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If your top performer comes to you asking for a promotion into leadership, you might feel your stomach drop. If they move into leadership, how will you ever find their replacement? Are they even ready for leadership? They were so good at getting things done — but managing people, that’s a different ball game. Here at The Metiss Group, we have decades of experience helping business leaders understand succession planning and setting up their leaders for success.  In this article, we’ll dive into: The problem with promoting your top performer Why avoiding the promotion problem won’t work either How great leaders handle succession planning What is a succession plan? What to do if you feel it’s too late for succession planning What to do if there isn’t room for growth at your company The Problem With Promoting Your Top Performer Picture this: your star employee — the one who keeps everything running smoothly, hits every goal, and seems to know the answer to every question — asks for a promotion into leadership. They’re amazing, but they’re also the glue holding everything together.  You start looking into every task the employee is in charge of, and you feel overwhelmed by how irreplaceable they are to your team. Promoting them feels impossible, like pulling out the cornerstone of a building and hoping it won’t collapse. But here’s the kicker: if you don’t act, you risk something worse.  By telling them, “You’re so great at your role, I couldn’t replace you,” you’re essentially saying, “Your career stops here.”   And that’s a surefire way to lose them. Not just their work, but their trust.  The end result? They leave on their terms, not yours, and you’re left scrambling without a plan. Why Avoiding the Promotion Problem Won’t Work Being afraid to lose your top performer is understandable.  But here’s the hard truth: no one stays in a role forever.  If you’re too scared to plan for their growth, you’re setting yourself up for disaster. Your employee starts to feel stuck, frustrated by the lack of opportunities. It’s a tough pill to swallow, but the best way to keep your high performers engaged is by helping them grow, even if that means moving them into leadership or a new role. How Great Leaders Handle Succession Planning Great leaders are able to avoid this scenario through regular one-on-ones  with their direct reports. These chats aren’t just about performance; they’re about aspirations, growth, and what’s next. For instance: What are your career goals? What tasks excite you? Which ones drain you? What skills would you need to develop to take the next step? These questions help you and your employee get clear on their goals and make a plan.  The next step is to document the employee’s responsibilities. A good leader might say something like, “We need to start teaching other people how to handle some of your responsibilities. That way, when you’re ready to move up, someone else can handle your workload.” Most employees are thrilled with this approach because it shows you’re invested in their growth. On the other hand, avoid saying something like, “We need to document your tasks so someone else can do them.” This vague framing can make your employee panic, thinking they’re being replaced. In summary, being a good leader and avoiding the promotion problem is accomplished in three steps: Hold regular one-on-ones to discuss their career path Track their development progress over time Build a clear succession plan (more on this in the next section) By doing this, you’re never at the mercy of just one person knowing how to do a critical job. What Is a Succession Plan, Anyway? A succession plan ensures someone can step in if a key player leaves unexpectedly.  It’s training various team members to understand each other’s tasks. This way, you’re not putting all your eggs in one basket — there’s always someone who can step in during a crisis. But don’t make the mistake of trying to find an exact replica of the person you’re replacing. If your employee is truly a rockstar, part of what makes them great is their personality, unique skills, and approach. No one can replicate that exactly. Instead, focus on the role itself. Ask, “What are the core responsibilities of this position? What needs to be done moving forward?” A job scorecard  can help break this down. When used in succession planning, it helps clarify: Tasks that need to stay within the role Responsibilities that could be reassigned to other team members Areas where the role could evolve to meet future needs This process often reveals hidden gems. Maybe some of the employee’s least favorite tasks are perfect for someone else who’d love the challenge. Reshaping the role to fit the team’s strengths sets everyone up for success. What If It’s Already Too Late to Prepare A Succession Plan? Let’s say your employee has already voiced their frustration. It’s not too late to fix this, but you need to act fast. Schedule an extended one-on-one and get real with them. Start with something like: “We don’t want to lose you in any capacity. But promoting you without preparation wouldn’t be fair to you — or the team. Let’s figure out what you really want. Is it about more money, or are you looking for new challenges?” Sometimes people think they want to move into leadership because they think it’s the only way to make more money. Then they get into a leadership position and hate it. Leadership isn’t for everyone. Instead, these people can prove their value as individual contributors and make more money doing things they actually enjoy. In the meantime, ask them to start documenting their role. Frame it as a step toward freeing them up for new opportunities, not as a burden. Once this groundwork is laid, you can start crafting a development plan that prepares them for what’s next. What If There’s No Corporate Ladder Your Employees Can Climb? For small businesses with limited positions, promotions can feel tricky. You might think, “There’s nowhere else for them to go in this company. We’re too small.” But growth doesn’t always mean climbing the ladder. An employee can expand their skills, take on more valuable projects, and justify a pay raise without needing a shiny new title. However, if someone truly wants to lead and you can’t offer that, it’s okay to let them pursue other opportunities. Wish them well, keep the relationship positive, and stay in touch. Who knows? Down the line, your business might grow, and they might return ready to lead in a bigger organization. Final Thoughts on Promoting Your Irreplaceable Employee The idea of losing your best employee can feel terrifying, but holding them back is even riskier.  By having open conversations, building succession plans, and reshaping roles when necessary, you’ll keep your team engaged and ready for whatever comes next. And if that star employee moves on, you’ll know you did right by them—and your organization will be better prepared for the future. At The Metiss Group, we get it. We’re a small business ourselves, and we’ve helped countless other organizations properly prepare succession plans for their employees. Now that you understand what to do when promoting your irreplaceable employee, the next step is to understand the tips for success when promoting your star employee .

So you’ve got a rockstar employee, a total game-changer in their current role. Naturally, you want to reward their success by promoting them to a leadership role.  But here’s the snag:  excelling at a job and excelling as a leader are vastly different criteria.  If you promote them without the right preparation, they could flounder, and you risk their morale and that of the entire team. But if you hold back their promotion, you might lose them altogether. At The Metiss Group, we’ve helped countless organizations navigate this delicate balance by equipping rising leaders with the skills and insights they need to succeed.  In this article, we’ll show you: The problem with promoting your best individual contributor Why skipping the promotion isn’t the answer either The solution: teaching foundational leadership skills The eight foundational practices every leader needs The importance of self-discovery in leadership development The Problem with Promoting Your Best Individual Contributor Let’s say you’ve got a top employee who’s delivering stellar results. They’re brilliant, driven, and self-motivated.  But when you move them into a leadership role, they hit a wall. Why?  Because leading people isn’t about just being good at your job; it’s about helping others succeed at theirs. Top contributors often assume everyone else should have their same drive and work ethic. When someone on their team doesn’t, they’re confused. "Why don’t you care as much as I do?" they wonder. And that’s where the frustration starts. Without the right skills, your former superstar might: Struggle to delegate because they think, "I can do it faster myself." Fail to give meaningful feedback because they don’t know how to frame it constructively. Feel disconnected from their team because they haven’t learned how to build trust and relationships. This isn’t just bad for them, it’s bad for your whole team. The leader is stressed. The team feels unsupported. And you might lose not just a great contributor but an entire team’s morale.  Ouch. Why Skipping the Promotion Isn’t the Answer Either In fear of promoting your top performer, you might think, "Okay, I’ll just hire someone from the outside to lead." But that’s risky too.  If your top contributor sees someone else get the job they wanted, they’re going to feel undervalued. And undervalued employees leave.  Cue the dreaded resignation letter. So, you’re stuck between a rock and a hard place: Promote and risk failure, or don’t promote and risk losing them.  What’s the solution? You guessed it: prepare them for leadership success before they step into the role. The Solution: Teach Your Star Performer Essential Leadership Skills Nobody is born knowing how to lead. Leadership is a skill, just like coding, sales, or graphic design. And like any skill, it can be learned.  But here’s the thing: leadership isn’t something you can pick up from a single webinar or a quick lunch-and-learn. It requires ongoing, structured development. A solid leadership development program should include: Structured Learning : Teach practical techniques they can apply immediately. Practical Application : Give them opportunities to lead in low-stakes scenarios first. Coaching : Provide a coach who can offer personalized guidance. This combination makes learning "sticky," meaning they actually remember and use what they’ve learned. Without these elements, they’re just flipping through a book that ends up collecting dust on their desk. Eight Foundational Practices Every New Leader Needs So, what should your future leader learn? Here are eight foundational leadership practices we’ve found to be most impactful: Delegation : The leader learns how to empower their team to take ownership of important projects. It’s not about offloading work, it’s about giving teams the authority and autonomy to accomplish things. Giving Feedback : Constructive, actionable feedback and course corrections that build relationships instead of tearing them down. Prioritizing Personal Development : Learning how to grow and track measurable progress. Holding One-on-Ones : Building trust and understanding with direct reports through regular, meaningful conversations. Using Job Scorecards : Defining roles clearly and holding team members accountable for their results. Conducting Performance Reviews : Creating a structured, regular cadence for reviewing progress and setting goals. Aligning Goals : Helping their team members set individual goals that support the company’s bigger picture. Planning for Succession : How does the team cover when one employee is out sick for two weeks? Documenting the key aspects of performing every job will avoid any business disruption. These aren’t just theories; they’re practical, actionable skills that your rising leader can start practicing right away. The Importance of Self-Discovery in Leadership Development Great leadership isn’t just about skills. It’s also about understanding yourself and how your words and actions impact others.  That’s why the best leadership programs include a self-discovery phase, where leaders and their teams use behavioral assessments  to understand their communication styles and motivators. Here’s an example: Imagine a leader who’s motivated by efficiency managing a direct report who values aesthetics. The leader might feel frustrated when the team member spends too much time (and money) creating visually stunning materials.  Without understanding their different motivators, this tension could escalate. But with behavioral assessments, the leader learns how to adapt their communication and set expectations that work for both styles. In other words, learning the eight leadership practices mentioned above will build a solid foundation for your new leader. But understanding behaviors and motivators — and using that information to adapt communication styles — is what truly accelerates the performance of the leader and their team. We’ll admit some bias here. At The Metiss Group, we start every leadership program with a self-discovery phase. But trust us, this is the stuff lightbulb moments are made of.   The Bottom Line on Promoting Your Top Performer Promoting your top performer into a leadership role doesn’t have to feel like a gamble. Don’t just give them a promotion and hope they’ll figure it out — instead, set them up for success by teaching them the foundational leadership practices. At The Metiss Group, we specialize in helping organizations navigate this critical transition. With proven strategies and tailored development programs, we ensure your leaders are prepared to succeed.  Now that you understand how to successfully transition a star performer into leadership, the next step is to learn how accelerating leaders drives ROI through their direct reports.

