The Jasmine Star Show

Why Systems Are the Secret to 8-Figure Growth

• Jasmine Star

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Have you ever dreamed about taking a three-week vacation without your business falling apart?

Or maybe just getting a full weekend without checking Slack, Asana, or inboxes that feel like they multiply overnight?

Friend, if that feels impossible... I want you to know: it's not. You just need better systems.

In this solo episode, I'm taking you behind the scenes of what actually allows businesses to scale beyond 7-figures: not magic, not hustle... but systems that work without you.

I’ve worked with business owners making $5M, $8M, and beyond—and you’d be shocked at how many of them are still stuck working in the weeds. And guess what? Most of them have one big thing in common: no solid systems.

Here's the truth: you have to earn the right to climb out of the work. And you earn it by building systems that empower your team to succeed without you micromanaging every detail.

In this episode, I answer real Instagram questions from fellow entrepreneurs (like Alex and Rachel) who are overwhelmed, overworked, and asking: “How do I get OUT of the day-to-day and INTO scaling?”

Together we break down:

  • The myth that systems are something you “do later”
  • Why creating SOPs isn't optional if you want to scale
  • How we use tools like Notion and Asana to make our systems airtight
  • My personal 4-step delegation framework I learned from Teresa Lowe
  • And YES—I even walk you through an actual SOP from my team

This isn’t just a pep talk. It’s a practical guide for how to stop being the bottleneck and start building a business that grows without burning you out.

You were never meant to build a business that feels like a burden.

Let’s change that—one system at a time.

Click play to hear all of this and:

[00:01] Why being overwhelmed is usually a systems problem (not a hustle problem) 

[00:52] The cost of not having systems: low profit, constant stress, and no scalability 

[02:44] Why there’s never a perfect time to start building systems [03:37] The hard truth: you must earn the right to delegate 

[05:24] The 4-Let Delegation Framework that changed everything 

[06:26] Behind the scenes: Our project management SOP process 

[07:25] How we use Notion + Asana to build repeatable workflows 

[08:40] Final encouragement: systems aren’t sexy, but they will set you free

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For full show notes, visit jasminestar.com/podcast/episode574

Jasmine Star 00:00:00  You have to earn the right to climb out of the work. How you build systems. Period. True skill is training someone on your system so well that they could do it without you. That's how you get to work on the business and not in it. My favorite thing is connecting with you. I make this show for you and with many times of your help, I am creating alongside you. So for those of you who answer questions or give me feedback advice on Instagram, I want to say thank you. Shout out. These shows are created by all of us and it is deep appreciation. On that note, we're going to get up close and personal with something that I haven't really got nitty gritty. I talk about it, but today it will not be for the faint of heart. Okay. We're talking about building systems. Now, before you stop watching this video, before you stop listening. I want us to take very special attention of if you feel of the idea that if you feel you are overwhelmed, if you feel like you couldn't take a three week break without your business falling apart.

Jasmine Star 00:01:00  If you feel that you are spending a lot of money and barely making any profit and all you do is work, work, work. I'm not a mind reader, but there is a very good chance, like 99%. It's because we don't have the systems in the business that allow the business to be the business other than another child in your life. Oh, are we starting there? Yes, yes we are. So I know that talking about systems is not fun and it is not sexy, but I am telling you, this will be the thing that allows you to work on the business, not in the business. This allows your business to actually grow like if you went viral, if you got featured, if something just hit the ground running out of the gate, you had an influx of inbound. The system is established so that you can grow in scale. That, my friend, is what my main focus is on. I've worked with too many entrepreneurs who are like, oh yeah, I have a five, six, seven, $8 million business.

Jasmine Star 00:01:52  And when I actually go through their panels and when I actually do a diagnostic, and when I actually look at the business as if I were going to buy the business? I'm like. This is like a 3% profit margin and you are so much tethered to the business. Oh my God. You have a business. But at what cost? So today I'm talking about a lot of experience, a lot of things. So I want to start because people are asking questions and giving feedback on Instagram. So shout out I'm going to start with an Instagram question from Alex. He writes what's the biggest mistake you see people repeatedly making that is holding them back? I thought, that's a really great place for us to start. So I want to start here. That systems is something that we think we could do later, like once the business is really successful. Once we hire 3 or 4 people, it will allow us to go back and build those systems. But I am telling you, it will be very difficult to hire and retain people without a system.

