There is substantial confusion in understanding the difference consultant and coach. Understanding this difference is critical to making a right decision for your business. This is a critical investment decision and the confusion cause indecision and often the wrong decision.
I am often surprised by the insufficient attention small- and middle-market companies focus on improving their top-line growth. I see more talk than action, particularly in the business-to-business arena, where most of the companies are very good at delivering their products and services. This is the second in a series of articles exploring the reasons for small- and medium-sized businesses having growth issues. This article shares Activate Group’s second “secret” to helping your small business grow: “Unusual Offering.” Most businesses either have one that their prospects don’t know about, or they don’t have one and are not facing it.
As an executive and business coach I had two separate clients, one in Miami and one in Fort Lauderdale, facing the same issue last week. Both were dealing with inconsistent performance by an employee in a key position. Was it a management issue, recruiting issue, or process issue? My conclusion was that it’s an issue I find common in many companies in South Florida: companies do not spend enough time on job design, causing them to not hire the right person. This article identifies the questions that must be answered before recruiting and hiring commences.
As a business coach in Miami, I find that many companies fail to achieve their growth goals because they are unable to staff key positions with the right people. Typically, business owners will blame this on talent pool issues, administrative issues, or place the entire burden on the human resource person. However, the real issue is related to strategy. Failure to choose and properly execute the right strategy costs companies a lot of money. The cost of hiring new employees is not readily apparent when looking at your financial statements.
Offering employees a say in the decisions that affect them is one of the best tools for engaging their hearts, minds and souls so they are motivated to give their all – and to make better choices as a company. However, many business leaders have let employee engagement fall by the wayside while trying to navigate the post-recession economy – and inadvertently made it harder to achieve the results they want.
Accountability is a culture, process, and systems issue. After conducting many surveys about corporate culture, the number one issue we have found across the organizational spectrum is “accountability.” In general, we find that employees do not think they or their colleagues are effectively held accountable for their responsibilities and actions. I have found that accountability is typically weak among partners, owners, and executive teams, usually because these groups allow relationships to take precedence over the best interests of the organization.