Category: Assessments

Do you feel like no matter what you have accomplished, you’re not getting ahead in your career? Have you stopped to consider whether or not you have an executive presence? It is more important than you realize and could be why you are not advancing.

Here’s what you need to do to develop the executive presence that keeps you from your high-level position.

1. 1. Be Seen

There’s no hiding in the back of the room if you want to be a leader. Speak up during meetings when you have something of value to share. Show up to meetings early. Shake hands with people and introduce yourself.

1. 2. Think Before You Speak and Answer Strategically

Before you share your ideas, really think them through. Then, give others a strategic answer. Talk about the big picture without getting bogged down in the smaller details. If you are a strategic thinker, people will recognize that and want to hear you out.

1. 3. Dress Like a Professional

Even if your office has a casual Friday or out-of-work event, you should still dress the part. Never be too casual in your workplace, no matter what day it is. If you want to be an executive, you should dress like one.

1. 4. Listen To Your Voice

As weird as it may be to listen to your voice, you should hear what others are hearing. Record a video and listen to how you sound. You might be shocked by what you hear. Use those recordings to train yourself to speak in a way that is clear and distinct.

1. 5. Get Honest Feedback From People You Trust

Find a few people who can be honest with you about your presence. These need to be people that you trust, and that will share with you openly a few things you can change. Ask them to give you 2-3 specific things they suggest to increase your executive presence.

After you hear what those advisors say, you should make the changes. Listen to them without becoming defensive. Go back to those individuals after a few months and check in on how you are progressing.

If you are ready to move to the next level, you must develop the right presence. Start separating the way you do things from those that are lower level. Pay attention to what executives are doing and then follow suit.

 We would love to hear your comments or questions. Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Leadership transitions are a critical time for any organization. When new leaders take the helm without adequate preparation, the consequences can be severe, ranging from stalled growth to a demoralized workforce. Underprepared leaders often struggle with decision-making, effective communication, and aligning their teams with the company’s strategic goals. To ensure sustained growth, it’s essential to understand the key challenges new leaders face and how to turn these challenges into opportunities.

1.  Navigating the Transition from Peer to Leader

One of the most daunting challenges for new leaders is the shift from being a peer to a leader. This transition can be particularly tricky when leaders are promoted from within the team. Relationships with former peers need to be redefined, and this often involves setting new boundaries and expectations.

Opportunity: This challenge presents an opportunity to establish credibility and trust from the outset. New leaders should communicate openly about the transition, acknowledging the change in dynamics. To ease the transition, it’s helpful to focus on team goals and objectives, making it clear that success is a shared endeavor. Building a culture of mutual respect and accountability can turn potential friction into a foundation for a strong team.

How-to Tip: Hold one-on-one meetings with team members to discuss their expectations and concerns. This approach not only helps in understanding the team better but also in establishing a personal connection.

2.  Balancing Short-Term Wins with Long-Term Strategy

New leaders often feel pressured to deliver immediate results to prove their worth. While short-term wins are important, an overemphasis on quick fixes can derail long-term strategic goals.

Opportunity: The challenge here is to strike a balance between quick wins and a broader organizational vision. Leaders should identify areas where early successes are possible without compromising future growth. Aligning these wins with the company’s long-term strategy ensures that short-term actions contribute to overall objectives.

How-to Tip: Develop a 90-day plan that includes quick wins aligned with long-term goals. Regularly review and adjust this plan to maintain momentum while staying focused on the big picture.

3.  Building and Maintaining Effective Communication

Effective communication is critical for new leaders, yet it is often an area where underprepared leaders falter. Miscommunication can lead to confusion, decreased morale, and a lack of direction, all of which can hinder company growth.

Opportunity: New leaders can turn this challenge into an opportunity by establishing clear communication channels early on. Regular updates, team meetings, and an open-door policy can foster a culture of transparency and trust. Additionally, being open to feedback and willing to adapt communication styles based on team needs can greatly enhance effectiveness.

How-to Tip: Implement a regular communication cadence, such as weekly updates or team huddles, to keep everyone aligned. Encourage feedback to continuously improve the flow of information.

