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Building Your Team: Right People, Right Jobs
Coaching: Accountability & High Performance
Dashboards: Tracking Results & Linking to Rewards
Owner’s Role: Design & Roadmap
Recent Articles by Diana Southall
Tips and strategies to grow your team and your business.
This continues my 6 part series on coaching for accountability (you can read Step 1 and Step 2 here). Step 3 is to start using Action Plans: 6 Steps to Coach For Accountability & High Performance [see all 6 steps on my 1 minute video slideshare]. Most employees (and...read more
Read my last article on Step 1 to coach for accountability [clarify who does what]. Step 2 is to start Weekly Coaching Conversations: 6 Steps to Coach For Accountability & High Performance [see all 6 steps on my 1 minute video slideshare]. Your employees want and need...read more
Are you interested in everyone on your team taking on more responsibility? I mean real responsibility -- when they "own" the work, solve issues, make suggestions and even improve the process, and [the ultimate level] keep you in the loop with status updates or...read more
The People Plan strategy session gave me an instant plan with what I needed to stop doing, and what I could train my manager to take over right away…
- owner, international wholesale supplier
After we defined the ideal customer service flow, we changed job roles and team assignments, resulting in a 36% increase in sales the next month.
- HR Director, logistics company
The People Plan process is so straightforward it takes the guesswork out of figuring out if we have the right roles for our current team and the gaps we need to hire to fill as we grow.
My employees responded very positively to being involved in defining their roles and crafting their training plan with me, and I love that they are excited about tackling challenging projects as part of their development.
- owner, residential service delivery
We were trying to get our machine operators to care about tracking their hours and material, once we involved them in our dashboard design and communicated results every month, they became the biggest supporters!
- CEO, light manufacturer
We had a detailed business strategy and goals, but we had not linked this with individual and company performance. The dashboard development process helped us communicate the actual results each department needed to achieve so that we could hit our goals.
- Chief Operating Officer, marketing agency