Stepping Away from a Small Business Without Losing Control: How to Develop a Trusted Team Leader

Recent surveys show that many employees today are not interested in stepping into management roles. Instead, they prefer positions where they can contribute as individuals without supervising others. For larger firms—where multiple layers of management are essential—this creates a challenge. In response, many of these organizations are developing alternative career paths to retain talent and allow for growth without forcing people into unwanted leadership roles.

As a small business owner, you might think this trend doesn’t apply to you—especially if you currently wear all the management hats. But if you have employees, it’s vital to develop at least one who can step into a leadership role in your absence. Imagine spending a week at the beach, completely unplugged, while a capable, trusted team member handles the day-to-day responsibilities of your business.

So, how do you encourage and prepare someone to be your go-to leader?

Understand Why Employees May Avoid Management

Especially among younger workers, there is often hesitancy to move into management. Common concerns include:

  • Increased stress
  • Longer working hours
  • Interference with family or personal life
  • Strained relationships with co-workers

Understanding these concerns allows you to build a leadership development plan that reassures potential leaders and sets them up for success.

Steps to Develop a Lead Employee

Here’s a practical approach to cultivating leadership in your business:

1. Reframe the Role

  • Use the title leader instead of manager to make the role feel more approachable.
  • Emphasize that the goal is to help the business run smoothly when you’re away—not to burden the employee with unnecessary stress.

2. Define Responsibilities

  • Make a clear list of tasks the employee will be expected to handle in your absence.
  • Outline which decisions they can make independently and which ones require your input.
  • Create easy-to-follow checklists and protocols for recurring responsibilities.
  • Provide a contact file with supplier, client, employee, and emergency information.

3. Begin Delegating Gradually

Start by assigning small tasks and increasing responsibility over time. These might include:

  • Opening or closing the business
  • Handling customer questions or complaints
  • Responding to employee needs or schedule changes
  • Ordering supplies
  • Making bank deposits

4. Try a “Trial Run”

Choose a day to delegate full authority to your lead employee while you remain on-site.

  • Step back and allow them to make decisions.
  • If other employees approach you, direct them to the lead.
  • Provide feedback afterward and evaluate what went well and what needs refining.

5. Create a “Vacation Handbook”

Prepare your employee with a written guide that includes:

  • Task checklists and contact lists
  • Necessary passwords and system access
  • Emergency protocols and clear instructions on when to contact you

6. Take a Short Break First

Before your big vacation, take a day off and let the lead employee manage independently.

  • Review the experience together.
  • Answer questions that came up.
  • Clarify anything that was unclear.

7. Schedule and Take Your Vacation

Once your lead is ready, take that well-deserved time off. Trust the process, and trust your employee.

If Your Business Has Extended Hours…

If your business is open more than eight hours a day or more than five days a week, consider developing two or three lead employees. That way, they can rotate shifts and avoid burnout—ensuring full coverage without exhausting your team.

Benefits for You and Your Business

Following these steps prepares your lead employee to handle daily operations with confidence. When employees feel equipped and supported, their stress decreases and their performance improves. For you, it means peace of mind and the freedom to step away when needed—whether it’s for a vacation, family event, or simply a much-needed break.

Leadership doesn’t have to be about titles—it’s about trust, preparation, and partnership.

A Guide for Small Business Owners: Finding Peace Without Losing Your Drive

A friend commented recently that one of his children had been so content as a young man, he worried it might keep him from achieving all that God intended for him in life.

Contentment—being at peace and satisfied with one’s station—is a valuable quality. People who are content tend to experience lower stress levels and a deeper appreciation for daily life. The apostle Paul modeled this beautifully, writing:

“I have learned in whatever state I am, to be content.”
— Philippians 4:11 (KJV)

But while contentment is healthy, it can become a drawback if it leads to complacency. A person who is too content may neglect personal development, avoid pursuing opportunities, or settle for less than their best. For a small business owner, this might mean missing out on ways to better serve customers, grow the business, or create jobs.

