LEADERSHIP RESOURCES BLOG

Guidance on leadership development & strategic planning.

Virtual Leadership Coaching: How to Face the Challenges of Limited Interaction

By Leadership Resources 06/25/2020
Woman presenting at a Leadership Resources virtual leadership conference

Regardless of whether the world returns to normal or adopts a “new normal,” change remains constant. The transformation of the physical workplace to the virtual office has been in the making long before the current pandemic, and will only accelerate moving forward. This technological shift has created countless opportunities and innovations, but it comes with a number of costs, too — most notably the lack of physical interaction. Humans are social creatures, after all, and sharing a physical location undoubtedly facilitates communication, strengthens interpersonal bonds, aids in education, and more.

That said, there is still plenty to be gained in the virtual space for everyone, including leadership coaches and their students. Let’s discuss how limited interaction presents challenges in terms of leadership coaching, and how virtual leadership coaching can break through these obstacles and bring its own value to the table.

How to Overcome Virtual Work and Learning

Embrace Connective Technology

As isolating as these times may be, consider how fortunate many of us are to have access to multiple forms of virtual interaction. Not only can we text and call one another — now, we can conduct prolonged online meetings of various sizes via Zoom, Google Hangouts, Facebook Live, and other proprietary video conferencing software. These tools might not replace the feeling of a physical workplace, but they act as a close proxy, allowing coaches and teams to have real-time discussions, share documents, ask questions, and even socialize.

Of course, these tools are only valuable if everyone in a given organization has access to them. So, virtual coaches must ensure that they, as well as their teams, share the same technology and know how to properly use it. Otherwise, some members may get left out, and/or significant time and effort may get wasted troubleshooting. In short, social technology is a virtual coach’s best friend, and the foundation for a strong online leadership development program, so long as everyone is on the same page.

Adjust Frequency and Format of Meetings Accordingly

If you are moving all or most of your operations to the virtual space, your organization will naturally take on a new rhythm. People work at different paces, and this fact may get amplified if they are working remotely. That said, there are occasions that require all team members to unite their thoughts and efforts. But it’s one thing to wrangle several people who share an office into an in-person meeting — it’s another thing to conduct a virtual meeting where every member must join remotely. 

In other words, leadership coaches may need to change how they schedule and run meetings and leadership training seminars to account for this physical separation. Virtual meetings might have to occur more frequently to maintain accountability, they may need to be shorter or longer depending on remote workflow, and they might need to be structured differently to ensure all voices are heard.

Think “Physical” Distance, Social Cohesion

Communication and performance management go hand in hand. The term “social distancing” has taken hold in the global lexicon, but some have argued that “physical distancing” is both more accurate and more helpful in these times. Indeed, humans can socially interact without sharing a physical space, and in fact, this social interaction may be more important now than ever before. This sentiment applies to a company’s culture, too.

Emotionally Intelligent Leaders White paper - Download

Business leaders and coaches must redouble their efforts to reach their teams on a personal level, especially when physically separated. The culture doesn’t merely cease to exist when the office is empty, after all. People make up the organization and good leaders help keep it together and strengthen it. Do not let limited physical interaction prevent this social cohesion. Before, during, and after virtual meetings, make sure to discuss matters outside the scope of work; hold weekly virtual social/team-building events; have fun with filters and backgrounds during video chats; the list goes on. 

Leadership is Not Limited to a Location

Making the change from a physical to a virtual workplace (even if it’s temporary or partial) is bound to yield some growing pains. That said, the pursuit of your company’s goals and leadership development remains firm. And with the advent of today’s technology, you don’t have to slow down or skip a beat when it comes to growing your business and its leaders as long you are adaptable and forward-thinking.

At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most.

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Expert Virtual EOS Support: Avoid Losing Traction During Challenging Times

By Leadership Resources 06/22/2020
Man providing Leadership Resources providing virtual EOS support

The world is always changing, but the past few months have accelerated the rate of these changes significantly. While many companies have been incorporating remote work as a key part of their models for over a decade, recent events have made this trend a necessity. In many ways, this sudden shift is encouraging, revealing the many benefits of remote work, such as less time spent commuting, production-focused performance management, cost savings associated with less office use, and more. But just because it is possible and/or required to work from home these days doesn’t mean the downsides of remote work simply disappear. 

