Tag: Team-Building

5 Ways to Successfully Encourage, Empower and Engage Your Team | Entrepreneur

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Opinions expressed by Entrepreneur contributors are their own.

When I was growing up, I often heard the phrase, “don’t let that get to your head” when someone was given a compliment for something they did well. I even got in the habit of curbing my own “big-headedness” by downplaying my achievements. I’d say or think things like, “it’s not a big deal” or “I’m just doing my job” to combat the fear of growing too big a head. If you aren’t sure what I’m talking about, I mean the ego, the “I am.” That ol’, mysterious ego.

Here’s the thing: This is much more than just ego. What I’m talking about is encouragement and how to foster that necessary part of us — all of us. I wonder sometimes how I might be different if I was allowed to let a few things “get to my head.” I wonder: Where would I be, and how would my career look if I got a little big-headed early on? And while there’s no going back (if you have or know of a time-travel machine, please let me know because I need to say something to my third-grade teacher), there’s always the going forward part that I prefer to focus on.

As professional leaders, we have an obligation to build up the people around us. We want them to be stronger, and we want them to grow. Leaders cannot just direct others around like a herd of sheep. And yes, sheep have their place in this world, but leaders should be more like the captain of a ship. They are in charge and respected but leave room for everyone else to do their jobs and to do them well, or the ship goes down. Is this an easy task? Depends on how you see yourself — but I don’t have time for that! I do have time, however, to share my thoughts on how to empower, encourage and engage your team:

Related: 25 Ways to Lead, Inspire and Motivate Your Team to Greatness

1. Compliment your team often

Tell them they’ve done something well. Congratulate them on a big win. Say it out loud or in an email —and do this all the time. What happens when you reward people with words only leads to a more motivated team. And they’ll continue to do their jobs well.

2. Ask for clarification and an explanation of what they’re doing

Ask questions, and pay attention to what your team is doing. How can this help? When people are asked to explain something that they’re either learning or processing, it can actually help them grasp the concept even better. When this exchange is done, it creates a teachable moment for everyone involved — including you, the leader.

3. Let them play with fire

Here’s the good news: Not everything will burn down if you give your team some freedom to play with fire. The other good news: Eventually your team will learn not to get burned (just like a two-year-old who touches a hot stove. It’s an a-ha kind of moment). No one likes the feeling of making a mistake, getting reminded or scolded for something they’re still learning. But when you allow your team to get close to the fire, be sure to let them know you’re also there to help with the burn. They’ll be better for it, and you might even learn something about yourself, too.

Related: 8 Ways to Motivate Employees Into an Unstoppable Team

4. Demand opinions

When you’re making changes that will affect others, or if you’re deciding on something that will involve your team, get into the habit of asking for their input rather than just assuming everyone is going along with your one-person show because they’re too afraid to voice their opinion. Take a look at your company culture. Does everyone just agree with you? Has anyone ever said, “Hey, how about this?” I can assure you, though they don’t say it to your face, your employees definitely have opinions. Make an effort to open them up. True transparency cuts both ways. It may even involve a few cuts to your ego (see what I did there?), but it is worth it in the long run.

5. Walk away

Leave the room! This one’s for you, micromanagers. Allow your team to learn to lead without you hovering over them. Let them show integrity for the work they’re doing. After you’ve asked their opinions and let them explain how they work, leave the nest. If you have a strong company culture, you can be certain that if they have any questions, they’ll be open and honest and unafraid to come to you to ask. If you’re concerned that your proverbial office walls are too small for all the future big heads, then make more room. There’s plenty of space.

So, remember to compliment your team often — words of encouragement go a long way. Ask for explanations, because when they explain, they also learn. Let them play with fire so that they can learn from their mistakes. Demand opinions, because true transparency gives way to honesty and trust. And finally, leave the room — don’t micromanage. Following these tips will help you to successfully encourage, empower and engage your team.

Related: 4 Leadership Methods for Empowering Employees and Building Strong Teams

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DeAnna Spoerl

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March 23, 2023
Female CEO Shares Her Experience Leading an AI Company | Entrepreneur

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Female CEOs and founders may be more common than ever, but the CEO gender gap remains frustratingly wide at 17:1. In the STEM industry, the gap becomes more of a gulf.

For instance, from an outsider’s perspective, AI is still seen as an area best guided by men. People working within AI say otherwise. A full 71% believe women bring unique perspectives to the field. 63% believe having more women in AI would help remove bias from products and results.

Kerry Goyette would agree with those findings.

Article From Goyette: Entrepreneurial Power Could Contribute to Your Startup’s Demise. Here’s How to Stop It.

Four years ago, Goyette entered the AI space. She was CEO of a rapidly growing firm that wanted to use AI to accomplish its increasing number of initiatives. Fast forward to today, where she leads her firm’s newly launched sister company, Two Story. Two Story provides innovative solutions built on AI and behavioral science fusion. The company’s performance analytics products enable businesses to leverage machine learning to make more confident hiring decisions, unlock employee potential, and develop leaders.

Two Story presents a novel way of looking at the old problem of how to engage and encourage team members without burning out their spark. However, Goyette discovered though the market was hungry for future-forward, AI-driven ideas, she had some unique obstacles to overcome. And they had to do with her gender.

Responding to “but you don’t fit the mold”

According to Goyette, the first male venture capitalist (VC) she met with to talk about the seeds of Two Story couldn’t accept that she wasn’t a 28-year-old man. Other male VCs echoed similar sentiments, including that she was “distractible.” What they didn’t realize was that Goyette was on a mission and wasn’t easily daunted.

Determined to build products that coupled algorithms and psychometrics, Goyette bootstrapped Two Story to profitability.

“People thought I was crazy,” she admitted. “It was clear to me that this was where the future was going. I jumped in with both feet.”

Goyette’s risk-taking may have seemed unusual, as women have long been labeled as more risk-averse than men. However, as her actions show, what seems like risk externally may be more measured and calculated. Goyette was very clear on the direction she wanted to take: Honoring the human while adding value to the field of AI.

Overcoming challenges caused by AI fear, confusion and concern

Her message struck a chord. Despite early criticism, Goyette began to be recognized as a top AI CEO, which meant she also had to navigate murky waters. As she notes, AI can be very polarizing. People frequently express skepticism — including those who are familiar with AI.