What’s the real cost of leadership misalignment? Imagine a football team where each player runs a different play—chaos on the field, missed opportunities, and a scoreboard that never changes. Misaligned leadership works the same way, wasting effort, stalling progress and meeting goals can seem like a pipe dream.     Backed by nearly 30 years of expertise, we at The Metiss Group have your solution in The Strategic Leadership Alignment™, which turns chaos into strategy and provides the framework to unite your leaders under one cohesive game plan.  After completing this program, your team will be equipped to tackle challenges, execute with precision, and drive your organization toward victory.   In this article, we’ll break down the program’s cost and reveal the path for you to embrace The Strategic Leadership™ Alignment program in your company. What is the Average Cost of the Strategic Leadership Alignment™ Program? The Strategic Leadership Alignment™ program typically costs between $25,000 and $35,000. While the price may vary depending on specific organizational needs, this investment reflects a comprehensive process grounded in decades of expertise. As with all of our service offerings in The Leadership Academy™, The Strategic Leadership Alignment™ is rooted in the 70/20/10 Learning model, with Self-Discovery leading the way. These pillars are designed to address every aspect of leadership development. From helping leaders gain personal insights to applying newfound strategies in real-world scenarios, the program creates a clear path to success. The expert coaching provides personalized guidance, while structured learning ensures understanding across teams. This layered approach ensures the investment yields measurable and lasting results. In the first  workshop, our behavior experts will help you identify which leaders will take  the Journey  and which of   22 leadership practices  will be focused on throughout The Strategic Leadership Alignment journey, as specific practices and the impact of their combinations will impact the level of success in executing your strategic plan. Then, during the second workshop, we will go over the results with your senior leadership team in detail and compare the results against which leadership areas your organization identified as being crucial These insights, blended with the coaching and structured learning environment will serve as the “True North” for the rest of your journey in The Strategic Leadership Alignment™. What Drives the Cost of The Strategic Leadership Alignment™ Up? Several factors can contribute to the higher end of the cost range, including: The Number of Leaders Involved The number of leaders participating in the program is a significant factor. Each leader requires a comprehensive LEA 360 assessment, which evaluates leadership effectiveness and alignment with organizational goals using perspectives from leaders and observers. These assessments include in-depth analysis and personalized coaching sessions, both of which require dedicated resources. Download Your Free LEA360 Sample Report For example, an organization with a leadership team of 5 leaders will incur a lower cost than one involving 10 leaders taking the assessments. The resources needed to evaluate, coach, and guide a larger group naturally increase with more participants. While the number of leaders taking the LEA 360 does impact the price, there is no limit to the number of observers taking who participate in the assessment. The Duration of Coaching Services The length of the coaching period also affects the cost. Longer coaching engagements allow for a deeper exploration of leadership challenges and the development of customized strategies. Organizations seeking extensive support should opt for an extended duration, which provides more opportunities for sustained growth and alignment.   What Drives the Cost of The Strategic Leadership Alignment™ Down? Not surprisingly, the factors driving costs up can also help keep them in check: Streamlined Leadership Teams And Coaching Plans Focusing on a smaller, core leadership group can decrease costs. By targeting key decision-makers, and sticking to the original coaching plan, organizations can achieve significant alignment, and explore additional coaching opportunities later.. This focused approach is ideal for businesses with limited budgets but a clear vision for leadership transformation. Are There Hidden Fees in The Strategic Leadership Alignment™ Program? The Strategic Leadership Alignment™ program is designed to be transparent. There are no hidden fees or surprise costs. The program covers all necessary components, from assessments to coaching and structured learning modules. However, optional enhancements are available for organizations looking to expand their scope. For instance, some clients choose to extend the duration of coaching or include additional leadership tiers in the program . While these options come at an additional cost, they are entirely discretionary and tailored to each organization’s needs. For example, a company may decide mid-program to include mid-level managers in assessments and coaching. This decision can amplify the program's impact, creating alignment across multiple leadership layers. Such enhancements demonstrate the program’s flexibility and adaptability to organizational growth, but do come with an additional cost overall. Why Invest in Strategic Leadership Alignment? Leadership alignment is more than just a buzzword—it's the foundation of successful organizations. Misaligned leadership can lead to inefficiencies, conflicting priorities, and a lack of clear direction. By addressing these issues, the Strategic Leadership Alignment™ program transforms organizations from within. Imagine for a moment an organization full of passionate and dedicated people. Unfortunately, no matter what new initiative gets scaled down, differing and conflicting leadership tactics makes it a never-ending struggle to execute the five-year plan. Everyone is working hard, but it’s a continual two steps forward, five steps back. Now imagine after the same company enrolls in The Strategic Leadership Alignment™ program, the company immediately sees measurable improvements in team cohesion, goal clarity, and decision-making efficiency. Short-term objectives are being met and the entire organization is hitting the benchmarks necessary to make achieving the five-year plan a reality instead of a pipe dream. Bottom line…..The Strategic Leadership Alignment™ with The Metiss Group equips organizations with the tools and insights to align their leadership teams, driving measurable improvements in cohesion, strategy, and long-term success. Your Next Steps The cost of misaligned leadership can far outweigh the investment needed to resolve it. Misalignment drains resources, hampers growth, and disrupts organizational progress. The Metiss Group’s Strategic Leadership Alignment™ program is a powerful and strategic investment, designed to deliver measurable, lasting results for your organization. With an average cost of $25,000 to $35,000, the program is tailored to your organization’s unique needs. From comprehensive assessments to personalized coaching and structured learning, every dollar is strategically invested in aligning your leadership team for maximum impact. If you're ready to take the next step, start by assessing your leadership challenges and budget. Contact The Metiss Group to discuss how this program fits your goals and priorities. With nearly 30 years of expertise, The Metiss Group delivers leadership alignment that is both cost-effective and transformational. Now that you know what to expect with your investment in The Strategic Leadership Alignment™ program, The next step is to contact The Metiss Group to speak with one of our behavior experts.

