“Your confidence will close more sales than your skills ever will.”
Let’s be real: Imposter syndrome isn’t just a mindset issue—it’s a money problem. If you’re hesitating to raise your prices, holding back from pitching yourself for bigger opportunities, or second-guessing your expertise even though you’ve got the results to prove it, you’re leaving money on the table. And not just a little—we’re talking millions.
In this episode, I’m breaking down exactly how imposter syndrome sabotages your revenue, stalls your growth, and keeps you from stepping into your full CEO power. We’ll dive into the neuroscience behind self-doubt, why high achievers are the most likely to experience it, and—most importantly—how to shut it down for good. If you’re serious about scaling your business to seven figures and beyond, you cannot afford to let imposter syndrome be the reason you stay stuck. Press play now and let’s get into it.
If you are ready to radically dismantle your imposter syndrome so that you can step boldly into your 7 figure CEO birthright, grab your Move to Millions Podcast Notebook, a pen and your favorite beverage and listen in to discover:
✔ How Your Brain Is Playing Tricks on You – Learn how imposter syndrome hijacks your nervous system and keeps you in a cycle of doubt, hesitation, and underpricing.
✔ The #1 Reason Success Won’t Feel Safe Until You Make It Safe – Discover powerful, science-backed strategies to rewire your mindset and build unshakable confidence.
✔ 3 Ways Your Millions Are on the Other Side of Your Doubt – The only difference between where you are now and the success you desire is your willingness to trust yourself and take bold, aligned action—before you feel 100% ready.
✔And so much more
This episode will shake you out of playing small and into the seven-figure CEO you’re meant to be. Press play and let’s get to work!
Feeling inspired? Then don’t stop here. Head over to listen to the full episode of the Move to Millions Podcast for an in-depth dive into these transformative principles. And if you’re ready to take bold steps in your business and life, consider joining us for Move to Millions Live 2025. Spots are filling up fast, and I promise, this experience will set you on the path to BIGGER in 2025 and beyond. Visit movetomillionsevent.com to secure your seat. Let’s make 2025 your best year yet!
Resources Mentioned:
- Move to Millions: The Proven Framework To Become a Million Dollar CEO With Grace & Ease Instead of Hustle & Grind by Dr. Darnyelle Jervey Harmon – Get Your Copy
- Companion Guide for Move to Millions – Download for a detailed overview of the seven systems to seven figures.
- Join the Move to Millions Facebook Group for ongoing support and community engagement – Join Now
- Move to Millions 90-Day Business Growth Planner – Get Your Planner
- Learn more about Move to Millions Live: Move to Millions Live
Five Powerful Quotes from the Episode:
- “Imposter syndrome isn’t about your abilities—it’s about your brain trying to keep you safe by keeping you small.”
- “Entrepreneurs with imposter syndrome are 25% less likely to pursue high-value opportunities. That’s not a mindset problem—that’s a revenue problem.”
- “Your success is not a fluke. Your receipts are the proof. Own it.”
- “If you keep waiting to feel ‘ready,’ you’ll be waiting forever. Move anyway.”
- “Confidence isn’t about knowing it all—it’s about trusting that you’ll figure it out. That’s what makes millionaires.”
Questions to Ask Yourself While Listening:
- Where am I holding back in my business because I doubt I’m “good enough”?
- Have I been underpricing, overworking, or playing small because I don’t fully own my value?
- How much money have I lost by not pitching myself for bigger deals or charging what I’m worth?
- What would my business look like if I moved with full confidence, no matter what?
- How can I start reinforcing my wins daily so that success feels normal and expected?
Want more of Darnyelle?
Personal Brand Website: https://www.drdarnyelle.com
Company Website: https://www.incredibleoneenterprises.com
All Things Move to Millions Website: https://www.movetomillions.com
Social Media Links:
- Instagram: http://www.instagram.com/darnyellejerveyharmon
- Facebook: http://www.facebook.com/darnyellejerveyharmon
- Twitter/X: http://www.twitter.com/darnyellejervey
- LinkedIn: http://www.linkedin.com/in/darnyellejerveyharmon
Links Mentioned in the Episode:
- Movetomillions.com
- MovetoMillionsGroup.com
- HausofMillions.com
- Move to Millions Continuum Episode
- Move to Millions Live 2025
Subscribe to the Move to Millions Podcast:
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Darnyelle Jervey Harmon [00:00:00]:
Now, when you consistently micromanage, miscommunicate or misalign roles, you not only create inefficiencies, but you also damage trust and morale on your team. Addressing these behaviors will be essential to you fostering a team culture where everyone can thrive and support your own business’s growth. You are listening to the Move to.
