CMax Insights

The Emotional Baggage of Leadership

Fri, 31 Mar 2023 13:22:26 GMT

Leaders are people and all people have tough things to work through.

I’ve been coaching leaders for several years and have learned there is generally one thing standing in their way of reaching their potential – themselves .

All of us, every single one of us, carries some sort of baggage or issue around with us. Insecurity, fear, depression, anxiety, inadequacy, loneliness, lack of confidence, etc, etc, etc. Leaders are people and all people have tough things to work through. Unfortunately, leaders aren’t able to turn off or ignore them when they start work. Instead, they bring their tough things to work and try to navigate them as they lead others.

For most companies, leaders are the lifeblood of the organization, and their success generally correlates to the success of the business. So how does an executive or business owner develop and support their leaders and ensure the success of the business?

Increase Awareness:

Most leaders underestimate how much the challenges they face in their personal lives impact their ability to lead others. When a leader has an opportunity to discuss their performance with a coach or supportive leader, they will begin to understand how some of their past experiences and current challenges are impacting their ability to lead effectively.

Be Aware:

High performing leaders do not like to fail. In most cases, they will do everything within their control to not fail. But sometimes they are unable to deal with their emotions, their fears and their loss of control. When the pressure becomes too much, they may erupt or withdraw or try to hide their failure. All leaders are susceptible to tough seasons and trials. Watch for the early warning signs and don’t discount the impact.

Be Supportive:

When your leader struggles, the best thing you can do is be empathetic, understanding and supportive. It is incredibly hard when you see the impact on your business. However, the entire organization will be watching how you react and will take notice of your actions and approach. This is a great opportunity for an executive to show their character.

Remain Objective:

While it is important to handle people with respect and patience, you also have a business to run. Don’t allow a leader’s personal challenges have a significant impact on business performance. Consider giving them additional paid time off, reassigning them to a different position during a “season” or explore other options to minimize the impact it has on the business.

Our Leader Effectiveness Assessment provides leaders and executives with greater self-awareness and approaches to navigate tough seasons. Need help with a challenging leader “issue”, give us a call. We’ve been coaching leaders for more than 15 years and have proven methodologies to help address generally any challenge you face.

The 4 P's of Good Culture

Mon, 20 Mar 2023 13:33:46 GMT

Culture is impacted by the 4 "P's" of a company: People, Practices, Place and Personal Development.

Culture is the cornerstone to building strong teams. To build a strong culture, leaders should be intentional about the "feeling" that is being generated from these factors:

People:

Do your leaders build people up or tear them down? Are your leaders focused solely on the what (the results) or do they also consider the how (the team's engagement).

Practices:

Does your organization have strict rules and structure or do employees have flexibility? How is information communicated and do all employees receive consistent messages?

Place:

In the new world of remote work, this has become even more important. What is the vibe of the office or environment where your team works or meets? Consider the intentional approaches you take to create a warm and welcoming environment.

Personal Development:

Every company says personal development is important but few leaders show a commitment to it. Do you leaders conduct frequent conversations about career goals, strengths and areas for development. Do your leaders show they care about the development of their team?

Every company is made up of a distinct group of people with different views, approaches and desires. This leads to a distinct, unique culture. Companies are able to shape that culture by teaching and encouraging leaders to embody the values and behaviors that will lead to the desired "feelings" of the employees.

This might sound difficult, but it can be quite simple. Do you want employees to feel empowered to make decisions? Understand the defined policies and unwritten rules that create barriers and find ways to give employees more authority. Do you want employees to feel energized in their workplace? Review the lighting, furniture, décor and music and consider whether it is uplifting or draining.

We know culture! We help companies evaluate their unique, distinct culture through our Culture Assessment. Contact us at info@cmaxadvisors.com to hear more about how we can help you shape your culture.

5 Signs You May Need a Recruitment Partner

gcovault@cmaxadvisors.com (Grant Covault) — Tue, 07 Mar 2023 19:22:27 GMT

In today's highly competitive job market, finding and retaining the right talent for your business is more critical than ever. In fact, according to a recent release from Monster.com, 96% of workers will be seeking some type of new position in 2023 .

However, the hiring process can be challenging, and many businesses struggle to find the right candidate for the job. That's where recruitment partners come in. A recruitment partner can help you find the right talent and streamline the hiring process. In this blog, we'll discuss 5 signs that indicate you may need a third-party to help you with your hiring needs.

1. Inability to Attract Qualified Candidates

If you're struggling to attract qualified candidates for your job openings, it may be time to consider partnering with a recruitment firm. A good firm can assist you in identifying the root cause of the issues and collaborate with you to create an effective hiring strategy. With their extensive network of both active and passive job seekers, they can help you find the ideal candidate for your organization.

2. Time Constraints and Limited Resources

Another sign that you may need to seek out help is when you feel pressed for bandwidth, and you are unable to dedicate the necessary time to the hiring process. A recruitment partner can handle the hiring process for you, from posting job openings to screening candidates and conducting interviews. This frees up your time to focus on other aspects of your business.

3. High Turnover Rates

Nothing is more frustrating than making a hire only to lose that persona a short time later. Additionally, high employee turnover can be costly and affect productivity and morale. By bringing on a consultant, they can help you objectively identify why employees are leaving and find ways to improve retention. They can also help you create job descriptions that accurately reflect the role and company culture, ensuring that you attract candidates who are a good fit for your organization.

4. Lack of Industry Knowledge

If you're not familiar with the job market in your industry, it can be challenging to find the right candidates for your organization. A recruitment partner has industry knowledge and can provide insights into the job market and salary trends. They can help you create competitive offers that attract top talent and ensure that you find the right candidate for the job.

5. Employer Brand Reputation

Your employer brand reputation is essential to attracting top talent. If your business has a poor reputation, it can be challenging to attract the right candidates. Having the right consultant can help you improve your employer brand by providing insights into what candidates are looking for in a job and what makes a company attractive to potential employees. They can also help you create a positive candidate experience, ensuring that even candidates who don't get the job leave with a positive impression of your organization.

In conclusion, hiring the right talent for your business can be challenging to do by yourself. However, with the help of the right recruitment partner, you can streamline the hiring process and find the best candidate for the job. If you're experiencing any of the signs outlined in this blog, reach out to us today for a free consultation to see if we are the right fit to help your team.

Stale Culture Means Weak Teams

Mon, 20 Feb 2023 17:59:20 GMT

When a culture is stale, employees do their job but don't have passion for their work, they don’t feel connected to the vision or they don’t really connect with their coworkers.

When your culture is great, it's obvious. Employees connect, the organization has strong teams, and people care about their work and the people they work with.

When culture is bad, it's obvious. Employees dread going to work and the underlying conflict that exists is palpable. Employees may have to pick sides between fighting coworkers and conversations may consist of gossip about that woman who is wearing plaid with stripes.

The impact bad culture has on results and the symptoms of bad culture are almost impossible to ignore – think backstabbing and tears.

What about when your culture is, meh? Stale culture might be worse than bad culture because the symptoms aren’t as noticeable but the impact is just as significant. When a culture is stale, employees do their job but don't have passion for their work, they don’t feel connected to the vision or they don’t really connect with their coworkers. Employees generally have no emotion or feeling for the organization and “punch the clock” like Fred Flintstone. I contend that a stale culture is worse than a bad culture because the symptoms are often overlooked and bad performance is blamed on bad hires, bad luck or unforeseen circumstances.

These are the signs that your culture needs a boost:

- You experience continual turnover that leads to constantly being under-staffed. This leads to a constant need to get new employees “up to speed” in multiple roles and departments.

- You are unable to refill positions with top candidates . Candidates hone in on culture, and when a culture is stale a candidate figures it out quickly and seeks a company with a better culture.

- Managers are overworked and not highly engaged . When a manager isn’t engaged and connected with the company, employees sense that lack of connection and lose any excitement they once had.

If your culture is stale, don’t underestimate the impact. Take the same approach you would as if your culture was toxic, and try to assess what impact the stale culture is having on the company’s performance.

Need help assessing your culture, contact us at info@cmaxadvisors.com . We have a Culture Drivers assessment that will give you an accurate view of your culture and ideas on how you can build strong teams.

Filling New Positions In Uncertain Times

Mon, 30 Jan 2023 13:51:56 GMT

Planning for the worst leads to missed opportunities.

I think most of us have all become more accustomed to operating within uncertainty. We learned how to transform business during a pandemic and how to continue to function and not lose a bit while we all work remotely (and juggle all of the other parts of life). But somehow, this upcoming uncertainty feels a little different to me.

We are starting to see the first sign of future uncertainty – rescinded job offers. Recently, I saw a couple of posts from people who were dumbfounded by companies pulling back their job offer. I guess when the rejection happens to you, you actually realize that it isn’t very pleasant.

Anyway, there is no denying that March 2023 will look different than March 2022 did and it is hard to determine what impact it will have on the job market, salaries and business demand. So as we enter this new season of uncertainty, we recommend dipping your toe in the pool by following these strategies:

Don’t Plan For the Worst

I know, it’s different than what most people say. But, how often does the worst ACTUALLY happen…..generally never. When you plan for the worst, you make decisions that prohibit you from taking advantage of opportunities. Planning for the worst leads to missed opportunities.

Don’t Make Decisions With Your Eyes

I have this theory – when I make decisions based on what I see, they are generally not the best decisions. I’ve learned to avoid making decisions based on what competitors are doing or based on what I see on a LinkedIn post. Surround yourself with trusted, and experienced advisors who can help you navigate through any storm.

Have a Learning Mindset

The recession of 2008 taught me something. Tough times are, well, tough but we all generally find a way to survive. If sales fall by 20% it is going to be a difficult season for sure. However, a lot of good things can come out of those periods of famine. Look for the lessons to be gained and you’ll come out of the tough season stronger than you entered it.

Make Strategic Investments

Trying times are a great opportunity to take advantage of market opportunities and position yourself for future growth. Consider how you can make good, strategic investments that can catapult your business once the draught passes.

If there is one attribute that makes us different, we have weathered many storms and have learned how to steer the ship and instill a sense of confidence through the most trying times. If you need advice navigating a storm, give me a call and I can share some of my life experiences to help you push through to see the rainbow on the other side.

The Average Job Posting Gets 250 Resumes

Mon, 16 Jan 2023 14:45:37 GMT

Nearly all candidates today will do a google search on your company, read reviews, and try to identify things like your target clients and company values.

It’s interesting to look back at how the job market has changed in just a few years. Many companies who continue to rely upon recruiting strategies that worked in the past are struggling to find success today and often using band-aid approaches to fill open roles. Outside of just a few exceptions, I have a hard time believing anyone is seeing anywhere close to these types of applicant numbers in 2023. The battle for talent is more intense than ever. What can companies do to help their recruiting efforts?

Don’t rely on applicants.

Go make cold introductions to passive candidates in your industry. Even if the timing isn’t right, those relationships may pay off down the road. We are seeing that even for many entry-level and non-degreed roles tapping into the pool of passive candidates is crucial.

Be aware of your company’s branding.

Nearly all candidates today will do a google search on your company, read reviews, and try to identify things like your target clients and company values. A history of bad reviews (Either by customers or employees), using social media to show off aspects of your company culture, or in many cases just being able to easily find your companies website through a quick google search can be the difference between attracting and losing talent

Be humble.

Most companies in today’s market can’t expect top people to go out of their way just to take their job. Companies have to look at how they are selling themselves to candidates to gain interest. Just having an opening isn’t enough to gain interest anymore. In 2023, we need to acknowledge that many candidates are receiving interest from multiple companies, and your option may not be their first choice. Understanding individual candidate motivators, sharing how your company aligns with those motivators and helping them understand the future vision of how that person fits and grows within the organization is a must.

Why 2023 Is The Right Time To Invest In A Fractional COO

Tue, 03 Jan 2023 14:16:45 GMT

By utilizing a fractional COO, you can enjoy the benefits of having an experienced executive on your team without the long-term commitment or expensive costs associated with a full-time COO.

As businesses continue to evolve, so do the roles of their leaders. One of the newest roles to emerge is that of the fractional COO – a Chief Operating Officer who works part-time to help a company reach its goals.

A fractional COO is a great option for companies that don’t have the budget or resources to hire a full-time COO. These part-time COOs can provide a range of services, including strategic planning, operations management, and project management. They can also act as a mentor and advisor to the CEO or other executives. The fractional COO brings valuable experience and expertise to the table.

They’re usually experienced professionals who have held leadership positions in other companies and can help guide a business in the right direction. They’re also often well-connected and can provide access to resources and networks that the business may not otherwise be able to access.

Having a fractional COO can help a business save money, too. Hiring a full-time COO can be expensive – but a fractional COO can offer their services for a fraction of the cost. This makes it a great option for startups and small businesses.

So what exactly are the benefits of hiring a Fractional COO?

1. Access to Expertise : A fractional COO will bring a wealth of experience, knowledge, and insight to your business that may not be available from internal staff.

