Archive for the ‘Business Growth’ Category

Teamwork Makes the Dream Work

Published by Suzanne Evans   |   July 17, 2014   |   No Comments

Teamwork makes the dreamwork.  And I am not just saying this because the quote sounds cool, but because its very true in the way Suzanne Evans Coaching is run on a daily basis.

I am 1 of 4 new kids on the block here in Murrells Inlet and although my title is Marketing Assistant I do more than just the marketing here.  I remember being asked when I was first interviewing if I was willing to help out with daily tasks around the office.  I like to think I can clean up after my self and help out where needed so of course I said I was willing to help out.  In the short time I have been working here I have noticed how willing everyone is to help each other out and get the work done.  Everyone in the office may have a different title and each individual may excel in different areas of expertise, but at the end of the day we are a team working towards a common goal. teamwork

We have a no man left behind kind of attitude in the office.  If a deadline needs to be met everyone is pitching in to help out.  When books needed to be sent out everyone had a stack in their office packaging and labeling while completing their own work.  When Be the Change welcome packets needed to be sent people stepped up, made goodie bags, and stuffed envelopes.  As Be the Change was in full swing everyone was pitching in wherever needed, no questions asked.

It’s not just the big things we help each other out with but the little things as well.  We take turns watching the front desk, answering phone calls, taking the garbage out, cleaning out the storage unit and so on.  Our office works best when everyone is working together.

If you feel your company or business if lacking in the teamwork department try implementing one of these simple tips…

  1. Hold daily meetings: Tell people what you are working on.  If a deadline needs to be met don’t hesitate to ask for some assistance.
  2. Offer assistance: If you see someone struggling or someone that has a lot on their plate offer your assistance. You may not be able to help that person, but simply offering to can go a long way.
  3. Dinners/Retreats: Spend time together outside of the office to get to know each other and see what makes each individual function.
  4. Create rewards or incentives: Don’t bribe your employees, but offer rewards for working together and getting the job done.  The reward could be as simple as a gift card for coffee or it could be getting out of work early.

Remember that building a strong team begins with trust and clear communication.  Now set your sights high and begin building!

Stephanie Coppola, Marketing Assistant 

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You otta be in pictures!

Published by Suzanne Evans   |   July 10, 2014   |   1 Comment

Why Intsagram? You may ask yourself. It is simply one of the easiest social networks out there and rapidly growing with over 100 million users. With social media being one of the top ways to marketing, why not take advantage of every platform out there. With there being 75 million daily users, there are multiple opportunities to reach your target audience. Below I will talk about 5 marketing techniques to better your reach through Instagram.

Your username should be short, simple and easy to read. If your company is called “Harry Potter” don’t make your IG handle @harry_p0tt3r people will pay less attention to it, try the underscores @harry_potter or add a word @harrypotterofficial. Numbers and clusters of letters will confuse the user and might think your spam or a scam.

You will then want to make sure your niche will be able to create user generated content. That is one of the most important things for success on
One method is to take advantage of the hashtags and make it your own. It’s always good to create a hashtag for your company, so in the case of Harry Potter it would be #harry_potter and use it on all pictures no matter what!

Most accounts have the same bio format! -Who you are -Why you do it -How can the public get involved -Rewards and incentives -URL in website section
So for Harry Potter, a bio would look something like this… ” We are dedicated to showcase the best Books in the world, we are Harry Potter Tag your books #harrypotter to be featured on our page or visit us at harrypotter.c..”

4.Auto-liking/liking apps
Whether you’re with android or ios, there are apps which allow you to search a specific hashtag and like up to 350 pictures per hour. Apps like these are your secret ingredient to the recipe! If you run it for 10-15 minutes per hour, you can gain followers fast, but beware! You must use proper hashtags.

For example, if you run a women’s swim suit shopping site you will search hashtags like “#bikini #onepiece #coverups #boyshort #halter #tubetop #womensswimsuit”
If you run a fitness account ” #legday #proteinshake #biceptraining #kettlebell”

The goal is to find “underground” hashtags, tags that aren’t 1M+ tags. By doing this, you are targeting a smaller group of people that will pay more attention to the likes your giving to their profile.

5.Content Content Content!
In a really strong campaign, it is best if the page posts at least 5 times per day. Many people don’t have the time or drive to do so, there fore cut it down to post 3 times per day, in the morning, mid afternoon and at night (night post being the most important and popular). Don’t worry if you run out of personal content to post, you will then turn to your hashtag to find pictures.

