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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.
Why Every Employee Needs an Individual Scorecard
As we look to finish the year strong, today I am talking about report cards. Kids may not enjoy getting them in school, but as a parent, I find them a valuable tool to monitor progress, compare their results to their peers, get feedback when results are not...
Are you dragging your team along as you grow?
“The only way to grow a company is to grow the people first.” Verne Harnish, in his book Scaling Up. As I told you in numerous articles, People are essential to your company’s growth and success. But… do you have the Right People doing the Right Things, with...
PEOPLE summary from the book Scaling Up
When we say "People"-- there are three levels that are all important to get right as you build your team of A-Players: For each of the 3 levels, there are three elements to "get right" as part of an aligned team for growth. 1. LEADERS- define clear accountability...
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