Monthly Archives: April 2023

Entrepreneurship Unmasked: Donnie Boivin’s Approach to Facing Challenges Head-On

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Donnie Boivin is an entrepreneur, author, and podcaster who has achieved great success as the CEO of three companies: “Success Champion Networking”, “Badass Business Summit”, and “Champions Table”. 

He is passionate about helping people achieve financial and personal freedom through entrepreneurship and invites anyone looking to take their business to the next level to join the Champions 90 challenge at champions90.com.

Many businesses fail because the owners give up too early. The key to success is perseverance and not quitting when things get tough. 

Donnie believes that those who succeed in business are the ones who are too stubborn to quit when they should have thrown in the towel. 

Many people start multiple businesses without being willing to go through the hard times to succeed.

Donnie’s 90-day Champion 90 challenge is designed to help people who are serious about taking their business to the next level. It is an opportunity to learn from a proven leader in the business community and get the support needed to overcome common challenges such as poor management and bad financial decisions.

Entrepreneurship is not for everyone, but it is not a matter of should or should not. The real question is whether individuals are willing to meet themselves when there are no excuses left. 

Donnie challenges his clients to face the tough moments head-on and discover what they are truly made of. This self-reflection can be uncomfortable, but it is essential for those who want to achieve true success.

Understanding Maslow’s Hierarchy of Needs: A Guide to Hiring and Retaining Employees

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Maslow’s Hierarchy of Needs is a popular model for understanding human psychology and motivation.  

It outlines the five different levels of needs that humans have, starting from physiological needs such as food, water, and shelter, all the way up to self-actualization, which involves personal growth and development.  

I believe that this model has significant implications for hiring and retaining employees in the workplace. 

Firstly, when people are looking for a job, their physiological and safety needs are typically already met in modern society. 

However, they still need to feel that their job will provide security and safety. The next level of needs is love and belonging, which involves having social connections, including family and friends. In the workplace, this translates into having a sense of community and feeling that one belongs in the workplace.  

The fourth level is self-esteem, which is about feeling worthy and appreciated, and this can be achieved through positive feedback at work.  

Finally, self-actualization involves using one’s potential to become more effective, knowledgeable, and skilled. 

When it comes to hiring and retaining employees, it is essential to understand how Maslow’s hierarchy of needs affects their perceptions.  

If employees feel that their needs for safety, security, belonging, and self-esteem are being met, they are less likely to seek other employment. However, if they stop growing and developing, they may feel outdated and be less confident about their ability to find another job. 

Therefore, to retain employees, it is essential to provide opportunities for growth, recognition, and development.  

Companies can offer training programs, mentoring, and coaching to help employees reach their potential and move up the hierarchy of needs.  

When employees feel valued and challenged, they are more likely to stay and contribute to the company’s success. 

In conclusion, understanding Maslow’s hierarchy of needs is crucial for hiring and retaining employees.  

By providing opportunities for growth and development, companies can create a work environment that meets employees’ needs, leading to higher job satisfaction and retention rates. 

Maximizing Productivity and Minimizing Stress- Practical Tip for Better Time Management

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Tip for Better Time Management and Stress Reduction

Poor time management can cause stress. I should know as I tend to be high energy and have too many things on my daily to-do list.

Just this morning I went to a yoga class to get some relaxing exercise but kept thinking of everything I had to do. This just caused me to feel more stressed and defeat the purpose of the activity.

I went back to my drawing board and realized I would feel better and more productive if I initiated a proven tactic. The idea is to take your most important project task and schedule time in your agenda to work on it.

I know this is not a new idea, but it must become a daily habit for it to improve time management and reduce stress.

Here is what to do.

Use any tool you like to list and track your tasks that need to be done each day. Make sure to start and end your workday by looking at the list and ticking off whatever you have completed. I use Google Keep as my to-do list app as I can have it up in a column next to my Gmail emails. Any productivity app or software will do.

At the beginning of the day, take one highly important task that may not be urgent and schedule time in your calendar to work on it. When a task is scheduled as an appointment, even if you do not get it done, it is starring you in the face and thus you can reschedule it to the next day.

Do this everyday for at least three weeks to make it a habit. This is actually the hardest part as new habit development takes work, but the payoff should be well worth it.

From Job Descriptions to Job Satisfaction- A Practical Approach to Employee Engagement

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Exercise in Employee Engagement and Motivation 

Question: Which of the following is the fundamental element for employee engagement and motivation?

  1. Creating a work climate that values and appreciates employees. 
  1. Having a supportive leader, you can trust as your boss. 
  1. Having team members, you consider as friends. 
  1. Having work that you enjoy and are good at. 

At the core of engagement with your job, it is essential that you like what you do and are good at it. So, the right answer is D. Of course, you may not enjoy everything that needs to be done, but you should enjoy and be skilled at the most important tasks of the job. This is where you should be spending the most time as well.  

Here is an exercise you can do with your employees or even yourself. It is designed to gain clarify and insight as to what is engaging and motivational for employees. It can lead to planning what to delegate and provide a platform for discussion.  

You can do this using the job description or the custom form I created that you can download for free. You can also use a blank piece of paper and write down in point form each task the employee does. Make three columns, one for level of importance, one for the task, and the other for the level of engagement or enjoyment.  

Go through the list yourself first to note down what you consider the level of importance for each task. Using a 2nd copy of this without showing the employee your rating for the levels of importance, have the employee score their level of  enjoyment for each task on a scale of 1-5, 5 being highest. You can also add an additional column to add the performance rating of the employee so you can make a cross reference to the levels of importance, the employee enjoyment and your performance rating. Do the performance rating on your own before the employee submits their response to the levels of enjoyment to not influence each other.  

Warning: There must be a high level of trust between you and your employee, or they may not be honest with their scores.

Alternatively, you can have them complete this on their own and then meet after to discuss it.  

After completing the exercise, here are some questions to answer to plan what to do with your findings. 

What tasks are highly important and the employee enjoys and is skilled at?  

What additional tasks can you assign or delegate to further engage the employee? 

What ongoing training would be beneficial to growing the employee’s competency for the highly enjoyable tasks? 

What does the employee enjoy the least? 

Can you assign those tasks to someone else? 

How important are those tasks and can they be eliminated or outsourced? 

What actions can you take to further the engagement and performance of the employee? 

It is important to take at least one action based on the results of this exercise and see what you can do to increase employee engagement and job performance.