Creating a Turn-key Organization pt ii: Developing Leadership Ability Within a Company Just as you need to acculturate your entry-level hires, you must also train new managers. If you hire a seasoned manager from outside the firm (a practice I strongly discourage) you will need to acculturate your new hire too.
Building a Turn-key Organization part 1 You must acculturate new employees Last week I explained how to lead your customers. This week we’ll explore how to lead your new employees and fold them quickly into your company culture. What is some of the scuttlebutt that employees grumble about their managers around the water cooler? They’re overbearing, indecisive, lazy, oblivious, etc. If you sift… Read more »
In the last two posts I explained how you’re leaving money on the table by refusing to raise prices and how to use the Grandfather Discount to raise rates and keep your clients. In future posts I discuss how and when to raise prices to earn maximum profit by improving your brand while keeping your clients happy. Now I want to share how… Read more »
Building a Turn-key Organization part 4 This is the last of a four-part series of articles on developing a self-running company. In the last post I shared strategy to develop the leadership skills of your mid-managers. By involving them in strategic planning, you prepare your company to run in your absence even during a crisis. Turn Line Workers into Managers Okay, so you’re regularly… Read more »
Building a Turn-key Organization part 3 Act Strategically by Training Tactically In the last post in this series of building a self-running organization, I shared a way to delegate when you feel you need to do everything yourself. Teaching your people this skill increases their effectiveness tremendously. Great leaders train their employees to replace them. In this article we’ll continue developing our self-running organization: a business or… Read more »