We all know that employee: they're sharp, intense, and command a room like a freight train — but they leave a trail of collateral damage in their wake. Despite the results this employee may bring in, ignoring their poor people skills can hurt your organization’s morale, increase turnover, and frustrate everyone who interacts with this person.  Although many people think there’s no way to help this person, or think their personality is set in stone, here at The Metiss Group, we’ve spent the past three decades helping business leaders overcome weaknesses in emotional intelligence.  In this article, you’ll learn: How to spot the employee who needs to “take the edge off” The ripple effect this person has on your team How you can develop this person Describing the Employee Who Needs To ‘Take The Edge Off’ You know the type. The one barking, “Just fix it! I don’t care, I want it done!” when a project hits a bump. They think they’re being clear, assertive, even efficient.  But what does the team hear? “Your efforts don’t matter. I’m not interested in you. Just the result.” Maybe it’s the accounts payable person who rejects your expense report because it’s missing a decimal point — and who snaps at you when you ask questions about it. Or the HR manager who, after you lose a loved one in a tragic accident, reminds you company policy allows exactly three days of bereavement leave. No exceptions. Sometimes it’s the top sales manager. You know, the one clients absolutely love: they’re charming and relentless, and they close every deal. But back at the office? Their direct reports live in constant stress, bracing for the next aggressive demand or stinging critique. What’s Behind Aggressive Behavior in the Workplace? Often, these people don’t intend to be malicious toward their team. They typically have no idea their behavior negatively impacts the company. In behavioral assessments like the DISC profile , these leaders often show a high “Dominance” score, which means they’re results-driven, decisive, and direct.  But without some people-pleasing Influence  to soften the edges, their approach can come off as dismissive, self-centered, or even arrogant. To them, pushing harder feels like the right move, like they’re steering the ship through rough waters. But what they don’t see is the damage their style causes. They’re aggressive when they think they’re being assertive. They’re transactional when they’re aiming for efficiency.   And here’s the kicker: these people often deliver. They hit the numbers. They drive projects forward. And because they do  get results, the behavior goes unchecked. But underneath the success is a team quietly struggling.  Frustration builds, and turnover increases. No one wants to collaborate with this person. Their direct reports perform cautiously and reluctantly in an attempt to stay under the radar.  And yet, no one wants to address the behavior because, well, this person is “getting the job done,” right? Not exactly. Let’s talk about what’s really happening and what you can do to help. The Ripple Effect of an Employee Who’s Too Aggressive If you’ve worked with someone like this, you already know the impact. Sure, they might keep the team “in line,” but it’s at a cost: High Turnover: Talented employees don’t stick around when they feel undervalued or steamrolled. Low Morale: People who feel dismissed stop giving their best. They check out emotionally. Broken Collaboration: Peers don’t want to work with someone they can’t trust to listen or compromise. And let’s not forget decision-making. Employees with poor impulse control are quick to pull the trigger without stepping back to consider context.  Projects get derailed, and opportunities get missed. What’s really ironic is this: the employee who’s “winning” at all costs might actually be holding the team back. Sure, they’re hitting goals.  But imagine what they could achieve if they were developing  the team instead of steamrolling them . Think about how much more productive the group would be if they felt valued, empowered, and supported. Aggressive leadership is a short-term win. In the long run? It’s a losing strategy. So, What Can You Do to Mitigate Aggression in Employees? If you’ve got a leader like this on your team, there’s good news. Their behavior isn’t in their blood, and it isn’t set in stone.  You can actually develop this leader, and the result is someone who hits the numbers and inspires their team. It starts with an EQ 360 assessment . Let’s break down each term: EQ: shorthand for “emotional intelligence,” a.k.a. the ability to understand and manage emotions 360: an assessment that collects feedback from your boss, peers, direct reports, and family An EQ 360 is a wake-up call for many leaders because it highlights the gap between intention and impact.   Most leaders genuinely don’t realize how their behavior impacts others. They think they’re being strong and decisive, but the people around them are reading something else entirely. Take this story from one of our clients. They received the lowest emotional intelligence scores from their family.   Surprising, right? At work, they were able to keep their emotions in check. But by the time they got home, the stress from the day boiled over, and their family bore the brunt of it. This person had no idea how their stress-fueled behavior affected the people they loved the most. It was a massive wake-up call and sparked real change. Once the 360 feedback comes in, the next step is coaching. A behavioral coach helps the leader understand the feedback and helps them come up with a development plan. Here’s how it works: The coach asks questions like, “How do these results show up in your daily interactions?”  or “What impact do you think this has on your team?” The leader reflects, processes, and decides what they want to change. From there, they create a plan, and the coach can help hold them accountable. The key is a willingness to change. If the leader is open to feedback and ready to work, the results can be transformative. And often, just seeing  the impact of their behavior through the EQ 360 assessment is enough to get the ball rolling. The Bottom Line on Developing Your Aggressive Employee At the end of the day, the leader who “needs to take the edge off” isn’t just affecting their direct reports. Their behavior ripples through the entire team and beyond. They’re driving people away. They’re stifling productivity. And they’re leaving opportunities for real growth on the table. But it doesn’t have to be that way. With tools like EQ development , they can learn to take a step back, understand their impact, and shift their behavior. That doesn’t mean losing their drive or softening their ambition. It just means channeling it in a way that inspires the team, instead of leaving them burnt out. The Metiss Group has decades of experience helping leaders develop emotional intelligence, build stronger teams, and drive sustainable success. And it all starts with understanding the difference between what you intend  and what people experience. Now that you understand how to develop an aggressive employee, next you should read more about the EQ 360 assessment  and learn how you can use it to develop your leaders.

Struggling with gaps in accountability can cost your team a loss of productivity and bottom-line performance. But investing in a solution can feel even more daunting. At The Metiss Group, we specialize in turning managers and their direct reports into high-performing dynamic duos through The Accountability System™.  In this article, we’ll help you understand: The average cost of The Accountability System™ Why paying for The Job Scorecard™ matters What drives the price up What drives the price down Is The Accountability System™ worth it? We'll break down the cost of The Accountability System™, explore what drives the investment, and help you understand if this service is worth it for your team. The Average Cost of The Accountability System™ If you’re starting from scratch, the full program will cost about $16,000-$20,000  per dynamic duo, and this includes a full year of coaching. But most people don’t actually need to start from scratch. So let’s look at the different scenarios that can adjust the price. Scenario 1: You’ve Already Completed The Hiring Process Coach™ Here’s the deal: If you’ve already gone through The Hiring Process Coach™ with us, The Accountability System™  costs under $10,000  per duo. Why? Because you’ve already laid the groundwork. Through The Hiring Process Coach, you’ve got: A detailed job scorecard  for the direct report (more on that in a minute), and A full coaching report  for both leaders that breaks down each person’s workplace behaviors and motivators. These two tools are critical to getting the most out of The Accountability System™. And since you already have them, there’s less upfront work — and less cost. Scenario 2: You Have The Job Scorecard™, But You Haven’t Done The Hiring Process Coach™ If you’re coming to us with a completed job scorecard but without the other Hiring Process Coach components, The Accountability System™ costs less than $12,000  per dynamic duo. This gets you everything else you need for success, including personalized coaching support and guidance. Scenario 3: You Don’t Have The Job Scorecard™ Yet Starting fresh? No problem. If you haven’t completed a job scorecard, we’ll add that piece on for around $6,000 , bringing the total to less than $18,000  per dynamic duo. Yes, it’s an investment. But here’s the thing: most people who think they don’t need a job scorecard realize pretty quickly that they do. Why Paying for The Job Scorecard™ Matters At this point, you might be thinking, “I’ve already got a job description — why would I need a job scorecard?”   Fair question. But here’s the problem: they’re usually pretty vague.  Job descriptions are great for outlining basic responsibilities, but they rarely include the specifics you need to hold someone accountable. The Job Scorecard™  goes beyond the basics. It lays out success factors, priorities, and time percentages for each category of the role. So instead of just saying, “You need to make this a priority,”  the scorecard says, “You need to spend 20% of your time on client follow-ups, with a success factor of 90% of clients responding positively.”  It’s clear. It’s measurable. And it’s a game-changer for accountability.  So while the job scorecard isn’t technically required  for The Accountability System, most of our clients end up needing one to make the program work as it should. What Drives The Accountability System™ Price Up? The only thing that drives up the price is ongoing support.  The Accountability System™ is designed to support managers and their direct reports through the first full year of onboarding, whether it’s a new hire or a recently promoted leader. After that first year, you’ll have the tools and processes to keep the momentum going, things like one-on-one meeting templates, scorecard reviews, and strategies for coaching. But some clients feel like they need a little more help. If that’s the case, you can add on extra years of support for less than $10,000 per year. It’s not mandatory, but for some teams, having the extra accountability for year two (or beyond) helps solidify everything they’ve learned. What Drives The Accountability System™ Price Down? On the flip side, there are ways to lower the cost, primarily by bundling The Accountability System™ with other services at The Metiss Group. For example, if you’ve already done The Hiring Process Coach™ , you’ll pay under $10,000 for The Accountability System. If you’re hiring for multiple identical roles, you only need one job scorecard, which reduces costs per duo even more. In short, the more foundational work you’ve already done, the less you’ll pay to implement The Accountability System™. Is The Accountability System™ Worth It? The Accountability System™ isn’t just another leadership program, it’s a framework for success.  It equips managers and their teams with the clarity, communication tools, and support they need to thrive. It ensures everyone knows exactly what winning looks like and how to get there together. And while the price might seem steep at first glance, consider what you’re really investing in. Fewer miscommunications, clearer expectations, better performance, and stronger working relationships. Can you put a price tag on that? Well, technically, yes — $9,000 to $20,000. But you get the point. If you’re ready to invest in accountability (and get real results), The Metiss Group is here to help you get started. The bottom line on the cost of The Accountability System™ The challenge of aligning managers and direct reports often comes down to unclear expectations and inconsistent accountability. Without a system in place, miscommunications and performance gaps can hold teams back from achieving their full potential. At The Metiss Group, we’re dedicated to helping managers and their direct reports become dynamic duos. Now you know the cost of The Accountability System™ — ranging from $9,000 to $20,000 per dynamic duo — the next step is to schedule a call with The Metiss Group  to determine the exact cost this would be to implement at your organization.