2. Cost Savings : Hiring a fractional COO allows you to benefit from experienced leadership without the need to commit to a full-time salary.

3. Flexibility : A fractional COO can be tailored to your specific needs and objectives and adjusted as your business grows.

4. Increased Efficiency : A fractional COO can help you to streamline operations, restructure processes and implement new systems that will improve efficiency and make your business more profitable.

5. Strategic Vision: A fractional COO can help to develop a long-term strategy and vision for your business and help you to identify new opportunities and potential areas of growth.

6. Accountability : A fractional COO will work with you to create goals and objectives and help to ensure that they are met. This will help to ensure that your business is running as efficiently and effectively as possible.

So are you a small business owner wearing too many hats? Do you feel like you don't have enough time to focus on the important tasks that will help your business grow in 2023? If you're looking for cost-effective help to manage your business operations and free up your time, then our fractional COO services may be the perfect solution for you.

As a fractional COO, CMax will provide the same level of expertise and advice as a full-time COO, but on a part-time basis. We will help you to streamline your business processes and operations, identify areas for improvement, and create action plans to help you reach your growth objectives. I'll also provide guidance and advice on strategic decision making, financial planning, and business development.

By utilizing CMax fractional COO services, you can enjoy the benefits of having an experienced executive on your team without the long-term commitment or expensive costs associated with a full-time COO.

This will allow you to focus on the tasks that need your attention the most and achieve your business goals in a timely and cost-efficient manner.

Hiring a Fractional COO can be a great way to gain access to experienced leadership and business knowledge to help you grow your business. A Fractional COO can help you develop your business strategy, create and implement plans, and provide oversight of operations. They can also help you find efficiencies, identify growth opportunities, and build and manage teams. A Fractional COO can help you focus on the big picture, freeing up your time to concentrate on other business priorities.

If you're looking for a way to take your business to the next level in 2023, consider fractional COO services with us. With our team of experienced professionals, we can help you optimize your operations and maximize your revenues. Our team has a track record of success in helping companies of all sizes and industries achieve their goals. We'll work with you to craft a customized plan that meets your unique needs and provides you with the tools to reach new heights.

Our services include strategic planning, financial analysis and forecasting, operational efficiency, process improvement, and more. We'll help you develop the right metrics and KPIs to track your progress and ensure that you reach your goals. With our expertise and knowledge, you can focus on the areas that are important to your business and know that the rest is in our capable hands. Let us help you take your business to the next level.

Let's Talk About Interviewing

Mon, 19 Dec 2022 18:37:49 GMT

So often we interview candidates to find out how well they interview. What if we interviewed to actually learn?

Let's talk about interviewing....I recently read a post on LinkedIn about the importance of hiring fast and firing faster, because hiring is just guessing.

One of my favorite parts of working for CMax is the dedication to creating a culture of trailblazers. We talk all the time about how we are different, but sometimes we have to step back and really ask ourselves are we just talking about being different or are we actually living that dream? Well recently I feel like we are living it.

We completed an interview with a candidate and didn't ask a single interview question.

We had a resume, we already knew her basic skillsets from a phone screen, and we already knew where she worked. Instead of having her walk through job hops from 5 years ago, and list her biggest weakness we gave her a personal drivers assessment.

We didn’t use an assessment to make a hiring decision.

We didn’t use an assessment to disqualify a candidate from anything. Instead we used an assessment to create quality conversation, and it created better conversation than a typical interview ever could.

Instead of transactional questioning we looked at who she was as a human being.

We dug into this candidates aspirations, fears, strengths, etc. We were able to use that information to proactively discuss with the candidate in this role where she would have an opportunity to be successful right away, areas we could support her development, and how her motivators aligned with our culture and vision as a company.

The best part is all this came about naturally in casual conversation without high pressure gotcha questions that get rehearsed answers.

I believe we learned more about the candidate and she learned more about us than any interview I had ever previously been a part of.

So often we interview candidates to find out how well they interview. What if we interviewed to actually learn? So many hiring managers tell me that they can't really know who they have in a new hire until they actually start working for them. My question back is now why?

Will we learn everything we need to know from a new interview process? Probably not, but it certainly feels to me that we are accepting defeat to a common issue without even looking at solutions.

Have you or your team made a hiring decision that left you scratching your head 30, 60, maybe 90 days later? What has your organization done to help prevent repeating the same mistakes?

How To Keep Up Momentum On Your Strategic Business Initiatives

Mon, 05 Dec 2022 14:41:27 GMT

The hardest part of implementing a strategic plan is staying committed until the end.

Have you ever started something really big? Maybe a new diet or workout plan? Maybe a new hobby? If you're like me, you might get really excited at the outset but the sizzle fades and you are right back to same old, same old after a few days or weeks.

I have found businesses approach strategic initiatives in the same way! In January, I spoke with a business owner about their strategic initiatives. At that time they were kicking off 4 initiatives and were really excited about the work ahead. In April I spoke with the business owner again and while they were making progress on the initiatives, it was becoming "tough sledding".

I found out last week that vacations and an increase in business has led to a pretty hard pause on this company's initiatives. We talked about how hard it is to remain committed and get initiatives all the way across the finish line. It reminds me of my experience racing my 15 year old daughter in the 300M hurdles.....I started so strong but let's just say the end wasn't so good.

So, how do you keep momentum to actually COMPLETE your strategic initiatives and propel your team and organization?

Here are a few steps to follow to stay on track to the very end:

1) Hire us to help

OK a bit of a shameless plug here. But seriously, we work with companies as a Fractional COO to implement strategic initiatives and having a 3rd party focused on the initiative will greatly increase the likelihood of success.

2) Find early successes

You're more likely to stick with your diet when you lose 5 pounds in your first few days. Leaders will find ways to stay focused on initiatives if they can see the tangible benefits of the work early on.

3) Schedule accordingly

This is a tough one. Implementing something new is really hard and requires your best talent....who is already overloaded.

But, businesses that assign their best people to an initiative have a higher likelihood of completing those projects.

4) Be comfortable with small wins

Most leaders would consider a project a failure if they only make 60% progress. However, once the business adjusts to the "new normal", it will be easier to make further progress down the road.

The hardest part of implementing a strategic plan is staying committed until the end. Resist the urge to put projects on hold - picking up a dead project is so much harder than rejuvenating a project that is on life-support. Need help getting your project across the finish line? Contact us at info@cmaxadvisors.com and we can get you back on track.

Building Strong Teams Means Investing In Your Employees' Development

Mon, 07 Nov 2022 14:37:19 GMT

In this world of "need it now", employee development needs to be viewed as an investment that requires time to get the desired results.

I am so passionate about the growth and development of people. It is the cornerstone of building strong teams. I once heard someone describe employee development like a farmer planting seeds at the beginning of the season - we need to be patient and do a lot of work to see the harvest at the end of the season.

I see leaders make two huge mistakes when trying to develop employees:

Consistency / Commitment:

In my experience, companies are REALLY focused on employee development during annual reviews. After that, development planning gets put away until next year. This is like planting seeds and never watering or fertilizing them. For the best development planning, leaders need to create a plan, invest their time to the plan, remove the barriers preventing growth, and stay committed to the plan.

Time:

Every leader I talk with needs high-potential people YESTERDAY. They can't wait a day, let alone a year for someone to take on greater responsibilities and they approach development like a bomb ticking down in its final minute - it needs to happen right now! Trying to reap a harvest before the produce is ready will result in a crop that can't be used.

The best way to foster development is to:

- Give employees assignments that are slightly out of their capability and comfort zone. Growth requires some level of discomfort.

- Provide basic support. Don't hover and don't solve their problems. Be available to confirm direction and provide encouragement, then let the growth happen naturally.

- Let them fail a little. Our greatest growth and development comes from our failures. Help them fail safely and softly.

- Give them time to let concepts soak. Development often comes in the moments of reflection after the "storm".

In this world of "need it now", employee development needs to be viewed as an investment that requires time to get the desired results. Leaders need to allow the development process to happen naturally and be patient to reap the harvest! Need help creating a plan or need some "fertilizer" to foster growth? Contact me at bgillum@cmaxadvisors.com to hear how we help create an environment of growth.

Advantages Of Using A Retained Recruiter

Mon, 24 Oct 2022 15:26:50 GMT

Many companies continue to look at recruiting for tough positions as finding the purple unicorn because that is the same way they have always done it.

I just spoke with a company that has had an open role since the start of 2022, is using multiple 3rd party contingent agencies to find candidates, but is completely dumbfounded on why they are not seeing results. Their solution is to add more contingent agencies to help with the search. They also let me know that their current agencies are yet to provide any candidates.

Why?

Many companies continue to look at recruiting for tough positions as finding the purple unicorn because that is the same way they have always done it.

Instead, modern recruiting should be looked at not as finding, but attracting . Candidates are out there, but with so many options companies have to be appealing to candidates and find ways to tell their stories to entice passive job seekers.

Contingent firms can be beneficial at times and have their place. If you have had a tough-to-fill role that has been open for an extended period of time they may not be your best option. Put yourself in their shoes.....if your entire reward was contingent upon success are you going to focus on the time-consuming tough-to-fill role, or the easier more common opening? You'd be crazy to focus on the tougher role as you can likely fill multiple openings in the time it takes to fill the one tough role, and make twice as much money in the process. Yes they'll take the order, but how much time is going to be prioritized to the role? They have no buy-in, but that also means no risk to them.

Tougher positions tend to require more strategic partnerships. I'm seeing more and more agencies opening up to retained searches, but many companies are struggling to adopt a new model. Retained search models allow for more open and honest communication.

Advantages of using a retained recruiter

-A more consultative approach with data and insight to market trends, salary analysis, company reputation & marketability, etc.

-Less advertising B and C candidates as A players, and more transparency around candidate strengths, weaknesses, and how they can fit within your organization.

-Retained recruiters tend to take the time to learn about your company, and make sure they are properly marketing the benefits of your company to candidates.

-Higher level of candidate trust as retained agencies can be more transparent throughout the hiring process.

-A more focused recruiting strategy and fewer bulk reach outs.

-Work with your current recruiting efforts and not in competition with your HR team.

-A higher level of commitment to filling the role.

-Lower turnover rates as retained recruiters tend to focus on more than just the skills checklist, and factor in culture fits, personalities, and personal motivators.

Ghosting: An Increasing Phenomenon In Recruiting

Mon, 10 Oct 2022 14:58:40 GMT

We are at a time in history where communication is in its simplest forms, yet we fail to do it properly.

Ghosting is an increasing phenomenon within our society, both in our professional and personal lives. When I first entered the recruiting industry it seemed common among a younger crowd targeting entry-level roles, but mostly limited and something that I chalked up to inexperience. Fast forward to 2022 and it seems to be an issue so widespread that the behavior has become expected, and to some extent even accepted at any experience level, profession, and demographic.

And even though it mostly gets discussed about candidates within the industry, companies are just as bad at ghosting candidates after interviews. Even business to business ghosting has become just as frequent.

I'm not here to point fingers, I've been just as guilty as anyone at times. I bring this up more so to ask if this is correctable behavior, or do we need to accept and adapt to increased ghosting?

A recent Forbes article suggests that 76% of companies said they were ghosted by candidates within the last year. Meanwhile, 77% of candidates surveyed say that they have been ghosted within the same timeframe.

Those numbers are absolutely insane, but also quite interesting to me, as it isn't a one-way problem, but shows a mutual disconnect within our hiring processes. So what can we do about it?

1) Treat people as people

It seems simple, but we forget about the human element every day. A simple email to let the other party know that things have changed can go a long way.

2) Have actual conversations

Many within the recruiting industry, especially in recent years have valued quantity over quality. I would encourage all recruiters and hiring managers to take a little extra time and have actual conversations with candidates to understand their background, motivators, and timelines. It's amazing how much more transparent candidates will be when it feels more like a conversation than a test they need to pass.

3) Set realistic timeframes

This can be tough as there are so many moving parts, but frequent and honest communication is key.

4) Try your best to act with humility

People twice as busy as you and I find time to communicate with companies or candidates all the time. Even if it is not a full conversation an email or text message that puts the needs of others over our own desires goes a long way.

5) Move quick

One of the top reasons candidates ghost employers is because of a slow moving interview process. With so many jobs available right now more often than not candidates will have been contacted by multiple other companies within just days of starting your interview process.

We are at a time in history where communication is in its simplest forms, yet we fail to do it properly, all of us to some extent.

Do you see a path for us to get back to a time when the ghosting phenomenon isn't quite so normalized?

Is Your Business On Course to Reach Its Aspirational Goals?

Mon, 26 Sep 2022 13:23:04 GMT

When a business does not have a clear vision, the strategy is often focused on financial goals that lack meaning for employees.

Think of a boat that leaves port without a clear idea of where it will ultimately reach land. The ship may be at sea for long periods of time and sail somewhat aimlessly as the captain attempts to find dry land where the boat can dock to replenish fuel and supplies.