Conclusion – The impact of underprepared leaders on company growth cannot be understated. However, by recognizing and addressing the key challenges new leaders face—transitioning from peer to leader, balancing short-term wins with long-term strategy, and building effective communication—they can transform potential pitfalls into opportunities for success. Leadership development programs, mentorship, and continuous learning are crucial investments that companies should make to ensure their leaders are well-equipped to drive sustained growth

 We would love to hear your comments or questions. Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Mikael Wedemeyer and Nathan Mussig run their very successful web development and design firm in Queensland, Australia. One thing that the duo learned early on is that bigger isn’t necessarily better. Business success, they realized, has as much to do with saying no to the wrong opportunities as it does with saying yes to the right ones.

“For us now, it’s about being smart and profitable and being able to choose to work with good people rather than feeling pressure to take all the work that we need just to feed the beast,” Mikael said. “We just want to do great work and in a sane way. And be able to run the company rather than it run us.”

And that is where TAB comes in. Mikael and Nathan are each Members of separate TAB Boards and participate together in their monthly TAB business coaching sessions. TAB has helped them become the business owners they always wanted to be.

“Thanks to TAB, we approach our business differently now than back when we were running around with our heads chopped off,” Nathan said.

Read more about Mikael and Nathan, their business, and their TAB board experience in this Member Case Study from The Alternative Board (TAB).

https://285855.fs1.hubspotusercontent-na1.net/hubfs/285855/Niche%20Studio%20-%20TAB%20Member%20Case%20Study%20.pdf

#tabboards #businesscoaching #peeradvisoryboards

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

In today’s competitive job market, finding the right candidate goes beyond reviewing resumes and conducting standard interviews. Behavioral interviewing, coupled with tools like the DISC assessment, can significantly enhance the hiring process by providing deeper insights into candidates’ personalities and behaviors. This approach not only helps in identifying the most suitable candidates but also ensures a better cultural fit within the organization.

Understanding the DISC Assessment:

The DISC assessment categorizes individuals into four main personality types: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). Each type represents distinct behavioral tendencies and preferences:

• • • Dominance (D): People who are direct, assertive, and results-oriented
    • Influence (I): Individuals who are sociable, persuasive, and optimistic
    • Steadiness (S): Those who are reliable, patient, and team-oriented
    • Conscientiousness (C): Detail-oriented, analytical, and systematic thinkers

By understanding these personality dimensions, employers can tailor their interview questions to elicit responses that reveal how candidates might behave in specific job-related situations.

Integrating Behavioral Interviewing:

Behavioral interviewing focuses on past behaviors as indicators of future performance. Here’s how you can integrate it with the DISC assessment:

1. 1. Develop Job-Specific Questions:
      • For Dominance (D): “Can you describe a time when you had to take charge of a project and lead a team?”
      • For Influence (I): “Tell me about a situation where you had to influence a team or client to adopt your ideas.”
      • For Steadiness (S): “Describe a scenario where you had to handle a stressful situation within a team environment.”
      • For Conscientiousness (C): “How do you typically approach projects that require careful attention to detail and accuracy?”
   2. Listen for Behavioral Indicators:
      • Look for specific examples of how candidates have handled challenges or achieved goals in the past.
      • Assess their communication style and how it aligns with the DISC profiles.
   3. Evaluate Cultural Fit:
      • Consider how candidates’ DISC profiles align with the company’s values and team dynamics.
      • Assess their potential to thrive in the organizational culture based on their behavioral responses.

Tips for Effective Implementation:

• • • Training Interviewers: Ensure interviewers understand the DISC framework and how to use it effectively in interviews.
    • Consistency: Use standardized questions and evaluation criteria to ensure fairness and comparability across candidates.
    • Combined with Other Assessments: Supplement DISC with technical assessments or cognitive tests to get a holistic view of candidates.

Conclusion

Behavioral interviewing with the DISC assessment is a powerful tool for hiring managers seeking to match the right person with the right job. By focusing on behaviors and personality traits, employers can make more informed hiring decisions that lead to better performance and higher employee satisfaction.

Incorporate these strategies into your hiring process to streamline candidate evaluation and build a stronger, more cohesive team.