Case in point: one VC tried to talk her out of moving forward with tying AI and behavioral science together. Debating why she shouldn’t enter the AI and behavioral science space, but making every point, in conversation, as to why they should enter the space. Ultimately, the VC admitted it was a good idea, but still refused to support it. That conversation and others like it just proved to Goyette that she was on the right track and couldn’t back down. “When smart people are making your points for you and telling you it’s a bad idea, you figure you’re probably onto something,” she chuckles.

Goyette addresses critiques of AI-fueled performance analytics by operating with full transparency. Two Story’s explainable algorithm is transparent and explainable by design. Her team’s first priority is making ethical AI. Rather than being a “marketing gimmick,” Two Story’s transparency is simply the way the company works.

And the work is what Goyette cares about. As a dynamic, hands-on CEO, she aims to help others prioritize people with their work.

“This isn’t just helping organizations,” she says. “I have found that leaders unintentionally burn people out. They don’t know what truly drives performance so they try 27 things. The work we’re doing is so important for the whole system. We eliminate what doesn’t matter and help teams to focus on what does. We’re not burning them out; we’re helping them drive meaning and purpose so they’re motivated to make an impact.”

Bringing together women, AI, and leadership roles

Goyette is not the first female CEO, nor is she the first woman to join the AI startup realm. Nevertheless, she’s blazed a trail by leveraging her behavioral scientist roots to reimagine a new use for AI. She’s also an inspiration to other women who may find it difficult to get started on their journeys because of the underrepresentation of women in CEO roles.

The good news is that female CEOs such as Goyette tend to support one another. Goyette credits many female CEOs, including Sarah Hill of Healium, for their friendship and support. During a Renaissance Weekend, she met Anima Anandkumar whose work in AI has revolutionized the industry. Goyette calls Anandkumar both humble and inspiring.

There’s little doubt that as time moves on, more women, including those working in AI, will have “CEO” after their names. Leaders like Goyette are making it possible by showing gender shouldn’t be limiting. Instead, all visionaries regardless of gender should feel limitless about the opportunities that lie before them.

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Under30CEO

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March 22, 2023
Pros And Cons Of Leadership Coaching: Is It Right For You Or Your Company? | Entrepreneur
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Leadership is an important skill, even if you aren’t in an active leadership role. Regardless of what level you are at your company, there will be times you will need to lean on your leadership skills to get you through various projects or situations. What we know for certain about leadership is that everyone is still a student of it and constantly learning how to become better. We often think executives and senior staff have mastered the craft; in reality, they are always learning too.

One tactic to get better is leadership coaching. There has been much debate on its effectiveness, but it all comes down to the context of the business and the coach trying to help. Here is a guide to help you and your workplace if you are considering getting a leadership coach.

What is leadership coaching?

Leadership coaching is a method of teaching to enhance the leadership skills and abilities of executives within a business or organization.

Related: What True Leadership Is All About

A results-oriented approach to giving transformational innovation to the firm is the proven outcome of having clever coaching examples and efforts. Whether you are a senior leader, an executive, or someone with a lot of potential, there are many avenues to approach leadership coaching. But, all of it should be for improving your career and performance as a leader.

How does leadership coaching benefit you?

Leadership coaching has been proven, thanks to studies within behavioral science. It is considered one of the best ways to create and develop better leaders.

There are three things to know about leadership coaching:
- First, it is extremely personalized. It gives the one being coached lots of ownership and accountability over the entire procedure and where it ends up.
- Second, the personalization of the process makes it applicable to all problems during the learning sessions and to use those lessons in the workplace.
- Third, coaching allows for sustainable education and a change in behavior.
Leadership coaching provides a place to address processing emotions like stress and fear. Learning to deal with and utilize these emotions is key to creating a better leader.

Related: The 7 Things to Look For in a Leadership Development Coach

What does leadership coaching do for companies?

Leadership coaching is essential to the continuation of companies. Especially today in the modern age with how fast-paced and competitive it is.

A leader needs to use many skills to do their job well. This includes:
- Set clear goals
- Organization
- Be the motivation for employees and team members
- Adapt to rapidly changing occurrences
And that’s just on a slow day! There is still a great need for a wide variety of different abilities. Having that guidance is what gets leaders to feel empowered and to maximize their potential.

To create the next leaders of not just the company but of the next generation requires a leadership development program. In these programs, one can learn how to be a leader through one-on-one training focusing on key parts of the job. There are a variety of activities and exercises that are also used to help a leader become a better one.

What’s great about leadership coaching is that no leader is the same. When wannabe leaders go through these programs, they are learning how they want to personalize their leadership.

This then has leaders become more effective at work and completing their tasks. It also increases the quality of their style of leadership.

The challenges of leadership programs

It is an expensive industry, over $14 billion, according to Under30CEO. However, it has become clear that there are several issues. These include:
- Leadership programs are not that effective
- The leadership programs are expensive at the scale that they are.
- Many programs are not for leaders at different leaders. For example, senior leaders, next-generation leaders, and new leaders.
It is believed that a lack of context, application to the real world, inadequate measurable results, omission of mid-level executives, and even one-on-one coaching have mild success.

Conclusion

Every place you work will have a different leadership and coaching approach. How you approach the matter is up to you. Remember, you get what you take from it.

If you don’t think your business’s leadership programs are inadequate, use online resources to find more like-minded people, such as yourself, for the answers you seek.
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Under30CEO

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March 20, 2023
Ways To Make Your Team Feel Valued | Entrepreneur

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Every business leader dreams of having a company that runs like clockwork. One complete with the perfect team of highly dependable, timely and responsive, honest and hard-working employees driven by the organization’s mission and goals. Such a vision may seem impossible for every business to reach. Yet, the key to creating such a dream team is to consider a simple question: What makes employees feel valued?

Related: 3 Red Flags on Your LinkedIn Profile That Scare Clients Away

In today’s hyper-competitive business landscape, many employees have suffered from burnout, poor morale and productivity and job dissatisfaction. This has led to heightened employee turnover rates for many companies. When asked about how the pandemic has changed their feelings regarding work and life, over 50% of workers have said that they have questioned the value and purpose at work, along with expectations toward their employer.

While an employee engagement survey by Lattice has shown that the need to feel a sense of belonging is somewhat generational, others point out that employees are more likely to be engaged, productive, and dedicated to a company’s growth when they feel valued.

Related: If Your Leadership Style Is Ever Judged By Others, Here’s 8 Things You Should Do

If you want to add more value and retain top talent, this article will discuss tips to make employees feel valued. This ultimately improves workflow and overall success from within.