Is your organization like a ship at sea without a clear destination of where you are headed? Striving for financial results is a common "direction" for businesses; however, candidates and employees are more interested in a journey with more meaning.

Consider the following items when evaluating the effectiveness of your vision and the alignment to your strategy:

- Does the organization have aspirational goals that can be clearly described by all employees?

- Are your leaders and employees able to envision what it will look and feel like to attain your aspiration goals?

And are they motivated by that picture?

- Does your strategic plan describe how the accomplishment of short-term objectives will lead to aspirational goals?

- Do you monitor the progress of your strategic plan and adjust course when necessary?

Most small business owners are required to lead day-to-day business efforts and address significant issues to keep the business afloat. However, focusing on the vision and strategic initiatives of the organization will increase the likelihood of long-term success and sustainability.

If your boat is sailing without clear direction, or if it is a little off course, contact us. We can help you craft your story about your aspirational goals and ensure you are on track to reach them.

The Great Debate: Posting the salary in your job description

Mon, 12 Sep 2022 14:21:41 GMT

It turns out posting a salary on a job description is something every candidate wants to see.

Let's start by talking through what a salary range truly is, and the pros and cons of posting.

Offers come out as some mix of the following:

-The advertised compensation range

-The actual budget a company has to fill the open role

-Current market value for the open role

-What a candidate needs to make to accept a position

These four items make up a true salary range, however only two of these are typically known by the company posting. The third and fourth items on this list are rarely known by a company. To really find a true range we need to communicate openly and honestly. Without that transparency, you often end up wasting everyone's time over a couple dollars.

Pros of posting a salary range

1) You’ll attract more candidates - Maybe the most common job board filter is salary range. If you aren’t posting one you won’t even show up in many candidate searches.

2) You will waste less time - Fewer applicants that are in the extremes above or below the posted range to screen.

3) More candidates than ever value transparency in the interview process

4) Posting salary ranges avoid bias and helps maintain pay equality

What about the Cons?

1) Current employees may feel underpaid

2) Companies may lose out on some candidates who fear the base pay is too low

3) Higher level positions may require deeper conversations to establish a compensation range fair for both sides

4) Candidates can get locked on to the higher end of the range, despite their level of qualifications

5) Salary ranges often tell a fraction of the story of the overall package

So what do we do with all of this!?!?

To all the companies out there , especially the small and mid-sized companies that need to be efficient with their job board budgets I highly recommend full transparency. List a salary range, but also take pride in your whole posting and relay a story to a potential candidate. This is an advertisement to attract top-tier talent to your organization. Give them as many reasons to apply as you can. Most companies unknowingly use job postings in a way that discourages applicants with a long list of must-haves. It’s time to get out of the 90s newspaper-style ads.

To all the candidates looking for roles , I encourage you to apply for the opportunity, not just the compensation package. If a compensation level listed is lower than you expected, you can always disclose to a recruiter or hiring manager your desired compensation level prior to setting a phone call. Many candidates are worried about showing their hands and leaving money on the table. Rarely is this the case, plus most companies that don’t post a range are going to ask for your current salary before disclosing their range. Getting ahead of things and listing your desired compensation package over what your current package is tends to be the better play.

When Accountability Becomes Part of Culture

Mon, 29 Aug 2022 14:45:56 GMT

Accountability is all of the talk in business…..at least for most of our clients.

The leaders I talk with are frustrated by employees who don’t show up consistently, don’t show an interest in the work they are assigned, and choose to not communicate instead of acknowledging that work wasn’t completed. These leaders tell me they are craving a workforce that completes the work they are assigned, on time and without grumbling.

We recently had a client ask us to help them build a culture of accountability. While it sounded super fancy, they basically wanted their employees to show up on time, complete their assigned work well, and communicate when something goes wrong. As we dove into the expectations, what they were asking for was very similar to the expectations I had of my kids in 8th grade! They weren’t asking for people to give their lives to the company – simply putting their dishes in the dishwasher or wiping off the remnants of their Chinese from the table in the eating area would be viewed as a success. Isn’t it amazing how employees are either not capable or not interested in completing some of these basic tasks that are after-thoughts in their own home?

Anyway, we worked with them to create the basic expectations for employees in three areas:

-Accountability to themselves

-Accountability to their team

-Accountability to the organization

We defined the “price of admission” , or minimum expectations for individual contributors and leaders in each area. These began to serve as the “Basic Rules to Live By”. They included things like:

-Clean up after yourself; your Mom doesn’t work here

-Show up on time….or better yet, be early

-Bad news can’t wait, share broadly and don’t be afraid to own your mistake

-Smiles are the cheapest way to brighten a day; share generously

-Show that you care about your work, even if you have to fake it

-When others look like they need help they probably do, lend a hand or two

Pretty basic stuff, right? We created specific examples of these basic rules and identified ways to measure success. We posted pictures throughout their offices, sent clever reminders about these basic rules and came up with a fun contest to reward people who live the rules and those who observe others living by the basic rules (and share with others). We have seen progress, it was methodical but noticeable and even measurable. We have been able to identify tangible results and the impact the transformation has had on operational goals.

Now, we are starting to get into the fun part. Stretch goals to create a culture of accountability that is “knock you upside the head” noticeable. We are raising the bar from “Basic Rules to Live By” to create “How Will People Know We Care”. We are starting to have interesting conversations like:

-What it means to act with humility.

-What does persistent positivity look like?

-How can we embrace tough feedback as a gift?

-How can an employee show their commitment to the future of the organization?

These conversations are beginning to impact their business strategy and goals. The company is realizing that as their employees “buy-in” to a culture of accountability, the entire organization is beginning to see their company through a different lens - a lens of excitement and anticipation. The employees are now setting their sights on 2023 and 2024 instead of punching out at 5 PM.

Building a culture of accountability is hard and takes a lot of time and effort. It also produces a very rewarding experience that will transform the culture and performance of the business. If you’d like to hear more about the journey and how we could help you start a similar voyage, contact us at bgillum@cmaxadvisors.com . We’re happy to share how you can get started.

What Is Culture? The Aggregation of Personalities and Feelings on Your Team

Mon, 15 Aug 2022 14:53:53 GMT

Candidates and employees are continually seeking a "good" culture.

In my opinion, it is most accurately described as something felt by employees but can't be seen.

We frequently talk with clients about culture and try to help them put their finger on what culture is. I had a conversation with a business owner yesterday and talked with them about two key factors that form culture: Personalities and Feelings.

Personalities:

Companies often hire leaders who fit a "personality type". The most common personality characteristics we see leaders demonstrate are:

- Motivated and driven results oriented leaders

- Collaborative, people oriented leaders

- Objective, data-driven leaders who have strong technical expertise

- Fun, energetic leaders who generate excitement

Culture is always shaped by the common personality traits of the leader, which makes this so important to consider when hiring a new leader.

Feelings:

Ugh! Almost every business owner I talk to doesn't like to consider the feelings of the employees when making decisions. I hear them say I'm not a therapist, I'm a business owner! But, unfortunately the feelings that people demonstrate shapes culture. Work environment is impacted when employees feel:

- Angry, frustrated, and discontented employees create an uncomfortable environment

- Happy, joyful, grateful employees create a positive environment

- Scared, unsettled and nervous employees create an uncertain environment

Companies with a "poor" culture often have leaders with negative, common personality traits or employees who demonstrate feelings that create an uncomfortable environment. Need help turning your culture around? Give us a call. We help companies evaluate the common personality traits and the feelings that need to be shifted to create an environment that helps everyone operate at their best.

Asking the Right Questions for Valuable Data Collection

Mon, 28 Feb 2022 16:38:50 GMT

Metrics & Analytics: Data as a Service (DaaS)

As companies continue to make the push to become data-driven, wrangling mass amounts of data into something directly actionable remains a huge pain point for leaders and executives. Leaders have struggled to process data to gain customer-insights and make it profitable to the organization. Many companies lack the right talent, time, and capital budgets to tackle this challenging problem leading them to turn to Data as a Service (DaaS) providers. CMax Advisors has begun a Metrics & Analytics service to help small to midsize companies tackle these challenges .

As the leader of our Metrics & Analytics practice, I wanted to share my insights on the three biggest challenges we see when companies are working to become more data driven. This will be the first of three articles tackling the first major challenge.

When trying to become data focused, companies struggle to organize, track, and collect data so that it can be analyzed for valuable insights because they aren’t focused on what questions they are trying to answer, but rather just collecting and analyzing as much data as possible.

One myth about data collection and data analytics is that all companies need to do is write complex algorithms to feed into a dashboard. To really tap into business insights and make data collection meaningful, it requires a human touch. Understanding what story, the leader wants to tell or the questions that need answered will drive what data needs to be collected and analyzed. This is where the human components come in.

Turning an executive’s words into a meaningful dashboard is what we do best. Sure, anyone can purchase flashy software and take a stab in the dark at building Tableau graphs and charts with just any data, but knowing what data needs to be analyzed is driven by knowing the questions you are trying to answer. This was probably the biggest learning curve for me when I began my journey in metrics and analytics.

Early on in my journey, I invested my time researching and reading articles and all I could really find was articles on cool new software. The problem is that all analytics products are great at providing pretty charts and graphics, but what they lack is the ability to tell your story from start to finish. They certainly can’t consult with you on ways to reach your goals. This is the reason why we started a Metrics and Analytics service.

We become partners with our clients and help them improve and reach their goals. Software products don’t tell you what data to collect to build the most valuable dashboards. It all goes back to understanding questions you are trying to answer. We tell our clients and potential clients; your dashboards are only as good as the underlying data. You cannot go back in time and collect accurate data. Building correct tracking and collection leads to accurate analysis. Therefore, as part of our Metrics & Analytics service we make sure you are collecting accurate and useful data.

As you can see, making data collection simple really comes down to understanding the questions you are trying to answer. If you are struggling with this, reach out to me. I would love to setup a consultation on how we can help your company. Next week we tackle the struggles with Data Visualization and telling a story.

The Future of Work: Generational Perspectives

Thu, 13 Jan 2022 15:08:15 GMT

The Meaning of Work Has Changed

We are beginning to dive into what the future of work will mean for employers, leaders, employees and our communities.

During our brainstorming, an interesting topic surfaced: Millennials and Gen Z view work in a completely different way than us Gen Xers, and certainly Boomers! As we talk about the future of work, the philosophical view of work is something that needs to be considered.

I entered the workforce in 1996, just thinking about being in the workforce for 25 years makes me feel so old! I remember my managers, all Baby Boomers, had a view of “do whatever the boss needs.” That didn’t cut it for me. I wanted to work hard and be challenged and was willing to give my all to the job, but I wanted to be able to see how the work would help me grow and advance.

About 15 years ago I started to hear that Millennials viewed work differently. I’ve always felt like the Millennials got a bad rap – people were saying Millennials “didn’t want to work”. I didn’t agree – I saw young workers who had a strong interest in working, but craved authority and had a strong desire to live with a purpose. Their desire for authority resulted in employers thinking more about engagement, defining roles and responsibilities more clearly, and increasing focus on employee development. In my opinion, Millennials forced some pretty positive changes in corporate culture.

My team reminded me last week that some of the older Millennials are in their upper 30s and in many cases are leading teams and organizations. Not only has their view of work caused companies to change, they have provided a path for Gen Z workers to influence the way companies operate. Many companies were beginning to experience pain points from these differences of philosophy when the Pandemic changed everything in March of 2020.

"To attract much needed workers, companies are making unprecedented changes like offering cash bonuses to job candidates, work-remote opportunities and incredibly flexible work schedules."

So what does all of this mean?

In my opinion, the size of the shift we will see in the Future of Work, and how soon we will see those shifts is based on unemployment and the Labor Shortage. To attract much needed workers, companies are making unprecedented changes like offering cash bonuses to job candidates, work-remote opportunities and incredibly flexible work schedules.

All of the research suggests we are not going to experience any changes in the job market for the foreseeable future; however, economic forecasts vary dramatically. Even if the economy cools and workers become more available, we should all expect the Future of Work to be much different than the way it was in 2019.

#FutureofWork

The Future of Work

Thu, 09 Dec 2021 16:42:18 GMT

3 key factors that have caused a significant, monumental, and sustained change in the workplace.

I've had an epiphany over the last month......2019 isn't coming back! The future of work will be different than it was before. I resisted it, doubted it, fought it and even encouraged people to go back to the way it was. But I've realized that there are 3 key factors that have caused a significant, monumental, and sustained change:

The Great Retirement : For more than 10 years labor experts have been describing the impact the Baby Boomer retirements would have on our workforce. These retirements are occurring and are contributing to the labor shortage we are experiencing today.

Welcome Gen Z: The Millennials did their best to prepare us for the Gen Z worker, but for us Gen Xers, I think I still struggled to understand the work from home demands of the Gen Z generation. All companies need good, young talent and need to find a way to accommodate their desires.

Technology: The pandemic happened at the perfect time to promote a major change. Technology was fully functional and already being adopted (Zoom, Broadband and other virtual communication platforms were already in use). We changed the way we work without a major drop in productivity.

