One of my clients mentioned this week that she was attending an awards event honoring New Jersey’s 50 top women business owners. It’s a prestigious event, attracting about 300 C-level and executive women. When approached strategically, these events can yield great connections and open up lucrative doors. Here are some tips I gave her to […]
- barbara corcoran
- Energy management
- Entrepreneurs Organization
- Featured Posts
- Honest Tea
- Information Experts
- Monday Mindfulness
- Napoleon Hill
- Rich Fairbank
- seth goldman
- shark tank
- Steve Jobs
- Successful Culture
- Time management
- Verne Harnish
Growing companies constantly grapple with the contradictory philosophies of “Multiple Hats” and “Dedicated Swim Lanes.” After all, how can one be expected to focus on only one responsibility when they have to pitch in and help with many other requirements? There are four tools business owners can use to clear up confusion surrounding who owns […]
In the never-ending battle for great talent, business owners always struggle with the decision to hire someone with experience, or hire someone without experience. There are many factors that business owners must weigh when making a hire. The decision goes way beyond a resume. Quite often, a start-up will think it’s a good idea to […]
I’m blessed to work with many business owners who are rapidly growing. They are certainly enjoying the growth, but alongside the joy is pain. Business growth for most entrepreneurs brings two types of pain: 1: There are not enough hours in the day to do everything required to implement their vision. 2: Entrepreneurs are happiest […]
In my coaching and consulting work with CEOs, the most common challenge is finding the right people. One of my favorite tools to aid in this important decision is part of the Entrepreneurial Operating System (EOS), created by Gino Wickman. Information Experts implemented EOS several years ago. I frequently reach back to my EOS toolbox when helping other CEOs move forward.
Whether you are an employee or an employer, chances are you have your share of nightmare stories about the fallout of hires that were not the right fit for a position, or the organizational culture.
Business owners live and breathe their company missions. Often, their business identity plays a significant role in their personal identity. Naturally, they can effortlessly explain what their company does, why it exists, what it stands for, and where it is going.
This is not often the case with employees or customers.
Here are two sets of questions to help you determine if your two most important stakeholder groups – your employees and your customers – really understand your company.
A client asked me, “Marissa, should I involve my other employees in the interviewing process?” My answer was an enthusiastic YES. From the intern to the executive, the CEO should never unilaterally own a hiring decision.
Can we be honest with each other? As much as we love our work, we don’t always love the people we work with. What happens when you encounter someone in the course of your workday that can potentially suck the life out of you while you are trying to succeed in the workplace?
In my coaching with dozens of CEOs, this issue presents itself over and over. Potentially toxic situations manifest with customers, vendors, employees, or other industry colleagues every day, in virtually every environment.
I’m working with a great company who’s committed to moving to the next level of growth. The owner/founder has done a very good job of establishing himself as a highly dependable and reputable subcontractor, but wants to triple the company size, and evolve into a prime contractor over the next 3 years. We have a lot of work to do. To make this pivot, we have to build his infrastructure, implement required processes, and align with the right people.
One of our most immediate tasks is to evaluate and shift the mindset and commitment of his current team. Growth can’t happen alone. It takes a village to build a business.
It’s all coming back to me….the early days of building a business, and laying a solid foundation to support healthy growth. I find myself with lengthy to-do lists that require many sets of helping hands. It’s tempting to simply throw new tasks over the fence to those that have already proven to be experts as I grow Successful Culture.
But wait. I’ve been down this road before with Information Experts. I’ve bitten off more than I can chew, and then tossed the overflow to a team mate. Eager to please, they say yes, even though my new request is outside of their core expertise… setting us both up for disappointment.