Category: DISC

7 Steps to Take Toward a Succession Plan

Organizations often miss the importance of a strategic succession plan. Frequently, you find this true for a family owned businesses and organizations that are close like a family. Emotions come into play and end up pushing out a plan for the future. Tough discussions must happen rather than approaching a succession plan with the path of least resistance concept.

Companies that are family run or operate by those with extremely close relationships tend to have underlying personal agendas and frustrations that easily arise between the team.

In business, things just have to get uncomfortable sometimes. If you continue to steer clear of necessary conversations, then your business and relationships will ultimately suffer. Having a firm succession plan in place is essential for your company and it’s possible if you follow these seven steps.

7 Steps for a Succession Plan

1. Specific ownership goals

You must clearly define and write down the long-term goals of the company. What is the plan for future ownership? Be sure to sit down and discuss these at length as a team and encourage transparency during the conversation.

2. Set competency goals

As a group, talk about what is required competency wise in order to get the job done. Figure out which person among you has the greatest ability to do what it takes in order to ensure your succession plan makes sense and not hinging on people’s feelings.

3. Assess management strengths

Utilize assessments to figure out the competencies of each manager. Study what you see as far as their strongest skills and emotional intelligence in order to decipher the best strategy. There are some great tools available to help you with this task. 

4. Review assessments

After each manager has taken the assessments, be sure to debrief and review them. What opportunities are they best suited for in the company? How could you help them progress in their career? These are a few of the questions that should be considered.

5. Legal advice

Seek out wise counsel when it comes to legal advice. Transferring ownership has tax implications and legal situations that must be done correctly. Do not cut corners with this step.

6. Performance management

As a company, your management team should be well trained. They need to be held accountable for specific goals and outcomes, so be sure to set a system in place.

7. Name the successors

In a succession plan, you must be very clear and have a discussion with the named successor and help them visualize this potential career path. Be clear, specific, and direct in order to hold onto your top talent for the future.

Think through the timing when it comes to a transition. Promotions can be an exciting time but it’s sensitive to employees. Good decisions and a carefully planned roll out will help a company thrive during the transition.

Need help with your succession plan or assessments? 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 Professional.

This Skill Will Make or Break Your Job in the Age of Robots

In this ever-changing world of technology, we often find ourselves wondering what the future holds and how will this impact the workforce. The Future of Jobs Report stays one step ahead of this changing economy by diving headfirst into the heart of the workforce and finding out how jobs are changing. Specifically, they take a look at what skill sets are a dying breed and which ones are in high demand.

The Projected Top 10 Job Skills for Success in 2020:

1. Complex problem solving
2. Critical thinking
3. Creativity
4. People management
5. Coordinating with others
6. Emotional intelligence
7. Judgement and decision-making
8. Service orientation
9. Negotiation
10. Cognitive flexibility

Creativity Can Make or Break You

An interesting insight, if you compare these skills with the top skills of 2015, is that a surprising skill has climbed its way to the top: creativity. In a world where people find themselves asking if robots will replace them in the workforce, this is not so surprising.

The world of robotics has made enormous advances, but the one thing that can’t seem to be replicated is creativity.

If you don’t have a creative bone in you, don’t worry. Creativity in the workforce isn’t about becoming the next Van Gogh; it’s about creative thinking to come up with new solutions to problems and taking risks if it means getting results. Creativity is different than being an artist; everyone is creative but not everyone is an artist.

Why Creative Thinking Sets You Apart

Creative thinking goes beyond using a set of rules to come up with a solution. It means thinking through a problem, going through each solution in your mind, and being able to narrow down the best solution. Creative thinkers also know the value of failure. When you take a risk and fail, you tuck that away in your mind for future brainstorming.

It is emerging as a vital skill as we enter an age where adaptability is important. When employees are faced with unforeseen circumstances, it is how they respond to that situation that will set them apart. It is about how they are able to go outside of the rules and beyond the description of their role to come up with desired results.

Creative thinking is the driving force behind business success. If you want to set yourself apart and stay on the cutting edge of the workforce, then you need to practice your creative thinking skills. Until robotics goes beyond algorithms, it is human brain power that will continue to be at the forefront of the fourth industrial revolution.

We would love to hear your comments. Please contact us today!

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 Professional.

Why Sales People Fail

Not everyone is a natural salesperson.  Salespeople come and go in companies because they will either sink or swim.

If you love sales, are able to stay organized, believe in your product and are urgent to make that sale happen, then you’ll do well. The salespeople that are lacking these qualities tend to fail miserably.