Conversely, unchecked ambition can be equally harmful. The Bible warns against selfish ambition:

“For where you have envy and selfish ambition, there you find disorder and every evil practice.”
— James 3:16 (NIV)

The key is finding a healthy balance—striving to improve your business while maintaining contentment in the journey and integrity in your methods.

How to Balance Contentment and Ambition in Your Business

If you’re a small business owner, it’s important to regularly evaluate your goals, values, and ambitions to ensure they align with your faith, lifestyle, and vision. Here’s a practical process to help you balance ambition with contentment:

1. Reflect on Your Personal and Business Goals

Before you can decide how much to grow your business, be clear about what you want from it. Consider:

  • Do you want to work as a solopreneur, generating income through your own skills without managing employees?
  • Does your business idea require more labor than you can handle alone?
  • Do you want to create jobs and provide reliable income for others?
  • How many hours per week are you willing to work?
  • What type of schedule would you like to maintain?

Example:
If you value evenings and weekends off, a manufacturing or professional service business might suit you better than a restaurant, retail shop, or entertainment business.

2. Define Your Financial Needs

Understand how much income you need to meet your personal and family obligations. Your financial goals will shape your business structure:

  • As a solopreneur, your income depends solely on your labor and the rates you charge.
  • As an employer, your income potential grows with employee productivity and overall business revenue.

3. Develop a Business Plan That Reflects Your Priorities

Once your goals are clear, develop a plan that honors those objectives.

  • Choose your legal structure.
  • Launch your marketing strategy.
  • Build your customer base through personal connections and word-of-mouth.

Remember: The startup phase is typically slow—be patient as customers become aware of your business.

4. Regularly Assess Your Growth and Contentment

Periodically evaluate whether you’re satisfied with your business’s size, revenue, and operations.

Questions to consider:

  • Are you content with your current workload and income?
    • Has demand exceeded your capacity? If so, would you prefer to turn away work or hire help and grow your business?
  • Would expanding your hours, services, or product lines serve your goals—or cause unnecessary stress?
  • Is maintaining your current size better aligned with your personal and family priorities?

There’s no wrong answer—what matters is that your decisions reflect thoughtful, prayerful discernment.

5. Avoid Complacency While Maintaining Contentment

Even if you’re satisfied with your business size, remain proactive:

  • Monitor industry trends and customer preferences.
  • Stay current with new technologies that improve efficiency.
  • Review your offerings to meet evolving customer needs.
  • Keep your physical space welcoming and well-maintained.
  • Stay compliant with legal and regulatory changes.
  • Invest in employee development through training and advancement opportunities.

Final Thoughts

Business ownership can bring both financial rewards and personal fulfillment when managed wisely. But it can also lead to stress and dissatisfaction if you chase goals that don’t align with your values or allow others to pressure you into expanding beyond your comfort zone.

Strive to operate a business that honors your definition of success, serves others well, and allows you to live with contentment and integrity. In doing so, you’ll find a healthy, God-honoring balance between ambition and peace.

📢 I’d love to hear from you!

How have you balanced contentment and ambition in your business? What decisions helped you stay true to your values while pursuing growth? Share your thoughts in the comments!

Small Business Owners: Free Up Your Time and Boost Profits with a Virtual Assistant

The demands of running a business are endless. As a small business owner, you’re responsible for overseeing daily operations, managing employees, handling financials, filing taxes, networking, planning marketing campaigns, making growth decisions—and that’s just the start.

It’s no surprise that many entrepreneurs experience stress and overwhelm.

One proven way to lighten the load is by outsourcing tasks that either fall outside your comfort zone or don’t require your direct decision-making. A virtual assistant (VA) can be an affordable, flexible solution to help you manage your workload while allowing you to focus on growing your business.

