Navigating Leadership Ego: Decision-Making with Humility and Clarity

Today we delve into a critical aspect of leadership – navigating the pitfalls of ego in decision-making. As C-Suite leaders, our egos can sometimes cloud our judgment, leading to biased and shortsighted choices. In this article, we’ll explore the significance of leading beyond ego, embracing self-awareness, and making decisions with humility for the organization’s greater good.

Understanding Leadership Ego: The Hidden Obstacle

Leadership ego refers to our sense of self-importance and attachment to personal beliefs. While confidence is crucial for leadership, an unchecked ego can close our eyes to alternative viewpoints and hinder collaboration.

Embracing Self-Awareness: Recognizing Personal Biases

Developing self-awareness is essential for mitigating the influence of ego on decision-making. Reflect on your biases and triggers, acknowledging that your perspectives may not always align with reality. A humble leader is willing to challenge their own assumptions and learn from others.

Seeking Diverse Perspectives: Expanding Your Vision

When faced with significant decisions, actively seek input from various stakeholders. Encourage diverse perspectives to challenge and complement your own ideas. Remember, a collective decision with a broader vision leads to more thoughtful and robust outcomes.

Balancing Confidence and Humility: Striking the Right Mix

Leadership requires a delicate balance between confidence and humility. Embrace your strengths while acknowledging your limitations. Displaying humility doesn’t diminish your leadership; it humanizes your approach and fosters trust among your team.

Putting the Organization First: Making Sacrifices for Success

A true leader prioritizes the organization’s success over personal glory. Sometimes, that means making decisions that might not be popular but are essential for the organization’s long-term well-being. Leading beyond ego requires making sacrifices for the greater good.

Actionable Steps: Decision-Making with Humility

(1) Daily Self-Reflection: Take time for self-reflection to identify potential ego-driven thoughts and behaviors.

(2) Create a Culture of Openness: Encourage feedback from your team and be receptive to constructive criticism.

(3) Step into Others’ Shoes: Empathize with different perspectives to gain a deeper understanding of the impact of your decisions.

(4) Consult Trusted Advisors: Seek advice from mentors or trusted colleagues to gain objective insights.

(5) Practice Servant Leadership: Put the needs of your team and organization before your own.

Leading with Humility and Clarity

Leadership beyond ego is a journey of continuous growth and improvement. Let’s commit to self-awareness, embrace humility, and make decisions that elevate our organizations to new heights.

 

 

About the Author: Howard M. Shore is the CEO of Activate Group, Inc., a renowned leadership development and executive coaching firm. With 20 years of experience guiding organizations to achieve their full potential, Howard empowers leaders to overcome challenges and achieve transformative results. He is passionate about helping executives navigate complex decisions, build high-performing teams, and create thriving workplace cultures. Howard M. Shore continues to inspire leaders worldwide through his unique insights and proven strategies.

Leading Through Disagreement: Navigating Tough Decisions with Grace

This article provides practical strategies for C-Suite leaders to handle disagreements, promote inclusive decision-making, and build a more cohesive and resilient organization. It emphasizes the importance of empathy, teamwork, and constructive feedback to lead gracefully and achieve organizational success.

As a C-Suite leader, you’ve undoubtedly faced situations where decisions were made that you disagreed with. It’s never easy to find yourself at odds with the choices being made within your organization, but how you handle these moments can define your leadership prowess. In this article, we’ll explore strategies to help you move forward and turn disagreement into an opportunity for growth and collaboration.

The Power of Perspective: Understanding the Why

When faced with decisions that don’t align with your vision, it’s crucial to take a step back and understand their rationale. Seek open and honest conversations with decision-makers, allowing them to share their perspectives. Remember, diverse viewpoints can lead to better outcomes, and appreciating different angles is essential for a healthy organizational culture.

For example, at one point in my leadership journey, I found myself at odds with a significant strategic decision to invest in a new market. Initially, I was skeptical about the move and felt it might divert resources from our core strengths. However, after engaging in candid discussions with the executive team and understanding their vision, I realized the untapped potential and strategic opportunities that the new market offered. Embracing their perspective, we collectively transformed the decision into a successful venture that strengthened our organization.

Fostering Constructive Dialogue: Communication Is Key

In instances where you didn’t feel properly included in the decision-making process, don’t let resentment fester. Initiate discussions with the relevant parties to express your feelings and concerns. Share your insights, and don’t be afraid to respectfully challenge the status quo. By encouraging open communication, you foster an environment of transparency and collaboration, which can help avoid similar situations in the future.