So, this "old guy" is jumping on the Future of Work "Bandwagon". Our team has started researching this topic and most of the content is geared towards Fortune 500, international companies. We see a gap in considering how the future of work will impact small to mid-size businesses. We believe we can help fill that gap.

Over the coming weeks and months we will be providing relevant information about how the Future of Work will change business strategies, where people work, how teams are led, the way teams interact and even the impact on our communities. Stay tuned for some relevant and practical information to help you prepare for the Future of Work.

#FutureofWork

How Many Hats Is Too Many?

Thu, 18 Nov 2021 16:47:14 GMT

Getting the right help, at the right time for your business.

I remember when I started my business. I had a long list of challenges and issues that I had to solve. I navigated through all of them relatively well and gained confidence in my ability to run and grow a business. That sense of confidence gave me the courage to push through the adversity, but it also limited my company’s ability to grow. Instead of asking for advice, listening to experts and acknowledging my shortcomings, I continued to operate like a start-up.

It took several years but I reached the realization that I couldn’t do it all. I learned others could help in ways I didn’t expect and in some cases they actually had better approaches. I learned employees have unique insight and perspective that I could utilize better. I also learned we can operate more efficiently (and more profitably) when I listen to the ideas and opinions of others.

I have learned that many entrepreneurs, and specifically founders, have similar characteristics. The approaches that succeeded in the early years, being involved in everything, inhibits growth and advancement in the adolescent years. We created our Fractional COO servic e to help entrepreneurs make this transition and unlock the growth of their business.

In our experience, entrepreneurs are more successful when they make more objective, data-informed decisions.

Entrepreneurs need to remove the guessing from their decision making process by:

Creating scorecards and dashboards that accurately reflect how decisions are impacting business results
Enhancing their strategic planning process to improve the certainty of reaching future goals
Clarifying the desired culture and assessing the gap between the “goal-state” and the current culture
Providing a methodology to create a more tangible vision that motivates and inspires their team

Our approaches are straight-forward and are proven to reduce the uncertainty facing entrepreneurs and business owners.

Contact us if you would like to hear how you could use data to make more objective decisions and learn approaches that help you lead your business in a more strategic way.

The Model of Sustainable Success

Mon, 23 Aug 2021 13:31:57 GMT

New England Patriots Case Study: The Model of Sustainable Success

Success is hard to achieve and harder to maintain. Many of us are fueled by overcoming obstacles and challenges once we reach those goals we lose motivation. In addition, as individuals prove that they are capable of performing at a higher level, they often look for another opportunity that enables them to reach new levels.

The New England Patriots are an interesting case study in how to build a sustainable organization. I’ll be honest, I’m not a Patriots fan but I have come to respect them. Last year they lost the cornerstone of their team, with very little time for a contingency plan and they ended the season with a 7-9 record. Compare that to the Indianapolis Colts who only won 1 game the year after losing their franchise quarterback.

As I look at their success, I see five key factors that have been critical to their long-term success:

Individual Commitment

The team doesn’t always have the best talent, but they expect to win. They foster an environment of teamwork and sacrifice to accomplish the goal. Lack of individual “buy in” is one of the most common overlooked issues we see in organizations.

Inter-changeable Players

While some players have a very specialized role, others are encouraged to fill multiple roles; like a tight end getting carries at running back or Mike Vrabel switching from linebacker to tight end to catch a touchdown pass in the super bowl. Recruiting adaptable team members is an asset to combat employee turnover and ambiguity.

Diamonds in the Rough

They recognize talent. Whether adding a rugby player to play special teams or seeing the potential in a 6 ^th round quarterback, they look at talent differently. Look at potential over experience when evaluating candidates. What will these employee look like in the next 3-5 years?

Gambling on Talent

The organization is not afraid to add a player that other teams pass on. They believe in their system and culture and take chances on players others avoid.

Cutting Their Losses

When taking a risk on a player of uncertainty, they complete a short evaluation and cut their losses quickly instead of risking a deterioration of culture.

The NFL is a business, and there is a lot we can learn from the New England Patriots and Bill Belichick. People are the route of success, and lack thereof. Making great people decisions will help you build a strong team and make strides towards your goals.

In almost every business setting, organizations with the best talent will be successful. However, in our experience very few organizations have figured out how to build a strong team that achieves sustainable success. Consider how your team could take some of the lessons used by the Patriots.

If you aren’t sure where to start or need help fine-tuning your team, give us a call.

It's Time to Rethink your Approach to Recruiting Talented Employees

Wed, 18 Aug 2021 14:33:12 GMT

The importance of thinking outside the box when hiring in 2021...

I talk to companies every day about the importance of thinking differently when approaching the best recruiting techniques in todays job market.

They all want to tell me about their great benefits package, the fun culture they have created, growth they are experiencing, and often times how they are adapting to allow more of a hybrid work schedule.

This is all great information, but the question companies really struggle to answer is "How is this information being communicated to attract top people to your organization?"

Most accounting and engineering companies fail in this area without even realizing it. Many businesses are siloing their recruiting efforts into broadly focused e-recruiting funnels such as LinkedIn and Indeed. It isn't until a candidate applies that they really start to do research on a company. It isn't until they interview do they really understand the direction and needs of a company, along with how that candidate fits into a companies plans and culture.

With this, we fail to sell our business to these talented candidates. Candidates want a story to be a part of, and a team to have their back. By posting your job opening solely on e-recruiting websites, businesses fail to:

Communicate their brand personality, vision, and culture
Narrowing in on specific profiles that are an ideal fit for the position
Reaching passive job candidates that are not actively applying to roles

The other struggles companies and headhunters have, but don't see until its too late is that their attempt to be different is in actuality no different than every other company. Some companies have had to address starting wages. Many companies have had to adapt to remote working options when possible. As we proceed through 2021, competitive wages and opportunities for remote work have shifted from an advantage, to an expectation from candidates. Setting yourself apart from competitors has become more important now than ever.

Two great examples of setting yourself apart from competitors are Black Rifle Coffee, and our client Wilson, Shannon and Snow. They are able to display their mission and advantages over competition to attract great employees...

E-recruiting job boards have become more expensive and less effective than ever. Recruiters and staffing firms are targeting a high volume of candidates with the same generic LinkedIn messages that very few read, and even less want to receive anymore.

Those that are thriving gaining talented employees right now are willing to step outside of traditional methods and be transparent with candidates. They are not hiding behind their "competitive salary" messaging. For most companies if their salary was that competitive they would have no issues sharing that information with job seekers. The lack of transparency has become a red flag for candidates, and top talent have more options than ever.

I have to applaud 'Bain' Stephen Bain and Noah Durst on their recent project. It's amazing what a little extra time and creativity can do. Below is their intro video to a multi part series outlining a past candidates experience on making a move to a new organization. What is likely to resonate with passive job seekers, the same generic messaging, or a company that is willing to share a story? Not just any story, but the story of a past candidate who had to make some tough career decisions.

What is your company doing to stand out in talent acquisition?

The Workforce Has Changed: 5 Steps to Adjust to the New Workforce

Thu, 12 Aug 2021 14:48:33 GMT

WHAT FACTORS ARE CAUSING THE CHANGE IN THE WORKFORCE?

In 2008, experts warned of a significant change in the workforce in the next ten years due to the retiring Baby Boomers. Many Baby Boomers continued working past their normal retirement ages due to financial security from the stock market. The return of all time high stock prices have led many Baby Boomers to finally retire.

In addition to a loss in Baby Boomer workers, companies are experiencing other significant changes in their workforce including: an expectation to offer work from home arrangements, Millennials who are showing less loyalty than prior generations and overworked mid-level managers who lack the time and ability to hold workers accountable.

Companies that take action now will put themselves in a better position to compete for hard to find talent in a tight labor market.

HOW YOU CAN ADAPT:

1) Make Tough Choices: Companies need to offer programs to entice workers –will you offer work from home or sign-on bonuses? Will you offer innovative benefit programs?

2) Create A Story: Employees and new recruits can detect when actions don’t match promises. A well-crafted story can describe the benefits of working for your company.

3) Invest in Recruiting: Its difficult to stand out when so many companies are hiring. Use different approaches like texting campaigns and videos to increase attention.

4) Invest In Development: Younger workers are eager to work for a company where they can grow. Understand their interests and make investments in their growth.

5) Proactively Shape Culture: Many leaders can’t describe what culture is and they rarely take time defining and shaping the culture. Understand it. Shape it. Build it.

NEED HELP?

We help companies in Central Ohio build strong teams.

Identifying and evaluating programs to attract candidates and increase retention
Evaluating the best return on investments to recruiting and development
Defining your culture and developing approaches to enhance your culture.

Building Your Organization For The Future

Thu, 29 Jul 2021 15:22:08 GMT

5 steps to calculates long-term decision making

It’s no secret that we are in a talent shortage. We constantly speak with business owners and leaders about their challenges with filling open positions and the stress it puts on their business. Planning for the future is hard, especially when the current times are so difficult. Just last week I was reminiscing with a very successful business owner about the extremely tough decision to contribute 2% to his 401k plan when he was just getting started in his career.

In times of crisis, it is very difficult to take a long-term view. It is even harder to make a long-term talent decision during these times; however, by limiting the focus to the immediate need you may be hindering your ability to accomplish your vision.

Consider these 5 critical factors when thinking about your current and future talent needs.

1.Refine your structure to maximize efficiencies and minimize the impact on turnover

2.Prioritize potential over experience to build a stronger workforce of the future

3.Transfer talent internally to get the most out of your best performers

4.Build engagement with your team, especially your key employees and high achievers

5.Manage underperformance to maintain a culture of accountability and performance

Consider making that long-term investment today that will pay huge dividends in the future.

Is Your Business On Course to Reach Its Aspirational Goals?

Mon, 07 Jun 2021 13:01:08 GMT

Is Your Business On Course to Reach Its Aspirational Goals?

When a business does not have a clear vision, the strategy is often focused on financial goals that lack meaning for employees. Think of a boat that leaves port without a clear idea of where it will ultimately reach land. The ship may be at sea for long periods of time and sail somewhat aimlessly as the captain attempts to find dry land where the boat can dock to replenish fuel and supplies.

Is your organization like a ship at sea without a clear destination of where you are headed?

Striving for financial results is a common "direction" for businesses; however, candidates and employees are more interested in a journey with more meaning.

Consider the following items when evaluating the effectiveness of your vision and the alignment to your strategy:

Does the organization have aspirational goals that can be clearly described by all employees?
Are your leaders and employees able to envision what it will look and feel like to attain your aspiration goals? And are they motivated by that picture?
Does your strategic plan describe how the accomplishment of short-term objectives will lead to the aspirational goals?
Do you monitor the progress of your strategic plan and adjust course when necessary?

Most small business owners are required to lead day-to-day business efforts and address significant issues to keep the business afloat. However, focusing on the vision and strategic initiatives of the organization will increase the likelihood of long-term success and sustainability.

If your boat is sailing without clear direction, or if it is a little off course, contact us. We can help you craft your story about your aspirational goals and ensure you are on track to reach them.

Walls or Windmills: Conflict Among Leadership

Wed, 12 May 2021 13:30:28 GMT

“When the wind of change blows, some build walls, while others build windmills.” – Chinese Proverb

A few months ago I heard someone say the only thing we can control are our own choices and perceptions. At first, I rejected the idea. Too narrow. Too simple.

But as I think more about it - what defines the experience one has during their lifetime more than their choices and perceptions?

Think about it. How often do you find yourself thinking “Why would they do that?” What were they thinking?”

If you have kids, live with another human, or drive on the freeway, you probably think those multiple times per day.

Or even worse – if you co-own a business, you probably think those things multiple times per hour. We often see clashes in leadership priorities, some common conflicts we see are:

“Why are we spending money on X?”
“Why did you tell Employee A to do XYZ?”
“Why do you think we should spend money when we should be saving?”

And, when you ask your business partner those questions, how often does it turn into an argument where they get defensive? Probably always.

It’s because you are only talking about the tip of the iceberg – their choices and perceptions. There’s a mass beneath the surface – the desires and fears that drive peoples’ choices and perceptions.

Imagine if you knew exactly what your business partner wanted. Imagine you knew exactly what they were afraid of.

How much easier would it be to:

Understand their choices and their perceptions?
Predict (and influence) how they will respond to situations?
Navigate change and adversity by having real, meaningful conversations?

We built our Personal Drivers Assessment to do just that – identify the desires and fears that drive peoples’ decisions and actions. It gives business partners a structure and common language to have meaningful conversations about where to take the business. Understanding Personal Drivers gives you the framework to resolve these conflicts and turn an argument into a productive conversation for your business.

The benefit of being aware of your own thoughts, as well as understanding of others, is a key factor in a mutually beneficial business partnership.

Do you want to build windmills, while your business partner wants to build walls? Call us. We can help.