Jasmine Star 00:02:44  So when he says, what's holding them back? If you want your business to grow, and if you really want it to scale like beyond your wildest dreams, you're going to need systems, really good systems. So when Alex asked his question, this was my answer. There isn't a perfect time. There isn't a perfect way. There isn't a perfect idea. This is the time you'll figure out a way to make the idea exist. Make it better. As you learn every day you wait. You rob yourself of building what you were destined to. Welcome to the Jasmine Star Show, where we empower seven figure business owners to scale their business to eight figures and beyond. And today we are talking about scaling in terms of what it actually means. And friends, that is with systems. So we are going to get into the nitty gritty of it. We are going to be giving you an inside look at how we create them. We're going to give you an inside look at one of our exact systems, because I want you doing this without any excuses.

Jasmine Star 00:03:37  So recently I had a conversation with an entrepreneur and she's built a $3 million business. That's pretty dang impressive. Pretty freaking awesome. But she was still in the business. She was so much entrenched with the day to day that she couldn't work on the business. And so what we quickly discovered was that she hadn't earned the right to work herself out of parts of her business. You have to earn it. You have to earn your right to work yourself out of that part of the business. When we're creating a sales department on behalf of Jasmine Star Brands, I actually had to start the department. I actually had to start taking sales calls. I actually had to get coaching and feedback about what was working and what was not working. Then we had to create SOPs, standard operating procedures. This is how it was done. Until those things were in place, I hadn't earned the right to move myself out of that now. Not everybody believes in that. Just listen. I'm a scrappy, bootstrapped founder. I have built multiple businesses.

Jasmine Star 00:04:34  I sit, advise and I invest in other businesses. And I'm like, you got to know all the pieces of the business so well that you can be able to smell when somebody is not doing a job, smell when they're cutting corners, smell if they're trying to hoodwink you. So I understood that she hadn't earned the right to work herself out of the business. But she's not alone. In fact, Rachel asked a similar question on Instagram. And yes, I've asked for permission. She wrote. I'm struggling to scale my business. How do I climb out of the work to have space to scale? And I responded on Instagram with the following. Spicy take. You have to earn the right to climb out of the work. How you build systems. Period. True. Scale is training someone on your system so well that they could do it without you. That's how you get to work on the business and not in it. A true leader empowers employees with four lets one. Let me show you how to let me watch you do it.

Jasmine Star 00:05:24  Three. Let me know if you have questions and for let me trust you can do it alone. That four lap process was taught to me by a woman by the name of Teresa Lowe, and it has radically changed my business. The four. Let's do system building. After I wrote that, I was struck with the realization that it takes time to build a system and it feels very overwhelming. I think back to when I first started creating SOPs and I was so I didn't know where to begin. I didn't even know what to Google. I didn't even know how to come up for help. So today I'm going to do two things that I wish I had when I began creating systems. Number one, I'm going to show you one of my team's SOPs like our actual one. And then number two, I'm going to share a tutorial on how we create an SOP from scratch. So you're going to be able to see the entire process. Now, before I walk you through a sample SOP for our project management standards, I want to point out that we use notion for big projects like notion is essentially like the Bible of our business.

Jasmine Star 00:06:26  This is how things do it. These are how things run. This is where we house all of our company information. But like projects, organizations, now we have our SOPs. We also use asana, which is a task management software where we're keeping track of tasks in motion. So we'll have our SOP in notion and then in asana. When we get into a project, we know who's doing what. When is it due and when is the outcome and when will that project be complete? Okay. So for example, if I wanted to create a new lead magnet, well, the SOP would be in notion like how we do that, how we how do we create a new lead magnet. That's going to be a notion, but we will create an asana template that says new opt in template. And then what our project manager will do will go in and start plugging in all the tasks that need to be done by people specific to the team. So what I'm about to show you right now is an SOP for our project management standards.