1. Share employee stories

Employee stories have been found to be one of the most effective strategies for building an appealing work culture. By providing opportunities for employees to share their work and experiences candidly, you allow them to drive the narrative. Plus, it provides future candidates with a more interpersonal perspective on what it is like to work for the company.

Highlighting employees’ work also helps them establish a sense of identity. It allows greater connections with co-workers, managers and customers, forming a positive work environment and culture. At the same time, sharing employee stories across media platforms organically builds a strong company brand identity. It also builds authenticity and connectivity with target audiences. Essentially creating a symbiotic relationship that leaders and employees alike highly value.

2. Give regular, constructive feedback

A 2018 Harris Interactive Survey for Glassdoor found that “67% of employers believe retention rates would be higher if candidates had a clearer picture of what to expect about working at a company before taking the job.” For employees, this often includes the expectation of management valuing communication and professional growth among its workforce.

Though recognition for your hard work feels good, people also want to know how to improve. Or, they want to know where they fall short to know they are on the right track. Providing regular, constructive feedback each month is a great opportunity to speak one-on-one with employees and whole teams.

Related: ‘No One Wants to Hear You Toot Your Own Horn’ and 9 Other Rules From People With Blockbuster Personal Brands

At the same time, while regular meetings with in-office and remote workers are a great way to deliver consistent feedback opportunities, leaders should also consider feedback sessions to discuss business strategies and performance or quarterly get-togethers to share new ideas and educational experiences.

3. Say “you are valued here” with corporate gift giving

While gift-giving during major achievement or professional (or personal) milestones is valued, employees feel greater respect and appreciation when they are thought of in other moments. Simple gestures can make an even greater impact during distress, providing employees with a sense of appreciation and care when they are out sick or on medical leave.

While a generic gift basket is always an option, you can also opt for more personalized care packages that will really make them feel treasured. Along with your wishes for a speedy recovery, companies like Spoonful of Comfort offer a variety of get-well specialty gift baskets that include delicious soups, desserts, and comforting items. They also allow you to create a customized gift basket or care package that fits the needs of your employee or corporate team.

4. Support social shoutouts and events

Particularly in today’s common hybrid and remote work environments, employees often feel disconnected from their colleagues. In turn, it creates a disengaged team and fragmented culture. According to a recent study, companies only see 15% of employees being actively engaged due to unhappiness and dissatisfaction in their work – that is, lack of recognition.

However, businesses with employees recognized for their dedication to company goals and consistent motivation in their work, deliver a 202% increase in performance outcomes. It is great to express appreciation for big accomplishments throughout the year. But also, praising small contributions and achievements can be just as valuable to an employee.

5. Invite an open door policy

Having an open-door policy is an effective way to encourage open communication and feedback. This also includes discussion about any questions, complaints, suggestions and challenges employees are facing.

Former CEO of Xerox, Anne M. Mulcahy, once said, “Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, satisfied and fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.”

You want to give them the opportunity to speak up at any time. Also, allow them to build a responsive, transparent, and trusting environment. At the same time, set certain parameters around the open-door policy. This way you value and respect everyone’s time. Additionally, managers actively listen to what their employees want to say.

6. Encourage professional growth

While you want to do your best to retain talent, employees should also feel free to expand their professional growth. Even if they move on to other green pastures in the future. Accomplishing this comes in many ways. They include educational incentive programs, a global benefits and rewards platform, or offering company training for career advancement. When they feel supported in their professional development, they are more likely to work hard for your company. Additionally, they gain valuable experiences along the way.

At the end of the day, ensuring your employees feel valued will build a culture of appreciation. Take the time to express your gratitude to your workforce and see what a difference it can make.

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Under30CEO

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March 15, 2023
Save Nearly $300 on This Celebrity Fitness App and Get Your Workers Moving

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Disclosure: Our goal is to feature products and services that we think you’ll find interesting and useful. If you purchase them, Entrepreneur may get a small share of the revenue from the sale from our commerce partners.

Jumping jacks may not be the team-building exercise you thought would boost productivity at your business, but it might do the trick. Many employers have found that exercising at work can increase productivity and alertness.

If you want to add fitness to the agenda for your employees, then the Jillian Michaels Fitness App is the way to do it. Led by famous U.S. celebrity fitness trainer Jillian Michaels, this lifetime subscription is just $179 for a limited time.

Start the day with a few low-intensity workouts to get everyone feeling charged up. Just select the fitness level and workout equipment suitable for everyone participating and look through a curated list of exercise suggestions. There are more than 800 exercise videos, each shot in HD. You could even screen share and run a remote workout session with your off-site employees.

Take a break from the stress of a high-performing workplace with guided audio-only meditation. Your employees may appreciate the chance to unwind after an intense quarter, which might even help with productivity.

Get feedback from your employees about their favorite workouts and swap or ban exercises from your recommendations. You can customize your suggested workouts whenever you want. If you want to raise morale, play some music, as Spotify, Apple Music, and Pandora are all integrated into the app.

Your employees may even appreciate a chance to make strides toward their long-term fitness goals at work. This fitness app also sends users a daily meal plan, but you could use it as inspiration for a healthy office potluck.

Just for the month of February, new members can get a lifetime subscription to the Jillian Michaels Fitness App on sale for $179 (reg. $449).

Prices subject to change.

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Entrepreneur Store

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February 11, 2023
The 5 Steps to Building a Culture of Success in a Startup

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Any article you read, podcast you listen to, or founder you talk to will tell you that “startups are hard.”

I couldn’t agree more, but what does “hard” mean? Hard because you work long hours? Hard because you have little money? Hard because you have so many competing priorities? Hard because it is lonely trying to look successful to customers, partners and staff while struggling to keep it all together?

The answer is a resounding YES to all of the above. Startups are hard. But they are also just the right thing for people who want to learn and grow continuously. And they are the right thing for people passionate about establishing a unique company culture that reflects their values. Being intentional about company culture can be a make-or-break factor for any startup.

I spent over 20 years with a successful career at a Fortune 100 technology company. I worked in small subsidiary offices in remote parts of the world and at corporate headquarters. I had stable, sometimes very large, budgets and teams in both settings. I knew the corporate values, understood and lived the company culture, and knew precisely how to manage the systems, processes and policies to support my area of business and career. I moved fluidly between headquarters and field roles. No matter where the office was located on a map, there was a consistent corporate feel and “type” of employee. This was true for fewer than 20 employees and offices of thousands. No matter where I was, there was structure and the security of a well-known logo on the door and systems and processes to connect with the larger corporate, sales, marketing, financial and HR systems.