As 2024 comes to an end, it’s time to have an honest review of how small business owners fared. Growth comes from learning what worked and what didn’t, and those who skip this step risk repeating the same mistakes next year. Here at The Metiss Group, we’ve lived it ourselves – the stress, the wins, the “you’ve got to be kidding me” moments. If 2024 felt like a rollercoaster, trust me, you weren’t alone. So let’s unpack it together. In this article, you’ll learn The challenges small business owners faced in 2024 What didn’t work in 2024 and what small business owners can learn The wins small business owners scored in 202 4 What small business owners should look toward in 2025 The Challenges Small Business Owners Faced in 2024 Small business owners in 2024 faced a mix of familiar struggles and new curveballs that tested their ability to adapt, lead, and think creatively. Navigating Hybrid vs Work-From-Home Even though we’re a few years past the peak work-from-home era of the COVID–19 pandemic, there are still plenty of employees who prefer working remotely. And there are plenty of small business owners willing to give workers that option. But there’s a mistake many have made in 2024: assuming all employees want the same thing. This year especially, I’ve heard many small business owners say, “Well everyone wants to work from home!” Newsflash: some employees actually crave the connection and collaboration of in-person work. When you assume everyone’s the same, employees become widgets – easily replaced and easily gone. You lose that sense of belonging that keeps a team strong. Sure, many people would rather work in sweatpants. But don’t assume, and don’t speak about it in absolutes. And if you also crave in-person collaboration in your office, this challenge can become an opportunity.  If you build a culture for people who love working together, you’ll attract the ones who enjoy leveraging the collective brilliance of a team. Unemployment rate remains low I’ve spoken before about how historically low rates of unemployment make it more difficult for small businesses to find good employees . Unfortunately, this rate didn’t budge much in 2024, so small businesses have had to get creative with filling full–time positions.  But here’s the thing: maybe full-time roles aren’t the answer. Maybe you’d have better luck finding two people working 20 to 30 hours a week instead of a single 40-hour hire. Not everyone wants full-time work — this flexibility might be your edge in finding talent. Technology increases shortcutting Is it just me, or are people booking meetings with you in smaller and smaller time increments? How much can we actually accomplish in a 15-minute Zoom meeting?  In 2024, we’ve become so accustomed to accomplishing things virtually, that it’s shifted how we manage our deliverables. You can see this in our use of AI as well. Small business owners finally got excited in 2024 about tools like ChatGPT. But too many people are using it as a shortcut without vetting the results . A lot of LinkedIn posts are starting to look the same.   What Didn’t Work in 2024, And What Small Business Owners Can Learn To understand what didn’t work for small business owners in 2024, you actually need to look back at what happened during the early days of the COVID-19 pandemic. When everything hit in March, we all thought we’d just shut down for a couple of weeks. Many small business owners used this as an excuse to trim the fat: letting go the people they should’ve separated from a long time ago. As the pandemic dragged on, they cut a little deeper. Only now they weren’t just trimming the fat — they were cutting into the muscle of their company, sometimes even down to the bones. When things finally started ramping back up, small business owners said to themselves, “I’m not going to make the same mistakes as last time. This time, I’m going to hire smarter.” But there was a problem. Everyone started hiring at once. The competition was insane.  Job openings reached a series high in December 2021 of 11.4 million, and quits reached a series high in November of 4.5 million,  triggering the “Great Resignation.” Companies had to hire anyone who could breathe.  That brings us to 2024, when unemployment remains historically low, and small business owners continue to settle for mediocre talent. A lot of small business owners are looking at their teams in 2024 and wondering, “How did I end up right back where I started, needing to trim the fat?” Here’s the lesson:  Don’t repeat the mistakes of the past. 2025 must be the year you build a team of superstars . No more settling. No more rushing.  Invest in a hiring process that sets you up for success – or you’ll risk falling behind. The Wins That Small Business Owners Scored in 2024 Enough of the bad. Let’s celebrate some wins, shall we? First, interest rates.  In September, the Federal Reserve announced its first rate cut since March 2020 , followed by another rate cut in November . This is great news for small businesses trying to plan big moves in 2025. Then there was the Employee Retention Tax Credit . In October, the IRS announced progress on 400,000 ERTC claims , worth about $10 billion, to small business owners affected by the COVID-19 pandemic. Many of our clients — and The Metiss Group! — began seeing these payments in our bank accounts at the end of 2024. Two other metrics in 2024 looked good for small businesses: The Small Business Administration facilitated $56 billion  in financing to small businesses and disaster-affected areas. This is a 7% rise from the previous year. A Treasury analysis showed the U.S. is averaging 430,000 new business applications per month  so far in 2024 — a 50% increase from the average in 2019. All in all, after four years of post-pandemic inflation and interest rate hikes, these 2024 wins might be the light at the end of the tunnel for small business owners. What Small Business Owners Should Look Toward in 2025 If you’re feeling hopeful for next year, you’re in good company. CEOs are downright optimistic heading into 2025.  In a  Fortune/Deloitte survey of more than 140 top CEOs , 84% expressed confidence in their company’s performance for the next year. Even global economic optimism saw a major jump – from 7% last year to nearly half of CEOs surveyed this year. Small business leaders are feeling excited too. According to the Vistage CEO Confidence Index , nearly a third of small business owners expect the economy to improve in 2025. And when confidence grows, so does investment — in teams, in processes, and in growth. Here’s the kicker: half of CEOs surveyed plan to expand their workforce in the next year.  If you don’t have a solid hiring process, you’re going to be right back in that post-pandemic chaos, scrambling for people who can breathe instead of building a team that can win. What’s Next? Make 2025 a Year of Wins 2024 had its ups and downs. Some challenges stretched us thin, but they also showed us where we can grow.  If you’re heading into 2025 optimistic, that’s great — but optimism only works if you’re prepared. Don’t repeat the mistakes of the past. Build the kind of team that can get you where you want to go. At The Metiss Group, we help small business owners like you develop a team of leaders you can trust. Now that you’ve read our honest review of 2024, next you should read Problems with Hiring in 2025 so you can get ahead of the surge in hiring we expect in 2025.