Jasmine Star 00:07:25  So here's the goal. I'm going to show you this video. If I had hired you to do project management, you can go into our SOP and see exactly how it's done. Our goal and standard for an SOP is if I dragged you in off the street, our SOPs are so good that you could just follow it step by step. I know what to do. This is how they do it at Jasmine Star Brands. That's the goal here. So I think if you're just listening to this podcast, it would probably be best if you were watching it on YouTube. So you can actually see the layout and all of the tabs and how it's organized, but to each their own. Let's dive into that video now. Let's take a look at a sample project management standard SOP. What you're looking at right now is what? Oh, here's a summary a guide for project managers and managers when assigning tasks to your teams. What you'll see here is all of our SOPs follow the same way that an SOP is created.

Jasmine Star 00:08:18  And don't worry, I'm going to get into a video that shows you how we've standardized the process of SOPs. But I wanted to give you a quick overview of what what an average SOP looks like. They all start off the same way a summary. Why is this as important. And then you'll see for drop down menus we always include an objective because many team members receive tasks from multiple people. We use a standard process for project management to create consistency and ensure that everyone receives tasks in a similar way. Within this document, you'll find the standard system that we use at Social Curator. Now what you're looking at is a sample from Social Curator. But for every single organization within the holding company, you have your own SOPs. I just happen to pull one from social curator. We also denote who it's for. Who is this SOP for? Well, it's for project managers and managers. There are some divisions in the organization where you don't have a project manager. So in that case a manager would be using it.

Jasmine Star 00:09:08  But in most cases you have a project manager. Now what you'll see here is process quick links. This right here is a hyperlink. Think of this as an index or a table of contents. So if I logged in and I really just wanted to know how much lead time am I looking for? When I'm assigning tasks to copywriters, I can click this section and be taken to that. But for the sake of this video, I want to show you all of it its entirety. I will try to keep it as quick and high level as possible, because the next video will get into the details of how we create it. But I wanted to show you a real life functioning and breathing SOP. So what you'll see here is a large font that says detailed process and then a somewhat smaller font. Right below it that denotes a single new section. So you'll see how this particular section, it looks like a little bit brown in nature. That's for us creating a way for us to standardize the way the SOPs are working.

Jasmine Star 00:09:58  And if what you'll notice is see how it says Asana Project formatting what you'll see here. It's hyperlinked asana project formatting. So that's how we are able to create this index with clickable links. And we'll show you that in another video coming up. Okay. So what you'll see here is you will see an exact breakdown if things that are going to be really important. We will also include things like a screengrab or a video that somebody can watch. And in most of these sections, what we want to do is we want to include a section with a little light bulb, and that is including like the main point or why we are doing it in this way. As long as people understand the why, it makes our SOPs so much more powerful. Here again is a section managing a project and creating templates. We get into all of the specifics. We will include a screenshot, a photo, or a video to help somebody walk through and understand it correctly. Here again, we firmly believe in explaining why this is important.

Jasmine Star 00:10:51  Another section is using project or task templates. We explain the importance of a template. We tell people where they can find their template in asana. Basically, what you're looking at with an SOP is exactly how we do and how we start something. This is your go to maintain and contain it all. Here what we'll do is we'll include everything that somebody might need visually to understand what it is they're being asked to do. And we also are here again completing with more examples and other fine points. Minimizing errors through templates. We'll give an example of how we standardize the ways that our templates are created. So what you'll see here. This is a specific section of how we standardize the way that tasks are created. We want to give a lot of information. I don't know if you've ever experienced if somebody is always asking you questions, oh, but what about this or what about that? It's probably because the task didn't contain enough information for somebody to connect the dots on their own. So we want to make sure that all of our tasks have a lot of information so that people can go through, get it done, and not have to ask their managers or division directors what's needed.

Jasmine Star 00:11:55  So we include things like context instructions and then very detailed information around what it's for. This minimises a lot of questions on the team, and a lot of wasted time just waiting around for somebody to answer. Here is another main section that's going to be hyperlinked task creation. We literally walk through how to create those tasks. The tasks should in a project, you name your task. Clearly you provide all of the information. You provide context. You give clear instructions, you include the action item and you include the deliverable. All of that information is in the task itself. We also include due dates. Sometimes due dates are fixed and sometimes they're not. So we want to make sure how are we standardizing these tests, these tests and when they should be done. So we have team that. We have a team that works for around the United States. We have a virtual team. So for us it might not be pertaining to you, but for us due dates indicate that the task assigned should complete it by 11:59 p.m., their time zone.

