To discover great talent, start looking inside your own company first
When I’m invited into a company to help leadership reignite underperforming teams, I always find incredibly talented people, who often feel devalued and uninformed. Business leaders are ultimately responsible for the situation, but it’s usually not intentional.
Managers may not know how to create processes and communications that inspire, engage, and empower employees to drive performance to the next level.
My job is to teach leaders how to tap into this deep well of resources of high potential employees already on the payroll.
The Value of Each Individual Employee
The first step is to demonstrate that I am not the only consultant in the room. Business owners and executives need to know that if they plan to accelerate business growth, they need to see each employee in the company as a consultant with expertise and valuable insights.
Many years ago I built an IT services company. I continuously reminded the entire team that 85 (employee) minds are better than six (manager) minds. I repeated this message over and over, and we built processes inside our organization to empower employees.
We valued each employee’s contribution and thereby harvested ideas from the entire team.
You don’t really need 85 minds. Many sets of eyes, ears, and experiences are just better for problem-solving. Every employee in the room, regardless of title or tenure, is expected to give feedback and brainstorm ideas.
And that’s often where you get the best insights to propel the business forward.
The Employee-Enabled Company
One of the services I offer is Quarterly Operational Planning (QOP). It’s a focusing program designed to translate an organization’s vision and strategic initiatives into an action plan that supports growth goals.
Many clients credit QOP as one of the most significant catalysts for turbocharging their growth.
The purpose of QOP is to increase employee engagement, which creates an employee-enabled and employee-directed company. Every worker is empowered and encouraged to contribute critical thinking above and beyond their day-to-day responsibilities.
The process stresses the importance of communication in leadership. It stimulates critical dialogue; enhances communication between leadership, teams, and individuals; creates ownership and accountability; and improves alignment, follow-through, and execution.
Ultimately, QOP teaches leadership how to conduct employee development in a manner that becomes a catalyst for accelerated business growth. When done right, each employee knows they are a valued member of the team and that their contribution makes a difference in the overall success of the organization.
Leadership Development: A Title Doesn’t Make You a Leader
Leadership isn’t just about titles. Leaders are in every single position throughout the organization. A leader is a critical thinker who has the right attitude and who contributes to the organization's success.
My job is to create a culture and a performance management process that allows great talent, regardless of position, to surface. When this happens, both leaders and teams will break through to their next level of performance, time and time again.