In essence, leveraging behavioral interviewing and the DISC assessment isn’t just about filling positions—it’s about creating a workforce that excels together, driving success for your organization. This structured approach combines the theoretical understanding of DISC with practical tips for implementing behavioral interviewing, offering a comprehensive guide to enhancing your hiring process.t

Sources and Attributes:

• • • The DISC assessment categorization and behavioral traits are based on the research and framework developed by psychologist William Marston. (Source: DISC Profile Overview)
    • The integration of behavioral interviewing techniques is supported by research from HR and recruitment experts in organizational behavior and psychology. (Source: SHRM Behavioral Interviewing Guide)

 We would love to hear your comments or questions. Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Many businesses experience significant seasonality at certain times of the year. Even companies that seem immune to seasonality, like manufacturers, often experience predictable slow times due to factors like product cycles, holidays, weather changes, and other regular events.

There are three levels of seasonality: moderate seasonality (characterized by a 10-20% change in sales), significant seasonality (characterized by a 21-30% change in sales), and rigid seasonality (characterized by a 31-40%, or even higher, fluctuation in sales).

The level of seasonality your business experiences will help dictate the actions you should take to ensure the best outcomes throughout the year.

To learn more about how much your business may be affected by seasonality and what you can do to enhance the ups and negate the downs, read “Seasonal Peaks and Valleys: Adjusting Strategic Goals for Optimal Success” at The Alternative Board (TAB).

https://www.thealternativeboard.com/blog/seasonal-peaks-and-valleys-adjusting-strategic-goals-for-optimal-success

#tabboards #businesscoaching #businessseasonality

 We would love to hear your comments or questions. Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Creating a positive work environment is essential for fostering employee satisfaction, productivity, and overall organizational success. Leaders play a crucial role in shaping this environment by setting the tone and modeling the behaviors they wish to see.

First, leaders should prioritize open communication. By encouraging transparency and actively listening to employees, they create a culture of trust and mutual respect. This openness allows team members to voice concerns and share ideas, leading to more innovative solutions.

Secondly, recognizing and rewarding employees’ efforts is vital. Leaders who consistently acknowledge their team’s hard work and celebrate achievements boost morale and motivate others to perform at their best. Recognition doesn’t have to be grand; even small gestures of appreciation can have a significant impact.

Moreover, fostering a culture of inclusion and diversity ensures that all employees feel valued and respected. Leaders should actively promote and support diversity initiatives, creating an environment where everyone can thrive.

Finally, providing opportunities for professional growth and development is key. Leaders who invest in their employees’ learning and career advancement not only enhance their skills but also demonstrate a commitment to their long-term success.

By focusing on these areas, leaders can cultivate a positive work environment that drives both individual and organizational growth.

 We would love to hear your comments or questions. Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Transferring your business may be the biggest financial transaction of your life. At Clear Focus, LLC, we utilize ExitMap® to help clients understand their current level of preparedness to begin the succession planning process.

• It consists of 22 questions, produces a 12-page report, and only takes 15 minutes.
• It’s easy to decide which multiple-choice responses best fit your company.
• It requires no financial or other confidential information.
• It takes a broader view of your business than just the numbers.

To begin the Assessment, simply enter your email address. You will receive your Exit Readiness report in approximately one business day. The report ranks your overall preparedness and provides a breakdown of your readiness by category: Finance, Planning, Profit/Revenue, and Operations.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

You have probably heard about and have played with ChatGPT and other AI-enabled technologies. Come learn about how to effectively use these technologies in your business, how to educate your teams about the future, and what to be aware and cautious of as you start to implement in your business and daily life.

Chris Tamm, an AI and robotic process automation consultant and business owner, will spend an hour helping you understand where you are missing out on available efficiencies, and give some perspectives on how this will affect your next 2-10 years of business growth.

1)  Learn about the latest advancements in ChatGPT and AI technology for all industries.

2) Discover the benefits of implementing AI technologies into your business culture and processes.

3) Explore real-life examples of how businesses are leveraging these technologies to gain a competitive edge.

4) See how the different pieces of AI fit together (machine learning, machine vision, robotic process automation, large language models, generative question answering, etc.).

5) Understand concerns and guardrails that you need to have in place if you are going to move forward with AI technologies in your business.

This webinar is perfect for business owners and executives who know the world is changing, and want a high-level primer on where they can capitalize on the savings and best leverage AI today.

You don’t want to miss it. Watch free and on-demand now at The Alternative Board: https://www.thealternativeboard.com/webinar/deep-dive-into-ai

1. #tabboards #businesscoaching #aiwebinar

 We would love to hear your comments or questions. Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

Inefficiency in organizations can hinder productivity and demotivate employees, making it essential to streamline processes and reduce friction. This article delves into strategies to improve organizational efficiency, backed by industry insights and expert recommendations.