Darnyelle Jervey Harmon [00:00:22]:
Millions podcast with Dr. Darnyelle Jervey Harmon, the place to be for high level conversations about all Things millions. Your Ms. Mindset, methodologies mandate movement, messaging, marketing metrics and most definitely your money. I am your host, Spiritual business growth coach, Dr. Darnyelle J. Harmon. Join me each week for inspiring stories, powerful interviews and business growth strategies to help you experience abundance in your life because of your business.
Darnyelle Jervey Harmon [00:00:54]:
If you’re ready to move to your next level everything, let’s get this party.
Darnyelle Jervey Harmon [00:01:05]:
Welcome back to another episode on the.
Darnyelle Jervey Harmon [00:01:08]:
Move to Millions podcast. I am your host, Dr. Darnyelle God Girl, spiritual business growth strategist, award winning eight figure CEO and the best selling author of Move to Millions the proven framework to become a million dollar CEO with grace and ease instead of hustle and grind. This episode is powered by Move to Millions Live. If you are a seven figure CEO.
Darnyelle Jervey Harmon [00:01:31]:
In the making and you are looking.
Darnyelle Jervey Harmon [00:01:33]:
For a safe, significant and aligned space to expand your capacity and break through the blocks and the beliefs that are keeping you from fulfilling the abundant mandate.
Darnyelle Jervey Harmon [00:01:45]:
On your life, then I want you.
Darnyelle Jervey Harmon [00:01:47]:
To learn more and go secure your.
Darnyelle Jervey Harmon [00:01:49]:
[email protected] Listen to me.
Darnyelle Jervey Harmon [00:01:52]:
This event is the event, the only.
Darnyelle Jervey Harmon [00:01:55]:
Event that you need.
Darnyelle Jervey Harmon [00:01:56]:
If you’ve got seven figures on your.
Darnyelle Jervey Harmon [00:01:58]:
Mind and you want to be surrounded.
Darnyelle Jervey Harmon [00:02:00]:
By people who are not just thinking.
Darnyelle Jervey Harmon [00:02:02]:
Seven figures but they’re actually, actually making seven figures.
Darnyelle Jervey Harmon [00:02:06]:
Just this past year in our business we watched our clients do a combined more than $25 million in our move.
Darnyelle Jervey Harmon [00:02:16]:
To Millions mastermind which has less than 30 people in it.
Darnyelle Jervey Harmon [00:02:21]:
So if that doesn’t give you an indication of what’s possible when you come.
Darnyelle Jervey Harmon [00:02:24]:
Into my camp, I don’t know what will.
Darnyelle Jervey Harmon [00:02:26]:
I’m so excited that you are here. If this is your very first time listening. Welcome, welcome, welcome. There’s so much I want to say.
Darnyelle Jervey Harmon [00:02:32]:
But I just want you to welcome yourself home.
Darnyelle Jervey Harmon [00:02:35]:
You are finally in a place where you are not going to get rhetoric. You’re going to actually get actionable insights.
Darnyelle Jervey Harmon [00:02:42]:
And strategies and you’re going to do.
Darnyelle Jervey Harmon [00:02:44]:
Some of that deep soul work that is required to watch your next level come into view. So I am excited that you are here. Question for you as we move into this week’s episode. Now, I am known to ruffle a.
Darnyelle Jervey Harmon [00:02:57]:
Feather or two, and so it is quite possible that I will ruffle a feather or two in this episode as well. Okay, so we’re going to be talking about team today. And specifically I want to help you to realize that your team is not the problem you are. So if your team is not meeting your expectations right now, the problem is more than likely not them. It is you. So question, are you setting your team up to win or are you using one of the three critical mistakes that I watch leaders make that impacts their team? Are you micromanaging, miscommunicating, or are their roles misaligned? Well, we’re going to get into all of that and more in this episode. I really want to explore the three reasons that I see while your team might not be up to par and how you can shift as a leader to get them into a state where they begin to make ways for your business’s bottom line. So let’s jump in.
Darnyelle Jervey Harmon [00:03:54]:
So now I want to start by.
Darnyelle Jervey Harmon [00:03:56]:
Telling you a little story.