The first thousand of followers are hard to find and obtain, after that, it’s smooth sailing and the more followers you get the more people will notice your company and join in on the fun!

Sarah Herbaugh, Marketing Manager

Screen Shot 2014-07-10 at 11.52.43 AM

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Keep to Your Plan. The Secret of a Successful Launch!

Published by Suzanne Evans   |   March 27, 2014   |   2 Comments

Do you ever just feel the world has opened up for you? Like everything is going your way? Like you broke through that barrier that’s been holding you back? Like your on-top of the world?

Well if you have, that means you’ve had an experience to contrast that feeling with, which means you’ve felt like nothing’s opening for you, everywhere you turn there seems to be a new barrier, and you feel like you’re at the bottom of the pile.

Business, life, actually everything experiences periods of expansion and contraction.

As you’re building your business, you’ll have growth periods – things will be happening very quickly, you’ll get a bunch of new clients, you’ll fill your group, you’ll sell out your 1-day workshop AND you’ll have “not-so growth” periods, where it can feel like everything you’re doing isn’t right.

We see this happen in “Big” businesses, “little” businesses, in our business, our colleagues’ businesses, our client’s businesses, our mentors’ businesses… actually every business.

It’s the cycle of business… it’s the cycle of life… and it’s the cycle of decision and faith.

Now let’s look at how this would look in your business.

So, you’ve got this new program you want to offer to your list. It’s a great program, you know it can help lots of people and you come up with a plan to promote it to your list, to talk to people about it and to fill it. business-cycle-ETF

You feel really good about your plan, you’ve thought about everything you can think of and you “launch” it.  You start sending your emails, you start talking to people about it, and you get a little lost in the “doing” and maybe start feeling a little overwhelmed.

And that’s the deal right?  You’ve got your idea (Having a full program)…  your working toward your goal (Filling your amazing program)…  and in the middle of all of the doing it can be easy to lose perspective.

A webinar doesn’t go “right” or an email gets messed up. You talk to a couple of people and they say “no”, you find out the person you thought would be perfect for this is now working with someone else… You get the idea.

And all of a sudden, it can be easy to feel like the plan isn’t working and it’s time to radically change course and not stick to the plan (or to blow the plan up all together).

Now, in business (and in life) this is called a crisis of faith.

Remember that what we focus on expands, so if we don’t have faith in achieving the goal of our plan, and we begin to question the plan, all of a sudden we’ve brought doubt and worry into our experience.

Then it’s not too long before fear follows (because where there is doubt and worry, fear is sure to be there waiting just under the surface).

So fear shows up and then you’re really in trouble. You’re not thinking straight, you’re not making good decisions, because your decisions are coming from fear and lack.  Trust me that is a recipe for disaster!

Decisions need to be made from a place of certainty, they need to made without fear. There can be butterflies in your stomach, like you’re about to take a leap of faith, but you do not want to be coming from fear… because if you do you’ll never stick to your decision.

So, doubt, worry and fear come in and next thing you know you’re not sticking to the plan, your running around like crazy, not getting anything done… when all you really needed to do was stick to the plan (that you made when you were able to think straight).

You see, launches ebb and flow too, they take time, it’s all about multiple touches, it’s all about education and building know, like and trust for that new product, service or offering. So there will be times when in the middle of your launch you may be questioning what’s happening.

That’s why you want to create your plan when you’re in a place that you can make good and powerful decisions. You want to create your plan surrounding yourself with likeminded people who can help you make the best plan possible….

Then you need to launch your plan, trust your plan, fully step into your plan and then work your plan (because no plan will work without action)….

There will probably come a time during the launch when the plan doesn’t’ feel like the “right” plan.  It’s ok to tweak the plan, but don’t abandon it.

Especially if you’re not in the right frame of mind…. aka, fear, doubt or worry have taken over in that moment.

Work your plan. Trust your plan. Follow it through… all the way to the end. Don’t quit on your plan, see it through.

There is a reason that most of Think and Grow Rich is about planning and Hill dedicated an entire chapter to the subject of “Persistence”.

That being said, come at your plan with HIGH expectation and LOW attachment. Have really high expectations of your plan working, of your group filling, of the clients and money coming in. Have low attachment to the outcome of any individual part of the plan.

That way you are coming to everything excited and happy, but if 1 person says no or something doesn’t work out perfectly, you don’t move into doubt, worry or fear.

Just work your plan and see it through. Because, what you want is on the other side.

