Recruitment and Retention Strategies

As we worked through The Importance of Employee Retention, we looked at just a few of the direct costs that have such a significant impact on an organization’s bottom line when voluntary turnover is high. Now let’s start digging into some critical steps we can take to make each of our organizations a place great team members rarely want to leave AND a place that the best people in our industries WANT to come to work!

Before we get rolling though, I need to make a few statements that I really hope aren’t at all necessary: Building this kind of reputation for any organization will take ongoing effort! This will take time and commitment. It will also be somewhat difficult to achieve but far easier to ruin. When we get it right though, the juice will absolutely be worth the squeeze!

I’ve already shared what John Maxwell says accounts for as much as 65% of all voluntary turnover, people leaving their managers, and we’ve looked at why leadership development...

Continue Reading...

How Do You Measure Success?

We closed last time by touching briefly on how critical it is to be able to measure tangible results as we work to avoid many of the reasons for why leadership training fails. Leading up to that, we looked at the wide variations in what’s even referred to as leadership training and we dug into the significant difference between knowing something and applying it… 

As Cindy and I begin working with an organization, or an individual leader within that organization, we always start the process by having a very strategic conversation with the primary decision maker(s) to develop a firm understanding of the issues they’re dealing with so we can assist them by providing the most applicable material for their team members and in creating the most effective plan for how their team members can take action on that material afterward. It’s incredibly important to understand where they are before we ever try to help them move forward! A while back while talking with...

Continue Reading...

Accountable for Results

Once we’ve been intentional about defining leadership development, our work should be done! Right?

Before you fall completely out of your chair, laughing at that ridiculous statement, I’ll challenge you to show anything of significance that’s truly that simple… If we want to achieve significant results, especially the tangible results that make a measurable impact on our organization’s bottom line, we’ll have to be sure to see it through - not just issue a statement and call it done…

For close to 15 years, I worked for a Human Resource Manager who was always very vocal about what he expected from me anytime I attended any type of class or conference. I was required to report back to him, and often the entire management team, showing I had learned and what steps I would be implementing in the process I led. I was also responsible for seeing this through and for showing a tangible return on the investment that had been made for me to attend...

Continue Reading...

Soft Skills that Make a Hard Impact

I closed the last post by bringing up one of the biggest challenges I’ve seen organization’s struggle with in determining whether or not they make an investment into the new skills someone will need as they transition into a role with leadership responsibility. When we’re intentional about accurately defining leadership development, we can begin to identify specific areas that need to be addressed in our growing team members. This is also where we should be establishing baseline measurements for a few key metrics that tie directly back to effective leadership - in the lack thereof…

Over the last twenty years, the most common push-back I’ve seen to making an investment in providing the necessary training and development that can be so critical in helping new supervisors and managers lead their teams effectively has been the concern of not knowing if it makes any difference at all. In so many cases, those soft skills are viewed as intangible and...

Continue Reading...

Can We Afford Not To…?

I closed the last post by mentioning how many organizations view “soft skills” training as something that’s nice to do when there’s time but far less critical to the day to day operation of the business than any technical training tying directly back to their specific industry. But is that the right decision?

In chapter 16 of Leadership Gold, People Quit People, Not Companies, John Maxwell says “Some sources estimate that as many as 65% of people leaving companies do so because of their managers… The ‘company’ doesn’t do anything negative to them, people do.” In many cases, these are the same managers that have risen through the ranks of that company as they’ve developed strong technical skills and became some of the organization’s top producers. But as we discussed in the last post with regards to just how that can impact communication, being great at doing doesn’t always translate to being effective in...

Continue Reading...

Get More Juice From Each Squeeze!

I closed the last blog post with a promise to share some practical steps each of us can build a culture that creates amazing customer experiences and directly impacts profitability. Before I go there though, I want to share what may be the last invitation I can pass along for you to join me and Cindy this coming Friday (Nov 13) for the final LIVE2LEAD:Harrisonburg virtual experience we’ll be hosting in 2020. This year’s content is incredible but the bonuses are worth as much as the event itself… Hope you’re able to join us!

So how can we get more juice from each squeeze? First, understand I’m not suggesting that we ever try to actually SQUEEZE extra dollars out of the clients or customers we interact with! If we provide them with value through the product or service we offer, we deserve fair compensation for that. What I am suggesting is that we do everything in our power to make sure we capture as much profit as we possibly can from the revenue we...

Continue Reading...
Close

50% Complete

Let's Talk!

Complete this form and we'll be in touch soon to set up a time to discuss how we can serve you.