Jasmine Star 00:12:50  So if I'm a project manager, I need to make sure that if my teammate needs the task on Tuesday and it's dependent on somebody else's task to be completed, well, then I need to make sure that that task is assigned on Monday so that when their co-creator partner wakes up on Tuesday, that task is ready to go. Well, for this particular project, we have lead times for things that are needed for deliverables. So as a project manager or a manager, we want to standardize how much time somebody can be expected to be given to create what it is they need. So if it's copywriting, well, if it's going to take, you know, two days for workbook, I need to make sure that that's coming into it. If we're creating emails or email funnels, we're going to be needing a lot more. We need about two weeks for that. Graphic designs. Well, if we're going to have a keynote that needs to be graphically designed and it's going to be over 75 slides, we need to give our graphic designer 4 to 5 days.

Jasmine Star 00:13:39  These are all standardized ways for us to communicate and assign those tasks. Here again we're going to get into big sections like task communication, meeting time tracking tasks for those tasks that it pertains to. Creative projects, creative projects all tend to look different based on the type or project or the thing that's being created. This is why it's so important for us to be able to give our project manager a lot of details around what type is the project, how much time we should be given. Now, each one of our tasks, we have KPIs, key performance indicators to denote how well the team is executing. And so what happens is we judge our team on KPIs. If they have to go back and revisit or refine their tasks, we're keeping track of how many times they have to revise. Our goal is for somebody to have zero redesign or revision tasks. That's always the goal. Now, if we see somebody who is consistently getting 2 or 3 revision tasks. It means number one, the system has to get better at explanation, at explanation, or that team member needs to be revised or possibly put on a Pip a performance improvement plan to see why they keep on getting stuck, or what is not clear on our end with the signing of the tasks.

Jasmine Star 00:14:50  There you go. That is a complete overview, a high level of what a real SOP looks like inside of one of our businesses called Social Curator. We're going to dive into another video with a great detail of how you can create an SOP on your own in a second. After watching that video, you might be wondering, well, how how did you make that SOP? I'm so glad you asked, because we're going to take our level of geekdom to expert level geek as we build out our systems. So what I'm about to show you is how we made our template SOP. And this video was created four years ago and it is something we still use. And that to me is a sign of a very good system. We're not constantly updating. The system was dialed in. This is our main video that we use to help people coming in creating new SOPs. And so what you're going to hear is you're going to hear the voice of our CEO, Jade. She's going to be walking you through how we create SOPs across all arms of our business.

Jasmine Star 00:15:47  Now, there's one last thing to note. In this video you're going to hear Jade refer to the word RACI or the acronym RACI. RACI. Now, RACI is a matrix for clarifying roles and responsibilities within an organization. I don't know who invented RACI. It's not our own. It's just something that we embodied. And I want to share with you that we use RACI to be ultra clear on who's responsible for what. Like, right. Like sometimes it's easy on teams to be like, I thought you had it. I thought you had it. No, no, no. With Raci. Like the buck stops with a certain group of people on the team. So let's go through that acronym. So you get on the same page. Let's start with the first letter of the acronym R. And that means responsible who has an asana task to complete in the entire flow. Who has a task? Who is responsible for what A is? Who is accountable? Who is in charge of achieving the outcome? Most likely this is going to be a manager or a division director.

Jasmine Star 00:16:41  They're going to be accountable. We want a particular result. Who are we going to say? Why didn't that happen. Or congratulations, job well done. It happened. The third letter is C and that is for who's consulted. Who needs to be consulted in achieving the outcome. And lastly AI who is informed who needs to be informed about the outcome when that project is done. So you're going to see Jade refer to RACI. And I just wanted to let you know in advance. Now before I get to sharing her video, if you know of somebody who is trying to grow their business or who works too much in the business, or wants to scale to eight figures, and they're looking for a way to strategically work on the business and not in the business. Share this episode with them. We want to make sure that we're all growing collectively together and making big strides towards it. Thank you for doing that. Now let's turn it over to Jade's video.

Jade Hall 00:17:30  This video is going to walk through the standard operating procedures area that is found in notion.