For instance, during a time of organizational restructuring, I noticed that the executive team had made decisions without consulting key stakeholders from different departments. Recognizing the potential for misalignment, I organized a meeting where all departments had the chance to share their perspectives on the changes. The dialogue allowed us to address concerns and integrate valuable insights into the implementation plan, leading to a smoother transition and improved teamwork.

Teamwork Makes the Dream Work: Enhancing Collaboration

In an organization, unity is strength. Big decisions require a cohesive executive team that works together seamlessly. If your team lacks teamwork and struggles to implement decisions properly, it’s time for intervention. Consider team-building exercises, leadership workshops, or hiring an external facilitator to address underlying issues and build a strong, synchronized team.

One example from our own organization involved a challenging decision to restructure our departments. The lack of teamwork among the executive team caused confusion and resistance among employees. To rectify the situation, we invested in leadership development and team-building activities that fostered trust and collaboration. As a result, we saw a significant improvement in how decisions were made and executed.

Leading with Empathy: Avoiding Collateral Damage

When organizational decisions cause turmoil, leaders must empathize with their team’s concerns. Acknowledge the challenges and offer support to those affected. Be transparent about the steps being taken to mitigate any adverse effects. Demonstrating empathy will strengthen trust and loyalty within your organization.

I recall a time when a decision to downsize certain departments led to layoffs. The affected employees understandably felt upset and disheartened. As a leader, I made sure to communicate the decision with compassion, provide assistance with job placements, and offer support in their transition. Acknowledging their feelings and being sensitive to their needs fostered a culture of care and unity, even during difficult times.

Complaints vs. Constructive Input: Striking the Right Balance

Feeling exposed or disrespected by a decision can be demoralizing. However, before raising complaints, evaluate your intentions. Instead of simply venting frustration, focus on providing constructive input. Highlight potential pitfalls, suggest alternatives, and collaborate with your superiors to find viable solutions. Constructive feedback shows your commitment to the company’s success and enhances your standing as a valued team member.

For instance, when I found myself feeling left out of a critical decision-making process, I paused and assessed my emotions. Instead of complaining, I sought a meeting with the executives to express my concerns constructively. By presenting alternative approaches and aligning the decision with our organization’s long-term goals, I demonstrated my commitment to our shared success, leading to more inclusive decision-making in the future.

Actionable Steps: Turning Disagreement into Progress

(1) Reflect and Regroup: Take time to process your emotions and gain clarity about your concerns before engaging in discussions.

(2) Seek Dialogue: Initiate conversations with decision-makers to understand the reasoning behind their choices and share your perspectives.

(3) Promote Teamwork: Invest in team-building activities to foster a strong, united executive team.

(4) Demonstrate Empathy: Support and assist those affected by the decisions, displaying genuine care for your team’s well-being.

(5) Constructive Feedback: Present alternative solutions and insights when expressing disagreement, highlighting your commitment to the organization’s success.

Call to Action: Embrace Disagreement as an Opportunity

Great leaders embrace moments of dissent as opportunities for growth and innovation. By understanding different perspectives, fostering communication, and prioritizing teamwork and empathy, we can turn disagreements into stepping stones toward a more successful and united organization. Remember, it’s in these moments that we truly define our leadership capabilities.

 

 

About the Author – Howard M. Shore is the CEO of Activate Group, Inc., a successful leadership development and executive coaching firm. With 20 years of experience guiding organizations to achieve their full potential, Howard empowers leaders to overcome challenges and achieve transformative results. He is passionate about helping executives navigate complex decisions, build high-performing teams, and create thriving workplace cultures. Howard M. Shore continues to inspire leaders through his unique insights and proven strategies.

Steering the Ship: Navigating Organizational Changes with Teamwork and Clarity

Today, we’re diving into the world of organizational structure decisions and the challenges they bring. When executive teams fail to work in harmony and proper communication is lacking, the organization can face unnecessary collateral damage. As leaders, it’s our responsibility to steer the ship and guide our teams through these turbulent waters. This article explores strategies to avoid pitfalls and help everyone move forward productively.

A Clear Vision: The Foundation of Successful Decisions

Any significant organizational change requires a clear and compelling vision. As leaders, we must communicate this vision effectively to our teams, ensuring everyone is aligned and understands the purpose behind the decisions. When the vision is embraced by all, it becomes the guiding light through the transformation process.