Related: 5 Must-Haves for Entrepreneurs and Their Startups to be Successful

When I stepped into my first role leading a startup, I was certain that all my time working remotely in field offices had prepared me to lead a small organization. I understood how to motivate and manage a team, talk to customers, create a killer PowerPoint presentation and back it up with a slick Excel financial forecast. I didn’t count on a company culture’s role in a successful business. I took that for granted because my career had been steeped in an already-established business culture.

Like most startup founders, my priorities were laser-focused on how to make money, how to achieve the holy grail of product market fit, where the first tranche of funding was coming from and how much runway we had. I put my head down and drove hard to succeed. I failed. I spent all the money in ways that didn’t make sense in hindsight. I never found the right market fit and failed to dig deep enough into the customer’s pain point. And I never really thought about the type of company culture I wanted to build. I stepped into a position with a team in place and never really questioned what type of company that group of people added up to and how significantly this would impact the product we offered to the market.

Related: Go Hard, Or Go Home: A Game Plan For Startups Wanting To Survive An Economic Downturn

Not being one to give up easily, I took the lessons I learned about spending and saving money, understanding a need before developing a product and even how to pitch and raise more money, and started another business. This time, I decided to put the company mission and culture first. My co-founder and I come from very different business backgrounds but share the feeling that culture is one of, if not the most important, element to success. This approach has paid off, and we have attracted and formed a team deeply committed to our business mission: creating economic gender equality.

Here are the top 5 steps to building a culture of success:

1. Communicate!

Prioritize communication. Do it regularly and reinforce the company’s core mission, values and direction. Share the status of business deals, your financial position and short-term goals and long-term aspirations. Seek input and feedback on business status and how the team feels about the direction, product and place in the market.

Related: 6 Communication Tips to Strengthen Your Company’s Culture

2. Make hard choices

A small startup team can become like a family. You depend on one another and often have a close, beyond-professional relationship. This makes it difficult when things go sideways with one of the family. But as a leader, you must keep your eye on the mission and remember why you are in business. Making a hard decision to let someone go, while painful in the short term, is better for the team and will reinforce the culture of building for the long term. It could also lead to amazing, unexpected opportunities.

3. Reward the work

I am not a big believer in compensating teams with free drinks or a foosball table at the office. The best way to reward your team is to pay them a salary or with equity or both. Continuing to invest in building the business to enhance their stake in the company speaks louder and is more beneficial than superficial, short-term entertainment perks. And don’t forget to celebrate the wins, even the small ones.

Related: How to Reward Employees in Uncertain Times

4. Tell the real story

When things go wrong, and they often do in a startup, own it. Talk about it and learn how to improve and not repeat mistakes with your team. Optimism is a hallmark of startup founders and teams, but not acknowledging when things go wrong likely will harm your business, or at the very least infuse a superficial element to your company culture — and create distrust.

5. Enjoy the work you are doing

You and your team are working hard to grow a business. You can never forget the drive and passion that attracted you and the team to get started in the first place. No matter how successful or large the organization becomes, if you don’t have a culture where your team feels invested and enjoys their contribution to the mission, you won’t have a sustainable business.

So yes, startups are hard. But when you are intentional about creating a healthy business culture that reflects your company’s mission and values, startups can be just a bit easier — and a lot more fun.

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Kate Isler

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February 9, 2023
The Key Strategy to Building a Winning Team

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Opinions expressed by Entrepreneur contributors are their own.

Business leaders young and old face the same problem — how to form a solid team that will work hard to promote the business’s success. Whether it’s a new business or an established one, the people you recruit will be crucial to your survival. If you select them strategically and mindfully, in theory, your business should be stronger and more prosperous. But what does that mean, exactly? In my case, it means surrounding myself with people who have different skills than I do — a strategy I highly recommend in any type of business.

There’s no place for ego in business

From a young age (and without even knowing it), I started forming a habit of surrounding myself with people who have different skills. In high school, I worked at Dunkin’ Donuts from 6:00 a.m. to noon on the weekends. It was a hectic shift, but I loved it because it was fast-paced and there were a lot of hands on deck. I usually worked the window with one other person, and I always chose a partner who had a strength I didn’t. At this particular Dunkin’ Donuts, there was no intercom before you got to the window, so all orders were taken at the window. I was really good at remembering orders and making them quickly, so I always partnered with someone who was good at handling money, because I wasn’t as quick at making change as some of my coworkers were.

Fast-forward to when I was in college. We had a lot of team projects, and I would take a similar approach to choose my group. I would partner with people who were better writers and not as good at presenting, strategizing, organizing or big thinking.

I carried this habit over into my career, and it is what makes my relationship with my business partner so solid. He and I have the same ethics, values and philosophies, but our strengths are very different. He is more analytical and methodical. I am more creative and strategic. He digs into the finer details, while I tend to focus on the big picture. We rely on each other and are open about our strengths and weaknesses. Neither of us is shy about what we need. We leave our egos out of it, and that can be a problem for so many leaders, who have a hard time admitting they are weak in certain areas. So, instead of asking for help, they “fake it ’til they make it.” I have never been the type of person to do that because I recognized early on that pretending to be good at everything will only lead to disaster.

Related: 6 Steps for Hiring the Right People to Build Effective Teams

You never want to be the smartest person in the room

It might be cliché, but it is sound advice. Seeking out people who know more than you enriches your own experience. When my partner and I formed our marketing agency, we made it a point to hire people with specific strengths, surrounding ourselves with people who are smarter than we are. Some leaders are intimidated by people who might be more skilled or knowledgeable than they are, and their egos just won’t allow them to see the benefit of having friends and colleagues who can contribute more than they can. We actually seek out these people, and in doing so, we are open about our goals and why we want to add them to our team.

I specifically hire people to poke holes in my strategies. I need people who have different skill sets to make me and the agency better. This benefits our clients and ultimately our business because we never have to fake anything.

Taking advantage of others’ knowledge and skill is not a weakness — it’s a strength. Your clients will see better results and be more satisfied with the products and services you provide. Your business will build a reputation of being reliable and trustworthy, which can be a rarity in today’s environment. Your team will be more cohesive and willing to work together because each member knows where they fit in and why they are valuable. Overall, having a team of people with diverse skills and knowledge is a winning strategy for everyone.

