red barn consulting

When Success Stops Feeling Good: A Wake-Up Call for High Achievers

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There was a moment when I almost walked away from it all.

Not in a dramatic, burn-it-down kind of way.

More like a slow, quiet unraveling.

I was checking the boxes. Showing up. Growing my company. Hitting milestones.

And still feeling… nothing.

From the outside, it looked like success.

But inside, something was off. Not burnout. Not boredom. Just a persistent question I couldn’t shake:

Why am I still doing this?

It’s a hard thing to admit when you’re known as “the driver.”

The strategist. The doer. The woman who always finds a way.

But I wasn’t in love with the vision anymore.

And I was too attached to the hustle to say it out loud.

I realized I wasn’t just addicted to the pace. I was addicted to the identity that came with it.

The one where people constantly asked, “How do you do it all?”

The one where I felt valuable because I was busy, visible, and always in motion.

Letting go didn’t feel like an option—until it became the only option.

Here’s what finally made me shift:

I felt more excited about starting something new than growing what I had. My wins felt flat.

I started fantasizing about retirement. My body was tired, and I was ignoring it.

I didn’t know what I wanted, but I knew it wasn’t this

And yes, I’m talking about Red Barn Consulting.

The company I built from scratch. The one that supported my lifestyle and brought me so much pride.

Until suddenly, it didn’t.

This wasn’t a crisis. It was a call to realignment.

So I paused. I asked better questions.

Am I still building something I believe in?

Or am I holding on because I don’t know who I am without it?

No one teaches us how to evolve with grace. We’re taught to grind.

But the truth? Sometimes staying is the real mistake.

I didn’t burn it all down. I restructured.

I let go of clients who no longer fit.

I made space for new vision.

And I created something more honest and aligned.

The version of Red Barn I run today is completely different than the one I launched in 2012.

Because I let it grow as I grew.

This is the work behind The Courage Formula: Foundations.

It’s the program I created during my pivot. Twelve weeks. Ten individuals. Real conversations, deep clarity, and powerful realignment.

If this is hitting you where you live right now, you’re not alone.

You don’t have to carry what no longer fits.

You’re allowed to want something different.

It’s not giving up. It’s growing forward.

When Success Stops Feeling Good: A Wake-Up Call for High Achievers Read More »

experience

How’s your Customer’s Experience?

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Ah, the customer experience. When you are the customer, it’s very easy to describe your experience with a business – what you liked, what you didn’t like, what you wish they did differently or did more of – the list goes on. However, as a business owner or employee – trying to figure out your customer’s experience – and making sure it’s a good one – can be really hard.

Let’s first define what “Customer Experience” actually means – it’s the impression your customers have of your brand as a whole throughout all aspects of the buyer\’s journey. It results in their view of your brand and impacts factors related to your bottom-line including revenue.

The two primary touchpoints that create the customer experience are people and products/services. Positive customer experiences are crucial to the success of a business – not only do you get loyal customers, but they can also refer you more business! There is no better marketing than a customer who is willing to promote your business for you via word of mouth and is a brand advocate.

Creating an excellent customer experience is something that you should obsess over.

When it comes to purchasing products and services, it’s not the business owner who has the power, it’s the buyer. Why? Because customers not only have the internet at their fingertips to research anything and everything, but they have options – usually both locally and online when it comes to purchasing products or services.

It’s not about getting just ONE sale from a customer, it’s about creating sticky customers – repeat buyers. If you want customers to continue doing business with you, then you need to provide a remarkable experience and make them WANT to continue doing business with you.

 How to you measure your customer experience?

  1. Send surveys – Use customer satisfaction surveys on a regular basis, and at meaningful times through the customer journey – to get insights into your customers’ experiences with your brand, people, and product/service. This is where that Net Promoter Score comes in handy! Analyzing NPS from multiple touchpoints across the customer journey will tell you what you need to improve and where you\’re providing an excellent experience already while showing customers you\’re listening to them and care about what they have to say.
  2. Look at customer trends – Look at your churn rate. How often and how many one and done customers do you have – and why? You need to understand if your rate of churn is increasing or decreasing and why so you can prevent it from continuing. Is it a faulty product, is your time to perform service to long, is it a bad employee experience, did they move, etc.
  3. Look at your FAQs and support tickets/returns. If you are constantly being asked the same questions from customers, be proactive, and put more information on your website or in your brick and mortar to make their experience better. Are you getting a lot of return requests or service issues about certain products/services? You need to analyze all this information and distill how you can make a streamlined and enjoyable experience for customers.