Sales people fail for these reasons:

Disorganization

People in sales need to be organized.  After all, they are balancing so many “balls in the air” at one time. The goal is to build up your product and meet with potential clients, all while fostering and facilitating good relationships within your company and with customers.

Sales jobs require appointment setting, strategic planning, client meetings and researching the competition that your product is up against.

In other words, disorganization will cause you to fail.  There are too many facets to what salespeople do and if you lack being organized, then your business will struggle or not make it over time.

Lack of Urgency

Salespeople that lack urgency will surely fail.  If you are not passionate, trying to make the sale at every opportunity, then someone more urgent will come along behind you and make it happen instead.  The more urgent the salesperson the more sales they tend to make.

No faith in product

If someone doesn’t believe in their product, then they won’t be able to sell much of it to today’s savvy customers.  People will see right through your weak, unsupported and boring sales presentation.  You can’t fool people with bad sales techniques.

Customers want to know they are being sold something of value.  When salespeople don’t believe in their product, it shows.

Lacking drive

A salesperson knows that to make money they have to work hard.  If you have a poor or lazy work ethic, then you’ll most likely not succeed in sales.  Sales jobs are fantastic, rewarding and can produce lots of income.

However, if you are not willing to put the time in because of you are lacking in drive, then you won’t be the salesperson who sees the fruits of their labor.

Salespeople are able to convince people to buy their product.  In order to do this, they must believe in the product, stay organized, work hard and show an urgency that exemplifies a caring attitude for their customers.  If you want to avoid failing in sales, then adhere to the tips above and you’ll do well.

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 Professional.

Select superior performers safely under the law

Have you ever hired someone that was not the best candidate for the position to avoid any potential liability from an EEOC claim? There is nothing in the law that says you must hire an inferior candidate. The law simply states that you, and any of the systems you use, cannot discriminate against the protected group(s). Jobs can’t talk and tell us what kind of candidate they require, so as managers, we need a system for hiring that does not allow typical human biases to enter the process.

Neither right or wrong, nor good or bad, biases are simply a reflection of our personal viewpoint. Often this viewpoint is unknowingly injected into the hiring process, even when it is not relevant to a specific position or to the organization itself. Today we have laws that keep us from acting on our biases as they relate to gender, age and nationality, but there are still biases that affect selection such as experience, education and intelligence. Candidates bring much more to the job, including their passions, beliefs, personal skills and behaviors. For example, perhaps one of the most important personal skills a superior employee can have is personal accountability, yet most companies are not aware of its importance, nor do they have a way to measure it.

In order to effectively select superior performers and operate safely under the laws of the EEOC and OFCCP, we recommend a selection system that all hiring managers can easily follow. That system should contain the following:

• A view of the job — key accountabilities defined, analyzed and prioritized to determine the knowledge, personal skills, motivational factors, hard skills and behavior that would lead to superior performance.
• A complete description of all factors required for the job. For example, we have benchmarked hundreds of outside sales positions and find they are all very similar, but not exact. Ask for definitions of our 55 factors.
• Job-related interview questions.
• Superior performance research that supports benchmarking of the job, not people.
• Gap Reports to indicate the gaps (if any) between the candidates and the job.
• A complete system for onboarding all new hires, including a development plan that is personalized and completely job-related that leads to performance and retention solutions.
• A performance management system modified to incorporate all the job-related activities discussed through the system for current or new employees.

Now is the time for all companies to look objectively at their hiring practices and be honest by identifying any current practices that are keeping them from hiring superior performers. Superior performers can dramatically alter companies during both good and bad economic conditions, and every executive should be asking, “Do I have the right talent to take us to the next level?”

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 Professional.

7 Leadership Skills to Become a Thriving Business Magnet

The efficiency and productivity of the entire company rests on maintaining good relationships with your employees. Happy employees are motivated, and motivated employees are productive. A productive team means a thriving business.

These 7 leadership skills will drive your team to success and will bring you from wandering leader to a successful business magnet.

Directive Leadership for Quick Decisions

 

You call the shots and your employees simply follow through. This type of leadership skill comes in handy in situations where time does not allow for the brainstorming sessions that typically happen when everyone is involved in the decision process. This was once the go-to for desired leadership skills, but not today.

We are living in a time when everyone wants to have their say; to feel important and to feel like they are a vital part of the company. However, there is a time and a place when good leaders need to step in and use this particular skill. A good leader will know when to step in and start making the decisions.

