Building Your Team: Right People, Right Jobs

Your business success is dependent on the quality of your team. The key to building a trusted accountable team is to develop the Right Jobs for the strengths of your current team, plan for future roles, and instill a process to clarify the Right Things that you need to grow and optimize your business.

Guide to Building Your Team: Right People… Right Jobs

Do you have the team you need to grow your business? Discover the 3 keys to build a reliable team you trust to run your business on “autopilot.”

Template: The People + Performance Profiler

Map a Profile of your People in 5 minutes, so you can focus on team strengths and create a blueprint to coach for maximum performance.

Template: Job Fit Performance Maximizer

Use this template to quickly identify if an employee is in the Right Job, discover strengths to build on, and uncover the specific cause of performance gaps for an effective coaching plan.

Free Training: 3 Steps to Build Your Trusted Reliable Team

Recorded Webinar: 3 Steps to Build Your Trusted Reliable Team

Get the Right People in the Right Jobs…
to run and grow your business for more fun and freedom

Join Diana Southall to learn:

  • Four main questions you need to answer to get your people to be crystal-clear about what they need to do
  • The positive step-by-step process to get every member of your team motivated to work together to achieve the results you expect
  • Tell-tale signs you have a good person in the wrong role, and what to do to fix this
  • What you need to do first, BEFORE you start “holding people accountable”
  • Three main problems that prevent your coaching and training from being effective

Watch Recorded Webinar [30 minutes]

Helpful Articles

Recommended articles to get you started getting the Right People in the Right Jobs:

Wish employees came with an instruction manual?

How do you possibly find out the needs and motivators for each person on your team, and then maximize their strengths and give them what they desire? After all, your team is made of individuals, all with their own strengths, weaknesses (or as I like to call them,...

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Want employees to tune out? Ignore them

Perhaps you are you frustrated by a poor performer, so you avoid her as much as possible (you don’t want to be mean.) Or you are getting tired of mentioning the same instructions to the new employee, so you have stopped giving him guidance at all. Or you are “too...

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4 Things High Performers Want From Managers

Zenger Folkman report that employees who are the most satisfied and committed work for leaders who do 4 crucial “behaviors that focus on achieving challenging goals” Inspire them to high levels of effort Energize them to achieve exceptional results Create an...

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Always a Crisis- Part 1

“Chase left our conversation abruptly. Across the plant floor, he had spotted a problem and rushed to make a correction. He was apologetic on his return. “Sorry, but this is why I called you today. I feel like a two armed octopus. There are eight things that need to...

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What does a High Performer Look Like?

"10 Competencies of the High Performer" A great infographic image from management consulting firm CEB gives you a quick list of the 10 competencies in high performing players. (I have grouped them by categories.) Interpersonal: Works well on teams Able to influence...

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Do you have a Scrooge leading your team?

Does "Scrooge" the manager still exist? I love this holiday themed article by research group Zenger & Folkman. They research the key differences between high and low performing managers, and recently searched their database of 45,000 managers to identify the Scrooges....

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