During these unprecedented times of physical separation, businesses may struggle to keep teams unified, focused, and on track. As it turns out, though, this change in the status quo presents an opportunity to invest in virtual support and training methods that will strengthen your teams and leaders wherever they are. More specifically, you might consider adopting the Entrepreneurial Operating System (EOS)® for your enterprise, taking advantage of its online components. Let’s go over how expert virtual EOS support can help you keep your teams on track during challenging times.

Understanding EOS®

The Entrepreneurial Operating System consists of various practical tools, resources, and concepts aimed at helping businesses and entrepreneurs achieve their goals, maintain a unified vision, promote healthy leadership development, and foster stronger team cohesion and communication. The beauty of this system is that it can be implemented via in-person and/or online meetings. In other words, businesses can reap the rewards of EOS even when social distancing is a priority.

What Is The Entrepreneurial Operating System (EOS)? Download this whitepaper.

What Does Virtual EOS® Support Look Like?

Whether in-person or online, EOS support begins by partnering up with an EOS Implementer™. These experts act as guides for the entire process, educating you and your teams on the EOS Model™ and EOS Process®, then supervising various meetings for your organization. Unlike other online business coaching programs, EOS is designed to be highly adaptable, meaning the content of each meeting is directly informed by the business’ short- and long-term goals and issues. By compartmentalizing in this way, your business can stay focused on what needs to get done, when, and prioritize accordingly.

To keep your company on track, your virtual EOS Implementer will conduct The 90-Minute Meeting™ to get your leadership team on the same page, schedule The Focus Day™ and Vision Building™ Days to introduce foundational tools and explain their uses, guide you along quarterly and annual planning sessions, help you uncover and resolve short- and long-term issues within your organization, and remotely check in as needed to ensure your continued success. In short, virtual EOS support acts as an online leadership development regiment, team-building strategy, goal-setting apparatus, problem-solving system, and overall organizational health and growth thermometer.

Keep Your Organization on Track with Virtual EOS® Support

As we continue to face difficult and uncertain times, make sure your business maintains a solid foundation and company culture. The Entrepreneurial Operating System can help you navigate any and all obstacles in your way and prepare you for those yet to come. And even if you cannot meet with an EOS Implementer face-to-face right now, you can still benefit just as much with virtual EOS support.

At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how we can help your business succeed and grow.

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4 Benefits of Implementing EOS® Virtually for Your Business

By Leadership Resources 05/12/2020
Leadership Resources EOS virtual business call

The business landscape has been rapidly evolving since the advent of high-speed internet, video conference platforms, and other technologies. And as the world economy becomes more connected, companies face new challenges and opportunities when it comes to hiring and retaining talent, developing future leaders, keeping teams together, and streamlining operations. The Entrepreneurial Operation System (EOS)® aims to help businesses and individuals achieve their goals amidst an ever-changing world with a complete set of simple concepts and practical tools aimed at strengthening the vision, cohesiveness, and overall health of teams.

The Benefits of Implementing EOS for Your Business

1. Keeping Teams on the Same Page Even When Separated Physically

When working remotely, leaders must employ specific team management methods to keep everyone on track. Without a solid framework, coherent goals, or established processes, this can be a major challenge. This is where Traction®, one of the Six Key Components™ outlined in the EOS Model™, comes into play. Traction focuses on taking tangible steps to execute shared goals via regular meetings at specific intervals. In other words, the principles of Traction negate the importance of physical distance — as long as everyone can clearly communicate, the company’s vision can be realized.

2. Maintaining Accountability Remotely

Traction (and all of EOS) is also about accountability and performance management. Again, physical separation can make it difficult for team members to keep tabs on one another. But by implementing the EOS Process® virtually for your business, you can maintain accountability in your teams no matter where they may be. For instance, a virtual Focus Day™ is designated to give your leaders tools to clarify roles and priorities within your organization, as well as resolve lingering issues and improve communication overall. Leaders then use what they have learned over the next 30 days to track tangible improvement.