Jade Hall 00:17:37  And it's going to walk through how to create an SOP using the SOP template that we have here. So first and foremost, when you come into notion and you're in the workspace for standard operating procedures, it's going to look something like this. If you're watching this at a later time, some things may look a little different in here. And we may have a lot more that's filled out at the time that you're seeing this. But the overall structure is that things are separated here on this, what I'll call maybe the home screen for SOPs by manager. So each manager is going to have like their own SOPs that they are responsible for documenting and updating here. So the first thing that I will mention is I did add a couple of different like subsegments within like a manager's department, I guess. And that was just to kind of illustrate how we can organize these a little bit better. You do not have to use what I have designated here as the heading of this. But for example, with the community, we may have like 4 or 5 processes that are for the events that happen in the community.

Jade Hall 00:18:45  And then we might have like 3 or 4 things that are just admin related for the community. So that's the idea here is we may have like a few processes that are related under a certain category. So that being said, what you're going to do when you want to come in and create an SOP for your department, what you'll do is come up to the top here where we have a template, and all you will need to do here is just if you click on the I don't know what this is called, the six little dots here you can duplicate this. And then once this template is duplicated, it'll be ready for you to just drag down wherever you want it to go, and then you can click into it and start filling it out and customizing it for you. So I'm going to delete that for now. And we'll just click into what the template looks like here. And I'll just walk through kind of like the anatomy I guess of what our SOPs will look like. And I'm just going to verbally walk through like the sections of this and some of the key points.

Jade Hall 00:19:48  So first thing that you'll do is you will customize the name of it. So for whatever your process is let's just say I was doing this for like creating a landing page. That's what I would probably call it is creating a landing page. And then what I want to do is have just a one sentence summary of what you're going to learn in this. Like what will you walk away knowing how to do? And I want to make sure we keep it to one sentence because we do have a place to like. Further elaborate on that. Just write down here. So it's just giving you the gist of it. So if someone clicks in here and they're wanting to know, did I get the right thing? They they'll they'll get it with this first sentence. Then we have these four different toggle areas here. And basically we want to fill out what the objective is. So of this process that we complete. Like for social curator. It's something that happens in social curator. What is it. What does it contribute to.

Jade Hall 00:20:48  Why is it important? Just give a little bit more context here of like, what is this thing that we do? This could be like a two or 3 or 4 sentence paragraph here. But it's like, what is the objective or what's the outcome of this particular process. And then if we look at who this is, where I've outlined RACI here. So for this particular process then you would want to basically call out here who the responsible parties are. Who is accountable? Who's consulted and who's informed. So let's just because this is most familiar to me, let's let's talk about like creating an opt in where, you know, I just mentioned creating a landing page that is part of creating an opt in. But if we were doing this whole process for creating an opt in right here, I would list out all the responsible parties for like who has like a task actually within my asana project to do a thing. Who is responsible for completing something directly to make this thing come to life? So when I would list those, I say people, but I mean role names that are involved with this.

Jade Hall 00:22:00  We want to keep these evergreen. We do not want to have to be going in here and editing things, you know, as new team members. Come on, as old team members leave anything like that. So you would you would name the role names that would be involved with this. So I would have a copywriter, a graphic designer, a marketing strategist, that type of thing that would be listed out here. And then as far as who's accountable for this? It's like when we think of accountability. I mean, this just goes back to what we try to implement as far as race within the company as a whole. But you know, who is accountable for making sure that this opt in, you know, meets standards, is done on time, is, you know, all of those things like the buck stops with them, who's accountable for it. And then within your process who might be consulted and who might be informed. So for this, you do have the option of if there isn't anyone who's consulted as part of the process, then you can just say, nah, no one.

Jade Hall 00:23:04  Don't leave it blank. Just denote that no one is. And then as far as who's informed for this particular example, I would actually add in there that members of our Customer Success department are informed. They do have a task in our process to like kind of test the opt in, and that's for multiple reasons. But moreover, it's for informing them. So I do want to give like a clear distinction there. I don't know that we can use a hard and fast rule of like, if you have a task in asana, you are responsible for something. Well, they have tasks in this particular project, but I wouldn't necessarily say they're responsible for making this thing happen. They are informed through that task that's currently in the project. So I hope that made sense. And then what we want to do is list out any KPIs that are maybe measured as a result of this process, or that's part of it right here. And then the frequency. I think this is good. Like highlight to note here, if someone's coming in for the first time and they want to see this, it's just good for them to know.