Darnyelle Jervey Harmon [00:03:58]:
Prior to starting my own company, Incredible One Enterprises, back in 2007, I started my professional career, probably like many of you in corporate America. I worked for a company that was bought in 2005 by bank of America. I worked for a Fortune 500 financial services company called MBNA America Bank. I loved working at MBNA. I actually started working at MBNA when I was in college. I started as a summer Internet and then I had the opportunity upon graduating to go full time. I was supposed to go to law school. That’s probably another episode for another day.
Darnyelle Jervey Harmon [00:04:32]:
But I made the decision at the last minute that I was not going to law school. And so I really did take the lazy route. I went full time in my part time job. And so at that particular point in time, I was placed in customer service, which was called tax telephone access or automated customer service is where I was answering the phones. MBA at your service. Darnyelle Jervey speaking. How may I help you? I did that for about two years, maybe 18 months to two years. And then I had an opportunity to apply for a position in credit.
Darnyelle Jervey Harmon [00:05:06]:
Now working in a bank. The money was made if you are a credit analyst. And I wanted to make more money. When I started right out of College, I made $19,041 a year. Now this was 1997, so I am absolutely dating myself. Went to credit from credit, got promoted to manager, to personal banking officer, to senior personal banking officer, to assistant vice president and to vice president all Inside of three years. So I moved really, really fast. All of that time I was managing processes and projects, not people.
Darnyelle Jervey Harmon [00:05:42]:
Once I became a vice president and I was given my own department, I made the decision, I was about 26, 26 or 27, that I didn’t want that much power and control and I didn’t want to have to be tied to my job. I had a pager. I never really had time off. I was always on call. It was just a lot. It was way too much. And so I went to my boss and said, I want to be here, but I don’t want to be here in this capacity. What else you got, basically? And I got downgraded.
Darnyelle Jervey Harmon [00:06:15]:
I got to keep my vice president status, but I got moved back into managing the efforts of others. I was put on the line to be a people manager. I never wanted to manage the efforts of others. And here I was thrust because I made the decision that I wanted to step down from managing a department. It was punishment, I think, And I didn’t really want to do it. I didn’t love it. I was good at it, but I didn’t want to do it. And I told myself a story that when I became my own business, I was not going to have a team, which, if I can just be honest with y’all, that’s dumb.
Darnyelle Jervey Harmon [00:06:49]:
It’s so dumb. Because trying to do seven figures by yourself is foolish and you might make a lot of money, but you have really just created for yourself a good paying job. And it wasn’t what I wanted, right? I absolutely wanted to have a business that generated multiple seven figures, eight figures a year. But I didn’t want to be the only one working in my business. So I had to figure out how to stop telling myself the story that I wasn’t a good people manager. Because that is what I told myself. And it showed up. Even when I first got to seven figures back in 2014, we made all of that money.
Darnyelle Jervey Harmon [00:07:23]:
I hired all the people. I hated it and they did not perform well. And it was part of the reason why our revenue changed so substantially now. Part of it was because I decided they could keep their seven figure business if it was all of that. I didn’t want that, but it was also because I was not a good leader. I just had to be honest and own that. And so even as we start this conversation today, I want you to be honest with yourself and own if you are willing to be the leader that your seven figure business will require for you to get to seven figures and beyond because it is gonna require true leadership. If if you love the Move to.
Darnyelle Jervey Harmon [00:07:58]:
Millions podcast and the Move to Millions book is blowing your mind, then you have got to join us for Move to Millions Live. All the details are waiting for you to secure your seat at move to millionsevent.com My bestselling book, Move to Millions.
Darnyelle Jervey Harmon [00:08:16]:
The proven framework to become a million.
Darnyelle Jervey Harmon [00:08:18]:
Dollar CEO with grace and ease instead of hustle and grind is now available on Audible. That’s right, you can listen to nugget.
Darnyelle Jervey Harmon [00:08:27]:
After nugget, strategy after strategy, and chapter.
Darnyelle Jervey Harmon [00:08:30]:
After chapter designed to help you to position your business for seven figures with grace and ease instead of hustle and grind. Go to Audible today to get your Audible copy of Move to Millions. Now there are a couple of signs I believe that indicate even if right now all you have is a virtual assistant that works part time, you still have to lead them. You know that, right? Like you still are going to be required to develop them and to steward what they are doing each day to move the needle in your business. And if you don’t understand what it takes to move the needle in your business, then it’s going to be really hard for you to advise someone else on how they can support you to move the needle in your business. So regardless of whether you have employees, which ultimately that would be my goal and recommendation, I’m going to put a little asterisk there because I do think that there are some cases where, where having contractors makes more sense. But I believe that your core team, the people that are part of your day to day operations, should be full time employees. And you also have to be careful.