What Is The Entrepreneurial Operating System (EOS)? Download this whitepaper.

3. Cultivating an Adaptable Company Culture

Organizations must retain some flexibility to respond and adapt to whatever changes occur in the world and within their industry. For example, the COVID-19 pandemic suddenly forced several businesses to shift their operations partially or completely online. No one knows when or even if things will return to the way they were prior to this global event. The “Quarterly Pulsing” of the EOS Process, which refer to sessions every 90 days to evaluate performance, reset priorities, resolve issues, etc., help create a dynamic, adaptable company culture that is strong enough to weather major external changes but also willing and able to change itself to benefit the organization as a whole.

4. Entering a Global Network of Entrepreneurs

Effective leadership development takes place both within an organization and outside of it. To truly grow as a leader, one must venture outside of their company and experience different places and opportunities, meet new people, and build a network of like-minded individuals. One of the distinct advantages of implementing EOS for your business is that it opens you up a global network of entrepreneurs. Normally, EOS hosts in-person conferences for people to meet and mingle. Of course, during these unprecedented times, these physical meetings are not viable. As a result, EOS has increased its output of webinars and even changed their conference to a virtual one so leaders around the globe can still share ideas and grow together without being in the same location.

If your organization has been struggling to reach its short- and long-term goals, implementing EOS can help get you back on course. And now, as businesses are encouraged to operate remotely if possible, the tools and principles of EOS are especially worth investing in to keep your people on the same page, your business ahead of the curve, and continuing to develop your leaders.

At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how we can help your business succeed and grow.

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How Long-Term Leadership Development Helps You Keep Your Best Talent

By Leadership Resources 05/05/2020
Woman and man shaking hands

Your top talent is highly valuable, and therefore also in high demand by other organizations. In this competitive global economy, landing quality people can be challenging in and of itself — keeping them around can be even more difficult. And considering that your company’s potential is directly tied to the potential and performance of its people, you cannot afford to let your top talent slip away.

In our previous post, “How to Keep Top Talent from Leaving Your Company,” we discussed how recruitment, company culture, regular feedback, competitive benefits, and leadership development all contribute to employee retention. Here we’ll further explore how long-term leadership development in particular can help you keep your best talent.

How Leadership Development Keeps Your Best Employees

The Power of Recognition

Effective employee management and leadership development requires plenty of feedback, which should include a healthy mixture of positive recognition and constructive criticism. And while every member of your organization should receive this regular feedback, it is especially important to maintain consistent communication with your best talent. Recognizing your top talent for their input and achievements and pointing out areas of improvement will simultaneously help them further develop their leadership skills while conveying their value to the company. When your people feel valued, they are more likely to stick around.

New Opportunities Energize Employees

There are many ways to develop the leadership potential of your top talent. In-person and online seminars, group training activities, and one-on-one meetings are all part of this equation, but real-world experience is often the most potent form of leadership development. By empowering your top talent to take on new roles and responsibilities, you help them gain crucial insights that are applicable to your organization and at large. This experiential leadership development opens doors for your best talent and lets them know that even more opportunities await if they continue to grow with the company.

Finding the Right Fit for One’s Skills

Long term succession planning is a major focus of all forward-thinking businesses. And a solid plan for the future depends on the advancement of top talent within your organization. Put another way, you need capable leaders at the ready to fill new roles and to take over existing ones when the time is right. Implementing effective leadership development programs not only prepares your top talent for these new positions — it also helps your company find the right positions for the right people. Indeed, employees are more likely to stay with an organization if they feel properly suited for their role and valued for their unique abilities. In other words, as you develop your top talent into strong leaders, they become more integral to the company as a whole and shape its direction moving forward.

Unlock The Leadership Potential Within Your Organization. Download this whitepaper.

The Leadership Domino Effect

The best leadership training programs have a positive, exponential impact on your top talent and all of your employees. As your people grow, they tend to pass on their new skills and knowledge both actively and passively, which encourages others to develop, too. This domino effect strengthens teams and an organization’s culture overall, improving the performance of your current top talent and producing new potential leaders in the process. As a result, you won’t just keep your best talent around — you’ll have even more of it.