Related: Want to Build a Great Team? Never Be the Smartest Person in the Room

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Jackie Cullen

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February 6, 2023
U.S. Hunger Announces 2022 Hunger Hero Awards Recipients
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Press Release
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Jan 24, 2023 08:00 EST
ORLANDO, Fla., January 24, 2023 (Newswire.com)
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U.S. Hunger (USH), a national nonprofit, is pleased to announce the recipients of the 2022 Hunger Hero Awards:
- Grassroots Hero Award – Chick-fil-A, Tampa Bay
- Service Hero Award – 9/11 Day
- Culture Hero Award – Loews Hotels at Universal Orlando
- Community Hero Award – College H.U.N.K.S Hauling Junk & Moving
- Lifeline Hero Award – Citi
- Health Hero Award – Ascension: Healthcare
- Volunteer Hero Award – Atlanta Hawks & State Farm
- Innovative Hero Award – JPMorgan Chase & Co.
The Hunger Hero Awards is an annual tradition that honors organizations working towards food security and other determinants of health. This award ceremony is the first since 2018, after a brief pandemic hiatus. The nonprofit will be honoring its 2022 recipients virtually this week.

“Whether hosting meal-packing events in their communities, sponsoring boxes of food for families in need, or investing in our data-analytics system, these organizations embody the core values of corporate social responsibility and community engagement. Each recipient has taken a bold stance against food and nutritional inequity and plays an active role in the betterment of their communities. We’re excited to bring back our Hunger Hero Awards and share all the good they’ve done,” said Rick Whitted, CEO of USH.

The recipients will be recognized during the live-streamed Hunger Hero Awards on Jan. 25 at 10:00 am EST. Register for the free event at: https://www.eventbrite.com/e/2022-hunger-hero-awards-tickets-503742075107.

To stay informed about the 2023 Hunger Hero Awards, returning in person later this year, sign up for USH’s newsletter: https://ushunger.org/newsletter

U.S. Hunger has activated more than 850,000 volunteers to distribute over 150 million meals across the globe. USH addresses hunger by engaging volunteers, educating on the root causes of food insecurity, and creating access to nutritious meals for low-income families and individuals. The organization has distributed meals in 53 countries and every state of the U.S. (including Puerto Rico).

Learn more at https://ushunger.org/.

Source: U.S. Hunger
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January 24, 2023
5 Traits Fast-Growing Companies Have in Common

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Opinions expressed by Entrepreneur contributors are their own.

Today’s marketplace is increasingly competitive. Every entrepreneur and company strives to be an industry leader and develop the latest and greatest innovations to disrupt the market and best position themselves. The road to success is often not straightforward, and many companies fail to achieve the necessary goals. But why do some ventures realize strong success and rapid growth while others do not?

Common traits are shared among many of the world’s fastest-growing companies that others can adopt to help increase their growth and differentiate themselves from the competition.

Here’s how they excel within the market:

1. Innovate new products and services with clear strategic intent

In a constantly changing environment, it is essential to understand and adapt to new consumer trends. The most successful companies understand the firm’s strategic purpose and effectively develop an innovation agenda, often with strong novel combinations of products and services. They go to market with the latest “must haves” for their customers, often establishing a competitive advantage.

Studies have demonstrated the positive impact that product and service innovation can have on a company’s top and bottom line trajectory. Hopper, a travel booking site, has focused on innovating and developing their app and cloud technologies. Now, you can book flights, hotels, rental cars, and homes in one seamless transaction. Hopper complements their travel products with peace-of-mind services, such as price reductions, freezes, cancelations and a premium VIP experience.

The company’s strategic intent is clear — to be the most seamless, convenient, and price-competitive travel portal on the market, especially for first-time users. This committed effort has attracted a $96 million investment from Capital One Travel “to accelerate the company’s growth on several fronts,” following $170 million in fundraising garnered in 2021.

Related: Continue to Innovate Your Products, or Die a Slow Death

2. Thoughtfully explore new business arenas beyond their core

Companies need to reinvent themselves and expand into new arenas to grow. Consumers’ needs are constantly changing, and high-growth companies excel at identifying new markets to move into based on new consumer behaviors. However, new business arenas are inherently more risky and costly to explore because of the distance from their core. Hence the common question: How much attention should one devote to speculative areas while also maintaining and improving core business? The answer is a thoughtful exploration through sequential steps that build on each other and accumulate to drive real transformation.

Roku Inc.’s business strategy illustrates this. Twenty years ago, Roku became an add-on for existing television HDMI ports. In 2007 Netflix chose not to build its own hardware and instead invested in a partnership with Roku, setting in motion Roku’s path. The company then launched a service allowing advertisers to serve ads to Roku users, followed by the launch of the Roku Channel, and in 2014, they released their first Smart TV. This is a progression of incremental well-sequenced steps, stretching the company beyond its core yet setting the foundation for real transformation.

3. Invest in their people wholeheartedly

Employees are the engine of any business. They represent your brand to customers often better than anyone else and express the company’s culture in a critical way for attracting new talent. Leading companies provide their employees with opportunities to learn new skills and further their professional development, foster an inclusive environment of respect and collaboration, and provide flexible working arrangements. This translates to high employee retention, increased productivity, and a strong reputation for the firm.

This is why companies like ClickUp invest in their people. They prioritized new workspaces with employees front of mind. New offices include open floor plans, standing desks, rooftop terraces, and gyms. Meanwhile, Airbnb has experienced over one million new prospects visiting their job portal since announcing their “permanent work from everywhere” policy. Additionally, LinkedIn offers a $2,000/year wellness benefit for people to expense on activities related to physical or mental well-being.

Related: To Grow Your Business Start Focusing on Your Employees

4. Carefully monitor and adapt to new technologies

Every company must have the capacity to adapt to new technology or be left behind. Furthermore, companies can raise productivity and cut costs by tailoring technology to their needs.

Campbell Soup, the iconic brand that has brought its soup products to American dinner tables for nearly three centuries, is leveraging Artificial Intelligence (AI) to inform its product development better. According to FoodDive, Campbell’s “Insights Engine” uses AI to scan billions of data points that their innovation team then uses to predict where a strong trend is emerging, if it will last, and if any of their brands are positioned to exploit it. This process has informed the launch of oat milk-based soups and FlavorUp, a cooking concentrate that enhances food flavor, pushing new products to account for 2% of yearly net sales with a line of sight to reach 3.5% by 2025.

Related: How to Get Your Company to Adapt to New Technologies

5. Focus on customer experience and truly understand their customers

According to Forrester, companies that lead in customer experience outperform laggards by nearly 84%! With the rise of digitization, the most innovative companies are providing more tailored support with 24/7 customer service. Both parties benefit by surpassing potential or existing consumers’ expectations: customers have a positive experience, and companies grow.