Business owners are preparing to ramp up their hiring efforts in 2025, but how  you hire is just as important as who  you hire. If you’re not prepared for the problems with hiring for small businesses in 2025, you risk falling behind — missing out on top talent, losing valuable time, and scrambling to build the team you’ll need when the economy kicks into high gear. Here at The Metiss Group, we’ve spent almost three decades helping small businesses like yours navigate hiring challenges and hire superstar talent.  In this article, we’ll discuss: Bait-and-switch job postings Anonymous job postings Botched salary negotiations Fake job postings Candidates Feel Like Job Postings in 2025 Are a “Bait and Switch” No one likes to feel misled. Imagine booking a hotel room with stunning photos of a beachfront view, only to show up and find your window faces a brick wall. That’s how candidates feel when job descriptions don’t match up with reality. It’s usually not intentional. Most employers just aren’t taking the time to clearly define the role before recruiting candidates.  They’ll have a loose idea of what they want, but as the interview process begins, the role shifts. By the time the hiring manager has had five or six interviews, the job looks completely different than what HR originally posted.  The fix? A solid definition phase.  Bring in key stakeholders — managers, direct reports, anyone who will interact with the new hire — to figure out exactly what the role requires. Define success factors, priorities, and the kind of person who would thrive in that position.  If everyone’s on the same page, you’ll attract candidates who are actually a good fit. The goal here is for the ideal candidate to read it and think, “This job would be perfect for me!”  And it’ll help you spot the ideal candidate more easily, too. Companies Are Posting More Jobs Anonymously in 2025 Posting a job anonymously is a recipe for disaster. This is something we’ve just started seeing more of in the last month or so. Here’s one common scenario: you’re quietly looking to replace someone on your team. Maybe they’re doing a “meh” job, not bad enough to let them go outright, but not good enough to keep long-term. So you let them limp along while you secretly search for their replacement.  The problem? Word will  get out eventually. And when it does, that employee will feel embarrassed, morale across the team will plummet, and suddenly everyone starts wondering if their role is next.  Even worse, if the employee finds out early, they could quit on the spot, leaving you with an empty seat and no transition plan . Pro Tip:  Instead of trying to replace that person, slow down and start making it a habit of giving that person daily feedback . It’s perfectly acceptable to tell that employee, “Hey, I wasn’t clear in the beginning, but here’s what we need to do next time, or we’re all going to be in a bad spot.”  Then if the employee still isn’t meeting expectations after a month or two, the transition conversation will come a lot more easily. Another problem with anonymous job listings? Candidates don’t trust them. How can they be sure it’s not their own employer? For candidates worried about retaliation, it’s not worth the risk, so they’ll move right past your job listing. Remember, this is still a candidate’s market, and top talent has options. The best candidates aren’t just looking for a paycheck; they want to know about the company, its culture, and its values before they even consider leaving their current role.  If they can’t figure out who you are, they’re not going to waste their time applying. Hiring Managers Still Struggle With Salary Negotiations This is nothing new, but most companies still don’t know how to handle salary discussions. If it’s for a high-level role, maybe they’ll splurge on a market analysis. But for mid-level or entry-level roles? Many businesses don’t know if they can afford it.  Instead, most companies rely on a risky game of “let’s see what the candidates say.”  Here’s what typically follows: The candidate refuses to answer or says “it depends,” or they give you a number completely out of the range you were expecting So you turn to Google or ChatGPT and search for “average salary for this role” The search results say the average salary is $40,000-80,000, so you include that in the job description with the intention of hiring at $60,000 Candidates assume they’ll be offered the upper range of the salary and feel offended when you offer $55,000 In short, there’s a big difference between a salary range and a hiring range. Your hiring range should never go past the midpoint of the salary range . So in this example, your hiring range for this role should have been $40,000-60,000. That way, when you offer $57,000, candidates will feel good about landing near the top of the range. It’s all about managing expectations. Pro Tip : Some hiring managers think it’s worth it to hire a superstar at the top of the salary range. But just because they were a superstar at one company doesn’t mean their skills will perfectly translate to your company.  If they end up being mediocre at your company, then your payroll will be out of balance — you might have other employees who make less and work harder.  Instead, hire at the midpoint with plans to increase salary or bonuses after the employee proves their value. In conclusion, companies hiring in 2025 must stop relying on candidates to control salary negotiations. Do your proper research beforehand, and be realistic about your budget. Then you’ll be able to control the conversation with transparency from the beginning. Fake Job Postings are Seeing an Increase in 2025 Fake job postings are becoming more common, with a recent CBS News  report  revealing that 40% of companies admitted to posting fake job listings in 2024 . Some do it to look like they’re growing. Others want to signal to employees that they’re replaceable. Both are terrible strategies. For employees, these job postings create anxiety and suspicion. They start to wonder if the company is quietly trying to replace them, and this tanks morale. For candidates, it’s even worse. They take time off work, prepare for interviews, and invest in opportunities that don’t actually exist. If they find out the posting was fake, they’re unlikely to trust your company again. They could even blast your company on LinkedIn or Reddit. And in a competitive hiring market, you can’t afford to alienate top talent. One thing we’ve heard from small business owners is that they’re using fake job postings to research the market. For example, if they’re considering building out their marketing department next year, they’ll interview a handful of marketing candidates to understand their expectations and how much it’d cost. But you can perform market research without lying to candidates and wasting their time. You can ask for feedback from your peers, crowdsource advice on LinkedIn, or do your research privately. All in all, don’t burn bridges with people who might be a perfect fit when you’re actually ready to hire . The Bottom Line on Hiring in 2025 If hiring in 2025 turns into a frenzy like we saw back in 2021, you need to be prepared. Don’t make the same mistakes as everyone else: unclear job roles, anonymous postings, botched salary negotiations, and dishonest interview processes. If you can overcome these challenges, you’ll set your business up for success in 2025. At The Metiss Group, we’ve spent nearly 30 years coaching businesses like yours through hiring challenges. If you’re ready to level up your hiring process, the next step is to understand how a hiring process coach can work with your existing HR department  so you can get ready to find the talent you need for 2025.

Hiring the right talent is crucial for your company’s success, but for many small businesses, there don’t seem to be enough resources to improve the hiring process. If your HR team is already juggling countless responsibilities, then you’re probably worried that adding “recruitment expert” to their already overflowing plate will lead to more mistakes. At The Metiss Group, we specialize in transforming your existing HR team into confident hiring pros through proven, step-by-step guidance. It’s not meant to be overwhelming — in fact, the added clarity will make your HR team’s lives so much easier. Keep reading to learn more about: The difference between HR and recruiting Problems that arise when your HR team doesn’t have a hiring specialist How The Hiring Process Coach™ works with your existing team What’s the difference between HR and Recruiting? First things first: HR and recruiting are not the same thing . Sure, they might seem like cousins, but their job descriptions are miles apart.  HR generalists wear a lot of hats. They manage payroll, onboard new hires, and ensure compliance with employment laws.  Recruiting, on the other hand, is all about finding and landing the best talent out there — a full-time job in itself. The reality is many small companies don’t have the bandwidth to hire a dedicated recruitment specialist. Instead, they lean on their HR team to take on hiring. This is fine, in theory, until you realize that hiring is a skill set most HR generalists aren’t trained for. We’ve seen this play out firsthand. Before joining The Metiss Group, one of our team members was in a role where a hiring manager thought it was a great idea to include T-shirt sizes on job applications.  It turned out they were using it to discriminate based on size. Which is inappropriate and even illegal in some places.  The HR team simply didn’t know better. They weren’t specialists. Problems That Arise When Your HR Team Doesn’t Have A Hiring Specialist Even if you’re not going so far as breaking the law, many other things can go wrong when no one on your team specializes in hiring. Here are five of the most common failures we find in clients before they come to The Metiss Group: Vague job descriptions  keep them from attracting the right candidates Bad screening  means they waste time on candidates who can’t commute to the job site or who aren’t a salary match Lack of experience  adds speed bumps to simple tasks, like posting a job on LinkedIn Only asking softball questions during reference checks Lack of clarity  around who they actually need on their team means they keep making bad hires Despite all these problems, if your company only makes a handful of hires a year, it doesn’t make sense to hire a full-time recruitment specialist.  That’s why The Hiring Process Coach™ works with your existing team to teach you how to hire a superstar. How The Hiring Process Coach™ Works With Your Team The Hiring Process Coach™ teaches your team the best way to navigate each phase of the hiring process. We’re not just giving you a fish — we’re teaching you how to catch your own. First, you select one or a few people on your team to own the hiring process. This could be your HR generalist. Or maybe your team does have a recruitment specialist who lacks experience, then they’d also be a great fit for The Hiring Process Coach™. Or if your company doesn’t have an HR team, you should consider your team’s “culture champion.” Because if you have someone on the frontline who is passionate about your culture, who better to be the gatekeeper for your organization? Then, over the next few weeks, we’ll walk you through each step of our proven hiring process: Define : You’ll create an avatar of your ideal hire and define a job scorecard for that role Screen : You’ll learn the best methods for sourcing candidates and screening via phone and email Analyze : You’ll learn how to assess soft skills, such as behaviors, cultural fit, and critical thinking Accelerate : Once the new employee is hired, you’ll learn how to onboard and review their scorecard So in other words, whether or not you have a dedicated HR department, The Hiring Process Coach™ can work with your existing team.  You’ll take the guesswork out of recruitment, and you’ll finally stop making terrible hiring decisions. But What About Companies That Already Have a Recruiter? Even if you have an in-house recruiter, The Hiring Process Coach™ can still help.  Recruitment specialists often know the basics but don’t always have the experience to tackle complex hiring challenges.  For example, what do you do when you have multiple great candidates who look the same on paper? How can you get actually helpful information from the reference check? Our team steps in to mentor and upskill your staff, giving them the tools they need to excel.  (And if they’re ever feeling stuck, we’re just a call away.) The Bottom Line on The Hiring Process Coach™ and Your HR Department Without having a hiring specialist on your team, you’ll face critical hiring problems, such as vague job descriptions, ineffective screening, or unclear hiring goals. This doesn’t just slow your team down, but it also wastes money and affects your bottom line. Hiring the right talent doesn’t have to be an overwhelming challenge. The Hiring Process Coach™ is designed to work with your existing team, transforming them into confident hiring experts with each step. At The Metiss Group, we specialize in guiding teams like yours to master the hiring process. Now that you understand how The Hiring Process Coach™ can work with your existing team, the next step is to schedule a call with us.  In this call, one of our behavior experts will listen to your hiring challenges and help you plan the next step. Schedule your call today .