Unifying the Executive Team: Embracing Collective Responsibility

The executive team plays a pivotal role in implementing changes. It’s crucial to foster a culture of collective responsibility where all members work together towards common objectives. Encourage regular meetings to discuss progress, challenges, and celebrate achievements. Strong teamwork among executives sets the tone for collaboration throughout the organization.

Transparent Communication: The Bridge to Success

One of the biggest reasons organizational changes fail is due to poor communication. Open and honest communication is essential during these times. Share updates, be transparent about the reasons for the changes, and actively listen to employees’ concerns. Embrace feedback and address it constructively, creating an environment of trust and respect.

Mitigating the Impact: Prioritizing Employee Support

Big decisions can create uncertainty and stress among employees. As leaders, we must prioritize supporting our teams through these transitions. Offer training and resources to equip them for the changes ahead. Acknowledge the challenges they might face and provide a safe space for them to share their apprehensions. Be accessible and approachable to address their needs.

The Art of Accountability: Learning from Mistakes

Organizational changes may not always go as planned, but that doesn’t mean failure is the end result. Leaders must take accountability for missteps, learn from them, and adapt the approach accordingly. Use these experiences as valuable lessons to refine the decision-making process and strengthen the organization’s resilience.

Complaining vs. Constructive Problem-Solving: Channeling Discontent

During times of significant change, emotions can run high, and complaints may arise. However, leaders must differentiate between mindless griping and constructive problem-solving. Encourage employees to share their concerns with a focus on finding solutions. This approach cultivates a culture of innovation and continuous improvement.

Actionable Steps: Guiding Your Organization Through Change

(1) Craft a Compelling Vision: Develop a clear and inspiring vision for the organizational changes and ensure everyone understands and embraces it.

(2) Strengthen Executive Teamwork: Foster a culture of collective responsibility among the executive team to lead the way through the transformation.

(3) Transparent Communication: Keep employees informed through open, transparent communication, and actively listen to their feedback.

(4) Supporting Employees: Prioritize employee well-being by providing necessary training, resources, and a safe space for sharing concerns.

(5) Learn and Adapt: Take accountability for mistakes, learn from them, and adapt your approach to improve future decisions.

Call to Action: Leading with Grace and Resilience

As leaders, we have the power to steer our organizations through tumultuous times with grace and resilience. Let’s embrace transparency, foster teamwork, and prioritize employee support as we navigate the path to success.

 

About the Author: Howard M. Shore is the CEO of Activate Group, Inc., a renowned leadership development and executive coaching firm. With 20 years of experience guiding organizations to achieve their full potential, Howard empowers leaders to overcome challenges and achieve transformative results. He is passionate about helping executives navigate complex decisions, build high-performing teams, and create thriving workplace cultures. Howard consistently inspires leaders through his unique insights and proven strategies.

Why Your Business Should Be Prioritizing its Employee Retention Efforts

“Every employee is a cog in your business machine, and losing one can bring the whole system to a grinding halt.”

Allow me to introduce you to Middling Tech Inc., a mid-sized tech company on the brink of disaster due to high employee turnover. Amidst constant project delays and plummeting customer satisfaction, Middling Tech grappled with an impending meltdown.

The management mistakenly thought that all their employees cared about was money. They believed that generous salaries would keep their team loyal. But as I underscored in my book “The Leader Launchpad,” understanding that employees are not solely driven by money but seek to feel valued, involved, and yearning for growth is key to retention.

The Gallup study, in fact, highlighted that a staggering 75% of the reasons for employee turnover are directly under the control of management. Poor management practices like lack of recognition, insufficient development opportunities, and closed lines of communication made up the lion’s share of reasons for employee dissatisfaction.

So, how can you, like Middling Tech, turn the tide on employee turnover and transform it into a win for your business? Here are four concrete, actionable steps to prioritize retention:

Reevaluate Your Hiring Process

Don’t just focus on skill; instead, emphasize on cultural fit. A sense of belonging and alignment with company values significantly contributes to employee retention.

Encourage Open Communication

Foster a culture where employees feel comfortable expressing their ideas and concerns. Regular check-ins or ‘one-on-ones’ can provide a platform for this exchange and can act as an early warning system for employee dissatisfaction.

Recognize and Reward

A simple ‘thank you’ or a shout-out in a team meeting can go a long way. Rewards don’t always have to be monetary; recognition and gratitude can be powerful motivators and help employees feel valued.

Promote Development and Learning

Offer opportunities for career growth and continuous learning. This could be through in-house training, webinars, online courses, or mentorship programs.

