Human capital may not show up on your company’s balance sheet, but your team is one of your greatest assets. If your business has set its sights on increased growth, decreased employee turnover, and long-term success, then building and managing a highly cohesive team of A-Players is essential.
Business leaders get tired of settling for minor revenue increases without long-term, sustained business growth. Yet changing a company’s established approach to business “growth” can feel like confronting an unassailable fortress. Unfortunately, fortresses don’t advance. And neither will a business, as long as short-sighted practices remain unexamined. So let’s look at the growth problem through a different lens.
I recently spoke to YPO Guatemala, in Guatemala City, which was a great experience. I shared with them a three hour interactive workshop on leadership succession planning. What made it a great experience was their willingness to participate fully in the discussion and group exercises as well as their warm generosity in the way that they hosted me while in Guatemala.
Nobody likes to think of themselves as a bad boss. But in my travels through the leadership keynote speaker world, I’ve met so many current and aspiring leaders. And whether they’re newly minted managers or seasoned C-suite types, regardless of their leadership tenure, it’s quite common for people to have a few blind spots around their own leadership styles.
As a family business owner, you may be feeling pressure to reduce staff, but the old adage that a bird in the hand is worth two in the bush is particularly apt when it comes to your employees. Despite the concerns about inflation and the push for layoffs, the companies that keep staff on the payroll will have a distinct advantage.
Within the next 10 years Boomers will have all but handed over the reins of corporate leadership to succeeding generations. Whether you’re running a family business or joining the ranks of a public enterprise, more than 75% of the workforce will be Millennials. This is likely the biggest leadership handover the corporate world has seen to date, and companies large and small are wisely making preparations. I’ve been working with my clients to create unique strategies that work within the realms of their family businesses – here are six strategies on how to stand out as a leader.
There’s nothing like a legitimate crisis for teaching business leaders what they’re really made of. As someone whose early days in the family business were defined by crisis leadership, I could not agree more.
But I didn’t do it alone. The leadership during adversity in question was delivered by my mentor, business turnaround specialist Frank
During the past couple of years, we have had to become comfortable working from home—while also trying to balance family life, and possibly looking after someone who has been sick or has become more vulnerable. This is quite a change for many who were used to their daily commute into the office, where they had a clear distinction between home and work life as a virtual boss.
We’re all navigating a whole new world after the last two years of COVID-related business stresses. Many employees are learning to balance remote work and family demands, and of course many leaders are grappling with a workforce they only see on a screen. It’s hard all around. But I’ve learned over years of leading a family business and becoming a successful leadership keynote speaker, that your actions in times of crisis will come to define you as a leader.
As 2021 wraps up the remote workplace culture is no longer a temporary condition – as tired as we all are of hearing the phrase “the new normal,” it’s time to normalize remote working. Here are my five top tips for translating your current company culture to the virtual environment.
Although it certainly didn’t feel like it at the time, I was incredibly lucky to take the reins of the family business at the tender age of 28, which enabled me to realize very quickly that I needed guidance from experienced outside sources. Because of that guidance, I was able to not only witness how to execute a successful business turnaround…but learn valuable lessons at every turn.
Nobody likes to think of themselves as a bad boss, but in my travels through the leadership keynote speaker world, I’ve met many current and aspiring leaders. And, whether they’re newly minted managers or seasoned C-suite types, it’s quite common for people to have a few blind spots around their own leadership styles. Here are some tips to help get you back on track.
The question of hiring best practices naturally comes up as I navigate the leadership keynote speaker circuit, and the age-old debate of “train vs. hire” is often at the heart of the discussion. Of course, there are pros and cons to either side, and here’s what worked—and what didn’t—for my business. I hope it helps you get your growing team on track!
During the past year, we have had to become comfortable working from home—while also trying to balance family life, care-taking, etc. While the recent pandemic has forced the issue for many, I have actually been working remotely with my team in the UK since 2010, when my family moved to Colorado. During that time, I’ve found that a hybrid model—partly in the office, party at home—truly does deliver the best of both worlds!
It’s a great time to be a succession planning keynote speaker—the working world has never needed our guidance more than it does now! But with more than 80 million baby boomers planning to retire before 2030, we’re about to face what might be the biggest knowledge gap in history.
Many of the people I meet on my succession planning retreats share a common complaint: strategy takes work! It can be incredibly difficult to tear oneself away from the day-to-day management of the business to focus time and resources on what feels like a theoretical future.
I have come across an assessment tool that could be a game changer when looking to promote or hire new talent into a key role in your organization. It is called pymetrics, and is an Ai based assessment tool which helps you find the best fit for any particular role. It was developed by Frida Polli PhD; an academic neuroscientist from Harvard and MIT turned entrepreneur.
When leading succession planning retreats, I often ask my attendees to think about the managers they have worked for over the years and whether or not these people were good leaders. I received very different answers – what I heard was astounding.
I have always been serious about improving my leadership skills and investing in professional development. This goes back 25 years to when I was a young leader in my family business, and was responsible for leading a team of people who were older and more experienced than myself. Today, as a leadership and succession planning keynote speaker, I help my clients develop these qualities.
How the world has changed in recent months! While we’re learning to balance the challenges of “the new normal” during a global health epidemic I wanted to offer a few thoughts on the value of human capital. Please read on for valuable tips on how to keep your A-Players.
Regardless of industry or company size, today’s business leader likely has some incredibly tough decisions ahead. With the entire world experiencing the COVID-19 crisis together, it’s clear that the rules of business engagement have changed.
Handing Over the Reigns is a must read for anyone who is contemplating passing their business on to the next generation. This book is based on Richard’s experience in a 4th generation 100 year old family business and from the work he has done with many other privately held companies in the UK and USA.
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