Okay, transparency time, Paige and I have been pulled into this cycle more times than I’d care to admit when we were building our business (especially when we first started out it felt like a daily occurrence). We’d be in the middle of some launch that felt like it was make or break for our business and something would happen to have us question ourselves and we’d be like, “What are we doing?!?”

But it’s at those times that you need to remember the TRUTH and you need to go back and work the plan you laid out.

And I’ll tell you, the times we worked the plan, we experienced expansion and the times we would radically change the plan (or get so paralyzed we couldn’t work the plan) we experienced contraction.

So, what are you launching right now or what are you getting ready to launch in the next few months?

Do you have a solid plan for what you’re doing? How you’re going to get the message out there? How you’re going to enroll people? Have you had a mentor or another person who understands your business and market give you their feedback?

Were you in the right state of mind when you created the plan? (In other words did you create your plan not in fear?)

If you said yes, and you created the best plan you could create, then I challenge you to launch your plan, trust your plan, fully step into your plan and work your plan – to the end.

Trust the process, know that the launch isn’t over till it’s over… so keep your HIGH expectation and LOW attachment until it’s done and then move on to your next plan

Brian Stark, Director of Strategic Development


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Are you striving to be a “Best Place to Work” Company?

Published by Suzanne Evans   |   March 20, 2014   |   No Comments

In a recent survey by Deloitte Consulting and the International Society of Certified Employee Benefit Specialists, a nonprofit educational association, 75 percent of corporate respondents identified the ability to attract, motivate and retain talent as a top five priority for their annual agendas, up from 69 percent in 2006 and 56 percent in 2005. This growth was even more pronounced among companies with revenues exceeding $1 billion; 77 percent of respondents in this category identified the issue as a top five priority, slightly higher than the control of health care costs (73 percent).

One way that employers may attract, motivate and retain talent is by providing desirable or attractive benefits. However, benefits are costly and the costs are rising. In order to balance the competing objectives of providing benefits that will be attractive to employees and controlling costs, employers need to consider a number of issues.

First of all, companies should consider employees concerns about equity. Equity is when executives receive substantially better benefit packages than a company’s “rank and file” employees. Employee dissatisfaction may result and significant disparities between executive and employee benefits can sometimes become an issue in labor union negotiations. As an example some company executives can receive what is called a golden handshake or golden parachute. A golden parachute or handshake is a clause put in an executive’s contract to grant them large benefits if their employment is terminated. This type of package can be viewed as a benefit to the executive receiving the contract, but a disadvantage to those employees at a lower level. The view from the employer’s side is that they secure work for high-paid executives, but the downside is that the contract does not specify the executive to perform well.
Next, employers considering benefits to attract, retain and motivate employees need to take into consideration economic issues. According to National Underwriter Life & Health magazine, in a 2006 study, 90% of the benefit managers surveyed rated “controlling costs of both health and welfare benefits” as the most important factor they consider in making benefit decisions. As benefit costs appear to be increasing exponentially, employers are trying to control those costs. In addition to paying some share of employee’s benefit costs, companies must pay costs of administrating the plan. Administrative costs are those costs to the employer via fees from equity companies who are the initial benefit provider. According to the survey listed above, reducing human resources administrative costs was significantly lower in importance this year compared to a similar study constructed in 2002. Benefits-BlocksThis is perhaps a sign that concerns of increasing costs in medical plans are taking precedence over reducing administrative costs. While controlling costs may improve a company’s bottom line, going too far in this direction by reducing benefits or by shifting more of the costs to employees may reduce job satisfaction or motivation on part of employer’s workers.

Employers designing benefits plans may also run into certain political issues. For example, Wal-Mart recently experienced a surge of negative public opinion and political outcry when memos came to light that revealed that the company had contemplated cutting benefit costs by dismissing elderly workers and those with health problems and limiting employees eligibility by restricting many to part time schedules.

Another political issue is if married employees with families receive benefits for their spouse or daycare benefits for their children. Offering coverage for controversial or experimental medical treatments, or denying such coverage could have political repercussions as could the denial of benefits to unmarried life partners. Lastly, the Starbucks article could bring up a point on politics. This article speaks how employees are eligible to participate in the company’s 401(K) plan if they are full time or part time and receives over 240 hours of work. It would seem that the misappropriation could be seen that a full time worker is getting similar benefits as compared to the part time worker.

