Ello Creatives (2026)

05/02/2025

Communication as a leader isn’t just about what you say—it’s about what your team hears and understands.

Are your expectations clear, or are they lost in translation? Are you creating open dialogue or just broadcasting information?

Great leaders don’t just talk—they listen, clarify, and reinforce. They ask questions, provide feedback, and ensure alignment. If your team isn’t executing as expected, ask yourself: Did I communicate, or did I just assume they knew? Did my nonverbal communication say more than my verbal?

And here’s the tough part: Your personal communication preferences might not be what your team needs. If you prefer quick verbal check-ins but your team thrives on written instructions, you may need to adjust. Leadership isn’t just about setting expectations—it’s about delivering them in a way that sets your team up for success.

Challenge yourself this week:
✅ Align your key message- if you are saying one thing and doing another, you have mixed messages leading to confused leaders
✅ Find the method that works for your team- how do they operate, how do they communicate- it might not be your way, but if it's successful bridge the gap and find a middle ground- don't be the hiccup in your own business
✅ Keep key communication flowing for key tasks- if it's a priority and a goal, don't go silent- stay in the lane and on task by open communication
✅ Acknowledge silent communication is as loud as verbal- if you don't answer a question, don't reply back, don't keep communication open, misplace and create chaos it speaks much louder than anything you actually say

Strong communication builds trust, accountability, and results. How do you ensure your team understands your vision?

03/02/2025

Sometimes, it’s hard to know when your processes need a refresh. Here are 3 signs your operations might need attention:

1️⃣ You’re constantly putting out fires instead of focusing on growth and sustainability.
2️⃣ Key tasks fall through the cracks regularly causing chaos and uncertainty.
3️⃣ Your team seems confused or overwhelmed by day-to-day expectations and not performing well.

A strong foundation of clear workflows and policies empowers your team to thrive. Where are your pain points right now?

30/01/2025

The 2 F’s of decision-making: Foundations and Financials.

Are you making business decisions rooted in these two critical areas?
Do you know your foundations and financials inside and out?

When I sit down with business owners, we often uncover questions that are tough to answer (psst... that's exactly the point). Those uncomfortable moments bring clarity to what’s missing—and that clarity builds strength.

By addressing the hard questions now, you’re setting your business up to handle unforeseen variables with confidence, not chaos.

So, here’s your challenge: Take a hard look at your foundation and your financials. Are you leading with stability and strategy—or reacting to the noise around you?

29/01/2025

You can’t expect your team to function like a well-oiled machine if your processes look like this- colorful, chaotic, and impossible to decipher.

Clear processes are the backbone of a productive team. Without them, confusion, inefficiency, and frustration take over.

🛠️ Here’s the truth:
✅ A well-documented workflow gives your team clarity.
✅ Consistency creates confidence.
✅ Simplicity saves time and money.
✅️ Efficient performance from your people starts with clarity from the business owner.

If your SOPs and workflows feel more like abstract art than a roadmap, it’s time to rework the foundation. Tightening your operations isn’t about micromanaging—it’s about empowering your team to deliver exceptional results without the guesswork.

Let’s start the year with clarity. How are you refining your processes for 2025?

17/09/2024

Taking a look at your standard pieces for a successful service isn't done often enough!

Hear me out!

We tend to get caught up in thinking that the daily operations that are mundane are working well and forget to check in on them. It seems counterproductive to check in on something that is working or something that has been scratched because it hasn't worked in the past, BUT, have your people changed, has your guest changed, has your structure changed?

If the answer is yes to any of those, then checking in on pivotal pieces is necessary!

➡️Alley Rallies

Do you like them or do you hate them❓️

They are crucial touch points to make service successful at a 5000 ft view. But here’s a common pitfall—setting general goals for the entire team instead of specific accountability goals for each person.

When we generalize, it’s easy for individuals to feel lost in the crowd. They may think, “someone else will handle it” or not fully understand what their exact role is. This can lead to a lack of accountability and missed opportunities for personal growth and responsibility.

Here's what to check⬇️

1. Announce specific goals – Give each person a clear, specific task. Whether it’s handling a section, overseeing table turns, or monitoring food timing, clarity builds ownership. Get even more specific with sales targets, specific items to be pushed, and consumer personalization.

2. Company Goal & Direct Check-Ins – Instead of a general follow-up, touch base with each team member during shift and check their progress. Identification of the greater goal makes everyone feel valued. Accountability is stronger with follow-through for everyone, including leadership.

