This week we ask you to look into 2017 and consider your new year goals. Often found somewhere in a performance evaluation is section titled, “Goals” or “Goals & Objectives.” Once a year employers ask employees to identify their goals/objective for the next 12 months. We have seen everything written in this box from; “to do my job,” “to achieve my goals,” and still my favorite, “to not get fired.”
Today we ask you to define your purpose. What is your mission? “If you don’t know where you’re going, it doesn’t matter which way you go.”
Paint a picture of the future and tell me your aspirations for your organization?
We’ve posed that question countless times to business owners over the last fifteen years. The answers we hear are as diverse as the companies we work with. Some want to maintain their lifestyle…some are altruistic and want to make a difference in peoples’ lives…some want to leave a legacy for the next generation… and others want to increase their company’s valuation, find a buyer, and cash out.
You’ve heard it before, ”we all make mistakes,” but what mistakes will hurt us the most as leaders of growth organizations?
We all know of them or we like to say “others” have them. But when is the last time you assessed if any are living inside of your organization?
A common thread with businesses is the desire for a pipeline of candidates whom are just dying to work for their company. Every business owner believes their company is unique and special. GUESS WHAT? YOU’RE RIGHT! Every organization is unique and has something to offer candidates, so why aren’t the candidates you desire rushing to work for you?
Often you will hear us compare an effective hiring process to dating. There are so many similarities: 1st dates, tests, 2nds, wish you could combine candidate A’s skills with candidate B’s personality. But what does effective hiring look like?