Darnyelle Jervey Harmon [00:09:34]:
This is a little sidebar, but it’s an important one. So I’m going to make it here. You have to be careful because if you have people that are 1099s for your company right now, but you are determining what they do and when they do it, they are technically your employee and it will only be okay until you get audited. If you get audited, they are going to hit you over the head with back payroll taxes and fees because you had an employee that you had coded as a 1099. So talk to your financial management people and make sure that you are not getting yourself into a pickle that you will not be able to get out of. And if they are 1099s, you want to make sure that they have their own business entity. They cannot be a sole proprietor. If they are a sole proprietor working for you on a 1099 that screams employee and they will Hit you over the head if you ever get audited.
Darnyelle Jervey Harmon [00:10:25]:
Listen, don’t ever say I never told you anything and never gave you anything because that was a little bonus tip that’s not even in my outline for this particular episode. All right, so we’re going to talk about the three big misnomers that I see that impact your leadership ability, micromanaging, miscommunicating and misaligned roles. So let’s jump in to micromanaging. So an example of micromanaging is you being over involved in day to day minutia tasks, right? Tasks that are really minor. You’re constantly checking in with your team on things you’ve already delegated. Like if you have appropriated a person on your team to manage an inbox on your team, let them manage the inbox. Now I’m not saying that you should not do some form of quality assurance and check periodically so that if you identify things that they are not doing, you can course correct and you can tell them what they need to do. But don’t give someone a job and then go in and do their job.
Darnyelle Jervey Harmon [00:11:19]:
You have another job to do. There are things that only you can do within your organization that you need to do or you bring people on so that you are free to go develop the opportunities that are going to drive revenue for the company, right? Depending upon where you are. If you get a copy of my book, Move to Millions the Proven Framework to Become a Million Dollar CEO, there is a section on your support team. I highly recommend that you take a look at it. And if you prefer to listen, the book is now available on Audible. So you can go and get it and hear me reading it to you. But when you are constantly delegating and then undelegating, asking for unnecessary updates before a project has been completed, or redoing the work that you’ve given to your team to do because it doesn’t match your exact style, this is going to make your team feel disempowered. This is going to make them question their confidence and lack confidence in their own abilities.
Darnyelle Jervey Harmon [00:12:11]:
And they’re going to become afraid to make a move without consulting you first, which is going to defeat the whole purpose of why you hire them in the first place. You hire a team after they are trained and developed to give you freedom to give you the ability to be in places, in rooms, making connections, closing deals that you can’t, sitting in your office managing your inbox. And so if you undermine by micromanaging, then you’re going to prevent them from being able to Actually move your business forward. You want to be at the point where you can be gone for a week, two weeks, three weeks, four weeks, a couple of months, and your company still runs without you. Now, we know that might not be today, but that is ultimately the goal of what it is that you want to accomplish. So the important thing that you want to think about here, and a thought that I really want you to get to, is that you can trust your team to do the work that you hired them to do, even if they don’t do it the way that you would do it. But if it gets done and produces the result that you want, give them that freedom and empower them as such to be able to do so. Second example of micromanaging could look like taking back tasks that were once delegated to someone else.
Darnyelle Jervey Harmon [00:13:19]:
What it looks like you give them a task, but halfway through, you notice that they’re not doing it the way that you want it to be done, or it’s not being done fast enough so that you put it back on your plate. This is going to make your team feel like their efforts are undervalued and they’re not going to be motivated to show up for you every single day. So you want to try to avoid that. And then a third example for you of micromanaging is when you require that they get every decision run by you before it is approved. Now, I am not suggesting that you have boundaries and that you don’t put a prioritization in a decision making table in place inside of your business. You absolutely need that. But there are some decisions they should be able to make, period. You should not have to be present for every decision because your company is only going to grow at the rate of your people and you’re not letting your people make any decisions.
