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15 Ways to Stay Resilient and Beat Failure

15 Ways to Stay Resilient and Beat Failure

Ask The Entrepreneurs is a regular series where members of those involved in the Young Entrepreneur Council are asked a single question that aims to help Lifehack readers level up their own lives, whether in a area of management, communication, business or life in general.

Here’s the question posed in this edition of Ask The Entrepreneurs:

Entrepreneurs are known to be resilient people who fail fast and fail often. Where does your ability to get back up come from?

1. Know the Statistics

    Growing up, my dad told me, “Nine out of every ten businesses fail within the first five years…which means you have to s tart ten businesses.” That sentence, and the knowledge that he’d support me even if I fail nine times, has made all the difference in the world.

    Sean Johnson, Digital Intent

    2. Learn From Each Failure

      As long as you’re learning from each “failure,” it’s not really a failure. My advice: keep a record of all of the lessons you learn as you go. In our business, we use Basecamp to record our big course corrections and lessons learned. It’s always eye-opening to look back over the notes and see the twists and turns over the months and years. Keep a record and you’ll see how far you’ve come.

      Pete Kennedy, Main Street ROI

      3. Watch the Olympics!

        Watching men and women who are the best in the world fall, fail and get right back up is my inspiration. They train harder and longer than anyone and still have setbacks. Knowing that you’ve done your best and can pick up and start again is a great model. Even those athletes who fail to place can come back and win gold!

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        Kelly Azevedo, She’s Got Systems

        4. Stock Up on Support

          Surrounding yourself with other entrepreneurs, change makers and, by general rule, with people that are smart er than you can be a great help. There is always someone else who has been through a similar struggle, and sharing experiences and resources will help you both deal with failure and rise back up to success.

          Christopher Pruijsen, Letslunch.com

          5. Don’t Be Afraid

            Mark Twain said, “Do the thing you fear most and the death of fear is certain.” If you’re afraid of failure, start by putting yourself out there for something small where the failure won’t hurt as much. With practice, the failure will become easier to handle, and your fear of it will lessen.

            Allie Siarto, Loudpixel

            6. Revert to Your Mission

              When there are setbacks or challenges in the day-to-day, I find that our mission brings me back to focus on progressing. It showcases the importance of having a strong sense of the value of your business; whenever times get tough, referring back to it is invigorating.

              Doreen Bloch, Poshly Inc.

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              7. Inspiration — and Desperation

                When you learn to burn the bridge and take the island, you don’t give yourself any option but to succeed or die trying. I’m driven to take risks by inspiration and, in the event I fail, I get back up driven by both inspiration and desperati on. I’m inspired to make a difference for myself, children, family, clients and world. Desperate to stay alive, to succeed and, yes, desperate to try again.

                Charles Gaudet, Predictable Profits

                8. Not Getting Back Up Is Worse

                  To me, the idea of the consequences as a result of not getting back up are far worse than admitting the failure and giving up. Imagining that I have to wake up and drive to a 9-to-5 cubical job with florescent lights has been one of the biggest mental images underlying my motivation for success.

                  Nick Reese, Elite Health Blends

                  9. Take Advantage of Every Opportunity

                    If you’ve been lucky enough in life to be given an opportunity to make a difference, then not taking every possible advantage of that chance is failing. If you get the chance to take a pitch, how can you not swing?

                    Derek Flanzraich, Greatist

                    10. Maintain That Trust

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                      I trust that the universe always has my back and I look at every situation as an opportunity to learn and grow. I trust that I’m always where I NEED to be, even if that’s not always where I WANT to be.

                      Natalie MacNeil, She Takes on the World

                      11. Salute the Sports

                        From the time I started walking, I had a baseball bat in my hands. Honestly, I was never interested really in business until my senior year in high school, but my entrepreneurial foundation was built on the playing field. As a baseball player, you can not get on base 70 percent of the time and be a success. But to get a hit 30 percent of the time, you still need to step up to the plate.

                        Trevor Mauch, Automize, LLC

                        12. Adjust Your Perspective

                          Failure helps shorten the curve to success. When you realize something isn’t working, it allows you to revisit your strategy and shift directions. Think about it like this, would you rather walk through a maze endlessly, not knowing if you were on the right track, or run into a wall and know you’ve got to change direction? Relentless optimism is an entrepreneur’s best friend.