Understanding Inefficiency

Inefficiency, often caused by unproductive routines, corporate bureaucracy, and outdated operating models, leads to wasted resources and disengaged employees. Identifying and addressing these inefficiencies is crucial for organizational success.

Strategies for Reducing Friction

1. 1. Process Improvement through Lean Six Sigma

Lean Six Sigma combines Lean’s focus on reducing waste with Six Sigma’s emphasis on reducing defects. This methodology promotes a customer-centric approach, streamlining processes by removing non-value-added activities and enhancing workflow efficiency.

Implementing Lean Six Sigma involves:

• • • Cross-Functional Teams: Engaging employees from different departments for comprehensive problem-solving.
    • Training: Investing in Lean Six Sigma training to equip employees with the necessary skills.
    • Documentation: Keeping detailed records of progress for knowledge sharing and future reference.
    • Celebrating Success: Recognizing team achievements to foster a culture of continuous improvement.

1. 2. Evaluating and Improving Business Processes

Conduct a thorough evaluation of business processes to identify inefficiencies. This can be achieved by:

• • • Holistic Assessment: Reviewing processes across departments rather than in isolation to ensure cohesive improvement.
    • Centralized Systems: Reducing the number of disparate systems and manual processes to streamline operations.
    • Change Management: Implementing structured change management plans to ensure smooth transitions and employee buy-in.

1. 3. Effective Use of Technology

Leveraging technology can significantly enhance efficiency:

• • • Automation: Automating repetitive tasks to reduce manual labor and increase accuracy.
    • Centralized Management: Using platforms to centralize software administration, reducing logistical challenges and costs associated with multiple tools.
    • Data Analytics: Utilizing analytics to gain insights into performance metrics, helping to identify and address inefficiencies.

1. 4. Strategic Budgeting and Resource Allocation

Reviewing and realigning budgets to eliminate wasteful spending is essential. This includes:

• • • Expense Review: Carefully examining expenses to identify and cut unnecessary costs.
    • Prioritizing Investments: Allocating resources to areas with the highest potential for growth and impact.
    • Transparent Communication: Ensuring transparent communication about budget changes to gain employee understanding and support.

1. 5. Employee Engagement and Development

Engaged and motivated employees are crucial for efficiency. Strategies include:

• • • Training and Development Programs: Investing in employee development to enhance skills and job satisfaction.
    • Performance Management: Implementing performance management systems to assess and improve employee productivity.
    • Leadership Effectiveness: Promoting effective leadership to support and motivate teams.

Practical Tips for Implementation

• • Set Clear Goals: Define specific, measurable goals for efficiency improvements.
  • Involve Employees: Engage employees at all levels in the process improvement initiatives to gain valuable insights and foster ownership.
  • Monitor Progress: Regularly track progress using key performance indicators (KPIs) and adjust strategies as needed.
  • Communicate Effectively: Maintain open lines of communication to keep everyone informed and aligned with organizational goals.

Conclusion

Reducing friction in an organization requires a comprehensive approach involving process improvements, strategic use of technology, effective resource management, and strong employee engagement. By implementing these strategies, organizations can enhance efficiency, boost productivity, and achieve long-term success.

 We would love to hear your comments or questions. Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

I don’t believe any owner goes into business thinking that they will be iron-fisted micromanagers – or worse, leaders who thwart the success of their employees and entire organizations with their negative, controlling behaviors. So, it is shocking just how many business owners do just that.

But it doesn’t have to be that way.

Encouraging leaders, also known as Multipliers, who take it upon themselves to unlearn negative communication and management styles, tend to enjoy great results like improved employee retention, higher productivity, and greater long-term success. Not to mention a much healthier company culture.

Good leaders avoid diminishing behaviors like micromanaging and criticism, and instead focus on active listening, delegation, and celebrating successes to drive organizational growth.

Being a Multiplier is about providing the people who surround and support your business more inspiration and empowerment. And as a business leader, being a Multiplier can dramatically improve your organization.

This is the stuff strong leadership is made of. To learn more, read this insightful article from The Alternative Board (TAB) Worldwide President & CEO Jason Zickerman titled “How to Be a Multiplier and Elevate the People Around You” at Entrepreneur.com.

#tabboards #businesscoaching #multipliersanddiminishers

 We would love to hear your comments or questions. Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.