L’Oreal dialed up its focus on people with limited mobility by launching its novel HAPTA make-up applicator at CES 2023. The applicator uses “built-in smart motion controls” and “customizable attachments” to increase the user’s range of motion, helping the customer open product packaging and self-apply make-up precisely.

Companies that continue to innovate their products and services, explore new business arenas, invest in their people, adapt to new technologies, and focus on the customer experience place themselves in a position to succeed in 2023 and beyond.

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Francesco Fazio

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January 21, 2023
How to Build the Right Culture by Building the Right Team

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Opinions expressed by Entrepreneur contributors are their own.

As the founder of a successful real estate investment platform connecting investors with national holdings in commercial and residential properties, I have learned a great deal about leadership, culture and talent. In building a team of employees at 1031 Crowdfunding, I have had to learn the basics of managing a workforce and building up a healthy, productive and fun internal culture while also attracting accredited investors.

I have some tips for entrepreneurs that might apply across various businesses and industries that involve hiring and honing talent and growing the right culture that pleases employers, employees, customers and clients. Culture, combined with passion, is the key to success and longevity as a business, regardless of your industry.

Related: 5 Ways to Create a Great Company Culture

Ask for help: Manage and delegate to a team

Whether you work in real estate or another industry, and you want to start up your own business, the most important thing to understand is that just because you’re an entrepreneur, you’re not automatically also a good manager. In this situation, you have to surround yourself with colleagues who are highly skilled at the art of managing other employees. I prefer to isolate myself, put my head down and focus on my job. With the high-functioning team around me, it’s easier for me to allocate more time to sales, strategy and growth, as opposed to employee management.

Managing also requires a grasp on psychology: You have to understand people’s unique personalities and feelings. When it comes to starting a business, stick with what you know, and be cognizant of what you don’t and of where you need support. The bottom line: If you’re not a good manager, bring good management around you.

Achieve a strong culture: Select team members whose values align with your own

Once you have a senior management team in place, the next step is to create a healthy culture by hiring individuals with the right drive and goals. According to PwC’s 2021 Global Culture Survey, 67% of people believe culture is more important than strategy or operations. Make sure that whatever your passion is, it’s matched by those you hire.

I have some team members at my company who are in my family, but they have earned their place and continue to work hard to showcase their value. If you hire family members, I recommend keeping your company a meritocracy. Blood relation isn’t enough of a reason to hire and keep an employee; like-mindedness and enthusiasm for the business are also deciding factors. When I hire outside of my family, I do so based on referrals. Cultural alignment is critical to sustaining a healthy internal culture, which boosts productivity and output, ultimately keeping investors happier.

Related: 6 Steps for Hiring the Right People to Build Effective Teams

What should you look for when making a hire?

Employees should share a sense of urgency, responsibility and passion for your business. It’s also a two-way street in that, as a business owner, you need to provide an opportunity for your employees to grow their careers by working to earn higher titles, promotions and raises. A strong culture is one where employees can not only educate themselves but also strengthen their skillset. While it’s necessary for many employees to start at a more entry-level position because of their experience level, it’s critical to create an environment for them to be able to work their way up. These are key to building a business that can survive and thrive.

When assessing potential candidates to join your company, being a good judge of character and work ethic is important as well. I can tell when I look into somebody’s eyes how much and how hard they work. I personally have dark circles under my eyes constantly. Many entrepreneurs are sleeping in their offices, working seven days a week, maybe 16 hours a day. When you try to start a business, it’s not a 9-to-5. It’s 24 hours a day, seven days a week.

While you shouldn’t expect your employees to sleep in their offices or burn the midnight oil all the time, having a deep commitment to hard work is important, especially for an entrepreneurial firm with a lot of growth potential. Success is never overnight, and the journey can be arduous. But once you reach a point of success, you can appreciate what you have built. By relying on the right team, you’re going to sustain success by making wise and reasonable decisions.

Overall, building out the right team to manage the entire workforce and selecting employees whose cultural values align with your time are key to running a successful, productive and healthy business. Now more than ever in a post-pandemic working world, culture is critical to helping sustain startups and even more established businesses.

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Edward Fernandez

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January 20, 2023
6 Ways to Foster Teamwork in Your Business
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Teamwork is essential to any successful business, as it allows employees to pool their skills and knowledge to complete tasks more efficiently and effectively. But, just having a team of employees is not enough to guarantee success. To get the most out of your team, you must encourage successful teamwork within your organization.

Let’s discuss six ways to do just that. With these tips, you can foster an environment of collaboration, trust and understanding that will help your team reach their potential and drive success for your business.

Related: The Importance of Teamwork and Collaboration

1. Define roles and responsibilities

When it comes to successful teamwork in your business, one of the most important elements is having clearly defined roles and responsibilities. Each team member must understand their role and how they fit into the bigger picture. Having well-defined roles will allow each team member to take ownership of their own tasks and understand how their work fits into the collective success of the entire team.

Before any work can begin, it’s essential to identify each team member’s skills and experience and assign specific roles accordingly. Make sure each team member is aware of their duties and responsibilities, and don’t be afraid to give them room to explore their talents and use them to benefit the team. This will help ensure that everyone is working towards the same goal and promote collaboration and camaraderie amongst team members.

When defining roles and responsibilities, it’s important to consider how individual skills can complement those of other members. This can mean assigning more complex tasks to those with more experience or expertise while giving simpler tasks to those needing more time or guidance. By doing this, you are ensuring that everyone can contribute to the team’s success in their own way.

Finally, ensure that you create a system for tracking progress and providing feedback. By setting deadlines for tasks and providing regular feedback to each team member, you are ensuring that everyone is held accountable for their work and helping them improve their skills. By defining roles and responsibilities, you are laying the foundation for a successful team that will help your business thrive.

Related: How To Increase Employee Responsibility — Regardless of Where You’re Working

2. Set clear goals and objectives

Teamwork is essential for any business to succeed, but fostering collaboration and cooperation among your employees can be difficult. Set clear goals and objectives that the team can work towards together. Doing so helps give everyone a sense of purpose and direction while also helping them stay on track and avoid getting sidetracked by other tasks. When everyone understands what they are working towards, they will be more likely to collaborate and come up with creative solutions to any problems that may arise. Establishing clear goals and objectives can also help to motivate the team, giving them something to strive for and measuring their progress against.

