We’re excited to introduce you to the always interesting and insightful Amy Jaramillo. We hope you’ll enjoy our conversation with Amy below.

Amy, looking forward to hearing all of your stories today. Coming up with the idea is so exciting, but then comes the hard part – executing. Too often the media ignores the execution part and goes from idea to success, skipping over the nitty, gritty details of executing in the early days. We think that’s a disservice both to the entrepreneurs who built something amazing as well as the public who isn’t getting a realistic picture of what it takes to succeed. So, we’d really appreciate if you could open up about your execution story – how did you go from idea to execution?

I’ve toyed with the idea of starting my own HR Consulting company for years before I decided to execute. I think what was holding me back was that I had to first overcome my inner doubts. There is a level of imposter syndrome that occurs during this process. Can I actually do this? Do I have enough experience? Where do I even start? Who’s my target market?

Another challenge was that I didn’t have any role models in my field to reference. For example, there are not many HR freelancers who do what I do. The ones I have met offer either recruiting services, are less strategic, or are very niched. My services are vast and high touch.

The second step to starting a business is the set up. Registering your company with the state, setting up an EIN, ensuring you have the right licenses and insurances in place, setting up your website, finding a decent domain, vetting vendors, vetting partners, and solidifying your marketing strategy. All of these steps take time to source and secure.

The third step is getting your name out there. After the logistics have been figured out and you are ready for new business, now you have to figure out how you are going to attract clients. And keep in mind everything is still very new at this point which makes it that much more challenging. It takes practice and time to hone new skills. Processes and procedures that I created when I started out, have had to be refined over the years. I’ve had to learn to maximize my resources, stay on top of employment legislation, and commit to non-stop networking. I met with so many people in the first year, it was quite exhausting especially since I did not know at that point the questions I needed to ask. Now I consider myself a networking pro.

Great, appreciate you sharing that with us. Before we ask you to share more of your insights, can you take a moment to introduce yourself and how you got to where you are today to our readers

I come from the philosophy “Primum Non Nocere”.

This is a saying I picked up while working in the mental health field in my previous career. What this means is that I will always recommend a course of action that is of the best interest for my client. The benefit of being independent, is that I do not have to upsell unnecessary services or products. I will also never recommend any course or action that is not worthwhile, helpful or useful.

I genuinely care about my clients success and it was disheartening to watch so many  businesses struggle through the pandemic. I saw many smaller and medium sized companies get denied PPP loans, while large corporations raked in millions. I had countless people reach out to me and ask if I could help them with their resumes, which I happily did at little to no cost. Now we are approaching a recession, and I will continue to support the local business community in whatever capacity I am able to.

Do you have any insights you can share related to maintaining high team morale?

1. When you are managing a team and want to build trust, it is important to set the example for the team. If you are a not a confident leader, your employees will sense that and it will create instability within the foundation of the team. Confident leaders are not intimidated by other confident people. On the contrary, they empower and support everyone within the team because they genuinely care about the success of the team and the well-being of the individuals within that team.

2. Invest time in developing your team. What do I mean by that? Train them when you see that they are struggling in a particular area. Meet with them frequently to check in to see how they are doing. And not just check in about their work load in regards to productivity, instead ask how are they feeling about their work life balance? What areas do they need more support in? Would they like training on time management or personal development? Are they intrinsically or extrinsically motivated? Your team will appreciate that you have taken the time to listen and understand them on an individual level.

3. Give team members autonomy and understand that they will make mistakes but as their leader, you will be there to guide them towards solutions. It is imperative for morale building that the team knows that they can count on their leader to have their back at all times.

4. Provide feedback whether it is positive or constructive feedback. Employees like to know where they stand within the company, within their team and in their performance.

5. Provide recognition!! When you see a job well done, make sure that you recognize it. This is so extremely important and it takes practice and authenticity in delivery. You do not have to make a public service announcement (some people loathe public recognition) but find a way to recognize and reward each employee based on their preference. Maybe that means giving out a Starbucks gift card, a bonus, a “great job” or even public recognition (for those who want it).

6. Lastly, be confident in your decisions but admit when you make a mistake. Employees trust leaders who are decisive but can also show vulnerability and human compassion.

Can you tell us about what’s worked well for you in terms of growing your clientele?

Being involved in organizations that support my industry has worked well for me when making business connections. For example, I am a member in various organizations that support small business owners, women business owners, and human resources professionals. There are many more that I would like to join, but finding the time is always a challenge. Most of my clients come from referrals, so networking is an essential part of my business.

Contact Info:

• Website: https://ajconsultinggroup.com/
• Linkedin: www.linkedin.com/in/amyjaramillo

Image Credits
Nicholas Andrews, SD Headshots