We were lucky to catch up with Kevin Chern recently and have shared our conversation below.

Kevin, thanks for joining us, excited to have you contributing your stories and insights. What’s something you believe that most people in your industry (or in general) disagree with?

As a seasoned professional in the business networking and relationship-building space, I’ve come to believe something that many in my industry would likely disagree with – that making targeted introductions can be both a form of goodwill and a way to monetize your network.

Most people assume that the idea of making money for making introductions and extending goodwill are mutually exclusive. However, in my experience, that is simply not the case.

The story behind this unconventional view starts with my early days in the industry. When I was first building my network, I made a concerted effort to connect people who I thought could benefit from knowing each other. Whether it was introducing a client to a potential vendor, linking up two professionals who could collaborate, or connecting someone looking for a job with a company that was hiring – I took pride in being a connector.

What I found was that these introductions were not only appreciated by the recipients, but they often led to new business opportunities for me as well. Individuals I had connected would remember my role in facilitating those relationships and would subsequently seek me out when they had a need that I could assist with.

I realized that by thoughtfully leveraging my network and connections, I could create value for others while also driving revenue for my own business. It wasn’t about solely trying to make a quick buck, but rather taking a more holistic, relationship-focused approach.

The way I see it, making introductions is a form of social capital that can be invested to generate returns down the line. When done with authenticity and a genuine intent to help, these connections become valuable assets that can be tapped into when the time is right.

Of course, I’m careful to maintain boundaries and ensure that any financial arrangements are transparent and fair for all parties involved. But I firmly believe that the ability to monetize your network through strategic introductions is a powerful tool, one that is often overlooked or shunned by those in my industry.

By embracing this mindset, I’ve been able to build a thriving business, foster deep relationships, and create win-win scenarios for the people in my network. It’s an approach that has served me well, and one that I’m happy to share and discuss further.

Awesome – so before we get into the rest of our questions, can you briefly introduce yourself to our readers.

I am an attorney by education, but a serial entrepreneur at heart; a “Lawyerpreneur” if you will. I first got into the business world through my involvement in the legal industry. I have built two B2C law firms to national scale and a number of other technology, marketing and advisory startups.

My first law firm, which I started in 1997, grew to 180 employees across 70 markets in 22 states, representing an average of over 2000 new clients per month in legal matters. Upon exiting that firm in 2005, I founded Total Attorneys, which pioneered lead generation in the legal industry. We built 6 distinct legal marketing networks, some of the first case management and lead nurturing SaaS in the industry and ran a 70-person call center to help lawyers convert leads.

In 2013, I exited Total Attorneys and started another law firm with the aim of expanding access to the justice system by creating a platform for consumers to leverage the time of lawyers with surplus bandwidth, all through a virtual legal deliver model. We scaled that law firm to over 4o0 lawyers and 125 staff across all 50 states, representing over 3000 clients per month, all virtually.

I exited that law firm in 2019 and started Sanguine Strategic Advisors, where we help entrepreneurs and small businesses navigate the challenges of addressing their most pressing business challenges by providing thoughtful advice and matching those business owners with a carefully curated set of best-in-class solutions providers. I have a deep appreciation for the challenges that business owners face and a passion for finding creative solutions to help them thrive.

At the same time, I am the Managing Member of Biz Head Law, a law firm that represents small businesses across a number of business-centric legal matters including tax mitigation strategies and business contracts/transactions. I am also the CEO of three technology startups.

The core of what we do is help our clients solve pressing problems, whether that’s improving employee health and productivity, developing effective growth strategies, mitigating tax liabilities, reducing overhead or expanding their professional networks in meaningful ways.

I believe what sets me and Sanguine apart is our unwavering commitment to creating genuine, mutually beneficial relationships. Rather than just trying to make generate revenue, we take the time to deeply understand our clients’ needs and challenges. Then, we leverage our extensive network and industry expertise to connect them with the right resources, solutions, and people.

I’m incredibly proud of the positive impact we’ve been able to have on the businesses and individuals we work with. Seeing our clients achieve their goals, whether it’s improving their bottom line, enhancing employee well-being, or unlocking new growth opportunities, is incredibly rewarding.

