When you want growth AND the freedom to take your business to new levels, what is the key? Imagine if your team members gave you their discretionary effort. Not just what they’re required to do, but to willingly and enthusiastically go beyond your expectations.
I can count so many moments in my professional career where I thought I was the only one who could do certain things. But every time I let go and gave ownership to junior team members, the freedom I experienced multiplied my energy and creativity. Here are the top ways to build a loyal team.
When your team is engaged, energized, and excited to come to work every day, there's no telling what your firm can accomplish. But when you're in high-growth mode — when your schedule is already stretched — how can you make the extra time for connection? Enter, the Wooo session.
The hiring process is disruptive and time-consuming. There aren’t enough good people out there, and how the heck do you pick the right person, anyway? Here’s the recipe for a painless, vigorous, and effective hiring process, created by the authors of "Who: The A Method for Hiring."
Do you really want to achieve your goals this year? How about blow past them? You need to transform your team into an executing machine. In this series, we explore the making of a high-performing team and provide tools to help you make your goals a reality.
Think of the long-term growth of your firm and team. To achieve your strategic goals, you need top performers and an environment that fuels the progress you need to succeed. None of that success is possible, however, without a strong foundation — the base of your totem pole. And that starts with your own, personal vision.
Fostering an engaging, growth-focused culture is so much more than just coming up with core values. It requires the right business structure, and strategic leadership that inspires ownership and responsibility from the next generation.
I had a conversation some time back with Caleb Brown of New Planner Recruiting on the frequent irony of the advisor who seeks to hire "A-Players," but only pays "B" or "C" wages or runs a B or C shop. The usual refrain is either, “There just aren’t any good candidates out there,” or “It’s got to be the low unemployment rate!”