Building a winning team can sometimes feel like Mission Impossible, but it starts and ends with strong leadership. Winning in business takes the effort of everyone on the team, so employee engagement is at the core to developing a winning team. Here’s a great article on building an engaged team for your business:
#OrganizationalDevelopment #businessteam #AffirmtheWay
Click here to read the entire CustomerThink.com article
Focusing on employee retention is important, however overlooking a troublesome or poor-performing employee deteriorates morale and ultimately impacts your company’s culture. Terminating an employee is rarely easy, but showing over-compassion and slow playing the inevitable sends the wrong message to your employees.
This is a great short read for business leaders looking for ideas to strengthen their company culture. Our business growth experts believe #6 and #10 carry the most merit, but we would welcome your thoughts and feedback. Remember, as business leaders it’s our role to ‘Affirm the Way’ while empowering those on our team.
Click here to read the entire Huffington Post article
At Affirm Consulting, we’re continually asked by small and mid-sized business owners as to which organizational gaps do we most often see impacting businesses and their ability to grow. Certainly among the top is ‘unclear and misunderstood R2A2’ (Roles, Responsibilities, Accountability and Authorities), which we currently rank as #3 on the Affirm Consulting – Top 3 Biggest Hurdles for Growing a Business.
Most companies have clearly established roles and responsibilities (R2) for their employees, however it’s typically the accountability and authorities where the understanding between management and employees becomes a little vague, murky or even non-existent. If you’re asking ‘How’ or ‘Why’ is accountability & authorities (A2) important to your organization, the answer is it’s accountability and authorities that drive decision-making and the expectations within your company. In a nutshell, employees who have the role or responsibility to make specific decisions but hasn’t been held accountable for making effective decisions in the past or doesn’t have the authority to actually make those decisions, then these employees inevitably become ineffective for your business and/or will bottleneck your company’s processes.
It’s important to understand that lack of clearly defined and understood R2A2 within your organization can be very difficult to resolve, as it’s inherently intertwined in every person, position and process within your business. So we highly encourage clients to take a surgeon’s approach to untangling and resolving R2A2 within their company. [CAUTION: For all those strong-personality business owners, this is no time to approach the matter with the skills of a blacksmith, as there will most definitely be lots of fire and sparks but the outcome will likely not be favorable to you or your business.] We highly encourage business owners to bring in a professional to help facilitate this process, as most business leaders unfortunately don’t have the time or expertise to successfully set in-place this process. Affirm Consulting would welcome the opportunity to help your organization in this area, however regardless of who you choose, make sure they are not only addressing your current business organizational needs but establishing R2A2 that will take your company to that next-level in anticipated growth.
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Click Here to read the entire article
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NOTE: The article is tiled as ‘7 tips’ although it provides a total of 8 tips in the article. So either consider the article a bargain, with providing an extra tip, or perhaps the author secretly meant for it to be a la carte, and the reader picks their Top 7 from the eight provided, either way it’s FREE and you, the reader, Win.
“When we fail to set boundaries and hold people accountable, we feel used and mistreated. This is why we sometimes attack who they are, which is far more hurtful than addressing a behavior or choice.” – Brené Brown
Here’s a great quick read article for helping improve your time management skills. Although, Affirm Consulting is a big fan of tips #1, 2, 5 and 6 in this article, we encourage business leaders to find what’s most effective for you and your company. We stress to our clients that what works for one business leader may be completely ineffective for another; we subscribe to the fact there is no set Golden Rules for Time Management that works for everyone.
Click Here to read the entire article
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NOTE: The article is tiled as ‘7 tips’ although it provides a total of 8 tips in the article. So either consider the article a bargain, with extra tip, or perhaps the author meant for it to be a la carte, and the reader picks their Top 7 from the eight provided, either way it’s FREE and you, the reader, Win.
“Time is the most valuable coin in your life. You and you alone will determine how that coin will be spent. Be careful that you do not let other people spend it for you.” – Carl Sandburg
One of the biggest challenges for companies today is finding and retaining high performing employees. Part of the challenge is the temptation to choose who we hire solely on “gut instinct” or on some arbitrary skills text. Imagine the difference if you put science to work in the process, objectively matching the needs of the actual job to the traits and soft skills of candidates. Read more about how science can improve your recruitment activities in Susanne Dalton Dupes’ Imagine an eHarmony® for finding employees.