Long-Term Success Depends on Long-Term Leadership Development

If you want to retain your best people, you need to recognize their contributions, give them new opportunities, and find the right roles for their talents. Focusing on leadership development helps achieve all of these things and sets your business up for continual success. In this way, effective leadership development, talent management and succession planning are all inextricably linked.

At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most.

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Don’t Lose Ground While Working Remotely: Invest in Virtual Leadership Development

By Leadership Resources 04/28/2020
Woman working with headphones

Business analysts have long anticipated a major shift in the way many of us work — namely, the rise of remote work. Indeed, prior to the COVID-19 pandemic, 2020 already saw approximately 7 million remote workers in the U.S. (3.4% of the population). Several industries have been making this transition for years, while others have been slower to adapt. However, COVID-19 has acted as a powerful catalyst in the realm of remote work; in a matter of days, millions of people either lost their jobs or had to suddenly shift gears and start working from home full-time.

Even for businesses that don’t necessarily require a physical office space, this rapid change can prove challenging. Virtual interactions have a different flavor than in-person communication. Still, those companies fortunate enough to continue operations during this pandemic must make the most out of an uncertain situation. In fact, now is the perfect time to reconfigure and strengthen your strategic efforts, including your leadership development protocols.

The Benefits of Virtual Leadership Development

Adapting to A New Kind of Workplace

Optimizing your leadership development program for remote work begins by properly implementing the right technologies for your organization. As of now, text-based communication software like Slack and video conferencing tools like Zoom, Skype, and Google Hangouts are becoming essential components for remote teams. Of course, it’s not enough to merely have these tools at your disposal — you must ensure that every member of your team has access to these tools and can use them in proper coordination with one another. 

Keeping team members on the same page when physically distant is a major role for your business’ leaders. As current leaders rise to the occasion, they inherently pass on their virtual leadership skills to developing leaders. A study performed by Gordon Schmidt in Industrial Organization Psychology points to three specific areas of emphasis for virtual leaders.

  • Virtual leaders must clearly deliver task-relevant information, as certain social cues may be lacking from remote interactions
  • Communication should occur more frequently and regularly when working remotely, as this allows teams to reconfigure actions and gain deeper understanding
  • Virtual leaders should do their best to maintain and strengthen personal relationships, as a lack of regular physical interaction can lead to decreased accountability, feelings of isolation, and misunderstandings

Actively Developing Leaders Outside the Office

Not all leadership development occurs through osmosis, of course. As businesses shift to remote work, they must continue to play an active role in developing their leaders. Organizations that have already enrolled team members in an online leadership development program are naturally at an advantage here. Workers can continue attending virtual meetings and classes, track their performance online, receive daily affirmation notifications, and more.

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However, some online leadership development training also includes in-person sessions. In the absence of these physical gatherings and one-on-one discussions, your organization must make an effort to conduct the same interactions virtually. This requires proper planning and communication, so team members understand when and how to continue their training over video, audio, and/or text chat. There should also be backup plans in place in the event that certain technologies experience difficulties or cannot be acquired by certain employees.

Synthesizing Virtual and In-Person Leadership Lessons

No one knows exactly when, or even if, we will return to business as usual. It’s possible that this sudden economic and social disruption will simply accelerate the already-surging global trend of remote work. If so, organizations must integrate developing leadership in the workplace with developing leadership outside of it. In other words, the methods and lessons learned from both in-person and virtual leadership development programs must transfer seamlessly between one another as the line between virtual leaders and tangible leaders continues to blur. As such, remote leadership training seminars shouldn’t look all that different from those held in a communal space.

With the right technology, strong communication ethic, and commitment to continual leadership development, you can keep your organization on track during this uncertain time. Better yet, you might end up ahead of the curve.

At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most.