Is marketing important to the financial results of my business?

noahdurst95@gmail.com (Noah Durst) — Thu, 29 Apr 2021 18:37:22 GMT

Why you need to focus on your marketing strategy...

Why does an Apple MacBook sell for $1,799 when a Lenovo Laptop with the same components sells for under $1,000?

There is a science behind how companies like Apple are able to sell their products at a premium, and gain consistency in sales and brand loyalty. This lies within their branding, marketing, and advertising.

Understanding the motives behind your target market is an essential piece of building a strong marketing strategy. Here are the 3 key factors that will help you connect with your audience and grow your brand loyalty…

/’brandiNG/ (noun); a distinctive wording or design used to identify a particular brand.

Branding is the use of consistent design themes and messaging to build an emotional attachment to your company’s product or services. Brand building is how you build recognition and stand out from your competition. Branding needs to be consistent through your website design, print materials, social media posts, and other outreach mediums to create a strong and recognizable brand.

/ˈmärkədiNG/ (noun); the action or business of promoting and selling products or services, including market research and advertising.

Marketing is the art of taking action to accomplish the goals of your business, spread the word about your services and grow your markets. Marketing ties closely with sales, having a collaborative marketing and sales strategy is important. Being adaptable to your target customers and being able to change promotions, target new markets and differentiating yourself from your competitors will help you succeed.

/ˈadvərˌtīziNG/ (verb); to describe or draw attention to (a product, service, or event) in a public medium in order to promote sales or attendance.

There is a reason why you see 10 shoe ads after you consider buying a new pair on Nike’s website. Advertising is the opportunity to create, and capture demand for your products and services. There are many platforms to utilize, Google or a specific social media platform are great for digital ads, then some businesses decide to go with billboards or direct mail. Understanding where your target customers are spending their time and attention is important to developing a strong advertising plan.

How your marketing strategy helps your sales team succeed...

Sales is a daunting task to anyone without vast experience and past success. Marketing, branding and advertising are all effective tools to supplement your sales team and drive financial results. Equipping your sales team the right materials, right elevator pitch and target market strategy is important to their team effectiveness. Sales team members selling a product or service with effective branding are more likely to believe in the product and sell more confidently.

If you need assistance in beginning your marketing strategy, send us a message or email ndurst@cmaxadvisors.com today!

Do I Really Need to Change My Habits?

Mon, 12 Apr 2021 14:32:38 GMT

How bad habits can hold you back from personal growth:

I went to the doctor recently and was diagnosed with high cholesterol. I tried to justify my results by arguing that it was “good” cholesterol. No dice. My doctor told me I either needed to reduce the amount of dairy I eat or take medicine. Am I really going to give up pizza, cheeseburgers and chocolate milk? In that moment I realized I was being asked to move on from my 6 year old self.

I had a similar experience when I completed a personality assessment last week. I received my results from the Personal Drivers assessment that we created and was forced to process my unfounded fears – doesn’t everybody feel rejected when they aren’t asked for their advice? Apparently not.

These unfounded fears lead to unproductive discussions, unnecessary emotional stress and distractions that impact my well-being. I need to reduce my fears! But, fears are like chocolate cake for me; they provide so much satisfaction in the moment but make me feel like crap almost immediately after eating it.

Unfortunately, these fears have a larger impact on me and the people around me than high cholesterol. When I act on my fears relationships can be damaged, my stress levels become higher and I become unproductive.

Changing a behavior is really hard – I will still sneak a couple of pieces of pizza here and there. Overcoming a fear is even harder! In both cases, the starting point is recognizing the need to change. Once that happens, it is critical to create strategies that will change actions and then having accountability to encourage the necessary change.

If you aren’t sure what fears are your “chocolate cake”, contact us and we can provide you with our personal drivers assessment. It will reveal the fear that gives you pleasure in the moment but makes you crash after the initial sugar rush.

How to Build a Strong Marketing Strategy in 5 Steps

noahdurst95@gmail.com (Noah Durst) — Wed, 07 Apr 2021 14:13:16 GMT

Top 5 Tips to Build a Strong Marketing Strategy for your Small Business!

Every business is different, and therefore should go about finding new customers in a customized way. Creating and implementing a marketing strategy unique to your business goals will help your business grow.

In order to get the most out of your marketing strategy, we suggest you follow the specific strategies outlined below. Adding this to your overall sales strategy should give your business the plan it needs to increase revenue.

1. Understand your audience

“Everyone is not your customer,” Chris Godin.

Go in depth when determining your audience. The more specific you can be in your targeting the less time you will waste on marketing and sales initiatives. Once you determine demographics such as age, gender, job title, location and industry, you will be able to understand which platforms you will be able to best target these prospects.

Understanding your audience is important to be able to delegate budget to various platforms. If you are going to target business owners, executives or government organizations, LinkedIn, email, and beefing up your website content and credibility will be a good start. If you are looking to market to millennials, YouTube, Instagram, and website blogs is a good start to marketing your products and services.

2. Set clear goals, objectives, and a budget

"A goal without a plan is just a wish." Antoine de Saint-Exupéry.

Set your marketing goals to closely align to your company goals. Objectives and budget will help you set realistic expectations for your return on your marketing strategy.

These goals will also help you discuss progress, marketing analytics, and make adjustments to ensure you stay on the right track.

3. Understand your market and competition

Knowing not only what your competition is doing, but also the market leaders is important to develop a strategy where you can compete with the best in your industry and gain market share.

In today’s market, consumers are savvy, and will do their research to make sure they are making the best purchasing decision. Positioning your business to stand out from your competition will help consumers see the competitive advantages of purchasing from your business.

4. Create quality content

“You can’t buy engagement, you have to build engagement,” Tara-Nicholle Nelson.

As part of your overall marketing strategy, make sure to add a content marketing strategy. Your content marketing will help your search engine optimization (SEO) and elevate you as an expert in your industry.

Part of your content strategy should include blogs, which will accomplish both objectives above. Provide informative and quality blogs that are industry-relevant and chock full of keywords. These can be placed within your website design and shared with business publications online, such as Forbes or Huffington Post or many others. This will help you generate clicks to content that your target market is interested in.

5. Drive traffic to lead to your goals

Knowing what online actions you would like prospects to take is important to curating marketing interest into qualified leads for your business. This could be contact forms, phone calls, online purchases, or reads on blog posts. Start with your web design. Think about your audience, test and consider what will interest you audience, and where you would like them to click.

“It takes about 0.05 seconds for users to form an opinion about your website that determines whether they’ll stay or leave.”

Do you need to gear your design towards a modern or classic audience? Do you they want to read about your expertise, or see quick snippets of your competitive advantages? These user experience questions will help you structure your web design and content to convert your target audience into leads once they land on your website.

To conclude, creating your marketing strategy is the first step to implementing successful marketing for your business. If done correctly, is going to help you reach your goals and set you up for success. Following these 5 strategies will help get you started.

If you need help implementing a strategy for your business reach out to me at ndurst@cmaxadvisors.com or shoot us a message on our contact page!

Is Accountability the Immune System for your Team?

Thu, 01 Apr 2021 17:13:44 GMT

Is accountability the Immune System for your team?

When we have stress or don’t get enough sleep our immune system is compromised and we get sick. Just like people, teams can also get sick. Teams that are "sick" display the following symptoms:

Internal fighting or underlying conflict
Frequently missing deadlines
Poor quality of work
Constant miscommunication
Disengaged employees

When teams show one of these symptoms (or more than one of the symptoms above), it is often indicative of a lack of accountability. Almost every leader I speak with places accountability as one of the three most important components of leadership. However, few leaders make efforts to build accountability within their organization.

Teams that have strong accountability take the following actions:

Develop Accountability in Managers

Accountability is not a natural personality characteristic. Managers have a tendency to be too direct or too passive. They might be disorganized or might micro-manage employees. Holding team members accountable is a skill that requires specific training and development.

Build a Culture of Accountability

Organizations with accountability are intentional about rewarding accountable behaviors. These organizations set clear goals, frequently review their progress towards accomplishing goals, and ensure goals are met.

Using a Carrot, Not a Stick

Nobody likes to be scolded or disciplined. The typical human needs to be rewarded at least 4 times to change a behavior. Leaders that praise and recognize team members for accomplishing goals have greater success than those who punish employees for mistakes.

Embrace Accountability at All Levels

Some leaders prefer to hold others accountable but aren’t as excited about being held accountable. For accountability to be embraced throughout all levels of the organization, leaders need to be held accountable just as consistently as individual contributors.

Companies that establish accountability and take proactive steps to create a culture of accountability generate better results and team members have higher engagement. While it might seem like a lot of work, the payoff cannot be debated. If you aren’t sure where to start or need help enhancing the approaches you’ve taken, contact us and we can help you improve the level of accountability throughout your organization.

How Difficult is Self Awareness in the Workplace?

Wed, 24 Mar 2021 12:59:28 GMT

“There are three things extremely hard: steel, a diamond, and to know one’s self.”

In 1750, Benjamin Franklin wrote “There are three things extremely hard: steel, a diamond, and to know one’s self.” Yet if I asked you to rate your own level of self-awareness (from low to high), how would you rate yourself?

Do you think 50% of the people reading this just rated themselves Below Average or Low? Research shows us, probably not…

In a 2004 study published in the journals of the American Psychological Society ¹ , researchers from Standford, Cornell, and Iowa Universities found that people's opinions of themselves, their abilities, and their health are strongly skewed towards the positive.

While the researchers suggest that some self-deception is undoubtedly at play, there are other societal factors that contribute, such as:

The difficulty in giving or receiving honest, critical feedback in workplace settings
The fact that people may not have a good basis to compare themselves against (e.g., do they really know what high capability looks like?)

Why does all this matter?

Think of the last interaction you had with someone who completely lacks self-awareness. How do you convince someone of something, when you don’t even agree on what is actually true or factual? Google’s Project Aristotle ² illustrates this point. In 2012, Google’s People Analytics researchers sought to answer ‘what makes a team effective at Google.’ After two years of research what did they find was the single most important factor?

Psychological safety

Psychological safety is when team members feel safe taking interpersonal risks and are willing to be vulnerable in front of each other.

Imagine if your team was completely comfortable debating ideas, providing feedback, and being authentic. What could you accomplish? How much would your people grow? How much would the performance of the team improve?

So how can leaders build psychological safety in their teams? It comes back to self-awareness and personal motivators. How well do you know the personal motivators of your team members? How well do they know what motivates each other?

This is where our expertise comes into play. In our experience, managers have a general awareness of the common behaviors demonstrated by team members. What they don’t understand is what motivates employees and how their actions and decisions impact their team. We have proven strategies to build self-awareness and psychological safety in your team.

Contact tdavis@cmaxadvisors.com to learn more.

Citations:

1) American Psychological Society. "'Know Thyself' -- Easier Said Than Done." ScienceDaily. ScienceDaily, 28 October 2005. <www.sciencedaily.com/releases/2005/10/051028135144.htm>.

2) https://rework.withgoogle.com/print/guides/5721312655835136/

I’m Going To Be More Healthy…..I’m Serious This Time

Thu, 18 Mar 2021 17:21:15 GMT

The 4 keys to a healthy work environment!

I feel like every day somebody tells me they are going to start being more healthy - less ice cream and more salads. A ban on fast food and a commitment to go to the gym to become healthier. While the follow-through isn’t always great, it is encouraging to hear people acknowledge they are relatively unhealthy and want to do something about it.

Unfortunately, leaders and business owners I talk with do not have the same mindset. Rarely do I hear a leader say they will ban disparaging, emotional outbursts or make a commitment to recognizing and rewarding employees. I don’t think I have ever heard a leader say they are going to start putting the needs of their employees ahead of their own desires.

Imagine a world where leaders and business owners decided to be more healthy….and actually followed-through on it.

Can you imagine the impact on a team and the profitability of the business if the leader decides to demonstrate these 4 following healthy behaviors:

Build employee engagement:

Understanding the factors that motivate employees and adjusting procedures and approaches to improve the engagement of team members.

Enhance your employee’s skills and behaviors:

Taking initiative to understand the development needs of employees and partnering with them to create and implement a development plan that helps them grow.

Set clear and realistic goals:

Evaluating the capacity and capability of the team and creating realistic and attainable goals and creating thoughtful plans and approaches that enable them to be successful.

Prioritize time for team members:

Dedicating time to build strong relationships with team members, to work alongside them on projects, and to be available to answer their questions and remove barriers.

____

These common leadership behaviors need to be encouraged, reinforced and rewarded. Too often, managers are encouraged (and sometimes forced) to deliver results for the day, week or month.

Let’s try to encourage leaders to become more healthy and build strong teams…even if it means we need to take time to show them how to use that new elliptical machine.

My Managers Are Leading With Fear

Thu, 11 Mar 2021 20:17:08 GMT

Is your team missing the fearless leaders you need to be successful?