So you’re ready to invest in leadership development at your organization, but you’re not sure which program is the best fit. We get it: leadership development isn’t one-size-fits-all. And knowing which approach best serves your organization can feel daunting. At The Metiss Group, we have condensed our decades of experience using behavioral science to grow leadership teams at organizations like yours. We’ve condensed these key leadership practices into two programs: The Strategic Leadership Alignment™ and The Leadership Essentials Playbook™.  In this article, we’ll explain the differences between these two programs and guide you toward the best fit for your goals. You’ll understand: Differences in outcomes Differences in time commitment Differences in cost What they have in common How to choose which is right for you Differences in Outcomes in The Strategic Leadership Alignment™ vs. The Leadership Essentials Playbook™ Both programs are designed to develop leaders, but the focus and outcomes are very different.  Strategic Leadership Alignment™ takes a top-down, company-wide approach to align leadership with organizational goals.  The Leadership Essentials Playbook™, on the other hand, teaches the fundamental practices that all leaders need to succeed. Strategic Leadership Alignment™ The Strategic Leadership Alignment™  develops leaders today who will propel your company forward tomorrow.  Think of this program as a way to prepare your leaders for where your company wants to go. Because what got you here won’t necessarily get you there.   For example, suppose your organization is planning to expand into the healthcare sector within the next 3-5 years. In that case, Strategic Leadership Alignment™ helps ensure your leadership team has the skills and mindset needed to navigate that transition. This program identifies the practices and behaviors leaders will need in the future, and it provides a roadmap for growing into those roles. It’s about more than filling gaps, it’s about building a leadership team that can execute your strategic vision. The Leadership Essentials Playbook™ On the other hand, The Leadership Essentials Playbook™  focuses on the fundamentals  of effective leadership.  This program is ideal for leaders who need to sharpen their day-to-day skills, whether they’re new to leadership or looking for a refresher. The program covers eight core practices : Empower direct reports with proven delegation techniques Give feedback that is frequent, timely, and specific to all employees Prioritize personal development Hold one-on-one meetings that focus on relationships Communicate expectations with a job scorecard Give timely performance reviews Align  individual goals  with company goals Make a plan for  team succession These essentials provide a strong foundation for any leader. But even senior leaders need a refresher course. In our almost 30 years of experience, we can’t recall any high-level executive who thought The Leadership Essentials Playbook™ was too remedial. Differences in Time Commitment for Strategic Leadership Alignment™ vs. The Leadership Essentials Playbook™ Leadership development takes time . So understand no matter which path you choose, you’ll be committing to many months of development. Strategic Leadership Alignment™ The Strategic Leadership Alignment™ takes 2-4 months for the executive team.   If you choose to extend the program through additional levels of leadership, plan for an additional 2 months per level. You won’t want to disrupt your day-to-day business operations, so we recommend taking a month or so to breathe between each level. You can also extend the timeline for your most exceptional leaders with additional one-on-one coaching. For example, we once had a client go through Strategic Leadership, and they extended the monthly coaching for four and a half years. He later became the successor to the CEO.  It’s a clear example of how Strategic Leadership Alignment™ doesn’t just develop individual leaders. It also positions your organization for long-term success. The Leadership Essentials Playbook™ The Leadership Essentials Playbook™ takes 4-6 months. This fluctuates depending on whether participants engage in group sessions or individual coaching.  Unlike Strategic Leadership Alignment™, this program doesn’t require a phased rollout. However, many companies find it helpful to start with senior leadership — then, these leaders can set an example for their teams. Differences in Cost for Strategic Leadership Alignment™ vs The Leadership Essentials Playbook™ So how much is all this going to cost, anyway? The answer: It depends. Both programs offer a range of pricing options based on the number of participants. Strategic Leadership Alignment™ Costs: Executive level: $22,000–$40,000 per group Subsequent organizational levels: $15,000–$20,000 per group The Leadership Essentials Playbook™ Costs: Individual: $5,000–$8,000 per individual Group: Depends on how number of participants, but typically $3,000-6,000 per participant The main factor influencing cost in both programs is number of participants. And depending on how many leaders you're developing, both programs can end up costing about the same. What Both Leadership Programs Have in Common Despite their differences, both programs share some key features.  Participants in both The Strategic Leadership Alignment™ and The Leadership Essentials Playbook™ engage in self-discovery through multi-science assessments.  This helps leaders understand their strengths and opportunities for improvement, and it gives them a blueprint for how they can improve in their leadership development. Both programs also incorporate the 70-20-10 model , which includes learning by doing (70%), feedback (20%), and formal training (10%). And no matter which program you choose, you’ll receive tailored coaching from The Metiss Group’s behavior experts .  Which Leadership Development Program Is Right for Your Organization? Choosing between these two programs depends on your company’s current needs and future goals.  Sometimes the decision isn’t linear. We’ve seen leaders who complete Strategic Leadership Alignment™ later benefit from revisiting the fundamentals through The Leadership Essentials Playbook™. Other clients who have started with The Leadership Essentials Playbook™ have decided to take it to the next level with The Strategic Leadership Alignment™. Choose The Strategic Leadership Alignment™ If: Your organization is heading in a new direction and needs leadership to align with that vision. Your leadership team has varied training backgrounds and could benefit from cultural alignment. Your leaders have already mastered the fundamentals and are ready for advanced development. Choose The Leadership Essentials Playbook™ If: Your leaders need a stronger grasp of core leadership practices. You’re looking to develop leadership skills across a broad range of participants. Your senior leaders could use a refresh on the basics to boost performance. Final Thoughts on The Strategic Leadership Alignment™ vs. The Leadership Essentials Playbook™ Setting your organization up for success begins with choosing the right development program for your company’s key leaders.  The Strategic Leadership Alignment™ aligns leadership with organizational strategy, while The Leadership Essentials Playbook™ equips leaders with the fundamental skills they need for day-to-day success. At The Metiss Group, we’re passionate about helping organizations build a better leadership team. Now that you understand the differences and benefits of both programs, the next step is to Schedule a Call with The Metiss Group  to learn how to bring one (or both!) of these programs to your team.