Darnyelle Jervey Harmon [00:14:07]:
So that means it’s stuck on you. And if you are not the CEO of a company that could generate seven figures, that company ain’t gonna generate seven figures. I don’t care how you slice it, I don’t care how you try it. So I want you to try to keep that in mind, right? It’s gonna slow down their productivity and it’s gonna make you the bottleneck in the business. So instead, empower your team by defining clear boundaries and priorities and giving them some decision making authority. I love helping a client create a decision framework and a table of when a person on their team can make the decision and when they need to get support. This is also going to help your team to really develop their leadership muscle and give them A level of empowerment in the role that they play in your organization every single day. Now, the second biggest mistake that I see CEOs make that want to make seven figures and they’re building out a team is miscommunicating.
Darnyelle Jervey Harmon [00:14:58]:
So the first example that I see.
Darnyelle Jervey Harmon [00:15:00]:
All the time is being vague in your communication style and not giving them clear, illicit and specific instructions. So it looks like giving them a task without providing them everything that they need to do, such as the desired outcome, the deadline, when it needs to be done, and what resources are available to them, and even when they need to come back to you to get support. This will leave your team members confused, bewildered, frustrated, and unsure of how to proceed, which means they will make mistakes and tasks will not get completed. So an important shift that you’ll need to make is you’re going to have to clearly outline the what, the why and when for every single task you want taken off your plate and you want to leave room for questions. You also want to have either a daily huddle with your team so that they can ask you questions on whatever task they’ve been given, or at least a weekly all hands team meeting. That’s what I recommend, so that you can keep everybody working and moving towards whatever the goals are. Another example of miscommunicating is assuming that they understand without confirming that they understand. We all know what assuming does.
Darnyelle Jervey Harmon [00:16:06]:
It makes an ass out of you and me. And so to avoid being made an ass, clarify and confirm, it’s going to make a big difference. So it looks like you assuming that they know exactly what it is that you want them to do and that they understand and that they’re going to do it right. And then it typically will lead you to being frustrated when you see the task completed because you made an assumption instead of clarifying exactly what it was that you wanted. So the impact on your team is that their expectations are misaligned, which leads to work being completed incorrectly, requiring revisions and wasting time. And depending upon how you run your business and how much lead time you give for things, this could be a problem, especially if we’re talking about something that you’re launching. So you want to make sure that you understand that just because you get it and you understand it doesn’t mean that they will. So you are going to communicate like you’re talking to a fifth grader, not trying to diss your team members, but you want it to be simple and easy for them to understand so that they can actually produce the result that you are wanting and they can do it the first time, because that’s going to be a game changer for you if that happens.
Darnyelle Jervey Harmon [00:17:11]:
Another example of miscommunicating is when you give feedback only when something goes wrong. What it looks like only communicating. Once they’ve done something wrong, you want them to correct a mistake or point out a flaw that they made in something. This is so wrong for so many reasons. But most importantly, it’s going to lead to inefficiency, it’s going to cause frustration, and it’s going to mess with morale. And if your people don’t feel warm and fuzzy as they work with you every single day, they’re going to feel undervalued, they’re going to feel out of alignment and they’re going to start looking for another job. Or if they are a contractor, they’re going to fire you as a client. The next one is really looking at roles being misaligned.
Darnyelle Jervey Harmon [00:17:49]:
Right. And when roles are misaligned, oh, this is a big one. You want to make sure that you have everybody on your team sitting in the right seat. So a first example of roles being misaligned is assigning tasks based on availability, not their strengths. So it looks like giving the task to a team member simply because they are available to take it on instead of considering their skills, their expertise and their passion for it. The impact on the team is that they will be frustrated, the results will be subpar, and they will feel undervalued and out of alignment. Just like when you’re giving them feedback only when something goes wrong. Right.
Darnyelle Jervey Harmon [00:18:24]:
Another example of misaligned roles is when you have team members and they are wearing way too many hats, asking team members to do all the things that are outside of their primary skill set without providing them with the training or support that is required. As an example, having your marketing assistant do your bookkeeping. Yeah, that’s probably not a good idea. It’s going to lead to overwhelm, it’s going to burn out your team members and it’s going to substantially reduce their productivity. Your team members will feel unsupported and they will feel like they’ve been set up to fail. And then the third example of misaligning roles is when you fail to clearly define what it is that you want for them to do. It looks like your team members being unclear about their responsibilities, which will lead to work being duplicated, balls being dropped, or conflict over who is actually driving that particular task. It’s going to lead to frustration and inefficiency and a lack of accountability.