                          Raoul Davis, Ascendant Group

                          13. School of Hard Knocks

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                            I grew up painting houses with my dad. Money was always tight — for a couple months in high school, we literally lived out of a van. Life was tough, but I was always dreaming big; I always believed that my suc cess was in my control. When I get knocked down now as a CEO, I remember those days, and I remember that success is a choice, a commitment, a lifestyle. I simply choose to get back up.

                            Glenn Clayton, Appleton Learning

                            14. Keep Sweet Emotion

                              You have to believe in what you’re doing. It’s part intellectual and part emotional. When you fall, that emotional part makes you fall harder, but it’s also what helps you get back up and keep going.

                              Melissa Kushner, goods for good, nonprofitshare

                              15. Because You Have To

                                I do it because I have limited options. As an entrepreneur, you seldom have the luxury to sit around, sulking and crying. You are the master of your own destiny, and your desire to reach your goals should be your most powerful tool.

                                – Nicolas Gremion, Foboko.com

                                Featured photo credit: Top view of businessman holding his hands up to temples via Shutterstock

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                                Published on December 17, 2018

                                15 Important Interview Questions to Ask Employees During an Interview

                                15 Important Interview Questions to Ask Employees During an Interview

                                The importance of asking great questions cannot be overstated. Great questions help you discover new things, diagnose existing problems, and explore how well solutions are working in your life or business. Whether you work with consultants, executives, or entry-level employees, you cannot skip questions.

                                Now imagine running a company where sustainability and profitability depends on your ability to determine the brightest minds and skills in the industry in a single conversation:

                                How do you know they’re the perfect fit for you? How do you assess their communication skills? How do you know they won’t cost your team in the long run?

                                You know it already; ask great questions!

                                The concept of asking questions isn’t new but there is a great chance that you’re not taking full advantage of it. A Harvard Business Review article refers to questioning as a powerful tool that unlocks value, fuels innovation and performance improvement.[1] As a hiring manager or recruiter, how to you get this information when you’re meeting a candidate for the first time?

                                Ask great questions, of course.

                                Without further ado, here are 15 interview questions to ask employees during an interview:

                                1. “What are your career goals?”

                                Another version of this question is “What types of problems do you see yourself solving in the future?”

                                This question is almost never asked and when it is asked, most questions are geared towards knowing how long the employees intends to stay in the company.

                                Instead of asking leading questions that would steer employees into declaring undying loyalty for the organization, ask what types of problems they hope to solve in the future.

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                                This does two things:

                                1. It reveals the skills and interest in your employees.
                                2. It lets you know what types of candidates you are attracting in the first place.

                                With this, you’re able to trend this data to improve how you market your job opening. And if employee retention is pertinent to you, you can use this information to improve the job function so that future employees can see their future selves in this role.

                                2. “Why do you think you’re a great fit?”

                                It is important to go beneath the surface to ask questions that make the candidates speak about themselves in their own words. However, a surprising benefit of asking this question is that you’re able to determine how well-versed a candidate really is with the company’s challenges and goals, in addition to their personal attributes.

                                Instead of listing off accomplishments, an exceptional employee is able to help you see how these previous accomplishment can translate into helping your organization solve its current business problems.

                                3. “What do you hope to learn from this role?”

                                The answers to this question can reveal if there is a job-skill match and if a linear career progression is expected.

                                As you listen carefully and mind these answers from candidates, you begin to see trends in responses that help you refine how you develop roles, responsibilities, how employees see themselves, and what they want their career to look like.

                                4. “How do you deal with conflict between colleagues?”

                                Almost every breakdown in relationship is caused by miscommunication or lack of effective interpersonal skills. But a solid indicator of how well a person communicates is how they manage interpersonal conflict.

                                Conflict management skills is no longer something required only for corporations who wish to settle million-dollar lawsuits. It’s an essential skill that every worker ought to possess and can make or break an organization.

                                Tip: Ask for a time when they didn’t get along with a co-worker and how they resolved the conflict.

                                5. “How did you learn about this position?”

                                Asking how they learned about the position reveals how the brand is perceived by the outside world. This way, you know if your current employees is your biggest source of referrals for qualified applicants.

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                                This also lets you know how effective your current staffing processes are and which channels are worth the effort.

                                6. “Why are you interested in this position?”

                                Again, another seemingly basic question. But when you field applications from candidates who are transferring their skills from a different department or industry, you want to know why the change was made.

                                What led to the aha moment? What was the internal struggle like for them? What stands out to them about this particular position? Very important.

                                7. “What excites you the MOST about this position?”

