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Hopefully by now, most of you know how important employee development is. In my opinion, it is an essential component of retaining your team, growing innovation and enhancing your customer experience. The articles below talk about how to incorporate training into your team’s everyday workflow AND how to provide feedback and training/professional development plans in performance reviews. Reinforcing to your team that you’re willing to invest in them is priceless!
So, we are halfway through the year! Are you excited about how your company is performing? Are you on track to hit your goals? Are you showing up as a great leader? In my opinion, two of the most underutilized tools to leverage as a leader are delegation and self-reflection. In this month’s newsletter, you will find an article that discuss delegating and how to be certain that what you’re asking for is what is being heard. I’ve also included an article on incompetent leaders; something none of us wants to be! Having a leadership team that isn’t strong will greatly impact everything in a company, especially the culture and likely the sustainability of the business.
I recently onboarded a new client and had the chance to spend 2 days with their leadership team. After working on their Accountability Chart, we started tackling their Core Values. This process is such an essential component to creating a solid infrastructure on which to build your business. Your Core Values should be traits and behaviors that you feel “at your core” and they are non-negotiable.
Were you aware that “more than 25 million people quit their jobs in the second half of 2021?”
As we all struggle with the labor shortage, focusing on the staff we have needs to be a top priority. I’ve included one article this month that has some great ideas on how to retain talent. Making it a more engaged environment will make a huge difference.
How many of you are concerned about the labor market right now? I would guess everyone who is reading this! The labor pool is very small and compensation expectations are very high. So, what are you doing to ensure that you will retain your current team members? These two articles have some great suggestions to address this issue.
I recently sat with an executive, we’ll call him Mark, to review his comprehensive feedback report, which comprised nearly 25 interviews with critical stakeholders. While most feedback contains some contradictory data, in his case, the differences were extreme. Some people described him as supportive and kind while others described him as self-serving and mean-spirited.
I hope this finds you wrapping up a successful 2021 with an optimistic outlook into the new year. I encourage you to consider doing a SWOT analysis to look back and learn some ways to make improvements for 2022. I found one article on empowering your team to become more independent/less reliant on you and another on being a humane leader. I thought these were both great reminders.
Are you struggling with staffing challenges right now? Who isn’t! Do you know what your staff is looking for in this new age of employment? I’ve included a terrific article that looks at what your team members might be looking for, and it goes beyond just flexibility.
Please don’t miss the opportunity to join us for next week’s complimentary workshop where you can learn about some new concepts managing your proceeds from the sale of your company. Even if you’re not planning to sell in the next handful of years, this information is valuable and it’s never too early to start planning.
As I am currently working with some clients who are preparing their businesses for sale, it seems timely to talk about what life can look like on the other side of selling your company. Have you ever heard of Private Foundations? How about Donor Advised Funds? Do you know how to maximize your company’s proceeds?