Lessons Learned

Summarized both from Vistage: 3 Tips to Accelerating Your Company’s Problem-Solving Skills and  3 Priorities You Need to be a High-Performing Leader.

3 Priorities You Need to be a High-Performing Leader – Vistage

  • Strong leadership has never been more important than it is right now. In a world of technology and industry there is constant change taking place and having a competent leader very well could be the difference between sink or swim.
  • The organizations that have stayed afloat during these turbulent times are the organizations who formulated a plan of action and did not deviate.
  • Sam Reese from Vistage developed 3 main priorities leaders should focus on to keep their organizations happy and healthy:
  1. Quickly Building Trust Within the Organization:
  • The way a leader delegates will tell you a lot about how the business is ran and if your boss is willing to listen to their team. Identifying key problems throughout your company will show your workforce you are committed and care about them not only as workers but people as well.
  • Communication is key. As the boss it is your job to inform your workers what is expected of them and lay out a clear plan of action. Especially during the pandemic when confusion is running rampant. Employees want to be involved and want ownership. They need the creative thinking that comes with problem solving.
  1. Double-Down on Culture:
  • It is especially important now to stay motivated and keep driving towards success. A CEO’s greatest qualities include perseverance and consistency. It takes time to create a winning culture that is woven into the fabric of their mission and values. If they see leadership being consistent, employees will be consistent.
  • There are 2 stakeholders that are of the utmost importance and that is customers and employees. Meaning if leadership delegates correctly and efficiently with their teams, they will be happy and in turn make customers happy.
  1. Embrace Diversity of Thought:
  • A successful leader challenges those around them but they also do not falter when roles are reversed. Surrounding oneself with “yes-men” will not foster change or growth it will create an endless loop of mediocracy.
  • The pandemic has forced companies to become resilient. Creating a resilient workforce means they are better equipped to handle the curve balls life throws at them. It also means employees from all walks of life can share invaluable information with their teams to better solve the problem.

3 Tips to Accelerating Your Company’s Problem-Solving Skills – Vistage

  • A common pitfall for many CEO’s is the art of delegation. It is important to note the difference between being supportive and micromanaging. A great leader develops their employees then allows them to perform in their specialized roles. Constantly being available for your team is not necessarily a good thing. It will teach complacency and lack of effort because your employees know you will be there to fix every little mistake.
  • Vistage developed 3 tips to help organizations improve their employees problem-solving competency:
  1. Identify The Problem:
  • “The thing that makes a founder great is the very thing that can impede their company’s growth”. Meaning the high level of intelligence leaders bring with them into a business could very well be their downfall. Remember to always voice your ideas to your team because at the end of the day they are the ones who implement your plans.
  • If lack of training is a problem, then there are ways to combat that issue. Such as creating training within your organization that caters to the specific skills said employees will need to use.
  1. Don’t Just Delegate, Develop:
  • Once again delegating can lead to the employees feeling undervalued and as though you are dumping all your problems on their shoulders. This mistake will lead to lower job satisfaction, lower productivity, and lower job retention.
  • A good leader will know when it is time to delegate a task and when not to. Understanding where you, as the leader, goes wrong will strengthen not only your company but the trust your employees have in you.
  1. Think Differently About Your Talent Pool:
  • With the right training there is more of a chance for your employees to reach self-actualization, the fulfillment of one’s potential and talents. Employees need a positive environment and the drive to learn and grow.
  • Professional development gives the organization a chance to see who they are working with and what skills they are bringing to the table.
  • Leaders are often wary of giving their productive employees training that could possibly allow them to move up within the company. However, giving them the training they need can result in them feeling satisfied and fulfilled in the position they already have.
  • The goal is to create a “destination organization”. An organization that is known for their leadership commitment and employee satisfaction.