Tasks Commonly Outsourced to Virtual Assistants

Start by identifying which responsibilities you’re comfortable handing off. Many small business owners delegate tasks in the following areas:

Marketing Tasks

  • Creating ads and promotions for traditional marketing outlets
  • Developing content for social media platforms
  • Responding to comments and messages on social media
  • Creating and maintaining a marketing calendar
  • Graphic design and video editing

Administrative & Back-Office Tasks

  • Data entry
  • Scheduling appointments and meetings
  • Replying to customer inquiries and messages
  • Invoicing and recording payments
  • Paying bills

Bookkeeping Tasks

  • Recording daily transactions
  • Payroll processing
  • Reconciling bank statements
  • Maintaining ledgers
  • Filing insurance claims

Financial Reporting Tasks

  • Filing quarterly and annual payroll reports
  • Filing monthly sales tax reports
  • Running monthly profit and loss statements
  • Developing cash flow analyses

Technical & Web Support Tasks

  • Developing and maintaining your website
  • Updating site links and plugins
  • Providing IT support
  • Overseeing cybersecurity

How to Hire a Virtual Assistant

If you’ve decided a virtual assistant might be right for you, follow these steps to get started:

1. Identify Tasks to Outsource
Make a list of the duties you’d like a virtual assistant to handle.

2. Estimate Time Requirements
Determine how many hours per week these tasks will require.

3. Research Pay Rates
Check the going rates for the type of work you need in both the U.S. and international markets.

4. Evaluate Your Budget
Decide what you can afford. If needed, prioritize only your most time-consuming or uncomfortable tasks.

5. Create a Job Description
Be clear about responsibilities and required skills—such as bookkeeping certification, social media experience, or website management. If hiring internationally, specify proficiency in English.

6. Search for Candidates
You can find virtual assistants through:

  • Freelance platforms (Fiverr, Freelancer, Upwork)
  • Virtual assistant services (Zirtual, Time etc., Belay)
  • Referrals from your professional network

7. Screen and Interview Applicants
Look for:

  • Relevant work experience
  • Strong communication skills
  • Proven reliability and time management
  • Positive references
  • Optional: assign a short test task

8. Onboard Your VA

  • Set clear expectations for tasks and deadlines
  • Use affordable project management tools like Monday.com, ClickUp, or Teamwork.com
  • Provide regular feedback and encouragement

Final Thoughts

If you find the right virtual assistant and outsource the tasks that take the most time or cause the most stress, your workload — and stress level — can be reduced significantly. More importantly, you’ll free up valuable time to focus on the aspects of your business that only you can do.

While hiring a virtual assistant does require an investment, it can pay for itself in several ways. For example:

  • A skilled virtual assistant managing your social media accounts can increase engagement and attract new clients.
  • Delegating routine administrative or bookkeeping tasks frees you to spend more time meeting with clients, networking, or developing new services.
  • An assistant handling website updates or email responses ensures customers receive timely attention, which can improve customer satisfaction and lead to repeat business.

When you use your reclaimed time to focus on revenue-generating activities, your business can become more profitable — turning your virtual assistant from an expense into an investment.

If you’ve ever hired a virtual assistant, I’d love to hear your insights and advice in the comments!

Helping Employees Build Financial Security: A Guide to Employee Emergency Savings Accounts

As a small business owner, you have an opportunity to support your employees’ financial well-being in meaningful ways — and it doesn’t have to strain your budget. One increasingly popular option is offering an Employee Emergency Savings Account (ESA).

These accounts gained attention following the passage of the SECURE 2.0 Act in 2022, which updated retirement legislation and introduced Pension-Linked Emergency Savings Accounts (PLESAs).

PLESAs are simple to implement, require no employer contributions, and give employees a practical way to save for financial emergencies without tapping into their retirement funds.

What Is a Pension-Linked Emergency Savings Account (PLESA)?

A PLESA is a savings option tied to an existing retirement plan, such as a 401(k), allowing employees to automatically set aside money for emergencies via payroll deductions.

The key benefits include:

  1. Reduced employee financial stress
  2. Improved financial wellness
  3. Better employee retention and engagement

Employees can access these savings when unexpected expenses arise — without penalties or complicated processes.