Competitiveness may be a key factor when employers are deciding what benefits to contribute to employees. The attractiveness of your benefits package can make a difference, with regards to attracting new hires, between pulling in star candidates and having to settle for average performers, especially when the labor market is tight. (Potter and Youngman) The disadvantage of using employee benefits to attract new applicants is it may take additional effort to make them feel that your benefits are better than the next interviewing company’s. The key to competitiveness is differentiation. Even when particular benefit elements are seen as desirable or almost universally offered, employers could still differentiate their programs.

“More experienced” applicants may be the ones most likely to place the most weight on a company’s benefits package in considering whether to accept a job offer. According to Employee Benefit News, much is being written about the value of retaining and recruiting older workers. The advantages of having mature employees-baby boomers and members of the Silent Generation preceding them-are well known, they tend to be stable and loyal. Most are highly skilled. Workers with long tenures possess workplace experience and institutional knowledge that is difficult, if not impossible to replace. If there is a downside to employing a veteran workforce, it’s higher health care bills. There’s no getting around the fact that older human assets break down more often and require more costly maintenance.

Lastly, employers looking to make benefit decisions based on employee attractiveness, retention and motivation need to look at overall employee satisfaction. Again, according to the National Underwriter Life & Health magazine, in a 2006 study found that attracting and retaining employees and increasing employee job satisfaction continue to be the two most important goals of benefit plans among over 500 employers with 10 to 2000+ employees. They said, “Helping employees plan for their financial future is also key.”

A factor to consider along with job satisfaction is motivation. To further explain the connection between job satisfaction and motivation and employee benefits, it is useful to take a look at Hertzberg’s theory. Hertzberg’s theory describes motivation as being based on two factors: motivators that are associated with job satisfaction, and hygiene and maintenance factors, which are called job dis-satisfiers. Motivators consist of achievement, recognition, work itself, responsibility and advancement. They are central and related directly to the nature of the work and rewards attainable from work performance. Hygiene includes company policy and administration, supervision, salary, interpersonal relations with superiors, subordinates and peers and working conditions. These are extrinsic and associated with the work environment. The important thing to remember is that these two factors are different. For instance, providing for hygiene needs can prevent dissatisfaction for the employee and disadvantages to the employer, but does not contribute to satisfaction and therefore cannot increase motivation. The best way to increase motivation is from the central factors, so it is advantageous for employers to identify and utilize effective motivators.

In conclusion, in considering how to use benefits as a means to attract, retain and motivate employees companies need to take into account issues related to equity, cost, politics, competition, recruiting and even job satisfaction and motivation. Overall it is interesting to see employers who worry more about the benefits that are provided than the employees do. Although benefits are a consideration of potential employees, the top consideration when deciding to join or remain with an employer is “the quality of coworker and/or customer relationships,” followed by the opportunity for work/life balance and “working for an organization whose purpose/mission they agree with.”


Lindsey Pascoe, Controller


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The Million Dollar Myth

Published by Suzanne Evans   |   October 24, 2013   |   2 Comments

The elusive million dollars is a hot topic in my industry and for good reason. The million dollar mark IS an amazing goal and it makes sense that people want to aim for it and shoot for it. It has come to mean something in society and stand for success. With only a tiny percentage of people ever earning this brass ring- it’s nobel. It’s worthy. It’s inspiring.

For some.

And for others it’s just a number. It’s important to know what you want, what you need, and how to prepare to hit seven figures (if you even want it). Here’s some rules and ideas to live by on your way to success – whatever that number is.

1) YOU decide. Decide what success looks like for you and what you want to accomplish financially. No coach or colleague should tell you what you will, will not, or should make. You get clear on what you want.iStock_000022386584XSmall

2) Be READY. Certain levels of success need to come at the right time. You need team, support, and personal orders in place to sustain and enjoy certain levels. So, don’t rush, but do prepare.

3) Be OK. Seven figures is a lot of responsibility and a lot of work. Maybe your number is 500k or six figures. Evaluate your desire, your priorities, your family, and your readiness- then decide what you want and be OK if it’s not the number other people are talking about. And be OK when it might take you longer than someone else to get there. There is no perfect time line.

4) Be PROUD. Business is hard, only a few survive, and people go into to business to find freedom in many ways. You do business to meet your needs and then be proud when you do.

5) Be SUPPORTED. Whether you want to make $7 or seven figures it takes a plan, a strategy, and good consulting/coaching to keep growing. Don’
t go it alone.

So, pick a number- YOUR number…. then go after it. Maybe it has a 7 in it and maybe it doesn’t, but who cares- just make it yours and go make it happen!


-Suzanne Evans

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