We started the year off strong with our Round Table Meetings focused on the topic: “Overcoming 2014 Challenges, Moving into 2015”. Below are the notes from our area meetings. If you’d like to get plugged into a group, contact us today to get signed up for February!
Topic: Overcoming 2014 Challenges, Moving into 2015
Kalamazoo – Thursday, January 8, 2015
- Talent – not knowing what you have in an employee until they are in the game.
- Skill Sets
- Secession planning
- Management changes
- Leadership Development program
- Starting with the top down
- Bringing in consultants
- Ramp up “If you know what you are doing wrong, you can fix it.”
- Educate and Train
- Not just interview but check references
- Get with references on some occasions
- Social Style Profile – D.I.S.K.
- Slow to hire
- Train with an experienced mentor
- Determine if they have management and execution skills
- Check social media
- Continue to progressively grow
- Reinvest in Organization, Marketing and Expansion
- Differentiate – How do we compete? Why should a company work with us vs. another company? What can we bring to the table our competition can’t or isn’t?
- Ask companies if it is about the price or it is about qualifications and what we can do for them. Looking for long-term partnership in business.
- Profiling – Where can you best serve them?
- Continue to propagate the new hires.
- Fight for the finances it takes to promote culture. It is worth it.
- Spend the time it takes
- Keep the culture alive and enforce it.
- Fire those that don’t fit your culture.
- Fighting for Culture
- Secession planning
- Our Companies Culture needs to change, Increase dynamics.
- Keep being creative.
- The larger we get, the more people we need, the more important culture is.
- (T+F) x I=G (Talent + Fit) x Investment = Growth
Grand Rapids – Tuesday, January 9, 2015
- Instilling change that lasts requires a shifting of the value system for our staff and stakeholders.
- Just “checking off the box” to say we addressed the need to change ultimately can make that change even more challenging to achieve.
- We have fear of failure.
- We must be identifying the correct target (audience) for the changes we desire, lest our energy and effort is worse than wasted.
- People frequently don’t want to accept the truth. Denial is easy, popular, rampant and evil.
- Our own greed and selfish desires are the root causes (character flaws) of the fights and quarrels that occur among us.
- American society is steeped in many non-Biblical practices of social inequalities, and the gaps are widening.
- Pour our energy and resources into the right problem at the right point of entry.
- When we want to change the culture we must also realign the expectations.
- Fears of failure should be redefined as being opportunities for growth.
- Collaborative solutions reduce individual investments, increase mutually shared benefits, and change multiple cultures.
- E-commerce is both a challenge and a solution.
- A reactive solution reduces the chances for successfulness; a proactive solution increases the chances for successfulness.
- Bold changes require making bold investments.
- Timing always matters. All things in God’s time work out work to his glory. All things in our time fail, eventually.
- The process of growth always produces pains and struggles. When those pains and struggles are experienced in proper perspective they can yield amazing growth.
- Be self-aware of the unintended consequences of the authoritative power that we may be wielding over others.
- To break a cycle is incredibly challenging, but to achieve that goal instills permanent change.
- A healthy loving family is the core solution to a healthy loving community, which is the core solution to a healthy loving society.
Grand Rapids – Thursday, January 13, 2015
- Changing economy for 2015 “Don’t worry Be Happy”
- Be prepared to pay your people more (especially the good / top performers)
- Managing the business flow / cycles
- Operational issues
- Relevancy (focusing on the right stuff)
- Managing metrics vs. soft measures (which is more important / most relevant)
- Talent gap
- Balance and Priorities
- Resource allocation
- Priorities (the right ones)
- Clarity and focus
- Right person / proper assessments
- Budget battles
- Technology changes
- Problem identification
- Evaluating / celebrating success
- Narrow your focus (measure / focus on the key few)
- Metrics – measure what we have done and need to do
- Re-doing the roadmap
- Decide and act
- Justify bringing in the proper resources
- Growth through innovation
- More time to think / build into your calendar or planner
- Prayer / fasting / listen to the Lord
- Act with purpose
- Act with passion
- Just Act
Holland – Thursday, January 8, 2015
- Move towards strategic and move from day to day
- Balancing the stewardship of two (2) businesses
- Change in position and responsibility
- Business cycle issues
- Production / Through put issues
- Talent development under 25% growth
- Succession planning / identification of the next generation of leaders
- Balancing both internal and external issues
- Hiring people in “tough” times / hiring people in “ good” times
- Staffing / personnel issues
- Hire right
- Identify the five (5) things you need to focus on
- Work the plan
- Measure the plan / progress
- Search and explore opportunities and partnerships
- Quarterly strengths and weaknesses review
- Getting to know yourself first (a life plan)
- Don’t react too quick
- Live more daily
- Identify leaders and coach them
- Engage, engage, engage
- Develop the plan and measure results
- Create some form of accountability
- Learn from 2014, don’t focus on 2014
- New Year, new start, new opportunities
Kalamazoo – Tuesday, January 13, 2015
- “Each year we have the same basic challenges with just a different flavor.”
- Regulatory Overreach
- With over 30 thousand new regulations this last year it is hard to keep up.
- Some regulations contradict each other.
- Companies can get a violation, fine and then have to fight with legal defense which is costly.
- Customer-“It used to be you dealt directly with the owner; now you have middle men making it more difficult to determine what the customer wants.”
- Lack of Leadership
- Personnel Changes
- Piracy of high “C’s”
- Growth and Lack of Leadership
- Leadership Development Program
- Get consultants
- Get your team to understand the business and how it works.
- Training specifically for the job
- Good leaders know how to handle success. Don’t get beyond what you can do. Be ok with saying no.
- Managed guidance
- Provide the tools
- Piracy of the High “C’s”
- Take care of your people.
- Treat them appropriately with fair compensation.
- Stay close enough so they succeed – that is a balance.
- Help them feel confident about their ability with their job.
- Make sure they have the right career path for them.
- Constant changes: be aware and make the appropriate adjustments.
- Learn the middle man/woman and owners to determine what they want.
- Regulatory Over Reach
- Be informed.
- Personnel Changes
- Don’t assume the employee understands and is engaged.
- Come along side, but don’t hover.
- Understand their strengths and weaknesses.
- Let them know you are committed to their success.
- Make it a great place to work.
- “If the offense is good, you don’t have to worry about the defense.”
- Let your people know to ask for help and that you are happy to give it to them.
- Cultivate a growing and learning environment.
- Make sure everyone is on the same page.
Takeaway: What are you going to do? How are you going to fix it?
- Leadership Development Program
- Have a good vision, good goals and good leadership team.
- Continue to develop the leadership team.
- Leadership challenge: Take 6 or 8 people that are key and embrace them like Jesus embraced his disciples. Impact those key people so they are enthusiastic and engaged.
- Meet the challenges and enjoy the journey.
- Be sensitive to what is going on around you.
- Be engaged with balance.
- Model physically how to handle things.
- Have sensitivity to intervene with the correct message at the right time.
- Remember how long it took us to learn what we know. Don’t take that for granted or expect that too soon from others. Have the right perspective.
- Build the team.