At the end of the day, I want potential clients, partners, and followers to know that I am passionate about what I do and driven to help others succeed. I believe in the power of collaboration, innovation, and a holistic approach to business development.

Learning and unlearning are both critical parts of growth – can you share a story of a time when you had to unlearn a lesson?

I’m not going to go into specifics in terms of the backstory, but I believe one of the most valuable lessons I have learned in business is to hire slowly and fire fast.

Hire Slow – Thoughtfulness Pays Off

The hiring process is a critical investment in the future of your organization. Yet, many companies rush through this stage, driven by immediate needs or the pressure to fill vacancies quickly. This haste often leads to hiring missteps that can cost time, money, and morale.

Why Hiring Slowly Matters

Quality Over Speed: Rushing to fill a role increases the likelihood of choosing a candidate who is a poor fit for the job or the company culture. Taking the time to assess each candidate thoroughly ensures that you’re not just filling a seat but adding real value to your team.

Right Person, Right Role: A deliberate hiring process gives you the opportunity to evaluate whether a candidate’s skills, experience, and personality align with the role and your organizational goals. Hiring someone great for the wrong role is as detrimental as hiring the wrong person entirely.

Cultural Fit: The skills a candidate brings are only part of the equation. Ensuring they align with your company’s values, mission, and culture is just as important. Poor cultural fit can lead to friction and ultimately turnover.

Steps to Hire Thoughtfully

Define the Role Clearly: Before opening a position, develop a detailed job description and clearly define the skills, qualities, and experience necessary for success.

Use Multiple Evaluation Methods: Combine traditional interviews with practical assessments, personality tests, and team interactions to get a holistic view of the candidate.

Involve Key Stakeholders: Engage team members, supervisors, and other relevant stakeholders in the hiring process to gain diverse perspectives on the candidate’s fit.

Check References Thoroughly: Don’t skip this step. A candidate’s past performance often predicts future behavior. Speak to previous employers to validate their claims.

Take Your Time: If you’re unsure about a candidate, extend the process or consider additional interviews. It’s better to delay hiring than to onboard the wrong person.

The Cost of Hiring Too Quickly

The U.S. Department of Labor estimates that a bad hire costs a company 30% of the individual’s annual salary. Beyond financial loss, bad hires can disrupt team dynamics, lower morale, and waste precious managerial time on remediation.

Fire Fast – Acknowledging and Acting on Hiring Mistakes

Even with a careful hiring process, mistakes happen. When it becomes clear that a new hire isn’t working out, it’s critical to act decisively. Holding onto the wrong person in hopes that they’ll improve often exacerbates the issue, causing harm to the individual, the team, and the company.

Why Firing Quickly Matters

Preserving Team Morale: Allowing an underperforming or disruptive employee to remain in a role can frustrate other team members, leading to decreased productivity and engagement.

Saving Resources: The longer a bad hire stays, the more resources—time, money, and effort—are drained trying to make the situation work.

Protecting Company Culture: Employees who consistently fail to meet expectations or clash with the company culture can undermine the values and standards of the organization.

Preventing Larger Issues: Early red flags, such as poor communication, lack of initiative, or inability to adapt, often indicate deeper problems. Addressing these signs promptly prevents them from snowballing.

Recognizing the Signs of a Bad Hire

Misalignment with Role Requirements: Despite training and support, the employee struggles to meet the demands of the role.

Poor Attitude or Behavior: Negative attitudes, resistance to feedback, or an unwillingness to collaborate can disrupt team harmony.

Lack of Progress: Even with clear goals and coaching, the individual shows little or no improvement.

Cultural Mismatch: The employee doesn’t embrace or align with the company’s values, mission, or culture.

How to Fire with Dignity and Efficiency

Acknowledge the Issue: Once it’s clear the hire isn’t working, don’t delay. Prolonging the inevitable creates unnecessary tension.

Document Performance Issues: Maintain clear records of the employee’s performance, feedback given, and actions taken. This protects both the company and the individual.

Be Transparent: In termination discussions, be honest but respectful. Clearly explain the reasons for the decision and offer constructive feedback.

Provide Support: When appropriate, offer outplacement services or resources to help the employee transition to a role better suited to their skills.

