3 Minute Read
Recently, a client had a key employee resign unexpectedly, and they were left scratching their heads wondering what went wrong. They had big plans for this employee in the future. In fact, they had discussed this during many of our leadership team group sessions. When the employee put in his resignation, it felt a bit like a punch in the gut. The leadership team felt that they had invested so much time into this employee. They asked us to conduct an exit interview in hopes of learning from the situation, so they don’t repeat the same mistakes.
During the exit interview, the employee reported that he felt like he had plateaued in his current role. And he wasn’t sure what career path the company had in mind for him. It made our hearts sink a little because we heard the leaders of the organization discuss the plans for his future. But they quickly discovered that they never clearly laid out that plan to the most important person: THE EMPLOYEE!Read More›
Updated March 2020
4 Minute Read
We have a critical question for you: Do you have someone to replace key employees if they suddenly left? Many companies have good intentions of developing people for key roles, but aren’t ready if a key employee left tomorrow. That creates a big problem.
When we have discussions with our partners, we’re often asked that magical question: How do we create a succession plan? And how do we do it effectively?Read More›
4 Minute Read
We’ve all had those days. The days where we go from meeting to meeting, only to find that at the end of the day, we didn’t get anything productive done. Bad meetings are the cause. We get frustrated and think, “What a waste of time!” Yet, it happens again and again. For multiple reasons: people schedule meetings that don’t need to happen; they invite people that don’t need to be there; hold meetings for much longer than they should; they don’t have a purpose or an agenda; and they waste our precious time.
Yet, what do we do? We keep accepting the meeting invitations, in hopes that this next one will be different. David Grady calls this phenomenon MAS, or Mindless Accept Syndrome. An involuntary reflex in which a person accepts a meeting invitation without even thinking why. A common illness among office workers worldwide.Read More›
4 Minute Read
Telecommuting…sounds like something from the future. However, it is one of the most challenging issues for businesses today. Employees want flexible work schedules and work hours. And many companies are trying to make it a priority and allow employees to work remotely. Some have even gone as far as hiring full remote teams that work in different states across the country.
Having remote employees can be a benefit to both the employee and the company. The employee finds harmony by being able to have a professional career, as well as more time for activities outside of work. They have the choice to work for an organization halfway across the country, giving them unlimited possibilities. The company can benefit from this as well. It reduces overhead costs and they are able to have access to more talent that otherwise may not have been an option to them. And technology has given us this alternative; it’s a beautiful thing. But as with all new things, there are some obstacles to overcome, such as how to keep remote employees engaged.Read More›
5 Minute Read
If you’re a business leader, it’s safe to believe that you understand the need for, and the benefits of, succession planning. So, for the purpose of this article, we won’t spend much time addressing them. What we will highlight, however, are a few ingredients that are necessary in order to develop bench strength for your key employees. In sports, the definition of bench strength is “the quality and number of players available to substitute during the game”. In business, there’s a bit more focus on the quality piece; but really, the concept is the same. The purpose is to have people ready to step into a different role when a leadership or key position becomes available or when a new role is needed.Read More›
3 Minute Read
More and more companies today have come to understand that employees are demanding that the company they work for fit their values and beliefs about how employees and coworkers should treat each other. They look at a company’s philosophy about customers and their beliefs about social causes. And most importantly, they look at organizational culture. And if the company doesn’t fit the mold, the employees go elsewhere.Read More›
4 Minute Read
Ahh, the feeling of setting new goals. It’s exciting. You’ve planned exactly what this year is going to look like, both personally and professionally. Your company is expecting big things this year. You’re probably feeling headstrong and ready to take on the world. You have no doubt that all of this can get accomplished. You’re ready to do this!
Fast-forward three months. You’ve struggled to stay consistent with your goals. We know. Life gets in the way, schedules change, and suddenly you have gotten really busy. You’re behind, you might have procrastinated just a little, and you didn’t do everything you said you were going to do this quarter. Now you’re off track and mad at yourself for not being more accountable. Sound familiar? We’ve all been there.Read More›