How to truly inspire your employees
This week's podcast is brought to you by the 2012 State of the Business Owner Report.
This week's podcast is brought to you by the 2012 State of the Business Owner Report.
Okay—let’s say you’ve taken all the necessary steps to build a self-sustaining business. You’ve made a clear decision to do it, and you’ve let your desire build. You’ve let go of unproductive beliefs and are thinking like an Entrepreneur. You’ve come to see your business as a process designed to produce a desired ...
To find and retain high-performing employees, you need to develop a management system that gives structure to their roles. Take our quiz to discover how you can grow your management skills to increase employee success.
Finding good employees is hard. Is your hiring process making it harder? Take our quiz to find out.
For employees to perform well, they need to know what results they’re responsible for achieving. Position Agreements make this easy. They outline the specific work required for each position in your company so everyone knows their roles and responsibilities. And our free guide to Writing Position Agreements shows ...
When our clients start business coaching, it’s not uncommon to hear, “I only want one thing: for you to help me hire better people.”
How many times have you wished your employees would do things your way? The way you treat customers, the way you make sales, the way you deliver your product or service, the way you solve problems, and, if we’re going to be honest, the way you think? If you’re like most business owners who want to create a self-su...
How do you create a company that produces consistent and desirable results? It’s a question every business owner asks, and the answer is simple: Create systems that support the outcomes you want to achieve—from the customer experience and team culture you want to promote, to the product you deliver and your annual...
When I started as an EMyth Coach in 1996, I had a client (let’s call her Kathy) whose biggest frustration was not being able to trust her people to take care of the business in her absence. She confessed that it had been ten years since she’d gone away for longer than a weekend. Just one week prior, she’d stepped ...
If you want to confidently step away from your business—whether it’s for two weeks, two months, or two years—you need to trust that two key dynamics in your business can operate consistently and predictably whether you’re there or not.
Let’s be honest: Building a business that doesn’t depend on you isn’t easy. It’s going to take lots of time, attention, and know-how. You’re going to be drawn into fighting fires you wish weren’t happening; you’re going to worry about having the right resources to create the right results; you’re going to have to ...
You need people. But not just any people: You need a high-performing team. The kind of team that makes your systems—and your business—really work.
Do you ever ask an employee for something you requested several days earlier and get a puzzled look? Or get the response: “I didn’t know you wanted it today.” Or even more baffling, the employee tells you: “I don’t know how to do that.” These are the kinds of answers that cause many owners to hesitate when delegat...
Interviewing can be fun and exciting—the thrill of adding new capabilities to your team, thoughts of growth and expansion. Yet, we seldom recognize the cost of moving too quickly. Hiring for the wrong reasons. Rushing the process.
This is the fifth installment in helping you fully develop and implement Org Charts and Position Agreements, which support a culture of ownership within your business. Click here for Part 1, Part 2, Part 3 and Part 4. “My employees know what to do, but if one thing goes wrong, they just stand around.” “They can ge...
This is the fourth installment in helping you fully develop and implement Org Charts and Position Agreements, which support a culture of ownership within your business. Click here for Part 1, Part 2, Part 3. Fully implementing your Position Agreements is an endeavor that requires simple steps over time. It starts ...
This is the third installment in helping you fully develop and implement Org Charts and Position Agreements, which support a culture of ownership within your business. Click here for Part 1 and Part 2. If you followed my previous blogs—and you kept it simple—you should have a Position Agreement for each role in yo...