Posts

When Is It Helpful to Have a Board of Directors?

It is hard to know when the right time is to create a Board of Directors, never mind who to put on your Board.

As a business owner, you know a lot about your business which is a great advantage, but can also be a disadvantage when it comes to growing your business. Putting together a Board of Directors can help you increase your perspective when it comes to creating strategic decisions for growth —  allowing you to collaborate on how to growth your business.

A great Board of Directors can help you stack the deck in favor of successful growth because you will now have a team of people committed to same objective – SMART GROWTH. Different members will have different strengths and will contribute various perspectives. It can help you stay on track and focused on your strategic plans – providing you and your company the accountability you need to implement change.

Check out this great article by Bernie Tenenbaum on Forbes.com about the benefits of creating a Board of Directors.

Empower Your Managers so They Will Empower Your People

The Most Harmful “Manager” Mistakes – And How to Turn Your Managers Around to be RESPONSIVE & EMPOWERING!

In today’s rapid-change business world, old manager tactics do not work. The companies that are thriving are RESPONSIVE. Responsive companies do just that. They respond to the economy, the industry, their customers and their people in a timely and effective manner. Responsive companies must have responsive managers and leaders. In order to be responsive, all of your people (including your customers) must be empowered!

The only way to empower your customers is to empower your people

Empower them to problem-solve and make decisions. Empower them to be an active part of the solution in your business. Empower them to collaborate with other team members. Empower them to challenge and truly engage with their customers and clients.

Managers who keep insisting on withholding insight or information to “protect” their teams are doing a grave disservice and they are creating their own self-importance. Managers who are involved with every step of the process (micro-managers), are not empowering their people and therefore are not empowering their customers.

Follow these 5 Crucial Keys for Responsive and Empowering Management

Share and openly communicate often the Company Vision & Mission, Strategic Targets and Key Performance Indicators (KPIs) with the Team.

Every single member of your team needs to know the WHY behind what they do and how it impacts the bigger picture. They need to feel as though they are part of the problem that the company is solving, more than they need to know that they are part of the shipping or accounting dept.

Involve the people on the front-line of your business to engage in strategic meetings because they really know (not just in theory) what your customer’s needs, challenges, wants and desires are.

Collaborating problem-solving from the bottom up will open your eyes to new solutions and ensure buy in at all levels.

Measure, track and openly monitor all KPIs.

Every aspect within a business must be consistently measured in order to improve it. This must be the culture of the entire business. Share KPIs from other depts and celebrate wins.

Create a culture of open accountability and proactive collaboration.

Implementing a system that enables all members of your team report their KPIs on a daily and/or weekly basis – a way that everyone can see is paramount to transparency and accountability. This can sound scary at first, but what happens over a short period of time is huge. Increased time is spent doing more important work, less focus on busy work. Team members become proactive in encouraging each other. Team members proactively reach out for help if their KPIs are falling off. Managers are able to easily identify where a team’s or team member’s weaknesses are and offer training and support sooner.

Become a solutions facilitator instead of a come-to-the-rescue-hero.

Instead of solving your people’s problems like a difficult sale, etc – insist they come to you with their solutions in mind. Spend the most time with your people on managing their state and psychology versus micromanaging their processes. Help your people identify the most important aspects of their job and help become better at managing their time and schedules around those aspects first. Institute a one-a-week 45 minute “challenges” meeting, in which you are present — where they bring up challenges in their job and then you facilitate them in brainstorming ideas on how to solve it. Your job is then to bring those your management/other depts and see that they get implemented. Challenge your people – get them reading, listening to programs that will shift their mindset, empowering them to be more effective at their job and will help them really engage with their customers.

Follow these steps and your team will start to feel EMPOWERED and VALUED. They will feel valued and in turn become truly valuable to you, your team, your customers and your company.