Darnyelle Jervey Harmon [00:19:16]:
So an action for you to take is to clearly take the time to outline the roles and the responsibilities for each team member, ensuring that you give them the right KPIs and they clearly understand what they are doing and how it fits into the overall goals of the organization, the really big picture, and they know exactly what’s in it for them and what’s at stake if they don’t show up fully in their role. I believe that people support what they help to create. And so if you leave space for them to give you ideas of how they’re going to perform this particular task to get it to completion, that is going to go such a long way for helping you to build team members that will want to stay with you for longer than you might have thought possible based on the role that they enter in in your company. And it’s also going to set you up to be able to create a career path for them to be able to go to the next level. Now, when you consistently micromanage, miscommunicate or misalign roles, you not only create inefficiencies, but you also damage trust and morale on your team. Addressing these behaviors will be essential to you fostering a team culture where everyone can thrive and support your own business’s growth. And this really is what leads us to understanding the leadership gap. Now, I’m going to tell you right off the bat, I think I’m going to do an entirely full episode just on the leadership gap.
Darnyelle Jervey Harmon [00:20:31]:
As I was preparing for this episode for you, there was so much deeper I can go, so look forward to an extra episode in the future. Now, it’s important for you to understand that if you are not a good leader, you’re going to create a bottleneck in your business, and you are going to be the bottleneck. The reason we bring people on, which is paramount if we desire to scale, because you can really only scale with support or systems, people and processes, period. So when we are attempting to do this, you are expanding your capacity so that you can get all the things done that need to be done in order for your business to get to that level. When you are not an effective leader and you don’t have a clear vision that is strategic about what you want your team members to do. It’s going to cause a gap and it’s going to dismantle the whole reason you built a team in the first place, which was ultimately to expand your capacity and to position your business to be able to scale. So I want you to be thinking about how miscommunicating micromanaging, and misaligning their roles leads to an inefficiency in a gap in your leadership style. Hear me.
Darnyelle Jervey Harmon [00:21:42]:
I’m not saying that there’s an inefficiency in you. I’m saying you need to be developed as a leader. Because what’s going to get you from six figures to seven is leadership. It is, by and large about leadership. And so you’re going to have to take the time to figure out how to develop as a leader. That’s the first step. And then once you understand how to lead and determine your leadership style, how you want to communicate your leadership and support your team, then you can take some steps to actually empower your team so that they stop feeling misaligned, so that they stop feeling micromanaged and they start to feel like they’re being communicated with as if they are an important part of the team. If you love the Move to Millions.
Darnyelle Jervey Harmon [00:22:25]:
Podcast and the Move to Millions book is blowing your mind, then you have got to join us for Move to Millions live. All the details are waiting for you to secure your seat at move to millionsevent.com if you’ve got Move to Millions.
Darnyelle Jervey Harmon [00:22:42]:
The book you need, Move to Millions the planner. It’s the perfect companion as you plan, prepare and position to profit to and.
Darnyelle Jervey Harmon [00:22:50]:
Beyond the million dollar mark.
Darnyelle Jervey Harmon [00:22:51]:
Grab your planner today at move to.
Darnyelle Jervey Harmon [00:22:54]:
Millions planner.com so number one, you want to set very clear expectations. You want to communicate roles, goals and deliverables clearly, because a confused team is an unproductive team. By being specific about what success looks like, you actually open your team up to exceed your goals every single time. Number two, you want to trust and delegate. You want to release, control and trust on specific things to your team. Now I’m like Oprah, who when she was talking to Toni Braxton and Beyonce and several other people on the Oprah show back in the day, she would tell them, no one manages your money but you. Even if you have an accountant, a bookkeeper, a cfo, all the things you manage, your money, you sign, your checks. Some things you should not delegate.
Darnyelle Jervey Harmon [00:23:41]:
You need to be fully in the know and the understanding of what your financial management team is reporting for you. You should be privy to it before they tell you it because you have a good handle on your money. But there are other things that you are doing, all the things that you can release to the people that you hired because that’s the reason that you hired them. By starting to delegate at least one additional responsibility that you’re holding right now. To each subsequent team member that’ll start to make a difference. It’ll lighten your load and it’ll give you some CEO white space, which is ultimately what you need in order to go to the next level. And then the next thing I highly recommend that you do is invest in their growth. You want to train and develop your team.
