DON’T: Have them sign an exclusivity contract.


DO: Trust that job candidates are likely interested in multiple professional opportunities and a few side hustles.


Careers are more multifaceted than


ever. Very few fitness professionals have just one work commitment. On top of training or teaching for you, they write blogs, do online transforma- tion training, are engaged in multi-lev- el marketing sales, coach and mentor others, etc. Exclusivity contracts indi- cate a lack of trust and start the rela- tionship negatively. Instead, find out what else they have going on. Better yet, see if there are ways of collaborat- ing versus seeing these additional jobs as competing with your business.


DON’T: Paint a perfectly pretty picture of what it means to work for your business and how poorly your competitors run their businesses.


DO: Be honest about your expectations, and speak re- spectfully of others who are also dedicated to helping clients get healthy.


No matter how wonderful and dif-


ferent you think you are, there will be some challenging aspects related to working for you. Being honest about these clarifies expectations and makes attaining performance goals much easier. It also creates an environment where imperfections are respected and improvements are welcome, and it cre- ates a desire for growth.


DON’T: Hire people and then let them fend for themselves. (After all, if you selected them they must be awesome without your help.)


DO: Provide learning, mentor- ship, and safety to ensure growth.


The old leadership adage of “get out


of their way” is misleading. A great leader understands what type of learn- ing each staff person needs, provides mentorship and then creates a safe en- vironment for them along the way to growth. Provide candid feedback and positive solutions to keep people en- gaged and successful. FBC


Nathalie Lacombe is a leadership coach, speak- er and strategic partner. Contact her at nathalie@nathalielacombe.com .


Spring 2019 Fitness Business Canada 21


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