Want to make a great customer experience? Make a customer journey map, create buyer personas, establish a positive connection with customers, ask for and act on feedback, create helpful content, and build a community.

How’s your Customer’s Experience? Read More »

mistakes

Are You a Mistakes Repeat Offender?

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Everyone makes mistakes – we are human after all.  But, are you a repeat offender?  Do you even recognize you’ve made a mistake?  Are you constantly doing damage control?

Deep breath – you aren’t alone.

Here are some tips and guidelines to help you reduce the number of mistakes you are making, what to do when you make them, and how to prevent them from happing again.

  1. OWN YOUR MISTAKES. The worst thing you can do after making a mistake is not owning it. No one is perfect, people inherently know that although let’s be honest we often expect it. So when you make a mistake don’t try to cover it up, acknowledge it, apologize for it, and skip the part where you make excuses or try to blame it on someone else. When you aren’t an “oops owner” it shows you can’t take accountability for your actions, and it just makes things awkward for everyone involved. Be a LEADER and OWN it!
  2. FIND OUT THE ROOT CAUSE. If you work in manufacturing, root cause analysis is a term you probably hear all the time, but it can apply to anyone and any industry. Root cause analysis is finding out WHY the mistake happened in the first place so you can prevent it from happening again. Was it caused by operator/human error, a bad process or procedure, poor communication, etc.? If you don’t know what caused the mistake, then how can you make sure it won’t happen again?
  3. CREATE NEW POLICIES OR PROCEDURES. If you’ve determined that the error is due to poor or incomplete policies or procedures, then it’s time to do some updating. Whether you need to create a new process or update the ones you already have in place, it’s important to document any change that needs to be made.
  4. You’d be surprised how many times there are mistakes or issues because of poor communication. Once you’ve handled the above 3 steps, it’s important to communicate to everyone what the issue was and how it’s going to be fixed. It shows your employees, board members, clients, etc. that you care about preventing the same mistakes from happening again.

If you make a mistake, don’t freak out. Take a deep breath and figure out if you need to take any immediate steps to fix any urgent issues or fall out. Always make sure you acknowledge you made a mistake and that you will do your best to fix it. If it requires getting others involved, don’t be embarrassed – they are human too – and can often have an outsider’s perspective on why it happened or how to avoid it happening again!

The end goal – one and done and no repeat offenders.

Are You a Mistakes Repeat Offender? Read More »

social media

How to do Social Media the Right Way

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When you think about posting on your business social media pages, do you start to panic, feel overwhelmed, and just feel all around uncertainty about what the heck you are even doing? Don’t worry, you aren’t alone. The funny thing is, social media for personal use can be fun, informative, and doesn’t require much effort or deep thought – for the most part. See a lost dog post, share it. See a post looking for recommendations for a plumber – put the info for Joe’s Plumbing because you wouldn’t think of calling anyone else.

When it comes to using social media for business, it seems like there are so many rules and the information can be conflicting. But doing social media the right way can be very simple, straightforward, and dare I say – rewarding and fun. When you start to get more followers and increased engagement, you’ll agree on the last two!

Here’s some simple and easy tips to help you get your business social off on the right foot or to improve what you are doing now:

  1. Pick the right channels. The easiest way to get overwhelmed is to try to post on every single social media channel out there. And yes, I purposely used the word try. Because unless posting on social is your full-time job, it’s almost impossible to keep up with every platform. Choose the platforms that your ideal clients are on. For example, if you cater to women in the 35-55 range, yes you should be on Facebook, Pinterest, and even Instagram.
  2. Be consistent. Posting 2x a day for 2 weeks is great, but it’s not going to help you if you come to a screeching halt and stop posting for 6 months. Find a cadence that you can keep up with. 3x a week – great, start there. If you can increase to 1x a day, even better. But start small and work your way up as you get more comfortable.
  3. Plan ahead. If you post daily at 1 pm, don’t wait until 12:45 to figure out what you want to post. Use a spreadsheet and create your content in advance. Use Hootsuite or other scheduling platforms to set up all your content at least a week ahead so that you don’t have to panic at the last minute.
  4. Engage. Social is meant to be social. Engage with other people, pages, and groups. If you are a florist and you see a post in a group asking about the best plant food for roses, feel free to chime in and share your knowledge and how you know so much (because you are a local florist) and if they have any other questions, here’s how to reach you. You are being helpful, but also noting your business. If you want people to engage with you, you have to engage with them. If people comment on your posts, make sure you engage back with them. Serve not Sell.
  5. Follow others. A little quid pro quo is par for the course when it comes to social media. Want to increase your follows, start following others. If you want to keep an eye on the competition, don’t follow them from your business page, use your personal. But otherwise, follow any associations, chambers, and complementary businesses that make sense. If you are a florist, following a bridal boutique, wedding venue, and catering companies just makes sense.
  6. Always look at your metrics. I know, I get it. The metrics can be confusing and well, boring for many to look at, but trust me, you won’t know if you are successful unless you look at your metrics. How many new followers did you get? What topics got the best engagement? What timing got the best engagement? You get the idea. Does video or pictures or text get more engagement? You can look at so much data!

Hopefully, you made it this far and didn’t get stressed out. These rules are meant as a guideline. Start small and take them one at a time. Rome wasn’t built in a day so don’t expect to get 500k followers in a week. And don’t forget to have fun with it!

How to do Social Media the Right Way Read More »

Mentor vs. Coach – What’s the Difference and Which do I Need?

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Whether you are stuck in a rut or crushing your goals – having a mentor or coach who helps you with your personal development can be a game-changer. The first step of course is finding someone you are comfortable talking to – but how do you know if you need a mentor or a coach – and what the heck is the difference?

A mentor or coach can support your drive for greater self-esteem, problem-solving skills, and enhanced confidence in managing challenges, especially in uncomfortable situations. But they really aren’t the same.

Mentoring is defined as “A process of direct transfer of experience and knowledge from one person to another”. We often think of a mentor as a seasoned professional who provides guidance and direction to a mentee—usually a junior–level person with similar interests who may aspire to the position of the mentor. The mentor has already achieved success within the industry and is voluntarily sharing their expertise with a colleague. This doesn’t just apply to the corporate world, if you are starting your own business, you may find a mentor who took a similar path to what you want to take or who is already in the industry you plan to work in. Mentors typically aren’t paid; they volunteer their time to help mentor others.

Coaching is defined as “A method of achieving set goals. A coach helps their clients achieve specific, immediate goals as defined by the organization or the client”. If you are an employee, your company may hire a coach to help you, but as an entrepreneur, you may hire a coach to help you with a specific goal or skill. You may hire a coach to help you launch a business, write a book, improve on your social media or writing skills, etc. Coaches are paid for their work because it’s their job – their main business is coaching others.

Key differentiators

Relationship: Mentoring is oriented around relationships – yes, you might focus on learning things and improving competencies, but over time it becomes more about the bond and rapport you develop vs. business issues.

Coaching is more task-oriented. A coach is there to help you become more proficient in certain areas or skills you are lacking – for example if you suck at doing presentations, you might hire a public speaking coach.

Drivers: Mentors are development-driven, focusing on the future by sharing their past experiences and what they learned to help the mentee.

Coaches are performance-driven, focusing on the present, and improving or acquiring new skills that can be used immediately.

Duration: Mentoring doesn’t usually have an end date; it’s understood that there is a significant time commitment from both parties as you move from acquaintances to building a strong fellowship – mentoring can last years or even decades.

Coaching typically has a defined end date. You set a specific schedule to meet and it ends when the trainee masters the skills or goal that’s been defined. Of course, you can keep adding new goals to work on, but there is a defined start and end for each commitment.

Key take-a-ways:

  • Mentoring is a long-term process based on mutual trust and respect. Coaching, on the other hand, is for a short period of time.
  • Mentoring is more focused on creating an informal association between the mentor and mentee, whereas coaching follows a more structured and formal approach.
  • A business mentor has the first-hand experience of the mentee’s line of work. A business coach, however, does not need to have a hands-on experience of the kind of work the coachee is engaged in.
  • The topmost priority of a business mentor is to help develop skills that are not just relevant for the mentees in their present job, but also for the future. For a business coach, the biggest priority is to improve performance that impacts the present job.