3. Personalization – your people are people, each having strengths and weaknesses. Focus in on a positive and a push outside of the box for your team so it becomes exciting, not just another "lecture".

❓Question for You: How are you making each team member accountable during your alley rallies?

Need a template to follow? Let's chat!

11/09/2024

Build Your Business with anchors that promote confidence!

How ❓️

Start here ⬇️

Decisions MUST be data based, realistic, and measurable in outcome.

As a leader, you need to be able to back your tasks, your strategies, your decisions, your moves.

Make sure you know these pillars!

🌟Vision, Mission, Handbooks, SOPs
Your vision and mission shape the company’s long-term direction, while handbooks and Standard Operating Procedures (SOPs) create the structure that aligns your team with your goals. This clarity empowers everyone to move in the same direction.
💡Pro Tip:Regularly revisit these to ensure they reflect the current reality of your business and your team’s capabilities.

🌟Yearly Goals
These set the roadmap for your business's growth and success. They help you and your team focus on priorities that drive results.
💡Pro Tip: Break yearly goals into smaller, achievable milestones, and celebrate the wins along the way.Make sure they are measurable! Just words on paper won't get you very far.

🌟KPI Reports
Key Performance Indicators (KPIs) track the metrics that matter most to your business. From customer satisfaction to operational efficiency, KPIs provide data-driven insights.
💡Pro Tip: Customize KPIs based on your team's needs and business objectives to foster accountability and continuous improvement. Owners these should be provided to you on a cyclical cycle. To find out how often, drop a comment with your business type.

🌟OKR Reports
Objectives and Key Results (OKRs) are powerful tools to motivate and stretch your team toward ambitious goals, ensuring alignment with your company’s mission.
💡Pro Tip: Make sure OKRs are both aspirational and achievable to balance ambition with practicality. These are also cyclical.

Together, these pillars help you create a leadership structure built on clarity, accountability, and forward momentum. How are you ensuring your leadership data is in place and actionable?

Ready to solidify your leadership foundation with a tailored approach? Let's chat!

10/09/2024

Does anyone else have a visceral reaction to this statement? Just me?

Is it generational or was it overly used as an easy way out?

Part of my personal "why" is to make sure that employers and employees never get stuck in this mentality when it comes to their operations.

It sounds like this⬇️

" I don't know why we do it that way, just do it"

" I was told that's how it had to be, so just do it"

" The owner said do it that way"

" That's above my position, so I don't care"

It breaks culture by this ⬇️

✔️ Not knowing the vision and mission
✔️ Not buying into the bigger picture
✔️ Not allowing operations to support the team

It creates this ⬇️

❌️ Lack of Accountability
❌️ High Turnover
❌️ Favortism and unfair treatment
❌️ Perception bias
❌️ Rigid decision making with no backing data

How to fix it:

💡Information: Provide the why behind the company with exact ways each level is included in the overall goals
💡 Show Transparency: “Here’s why we’re doing it this way. Let me explain how it aligns with our goals.”
💡 Empower responsibility and emplore follow through: “You have ownership of this task. Let’s touch base if you run into any issues, but I trust you. Let's meet to discuss progress and needs next week"
💡 Differentiate responsibility and accountability: responsibility is required, accountability is how it's completed
💡 Communication: your team will fall short everytime without consistent communication and measurable action steps

Eliminate the “because I said so” mentality from your leadership. Create a culture of transparency, collaboration, and empowerment in your team. Let’s work together to build a stronger foundation for your leadership. Let's chat!

22/08/2024

Are you setting the standard that any ask from your team will be a "no," but not the "no" they can hear—a silent "no" that has no definitive statement, no reason, no acknowledgment?

This changes your culture by:

❌ Breeding Uncertainty:When your team feels their requests are met with silence, it creates a lack of clarity and uncertainty, leading to disengagement and frustration.

❌ Undermining Trust:Consistently avoiding direct responses erodes trust within the team. They may start to feel that their concerns and ideas aren’t valued or taken seriously.

❌ Stifling Innovation: A culture where feedback and requests are ignored discourages creativity and innovation. Team members might stop offering ideas altogether, fearing they'll be dismissed without consideration.

❌️ Creates a "because I said so" mentality: yes, the dreaded kind that offers no room for progress or consistency.

