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Month: May 2018

Thanks For Firing Me

by
Woman with her head down

On your journey to becoming your best in business, you’ll need to make some tough people decisions. Usually those decisions revolve around Right People/Right Seat issues. In the EOS Process™ we use the People Analyzer™ with GWC™ (Get It/Want It/Capacity to Do It) to identify the root cause of a team’s specific people-related issues. The most common people issues are:

  • Wrong Person/Right Seat – someone who doesn’t share the core values but is in the Right Seat.
  • Right Person/Wrong Seat – a person who shares the core values but is in the Wrong Seat, i.e., they don’t get it, want it, or have the capacity to do it.

Sometimes the tough people decision is to fire an employee who doesn’t get it, want it, or have the capacity to do the job. One of my clients recently had to make that tough decision. Afterwards, the Visionary told me about the way the employee responded to being fired.

What Is Your Leadership Team’s Impact?

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Do you know how many people are directly affected by the work you do? I ask leadership teams this question and they usually answer with the number of people they employ – 75 or 100 or 120.

“How about your vendors, employees’ families, and all your customers?” I ask. Some light bulbs start turning on, and they’ll guess a couple thousand.

Even a couple thousand is a low number. Your work and your team make a huge difference. A number of years ago, my team crunched some numbers and determined that the average company of 100 employees directly affects 10,000 people. This includes all of your staff, your families, your vendors and partners, your customers and their teams, and then all the work you do in the community.

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Do You Have the Right Expectations?

by
hopscotch

Setting the right expectations for your leadership team is not about showing everyone how high you can set the bar; rather, it’s about creating clarity and alignment in considering what work you intend to get done, what time frame is necessary to do it, and how the two line up with each other.

What the Heck is a Departmental Plan?

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When helping an entrepreneurial leadership team clarify, simplify, and achieve its Vision, we use a tool called the V/TO™ (Vision/Traction Organizer™). This EOS Foundational Tool™ contains eight questions, and our job as EOS Implementers™ is to get every member of the leadership team to agree on every word of the answers to each of those questions.

When there’s weakness in the Vision component of your organization, it’s not that there’s no Vision. Often there’s too much Vision – you don’t all agree.

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Your Culture is Your Fault

by
People running up a hill

When the culture of a business begins to decline, many leadership teams are tempted to blame their employees for their own failures instead of recognizing that the solution begins with the team not only taking ownership of the issues it has created, but also in taking ownership of solving them.

Unshackle Your Leadership Talents

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“The unique talent that I bring to my business is my ability to manage my calendar and email,” said no leader ever.

Often, leaders get trapped into doing things like scheduling and email while the hours in our day vanish with little or no benefit to the company. I’m not sure why we get trapped doing things like this, but it’s common. This work could easily be done by someone else, but many leaders resist delegating these tasks – to the detriment of themselves and their companies.

EOS Implementers™ teach clients to use The Assistance Track™to refocus how they use their time. A large part of this involves handing off tasks to someone else who is better suited to do those tasks.

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