                                After establishing how passionate they are about this position, it’s not unusual that you would want to know what tasks and responsibilities excite them most. With this knowledge, not only are you aware of their sense of ownership, you help nurture these skills by encouraging and facilitating the discovery of hidden potential in your employees.

                                For example, a hospital nurse might detest inserting intravenous catheters in patients but jump at the task of motivating colleagues and initiating stress-reduction activities on hospital units. An office employee might cringe at the thought of public speaking but excel at creating world-class presentations.

                                While you can’t exempt your employee from every task in the role because they favor one thing over another, you are more aware of how rich your existing talent pool is in your organization and can utilize your talents effectively.

                                8. “What do you consider your weakness?”

                                Why should you ask a candidate what his or her weakness is when all you want is someone perfect?

                                Admitting a weakness shouldn’t automatically disqualify a candidate. Rather, it reveals to you how self-aware the candidate is.

                                Self-awareness is essential to personal and professional development, and this is sometimes a precursor to how self-directed a person is regarding their career goals.

                                There are arguments about the need to abolish the weakness question from interviews because it reduces candidates’ accomplishments. I disagree.

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                                Asking employees about weaknesses lets you understand your employees better so you can not only create a work environment that is smart, you’re able to design professional development programs that can strengthen these weaknesses.

                                9. “What will you find challenging about this position?”

                                Maybe you don’t want to ask the ”weakness question.” Maybe you’re more concerned about the capacity to perform in the current job rather than their job history.

                                Still, you want to know if you have a creative problem solver and how they feel about potential problems when they arise. You also want to anticipate how your employees will adjust to their roles once they are successfully hired. Self-awareness about one’s ability and limits can be observed by asking this question during an interview.

                                Note: This question should never be asked with a malicious intent. Exceptional employees come with flaws and this should be expected. They key is knowing whether the successful candidate is willing to be a problem solver.

                                10. “What additional support will you need during your transition?”

                                This is a very important question during the interview question because not only is the labor market diverse, the response to this question can be used to develop the orientation process and additional training materials.

                                As a mentor to newer nurses, this is a question I repeat more than 50 percent of the time during the orientation period. The responses I get provide me with insights into what employees really consider as constraints so that I can make their transition as smooth as possible.

                                11. “What qualities do you desire in a leader or manager?”

                                Not everyone desires a manager who provides direction while giving you free rein to make your job your own. At the same time, some employees might prefer a manager who is detail-oriented and provides all the answers.

                                Knowing this before a candidate is hired can prevent conflict arising from differences in communication or management styles.

                                12. “What do you do if you don’t agree with your manager’s decisions?”

                                Conflict not only happens between employees. According to a study of conflict in the Canadian workforce,[2] about 81 percent of people leave the organization as a result of conflict.

                                The purpose of this question is to determine how adaptable an employee is to different communication styles, what they consider deal breakers, and how they model desired behavior when conflict arises.

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                                The responses to this question allows you to manage expectations and an indication for leaders to continuously work on their communication and conflict management skills.

                                13. “What would make this company an amazing place to work?”

                                Maybe you can’t provide free lunches or paid hours of free time at work like bigger companies. But answers to this question can reveal a lot about what employees think is crucial to well-being.

                                In a study of nearly 17,000 employees,[3] it was noted that an increase in stress level is directly correlated to workplace injury. While this interview won’t eradicate organizational constraints or stressors, feedback from candidates and employees on what makes a company a great place to work is the perfect place to start.

                                14. “What other questions do you have for me?”

                                Although this is a conversation to determine the best fit for your team, company, or organization, the interview goes both ways. Yes, you are also being scrutinized by your interviewee.

                                The purpose of this question is to create space to answer the candidate’s questions about your organization. You also get to provide insight on processes, expectations, team culture, and information that isn’t readily available on the company website.

                                15. “Tell me about yourself”

                                If everything else seems too much, lead with this timeless question. You simply cannot go wrong here.

                                Sometimes, the best answers come from open-ended queries. This is your best chance to know the candidate’s history, career accomplishments, and get a feel for their career goals all at the same time.

                                It is less intrusive and leading with this question makes it easier to approach other questions––depending on how sensitive the position is.

                                The Bottom Line

                                Conversation is a two-way street. Good questions can give you great insights into the value an employee can bring to your company. But there is an art and science to asking questions.

                                While you won’t become an expert right off the bat, these questions provide a good foundation to start from if you want to attract and retain top talent in your organization.

                                More Resources About Job Interview

                                Featured photo credit: Drew Beamer via unsplash.com

                                Reference

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