Key Features and Requirements

Here’s a quick overview of how PLESAs work:

  1. Eligibility: Available to employees earning less than $160,000 in 2024 (classified as non-highly compensated for 2025).
  2. Contribution Limits: Maximum annual contribution is 3% of an employee’s pay, up to $2,500 per year.Contributions are made with after-tax dollars and held in a Roth IRA within the retirement plan.
  3. Withdrawals: Can be made at any time, penalty-free.
  4. Employer Contributions: Optional. If offered, employer matches must go into the employee’s main retirement account, not the PLESA.

Appropriate Uses for PLESA Funds

While there are no legal restrictions on how PLESA funds are used, the intended purpose is to help cover genuine financial emergencies, such as:

  • Medical bills
    • Car repairs
    • Emergency home repairs
    • Temporary loss of income
    • Essential living expenses during hardship

Employees should be encouraged to avoid using these funds for vacations, investments, or routine bills that should be part of a regular budget.

How to Set Up a PLESA for Your Business

If you’re interested in offering this valuable benefit, follow these steps:

  1. Confirm your retirement plan provider supports PLESAs. Contact your plan administrator to discuss setup, automatic enrollment, sub-account creation, and tracking procedures.
  2. Implement automatic enrollment, with an opt-out option.
  3. Clearly communicate program details to employees. Explain how it works, contribution limits, withdrawal procedures, and opt-in/opt-out options.
  4. Offer financial wellness education. Provide resources and workshops to help employees build money management skills.
  5. Track contributions and withdrawals for accurate reporting.

Final Thoughts

Providing your employees with tools for financial security is one of the most meaningful ways you can care for your team. Establishing a Pension-Linked Emergency Savings Account plan takes some effort but requires no employer funding — and the benefits to employee morale, wellness, and retention are significant.

If you have the means to offer a PLESA, I encourage you to explore it. Helping your team be financially prepared for life’s unexpected challenges isn’t just good for them — it’s good for your business too.

10 Practical Ways to Reflect Christ in Your Business

As a small business owner, you have the opportunity to honor Christ in the way you operate your business.

Honoring God doesn’t necessarily mean sharing the plan of salvation with every customer, vendor, or employee you meet. Instead, it means consistently living out your faith in a way that points others to Christ. A well-known saying expresses this well:
“Preach the Gospel at all times. When necessary, use words.”

Here are some meaningful ways you can demonstrate your commitment to Christ and Christian values through your business:

1. Treat Everyone with Respect

Whether you’re correcting an employee, handling an unhappy customer, or navigating a disagreement with a competitor, respond with grace and dignity. “Let your conversation be always full of grace, seasoned with salt, so that you may know how to answer everyone.” — Colossians 4:6

2. Practice Honesty in Every Transaction

Be truthful in your dealings—whether paying taxes, recording expenses, setting prices, honoring contracts, or communicating expectations. “The Lord detests dishonest scales, but accurate weights find favor with him.” — Proverbs 11:1
“Render therefore to Caesar the things that are Caesar’s, and to God the things that are God’s.” — Matthew 22:21

3. Keep Your Promises

If you’ve committed to giving an employee a raise, conducting a performance review, or teaching them a new skill, follow through. Failing to keep your word is a form of dishonesty.
“The Lord detests lying lips, but he delights in people who are trustworthy.” — Proverbs 12:22

4. Pay Fair Wages

Compensate your employees fairly for the work they perform. Pay them for every hour worked, honor overtime regulations, and ensure your pay rates reflect their contributions.
“The laborer is worthy of his wages.” — Luke 10:7

5. Use Uplifting Language

Avoid speaking harshly, using profane language, or belittling others. Instead, choose words that encourage, empower, and reflect God’s love.
“Do not let any unwholesome talk come out of your mouths, but only what is helpful for building others up according to their needs, that it may benefit those who listen.” — Ephesians 4:29