So, how do you change it?

✅ Providing Clear Communication:Always offer a clear and direct response, even if it’s a "no." Explain the reasoning behind your decision and show your team that their input is valued, even when it doesn’t align with current priorities.

✅️ Create Foundations: Foundations that offer insight into what is acceptable and what isn't acceptable will adjust the questions you have to answer to relatable and justified questions instead of "off the cuff" questions that aren't relevant.

✅ Encouraging Open Dialogue: Foster an environment where questions and ideas are welcomed. Create opportunities for team members to voice their concerns, knowing they’ll receive thoughtful feedback. Apply action to the feedback with measurability, and acknowledge when you can't.

✅ Building Trust through Transparency: Share your decision-making metrics with your team. Let them understand how decisions are made and the basis of "why". Opening your doors wide open isn't necessary if you don't want to, but "because I said so" doesn't work either.

By addressing these issues head-on, you can create a culture where communication is open, trust is built, and innovation thrives.

Does this foster a reaction in you? You may need to work through these within your team. Need help? Let's chat!

20/08/2024

Are you a go-getter or a thinker?

Every successful business is built on a strong foundation, anchored by a well-structured funnel that drives controlled and consistent operations. As you move through the funnel, the steps become more focused and refined, which is why the funnel narrows. Just as important as the systems we build are the people who bring them to life. Let’s explore how balancing different personality types—“Go-Getters” who act now and think later, and “Thinkers” who analyze first and act later—impacts your business funnel.

Keep in mind 💡 The Funnel remains the same regardless of personality type!

Vision & Strategy:
The funnel starts broad, encompassing a clear vision and strategy shaped by a blend of action and foresight.
Go-Getters: Excel at initiating bold strategies and driving immediate action.
Thinkers: Ensure that every move is aligned with the company’s long-term goals through careful planning.

Operational Systems:
As the funnel narrows, focus shifts to creating and implementing precise operational systems.*
Go-Getters:Push for quick implementation and rapid iterations.
Thinkers: Develop detailed Standard Operating Procedures (SOPs) to ensure long-term consistency and quality.

Financial Management:
With each step, the funnel becomes more refined, focusing on sound financial management that balances quick decisions and careful deliberation.*
Go-Getters: Make swift financial moves to seize opportunities.
Thinkers:Analyze financial data to make informed decisions that safeguard the business.

Staff Training & Development:
The funnel continues to narrow, concentrating on specific areas like staff training and development.*
Go-Getters: Focus on quick wins, driving short-term performance improvements.
Thinkers:Invest in long-term staff development, ensuring skills and knowledge are continuously updated.

Customer Experience:
As the funnel reaches its narrowest point, the focus is on delivering exceptional customer experiences with precision and care.*
Go-Getters: Act quickly to resolve customer issues and improve the experience.
Thinkers: Analyze feedback and trends to enhance customer service strategies over time.

Review & Adaptation:
At the very end of the funnel, only the most refined and impactful actions remain, ensuring continuous improvement.
Go-Getters: Lead the charge in making rapid adjustments when needed.
Thinkers: Systematically assess what works and what doesn’t, ensuring each change is beneficial.

Are you harnessing the power of both Go-Getters and Thinkers in your business? Not sure what goes in each level to make this functional? Let’s connect and discuss how to balance these personalities within your business funnel for controlled and consistent operations.

🔗in bio to schedule!

19/08/2024

The Locus of Control assessment is often used in psychological settings to help individuals with anxiety and a multitude of of other mental health struggles but it has its place in leadership too!

Let me explain⬇️

In leadership, control is a double-edged sword. Knowing what’s within your control and what isn’t is crucial to your success and the success of your team. But how often do you truly assess this?

Do you identify more with an internal locus of control, where you believe that your actions directly impact outcomes? Or do you lean towards an external locus of control, attributing results to factors outside of your influence?

Have you, as a leader, ever determined this?

Interestingly, research suggests that those who perceive their control as internal are sometimes less able to deal with workplace stress, possibly due to not needing a rigid structure in the organization (Galvin et al., 2018). On the other hand, individuals with an external locus benefit more from formalized ways of working, including job structures, highlighting the complexity involved in the perception of control.

Consider this: How does your perception of control influence the way you distribute tasks, delegate responsibilities, or follow through on important projects?