By implementing these strategies, Middling Tech managed to navigate its way out of the retention crisis. Their journey wasn’t short, but the long-term benefits were well worth the effort, leading to decreased employee turnover, increased productivity, and improved customer satisfaction.

In “Your Business is a Leaky Bucket,” I wrote, “Every interaction, every project, every meeting is a chance to inspire and appreciate your employees.” If your business is struggling with high employee turnover, consider how you can transform each interaction into an opportunity for recognition, appreciation, and growth.

To conclude, it’s clear that prioritizing employee retention isn’t optional – it’s a business necessity. The respect you show your employees, the value you place on their contributions, and the investment you make in their growth can drive your business to new heights.

Your employees are your greatest asset – treat them well, and they will treat your business well.

 

About the Author: Howard M. Shore is the CEO of Activate Group Inc., an organization committed to helping businesses unlock their potential. As an acclaimed author of “The Leader Launchpad” and “Your Business is a Leaky Bucket,” his mission is to inspire leaders to turn their vision into reality by engaging their teams, developing deep business acumen, and unlocking the hidden potential within their organizations.

Sources:

  1. Gallup, State of the American Workplace Report, 2017.
  2. Society for Human Resource Management (SHRM), Human Capital Benchmarking Report, 2016.

 

How to Incorporate Accountability into Your Workplace Culture

Accountability is the backbone of any successful business. As a business leader and author, I’ve seen firsthand how fostering a culture of accountability can catapult a company’s performance and results. This article will explore what accountability means in a business, why it matters, and five proven techniques to infuse accountability into your workplace culture.

What Does Accountability Mean in a Business?

In business, accountability isn’t merely about pointing fingers when something goes wrong. It’s about nurturing a sense of ownership, where every team member takes responsibility for their actions and the outcomes they produce.

A culture of accountability fosters transparency, trust, and an environment conducive to growth and innovation. It empowers employees to work with a sense of purpose and commitment, directly impacting the company’s bottom line.

The Impact of a Lack of Accountability: Why It Matters

Neglecting accountability can lead to detrimental effects, such as time waste, inconsistent performance, and diminished team morale. It’s like sailing a ship with a hole in the hull; no matter how well you navigate, you’re bound to sink eventually, as I explained in my book “Your Business is a Leaky Bucket.”

However, when accountability is ingrained into the workplace culture, it paves the way for improved efficiency, consistent performance, and a higher level of engagement from the team.

How to Develop Accountability: 5 Techniques

Now, let’s delve into how to instill this vital trait into your workplace culture.

(1)  Lead by Example:  The best way to encourage accountability is by exemplifying it. Leaders must walk the talk. Admit mistakes when they occur, take responsibility for team outcomes, and show how you strive for improvements.

(2)  Develop Two-Way Feedback Skills:  A culture of accountability thrives on open communication. Cultivate a feedback-rich environment where team members can freely share constructive feedback, voice concerns, and present ideas.

(3)  Goal Setting:  Goals provide a clear path and end-point for employees to strive towards. Each team member should have a well-defined role with specific, measurable goals that align with the company’s broader objectives.

(4)  Develop Trust and Empower:  Trust your team to take on responsibilities and let them make decisions within their realm. This empowerment fosters a sense of ownership and drives accountability.

(5)  Recognize and Reward:  Acknowledge team members who consistently demonstrate accountability. This recognition sends a clear message about the behaviors and values your organization applauds.

Building accountability into your workplace culture doesn’t happen overnight. It requires consistent effort, clear communication, and above all, a steadfast commitment from leadership. Remember, as I stated in “The Leader Launchpad,” “Your people are your business. Treat them well, and they will treat your customers well.”

 

About the Author:  Howard M. Shore is the CEO of Activate Group, Inc., an expert in business strategy and performance improvement, and a sought-after speaker. He is the author of “The Leader Launchpad” and “Your Business is a Leaky Bucket,” sharing his extensive knowledge and experience in leadership, team development, and operational efficiency.

The High Cost of Poor Leadership: An Unseen Tax on Your Business

Imagine a company, let’s call it XYZ Inc., with the potential to skyrocket. They possess innovative products, robust financial backing, and a promising market. However, despite these assets, XYZ’s growth graph remains stubbornly flat. Employee morale is low, turnover rates are high, and productivity is waning. The culprit? Poor leadership.