6. Support Charities That Reflect Your Values

Many business owners support local causes. Prayerfully consider which ministries or charities to partner with.
“So let each one give as he purposes in his heart, not grudgingly or of necessity; for God loves a cheerful giver.” — 2 Corinthians 9:7

7. Assist Employees in Need

While employment law requires equal pay for equal work, you can personally bless employees facing hardship. Consider ways to quietly help—a single mom with childcare, a financially struggling employee with extra hours, or a stressed team member with a small personal gift.
“But when you do a charitable deed, do not let your left hand know what your right hand is doing.” — Matthew 6:3

8. Model Servant Leadership

Demonstrate that no task is beneath you. Set an example of excellence, humility, and integrity in everything you do.
“In the same way, let your light shine before others, that they may see your good deeds and glorify your Father in heaven.” — Matthew 5:16

9. Seek God’s Wisdom in Decision-Making

Ask the Holy Spirit for guidance in your daily operations and major business decisions.
“Commit to the Lord whatever you do, and he will establish your plans.” — Proverbs 16:3

10. Cover Your Business in Prayer

Start each day by seeking the Lord, and let employees know you’re praying for them when appropriate.
“My voice You shall hear in the morning, O Lord; in the morning I will direct it to You, and I will look up.” — Psalm 5:3

Final Thoughts

As you seek God’s guidance and aim to honor Him in your business practices, He will open opportunities for you to share your faith naturally—with your actions, your words, and your example.

How has God allowed you to honor Him through your business?
I’d love to hear your story—feel free to share it in the comments!

Motivate and Retain: How Incentives and Appreciation Build a Stronger Team

Your business is only as strong as the people behind it. Great employees drive growth, innovation, and profitability — and it’s essential to ensure your team feels valued and recognized. Two powerful tools for fostering this kind of positive workplace culture are incentives and appreciation.

Incentives vs. Appreciation

While often related, incentives and appreciation serve different purposes in the workplace:

  • Incentives are performance-based motivators. They encourage employees to meet specific goals by offering a reward when those goals are achieved.
  • Appreciation is an expression of thanks — recognizing and valuing your team’s efforts, regardless of outcomes.

The two often go hand in hand. For example, a sales team might be incentivized to reach a target by the promise of a bonus. When the goal is met, a manager can express sincere appreciation, publicly acknowledging the team’s hard work while announcing the earned incentive.

Designing Effective Incentives

Incentives can take many forms:

  • Financial: bonuses, raises, or gift cards
  • Non-financial: extra time off, public recognition, or professional development opportunities
  • Individual or team-based

For incentives to be effective, they should:

  • Be viewed as a bonus, not part of regular compensation
  • Be clearly defined and achievable
  • Offer a fair opportunity for all employees to succeed

A word of caution: poorly designed incentives can have unintended consequences. Team incentives may frustrate high performers if others aren’t contributing equally, and incentives that feel like withheld compensation rather than earned rewards can lower morale.

Showing Appreciation

Expressions of appreciation don’t have to be complicated or expensive — but they should always be sincere. From a simple “thank you” to larger gestures, showing gratitude goes a long way in building trust and loyalty.

A few ideas for meaningful appreciation:

  • Handwritten notes: A personal, sincere message highlighting specific ways an employee contributes to your business can make a lasting impact.
  • Celebrate birthdays: Even a simple greeting or card makes employees feel seen. Some companies offer a paid day off on an employee’s birthday — a small gesture that leaves a big impression.
  • Acknowledge work anniversaries: Especially for significant milestones like five, ten, or twenty years.
  • Company newsletters: Recognize employees who’ve accomplished milestones, earned certifications, or led successful projects.
  • Employee appreciation celebrations: Host an event, whether it’s a formal lunch with recognition and door prizes, or a casual morning with donuts and coffee. Add decorations to distinguish it from a routine meeting and make it feel special.

I recall a thoughtful gesture from my days as a teacher: our principal asked each of us for our favorite snacks and surprised us with them during workdays. At my current job, we once had an annual employee appreciation lunch — a tradition that was replaced by an appreciated paid day off. While we enjoyed the lunches, everyone agreed the day off was even better!