Need help finding a mentor? Did you know that there are actually 8 levels of mentorship – check out this cool article on how to find a mentor? Finding the right business coach requires some legwork as well, here are 16 tips to help you find the right fit.

Now that you understand the difference, go forth, and find your new coach or mentor. Thinking of starting your own business or need some coaching in marketing, sales, or operations –  we may be able to help!

Mentor vs. Coach – What’s the Difference and Which do I Need? Read More »

Siteline

Erin and Ashley from SightLine talk predictive analytics and it\’s role at colleges and universities

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Join me as I chat with Ashley Kern and Erin Thompson of Siteline Data, LLC. We dive deep into how Colleges and Universities should be utilizing their data to pivot during and after the pandemic. Who is thriving? Who is struggling? These two women are changing the way higher education predicts their future! Fascinating science!

\"Erin\"Erin is the COO and Retention Specialist for SightLine. She has over a decade of higher education experience in various roles, including admissions, alumni engagement and instruction. Erin possesses a Master’s of Education degree in Higher Education Administration, and a graduate certificate in Post-Secondary STEM Education. Her graduate research focused heavily on student success as well as instructional techniques.

 

 

 

\"Ashley\"Ashley Kern, MS, is the founder of SightLine, which empowers colleges and universities to support their students through predictive analytics. Ashley earned her Masters of Science in Data Science from Michigan Technological University and has been solving enrollment and retention focused challenges in higher education 2016.

 

Erin and Ashley from SightLine talk predictive analytics and it\’s role at colleges and universities Read More »

Siteline

Erin and Ashley from SightLine talk predictive analytics and it\’s role at colleges and universities

Leave a Comment / podcast / By / / , , , , , , , ,

Join me as I chat with Ashley Kern and Erin Thompson of Siteline Data, LLC. We dive deep into how Colleges and Universities should be utilizing their data to pivot during and after the pandemic. Who is thriving? Who is struggling? These two women are changing the way higher education predicts their future! Fascinating science!

\"Erin\"Erin is the COO and Retention Specialist for SightLine. She has over a decade of higher education experience in various roles, including admissions, alumni engagement and instruction. Erin possesses a Master’s of Education degree in Higher Education Administration, and a graduate certificate in Post-Secondary STEM Education. Her graduate research focused heavily on student success as well as instructional techniques.

 

 

 

\"Ashley\"Ashley Kern, MS, is the founder of SightLine, which empowers colleges and universities to support their students through predictive analytics. Ashley earned her Masters of Science in Data Science from Michigan Technological University and has been solving enrollment and retention focused challenges in higher education 2016.

 

Erin and Ashley from SightLine talk predictive analytics and it\’s role at colleges and universities Read More »

The Power of your Net Promoter Score!

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For those who don’t know, Net Promoter Score ®, or NPS ®, measures your customer’s experience, how likely they are to refer people to you, and predicts business growth. You’ve probably even provided information for this business metric without even realizing it during a survey response.

How is the Net Promoter Score calculated?

The NPS is calculated by using the answer to one key question, answer by using a 0-10 scale: How likely is it that you would recommend [COMPANY NAME HERE] to a friend or colleague?

Answers include the following response options:

Promoters (score 9-10) are loyal enthusiasts who will keep buying and refer others, fueling growth.

Passives (score 7-8) are satisfied but unenthusiastic customers who are vulnerable to competitive offerings.

Detractors (score 0-6) are unhappy customers who can damage your brand and impede growth through negative word-of-mouth.

Subtracting the percentage of Detractors from the percentage of Promoters yields the Net Promoter Score, which can range from a low of -100 (if every customer is a Detractor) to a high of 100 (if every customer is a Promoter).

Why your Net Promoter Score Matters

Ultimately, you need to be aware of how your clients perceive your brand and products.  NPS data allows you to insight into the customer’s mind about their experience & journey with your company. If they aren’t a promoter, where can you improve, what went wrong, and why wouldn’t they recommend you to others? Your NPS is a prediction of your growth, so if your responses aren’t showing Promoters, then we have a problem!