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4 Ways to Ensure Your Sales Team Can Consistently Improve

By Leadership Resources 04/07/2020
Group holding upward arrow

Your sales team has their work cut out for them, especially in today’s trying times. That said, the overall success of your business is directly tied to the success of your sales department. So, no matter how challenging the current economic landscape can be, you must do everything possible to ensure that your sales force doesn’t collapse entirely.

Every company is unique and therefore requires an individualized approach to proper sales team management. Still, there are certain steps every business can take to maintain its sales arm during the current pandemic. Let’s explore four ways to ensure your sales team can survive.

How to Consistently Improve a Sales Team

1. Create and Clarify Goals

Most people work their best when headed towards a goal, no matter how near or far it may be. The same goes for teams. By clearly laying out the company’s short- and long-term goals, your sales team will suddenly have a concrete reason to perform at its highest capacity.

That said, in most cases, sales are really hard right now. There is a lot of instability and uncertainty in the economy, which makes customers hesitant to sign new agreements. Short term goals during this “new normal” might be as simple as making X amount of calls per day. Or maybe making connections to have phone or video meetings to check in with clients – see how they are doing, listen to them, and ask how you can help, without even trying to sell. Once you hear their concerns, ask them if you can send them resources that your company provides related to those issues. Not sales material, but actual things they can use, even if your company isn’t the one that developed them. Unfortunately, the sales cycle might be a few more steps of relationship building for now.

2. Create a Positive and High-Performance Culture

Despite becoming another business buzzword, company culture does indeed play a major role in an organization’s success. In order to create a high-performance culture, you can’t neglect other cultural aspects in your workplace, such as employee morale, open communication, mutual respect, recognition, collaboration, etc. For your sales team to grow and improve, individual members must feel comfortable not just working with one another but also being with one another.

These issues can be a challenge- but certainly not impossible- during this time. With many companies working remotely, it is important to still maintain productive working relationships. Your company will most likely want to utilize video or phone conferencing systems to continue cultivating a sense of unity and team-based culture among staff. 

11 Ways To Create Accountability And Increase Productivity At Your Organization. Download this whitepaper.

3. Streamline Your Processes Together

The modern economy moves fast, so complex, cluttered sales strategies tend to fall behind the curve. If there is anything this situation has taught us, it is how important simple, seemingly boring processes are. If you have solid, well-thought-out processes in place that everyone is used to, it makes it much easier to address the more pressing and often more serious decisions of the current environment. Get your processes established quickly, communicate them clearly, make sure everyone has the tools necessary to follow them, and then start using them to ensure the continued success of your organization.

4. Conduct Regular Reviews

People have a hard time improving if they don’t receive regular feedback, and that is especially true in this untested climate. There is so much uncertainty in the air; your sales staff is likely to feel unsure of their performance as well. You can help this by having frequent conversations with salespeople to ensure they are doing ok. This should include ensuring they have all of the tools and technology they need, asking what their concerns are and addressing them whenever possible, and having more personal, intimate conversations that you previously might not have had. Ask about their families, their spouses, make sure they are well. It will help reinforce and build that culture we addressed earlier. 

The four measures outlined above all come back to one essential ingredient for every business’ success: communication. In these trying times, we must all be extra vigilant about checking in on all fronts – salespeople with clients, management with staff, etc.  Without an open line of communication between team members, sales managers, and other teams within your organization, you will struggle to set and achieve any goals. Conversely, a highly collaborative, communicative sales team will continue to adapt and navigate these unchartered waters. 

At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow at times like these when you need it most.

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How EOS® Transforms Goal-Setting and Future Planning for Your Lincoln, NE Business

By Leadership Resources 03/09/2020
Person placing a dart on a chalk bulls eye

As businesses grow, decision-makers might struggle to steer their organization in the right direction. The path forward isn’t always clear, and some team members might not be on board with where things are headed. These difficult crossroads present an opportunity to revitalize the company’s vision, goals, and entire planning process. Powering ahead without taking a step back to examine the bigger picture can be disastrous.

If you operate a business in Lincoln, Nebraska and find your organization in similar straits, you can benefit greatly from adopting the Entrepreneurial Operation System (EOS)®. EOS is a proven process that helps businesses achieve their short- and long-term goals and improve their company culture via simple concepts and practical tools. Let’s go over how EOS can transform your Lincoln, NE business’ goal-setting and future planning strategies.