Supportive Leadership to Give Your Employees Freedom

This type of leadership skill requires more restraint and trust not to insert yourself and take over. As a successful entrepreneur, you will give your employees all the necessary tools to succeed and then you step back and allow them to work. A person practicing supportive leadership will develop relationships with their employees by showing empathy, expressing genuine concern, and building trust in their abilities.

Leading Your Employees with Questions

Inquisitive leaders gently guide the people around them with questions. These questions can be to gain more insight into the situation but more importantly, you are asking questions to steer your team in a certain direction. In this leadership skill, it is more about the journey to the goal rather than the end result, often with your questions bringing about creative new strategies.

Revitalize Your Team with Encouragement

Believe it or not, this is not a skill that comes naturally to everyone but it is vital for an effective leader. You can have an entire team motivated and committed to your goal but be stagnant. You can have everyone working with an effective strategy and with all the right tools yet unable to move forward.

This is when the right words and the right attitude from you can make or break your team. You would be surprised at how just a few positive words can revitalize your staff and bring them across that finish line.

Empowering Your Team by Extending Trust

One of the most common skills amongst all the top highly effective leaders is their ability to empower their employees. You are not just a person of power with people, subordinates, working below you. When you have mastered the skill of empowering, you are placing more than responsibility into your team’s hands, you are extending to them your complete trust.

It is important with this skill to know exactly how much rope to extend. If you give too little, they won’t feel like they have a say in their roles. If you let out too much it could be detrimental to your company.

Reflection for New Solutions

A reflective leader brings authenticity to their employees. You are able to work with your team to reflect on past problems or actions to find new solutions. A great way to do this is to encourage your team to take a step back and try to view the problem from a new angle.

Inspire Your Team by Being a Visionary

Bringing visionary leadership to your organization is like breathing new life into it. When you are a visionary, you have a clear picture of your goal in mind and you can energetically paint that picture for your employees.

Your energy and excitement will revitalize their passion. As a visionary, you know your end result and you are not swayed by speed bumps along the way. You are driven and you bring a new energy to your team.

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 Professional.

Emotionally Fueled Behavior Affects Working Relationships

You have worked hard to get to be in the position you are in today. Along the way you have created a network of relationships. Whether you realize it or not, these relationships are emotionally fueled. Not only can workplace relationships be created on emotion, they are often enhanced, defined, and destroyed as a result of the way we handle our emotions.

Being seen as unprofessional, unstable, and untrustworthy can lead to a downward spiral in your work relationships and put an end to your hard earned career. To keep your emotions and relationships in check, you and your coworkers must realize there is a place for emotion in the workplace. How you use your emotions and how they are displayed contributes to the way your coworkers view you and what level of respect they hold for you.

Where Emotions Fit In 

• Emotions affect the quality of decision making
• Emotions affect the formation of relationships
• Emotions fuel motivation and performance
• Emotions make creativity and innovation possible 

Reversing Job Dissatisfaction 

Overall satisfaction in the workplace has been in decline recently. Some attribute this unpleasant fact to the unstable and faltering ability of people to prioritize engagement with others. Too much time and effort is being spent on the bottom line, creating results and turning out a profit. Where does this leave the employee when it comes to feeling valued, appreciated, and respected for a job well done? As a leader, it is time to step up and say enough is enough. It is time to reengage with employees and to motivate through positive reinforcement. Doing so will improve what has been your number one goal the entire time, generating a substantial and worthwhile profit.

Emotional Inspiration vs. Rational Inspiration 

Inspiration, when derived from emotion rather than rational factors, produces better, longer lasting results. Employees that feel an emotional connection to their coworkers and supervisors are more likely to experience a higher sense of self-worth and produce better results on the job. Leaders who take the time to establish these connections are respected more by those around them, create better teams, and are more likely to succeed.

As a leader it’s easy to think rationally when it comes to executing a plan of action to get the job done. You need player A to do this and player B to do that in order to get the work in on time. Instead of conducting a meeting where you sit and disperse orders, have you ever taken the time to stop and ask the opinion of your coworkers? What do they think? What are their ideas? A little acknowledgement and inquiring can go a long way towards establishing your role as both a leader and an emotional counterpart. Beginning at the top, conversation and communication needs to cascade throughout the entire team.

Turning Bad Days into Good 

If you are a human being, then it is inevitable that you are going to experience a bad day or two. More than likely, those bad days will carry over into the workplace. Does your entire day have to be ruined? Do performance, productivity, and morale have to suffer because you’re having a bad day? The answer is no. The next time you are facing a bad day incorporate these steps into your routine.