Jade Hall 00:24:12  Like, how often do we do this thing? If this was for the social curator newsletter, it's like this process happens weekly. So that is what you would be filling out for all of these like toggles right up here. Quick process links. So what I have done here is I've inserted a table of contents. So that way as someone's going through here, you know, maybe they're in their training stages and they've already been through it once, but then they have to go remember like how to do that thing. They'll have quick links. And it's kind of like an outline format right here where they can scroll down to that particular section of the process that we're going to detail out here. So this should as you start updating this or deleting things and like creating, you know, using this template to create your SOP, these will automatically update up here. And I'll kind of talk about like the formatting that's required in order for it to populate properly right there. So there's essentially nothing you really have to do with this section right here.

Jade Hall 00:25:09  You can just skip over it and then you start editing this right here. So. Detailed process. This will stay the same. This heading should really stay the same right here. It's your subheadings that you'll end up tweaking. So this video that I'm recording right here when you come into this template you're actually going to see it populated right here. And so the point is with that, if you do have a video that's been recorded for your process included at the very top, that way, you know, someone has it, they know that it's available to them if they want to like, watch it. And, you know, follow along as someone completes the steps. But I will say, as a general rule of thumb, videos just don't tend to get updated as we update our processes. You know, if you've created something that's 20 minutes long, that's pretty cumbersome to come in and actually like update in here. So the goal for the SOPs Really is to be able to have things in written form, step by step.

Jade Hall 00:26:12  You come in here, you make a couple of adjustments to it, and you're not rerecording an entire video if a few little steps have changed. So when I say that if you have a video, it goes up here at the top. Yes, it does, but it's not required to have a video for the SOP. In fact, like the better method of doing this will be to actually have things written out step by step and not need to have a supporting video for something. So I'm recording this because this is a new thing for all of us, and this is giving a lot more context around like the process of SOPs that technically I would probably go through, like in a meeting or something, maybe with a new manager, something like that. So I am going to add it in here because it provides that. But as we're talking about just completing the steps and doing the things, let's actually try to just have that all in written form. Okay, enough of that. So as we go on here and we look at the use of these headings.

Jade Hall 00:27:13  So in order for them to populate up here correctly, you will want to use an H2, a heading number two for these. So you can see if I highlight this over here I've selected H2. And if you have an H2 this should be highlighted all using brown. So if I come over here I can hit color and I can hit brown. Background. And the entire thing the entire width of this should be highlighted with that background color. And that is just I'll get into like some of this formatting down here where I actually like explain that. But I want these to all be very consistent across the company. So this is kind of like the formatting that we've decided on going forward with this. Okay. And then along with that formatting, an H2 will have a divider underneath it. So you just hit the plus button. And then you can add in a divider right here. Okay. So here I'm saying that your process should be sectioned off using headings so that you're making it easy to digest.

Jade Hall 00:28:21  And so when you're deciding like what headings should I be using here. You can kind of think about like sections or milestones that may already be in an asana project for you, or just if you're kind of designating like a little mini process or a little mini segment of this process, that's a really good place to use a heading. Just kind of think like, where is it going to be useful for someone to have like a quick link to, to know how to do like that portion of this. Okay. And then if you have sub subsections, you can feel free to use an H3 with that. And that will obviously end up like indenting underneath here. So you can see how the formatting is going to work for the quick links. And this one would not have a divider underneath it, and it will not have a background color. The next thing that you can do is you can insert screenshots if they like support showing what it is that you're trying to tell somebody to do. Okay, let's move on.

Jade Hall 00:29:22  And I'll cover a little bit more with formatting here. So I'll reiterate that there's three main sections. There's the summary section up here, the quick links and then the whole detailed process itself. Those are designated with all caps. And really they should be the only headings that use all caps so that we maintain uniformity with all of our SOPs. They'll have a divider section underneath. And they should have the entire column highlighted with the color brown. We will not be choosing a cover photo up here for any of the individual SOPs. You can choose an icon of your choosing though, to put that right up there at the top. And then the goal with this is to communicate the whole picture for how to do something step by step. So you're going to want to start from the beginning, and it is going to feel very granular. But you're going to be telling someone like if they need to go log in somewhere to do the thing, then you need to tell them like a log in. And here is the URL that you're logging into in order to do this.

