The Expert Entrepreneur

As an entrepreneur, do you know it all? Most people will answer that they don’t. But guess what – we should! I’m speaking metaphorically of course. The point is that if we expect to win over the long haul, we had better be expert at what we do. When we are in command of the facts, we project confidence to others and feel it for ourselves. Malcom Gladwell famously said that it takes 10,000 hours of continuous and deliberate practice to become an expert. That’s five years of plying our craft before we become truly proficient. So, does this mean that after five years of working in the same profession we are officially experts? Not so. How much of our day is truly consumed with “continuous and deliberate practice?” I submit that there are several things we can do that put us in such a lane . . . and many more daily tasks that don’t qualify at all.

Study! One of the first steps in our quest toward entrepreneurial fluency is that of study and research. We read every trade publication we can get our hands on, and every book that is even semi-related to our industry. We surf the internet for the latest trends and news that might be salient. In the earlier days of my career, there were many articles that were ripped out of magazines and circulated throughout our office. Today it’s much easier to share information with others and here’s the key. We NEVER stop studying and researching. It doesn’t matter if we’ve been in the business for five years or 45 years, we continue to be a sponge for knowledge.

Professional designations! Earning a professional certification or designation is another step toward becoming an expert. One of the first things I did after I entered my industry was begin taking the coursework necessary to attain a professional designation. I was only 25 when I received it, and it helped overcome my obvious youth in establishing credibility within the industry. I also made some lifelong acquaintances that have been very helpful in my career.

Experiment! Part of the process of continuous and deliberate practice is experimentation. Through experimentation we find out what works and what doesn’t. It’s comforting to know that the aircraft in which we fly were developed by experts. When we have surgery, we know that experts developed the procedures and techniques. These experts perfected the airplane and surgical techniques through literally millions of iterations. We entrepreneurs should be bold and unafraid to continually experiment to discover new innovations.

Collaborate! Hand-in-hand with experimentation is collaboration. We look for every opportunity to work with others who may have solved similar problems or are seeking answers in the same manner as are we. Being willing to collaborate is a sign of strength – not weakness. Rather than having to figure everything out on our own, we can shortcut the process of becoming an expert by joining forces. This is a leverage play and one that should not be overlooked.

Teach it! Teaching others is a terrific way to cement our own knowledge and to learn from others. During the teaching process many questions are asked by the “students” which can be stimulating for the teacher. Mentoring falls in this category as well. When we can explain things to others in a meaningful way and challenge them to think critically; and when it’s clear that they are realizing true value from what we are sharing, we are achieving expert status.  

Participate in the discussion! This entails writing articles, blogs, and books. It involves attending industry conferences and sitting on panels of – yes, you guessed it – experts! Who does the local or national press contact for information about an industry? If they are calling you, then you are probably regarded as an expert. Take full advantage of this opportunity and become the go-to person for as many newspapers, trade publications and other information sources as possible.

Know the answers! Finally, a real expert knows the answers and is right most of the time. We should have a deep understanding of the macro and micro elements of our industry and be able to explain how our product or service is capitalizing on these elements. Being able to construct logical fact-based arguments that persuade others is a priceless quality. And it unquestionably demonstrates expertise.

Becoming an expert in our field takes thousands of hours of study and research; is aided by earning professional designations or certifications; experimenting, collaborating, and teaching; participating in the discussion and knowing the answers. And being an expert often provides a clear pathway to high levels of success.

This blog is being written in tandem with my book, “An Entrepreneur’s Words to Live By,” available on Amazon.com in paperback and Kindle (My Book), as well as being available in all of the other major eBook formats.

The Coach-Entrepreneur

There is a lot of talk these days about mentoring. Many members of Generation X and Generation Y (Millennials) have told researchers that having a mentor is of high importance to them. As a Baby Boomer, I take great pleasure in being called upon to mentor other entrepreneurs. But as the CEO of our family of companies, I made the mistake of also thinking that I could be a mentor to some of the up and coming leaders in our organization. Over the years, this realization has become more apparent to me and its subtlety is what tripped me up.

By my definition, a mentor is an advisor and nothing more. The mentee can take what the mentor offers and do with it what he or she wishes. A mentor typically has no “skin in the game” where the mentee is concerned. As a result, the mentor freely dispenses advice and opinions without an agenda. CEOs should not try to be mentors within their own companies. Why? Because they clearly have an agenda which is first and foremost shaped around what is in the company’s best interest. In my experience trying to be a mentor to a handful of leaders in our firm has not worked effectively. They are deferential to a fault because I am the CEO. They listen to what I have to say differently than if I were outside the organization. For example, when I challenge them with a particular question or premise, they take it as gospel. The relationship of the CEO to any member of the team is going to be such that a true mentoring relationship will be very difficult.

So, what is an appropriate role for a CEO to play in developing leaders within his or her company? I have found that becoming a coach is the right path to take. Let us use sports as the metaphor here. The coach is a teacher. He/she may call the plays from the sidelines until a sufficient level of expertise and trust is developed with the players to allow them to call their own plays. A coach should be wise and compassionate; yet there are times when he may be appropriately demanding and exacting.

Gen Xers and Millennials are well-served to understand the distinction between coaching and mentoring. I believe that a future leader should have both. Find a mentor who is older and has plenty of experience outside the company. By building extensive relationships throughout the community, one can usually connect with someone who may be willing to serve in a mentoring capacity. Then, try and establish a coaching relationship with a superior inside the company, assuming the individual has a coaching personality. Unfortunately, this is not always the case with certain people in positions of authority who are insecure and have power issues. I submit that it is healthy for the organization to move away from the boss-employee mentality and develop an attitude of coach-player.

CEOs and members of their teams can be fulfilled by a healthy coaching relationship. And an outside mentor can be the icing on the cake.

This blog is being written in tandem with my book, “An Entrepreneur’s Words to Live By,” available on Amazon.com in paperback and Kindle (My Book), as well as being available in all of the other major eBook formats.