| One thing I get asked by 90% of clients is…
“How do I build a high-performing team?”
This is the $10 million dollar question.
For years I was a complete FAILURE as a leader.
I have an amazing team now...
But there were teams I led in the past that also had great people who I lost through lack of leadership.
If I listed all the people I had pushed away, it would be a very long list.
Nonetheless, for every failure I have in business and life, I always aim to extract a lesson so I can achieve a better result the next time.
And along the way I learned that when it comes to your team...
If you have underperforming employees, it is 100% your fault.
As my buddy Bedros likes to say:
“Leadership is the problem... and leadership is the solution.”
If you’re struggling in this department, let me share some of what's worked well for me.
Here’s…
7 Steps to Fix Your Leadership and Build an All-Star Team
For each team member you must ask:
1. What is the definition of success for this position?
This needs to be created WITH them…
And then everyone needs to agree on the definition.
Now there is no subjective argument about whether or not they are doing a good job.
2. Does the team member KNOW what success looks like for this position?
3. Has it been communicated what actions are necessary to achieve success?
4. Is the team member being given the support, the training, and the feedback to have success?
5. Where is the bottleneck for the team member’s performance?
6. Is it a matter of skill or commitment?
If it’s a matter of skill…
Then it’s YOUR fault for not training them properly, or for hiring someone that was the wrong fit for the position.
If it’s a matter of commitment…
Then it’s YOUR fault for hiring someone with the wrong attitude, or for not properly communicating the vision of the company and getting the team member engaged with and behind the company’s purpose.
7. Would I enthusiastically rehire each team member?
If not, then fix the issues or have the difficult conversations and part ways as friends.
Here’s how the initial difficult discussion might look with an underperforming team member:
a) Here's the definition of success ... do you agree with this?
b) Here's how you are not hitting it
c) Identify how to correct it... giving them a plan
d) Let them know this is a verbal warning... next time they get a written warning
e) The next time we have this difficult conversation it will mean a dismissal.
The key to all of this is having the clear "Definition of Success".
If it is properly communicated, measured and managed…
Then you won’t need to have too many difficult conversations.
Everyone wants to be successful. No one wants to fail.
It’s up to you to communicate and lead people to victory...
If you don’t, then it’s on you.
Just recognizing and accepting that is a HUGE step toward becoming an exceptional leader.
I hope you’ll use the other 7 steps above to help take you the rest of the way.
Success Loves Speed,
Craig
PS - If you’re ready to 2X your income (or more) while working 10 less hours per week...
... Just REPLY to this email with the words “2X 10 LESS” and we'll set up a time to chat with you to find out if we can help. | 