How Can I use Net Promoter Score in my Business?

Net Promoter Score allows you to segment your customers by loyalty as well as identify unsatisfied or at-risk customers. It also allows you to benchmark against industry or competitor scores and uncover customer loyalty drivers. It is easy to complete with a fast one-question format and can be used to predict future trends.

Although the Net Promoter Score has gained huge popularity, there are some that criticize it. It can be seen to provide only a limited view of customer experience and the NPS question alone doesn’t provide any specific insights. This can be negated by adding open-ended follow questions or additional rating questions.

If you are part of our Red Barn Newsletter or a client, you’ve probably been sent a survey or two before and one of the questions we always ask is the Net Promoter Score question. However, we are firm believers in diving a little deeper and finding out why you answered the way you do. We always want to know what you like, if you find value, where we can improve – because if you don’t know the details, you can’t fix things and it can prevent you from getting a bad review on social media!

The Power of your Net Promoter Score! Read More »

feedback

How to Tell if You are Getting Sincere Feedback

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Asking for feedback is a pretty normal part of life, right? You ask for people’s opinions all the time: Do they like a new recipe you made, do they like this color paint for the living room, does this new shirt make you look fat?, etc. Do you always get the truth… maybe not? In fact, I recently saw this post on Facebook that said, let me know if you want to vent or you really want advice. It’s an honest question too because sometimes people just want validation and they really don’t want your opinion.

When it comes to getting sincere feedback at work, it can be even harder. Why? Well, to be honest, some people just don’t care to give you honest feedback. Some people don’t like confrontation, so they say great job regardless. There are others who are jealous and want you to fail, so they give you bad advice or won’t point out mistakes. Either way, it’s not sincere and it’s not helping.

People always telling you that you are doing a great job is nice to hear, but it’s really not effective and it’s completely unhelpful for growth and development.

In order to improve at anything in life, you need three things:

  • A clear goal
  • A genuine desire to achieve that goal
  • Feedback that indicates what they are doing well and what they are not doing well

Not only is sincere feedback hard to come by, but low-quality feedback is not useful, positive feedback is undervalued, and negative feedback delivered unskillfully can actually cause physical pain. When delivered thoughtfully, however, sincere feedback can provide you with actionable data needed to become more effective.

If you make strides towards receiving sincere feedback, try these steps:

Create a Safe Environment for Sharing.  You can do this by showing your peers that honesty doesn’t have repercussions. Be curious about them and ask them questions, show vulnerability, and let them know you want to learn. Acknowledge your weaknesses or mistakes – we are all human.

Be Skillful. Just asking for feedback rarely results in useful information. Try asking more specific questions like “Was I talking too fast”, “Do I talk over people or cut them off”, “You know Jason well, how can I better connect with him” – this helps people break down feedback into bite-size pieces.  

Ask for the Good and Bad. When you only hear the good or only the bad, you miss out on a lot of specific information that’s useful. If you just hear the bad, you won’t know the good things you do and risk making changes to those when you shouldn’t. If you just hear the good, you won’t know what bad stuff to fix – you need both for feedback to work. Also, just getting praise does not give you enough information to understand what you are doing effectively – “great job” doesn’t say the same thing as “Hey, your slides are kick-ass, but you should probably just slow down your presentation by 5 seconds”.

Be Receptive and Attentive. When getting feedback, focus on the person giving it so they know you are listening and value their opinion. Even if you disagree with some feedback, don’t challenge or debate them, or you may decrease the likelihood of that person offering you feedback in the future.

Say Thank You. Even if it wasn’t the most helpful information, always say thank you. The person giving you feedback likely spent a good amount of time considering your performance and how to thoughtfully discuss it with you.

Evaluate, Plan, and Act. Review all the data, consider what parts to work on, what parts to disregard and plan to fix what needs fixing. Pick one or two capabilities you want to improve, get really clear about what “improved” looks like, and then map out the action steps that you need to take. If you struggle with the action part – check out this blog.

People who are great leaders are great listeners and great learners. They are always looking for more information and ways to improve themselves. Getting and learning from feedback isn’t always easy, but it is necessary if you want to become better.

How to Tell if You are Getting Sincere Feedback Read More »