If you see control as internal, do you find it hard to delegate, believing only you can ensure success?
If you lean towards external control, do you find yourself hesitating to take decisive action, waiting for conditions to change, or getting to the next goal before addressing any issues?

Both mindsets have their strengths and pitfalls, but understanding your natural inclination can help you make more informed decisions, empower your team more effectively, and create a balanced approach to leadership.

As a leader, how does your perception of control shape your day-to-day operations? Are you empowering your team by letting go of what you can’t control and focusing on what you can? Do you have processes in place to follow through on delegation, especially as an internal control individual?

Let's discuss how you can identify and harness your locus of control to enhance your leadership and drive your organization forward. Schedule a call today!

16/08/2024

Have you ever been in a place where you think what you said or did was positive and then realize it drastically disrupted your team?

Let me introduce you to➡️Perception Bias

Perception bias is one of the silent disruptors in the workplace, subtly shaping our interactions and decisions.

The 6 main contributors:

1. Affinity Bias: Favoring those who are like you, leading to homogeneous teams and stifling diversity of thought.
2. Confirmation Bias: Seeking out information that confirms your pre-existing beliefs, which can reinforce poor decision-making and exclude new ideas.
3. Halo Effect: Letting one positive trait overshadow all other aspects of an individual, which can skew performance reviews and team dynamics.
4. Horns Effect: The opposite of the Halo Effect, where one negative trait clouds your judgment of a person’s overall capabilities.
5. Attribution Bias: Attributing successes to personal skills and failures to external factors, which can erode trust and accountability within your team.
6. Stereotyping: Making assumptions based on generalized traits rather than individual merit, leading to unfair treatment and reduced team morale.

This can look like ⬇️

🔹️Consistently calling out positives about 1 person
🔹️Disregarding the entire team that worked on a project or success but acknowledging one piece
🔹️Focusing on 1 team while neglecting communication with the others
🔹️Providing support and engagement and corrections to one person or team
🔹️Creating cliques within organizations
🔹️Promotions to people that have serious leadership quality issues..and so many more!

So, what do you do?

Start here:
1. Awareness and Training: Educate your team on the different types of perception bias and how they manifest in everyday interactions. Awareness is the first step toward change.
2. Structured Decision-Making: Implement checklists or structured formats for evaluations and decision-making processes to ensure that each aspect is considered objectively.
3. Diverse Teams and Open Dialogue: Encourage diversity and open dialogue within your teams. Different perspectives challenge biases and lead to more balanced decision-making.

Perception bias doesn't just affect your individual employees; it impacts your entire company culture and bottom line. Customized training and ongoing support can help shift these biases, leading to a more inclusive, productive, and cohesive team.

These traits are often foreshadowing into deeper cultural issues ongoing in your organization. Without correcting these it can look like⬇️:

🔹️High Turnover
🔹️Lack of morale
🔹️Bare minimum work ethic/"quiet quitting"
🔹️Devisivness between teams
🔹️Inability to affect change behavior
🔹️Leader vs. Team mentality ..and more

Ready to tackle perception bias in your team? Let's connect and develop a tailored approach to overcoming these challenges.

15/08/2024

Do you find yourself waiting and wondering how your team will show up today? Do you gauge their mood before deciding how you need to step in to make the day successful? Or are you the leader your title suggests, actively shaping how the day will go?

Are you a leader or.....

Here's the thing—consistency, structure, and leadership aren’t just nice-to-haves; they set the tone for your team’s day and, by extension, the success of your business. When you establish strong foundations, you don’t need to tiptoe around your team’s needs. Instead, you can blend their needs into the solid framework you've already built.

Blending is imperative! Remember, people are human and need to know that their needs are important. Everyone has bad days and the old adage of "don't bring your life to work" doesn't entirely hold up here when your team spends equal amounts (or more) "life" inside the team.

BUT...

Leadership isn’t about reacting to the day; it’s about proactively dictating it. Step into your role with confidence and watch as the day trends in the direction you want, not the other way around and on those days that your team needs that foundation to keep their life in line, it'll show itself in true form!

Monday	09:00 - 16:00
Tuesday	09:00 - 16:00
Wednesday	09:00 - 16:00
Thursday	09:00 - 16:00
Friday	09:00 - 16:00

Ello Creatives

05/02/2025

03/02/2025

30/01/2025

29/01/2025

17/09/2024

11/09/2024

10/09/2024

22/08/2024

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