The Importance Of Leadership Development

It is famously stated “Employees leave bosses, not companies”. Now, more than ever, companies need to train their employees to be better leaders to combat turnover. As more and more Baby Boomers exit the workplace, younger generations are being asked to lead before they are ready. Our emerging leaders are being asked to rapidly learn … Read more

How To Be On The Same Page With Your Integrator

How exciting! You’ve made the big leap. You went from dreaming about one day not needing to be the one who handles all the day to day operations of your organization, to planning how you would accomplish that, and finally hiring someone. If you were fortunate to use our SelectAdvantage™ process for identifying a scorecard … Read more

4 Tips To Spot A Quality Applicant

If you’ve ever had the pleasure of posting an open job and reviewing resumes, you’ve quickly realized that every applicant is different. Some follow the application instructions, some are taking a leap of faith, and some are not even close to being a qualified applicant! But, after you’ve weeded out the duds, the process of … Read more

How To Help Your Direct Reports Become Better Thinkers

More and more leaders are realizing their competitive edge lies with their talent.  And with their talent, they realize the greatest opportunity for growth is to develop their critical thinking skills. Leaders should create a safe environment for people to make mistakes and to admit thinking errors.  If this isn’t accomplished, people may feel afraid … Read more

Focus On The Goal, Not Just The Task

What is more important? Making 20 sales calls or closing $500,000 in new sales? Conducting weekly cycle inventories or .5% inventory shrink? Publishing regular newsletters or 97% customer retention? Creating weekly collections reports or receivables less than 30 days? Attending safety classes or zero days lost to workplace injury All too often leaders and direct … Read more

Seek Stakeholder Input When Defining A Job

Whether a leader defines jobs using a traditional job description or an Accountability Matrix, they’ll want to get input from people who interact with the individual in the job when outlining the key requirements. The leader and/or HR are generally responsible for defining the requirements for a job.  Soliciting input from those closest to the … Read more

Succession Is A Good Thing

A General Manager had an Assistant Manager working for him for six years.  The GM groomed the protégée well, and the assistant was prepared for a more challenging role.  Unfortunately, the GM was not ready to move on and there was nowhere for the superstar to move up within the organization. Instead of enjoying the luxury of having a … Read more

How Well Do You Know Your Direct Reports?

Jack Welch said it was the most important meeting on his calendar.  Steve Jobs did it by walking side by side around the Apple campus.  Coaching legend Bill Campbell started and ended it with a hug.  The Metiss Group calls it the most important leadership practice any leader can apply.  “It” is the one-on-one meeting … Read more

Make Recruiting Everyone’s Responsibility

When leaders are asked what their greatest talent challenge is, most will say it’s finding “good people.”  Regardless of the economic conditions, hiring managers can never find enough top talent. Human behavior dictates talented people normally hang around other talented people.  If there are top performers on a team, there is a very good chance … Read more

Use Questions, Not Statements

Too often when direct reports come to leaders with a problem, leaders speak using statements when questions are often a much better choice. When a direct report comes to a leader with an issue, solving it for them makes the leader the choke point for future problems and does little, if anything, to develop the … Read more