Scale Architects
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The single greatest challenge that a successful organization faces is maintaining its success. Unfortunately, even in the age of too big to fail, past success is no guarantee of future success. In this article, I'll show you what you can do to not only maintain your success but build on it to ensure your success in the future is greater than that of your past!
The vast majority of orientation programs are destined to fail no matter how carefully constructed, how rigorously upheld, or how talented the trainer is because they fail to recognize the most important aspect of new hire orientation.
Most organizations are squandering a sea of potential within their people and failing to sustain lasting success because of it. Billions of dollars are spent every year trying to fight off the symptoms of this oversight. Yet, the answer is surprisingly simple and doesn't have to cost a dime.
Contrary to popular belief, the workforce is no less career-focused today than they were 30 years ago. But if employees want lasting careers, why are they switching companies at a faster rate than ever? The problem is with the organization, not the individual. In this article, you'll learn 5 tips for creating a career path program that will keep your top performers at the top of their game for the long haul!
Training takes time. Promotion-level openings don't become available simply because someone is ready. Change is uncomfortable. These realities make it hard to move employees within your company, which forces them to start looking for work outside of your company. But what if you could substantially extend the shelf-life of your average employee even if you can't give them a promotion?
Who are the high performers on your team? The individuals you can always count on to produce time and again. Who are the ones that are easy to manage, who understand what they need to do and get it done? It's time to fire them. Well, at least from their current position.
The problem of interminable employment (hiring someone for a role and keeping them there until promoted or they leave) is then more poignant but no more powerful than it has ever been. Instead, the effects are more sudden and, to an extent, even more visible.
Internal policies, no matter how well-intentioned, can become crushing, especially for your top performers. Employees are less willing to put up with it than ever before, and as a result, are leaving their organizations in greater numbers than ever before.
We spend a lot of time talking about hiring right now, but the truth of the matter is that we are missing the point. While hiring is undoubtedly a challenge, it is predominantly a symptom of a much bigger problem that haunts large and small organizations alike - employee retention.
In this article, you won't find a heavily refined, highly processed protocol for compliance. Instead, you will find a very human process designed to help you and your people achieve more than ever before.
You got into coaching to be a coach. But if you find yourself spending more time coaxing prospects than you do coaching clients, it's not your fault. You have found yourself caught in what I call the Doom Loop. And every coach finds themselves here at some point, especially as we grow and succeed.
None of us are asking the right question. Our natural leadership style biases our thinking to one of these four questions: Why? What? How? and Who? It’s a classic case of, to a hammer, everything is a nail. But we all know you can’t build an entire house with only a hammer (at least not a house most of us would want to live in). So in this article we’ll pull all four together with the one most important question almost no one is asking.
