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There are three things that need to be addressed if you want to create a culture of continual growth and avoid stagnacy are:

There is a huge difference between micromanaging and pushing your team for growth. Micromanaging is about control and it stumps growth. In creating a culture of growth, that's about recognizing that no matter how good you are and your team members are, there is always room for improvement. As a leader, it’s your job to support your team in their improvement. You are fundamentally responsible for the culture and that will dictate how receptive your team is to continuous feedback, learning, and growth.

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It’s one thing to know where you want your team to grow. It’s another thing entirely to get them growing.

Let’s face it learning new skills is hard. Especially in a professional setting where you want to impress your boss and your team. So how do you support your team in their continued growth while also validating their skills and ensuring they feel like valued members of the team?

Episode summary:

Join us for this episode of Sales Fiction where I share a framework for learning new skills and identify the places your team is most likely to get de-railed so you can support your team in their quest to be the best.

When you have a small team and you need to produce big results making sure every team member is performing at their best is essential Training and skill development is one area that can make a dramatic difference in your team's results

But because you’re small, having the time and bandwidth to continually train your team, can feel overwhelming. So how do you hyperfocus time and energy where it will matter most

Join me for this episode of sales fiction where I dive into some key principles that will help you focus your training efforts for maximum growth.

Resources mentioned:

When you have a small but mighty team - everyone matters. And when even one person leaves it has a huge impact. I mean let’s face it - more often than not on a small team - everyone’s doing at least the work of 3 people so the ripple effect of someone leaving is much bigger than at large companies.  As a small business, how do you keep your team happy, engaged, and most importantly on your team?

3 things to look for in the recruiting and hiring process to set your agency up for long term success.