Jade Hall 00:30:27  You'll be telling them like what buttons to click and where it is going to feel like a bit granular. The other thing that I want to note is please reference your already existing asana tasks for a lot of this, because in your tasks, you may have a lot of this background, or you may have like the step by steps that are supposed to be completed. So don't reinvent the wheel. Like if you're documenting something for a project or process that's already created. Like definitely pull in some of those descriptions and the steps that are already outlined in tasks. But with that, you're probably going to be telling someone a little bit more detail here in the SOP. For instance, if page has a task to go and design Instagram Stories for an issue, then you were probably not telling her in a task. Go log in to Canva to do this. So that's something that you would include in the SOP. The next thing I want to touch on here is explaining the why. I think that with SOPs like they can feel very just step by step robotic.

Jade Hall 00:31:31  This is what you do, but it's very useful to give context as to like why that is important, why you would actually do this, or why we do this. Or, you know, another little tidbit of information. So if you want to add something like that, go ahead and add a call out. That way it's just kind of like a separate little formatting feature I guess you want to say where it's not part of the steps, but it goes right along with it and we can explain why something is important and to add a callout again, to add a lot of these things, you could just come in here to this plus button, and then there's a callout right here. And then when to add a process within a process. So there will be instances where there's something that's just like a process in and of itself. And so it is going to be a little bit up to managers and your discretion as to like, well, what's the cutoff point? Do I need to have a separate process? And I just insert that in here into like the grand scheme of things? you certainly can do that.

Jade Hall 00:32:37  So for my example, I would probably go through and I would outline most of how to create an opt in in this whole process document right here. But the part of how to create a landing page and create the campaign and how to connect everything, think that's a process in and of itself. So when I would get to that phase here of explaining like, okay, at this point, now we're creating the landing page and doing all this, please reference this process. And then what you would do is you'd be inserting the page in here like we did on the home screen right here. You would be inserting this link. So for mine I would probably have a landing page. Creation would be right here that would already be created as its own SOP. And so when I was creating my SOP for how to do the whole process of the opt in, I'd be inserting that link wherever appropriate within the step by step instructions here. I hope that makes sense. If you need help, let me know.

Jade Hall 00:33:38  And then the last part of this is illustrating steps. So it will be very useful and is much appreciated for the reader to be able to, you know, look at some quick bullet points or even a numbered list We can use either one of these if you want to segment things that way and format that way. But I will say I'd like to refrain from using checkboxes. And the reason for that is just someone isn't going to be coming here in here and like checking things off. They shouldn't be anyways. We want to not have that happen so that these can be, you know, evergreen and they're not messy. And it's not like a tool that we're using in that sense. So it's just a reference document. And it's not like they are going to be having like this checklist that they complete every time. And they'll they'll be checking a box. So I'd like to refrain from using that. But let's use bullets and a numbered list whenever we can just to make it easy on the reader. So I think that is pretty much everything with how our SOPs will be structured.

Jade Hall 00:34:41  But if you have any questions, please feel free to reach out. Thanks.

Jasmine Star 00:34:45  I wanted to state again that this podcast was not for the faint of heart. It was really geeky. It was nitty gritty. It was how we do our systems. Do I think that we are like, the best way? Only way? No. But we have found this way to be highly effective within the brands and within our team. I created this podcast and I created this video of behind the scenes because I wish I had it when I had started. And so my goal has always, ever been, can I leave the industry better or different than how I found it, with hopes that other people can achieve twice the results and half the time. Yeah it is. And so for those of you who engage on social media, for those of you who share this podcast episode, for those of you who share it in stories or share it with a friend, I want you to hear me say from the bottom of my heart, thank you.

Jasmine Star 00:35:36  We do this together, and we're able to change the trajectory of our businesses and lives because each of us has each other's back. What a beautiful place to live and dwell. Thank you for my heart to yours. Thanks for watching the Jasmine Star Show.