As a CEO, All of My Effort Goes to This

Summary

• I realized I underestimated how much time the best teams and companies put into developing their people.
• Consistent training with my team every two weeks wasn't enough without direct involvement from leadership.
• I approached my leadership team and found that about half weren't capable of executing this kind of development effectively.
• It would take 18 to 24 months to bring them up to standard, which was too long for the company to wait.
• These leaders also lacked the will to improve, making it clear that they had to be replaced.
• I swapped out each leader and personally oversaw their roles during the transition.
• My discretionary effort has since been focused on growing my people because I believe that if I help them grow, the business will grow.

Video

How To Take Action

Action Plan

Evaluate and Develop Your Team:

I would suggest starting by evaluating the current skills and willpower of your team members. Identify who has the potential to grow with the right guidance and who might be holding the business back due to lack of skill or motivation.

Involve Leadership Directly:

A good way of doing this is to get personally involved in team training. Don't just set the schedule—be there in the trenches. Lead by example to show your commitment to their development. This approach helps build trust and demonstrates that you are invested in their growth.

Regular, Hands-On Training:

Instead of relying on occasional training sessions, make development a continuous process. Schedule time for regular, hands-on workshops and feedback sessions. This can be every week or bi-weekly, but it should be consistent and integrated into the work routine.

Rapid Transition for Non-Performers:

Identify leaders or team members who lack both the skill and will to improve. Begin a transition plan to replace them quickly. It’s crucial not to spend too much time waiting for them to catch up if they’re not showing the aptitude or attitude needed.

Personal Oversight During Changes:

During transitions, take over key roles yourself whenever possible. This ensures that standards are maintained and new leaders have a clear example to follow. It also helps fill gaps in the short term without compromising team effectiveness.

Focus on Growth and Development:

Make it a priority to devote significant time to helping your team grow. This could mean one-on-one mentoring, providing resources for learning, or creating projects that push their capabilities. Remember, when your people grow, your business grows.

These steps focus on low-cost but high-value actions that can make a big difference in team efficiency and business growth.

Full Transcript

I think that I underestimated how much time the best teams and companies that exist put into development of people I would always do like every two weeks like clockwork of training with my team and all but there was not like in the trenches like drip down from me to everybody else development and so once I realized that then I was like okay I approach my leadership team I realize about half of them are not the people that are going to be able to do that because it'll take 18 24 months to get this group of people up to par does my company have that long the answer was no do they even have the will to get there no so I was like low will low skill got to go and so I swapped out each leader sat in for all of them while we did this and all of my discretionary effort is always focused on how do I grow my people and if I focus on growing my people the business will grow