• Recognize your mood
• Say you’re having a bad day
• Identify and control your emotions
• Remember what makes you happy
• Your bad mood won’t last forever
• Take some time to yourself  

Remind yourself that it is okay to have a bad day once in a while. It’s a natural part of life and it’s bound to happen from time to time. Recognize your feelings and learn to manage them in a constructive way.

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 Professional.

Great Learners Come in Many Styles

Active learning is essential for success in the workforce.  Is it more impactful to precisely learn what one needs to know quickly or retain and an immense amount of knowledge over time?

Research recognizes that continuous learning is critical. So many times, those who are being interviewed for a job are asked how many books they have read in the past month.  If the person does not fit into this learning style, this question is very unsettling and they may have difficulties answering this question.  Is it fair to question their abilities because they choose to learn differently?

Discover the two effective ways to learn:

1. Lifelong learners consume as much information as possible and expand their knowledge endlessly. With this style, you desire knowledge and take excitement with every opportunity to learn. Continuous education and learning will keep this style of learner perpetually engaged with their job.
2. Instinctive learners are not the average bookworm; however, they are masters of their domain and know how much energy to spend on learning.

This learning style does focus on acquiring specific skills that can benefit them in their job and daily life.  Search engines give instinctive learners power at their fingertips.

Learning Styles in Action

Kathy and Jeff are both customer service specialists that approach learning very differently.

Kathy, a lifelong learner, seeks out opportunities to learn on a continuous basis.  Kathy was tasked to form a group at work to edit an information manual, which is right in her comfort zone. Some members of the group prefer to jump right in, while Kathy feels more confident if the group gathers examples and do the research first.

Jeff learns instinctively and is eager to jump right in and get started versus doing the research up front.  He did not have the highest GPA, however, he excels and takes pride in his career.  Jeff is able to tackle difficult problems and is known for “learning on the fly” – he is everyone’s go-to person for getting the job done.

Make The Right Hire By Asking The Right Questions

Why is asking the question “Which books have you read recently?” not effective? Because it doesn’t gauge a person’s ability to learn.  Instead, you should be asking these questions:

“What is your learning style?”

“How do you gather information to learn more?”

“Where do you source out information and how do you use the information gathered?”

“How do you rate ‘willingness to learn’?”

“What has inspired you?”

These are two unique learning styles that clearly demonstrate two different ways to approach learning.  However, both are extremely effective and valuable to any organization looking to hire top talent.

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 Professional.

Cloud Computing Can Help Your Business

Have you been wondering if your business is ready for the cloud? Many companies have asked the question but are not quite ready to take that leap. Honestly, the nature of your business is what may dictate how ready you are for cloud computing.

To quickly define, cloud computing is a service that delivers and stores data for you. The cloud is not a product like software that you install but rather gives you remote access. Businesses are increasingly moving toward the cloud because it enables data to be stored on external servers that can be accessed by a network, device and even an app.

5 Benefits of Cloud Computing

There are many benefits that go along with moving to the cloud. Businesses have found that it can save money, is easy to maintain and has recovery options.

1. Work from Anywhere

Cloud computing makes telecommuting possible and this is a benefit for employees. Employers are able to hire top talent without needing them to move to the area. Employees can live and work from anywhere.

2. More Competitive

Smaller businesses are able to keep up with larger ones in the form of competitiveness.

3. Flexibility

Cloud computing gives companies flexibility when it comes to employees and costs. They can choose to increase or decrease employee count and that will change the costs too.

4. Disaster Recovery

If you have a thorough backup, then your business can have continued access in a short time despite a disaster. Cloud computing is an outside the norm approach that helps with continuity and compliance.

5. IT Workload

When businesses cut costs, the IT department often takes a hard hit. Cloud computing eliminates more than half of the money and time required from an IT department while making your business run more efficiently.

Citrix Hosted Desktops

Cloud computing can be quite supportive for businesses that have access to Citrix hosted desktops.  Citrix provides secure and remote access. A few benefits include:

Desktops-as-a-Service (DaaS)

Citrix Service Provider based (DaaS) provides hosted desktops to securely send an email and other applications over the web. The best part is that there is no software for IT to have to maintain or update. Your business will enjoy the technical support option that comes from the service provider for even greater convenience.

Citrix is an industry leader

Hands down, Citrix is the leader for desktop virtualization. They provide an assortment of technologies for just about any business. Citrix securely delivers secure and remote access to desktops and apps from every type of device.