Using feedback from direct reports, the Strategic Leadership 360 program helps leaders fully understand their strengths, weaknesses, and more. The Metiss Group once had a client whose eyes welled up with tears from the effectiveness of The Strategic Leadership Alignment™ program. This client was late in his career and had decades of experience as a successful salesman. But because he was so successful as a salesman, his colleagues wanted to avoid messing with his mojo through the years, and no one told him he lacked key leadership skills. Through The Strategic Leadership Alignment™ program with The Metiss Group , he received feedback from his colleagues and direct reports, and it revealed the blind spots in the ways he led other people. “This is an incredible gift,” he said after receiving his results. “ I just wish it could have been given to me sooner.  I could have been such a better leader and could have developed other great leaders had I known this decades earlier.” What is The Strategic Leadership Alignment™ Program ? The Strategic Leadership Alignment™ is a leadership development program that ties back to a company’s strategy.  For example, if a company identifies that its overall strategy requires a leader who is innovative, empathetic, and controlled, then this program will assess how well a leader fits within those categories.  Then, behavior experts like those at The Metiss group can use those results to show leaders how to grow in the areas where they lack these qualities. The “360” model takes these results further. Instead of asking individuals to self-report their leadership qualities, they will also receive feedback from their direct reports, their boss, and their peers. This gives leaders a 360-degree view of their strengths, weaknesses, and blind spots. How does Strategic Leadership 360 collect feedback? If you simply sent out an email to your direct reports asking for feedback, you probably wouldn’t get the actionable data you need to become a better leader. It’s difficult to tell bosses they aren’t a great leader – maybe you’re worried about retaliation, or maybe you’re struggling to identify the areas of leadership from which they could improve.  As shown in the example at the top of this blog, some people will go their entire career without ever receiving this kind of feedback from their direct reports. That’s why The Metiss Group uses an assessment tool from the Management Research Group  called the Leadership Effectiveness Analysis 360.  Instead of measuring traits on a scale of 1-10, the assessment uses comparative statements. For each question, the person taking the assessment selects one statement that most fits the leader, then one statement that fits the leader second best. Here’s an example assessment question: I see this person as Lively and dynamic Valuing my opinions A helpful associate The assessment doesn't ask individuals to point out a leader’s flaws – but by describing their leadership style, the tool can deduce which qualities a leader possesses or lacks. Pros of a 360 model in The Strategic Leadership Alignment™ Program One quote we like to remind ourselves of often at The Metiss Group is this one by Steven Covey: “We judge ourselves by our intentions and others by their behavior.” What this means for leaders: some actions may be perceived as negative by direct reports, even when the leader’s intentions are pure. For example, a leader who decides to cut back on team resources might be viewed as unsupportive or disconnected by their team, even though their intention was to ensure the organization's stability. So when you’re assessing your own leadership qualities, you have your intentions in mind. When others are assessing you, they only see your actions. Either side on its own would have blind spots. But combine both sides, and you have a full 360-degree view of where you are and where you need to be. All in all, those who go through the Strategic Leadership 360 program will receive: a session for setting a strategic direction for the organization’s leadership Strategic Leadership 360 assessments and results one-on-one coaching an actionable development plan for growing in areas identified by the company’s strategic direction Challenges with a 360 model in The Strategic Leadership Alignment™ The 360 model provides insights that can completely change the way you lead other people – but it requires an investment in time and money. Investment in time The assessment has 66 questions and typically takes 45 minutes to complete. So if you’re a CEO with six direct reports, that’s seven people taking the assessment. Which means your team is dedicating over five hours to taking assessments. Then if all your direct reports are also going through the Strategic Leadership 360 program, they’ll also need to send the assessment to their direct reports. The Metiss Group recommends only having one level of the company go through The Strategic Leadership Alignment™ – then you can focus on work instead of assessing all of your colleagues. This extends the length of the process, though. Investment in money This is a sophisticated tool created by behavioral scientists, which means it’s going to be more expensive than creating a quick survey and emailing that to your direct reports. But as with anything, you get what you pay for. With a cheaper tool, you lose the expert insight. You might ask the wrong questions in the survey, or you might make the wrong conclusions from the data you collect. The cost of The Strategic Leadership Alignment™ program is in the range of $15,000-30,000 , depending on which leadership tier is being assessed (C-suite, upper management, etc).  It also takes courage The Metiss Group cannot share the results of your assessment with your organization as required by law, so the results won’t be used to make any decisions in hiring, firing, or demoting. We do recommend sharing your development plan with your boss, though, so you can get feedback on the plan’s effectiveness over time. Even though the assessment results are confidential, it takes courage with any 360 tool to ask your direct reports to help you identify your strengths and weaknesses . Plus, you have to be open to the feedback you get in your development plan. If you’re someone who struggles with being coached, this part of the process may feel difficult. Despite these challenges, though, clients like the one mentioned at the beginning of this blog have called this process a gift that all leaders should experience. How to get started The Strategic Leadership Alignment™ process takes a lot of work, but the insights gained will be invaluable during your leadership development. This is especially crucial for leaders who have struggled to collect honest, actionable feedback from peers and direct reports. Ready to become a better leader and make a difference in the lives of others? Contact The Metiss Group  about The Strategic Leadership Alignment™ .

Imagine stepping into a new management role, eager to lead your team to success. The challenges of guiding a new employee can be significant, but with the right support, your new employee can shorten the learning curve and thrive. The problem is finding the right way to support the employee, at the right time, with the right tools.   At The Metiss Group, we’ve been growing leaders and amplifying team success for over 28 years. In that time, we’ve actually built our own proprietary system used with dozens of teams. Typically, clients see significant boosts in employee engagement, buy-in, and productivity. The Accountability System™ is especially designed to accelerate onboarding with new hires, workers who are promoted, or migrating to an entirely new role.  In this article, we will walk you through what the journey looks like, how it benefits you, how it benefits your new direct report, and show you the path to rapid success. Throughout, we will look at this concept through the lens of Beth, a new manager, and Charles, her recently hired team member in a hypothetical scenario. The Journey Begins: Setting the Stage for Leadership and Growth Recognizing the importance of effective leadership, Beth sought guidance to ensure she could support Charles in the best possible way.  From the beginning, The Metiss Group emphasized a collaborative approach, involving Beth, Charles, and a coach working together. This three-pronged strategy was designed to align goals, set clear expectations, and establish a foundation of trust and communication. In Month Zero, the groundwork was laid with a focus on self-discovery. Charles and Beth underwent two key assessments, DISC  and Workplace Motivators , and Charles’ job scorecard was created. These assessments provided a comprehensive understanding of his strengths, motivators, and areas for development. This approach is backed by research demonstrating self-awareness is a critical component of effective leadership and personal development.  Download Your Sample Job Scorecard According to a  study published in Harvard Business Review ,  leaders who possess a high degree of self-awareness are better equipped to understand their own behaviors and how they impact others , which leads to more effective management and stronger team dynamics.  Furthermore, using tools like the DISC and Workplace Motivators helps in identifying individual behavioral styles and intrinsic motivations, which are essential for personalizing development plans and aligning them with organizational goals.  Beth, as his supervisor, was equally engaged from the start. The coach worked closely with her to ensure Charles’ scorecard, outlining his key responsibilities and performance metrics, was aligned with the company's objectives.  This scorecard wasn't just a checklist; it was a living document that evolved with Charles’ role and was regularly reviewed to ensure it remained relevant, and his success could be tracked. Months One and Two: Individual Coaching for Growth The first two months were dedicated to one-on-one coaching sessions between Charles and the coach. These sessions were designed to help Charles understand the feedback from his assessments, set realistic goals, and create an Individual Development Plan (IDP).  However, this process wasn't solely about Charles’ growth; Beth was also coached on how to best support his development, ensuring she had the tools and strategies needed to guide him effectively. During these sessions, the coach focused on empowering Charles to take ownership of his role while providing Beth with the guidance needed to foster a supportive environment.  The goal was to create a dynamic where Charles felt confident in his abilities, and Beth felt equipped to provide course corrections and support.   Research supports this dual approach, indicating employee empowerment is closely linked to higher job satisfaction, increased motivation, and improved performance. According to a study published in the Journal of Applied Psychology , when employees are empowered to make decisions and take responsibility for their roles, they exhibit greater engagement and productivity.  Additionally, providing managers like Beth with the tools and training to offer course correction has been shown to enhance team effectiveness and improve overall organizational performance.   A report from The Center for Creative Leadership  highlights coaching managers on how to deliver feedback effectively not only strengthens the manager-employee relationship but also fosters a culture of continuous improvement and learning within the organization.  This evidence-based approach ensures both Beth and Charles are not just performing their roles but excelling in them.   Quarterly Reviews: A Collaborative Approach to Development At the end of the third month, the coach met with both Beth and Charles for their first quarterly review. This meeting was a critical touchpoint where the progress made so far was assessed, the scorecard was reviewed, and any necessary adjustments were made.  This collaborative approach ensured both Charles and Beth were aligned and any potential challenges were addressed early on. It is important to note, the coach did not tell either Beth or Charles what to do. Instead, through collaboration, both Charles and Beth discovered the ideal way to communicate with each other using the results from their assessments as the compass. This allowed them to improve their communication and keep the plan on track. These quarterly reviews were repeated at the six-month, nine-month, and twelve-month marks, providing regular opportunities to reassess and realign goals. The coach played a crucial role in facilitating these discussions, ensuring both Beth and Charles were engaged in the process and committed to continuous improvement. The Role of the Coach: Guiding Both Beth and Charles One of the unique aspects of The Accountability System™ with The Metiss Group is the dual focus on both the direct report and the supervisor.  The coach wasn’t just there to support Charles; The Metiss Group coach was equally invested in ensuring Beth was equipped to lead effectively. The coach guided both parties on the best way to approach the other in healthy manners, being mindful and considerate of their individual audience styles. This holistic approach meant coaching sessions often involved in-depth discussion around how Charles could better support Beth’s leadership, and how in turn, Beth could create an environment where Charles could thrive. The Metiss Group coach followed The Accountability System™ framework and guided Beth in providing Charles feedback that was both constructive and empowering, helping balance the dynamic between them. These sessions also delved into strategies for maintaining open lines of communication, which are essential for preventing misunderstandings and cultivating a collaborative atmosphere. Download Your Sample Job Scorecard By setting clear expectations and aligning them with both Beth and Charles’ goals, The Metiss Group Coach helped create a framework cemented in accountability and mutual trust. The impact of the coach’s involvement was profound: Charles gained confidence in his role, knowing his input was valued and his growth supported. Beth, on the other hand, discovered how to be a more effective leader by understanding how to nurture Charles’ potential while also receiving the feedback she needed to continue her own development as a leader. The Metiss Group Coach’s dual focus ensured both Charles and Beth were exceeding their individual goals and working together to achieve mutual success . Long-Term Success: Scorecard Accountability for 13 Months The journey didn’t end after the initial coaching sessions. The Accountability System™ program included a 13-month framework,  solidifying that the progress made during the coaching sessions was sustained over time. This process included regular check-ins with both Beth and Charles, ongoing adjustments to the scorecard as needed, and continued support to ensure both were on track to meet their goals. By the end of the 13 months, Charles had a clear understanding of his role and how to succeed in it, and he had developed a strong working relationship with Beth, underpinned by mutual trust and respect. Beth, in turn, felt confident in her ability to lead and support Charles, knowing she had the tools and strategies needed to help him thrive. The Accountability System™ through The Metiss Group is more than just a development tool for new employees like Charles.   It’s a comprehensive, collaborative process, ensuring both the direct report and the supervisor are equipped to succeed.   By focusing on self-discovery, individualized coaching, and ongoing support, the program not only accelerates Charles’ growth but also empowers Beth to lead effectively. Our approach empowers leaders with the ability to navigate challenges, foster strong relationships, and drive continuous improvement. Additionally. The Metiss Group’s program provides the direct report with a process-strengthening certainty in the role, accountability for tasks, and a proven path for future success.  This ensures both leaders and their teams are positioned to thrive. Download our free Job Scorecard  to get a better understanding of how setting clear expectations can improve communication, delegation, and feedback in your organization.