Learn from the Experience: Use each hiring mistake as a learning opportunity. Revisit your hiring process to identify areas for improvement.

The Cost of Not Firing Quickly

Failing to address a bad hire promptly can lead to far-reaching consequences. Poor performance can demoralize the team, impact client relationships, and even drive away high-performing employees who grow frustrated by the lack of accountability.

Striking the Balance: Hire Slow, Fire Fast

Adopting the “hire slow, fire fast” philosophy ensures that your organization prioritizes quality and accountability in building its team. Here’s why this approach works:

Intentionality in Hiring: Thoughtful hiring reduces the risk of costly mistakes and ensures that each new addition strengthens the team.

Decisiveness in Firing: Acting quickly when a hire isn’t working protects the company’s culture, preserves morale, and minimizes resource wastage.

While no system is foolproof, committing to these principles fosters a high-performance environment where employees feel valued, and roles are filled by individuals who truly contribute to the organization’s success.

What’s been the most effective strategy for growing your clientele?

The most effective way I have found to grow clientele is to accept invitations from others to connect on LinkedIn and to a join a call with them. LinkedIn is often regarded as the premier platform for professional networking, but it’s more than just a digital résumé or a job-seeker’s haven. At its core, LinkedIn is a tool for forging meaningful connections and discovering new opportunities. Yet, many professionals are quick to dismiss invitations to connect or decline calls from those who seem to be selling something. This hesitancy might feel like a way to protect time and energy, but it also means missing out on invaluable opportunities to learn, grow, and expand your network.

You Never Know Who You’ll Meet

Every LinkedIn invitation is a doorway to someone’s unique expertise, network, and perspective. While it’s tempting to assume a connection request from a stranger is purely transactional, that’s not always the case. The person reaching out might:

– Have insights or connections that align with your goals.
– Work in an industry adjacent to yours, offering a fresh perspective on shared challenges.
– Be genuinely interested in collaboration or mutual growth.

Even if the initial intent is to sell you something, a short conversation could lead to unexpected opportunities, such as partnerships, referrals, or introductions to key contacts.

Expand Your Knowledge Base

Every conversation is an opportunity to learn. People who reach out to you on LinkedIn are often eager to share insights about their work, industry, or the problems they solve. Even a quick chat can provide:

Market Intelligence: Learn about trends and solutions in industries outside your own.
Problem-Solving Ideas: Discover tools or strategies you hadn’t considered for addressing challenges in your business.
Inspirational Stories: Hear how others have overcome obstacles or innovated in their field.

These snippets of knowledge may not seem critical in the moment but could spark ideas or strategies that benefit you in the long run.

Strengthen Your Personal Brand

Being open to connecting and having conversations showcases your approachability and professionalism. When you take the time to learn about others, you:

– Build a reputation as someone who values relationships and collaboration.
– Position yourself as a curious, growth-oriented professional.
– Create goodwill that could lead to referrals or recommendations.

People remember those who took the time to listen, even if no immediate transaction or partnership emerges from the interaction.

Turn a Solicitation into a Collaboration

Many professionals are conditioned to reject sales pitches outright, but even solicitations can be valuable conversations. That person may have a product or service that aligns with your needs, but more importantly, the dialogue could lead to:

Collaborative Projects: Instead of being a customer, you might find ways to work together.
Referral Opportunities: If their offering isn’t for you, someone in your network might benefit.
Future Partnerships: Staying connected can pave the way for future alignment.
Flip The Sale: Maybe you won’t have a need for their service, but they might have a need to yours.

Networking is a Long Game

Your professional network doesn’t grow by accident. It expands because you’re willing to take the time to meet people, learn about their stories, and cultivate relationships. Every connection is a potential seed that, when nurtured, could bloom into something meaningful—be it business, mentorship, or friendship.

So, the next time you receive a connection request or an invitation to chat, resist the urge to dismiss it. Accepting the connection and hopping on a quick call might surprise you with its value. At worst, you’ll spend a few minutes learning about someone else’s work. At best, you’ll gain insights, build relationships, and uncover opportunities that could transform your professional journey. In the interconnected world of LinkedIn, saying “yes” is often the first step toward success.

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