Final Thoughts

Balancing performance incentives with genuine, everyday appreciation creates a workplace culture where employees feel both motivated and respected. When people know their efforts are seen, valued, and rewarded, they’re more likely to stay engaged, loyal, and invested in your business’s success.

Growing from Within: How Developing Employees Strengthens Your Business

The labor market has eased a bit over the past few years; however, many small business owners still cite hiring and retaining qualified employees as a top concern. One effective way to address this challenge is to invest in developing your current team. When employees recognize that they have opportunities for growth and advancement, they’re much more likely to stay and build a long-term career with your company.

Why Develop Employees from Within?

When you help your employees grow and develop new skills, you reduce the risks associated with external hiring. These employees already understand your company’s culture, values, and expectations. You’re also familiar with their strengths and areas for improvement, making it easier to place them in roles where they can thrive.

Developing your team sends a strong message to your staff that you value them and are invested in their futures. Over time, this can lead to lower turnover rates, higher job satisfaction, and reduced HR costs. Plus, it ensures that valuable institutional knowledge stays within your organization.

How to Identify Employees with Growth Potential

A key part of employee development is identifying those who have both the desire and the potential to grow. Here are a few questions to help you spot employees who may be ready for advancement:

  • Does the employee take advantage of optional training opportunities?
  • Do they ask for feedback after completing assignments?
  • Are they willing to volunteer for projects that stretch their abilities?
  • Do they embrace challenges with a positive attitude?
  • Do they encourage and support their coworkers’ growth?

If the answer to most of these questions is yes, you may have a great candidate for further development.

Steps to Develop and Retain Quality Employees

Once you’ve identified potential leaders within your organization, consider the following steps to help them grow:

  1. Discuss Career Goals
    Have an honest conversation about their long-term goals and whether they see a future with your company.
  2. Outline Growth Paths
    Show them what different advancement paths might look like and what skills or assignments they’ll need to get there.
  3. Provide Learning Opportunities
    Offer on-the-job training, mentorship, classes, certifications, or cross-training in different departments.
  4. Set SMART Goals
    Help them create Specific, Measurable, Attainable, Relevant, and Time-bound goals that lead to expanded duties and promotions.
  5. Keep It Flexible
    Reassure employees that it’s okay to adjust their career path over time to better align with their skills and interests.
  6. Offer Consistent Feedback
    Regularly review their progress, offer constructive feedback, and ask how they feel about their growth and workload.

Final Thoughts

Retaining quality employees by providing opportunities for advancement is a win-win for both your team and your business. Employees feel valued, motivated, and loyal—and your business benefits from experienced, engaged staff.

Take a moment to reflect on your current employee development efforts and ask yourself, “How can we improve our processes to better support and retain top talent?” Small, intentional steps now can lead to stronger, more capable teams in the future.

Spring Cleaning Checklist for Small Business Owners

Spring is a season that naturally inspires us to declutter, deep clean, and get organized at home — and it’s a great time to do the same for your small business.

By the time spring rolls around, tax season is behind you, the days are getting longer, and the busy summer vacation months haven’t arrived yet. If this tends to be a slower season for your business, take advantage of it to freshen up your physical space, tidy up your records, and update your online presence.

Spring Clean Your Space

Start by walking through your business as a customer would. Enter through the front door and take a fresh, critical look at your surroundings. Ask yourself: Does this space feel clean, inviting, and up-to-date?

Here are some ideas to get started:

  • Clean your windows and doors — inside and out.
  • Sweep walkways and entry areas.
  • Replace burned-out light bulbs and check that all signage is clean and visible.
  • Declutter desks, counters, and waiting areas. Discard outdated magazines, brochures, and marketing materials.
  • Dust all surfaces, including shelves, windowsills, ceiling fans, and fixtures.
  • Remove or update seasonal décor and signage.
  • Reduce inventory by discounting or donating items that aren’t selling.
  • Organize and label storage bins.
  • Dispose of outdated equipment, like old printers and unused office supplies.
  • Deep clean restrooms and breakrooms.