Studies have shown that poor leadership can cost companies enormously financially and in their corporate culture. According to Topgrading guru Brad Smart, hiring the wrong leader can cost anywhere between 10 and 25 times the compensation. Moreover, Gallup found that 70% of the variation in employee engagement is attributable to managers.

What this tells us is clear: The price we pay for poor leadership is too high.

Identifying the Price of Poor Leadership

Poor leadership results in a deteriorating corporate culture. Employees lose faith in their organization, feeling undervalued and disengaged. This disengagement manifests in absenteeism, high turnover rates, and underperformance, creating a vicious cycle that saps a company’s vitality.

These issues were quite apparent in XYZ Inc. The symptoms were clear, but they struggled to diagnose the root cause. An unhealthy focus on short-term goals and neglect of employee development created a culture of disillusionment and detachment. This drove their most talented employees away, while those who remained were disengaged and underproductive. XYZ Inc. was, in effect, hemorrhaging potential.

Evaluating Leadership Effectiveness

So, how can we recognize poor leadership and, more importantly, measure leadership effectiveness? It comes down to three factors: employee engagement, productivity, and business growth. Engaged employees are more productive, and productivity drives growth. It’s a simple formula that can quickly become complicated by poor leadership.

Leadership is a tricky metric to measure. However, a good starting point could be regular employee feedback and monitoring productivity and employee turnover rates. In the words from my book, “The Leader Launchpad,” “What gets measured gets done. What gets measured and fed back gets done well. What gets rewarded gets repeated.”

Turning Things Around: Strategies to Improve Leadership Approach

After identifying the root of their problems, XYZ Inc. decided to turn things around. They embraced strategies that encouraged better leadership and cultivated a healthier corporate culture.

Firstly, they addressed the leadership issue by investing in comprehensive leadership training programs. They recognized the need for leaders who could inspire, motivate, and engage their teams rather than merely manage them.

Secondly, they began identifying emerging leaders within their organization. These individuals showed initiative, adaptability, and strong communication skills – all hallmarks of good leadership. These emerging leaders were nurtured, given further development opportunities, and gradually transitioned into leadership roles.

Additionally, XYZ Inc. shifted its focus from short-term wins to long-term growth. They understood the value of employee development and started investing in their people, which improved engagement and reduced turnover.

Turning Potential into Performance

Over time, the results of these interventions became clear. Employee engagement surged, productivity increased, and turnover rates decreased dramatically. Most importantly, XYZ Inc.’s growth graph finally started to climb. It’s not an overnight process, but any company can replicate this success with consistent effort and focus.

The case of XYZ Inc. illustrates the cost of poor leadership and the power of effective leadership to drive growth. In my book, “Your Business is a Leaky Bucket,” I wrote, “Just because you’re in the driver’s seat, doesn’t mean you know the direction you’re going or how to get there.” Leadership is the compass that provides direction and a destination for your business. Poor leadership will lead you astray, while effective leadership will guide you toward success.

 

About the Author: Howard M. Shore is the CEO of Activate Group, Inc., a leadership coaching company, and the author of “The Leader Launchpad” and “Your Business is a Leaky Bucket.” With decades of leadership experience, Howard has helped countless companies turn potential into performance. His work aims to help businesses optimize their operations and leadership, ultimately leading to improved productivity and growth.

Unmasking the Productivity Crisis: Is Your Business Suffering Silently?

Nestled in the bustling heart of Silicon Valley, there was a tech start-up named Velocity. It was a name synonymous with speed and direction, yet it had stagnated. The workforce was well-intentioned and diligent, logging extra hours and investing every ounce of energy they could muster. Despite their intense efforts, the firm’s output simply didn’t match the input; productivity was low. The impact was palpable; profits were dwindling, and staff morale and retention were at an all-time low. However, the course of Velocity’s journey drastically changed. But more on that later. For now, let’s explore the crux of a business productivity crisis and how to navigate it.

The Productivity Crisis

A productivity crisis has the power to stealthily slip into your business’s foundations, eroding the essence of your operations. It’s not just about the bottom line, though profits will undeniably take a hit. The ripples of low productivity extend to employee well-being and retention. Chronic overworking without achieving the desired outcomes can lead to employee burnout, further exacerbating the crisis. When employees feel their efforts aren’t resulting in meaningful progress, it creates a disconnect that drives them to seek fulfillment elsewhere.