3. Encourage creativity

Teamwork is essential to any successful business. To foster an atmosphere of collaboration and success, it is important to encourage creativity in your team. Here are a few ways to get your team thinking outside the box:
- Brainstorming sessions — Use brainstorming sessions to develop new ideas or solutions to existing problems.
- Promote healthy competition — Creating friendly competitions between teams or departments can help stimulate creativity and drive employees to think of creative solutions.
- Support risk-taking — Encourage employees to take risks and suggest creative solutions without fear of failure.
- Set a good example — Lead by example and show your team that you are open to new ideas and willing to take risks.
- Celebrate successes — Celebrating successes will motivate team members to continue striving for success and take more risks.
- Provide resources — Give employees access to the tools, resources, and training they need to create innovative solutions.
- Create an inspiring workspace — A clean, organized, and inspiring workspace can help increase creativity.
- Reward creative efforts — Rewarding creative efforts will show your team that you value their creative input and encourage them to keep coming up with new ideas.
- Invest in technology — Invest in the latest technology to give your team access to the best tools for creative work.
- Involve everyone — Involving everyone in the creative process will ensure everyone can contribute their ideas and benefit from the team’s success.
4. Celebrate successes

Teamwork is essential to the success of any business. Encouraging successful teamwork starts with celebrating successes and recognizing individuals and teams for their contributions. Celebrating achievements, big or small, helps to create a positive and productive atmosphere in the workplace and will help to motivate and engage employees.
- Share success stories with the team — Take time to recognize individual and team successes by highlighting them in meetings or emails.
- Give out rewards — Reward employees for their hard work and accomplishments by providing bonuses, gift cards, or other incentives.
- Showcase success on social media — Let your audience know about the great things your team has achieved by posting about them on social media.
- Have team celebrations — Celebrate team successes by throwing an office party or team-building activity.
- Say thank you — Make sure to take the time to thank each individual for their contributions, no matter how small.
- Share recognition — Encourage team members to recognize each other’s successes and praise each other publicly.
- Hold competitions — Give awards or prizes to teams or individuals who have achieved a particular goal or milestone.
- Use public acknowledgment — Acknowledge successes in a public setting like a company newsletter or blog post.
- Celebrate the little things — Don’t just focus on the big wins, but also take time to appreciate smaller successes along the way.
- Set achievable goals — Create achievable goals that everyone can strive towards together as a team. This will encourage collaboration and support amongst team members and foster a spirit of success.
Related: How to Set Goals and Celebrate the Successes

5. Encourage healthy conflict

When building a successful team, encouraging healthy conflict is essential. Healthy conflict encourages team members to think critically and view issues from multiple perspectives, which can lead to innovative problem-solving. To promote healthy conflict in your team, provide an environment where everyone can express their ideas without fear of being judged or attacked. Encourage active listening to ensure everyone feels heard, and consider setting ground rules for respectful communication. Inviting an outside facilitator to lead the discussion can also be beneficial in ensuring that dialogue remains constructive.

6. Learn from failures

Regarding teamwork, it is crucial to recognize that failure is essential to learning and growth. If a team works together to complete a task but fails, it can be a valuable opportunity to learn from mistakes and to try something different. Leaders should encourage the team to discuss what went wrong and brainstorm ways to do better the next time. This dialogue will help build a culture of open communication, collaboration, and problem-solving.

Additionally, when a team experiences failure, leaders should provide recognition for any hard work and contributions made by individual team members. Doing so will help ensure that even when projects don’t end up as expected, everyone can still feel a sense of accomplishment for their effort.

Finally, take the time to reflect on what was learned from the failure and use this knowledge to inform future tasks. With this approach, teams can move forward with greater confidence, knowing they have the tools and strategies necessary for success.

The key to successful teamwork is open communication and collaboration. By leveraging these tips, you can encourage effective teamwork in your business and promote a culture of trust and respect. With the right tools and strategies, you can help create a positive environment for teams to achieve success.

Let Hana Retail be your POS system and experience the power of teamwork! Our innovative technology allows multiple users to access the system simultaneously and collaborate on tasks, streamlining customer service and increasing efficiency. With us, you’ll have a POS system that works with your team, not against it.
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Murali Nethi

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December 29, 2022
5 Ways You Can Build a Strong Leadership Team

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Opinions expressed by Entrepreneur contributors are their own.

Laying the foundation for a powerful leadership team starts with a business assessment and a self-assessment. What does the business need to achieve, and how can our leadership teams get us there?

I tend to look at things globally, but while I can see things in a micro way to determine the next steps, I like to lean on my teams to dig down into the details as they come up with a knock-out marketing and sales strategy, stellar creative, rock-solid and accurate financials and innovative thinking that are all informed by five guiding tips.

Related: 22 Qualities That Make a Great Leader

1. Determine what goals and priorities the business needs to focus on

When determining the base needs of the business, you have to look at who’s already on your team. Here’s a good example. I have a person in a manager’s seat right now, but I’m mentoring him to be a director because what I’ve identified in him are many of the key personality qualities that a leader and a leadership team need.

Intelligence is key. I refer not only to business intelligence but also to emotional intelligence. This includes understanding how to interact with people and the business requirements. They are two different things, but both are required of a leader. You need to be organized, and you need to have really good communication skills.

You also need to be able to say no. I want my leadership team to be strong enough to know the difference between what we should say yes to and what we should say no to because I’m relying on them to run their parts of the business and then report to me. Therefore, I need to have trust that they understand what it means to say no — and they can only know that if they understand the business as a complete operation.

For example, if there’s a need for someone to jump in the warehouse and pack boxes, then so be it. The fact that my warehouse leader was packing orders on a Monday shows the rest of his team and me that he’s not going to ask anyone to do something that he’s not willing to do himself.

Related: Setting Measurable Goals Is Critical to Your Strategic Plan (and Your Success). Here’s Why.

2. Never forget the importance of “right people, right seats.”

Do they get it? Do they want it? Do they have the capacity to do it? And then there are measurables that give us an idea if they are meeting those criteria. We’re a little obsessed about this, but it’s important.

One thing that guides a strong leadership team foundation is the establishment of core values. What does the business stand for, and what are those values?

In our business, one of the things that we really believe in is customer relationships built on trust. Another one is minding the small details. Little things matter. This can be the little nuances of contract manufacturing or providing more service to our customers.

You want to go out and find a leadership team that lives the core values every minute of every day that they are in the building, hybrid or remote — because it is through their leadership, their belief in those values, and how they exemplify them that provides the blueprint of how an employee should act.

Remember that every employee, not just leaders, builds a company’s reputation and goodwill.

