Building Trust in Business Teams: 4 Key Ways to Strengthen Your Foundation

5 Minute Read

Trust. It's one of those words we throw around, especially in business, but do we really stop to think about what it means? We tend to talk about trust as something you have to "earn" or "build" over time. But if you think about it, we give trust to people all day, every day, without even realizing it. You step into a crosswalk trusting that the car coming at you is going to stop. You board a plane trusting that the pilot knows exactly what they’re doing. You trust the doctor prepping for your surgery has everything under control. And yet, when it comes to our teams, we treat trust like it’s some monumental task—like it’s fragile and needs constant attention. But is it really that complicated?

High Performers vs. High Potentials: Who Should You Promote?

7 Minute Read

Ever faced this dilemma? You have a rock star team member who always nails their targets, delivers top-notch results, and is your go-to person for tough problems. Naturally, you think, “They’d be an amazing manager!” But then, there’s another team member who might not always be in the spotlight but shows incredible promise, vision, and leadership potential. So, who do you promote? It’s a tricky decision, right?

Promoting team members to management roles is one of the most critical decisions you can make as a leader. The success of your organization depends not only on having strong individual contributors but also on nurturing effective leaders who can inspire and guide their teams. But it’s not always clear-cut. High performers are reliable and consistent, while high potentials bring fresh perspectives and a growth mindset. Both have their unique strengths and considerations. So, how do you ensure you’re making the right choice? How can you proactively prepare your team members for the challenges of management?

Unlocking the Potential of Your Managers: A Comprehensive Guide to Retaining Your Best Employees

7 Minute Read

We've all heard the saying: "People don't leave companies, they leave managers." This powerful truth speaks to the heart of employee retention. Managers have the ability to make or break the employee experience, influencing whether they stay and thrive or seek opportunities elsewhere.

How do we keep our best employees from looking elsewhere? Retention isn't just about compensation and benefits; it's about relationships and opportunities for growth. Your managers are in the best position to foster those relationships and nurture those opportunities. So, the solution lies in giving managers the skills to lead effectively. If we want to keep the stars of our organization, we must ensure that our managers shine first.