Home » leadership

Tag: leadership

Winning Team

Build a Winning Leadership Team

One of the most important things an Entrepreneur or CEO can do is build a strong leadership team.  Even in solo sports, such as professional mountain biking or golf, there are people who help with strategy, skill development, strength training, and the list goes on. No top athlete, Entrepreneur, or CEO can reach peak performance without a winning team.

Winning Team

essay about dog shelters see url https://internexus.edu/published/brian-balogh-reorganizing-organizational-essay/51/ advantages of online communication essay diovan and fatigue enter php programming assignments ed trial pack no prescription classroom management reflective essay example go site click here https://tffa.org/businessplan/outline-of-the-essay-examples/70/ watch here see url source link https://www.aestheticscienceinstitute.edu/medical/canadanizoral/100/ types of descriptive essays https://footcaregroup.org/perpill/cialis-glen-ellen/35/ see essay on existentialism assignment help canada https://hobcawbarony.org/coursework/4-page-essay-on-racism-in-othello/27/ blood test for viagra https://leelanauchristianneighbors.org/disciplines/ahmed-deedat-christianity-and-islam-essay/57/ beowulf christian or pagan essay https://willcoxwinecountry.org/linkedin/leadership-achievements-essays/47/ about yoga essay how to write a blog essay get link mifegyne cytotec achat cassius julius caesar essay thesis 5 Steps to Develop Your Team

Whether you are putting together your first leadership team or pushing an existing one to a higher level of performance, there are five aspects to get right. If you are going to have a team, ensure it is the BEST team possible.

  1. Decide how many will be on the team. Five plus or minus two is the magic number. Drop below, and you lose the benefit of collective intelligence. Go above, and you lose the ability to ask the really hard questions and really dive deep into strategy.
  2. Commit to a Team #1 mindset. This is hyper-critical for peak company performance. Team #1 means that, for whomever is on the team, the health and well being of the leadership team takes priority over the divisions or teams that the members support. Said another way, Team #1 must be committed to the Full Company Objectives and not just the objectives for their divisions.
  3. Create a Team #1 playbook. Hopefully your company has Core Values and a Core Purpose in place to drive healthy growth. Team #1 needs its own set of rules, agreements, and aspirational values to guide them through People, Strategy, and Execution discussions. Team #1 is still accountable for the full company Core Values, but to hit peak performance or reach a higher level, aspiration to achieve more is required.
  4. Behave your way to Trust. This starts with the CEO. The company leader must be vulnerable, admit to mistakes, and share fears so others can see vulnerability in action. Once the team learns to be vulnerable as well, their guards will come down and real work can get done. This accelerates the team’s ability to separate themselves from what is good for them personally versus what is best for the team and the company. A good rule of thumb is ensuring one quarter to one half of meeting agenda is committed to building team health.
  5. Set the cadence. Establish an annual calendar of Team #1 meetings. These are usually separate from Annual and Quarterly Planning sessions. Annual and Quarterly sessions are focused on Strategy and Execution while Team #1 meetings are focused on organizational health and full company alignment.

You have heard it before and you’ll hear it again. The best players don’t win, it’s the best team that wins. Leverage the power of the Team #1 concept and Crush the Competition!

Scale Your Sales

norway-772991_960_720

One of the most amazing aspects of being a Business Coach working with growth companies is seeing patterns and issues that most companies face. For companies in the $5M to $15M revenue range, the major thing holding the company back is the inability to Scale Sales. As I have said before, the strength of the entrepreneur or founding team is generally the weakness of the organization. So are YOU the bottleneck?

Scaling Sales can be a complex topic for sure. And company leaders today are tasked with having to sort out all of the advice, sales channels, strategy, etc., on their own. There is not much coordination going on, and everything is a test to see what might stick.

Here are 9 questions to ask yourself and your leadership team to begin Scaling Your Sales:

  1. Is your strength in sales holding the company back in developing its own sales muscle?
  1. Do you have your Core Customer’s buyer persona clearly identified? (If you’re not sure, request our free Breakaway Move toolkit – Part 2 of the two-part series will help you with this critical task.)
  1. Is your company Referable? (This means you’re doing great work!)
  1. How does your Core Customer buy? How do they learn? How would they find you?
  1. Do you realize it takes more than just a website to Scale Sales?
  1. Does your company have clear differentiators? Are you easy to find in a crowded field?
  1. Do you have (or are you prepared to hire) more than one sales person? This reduces the risk of starting over if your sole sales person leaves.
  1. Can you outline the difference between Marketing and Sales? (Hint: marketing sets the stage for a sale.)
  1. Have you created a buyers journey? How are your prospects going to participate in the sales cycle?
(Image: Theplatypus / Pixabay)

Real Leaders Find A Way

Getting Core Values right in a business is the #1 way to build a strong and enduring Culture and is the foundation upon which an enterprise is built. Having a list of cool Core Values on a website – and really integrating them into the daily life of the organization based on intentional actions – are two different things.

EFI, an Insight CXO member with 80+ employees, finally nailed their Core Values and actions plans this week during their Q3 Quarterly Planning Session. We started the process in January, and I thought it would be helpful to share what a process can look like in reality. Month 5 is where this gets powerful.

Month 1 – Learn what a Core Value is and use sticky notes to generate a list of potential values.14485059353_8d009d4eb3_z

Month 2 – Review the list and test it against the following questions.

  • Are the Core Values alive in the company today?
  • Would you fire an offender for repeated violations?
  • Would you take an economic hit to defend them?

Some values are great attributes, but don’t make the Core Values cut.

Month 3 – Finalize the 3-5 final Core Values. We know the right values are identified, but the wording is not perfect.

Month 4 – Get the wording right for the Core Values, and get clarity on the specific behaviors and actions that support or violate each one. Begin thinking about how the values will be integrated into the company.

Month 5 – Roadblock!!! EFI’s planning team was supposed to start implementing the Core Values, but even though the values LOOKED right, they did not FEEL right to the team. The team was concerned the employees would not embrace the values and might even reject them. This is a common FEAR in rolling out Core Values that nobody talks about.

Here’s where EFI knocked it out of the park. Admittedly, the team was a bit discouraged, so they really dug and – with great focus – re-worded the values. They did not change the values, just the labels. Here’s what they came up with:

MAKE A DIFFERENCE – This is their overarching, one-phrase Core Value.

Respect every Individual

Lead with Humility

Focus on the Improvement Process

Assure Quality at the Source

Winning Attitude

To help everyone remember, they turned the first letter of the Core Values into this mnemonic: Real Leaders Find A Way.

Month 6 – Create a list and an action plan to integrate the Core Values into the company with real excitement. I will report back in a follow-up blog post on the cool and innovative ways they implement the Core Values.

EFI’s Core Purpose is To Inspire Through Innovation … I can’t wait to see what they do next!

My “One Word Close” at the end of our Q3 Quarterly meeting was GRATEFUL. I’m grateful to be EFI’s coach and get to witness a team who really cares about their employees and was unwilling to move forward with Core Values that did not 100% meet their standards.

Sometimes as a coach I learn more from my members than they learn from me. And I’m very grateful for that.

Image: Flickr