Imagine standing at the helm of your organization, where every decision you make not only guides your team but shapes the future of your entire company. In a world where the pace of change is relentless and the stakes are higher than ever, the difference between simply managing and truly leading could determine whether your organization thrives or merely survives . The Strategic Leadership Alignment™ program with The Metiss Group is your key to unlocking the kind of transformative leadership that not only meets today's challenges but anticipates tomorrow's opportunities.    Leadership is not just about guiding a team—it's about transforming organizations to meet the challenges of tomorrow.   The Strategic Leadership Alignment™ program with The Metiss Group is designed to empower leaders with the tools and insights they not only need to adapt to change but drive it.  Using cutting-edge assessment tools like the   Management Research Group’s (MRG) LEA 360 , which is trusted by prestigious institutions such as NASA, MIT, and Harvard, this program offers a strategic approach to leadership development that is deeply aligned with organizational goals.  If you're a leader committed to maximizing your impact and driving your team to new heights, this program is an invaluable resource.   The Power of the LEA 360 Tool The LEA 360 provides a multi-faceted view of a leader’s effectiveness by measuring 22 leadership practices and is directly tied to strategic planning and leadership-driven outcomes that the experts at The Metiss Group will help you discover. These practices are designed to provide a comprehensive view of a leader’s effectiveness, with a focus on aligning leadership development with the strategic goals of an organization.  By assessing and developing these practices, the LEA 360 tool helps ensure that leadership growth is not only broad-based but also thoughtfully targeted to drive business results. We fully understand that focusing on all of these 22 practices is too much to take on at once. That is why we guide you in selecting 5-10 areas that fully align with your organization’s short and long-term goals. This step is critical for ensuring that leadership growth translates into tangible business results —the LEA 360 is the cornerstone of the entire program. Why Participate in The Strategic Leadership Alignment™ Program with The Metiss Group ? The Metiss Group’s program is tailored for organizations seeking to enhance their strategic leadership capabilities. By participating, leaders gain clarity on their strategic direction, informed by insights from both the LEA 360 tool and the   team of experts at The Metiss Group .  The program is designed to help leaders navigate fluid business environments, which have seen unprecedented challenges in recent decades. For instance, in the last 15 years, the rise of the internet, globalization, and shifting workforce expectations have reshaped the business landscape. More recently, the COVID-19 pandemic has introduced new challenges such as remote work dynamics, economic uncertainty, and the need for rapid adaptability.  The Strategic Leadership Alignment™ Program equips leaders with the tools and strategies needed to address these challenges head-on, and empower teams by fostering confidence, resilience, agility, and perhaps most important, trust in their leadership approach. After completing The Strategic Leadership Alignment™, leaders can expect a variety of positive outcomes that are crucial for both the individual and the organization at large. All translate into more effective decision-making and a stronger alignment with organizational goals.  At the end of the day, leaders are better positioned to inspire trust within their teams, creating a work environment that is both supportive and forward-thinking.  Ultimately, the The Strategic Leadership Alignment™ not only prepares leaders to face current challenges but also empowers them to drive long-term success and innovation within their organizations. The Strategic Leadership Alignment™ Process Steps Step 1: Comprehensive Assessment   In this phase, leaders collaborate with The Metiss Group to identify key areas of focus. This involves reviewing an organization’s SWOT analysis, surveys, and brainstorming sessions to determine which of the 22 leadership practices  should be prioritized. The selected practices are then integrated into the organization’s strategic plan, ensuring that leadership development efforts are closely aligned with business objectives. Step 2: 360 Selection and Execution   Here, you select who will undergo the 360 assessments, typically starting with top executives. This top-down approach sets the tone for the entire organization, emphasizing the importance of leadership at every level.  Step 3: Analyze and Report The Metiss Group then provides a detailed Leadership Effectiveness Analysis, using their “Educate, Emulate, Reflect” framework to guide leaders through the development process. Leaders are coached on how to achieve the ideal zone for each focus area, with ongoing support to facilitate growth and ensure that development efforts are sustained over time. Who Is The Metiss Group’s Strategic Leadership Program For? The Strategic Leadership Alignment™ is ideal for leaders who recognize the value of understanding their teams and fostering a culture of adaptability and growth. It is particularly suited for those who are committed to continuous improvement and are willing to embrace change as part of their leadership journey. An ideal example is an organization that believes it may have mastered foundational leadership approaches but needs to adapt to strategic re-directions. Perhaps they need to be more innovative in the future, perhaps as they grow, all leaders must concentrate harder on delegation while not losing sight of results.  On the other hand, the program may not be suitable for leaders who are resistant to change or who are unwilling to invest in their own development and that of their team. How Is The Strategic Leadership Alignment™ Different? One of the distinguishing features of The Metiss Group’s program is its use of a semi- ipsative assessment approach , as opposed to the more common   Likert-based methods .  In a semi-ipsative assessment, leaders are evaluated based on a comparative model rather than a simple scale, reducing the likelihood of bias and providing a more accurate reflection of leadership capabilities.  Watch a short five-minute video of   Behavior Expert Cynthia Gave  explaining the differences in the two approaches and how the semi-ipsative method ensures that the information gathered cannot be easily weaponized, used to shame participants, and ultimately create a safer and more constructive environment for leadership development.   The Strategic Leadership Alignment™ Cost Structure The cost of The Strategic Leadership Alignment™ varies depending on the level of engagement . A typical leadership program involving two sessions costs between $25,000 and $30,000 . This includes setting strategic direction and going through the entire program with the support of the LEA 360 tool and one-on-one coaching. For secondary leadership tiers, the cost ranges from $15,000 to $20,000 , with similar inclusions. These investments reflect the comprehensive nature of the program, ensuring that organizations receive a high return on their leadership development efforts. The Strategic Leadership Alignment™ program is a powerful tool for organizations looking to enhance their strategic leadership capabilities. By leveraging the LEA 360 tool and focusing on 22 targeted leadership practices, the program provides a structured yet flexible approach to leadership development. Whether facing the challenges of today’s business environment or preparing for future uncertainties, this program equips leaders with the skills and insights needed to drive their organizations forward. If you’re a leader committed to growth and adaptability, this program could be the key to unlocking your full potential and that of your team.   Contact us today and get started.