Virtual Workspace

Hosted virtual workspaces and desktops have the exact same options of a normal computer but with a new and improved way to access them. Further, you can connect from any device no matter your location.

A few additional benefits include:

• The majority of the daily IT tasks are eliminated.
• You’ll have disaster recovery capabilities.
• Financially, you will save money and you can even handle your IT spending more efficiently.
• The need to own and maintain software and other equipment become less.
• Your business could potentially reduce administrative costs by 50% or more.

When you ask yourself if you are ready for cloud computing, consider the expansion of your workspace and the ease of the cloud. The cloud could be immensely beneficial to your business.

You’ll be able to save money and enjoy a newfound convenience with the cloud.

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 Professional.

Does employee engagement matter to company success?

Today you hear a lot about employee engagement. Senior executives have been concerned about this within their companies for some time… and for good reason.

There are many descriptions of what employee engagement is and what an engaged employee looks like. In recent newsletters, we have discussed these areas. If you missed these articles, contact us and we will send them to you right away.

An engaged employee is:

• Willing to put in the extra effort
• Have high levels of loyalty
• Have an emotional bond to the company
• Promote the company as “the employer of choice”
• Strive to inspire peers 

Are your employees engaged?

According to a Gallup Study and a recent report from SHRM, on average, employees were only moderately engaged. In addition, employee engagement levels have been consistent for the past several years.

Average levels of engagement:

• 29% actively engaged
• 55% non-engaged
• 16% actively disengaged

What does this mean to businesses?

• Lost productivity costs businesses $350 billion per year (Gallup)
• Companies with highly engaged employees were 200% more profitable (Watson Wyatt Worldwide)
• One disengaged employee can bring down performance by 30%-40%. (Felps, Mitchell & Byington) 

Business performance suffers greatly due to disengaged employees. 

Mission, Vision, & Values must be congruent and understood by all employees in order to increase employee engagement. Connect each employee with the overall strategy & success of the organization. Help everyone understand the “big picture” and how they contribute to this overall strategy. Reward engagement consistently based on each individual’s values, motivators, EQ, & behaviors. Always be on the lookout for disengaged employees and take action quickly.

If you have any questions about this article, or about how we can help in creating a highly engaged workforce, contact us today!

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 Professional.

Dealing with Complainers Effectively

Any supervisor or manager deals with complainers in the workplace at some point. There are employees who complain about their co-workers or about the company itself. Complaining is hard to stop but you can deal with it effectively if you put a plan in place.

Complaining Is Harmful

Sadly, there are people who are chronic complainers. This is difficult for others in the workplace and creates a negative atmosphere. This eventually hurts everyone in the business.

So, how can you deal with complaints that are hard to resolve? Handling initial complaints will help avoid future ones.

Types of Complaints

Some complaints are easier to resolve than others. Some common workplace complaints include:

• Benefit programs
• Co-workers
• Old equipment
• Scheduling vacations and time off
• Lack of praise
• Pay raises
• And many more…

There are complaints that you can’t fix but you can try to resolve the issue.

Handling Initial Complaints

When you hear complaints, your goal is to reduce future complaining. Here are a few steps that will allow you to do that.

Listen To Understand

Whether you feel a complaint is valid or not, you need to listen to what your employee is really telling you. Listen carefully as they talk so they know you’re understanding.

Offer A Solution

Next, you should offer a solution to the problem. A simple, “Let me check on that and see what I can do,” goes a long way.

Get Confirmation

Ask the employee if they agree with your proposed solution. Even if they don’t like it, you’re making a verbal commitment to handle the problem.

How to Resolve Repetitive Complaints

Some employees may come back with the same complaint. When you’ve worked several times to resolve the same complaint, try these methods.

Listen And Defuse

When an employee returns to your office, step up your game. Once again, listen carefully and let them know you understand the issue. Part of your job is to keep peace in the workplace. You want to make sure you’ve done everything possible to solve the issue.

Verbally Summarize The Issue

Now it’s time to summarize the conversations you’ve already had with the employee. Remind them of past conversations and solutions. Tell them the steps you’ve taken to find a solution to the problem.

Put The Responsibility On Them

If you’ve completed the above steps, it’s time to add another step. Make them aware that you both have work to do. Unless they have another solution to the problem, both of you need to return to work. You may have this conversation many times before the person realizes it’s not going the way they want.

These are some ways to effectively deal with complainers that leads to a peaceful working environment.

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 Professional.