I spoke to a friend earlier this week who has experienced continual headaches. Her general practitioner suggested she go see a neurologist. She doesn’t want to set up an appointment because she is afraid to hear what is wrong. My conversation with her was very similar to another discussion I had with a manager last week. He knows his team is underperforming and was really frustrated – especially because he missed his daughter’s basketball game when a team member missed an assignment. I suggested he complete our diagnostic tool but he wasn’t interested in getting the results and dealing with the issue. I couldn’t understand why until I started thinking about fear.

We all have fear. It motivates us to act and behave a certain way. Many of us will avoid situations or take actions because of the fear of receiving information that might be hurtful to us. Some of us might try to manipulate or control the information we receive to avoid our fears. Fear drives behavior.

I have since spoken with a psychologist about this. I did not realize fear is our most powerful emotion and the single biggest factor that motivates us. We were created with fear in order to survive – it is our natural reaction to a situation and it was very helpful to the human population more than 10,000 years ago. When a gigantic animal approached, humans survived because of their fear. Fear produces adrenaline which increases our strength and endurance….which are helpful when encountering a huge dinosaur but not as effective when addressing the made-up monsters in our head. Today, fear restricts us from making wise decisions.

So what does this have to do with team effectiveness? All leaders have a fight-or-flight instinct that is initiated by fear. When a team member doesn’t meet expectations, they are inclined to take 1 of 2 approaches:

Give direct feedback and tell them everything they are doing wrong a fight or
Avoid the situation or do the work themselves à flight

As humans, it is not our natural instinct to diagnose a problem and develop sound, rational approaches to prevent the problem from occurring in the future. Instead, when we encounter an uncomfortable situation our natural fears go into overdrive and tell us to either confront the issue immediately or avoid the situation altogether.

The best managers don’t allow their fears to dictate their actions. Instead of reacting immediately, they will gather information and understand the factors that have caused the situation. They will also determine what factors are likely to occur again and those that were unique.

We help coach managers to react to situations differently and use our team effectiveness diagnostic tool to help them understand the recurring, normal occurrences that cause the team to miss expectations. We then take that information and develop programs and approaches that will change the behaviors of the team member and generate different outcomes.

Learn more about how we can turn your fear into a tangible plan that will prevent you from encountering that scary monster.

Does Your Team Need New Shoes?

Thu, 04 Mar 2021 16:56:25 GMT

Hey, I put some new shoes on,
And suddenly everything is right!

- Paolo Nutini

I know a business owner who has experienced extremely high employee turnover, difficulty recruiting good talent and a workforce that is performing inconsistently? Does this sound like your business or team?

Like a dull ache in your hip that you’ve been dealing with for several months, the source of a team issue can be difficult to pinpoint. Usually business owners put a band-aid on their issue and don’t take the time to investigate the underlying issue causing the problem. In this case, the business owner put a higher emphasis on recruiting and building a candidate pipeline to address staffing issues that resulted from the turnover. Unfortunately, that approach never truly addressed the problem of continual turnover.

We specialize in identifying the source of your team issue with our Team Effectiveness diagnostic. In our experience, the source of most team performance is attributed to one of the following:

Direction of the Organization - a department or team needs to understand the direction of the organization and understand how their work and responsibilities help the organization reach its goals.

Alignment on The Direction – Leaders and team members need to prioritize their work and activities to focus on items that most directly impact the organization’s long-term success; not the seemingly urgent issues that arise every day.

Commitment to the Work – All employees should understand expectations and be held accountable to meet those expectations. Employees should be committed to completing their task, supporting their team, and contributing to the organization’s success.

Trusting Team Members – Strong trust throughout the organization leads to higher performance. When employees trust one another, they are more willing to share concerns, increase their effort and complete work at a higher level.

A high amount of turnover in an organization might occur for a variety of reasons, or might be limited to one single factor that is permeating throughout the organization. Think of the hip pain referenced above – maybe it is caused by arthritis, a faulty hip, an issue in the spine, or many other factors. Or, it might be simply caused by exercising in an old pair of shoes without the proper arch support. The point is, it is always better to understand the source of the pain that you are experiencing and then determine the best approach to resolve the pain; or making the conscious decision that you will just need to continue to live with it and stock up on Advil.

Don’t let your team problem go undiagnosed. Complete our free diagnostic to help you understand if you are going to need a major surgery or just a new pair of shoes!

The Worst Advice I’ve Ever Received

Thu, 25 Feb 2021 15:41:11 GMT

Seeking business advice from the right people pays off more than you'd expect!

I have a friend who is a doctor. It’s always interesting to hear his stories from patients with a health issue and took medical advice from a friend ( or webMD ). I’m sure you also know someone who will listen to anyone who confidently gives advice; even if they don’t know the difference between a stethoscope and a gyroscope. It's time to think through the advice you are receiving.

In the world of team performance , we hear from business owners and leaders who take advice from friends, colleagues and family members. On one occasion, a business owner described a time when he thought he received great advice from a bartender who recently graduated college. While it could be possible that she had some unexpected insight about what drives team performance and individuals behaviors, the advice he followed resulted in unexpected turnover and a higher level of disengagement within his team.

When you have a medical issue, it is easy to assess the expertise of a doctor or other medical practitioner. You can investigate where they studied medicine or you can go to websites like ratemds.com. But how can you assess the expertise of a professional who can help you evaluate and improve the performance of your leaders and employees ? The results of team and leader effectiveness initiatives can be difficult to measure. As a result, a leader may not realize that a program was marginally effective if they have not seen the benefits of a successful intervention.

Leaders can consider the following criteria when identifying and evaluating leadership and team effectiveness experts:

Have they succeeded and failed at leading teams?

Developing strategies to improve performance requires both art and science . Consultants who have not experienced failures when leading teams might rely too much on a singular approach that won’t work in every situation. To have the greatest impact, strategies and approaches need to be modified and adapted to meet your organization’s unique characteristics and culture.

Do they have a Proven Process?

While every situation is unique, using a standard, proven framework is a great start to diagnosing key issues and developing some initial approaches to address the pain points. The best frameworks are developed through industry research and with methodologies that have been proven with data and analysis. Consultants should be able to describe the key principles and underlying sources of research that was used to develop their framework.

Does the consultant have technical expertise?

Gaining expertise in team and leader effectiveness in different from learning how to be an accountant or an engineer. Credible and technical experts perform a significant amount of individual research to learn more about team and leadership effectiveness issues. They become experts at assessment tools and approaches, competency models and frameworks, and coaching and development strategies.

Before taking advice from a colleague or even a consultant, consider the factors above to evaluate their experience, knowledge and expertise. This will help you increase the likelihood of finding the right consultant to improve your team’s and leader’s performance .

We have credible experts who have succeeded and failed at leading team, with our new proven process we take what we have learned from those successes and failures to help you succeed! Get in touch with us today !

What Business Leaders Need to Know About Assessments

Wed, 24 Feb 2021 18:33:50 GMT

Assessments can be powerful tools when used appropriately. Each assessment has its strengths and drawbacks, and knowing what assessment to use given the situation is half the battle.

Let’s face it. At some point you’ve probably completed some sort of ‘assessment’ and have been simultaneously creeped out by how well the results describe you while also feeling highly skeptical about the validity of the assessment.

In today’s online world full of questionnaires, surveys, and scientifically proven quizzes that tell you which Harry Potter house you would be sorted into, there’s an underlying mistrust and disdain for assessments.

However, we’ve found that when business leaders understand what assessments to use and how to use them, they unlock the power of using COMMON STRUCTURE and COMMON LANGUAGE to make decisions about their talent. A crazy idea, right?!?!

Let’s take a look at some of the most common assessment types businesses are using:

Personality Assessments

These are the assessments that describe a person’s personality characteristics or traits. They come in all shapes and sizes, and there are many popular assessments in this category – think DISC , StrengthsFinder , MBTI , Hogan , etc.

Personality assessments are generally structured so that a person will answer a set of questions about himself or herself, then receive a report that describes key elements of their personality – what they value, how they are likely to behave, or how they may relate with others.

While some assessments will claim to be able to predict behavior (and could therefore be used for selection – see below), others simply suggest they are intended to be used to help people understand themselves, and those they work with, better.

These assessments can be powerful tools to help individuals gain self-awareness, or they can help teams understand and appreciate individual differences... leading to improved team performance.

Team Effectiveness & Engagement Surveys

While Personality Assessments can be (and often are) used as a tool to help team members work better together, there are also team-based assessments that help pinpoint issues impacting team performance or engagement.

The results from each individual’s survey is then aggregated with the rest of the team. Areas frequently rated lower by team members are discussed, and leaders (or the team as a whole) create an action plan to improve team performance and engagement.

Common examples include the Five Dysfunctions of a Team assessment or the Great Places to Work engagement survey. Some larger organizations even go so far as to create their own engagement survey, where the survey is customized to focus on their specific drivers of engagement (e.g. safety may be important in distribution, but less so in a professional services firm). Newer trends in this space include pulse surveys – shorter, more frequent surveys that gauge employees’ opinions and engagement.

360 Assessments

A powerful tool for coaching and development – especially for leaders. A 360 assessment is a tool for collecting feedback from various stakeholders. For leaders, this often means collecting feedback from their Manager, their Direct Reports, and several of their Peers. If you visualize this in an org chart – it represents a 360 degree view of the individual, hence the name.

The intent of these assessments is to help the participant understand and compare how he or she is viewed by their various groups of stakeholders. For example, a leader who focuses more on being liked than pushing their team might receive high ratings in the Direct Report category, but lower ratings from their Manager and Peers.

Many larger organizations have built their own competency model – a model that describes the skills and key behaviors that are expected of someone at that level in their organization – and they base their 360 assessment questions on those key behaviors. However, there are also ‘standard’ competency models for leaders (ask about ours!).

This is one of our top recommendations to business leaders – regularly seek feedback and evaluate how you’re being perceived by those around you. I recommend doing this at least every two years – you want to get ahead of perceptions that have a negative impact before they cause business pain points or become your reputation.

Selection Assessments

Last but not least, selection assessments – or assessments used to inform hiring decisions. As mentioned above, there are some Personality Assessments that are used for selection (e.g. Hogan). Other common selection assessments include Wonderlic and skills based assessments (think typing tests, technical exams, etc.).

While these assessments can vary significantly in what they are assessing, e.g.:

How well will someone’s personality match a role or organization
Reasoning ability, critical thinking, or ability to process and learn new information
Ability to complete specific tasks or a grasp of specific concepts / knowledge

… they are intended to help business leaders make better hiring decisions.

However, implementing selection assessments can be a complicated endeavor. There are several approaches and legal considerations to keep in mind. We always recommend that business leaders partner with an expert when implementing selection assessments. In most cases, we also advise that selection assessments be used as a data point within a broader decision process – not as the sole determining factor in making hiring decisions.

To wrap things up...

Assessments can be powerful tools when used appropriately. Each assessment has its strengths and drawbacks, and knowing what assessment to use given the situation is half the battle. If you have questions about what assessments to use or how to use them, let us know! We’re experts in using assessments to build strong teams!

My Leaders Are Fubsy and Out of Shape

Thu, 18 Feb 2021 18:55:58 GMT

Turn your unhealthy work habits around! Invest in team & leader development.

A few years ago I worked with a client who had several managers consistently demonstrating “unhealthy” work habits. While they weren’t completely abrasive, they were definitely self-focused, overly critical of team members and unskilled at setting expectations and holding team members accountable. The company had high turnover, a toxic culture and quality issues that all led to poor financial performance.

Instead of addressing the issue, the company made significant investments in sales and marketing to attract new customers. However, the company didn’t have experienced employees who were able to convert new leads into new business. When new customers were secured, their reputation for delivering poor service resulted in a need to sell services at a low margin. In addition, recurring quality issues resulted in issuing credits and refunds to customers.

Although the business owner was aware of the problem with leaders, he didn’t focus on improving their performance. Instead, the executive chose to invest in new sales strategies, programs to improve operational efficiency and a new ERP system. He thought these “strategic” investments would solve the problem and he would be able to ignore the issues that existed with leaders and team performance.

The business owner could have addressed the leader performance issues by taking three straight-forward approaches:

Identify the healthy behaviors that needed to be demonstrated more consistently. Through a basic consultation from a professional, the business owner could have determined the 3-5 most important behaviors that would have led to an improvement to culture and team performance.
Conduct an objective assessment of the leaders. By selecting the right personality assessment, 360 assessment tool and Emotional Intelligent assessment, the business owner could have accurately identified the most critical behaviors that needed addressed.
Provide coaching and feedback based on the assessment. A leader may not understand how to demonstrate the healthy behaviors needed to generate business results. A leadership coach could have provided examples of how to model behaviors to improve the performance of the leaders and team members.

Nobody is perfect and every business has a leader who is at least a little “Out of Shape”. These unhealthy leaders cause the organization to experience unexpected pains, chronic issues and long-term consequences that impact the organization’s culture. Investing in new systems, processes and strategies will not yield the desired benefit if the leaders are not able to run the business and successfully implement new initiatives.

