OverComing Fear Part 2

Earlier this week I talked about fear.  How questions like “what if” can grow to become seriously out of control, if we don’t learn how to confine them.

Today’s post is all about part 2.  How to overcome the fear once you’ve quantified it… and this is extremely important.  You controlling your fear is on of the keys of success.

I really love this phrase…

If you don’t confine your fear to reality, it will confine you to mediocrity.

It’s a reminder that we’re in control.  And being in control is really the next stage to overcoming fear

Quick reminder, part 1 the question what if and really making it concrete.

In our hiring example, what we found out is that amongst all the “what if questions”… the THEME was the same.

It’s the fear of losing money.  By quantifying that fear, we can contain it…. but the next step, is even more important.

Part 2.  Asking the right question…

Our fears have been quantified… so we know the potential damage.  In this stage, we shift our focus from “what if” to “how can”

Commit this to memory.

In our last example, these were our three what ifs…
a. what if I make a bad hire?
a. I’d have to fire them.  I’d lose all the money I spent on training, which could be anywhere from $500-$2000  depending on how long that took.

b. what if I can’t keep them busy?
b.  I’d have to let them go.  I’d lose all the money I spent on training them, and I’d feel like crap because I wasted their time.

c. what if they mess up a job?
c.  I’d have to have someone else go fix their work.  I’d spend double on materials ($800 ) and I’d lose the profit from the other job ($2000).  So I’d waste $2800.  If I fire them, I’ll lose the cost of training them as well ($500-$2000)

So lets start with A.
Part 1 Question: What if I make a bad hire?  I know the cost is between $500-$2000.
Part 2 Questions:
How can I set up my hiring process, to increase my odds of finding someone worth hiring?
How can I set up incentives to keep my team happy and working hard?
How can I determine their quality, so in the case they are a bad hire, I can let them go quickly?

Do you see how this fundamentally changes the dynamic of the problem?  It is no longer a crisis to fear, it instead is a problem to be solved.

Let’s do it again with B.

Part 1 Question:   What if I I can’t keep them busy?  I’d have to let them go.  I’d lose all the money I spent on training and feel bad for wasting their time.

Part 2 Questions:
How can I set up my marketing to make sure I always have new business?
How can I get help with locating more clients?
How can I get more referrals from our current customers?
How can I better focus my efforts on marketing, if we have a new tech to handle the work?

Again, this is night and day.  One of the most important things about this process is that it forces you to think from the prospective of a winner.  It empowers you to solve the problem, instead of empowering the problem.

This process can literally change your life.

But only if you use it.

Happy Friday,

Steven “How can I?” Jordan


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