Addressing the Productivity Gap

Addressing this productivity gap often starts with investing in two vital areas: comprehensive training and equipping your teams with the right tools. Training is paramount. It sharpens the workforce’s skills, aligning their abilities with the company’s needs. It’s not just about hard skills; soft skills like communication, teamwork, and time management are equally essential.

Moreover, the right tools in your arsenal can significantly streamline operations, saving time and resources. This could range from project management software and CRM systems to cutting-edge AI and automation tools. However, simply having the tools isn’t enough. It’s about leveraging them effectively and ensuring every team member knows how to use them fully.

In my book, “Your Business is a Leaky Bucket,” I wrote, “Even if you have the best people in the world if they don’t have the right tools and processes in place, you will have leaks.” Therefore, training and tool mastery become your business’s sturdy patches, sealing these leaks.

Transitioning to a High Productivity Environment

The transition from a low to a high-productivity environment often requires a paradigm shift in management style. Introducing a more flexible, empathetic management approach that recognizes employees as individuals can have a transformative impact. A culture that embraces autonomy encourages innovative thinking, prioritizes employees’ well-being, and fosters a conducive environment for productivity.

The Velocity story mentioned earlier brings these principles to life. They realized their struggle wasn’t due to a lack of effort or talent but a systemic issue requiring strategic changes. They invested heavily in industry-specific training, ensuring every employee had a clear understanding of their role. They introduced advanced tools, equipping their teams with everything necessary for peak performance. Moreover, they shifted towards a more participative management style, focusing on transparent communication and nurturing innovation. The turnaround was remarkable. Velocity saw a 40% increase in productivity within a year, translating into a substantial profit boost while their employee retention rate improved.

In closing, a business experiencing a productivity crisis isn’t destined to doom. With targeted training, appropriate tools, and a change in management style, you can transform this crisis into an opportunity for growth. I always say, “In every problem, there’s a hidden treasure of opportunity.”

 

About the Author: Howard M. Shore is the CEO of Activate Group, Inc., a renowned executive coach, and a leading authority on organizational productivity. His experience of over 30 years in facilitating business growth culminates in his books “The Leader Launchpad” and “Your Business is a Leaky Bucket.” He is passionate about helping businesses optimize their productivity, thereby driving success. With a belief in the transformative power of potential, Howard continually guides businesses to unearth and harness their true capabilities.

Why the Key to Employee Retention is Engagement: Unleashing the Power of People for Organizational Success

When Michigan-based manufacturer Acme Industries noticed a disturbing trend of dwindling employee morale and escalating turnover rates in 2022, they knew it was a wake-up call. The company, recognized for its innovative solutions, was suddenly grappling with a pervasive issue plaguing many organizations today: a disengaged workforce. This article explores why employee engagement is crucial for talent retention and how to create a thriving workplace environment that cultivates this engagement.

The Unseen ROI of Employee Retention

Retaining skilled employees goes beyond mere cost savings on recruitment. Experienced employees deliver superior productivity and work quality, thanks to their extensive understanding of their roles. Further, their deep-rooted knowledge about the business plays a significant role in nurturing customer relationships and driving business growth. A consistent workforce builds a culture of loyalty and commitment, fortifying the company’s stature as an employer of choice.

Essential Drivers for Retaining Talent

The crux of employee retention lies in grasping what motivates your talent pool. At the top of the list is fostering a culture of appreciation and recognition. In my book, “The Leader Launchpad,” I emphasize, “If you want to increase performance, start by increasing recognition.”

Secondly, availing growth and development opportunities is critical. In today’s dynamic business landscape, employees crave learning experiences that guarantee relevance and contribute to their career advancement.

Lastly, promoting a healthy work-life balance and a supportive work environment is vital. Employees stick around where they feel their personal lives and well-being are esteemed.

Effective Employee Retention Strategies

(1) Employee Engagement: Engaging employees is about inspiring them to align their energies with the company’s mission. Advocate open communication, solicit their thoughts, and acknowledge their input.

(2) Competitive Compensation: Ensure your pay scales and benefits package align with industry standards. Employees feel esteemed when they perceive they are justly compensated.

(3) Learning and Development Opportunities: Institute training programs and mentorship opportunities help foster careers instead of jobs. This move will enhance their skill sets and manifest your commitment to their professional progress.

(4) Promote a Positive Company Culture: Foster a workplace that respects diversity, encourages collaboration, and cherishes work-life balance.

It’s essential to remember, as I expounded in “Your Business is a Leaky Bucket,” “Processes are important, but people make the business.” Investing in employee engagement will undoubtedly reap long-term benefits.