Are you noticing unhealthy team and leader issues within your business?

Don’t ignore those unhealthy habits. Get your leaders to the gym and help them adopt healthier habits that will lead to stronger performance for the organization.

Are you noticing unhealthy team & leader issues within your business? Learn more here and get in touch for your team's assessments!

Using Your Company Vision to Bring Your Brand to Life

noahdurst95@gmail.com (Noah Durst) — Wed, 17 Feb 2021 16:15:38 GMT

Bring Your Brand to Life & Make Strides Towards Your Future Vision

Behind every successful entrepreneur there is a specific common trait: an effective brand image, and a compelling story built by a strong future vision.

There is a reason you recognize brand logos, have your favorite brands in various product categories, and at the beginning of the pandemic decided to stock up on Charmin toilet paper and not the off brand. While a business simply provides a product or service, a brand provides a connection with the customer, using values and vision to inspire loyalty and respect. To create a brand you will need a few important elements, but we will start with VISION .

Your day-to-day strategy and tasks will not connect with your team or customers until they understand the “why.” Your vision is where you are going, and why your day-to-day strategy is in place. This helps give direction, and alignment to your team and motivates them through their day. Your company vision could be a short phrase, or a short paragraph, telling your team where you are going in the next 5, 10, 20 years.

Now creating a brand vision is great but bringing your brand to life will help you gain support, awareness, and ultimately revenue because you are the known “brand” in your line of business. You want your brand to be bold and stand out from any competition. You may start with something like this…

· Selling the most environmentally friendly products around.

· Offering the highest-quality materials or products.

· Supporting happiness and satisfaction within your company culture.

· Providing competitive prices, while still making profit.

· Serving and supporting local communities.

But you will need to dig deeper to bring a compelling message to your customers…here are some of the most iconic vision statements today from organization you are sure to recognize…

Patagonia: Build the best product, cause no unnecessary harm, use business to inspire and implement solutions to the environmental crisis.

American Express: We work hard every day to make American Express the world's most respected service brand.

Warby Parker: To offer designer eyewear at a revolutionary price, while leading the way for socially conscious businesses.

Invisionapp: Question Assumptions. Think Deeply. Iterate as a Lifestyle. Details, Details. Design is Everywhere. Integrity.

Now that you have your vision for the future of your company, what’s next? It’s time to make sure your vision is known by your target audience. Bringing your brand vision to life can be a daunting task, if you’re in need of assistance in this area, I can help, feel free to shoot me a message. Now we will discuss the best approach to building your brand!

Web Design & Search Engine Focus

This can get tricky, but start with your goals. Do you want to be a classic organization, or are you looking to be more edgy and innovative? Either way, your brand design needs to be focused all around your users and your target market. You want to make sure your potential customers are strategically guided towards what they are looking for. Do you want phone calls? Contact forms? Online purchases?

You also need to ask the question “where are my customer and how can I reach them?” There are various algorithms on the internet and endless ways to reach customers. Focusing in on a specific strategy will help you reach your customers, and make adjustments to optimize your website and SEO strategy.

Social Media Engagement & Advertising

Today, the average person spends 2 hours and 23 minutes on social media apps every day. Shocking, I know, I had to recently set an app timer on my cell phone in attempt to stay more productive.

That being said, this is a huge opportunity to capture your audience. Building engaging content that will catch the eye of your viewer is difficult, but staying consistent with your brand vision and design will help your become more and more recognizable to social media users. If you want to get more specific on who is viewing your content, try advertising on platforms like Google, Facebook, Instagram, and LinkedIn. On these platforms you can get very specific to the target market you are trying to capture.

Your Reputation

I often times here companies say things like “we want to be the most trusted…” or “we want to be the best rated…” when talking about their brand vision. To do this, you need a good reputation. Today’s shoppers are savvy, they do their research and more specifically read reviews on company’s products and services. Having a reputation management strategy in place is important to gain the reputation you are looking for.

Think outside the box

A brand vision can be difficult to clarify. It needs to:

· Define what industry you’re targeting.

· Focus on the future vision and goals.

· Say something powerful about your business.

· Be inspirational and aspirational.

· Fit with your strategy, and values.

· Be innovative and adaptable.

The more specific your brand vision is, the easier it will be to get alignment and strategize to accomplish your brand vision. Your brand vision lays out the pathway to your goals, and shares the message with others to help you gain support, and recognition. This is why many small and medium sized business owners turn to agencies for guidance.

If you enjoyed this articles, check out some of our other content here!

References: https://tinyurl.com/2lom53d2; https://tinyurl.com/15ytn1k4; https://tinyurl.com/3c6g4em4

My Team Is Great...But I Have Nagging Pains

Thu, 11 Feb 2021 19:31:44 GMT

My Team Is Good, But I'm Constantly Frustrated

When I ask a leader about their team, they typically tell me their team is “good”. After a couple of probing questions, I hear about a variety of factors that frustrate them – frustrations with team members, leaders and team performance.

Most of the frustrations center around the following themes:

Team members are unwilling or unable to make difficult decisions.

When team members do not make critical decisions, the leader needs to spend time assessing the situation, understanding the work that has occurred, making a decision and then explaining that decision to everyone who is involved. In most cases, leaders say it would have been easier to just handle the situation from the beginning. However, they don’t have time to keep jumping into situations and solving operational problems.

Leaders won’t hold team members accountable.

When a leader doesn’t manage their employee effectively, an executive needs to step in to address performance issues. In these situations, an executive typically becomes more involved in performance discussions and their image in the organization begins to change. They transform from a highly respected visionary to an authoritarian who enforces the rules.

Employees don’t think to go the extra mile.

Employees often fall into a routine of doing what is asked of them, and nothing more. This behavior then results in managers becoming much more specific when describing the tasks and duties to perform. As a result, employees don’t learn to understand when and how to take the extra step. Instead, managers learn to be more clear when giving instructions which perpetuates the problem.

In nearly every conversation, the pain points are identified within a short period of time and could be resolved with development and coaching. So why do executives continue to ignore these pain points and suffer through the consequences? Why do you deal with that lingering pain in your leg or constant allergies?

Many of us are predisposed to “suck it up” and deal with the symptoms instead of finding solutions to address the source. Your team needs a doctor to understand the symptoms and create targeted and effective strategies to address the issues . Find out how we help alleviate the painful symptoms of leaders on our website!

Stay tuned for next week’s episode: “I eat like crap and I'm willing to accept the consequences.”

What's Your Game Plan for Your Culture

Wed, 10 Feb 2021 16:04:50 GMT

What's your Game Plan for your Company Culture?

Every great leader needs a game plan, whether it's a football coach, a business owner, or a political leader. Let’s take a look at some successful football coaches’ philosophies for building strong teams:

Ohio State’s Ryan Day: ‘Tough Love’

Day describes his coaching philosophy in terms of traits (physical and emotional toughness) and drivers (love).

Day on ‘love’: “(As coaches) we have to create that love,” Day continued. “We talk about this all the time. You have to love your players. Motivating through fear is not the way we do it. I don’t think that’s really sustainable anymore. With this generation now it’s about love and if they know you love them, they’ll do anything for you. That’s the way our program is built.”

Alabama’s Nick Saban: ‘The Process’

Saban lays out detailed expectations for players on and off the field. He also preaches a relentless (borderline insane?) focus on what you can control, not past or future results (e.g. focus on doing the best in this drill rather than thinking about winning the SEC Championship).

Jacksonville Jaguars' Urban Meyer: ‘Toughness’

Urban Meyer is a guru at developing great leaders at the quarterback position. Meyer has frequently stated that he believes toughness is an underrated trait in quarterbacks. He understands the influence key leaders have on an organization. Leaders have a huge impact on culture, people can either feed off of their energy in a positive or negative way.

Cleveland Browns' Kevin Stefanski: ‘Smart, Tough, Accountable’ & ‘The 4 H’s’

The NFL’s Coach of the Year award winner, in lock-step with his GM, Andrew Berry, immediately implemented the ‘Smart, Tough, Accountable’ mantra upon being hired as the Brown’s new coach. This established guidelines not only for player acquisition but it also set expectations for coaches and players.

Stefanski then employed what’s come to be known as the ‘4 Hs’ to bring his team together. As part of the exercise players and coaches shared stories about their 4 Hs – History, Heartbreak, Heroes, and Hopes – enabling them to find common ground and establish a deeper, personal connection.

So what can business leaders learn from these coaching philosophies?

Personality traits, characteristics, and personal drivers play a huge role in forming organizational culture. They are the large mass of ice beneath the surface.

To achieve the desired behaviors and the culture they want, great leaders combine science and art – they apply principles based in science and research (personality models/traits, team effectiveness concepts, etc.) in a way that is compelling, in a way that resonates, and in a way that leads to meaningful change.

Building a culture takes repetition, consistency, alignment, and commitment. It’s not a one-time event and it doesn’t exist within silos.

Great organizations turn their desired culture into a system by integrating it into their ongoing operations and routines.

What’s your game plan for building your desired culture? Do you have a vision for your culture, but your not sure how to implement it? Or are you not sure where to even begin?

Get in touch with us today. We can help!

Your Team Needs a Doctor

Thu, 04 Feb 2021 18:00:43 GMT

Your Team Needs a Doctor. Here's why...

How often do you think about the performance of your team? Do you only consider team performance when an issue occurs that creates pain for you? Below are common responses we receive when asking a business owner about team performance:

Is your team performing at the level you expect?

We have a pretty good team
Yeah, we are doing pretty well
My managers make sure the team delivers

Do you have issues on your team?

We have a few under-performers but deal with it
Everyone doesn’t always get along but the work gets finished
Employees have way too much freedom and managers have to work more

Many business owners do not view team performance through an objective lens but will provide an emotional response after considering issues they have with leaders, employees, culture or engagement. Business owners and leaders experience a higher level of frustration when those issues lead to customer issues, quality issues, turnover or other issues that require their attention. Out of sight, out of mind until the issue impacts them or a customer.

With this in mind, we created the concept of “Your Team Needs a Doctor” . If you’re like me, you will say your health is “fine” or isn’t a problem and won’t give it much thought. It is only when some type of issue arises that I actually consider what might be causing it. A headache will be a minor annoyance that makes me search for the aspirin. A headache for 5 straight days makes me start to wonder. Typically, I won’t take action until I have suffered, I mean REALLY suffered for at least 2 weeks. After 2 weeks I will generally give it another week or so to make sure it isn’t something that resolves itself.

Aren’t health issues just like issues on your team? These issues will probably just go away and resolve themselves over time, right?!

I n our “Your Team Needs a Doctor” series, we will:

Explore the team issues that should get our attention immediately

Share perspective on symptoms that can be eliminated with some preventative maintenance

Provide business owners and leaders with valuable advice on how to improve your team’s health to help you avoid those headaches, stomach issues and pains that can’t even be pinpointed.

Keep an eye out for next week’s topic: “My Team Is Fine” .

Passive vs. Planned Business Growth

noahdurst95@gmail.com (Noah Durst) — Mon, 01 Feb 2021 17:29:02 GMT

Time to rethink your strategy and grow your business!

When it comes to running a business, everyone strives to be successful and grow their company. But, that’s not the case for many business owners out there. Throughout the COVID-19 pandemic nearly 100,000 small businesses permanently closed their doors.

You are very unlikely to get the results you desire while being passive about growth and relying on referrals. Instead, to be able to take charge, you need to be involved and guide the course of where your company is going to go. And to do so, you should think about doing these 4 different things to make it happen.

Now is the time to rethink the way that you’re running your business and be strategic about planned growth. If you want to expand your company, here's how to do it.

Decide on your direction

Step one, decide on your direction. A goal without a plan is just a dream, if you’re passive about growth, this is where you stand. Take some time to decide on the vision of your business , and your go-to market plan. This will help guide your growth discussion.

Strategize your growth

Set goals, and come up with a plan to accomplish them. These can be financial goals, number of employees, cultural goals and more. But understand to reach these you need a strong marketing and sales development strategy to accomplish them.

Hire experts to help

We know, business owners are wearing multiple hats, and hold the ultimate accountability for everything going on in their business. It’s important to hire experts to take important tasks off your plate, and help you put your best foot forward.

This can come in forms of outsourcing your marketing , getting help hiring the right talent , and developing your employees to be top performers. All of these strategies should align directly to your vision!

Be proactive

With all this going on, it’s easy stop being proactive. If you want to make sure your organization is successful, you have to constantly take care of the direction in which it is going. You can discover that progress slows if you begin to get comfortable. It’s in your best interest, at all times, to remain vigilant.

Get in touch with us to help define your vision, set a strategic plan, and partner to achieve your planned growth.

Selling Your Company's Future

Thu, 21 Jan 2021 16:02:44 GMT

Selling Your Company's Future: Leadership Digest

Your leaders and employees sell your company every day. They sell the company to prospects, other employees, candidates and people in the community. The most compelling aspect of what they sell is where your company will be in the future. Think of a professional sports team that just landed three 1st round draft picks – ticket sales and jersey sales peak and coaches and players get excited about what lies ahead. Everybody wants to work with, work for and be part of an organization that has excitement in their future.