The Benefits of EOS

Creating Clarity

Without a clear idea of where your business is heading and why, you and your team will get stuck spinning your wheels rather than making meaningful progress. The EOS Model™ lists Vision as one of its Six Key Components™ for good reason, describing it as, “getting everyone in your organization 100% on the same page with where you’re going, and how you plan to get there.” 

This component is at the heart of every activity your business undergoes within the EOS Process®. For instance, the initial 90 Minute Meeting, which is led by your Professional or Certified EOS Implementer®, is designed in part to create team buy-in regarding EOS. Then, Focus Day™ and Vision-Building Days™ deal with setting priorities, establishing and clarifying your vision, and devising a practical marketing strategy that covers shorter- and longer-term outlooks.

Increasing Accountability

The best-laid plans are ultimately meaningless if not executed upon. Using EOS, your business won’t just come up with strategic plans but also ensures that your people are actively doing their part to reach every goal and achieve your vision. This is where another one of the Six Key Components, Traction®, comes into play: “instilling focus, discipline, and accountability throughout the company so that everyone executes on that vision—every day.” 

The Quarterly Sessions built into the EOS Process are focused on performance management and addressing any and all issues that stand in the way of progress. The Annual Sessions are meant to improve team management methods and re-establish and/or adjust the company’s vision moving forward based on the past year’s results.

What Is The Entrepreneurial Operating System (EOS)? Download this whitepaper.

Dynamic Planning and Developing Leaders

The world is constantly changing, including Lincoln Nebraska and your business itself. It doesn’t make sense to lock your organization into a static plan that doesn’t account for sudden developments in the business landscape or within your walls. You need a strong but flexible strategy instead. The Quarterly and Annual Sessions mentioned above ensure that your organization stays on its toes and recalibrates according to whatever external or internal changes might come. Additionally, if you want your business to continue thriving, you must focus on developing future leaders to take on important roles and move it forward. EOS prioritizes and promotes leadership development and health as well.

In order for your enterprise to grow, you must know where it’s headed, figure out how to get there, and act accordingly (which might mean charting a new course every now and again). The Entrepreneurial Operating System helps you clarify your vision, keep everyone accountable, and adapt in a changing environment.

At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how we can help your business succeed and grow.

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Team-Building in Omaha, NE: How to Encourage Leadership from More Reserved Employees

By Leadership Resources 02/24/2020
Women working and looking at a laptop

While it’s true that some individuals naturally possess certain leadership qualities, many of the best leaders weren’t “born with it” at all. Rather, they became leaders over time with the help of good mentors, experience in both life and business, and a network of support, all of which gave them a sense of ownership and confidence necessary in a strong leader. Indeed, your Omaha, Nebraska organization might be filled with hidden leaders that simply need direction and encouragement to reach their full potential. 

Facilitating this leadership development should be a major priority for your business, as it will boost productivity, stimulate strong and innovative decision-making, strengthen your culture, and secure its future. Here’s how to encourage leadership from more reserved but promising employees in your company.

How to Get the Most Out of Shy Employees

Be a Good Leader Yourself

Good leaders have a tendency to pass on their qualities to those near them. Don’t shy away from expressing what you’ve learned on your journey to becoming a leader, but don’t limit this expression to mere words. You must also act the part. Communicate, collaborate, listen, and prioritize transparency. Setting a strong example for your team is the first step toward developing leadership talent in your organization.

Cultivate a Team-Oriented Culture

Leaders must be good listeners, but they can’t be afraid to speak up, either. The less vocal employees in your company will be more inclined to share their ideas and opinions if they feel comfortable and encouraged to do so. Building a team-based culture can go a long way toward achieving this level of openness. You might start hosting more team-building events, developing projects that require coordination, or actively asking your employees to share their thoughts on a given matter.