A clean, organized environment makes a great first impression and boosts morale for your team.

Spring Clean Your Files and Records

An orderly business isn’t just about physical space — it includes your files, records, and systems, too.

Here’s a quick checklist:

  • Scan important tax documents and shred old paper copies.
  • Organize your digital files and delete what you no longer need.
  • Document your standard operating procedures (SOPs).
  • Close unused credit cards and bank accounts.
  • Update software and ensure your security systems are current.
  • Audit inventory and consider using inventory management software.
  • Back up critical data to the cloud or an external hard drive.
  • Review cybersecurity measures and update passwords.
  • Update your employee handbook to reflect any policy changes.

Keeping your records current and secure is essential for both day-to-day operations and long-term planning.

Spring Clean Your Marketing

Your online presence and marketing materials can get stale over time. A seasonal refresh ensures that your customers always see accurate, up-to-date information about your business.

To tidy up your marketing:

  • Check your online listings (Google, Yelp, Facebook, etc.) and verify that your address, hours, phone number, and email are current.
  • Update social media profiles with fresh content and accurate company details.
  • Clean up your client list by removing duplicates or inactive contacts.
  • Unsubscribe from newsletters and email lists you no longer find valuable.
  • Update your website with new photos, revised staff bios, fresh blog content, and a check to ensure all links are working properly.

A well-maintained online presence shows customers you’re engaged, professional, and paying attention to the details.

Final Thoughts

Taking time to “spring clean” your small business — physically, digitally, and online — will leave you better organized, more efficient, and prepared for the busy months ahead. A fresh, inviting business environment not only makes a great impression on customers but also boosts your own sense of confidence and control.

Do you have other business organizing or spring cleaning tips you use? I’d love to hear them — share your ideas in the comments!

The Power of 18 Minutes: How Small Daily Habits Fuel Business Growth

Being a business owner can feel overwhelming at times. There are constant demands for your attention, and the tasks you’d like to do to grow your business often take a back seat to the things you must do to keep the doors open.

Bills need to be paid, schedules made, inventory ordered, and payroll processed. Meanwhile, other valuable tasks—like updating your website, reaching out to potential clients, clearing out your inbox, developing new social media content, or reading a book to sharpen your skills—keep getting pushed to tomorrow.

Anders Ericsson popularized the Rule of 100, which says you can accomplish a great deal of learning, growth, and skill-building by consistently dedicating a small amount of time each day. Ericsson calculated that if you spent just 18 minutes per day on a task, it would add up to 100 hours in a year. The key is consistency.

Eighteen minutes is a small commitment. Most of us can find that many extra minutes in our day if we make it a priority. Here are a few suggestions to help you carve out those minutes:

  • Wake up 18 minutes earlier.
  • Take an 18-minute break mid-morning.
  • Dedicate a portion of your lunch hour.
  • Skip one half-hour television show.

Ways to Spend Your Extra 18 Minutes a Day

Read a business or financial book.
Depending on the titles you choose and your reading speed, you could finish 6–12 books a year by reading just 18 minutes a day.

Improve your social media content.
In 18 minutes, you can research trending topics and hashtags, write a quick post, respond to comments, and engage with followers and influencers.

Create a content calendar.
Spend one day a week using your 18 minutes to plan out your content calendar. In the beginning, you may need two days a week for this. As you get more efficient—or incorporate AI tools—you might only need one or two sessions per month.

Watch YouTube tutorials.
Many business-related videos are under 20 minutes and offer practical guidance on tools, software, or marketing tactics. (For example, I used YouTube to learn how to create newsletters in Mailchimp.) Just be careful to choose educational content over entertainment during this time.

Clean up your email inbox.
If you’re staring down hundreds (or thousands) of unread emails, it might take several 18-minute sessions to catch up. But once it’s under control, a session or two per month can keep it that way.

