Good Leaders Make People Feel Safe

If your employees don’t feel safe, they are out looking for another job and not giving their best.

Do you make your team feel safe?

Too many priorities?

If you have too many top goals or priorities, you don’t have any. Focus your mind, and the minds of your team, on just one or two goals at a time.

From A to B, by when?

Communicate the goals clearly, talk about them every day, take action, keep score publicly, celebrate progress, and keep people accountable.  

Focus, and make the magic happen.

I hired a winner! Now what?

Better set clear goals, train them well, give them what they need to succeed and recognize them for mile markers reached.

Be fair, get other great employees for the winner to work with, and make them feel important. Let the winner help you, and make them want to stay.

People Mistakes

Many business owners spend 1% of their time recruiting, and the rest of their time managing their hiring mistakes.  

Take the time to hire better and you’ll save loads of time and money forever.

Talent Scout

Why do professional sports teams scout for the best talent full time? Why do all the fans talk about the players and their stats (KPI’s), and trades and who is starting in what position?  

Because it’s all about talent!

A leader needs to get the best talent he/she can on the team. Are you serious about that?

"A" Position, "B" Player

Do you have B players where you really need A players? B players aren’t bad enough to fire; they are loyal, and can add value.

But when you need an A, you have got to get the B out of the way – and make sure their replacement is an A.

The Peter Principle

– When an employee rises to their highest level of incompetence; you promote someone and promote them, until they can’t do it well anymore.

Well, when you started your business, you promoted yourself to a level of incompetence – the top.

Entrepreneurs need to learn lots and learn fast. The last thing you want is to stay incompetent at the top of your own organization.

Right direction?

Don’t spend years chasing a not-so-great business model.  

Ask yourself and others honestly – “What’s wrong with my idea?”

Soft Landings

When you let someone go, do it nicely. Allow them to save their own ego and self-esteem. You don’t need people walking around out there with a grudge against you.

And it’s the right thing to do. After all, you’re the one who made the hiring mistake – right?

What is your culture?

Your company culture is not what you say it is.

It’s what your people live every day.

What’s that?