Deliver Consistent, Constructive Feedback

People struggle to grow if they’re not fully aware of their strengths and weaknesses, and your reserved employees might not actively seek help or ask questions about their performance. Delivering constructive feedback on a regular basis helps keep your employees on track, and lets them bolster their strengths while working on areas of improvement. Maintaining this honest line of communication will also encourage them to reach out to you and other leaders for guidance in the future.

Unlock The Leadership Potential Within Your Organization. Download this whitepaper.

Expand Employees’ Responsibilities

If you see potential in an employee, entrust them with more responsibility. Soft-spoken employees might initially lack the confidence to take on certain tasks and roles, but giving them more responsibilities can actually empower them and show them a side of themselves they didn’t even know existed. This can have a domino effect, where a once-reserved team member suddenly shows an appetite for accountability, growth, and other skills needed to be a leader. And if it turns out they weren’t quite up to the task, dial things back and help them gradually work their way back up.

Offer Leadership Training Programs

Ultimately, there’s only so much you as an individual can do in terms of team building and leadership training. You may need to create and/or outsource specialized leadership development programs to give your employees the resources they need to develop as leaders in the broader sense. Investing in these programs can be a major boon for your Omaha, NE organization. After all, your business’ growth and success depends on the growth and success of your people.

At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow.

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Growing Business in Lincoln, NE: Will My EOS® Need Change Over Time?

By Leadership Resources 02/13/2020
Two women presenting stats on a whiteboard

Every business aims to grow in one way or another. Of course, the type, rate, and limits of this growth will vary from one organization to the next. One company might prefer to stay local but deepen its impact on the community and strengthen its operations, while another might wish to expand beyond its regional base and maximize its long-term profits. In other words, businesses seek more than just expansion — they seek sustainable and strategic growth.

How do companies in Lincoln, Nebraska and elsewhere achieve the growth and success they desire? Simply put, they need to operate under a system that clarifies both short- and long-term goals, unifies all team members to execute on those goals, and develops healthy leaders to guide these processes each day. This is where the Entrepreneurial Operating System (EOS)® comes into play.

But what is EOS, exactly? And does this system remain useful as an enterprise grows and changes over time?

How to Manage Your Company’s EOS

Establishing EOS® for Your Organization

The Entrepreneurial Operating System is a collection of principles and practical tools designed to help businesses achieve their full potential. The EOS Model™ outlines Six Key Components™ that businesses of all sizes and scopes should bolster in order to succeed. These are Vision, People, Data, Issues, Process, and Traction®. 

Each component requires equal attention, and they bounce off one another in important ways. For instance, an organization must employ the best People to execute on its Vision, but it must also create a culture of accountability and discipline (Traction) to do so.

What Is The Entrepreneurial Operating System (EOS)? Download this whitepaper.

Getting a Grip on Your Business’s Growth

Beyond its detailed and multi-faceted approach to business growth, what makes EOS so powerful is its adaptability. In other words, the system is designed to move at a given company’s pace and adjust accordingly. The EOS Process™ includes Focus Days™ to establish leadership roles and set priorities, as well as Vision Building Days™ to cultivate a concrete plan that looks at 90-day, 1-year, and 3-year desired outcomes. EOS also requires quarterly sessions to evaluate overall performance, reestablish focus and priorities, and resolve current issues. Annual sessions are also included in order to foster healthier team management and update the company’s vision for the upcoming quarter and year.

This broken-up, routine, dynamic performance management process changes and grows with an organization. In this way, EOS keeps companies in check every step of the way. If the business is growing beyond its means, EOS makes it possible to pump the brakes, and if it’s falling behind, EOS can address and remove the roadblocks. And all the while, leadership development is always front and center as team members grow more confident, engaged, and united.

Preparing for Your Company’s Next Chapter

As mentioned above briefly, EOS isn’t just designed to keep a business on track in the here and now — it’s also crucial to ensuring a business’s long-term success. Indeed, by performing regular checkups, a company strengthens its foundation to ensure sustainability. Simply put, the focus EOS places on team unity, accountability, problem-solving, and healthy leadership growth helps set up a business for a bright future. As such, the system helps businesses cultivate, discover, and choose the best people for the right positions when it’s time to change over leadership and/or restructure. Succession planning is made easy with EOS because it happens naturally.

