This solution is much more than a few How-To steps. This requires systematizing the business on a platform that automates the routine and allows people to use intelligence to do the job or run the business. What are essentials?
Because you are a small business – hire people who are achievement driven, who have your drive to get things done. Second expand how you see the company and make it a force in the local community. One or two small projects you can showcase is essential to grab the attention of the 20-30 population. Last – look for attitude, not skills. You can train skills, attitude is a long term project. Hire people that will appreciate what they learn. If you can’t keep them, and you won’t keep the good ones – they will become competitors, establish a reputation for growing great landscapers. One last thought – where are you on employee ownership? What if you had a reputation for giving great employees a piece of the action. Might the good ones stay?
The focus on Growing Managers is hiring from within; growing your own. The same issues addressed in Articles 1 and 2 apply to hiring if you have no internal alternatives. As we move forward, view the following attributes and skills serving a dual purpose – how to identify internal candidates or screen the externals.
This is the first of a four-part series on coaching, business coaching to be exact. However, before discussing the results from having a business professional on call and working with you, I thought back to my experience in sports. Although not a big fan of tennis or golf, I am reminded of this while […]
Introduction – Marketing Spend In our last post we summarized HIF’s- High Impact Firms – let me backtrack and spend a little more time describing how we got here. One of the top entrepreneurial foundations (Kauffman) built on the research started in 1980’s by MIT. One of their researchers, David Birch, identified the characteristics of […]