Think of these key considerations to create a future that will garner excitement:

Do you have future superstars?

Leaders want to have team-members who have potential to grow and employees want to work with other team members who are motivated to do great work and advance. A team comprised of high-potential, future leaders will attract other high-performing employees and increase the retention of your current team.

Do you have a clear path for growth?

Employees get excited about being part of a growing organization. Growth typically leads to more challenging work, development opportunities and the ability to advance. And maybe most importantly, it can lead to more money in their future. Make sure your employees understand your plan to achieve growth and make the plan realistic and attainable.

Do you invest in people?

The new workforce wants the opportunity to learn new tasks, become more knowledgeable and have the ability to grow. Companies that make tangible and consistent investments in their team will experience stronger performance and higher engagement from team members. Budget conscious companies can also find plenty of affordable development offerings that help employees learn new skills.

Regardless of the size of your company or your industry, it is critical to have a story about your future. The most impactful stories incorporate opportunities for growth and advancement, are understood by employees and are consistently discussed internally and externally. Having a great story about your future will lead to enthusiasm and a culture that leads to attracting and retaining great employees.

Your Business Needs an Executive Retreat

Wed, 13 Jan 2021 14:46:57 GMT

Your Business Needs an Executive Retreat, and here's why...

Are your executives all on the same page?

Most of our clients conduct an executive retreat each year to discuss the organization's vision, strategy and the key barriers to accomplish their long term goals. Unfortunately 2020 changed that for many companies. In our conversations with small business owners over the last month, we found that executive retreats have become one of the casualties of COVID. A well-planned executive retreat can be critical to ensuring your company is on track to reach its future goals. The most productive executive retreats include the following components:

Review of the organization’s vision:

The changes in the business environment has resulted in the need to revisit the organization’s future destination and the purpose. An executive retreat provides leaders with valuable time to discuss how the changes from 2020 could impact the future and lead to unexpected opportunities.

Aligning the Strategy to the Vision:

It is common for leaders to create strategies that are designed to maximize short-term financial performance, but these plans frequently ignore the long-term aspirational vision of the organization. Although it is critical to ensure financial results are met, focusing on the approaches that will advance the organization towards its vision is imperative to its long-term success.

Planning Cross-Functional Work:

Leaders typically have a high degree of success implementing initiatives within their department; however, initiatives that have cross-functional considerations are more difficult. An executive retreat is a great opportunity for executives to identify barriers and develop approaches to accomplish cross-functional initiatives.

Developing Engagement Strategies:

Because 2020 was a year of survival for many organizations, culture and engagement initiatives were put on hold or delayed. This is a great time to revisit those initiatives and identify strategies to improve morale for your employees. Ensuring your team is engaged is critical to minimize turnover and generate strong performance.

In addition to accomplishing critical strategies for your organization, a retreat can help leaders build and reinforce strong relationships. With an effective facilitator, a business can make significant strides in planning for their long-term success.

Charting Your Team's Course

Mon, 04 Jan 2021 20:16:43 GMT

Charting Your Team's Course: How to lead with clear direction!

When meeting with business owners I often discuss their dreams and goals. Most business owners talk about the goals for their business and the vision often ends upon their retirement from the business. Business owners who act more like the captain of a ship and less like the owner of a boat will have stronger employee engagement and better financial performance. Business owners can continue taking these steps to be a more engaging and inspiring leader.

The following are the 4 most essential considerations to chart your team's course:

Give Employees Input On The Direction – The best business owners set a general direction and let employees contribute to the discussion to define a more specific destination. Employees who are involved in discussions about the destination of the business are more committed to working harder to reach the end goal.
Continue To Refine the Vision – To bring your vision to life, a business owner should continue to bring the vision to life. A clear and descriptive vision will help the leaders and employees have a better understanding of the reason for their hard work.
Create a Plan That Sets the Course – As the captain of the ship, the business owner can work with the key leaders to define the specific steps and strategies to take to reach the final destination. Charting the course and helping employees focus on the next stop will help make the goal more attainable.
Celebrate the Successes – For most companies, the ultimate destination may be difficult to quantify and harder to reach. Employees love seeing the fruits of their labor, especially when they can work side-by-side with the owner to accomplish a goal. Create a fun environment for your journey and recognize team members for their successes.

When business owners approach their business as the captain of the ship, employees are more engaged and less inclined to leave the organization to pursue other opportunities. Leaders and employees will have excitement about the future which will resonate with candidates who are considering employment with the organization. By retaining their best people and attracting highly qualified employees, the business will be in a great position to achieve stronger financial results.

Buy into your brand! How your brand helps build a strong team.

noahdurst95@gmail.com (Noah Durst) — Mon, 04 Jan 2021 20:11:20 GMT

Buy into your brand! How your brand helps build a strong team.

Why does branding matter?

Building a brand is an often overlooked aspect of building a successful business. Branding is significant in light of the fact that it separates you from your competition and gives your customers, candidates and employees motivation to work with you or work for you. Your image is the guarantee you make to your client and employees. It characterizes a big motivator for you and mentions to your audience what they can expect from your company. Clients and employees then provide a passionate connection to your image and success then follows. Branding is the aspect that defines that story.

How does branding help build my team?

Branding helps build a belief bank for your current employees, customers and will be your first opportunity to connect with potential candidates you would like to join your team. You only get one chance at a first impression, make sure your brand is the best representation of your company.

Top 3 tips to build your brand and grow your team…

Storytelling - Successful businesses need to be personified in the modern business climate. Everyone loves a good story, being able to define your story will be important for you to connect with your audience and grow your business.
Focus on your audience - You will want to cater your brand to connect with your ideal clients and candidates. If you’re looking to hire talented millennials, go with a modern style brand.
Have a purpose - Setting goals and milestones will guide your decision making in the branding process. Branding is a journey, and your purpose is the driver.

Being a small business owner can be difficult – we often describe it as building a plane while trying to fly it. Improvements and repairs have to happen “on the fly” and it is difficult to find time to plan your strategy. If you need a jump start or assistance, send us a message and we will find new ways you can connect with your audience.

COVID-19: Top 4 Lessons Learned from Spring 2020

Mon, 04 Jan 2021 20:07:34 GMT

COVID-19: Top 4 Lessons Learned from Spring 2020

Case counts are rising and businesses are beginning to see the effects of decreases in consumer spending, changes in customer buying habits, an overall economic slowdown and the demands of keeping employees safe while trying to maintain some normalcy to the business.

While things are becoming more difficult, there are some valuable lessons from March and April that we can apply to our 2021 strategic planning:

We are wired to adapt and innovate – Change is hard for everyone. But, when we are facing extremely trying times we find ways to do things differently. Every business leader has a story about how they took an innovative approach in response to the pandemic in the Spring. We have learned to be very resourceful in trying times. 2021 will present new challenges, but with 2020 forcing us to get comfortable with change and innovation, we’ll be ready for whatever is thrown our way.

We know what will work and what won’t – Almost every business tried new approaches when the downturn started in March. Some of those strategies worked and others didn’t. We can learn from others, to refine our approach for the upcoming months in a more strategic way.

We know who we can rely on – All of us were faced with uncertainty in March and asked for help from landlords, bankers, suppliers, customers and employees. From that experience, we learned who we can ask for help and have an idea of how we can leverage these stakeholders more effectively.

This will pass – Yes, March and April were incredibly hard for so many businesses and nobody knew what the future held. Although cases are rising, we can reasonably estimate that things will return to some type of normalcy in early 2021.

The next couple of months are likely to be filled with uncertainty, anxiety and even some fear. By taking the lessons learned from last Spring, we can approach these challenges in a more strategic and thoughtful way.

How NASA builds a strong team: What we learned!

Mon, 04 Jan 2021 20:01:15 GMT

How NASA builds a strong team: What we learned!

As NASA works to send humans to Mars in the 2030’s, a recent study by Western University tested a group astronauts to determine the top personality traits that would be necessary for a successful Mars crew.

The findings: conscientiousness was determined to be the single most important personality trait, outpacing other traits such as honest, humility, openness, agreeableness, and extraversion.

Conscientiousness (n): the personality trait of being careful or diligent; wishing to do one's work or duty well and thoroughly.

“Conscientiousness, an individual personality trait, can be thought of as a pooled team-resource,” says Julia McMenamin, a Western psychology PhD candidate and first author of the paper published by Astrobiology. “The more conscientiousness a team is, the better they will likely be at accomplishing tasks.”

If that’s the case, should business leaders fill their teams with employees who score high in conscientiousness?

In our experience, building a high performing team is a lot like baking – the ingredients depend on what you’re trying to make, and too little or too much of one ingredient can lead to a bad outcome.

For example, a high degree of conscientiousness may be required for astronauts due to the high precision and scientific focus required in their profession. Imagine a team of salespeople who are extremely careful. Or a leader who dulls the development of their team by over-protecting them from failure.

That isn’t to say that a highly conscientious person can’t be a great salesperson or a great leader – it just requires self-awareness. It requires a deep understanding of natural strengths and weaknesses, a plan to overcome natural gaps, and a commitment to follow through on the plan.

So what steps should leaders take when considering the dynamics of their team?

Know the make-up of your team: Personality assessments provide structure and a common language to evaluate team dynamics. There are several personality assessments on the market and each has it’s pros and cons. Consult with an experienced practitioner to understand which assessment tool is the best fit for your situation.
Evaluate the purpose of your team: How clear is it? Do employees understand it? Are employees’ roles and personality traits aligned with your vision for the team?
Assess the effectiveness of your team: How strong are the relationships between team members? Do team members trust each other? Diagnose key issues using a team survey.
Implement targeted strategies to strengthen your team: With a clear understand of where your team is now and where you want it to be, create a plan to close gaps and regularly monitor progress.

If you need a jump start or assistance, send me a message and we will help you strengthen and grow your team.

4 Ways to Improve your 2021 Strategic Plan

Mon, 04 Jan 2021 19:54:59 GMT

4 Ways to Improve your 2021 Strategic Plan

Fall is in the air – the leaves are changing colors, we are full blown in football season and Starbucks has already started using their Holiday Lattes (it seems like that happens earlier and earlier each year!). It’s also time to set your organization’s 2021 strategic plan.

We have heard a common theme in our discussions with business leaders – how do you plan during a Global Pandemic!?

Yes, the world is unpredictable right now, but it is still possible to plan for 2021 and the future. For example, consider asking these key questions when completing the 2021 strategic and operational plan:

Which components of your current year plan has been relatively unaffected by COVID?
Are you able to find any predictability during our “new normal”?
For those areas that are unpredictable, how can you estimate the potential floor and ceiling?
Could you group the unpredictable areas together and use the same estimates for all items in the group?

We are in unpredictable and uncertain times and the most successful businesses are taking steps to adapt their approaches. We have partnered with business leaders to help them take an innovative approach towards their 2021 strategic and operational planning process. Below are 4 examples of how we are helping businesses change their approach to 2021 planning:

Create an abbreviated Q1 strategic plan with reasonable assumptions from Q4’20.
Develop a best case and worst case annual strategic plan that allows for specific adjustments throughout the year.
Integrate the strategic and operating plans into a hybrid plan for the first half of 2021.
Create a two-year strategic plan that provides flexibility on the timing of implementing key initiatives.

There are very few businesses that have not experienced significant changes in 2020 and 2021 will require leaders to continue to be adaptable and open to change. If you are interested in a FREE consultation to help guide your 2021 planning process with a proven framework, get in touch and we will help you continue in the right direction.

Making Your Vision Understandable: Get Your Team Out of the Parking Lot

Mon, 04 Jan 2021 19:50:37 GMT

Making Your Vision Understandable: Get Your Team Out of the Parking Lot

Every business owner has told me they believe vision is important. But when I ask them why it is important, I often receive a generally broad statement about the future of the organization. Rarely do I hear a well-articulated explanation of why it is important and more importantly what steps they take to make progress towards their vision.

When we talk to small business owners, we describe the vision as the final destination of the journey. For example, imagine you ask all of your employees to prepare for a long trip and to meet you in the company parking lot at 8 AM on Saturday morning to set out for the trip. Employees are going to have a lot of questions.

Where are they going?
What do they need to pack?
What should they prepare for?
Are they driving?

"Without setting a clear picture of the future destination or providing context of what to expect, an employee may have apprehension, lack excitement and not be prepared. It’s likely that your journey won’t get started or the executive and a small number of leaders may set off while leaving most of the employees behind." - Bryan Gillum

Do your employees know where you are headed? Do they know what they need to bring and what to expect? We help small business owners bring their vision to life and engage their teams to get prepared and excited for the journey. We help you chart your course by:

Clearly defining the future destination
Clarifying what it will feel like on the journey
Identifying the major obstacles and barriers that could get in the way
Crating a plan to ensure you make progress
Defining what it will be like once you arrive