So, if your business adopts EOS, will the system remain relevant as you grow? The answer is a resounding yes. In fact, EOS plays a key role in ensuring your company grows in the best possible way. Best of all, EOS is built to adapt with your organization. Change is good, especially when that change is backed up and well-informed with EOS.

At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how we can help your business succeed and grow.

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How to Keep Top Talent from Leaving Your Lincoln, NE Company

By Leadership Resources 01/06/2020
Group of people with their hands in

You work hard to find the best people for your business. All the time and resources spent screening, interviewing, following up, and making the final decision are worth it in the end when you finally land top talent. 

However, hiring a well-suited individual is a double-edged sword. On the one hand, you’ve added value to your company. On the other hand, there’s no guarantee that this person will stick with you for the long haul. In other words, hiring top talent is only half the battle. Retaining this talent is perhaps even more important, and, in many ways, more challenging.

Opportunities are abundant in Lincoln, Nebraska and other major cities around the country (and the world). In this increasingly global and mobile economy, holding on to your best employees is more important than ever. Here’s how you can keep top talent from leaving your company in Lincoln, NE.

How to Retain Great Talent

It Starts With Recruitment

Companies that boast the highest retention rates attribute much of their success to their hiring process. Indeed, keeping employee retention in mind during recruitment efforts will help you narrow your search by honing in on aspects of your business that matter most. For instance, you should seek candidates that are well-suited not only for the position at hand, but also your workplace culture. You might pose certain questions to potential hires that will give you a sense of their values, loyalty, commitment, etc. Additionally, look for people who have histories of longevity with their past jobs.

Fortify Your Company Culture

Maintaining a well-defined company culture will help you choose candidates that will stay with you. That said, this culture must also be flexible and inclusive enough to continuously engage your people and give them a stake in your business. Simply put, if you want to keep your top talent around, let them at least in part shape the culture in meaningful, constructive ways. You must also keep up with the latest technologies and industry developments. If your business can’t evolve with your best people, they will grow beyond it.

Focus on Leadership Development

On that note of personal growth, one of the best ways to keep top talent from leaving your company is by investing in their continual development. Developing leadership talent within your organization doesn’t just convey your commitment to your people, but also adds tangible value to your business. As your employees expand their skill sets, they become integral parts of decision-making processes that improve your organization. In this way, fostering leadership development increases loyalty and buy-in. Additionally, developing your top talent is a key element in succession planning. The future and legacy of your business depend on retaining strong leaders.

Unlock The Leadership Potential Within Your Organization. Download this whitepaper.

Allow for Some Beneficial Breathing Room

You seek top talent for your business because you want to increase productivity and innovation. Keep in mind, though, that your best people are still susceptible to burnout. Pushing your people too hard is a losing strategy for keeping them around. 

If you want your employees to continue adding value to your company, you need to offer them some value as well. You can consider things like offering more flexible hours and remote work privileges. Also, reconfigure your benefits packages to remain competitive and entice top talent for your company. And don’t skimp on your paid time off allowances. Getting away from work is paramount in managing leadership stress and maximizing productivity and retention in the long haul.

Offer Regular Feedback

Communication is crucial to keeping your top talent. Employees deserve praise when performing well, and they need to know when they’re falling behind. Without regular performance management feedback and constructive criticism, your people will remain clueless regarding their performance, potential, and value. This can lead to feelings of frustration and underappreciation, which can result in abandonment. 

To avoid these outcomes, remain open and honest with your team members. Conduct frequent one-on-one meetings and don’t rush quarterly or annual reviews. And be open to feedback as well. Your top talent can clue you in to your own shortcomings to help you improve, too.

Onboarding the very best people is challenging enough. Don’t let them slip away. Your employees are your most valuable assets, and you must invest in them accordingly if you wish to continue reaping the benefits.

At Leadership Resources, our purpose is making the impossible possible through people. We aim to do so by helping individuals develop patterns of success that will decrease stress levels and maximize productivity. Contact us here to learn more about what we do and how it can help your business succeed and grow.

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