Related: As a Leader: Never Compromise Your Core Values

3. Leaders should be able to pivot, make adjustments and change course

If you’re going to be in business and think things are going to stay the same, you’re not in the right field and should do something else. There’s an excellent quote that I read recently from Jeff Bezos, where he said that “every day needs to be day one.”

He said that day one is when you’re entirely customer-obsessed and constantly looking to grow the business. On day one of a business, you’re asking what we can do to wow our customers. How can we provide value? You never want to leave day one because, once it becomes day two, it’s now on a path to stagnation.

I agree with that. Part of day one thinking is understanding that things change. It’s being resilient enough to change course, evaluating things on the fly, knowing what’s working and rapidly driving resources to what’s working.

How do you bring the best out in your teams? In baseball, it’s catchers that have a unique perspective. They’re managing the pitcher and see the game from a perspective only they can see.

They’re watching the game unfold in front of them. Nine innings, 162 games a year for 20 years, or however long they’re behind the plate. They’re great leaders in the sport because they understand the game at a level that other players can’t.

I think that that’s a big part of when you’re looking to develop a quality leadership team. Those are the kind of skills that you want to see.

Be like a catcher.

4. Knowing that honest mistakes, smart risk and bold action are often needed

What I believe in is that you want to give people smart authority. You want to let them understand the guardrails within their sphere and encourage people to own things. You give people a chance to accept responsibility, take full responsibility for something and give them goals for what you want them to accomplish. Then set them free to go out and do it.

When they make mistakes, they learn something. It’s through honest mistakes that real learning happens. We grow up in a culture where everything has to be mistake-free and perfect. In reality, however, the best and most successful entrepreneurs are founded out of risk. If you remove the risk from your business as you’re operating it, how can you ever grow? How can you ever move to the next level?

You want to allow your team and leaders to grow and make what I call “smart mistakes” — honest mistakes that are not due to carelessness or recklessness. It’s okay to make a mistake when you’ve gone through the process of making a good decision.

I also believe in “smart risk,” — where you think more outside the box. Smart risk is, for example, taking a reasonable chance on a well-thought-out opportunity.

In marketing, there’s the whole theory of test and rest. Try something, give it a time frame, and look at the results. Did it work? Yes, then throw more at it. If not, what did we learn, why didn’t it work and what could we tweak?

Related: 7 Mistakes Leaders Make When Managing a Remote Team

5. Blending diverse talents can create a force multiplier effect

The best example that I can give is a hockey team. There are usually four lines on a hockey team, and traditionally, you have the top six that score. You have two lines of forwards that go out there, and their job is to generate offense and control the puck in the other team’s zone. But if you have four lines like that, then who’s playing defense?

So, you complement those lines with somebody who’s maybe a bit more physical, somebody who likes to agitate. While you certainly need to score goals, you also need the passers, the players who keep the team spirits up, and the enforcers where necessary.

Same thing in business. You have to have a leadership team that’s not an echo chamber. In echo chambers, there are no divergent views or solutions. When you look at things like marketing and sales, you want different opinions so you have the best chance to make a decision that helps the business move forward.

Related: Ensuring Diversity Is Not a Distraction to Leaders

While values can be shared, talents should be unique. People should be able to work together and respect each other’s aptitudes and viewpoints because I believe that creates a high tide in which all boats can float.

My feedback about our vice president of sales from her employees is that “She is the best manager I ever worked for because she empowers me to own things and do the best job I can.”

That’s what I call great leadership.

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Vincent Tricarico

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December 27, 2022
Global Archery Adds 54 New Archery Tag® Providers in 17 Countries in the First Quarter of This Year.

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Global Archery is pleased to announce in the first quarter of this year the continued growth of our worldwide market by 54 new Archery Tag® Licensees into the following 17 countries:

Press Release
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Apr 5, 2016

Ashley, IN, April 5, 2016 (Newswire.com)
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Global Archery is pleased to announce in the first quarter of this year the continued growth of our worldwide market by 54 new Archery Tag® Licensees into the following 17 countries:

Australia:             Scouts South Australia

“I came across Archery Tag as I was searching for new activities for our youth group and camps. As I began to research the possibility, I realized there was a great potential in Wyoming to be able to offer this great sport and activity in our area. From that, I decided to pursue Archery Tag as a small business here in Laramie, Wyoming. So far, Archery Tag has exceeded expectations. Everyone who has played has absolutely loved it, and I am excited to continue to introduce people to Archery Tag in the state of Wyoming!”

Jason Nelson, J Bow Tag

                             Queanbeyan City Council

                             Archer Combat Sports

Canada:               Bent Elements

                             Royal Flush

                             Montreal Archery Games

                             Kids Fitness League

                             Pro Sports Management

                             Battle Tag Sports

                             Annandale Golf and Curling Club

China:                  Shanghai XEDGE Sports Development Co.Ltd

England:            Bath Shooting Company

                             Splashes Leisure Pool

                             Discover Archery Ltd.

                             Mojo Active

                             Red Rock Leisure

France:                Horizon 360/Le Bois

Indonesia:           KTM Resort

Ireland:                Goleen Harbour Ltd

Jordan:               Golden Bow for Entertainment

Lithuania:            Lankinis

Malaysia:             ATAG ENTERPRISE

Mexico:              Andrea Juarez

Saudi Arabia:    Archery Game

Scotland:           Adventure Doon

Singapore:           SAFRA Adventure Sports Centre

Sweden:             AKTIVITETER 360

United States:    J Bow Tag

                             E-Fused Coatings

                             Total Sports Complex

                             Archery Hawaii

                             Treehouse World, Inc.

                             A.I.M. (Always in Motion)

                          Thomas Road Baptist Church

                             Ohio Conference of Seventh-day Adventist

                             Delta Lake Bible Conference Center

                             Clinton Parks and Recreation

                             American Mobile Sound Indiana LLC

                             Knockerball Oklahoma LLC

                             ACA Camp Geneva

                             Camp Wabanna

                             BILLS FIELD & STREAM

                             District “12”

                             ArcherX, Inc.

                             Military Community Youth Ministries

                             Visual Image Works

                             Easton Sports Development Foundations

                             True Friends

                             TJ Sports

                             Knockerball Charlottesville

                             Wasting Arrows

                             All Points East Outdoors, LLC

                             Hang Time Orem LLC

Wales:                 Rob Pearson

Please visit our locations page to see if one of these Licensees is in your area, so that you can support them and experience the thrill of Archery Tag®.

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April 5, 2016