Why Business Teams Fail & How to Avoid It : Strong Leadership Skills For Employee Engagement & High Performance

Is Your Compensation Structure Promoting the Teamwork You Need in Your Business?

One conclusion I’ve come to – with little reservation – is that commission-based compensation structures don’t work all that well for creating a business that will be successful over the long term.

But you may be wondering – what SHOULD your compensation structure look like – to avoid these 4 negative effects?  Glad you asked!  That's what I will share with you in this episode.

Have You Built a Firm Foundation for Your Business?

Today I want to share with you the five (5) key elements that I believe go into creating the foundation for any business.  You may want to grab a pen and paper so you can write these down – because when we’re done, you’re going to want to spend some time reflecting on your business and perhaps even adding some details to these 5 key elements in your business.

How effectively are you Qualifying your New Prospects?

It’s not uncommon for me to hear that the biggest issue or challenge a business owner is facing is the need to gain new customers.  Many businesses have their team assembled, they have their product or service ready to go, and all they need to make the business work is to find and secure more customers. So this week I want to tackle one of the bigger challenges – Qualifying new prospects.

How are Your Employees Feeling About the Impact Your Business is Having on Those You Serve?

This week, I want to dive deeper into the LEVEL THREE – or as I call it GEAR THREE – statements that every employee is asking and assessing on a daily basis.

These Gear Three statements are related to whether the business is serving their customers well and if the business is making a difference in the community and world we all live in.

How are Your Employees Feeling About their Fellow Team Members and Their Future with Your Company?

This week, I want to dive deeper into the LEVEL TWO – or as I call it GEAR TWO – statements that every employee is asking and assessing on a daily basis.

These Gear Two statements are related to their supervisor and managers – the leadership of the business – and to their future with the business.

How Can You Keep Your Employees WITHOUT Requiring a Signed Non-Compete?

You’ve probably heard the reports that the Federal Trade Commission, better known as the FTC, has issued a ruling that is intended to promote competition by banning all non-compete clauses issued by companies to their employees.

I’m going to recommend that every business owner use this warning shot as a reason to double-down on creating a work environment that supports and builds a “radically-engaged” team.

How Good are You at Catching People Doing Things Right?

No matter how good they are at their job, the majority of employees feel that their immediate supervisor or direct line manager focus WAY MORE on the things they get wrong than those things they do well.

Great talent is hard to find.  And when you have great talent, the LAST thing you want is for them to be discounted and disenfranchised from the business.

Why is it SO HARD to get your Team members to do things the way YOU want and need them to do it?

Truth be told, it’s not impossible at all.  In fact, it’s simply a math equation!  That’s right.  Getting someone to do what you need or want them to do is ALL about getting the math right.  You get the math right, and the other person will do what you want, without exception, every time – like magic!

How Good are You at Generating New Leads when Networking?

Over 91% of business owners surveyed said that Business Networking was a critical part of their marketing strategies and that Networking had been an integral part of how they grew their customer base.

Since everyone is using business networking to grow their business, shouldn’t you take some time to get GOOD at it?

How Effectively do you Clarify the Roles and Responsibilities in your Organization?

If you’re like most business owners I’ve met, one of the biggest challenges you’re facing is making sure everyone on your team knows, with certainty, what they are responsible for and what you expect from them in their position.

Today I want to share a method that you may find useful – or you may find the concepts worth modifying to fit into your new hire orientation program and into your communications when someone gets a well-deserved promotion in your company.