Acme Industries embraced this philosophy. They focused on boosting employee engagement, prioritized open communication, and launched comprehensive training programs. The result was a dramatic turnaround – improved productivity, higher retention rates, and a stronger bottom line.

It’s not just about products or services; it’s about people. Organizations that understand this flourish. Implement these strategies to keep your top talent and build a high-performance culture that drives your business toward success.

 

About the Author: Howard M. Shore is the CEO of Activate Group Inc, a distinguished business performance expert, and the author of best-selling books “The Leader Launchpad” and “Your Business is a Leaky Bucket.” With his wealth of experience, Shore helps organizations unlock their potential by putting people at the heart of their strategies. His motivational and positive tone empowers leaders to transform their businesses through his innovative techniques and thought leadership.

Innovative Strategies for Middle Market B2B Companies to Disrupt Traditional Industries

Staying relevant and profitable in traditional industries can be challenging for middle-market B2B companies. However, with the right strategies, these companies can increase their market share, disrupt the industry, and ultimately become more profitable.

One example of a middle market B2B company that disrupted the industry is LaSalle Solutions, a leading provider of technology lifecycle management services. They achieved this by redefining what it meant to be a technology lifecycle management company.

One of the ways LaSalle Solutions achieved this was by focusing on innovation. They introduced new services, such as IT asset disposition, which helped their clients dispose of outdated technology in an environmentally-friendly way. They also developed a cloud-based platform allowing clients to manage their technology assets more efficiently.

LaSalle Solutions also focused on customer experience, investing heavily in customer service and support. This allowed them to differentiate themselves from competitors and gain a loyal customer base.

Another way LaSalle Solutions disrupted the industry was by embracing sustainability. They developed a program called “GreenNurture“, which helped clients reduce their carbon footprint by donating used technology to schools and non-profits.

So, how can middle-market B2B companies apply these strategies to their business? Here are some ideas:

Focus on Innovation

Look for ways to improve your services and processes by embracing new technologies and exploring new ideas. Invest in research and development to stay ahead of the curve and cater to evolving customer needs.

Prioritize Customer Experience

Invest in your customer service and support to differentiate yourself from your competitors. This will help you gain a loyal customer base and increase your market share.

Embrace Sustainability

Develop environmentally-friendly programs that help your clients reduce their carbon footprint and achieve their sustainability goals. This will not only differentiate you from your competitors but also help you connect with customers who prioritize sustainability.

In conclusion, middle-market B2B companies can disrupt traditional industries by focusing on innovation, customer experience, and sustainability. By following the example of companies like LaSalle Solutions, middle market B2B companies can increase their market share, disrupt the industry, and ultimately become more profitable.

 

About the author:  Howard M. Shore is a business growth expert who has helped numerous companies succeed in their industries. With over 30 years of experience in business growth and leadership, Howard is a sought-after speaker and advisor who has worked with companies of all sizes and industries. He is the author of the book “The Leader Launchpad: Five Steps to Fuel Your Business and Lift Your Profits.”

From EOS to the Next Level: How an Advisor Can Help CEOs and Business Owners Achieve More with Less Effort

As a CEO or business owner, you may have already implemented the Entrepreneurial Operating System (EOS) or similar approaches like Scaling Up and experienced significant progress in improving your leadership operating systems, meetings, metrics, and priorities. However, there’s always a next level, and you may wonder if there’s a better, faster, and more comprehensive approach to take your business to the next level of excellence.

At Activate Group, we believe that evolving as leaders, teams, and businesses is crucial to success. Growth is like software versions, and there’s always a better version that can produce more output with the same effort. EOS is a great starting point for smaller companies, but you need a more comprehensive approach to scaling as your business grows and becomes more complex.

You likely need a different approach to take your business to the next level. Thanks to Marshal Goldsmith for pointing out that what got us here won’t get us there. We must go beyond EOS execution systems and look at the broader business ecosystem. We must advance soft systems, such as culture, team cohesiveness, and human capital management. And hard systems such as strategy and cash. We believe leaders need to shape and evolve their business ecosystem to grow with the company.

A challenge for successful CEOs is that they usually perform well in two of the six systems: strategy, execution, cash, culture, human capital management, and team cohesiveness. They must work on the other four systems to achieve significant growth and profits. Unfortunately, overconfidence in themselves and their teams can cause them to miss this critical development aspect.

