just to reassure people like it's okay. It,it, it is actually, it's, it's valid if it feels like a little bit scary, but, um, but thank you. That was really helpful. I'm actually going to apply all of those tips as I restart my search for a VA and then, um, hopefully plan to keep expanding through through the end of this year.
So thank you for your time and all of your wisdom. I really appreciate it talking to you.
Tasha Booth: Thank you.
Thanks so much for tuning in to this episode of the, Sell It Sister podcast. If you loved it and you want more, be sure to subscribe so that you never miss an episode and then head on over to sellitsisterhood.com to join my free Facebook community group. And as your mom has said, sharing is caring. So if you got a lot of value out of this episode, be sure to share it with your biz besties too. Okay? Now get out there and sell it, sister.
