Tag Archives: human resources

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succession

Succession and Building a Small Business Empire

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Many small business owners and CEO’s wonder what they’ll do next. Many are not serial entrepreneurs but they are passionate about the work that they do. What happens as the window of their reign starts to close? Have they prepared the organization to continue, will there be successful succession?

It is interesting to ask the small business CEO, “Who is number two?” It is not uncommon that they’ll flinch and squirm a little. Certainly, it is understandable, it is their business, but they probably aren’t preparing appropriately for what is next.

Considering that they are a successful CEO, they probably will have trouble admitting that they haven’t really been looking or building the team. In fact, they’ll likely argue that they have but that true talent eludes their operation.

Largely, this is confirmation bias for why they are still at the reins.

Succession

Is it true that no talent is available to fill some spots? Can it be that it is too challenging to line up a few possibilities for number two, three, or four?

Every human resources leader, manager, and CEO should consider a few key elements for the atmosphere of onboarding.

Does the organizational culture for both current and advertised positions have the following dynamics?

  1. Trust. People (employees) are encouraged to take action, not wait for permission to move.
  2. Movers. Many small businesses hire to lock someone in, not provide a path for growth.
  3. Risk takers. Certainly, you don’t want someone to sink the ship, but risk within bounds of authority is important for organizational advancement.
  4. Experts. Good enough is only good enough, it is not high performance. Hire (or create) experts, they desire more, they will create more.
  5. Confidence. A culture that honors achievements and exceeding expectations. It builds confidence, and confidence is a desired cultural attribute.
  6. Investment. Invest in employees and they’ll be much more likely to invest in you.
  7. Respect. Everything starts within the team. Respect is mutual, not one way. A lack of respect is a momentum stopper.

Business Empire

Many small business owners hire to fill labor requirements. They equate the process to hiring a house painter, someone to cut the lawn, or shovel the snow.

Nothing is wrong with any of these jobs or the people performing the work. The trouble spot is that the culture provides no growth. Most of all the mindset is to hire for fit. In this case, fit means just this position, all day, every day, for the rest of time.

Unfortunately, sometimes the owner, CEO, or board of directors, does not prepare early enough to make an appropriate difference.

As the window starts to close is the organization prepared?

– DEG

Dennis E. Gilbert is a business consultant and succession coach who helps organizations and individuals accelerate their leadership, their team, and their success. He is a five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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add energy

Add Energy Instead Of Subtracting It

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We make lots of decisions daily. While not everyone believes it, we have choices about our behaviors, situation outcomes, and what we’ll contribute. Do you add energy to your workplace or subtract from it?

Rules are rules and guidelines are guidelines, perhaps more people prefer to work with guidelines instead of rules. Rules are more matter of fact, they are black or white, typically with very little grey.

What if we changed the guidelines? What if the guidelines became more about giving instead of taking? I’m not referring to charity or forwarding a few dollars to a cause, I’m talking about just giving more.

Would Things Change

How would our workplace change if:

  1. Everyone was truthful
  2. There were more offers of help
  3. People owned their mistakes
  4. Assistance was given before the ask
  5. There was more sharing of information
  6. People cared more about listening
  7. Promises were kept
  8. Commitments were promises
  9. We welcomed different ideas
  10. We had more learning opportunities
  11. There was was encouragement for speed
  12. Employees valued quality more
  13. Fear wasn’t the motivator for action
  14. We gave better feedback
  15. More respect was given

This is the short list. We could continue to explore more.

What about meeting the pace of the customer, could we do that? Imagine considering a draft, just that, a draft, and keeping things fluid. And simply caring more about the outcomes of others instead of paychecks for ourselves.

Certainly, nearly everyone needs the paycheck but does it come before civility?

Add Energy

I can’t think of a business that doesn’t have a human side. Even the most tech savvy, robotics driven environments still rely on having humans at the helm.

Organizations often talk about it, occasionally they throw some energy into it. What if it was part of the guidelines?

Imagine if every person had the goal to add energy? Would it change a few unspoken rules?

– DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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