Make a networking call.
Reach out to a professional you’d like to partner with, follow up with a potential client, or reconnect with a former colleague. Plan what you want to say in advance and stay on task—most business calls last 5–15 minutes, so you can fit one or two into an 18-minute window.

Plan your day and set goals.
Many people find their most productive days start with a few minutes of intentional planning. Make a short list of what you need to accomplish and prioritize your top tasks. It helps you stay organized, focused, and less stressed.

Final Thoughts

Time is one of the most valuable resources a business owner has. By intentionally setting aside just a few minutes each day for the tasks that fuel your growth and sharpen your skills, you’ll start to see meaningful progress over time. Small, consistent actions can lead to big results—and it all starts with finding those 18 minutes.

How do you “find” extra minutes in your day?
How do you spend them?

I’d love to hear your strategies!

Preparing for a Business Loan: A Guide to Spreading the Numbers

When you apply for a business loan, your lender has a responsibility to the financial institution she represents to evaluate the risk of your loan request and make an informed decision. To do this, the lender will request your business tax returns, financial statements, and a personal financial statement. Then, she’ll likely tell you she needs time to “spread the numbers.”

So, what does that mean?

Spreading the numbers involves organizing the financial data you’ve provided into a standardized format, allowing the lender to assess your business’s financial health and loan eligibility. During this process, your lender will be looking at several key factors:

  • Trends in your business’s sales and profits
  • The risk involved in approving the loan
  • The overall health of your business
  • How your business compares to others in your industry

Your lender will also evaluate your application using what’s known as the Five C’s of Credit:

1. Capacity
Capacity refers to your business’s ability to generate enough earnings to cover all obligations and make the required loan payment. Lenders use the cash flow statement to determine this. Many financial institutions look for operating profits to be at least twice the debt service required for the loan.

2. Capital
Capital represents the assets your business owns, as shown on your balance sheet. A higher level of capital indicates a more stable and secure business. It can also serve as additional collateral for the loan, offering reassurance to the lender.

3. Collateral
Collateral consists of assets the business owns that could be sold, if necessary, to generate cash and cover loan payments in the event of declining revenues. This might include equipment, real estate, inventory, or other tangible assets.

4. Conditions
Conditions refer to the current state of the economy and trends within your specific industry. Lenders consider how these external factors might impact your business’s ability to repay the loan.

5. Character
Character is a measure of your personal reputation, creditworthiness, and reliability. Lenders evaluate character by reviewing your credit score, background, and history of financial responsibility. Issues like past bankruptcies or criminal convictions can be red flags and may affect your loan approval.

How to Make It Easier for Your Lender

As a borrower, you can help streamline the loan evaluation process by preparing a complete, organized, and accurate loan proposal package. Here’s how:

  • Provide a full set of financial statements, including: (1) three years of business tax returns, (2) the most recent balance sheet and income statement, (3) a year-to-date profit and loss statement, (4) a cash flow forecast, and (5) your personal financial statement
  • Ensure your financial statements are prepared using standard accounting formats. Many businesses rely on accounting software to generate standardized, professional reports.
  • Include written explanations for any significant events that have affected your business’s financial health or your personal financial position over the past year or two.
  • Carefully review your entire document package to confirm accuracy and completeness before submitting it to the lender.
  • Proactively disclose any potential red flags, such as prior bankruptcies or other character-related issues, to the lender upfront. Transparency builds trust and allows you to provide context before questions arise.

Final Thoughts

Most business owners want their loan applications to be processed quickly and smoothly. You can help make that happen by preparing your documents in advance and providing your lender with everything she needs to “spread the numbers” and make an informed decision. Thoughtful preparation not only speeds up the process but also positions you as a responsible, credible borrower.

If you’d like more guidance on understanding your financial reports, making informed business decisions, and evaluating your profitability, be sure to check out my other blogs for small business owners. Many of them are designed to help you gain confidence in reading your financial statements, spotting potential issues, and setting your business up for long-term success. You’ll find practical, straightforward tips you can start using today!