Darnyelle Jervey Harmon [00:24:20]:
You want to put them in their own coaching programs or masterminds based on their role so that they can be continually developed, or you want to make sure you are carving out time on a regular basis to develop them. It’s up to you. You can do it if you have the skill sets and the expertise, or you absolutely want to get them in a program that’s going to support them to do it. When you invest in your team’s skills, you’re really investing in your business’s ability to scale, and that’s why you actually want to do it as a part of doing all of this. What’s going to emerge out of the ashes of your team is your ability to be a leader with a vision and alignment to a group of people who are committed to showing up fully for your business and your goals every single day. It’s so important to make sure that your team is in alignment. So you want to think about your core values and your bigger vision, your mission. And while you’re driven to do what it is that you do, and you want to inspire your team and motivate them through being a purpose driven leader, a great way to be able to do this is when you set a goal for a launch instead of just giving everybody an arbitrary monetary gift.
Darnyelle Jervey Harmon [00:25:27]:
If you achieve your launch, tie their gift to something that is purposeful for them, or designate a cause that the company will support to be able to give more money away as a result of everybody’s efforts in showing up. When you foster a community and a philanthropic approach in your team, it will be a game changer for how they show up. People will work harder for a goal and a shared purpose than they will for praise and recognition. Just keep that in mind. I think about all the time and all the mistakes I’ve made on my own team over the years. I am a very generous and benevolent leader and that has come back to bite me more than I care to talk about. I’m not even gonna get into any specifics in this episode, but I’ve also been able to galvanize some really great people by trusting them, by empowering them, by having a demographic democratic leadership style, by allowing them to participate in what it is that we’re doing as a team and as a company in order to achieve our core goals and objectives. It gives them a level of autonomy, it allows them to flex their leadership skills, and it makes them feel really, really comfortable that their contribution is valued within the organization.
Darnyelle Jervey Harmon [00:26:36]:
I think about clients like Althea, who was able to build out a team and due to a family emergency, take more than a month off and still cross seven figures and have her best quarter ever through the efforts of her team because she learned how to be an effective leader. Businesses that have engaged in empowered leads are 21% more profitable, according to Harvard Business Review. And poor leadership is the number one reason employees and they actually underperform and leave the company. So if you want to have a really strong team, develop them and develop your own leadership skills, this could look like getting and working with a leadership coach. Now, a business coach is not necessarily a leadership coach. An executive coach is not necessarily a leadership coach. You might want to find a coach, a program, a course that is specific to leadership to help you to hone your skills and to find your leadership style so that as you continue to do all the work to bring on a team, you get to keep and develop a team that shows up fully and does work that takes your business to the next level. It is possible to shift your team because your team isn’t the problem, it’s you.
Darnyelle Jervey Harmon [00:27:52]:
The way you shift your team is by shifting your leadership. So this week I challenge you to think about how you can inspire your team to show up more fully for you. I want you to actually take some time this week and ask your team. No matter who you have on your team, I want you to ask them what do they need from you in order to do their best work. And then I want you to commit to making one change based on their feedback. I want you to live into this mantra. When I live effectively, my team thrives and my business grows. When I lead effectively, my team thrives and my business grows.
Darnyelle Jervey Harmon [00:28:27]:
And if you want to learn how to heighten your leadership skills, you absolutely want to join us at Move to Millions Live. I am working on some powerful leadership content. We’re going to get into the seven figure leader at Move to Millions Live so you can go learn more and grab your ticket right now at Move to Millions Eventcom. Listen, your team is probably not the problem. It’s you. But the beautiful thing about that is that as you develop as a leader, you can change the way your team shows up for you. I’m excited about the future of your team and I’m excited about you getting your team on board to help you to scale and sustain your business at and beyond the seven figure mark. I’ll see you guys next time.
Darnyelle Jervey Harmon [00:29:09]:
Take care.
Darnyelle Jervey Harmon [00:29:10]:
Thank you for joining me for the Move to Millions podcast. The way I see it, you deserve a business that generates millions. We’d love to have you join us in May at Move to Millions LIVE to help you prepare, plan and position your company for the Million dollar Mark visit Move to Millions event. Now to grab your seat. If you enjoyed our time together, do yourself a favor, head on over to itunes, subscribe rate and leave us a review. Until next time. Remember, millions are your birthright and to access them you need only Move. See you next time.
Darnyelle Jervey Harmon [00:29:43]:
Take care.