Many people fail to get results with advisors because they don’t invest in the right type of advisor. There are coaches, consultants, and trainers, each with unique strengths and approaches. To succeed we must combine all three aspects into a customized formula focused on outcomes instead of processes. This comprehensive approach helps identify and address the gaps in your business ecosystem and help you achieve your goals with less effort.

Choosing the right advisor can be challenging, especially with so many options. Referrals are an excellent starting point, but your advisor may not be the right fit for you. You need to tailor the approach to your specific needs and goals, ensuring you receive the support and guidance needed to succeed.

It is important to focus on the desired outcomes and not just the process. Often, we confuse activity with productivity. I see many leadership teams following the selected approaches and experiencing less than desired results. And many coaches and consultants focus on the mechanics of the process and are blind to the lack of outcomes. The right advisor will help you see your blind spots and challenge you to address them.

A great example was our helping a leadership team see that there was an opportunity to improve their business model through pricing. After some resistance, the CEO saw an opportunity to change his pricing structure. They have a recurring customer model that increases average monthly recurring revenue by 20%, ultimately improving his business valuation by approximately $40M.

In conclusion, while EOS and similar approaches can be a great starting point for smaller companies, successful CEOs and business owners must look beyond basic execution systems to take their businesses to the next level of excellence. At Activate Group, we provide a comprehensive approach beyond EOS to examine all aspects of your business ecosystem. Contact us today to learn how we can help you achieve your goals with less effort and drive significant growth and profits.

 

About the author: Howard M. Shore is a business growth expert who has helped numerous companies succeed in their industries. With over 30 years of experience in business growth and leadership, Howard is a sought-after speaker and advisor who has worked with companies of all sizes and industries. He is the author of the book “The Leader Launchpad: Five Steps to Fuel Your Business and Lift Your Profits.”

Coaching vs. Consulting: Which One Do You Need and How to Choose the Right Advisor

Are you looking for guidance to improve your business? There are two main approaches to consider: coaching and consulting. While both aim to help individuals or organizations achieve their goals, their methods and outcomes differ. Understanding the differences and choosing the right advisor can significantly impact your success.

Coaching empowers individuals and leadership teams to discover solutions to challenges and develop their potential. Coaches are trained to listen actively, ask powerful questions, and provide constructive feedback. They encourage self-reflection, self-awareness, and both personal and team growth. Coaches often work one-on-one with clients but can also facilitate group coaching sessions.

For example, a business owner who wants to improve their leadership skills may hire a coach specializing in leadership development. The coach would work with the client to identify their strengths and weaknesses, set goals, and create an action plan. The coach would then support the client in implementing the plan, providing guidance and accountability along the way.

Consulting, on the other hand, is more directive and focused on providing expert advice and solutions. Consultants are typically subject matter experts with specialized knowledge and skills. They analyze problems, identify opportunities, and make recommendations based on their expertise. Consultants often work with teams or entire organizations, and their work may result in tangible deliverables such as reports or action plans.

For example, a company that wants to implement a new technology system may hire a consultant who specializes in that area. The consultant would analyze the company’s needs and capabilities, evaluate options, and recommend a specific solution. The consultant may also support implementing the new system and training employees.

So, how do you know which approach is right for you? Coaching may be the way to go if you need someone to help you develop your skills, overcome challenges, or achieve personal growth. Consulting may be the better option if you need expert advice, specialized knowledge, or a specific solution to a problem.

Once you have determined which approach you need, and the answer may very well need to be a hybrid, the next step is to choose the right advisor. Here are some tips to help you find the right fit:

Expertise

Look for an advisor with expertise in your area of focus. An advisor specializing in your field or industry will better understand your challenges and goals.

Credentials and Experience

Check their credentials and experience. Look for advisors who are certified and have a track record of success.

Style and Approach

Schedule a consultation. Talk to the advisor and understand their advising style and approach. Make sure you feel comfortable with them and that they fit your personality and goals well.

References

Ask for references. Talk to other clients the advisor has worked with to get an idea of their experience and results.

In conclusion, coaching and consulting are both valuable approaches to improving your business. Understanding the differences and choosing the right advisor can make a significant impact on your success. By following these tips, you can find an advisor who will help you achieve your goals and reach your full potential.

 

About the author:  Howard M. Shore is a business growth expert who has helped numerous companies succeed in their industries. With over 30 years of experience in business growth and leadership, Howard is a sought-after speaker and advisor who has worked with companies of all sizes and industries. He is the author of the book “The Leader Launchpad: Five Steps to Fuel Your Business and Lift Your Profits.”