Should I be developing leaders in my small business?

As a small business owner with a small team it’s easy to think you are the only one who should be leading. It’s easy to think that you need to know everything, direct everything and be in charge of everything. After all, you are employing people to complete certain tasks for you, to enable you to spend more time leading and directing.   The issue with this mentality though is that it’s not actually going to give you the best business you could have, the most enjoyable business you could have and the most scalable business you could have. Businesses where everything is always coming back to and being led by the business owner have a major problem, because they are totally reliant on that owner and become paralysed if the owner for any reason is not there or has not left clear plans and instructions for every eventuality. Also as workload increases the owner just becomes busier and busier to the point they become a bottleneck in the business.   Are you a bottleneck in your business?   Everyone has unique motivations, skills and abilities   It is also a mentality that fails to recognise that every person has unique motivations, skills and abilities and it is unlikely that within your organisation you are the person who is the most motivated, skilled and able in every area and every function of the business. If you are able to give your staff (or outsourced team members) responsibility in certain areas, to even lead you in certain areas, this gives them the potential to thrive and develop their own skills,...

Recruitment? People should just be grateful for the opportunity of a job shouldn’t they!?

As an entrepreneur it can be easy to think this way about recruitment. You’ve grafted to create a company that generates enough income that you can now employ others, but it’s been blood, sweat and tears all the way. Now you’re in a position to offer someone secure employment, your taking all the risk, they get an income, surely the best candidates should be flocking to you and should be grateful?   Unfortunately, that doesn’t tend to be the case. Anyone who’s been involved in recruiting people knows that pulling together the right team to deliver for you as you expand is something you have to graft for as well.   A recent global study of 20,000 new hires found that 46 percent of them had failed within 18 months— they either were terminated, left under pressure, or received disciplinary action or negative performance reviews according to the society for Human Resource Management.   And what is the cost of a wrong hire? Its estimated at between 50% and 150% of annual salary. So it’s not something to get wrong lightly. A wrong hire can leave you in a far worse mess than when they started.   So why is it that so many hires seem to go wrong?   Well there are numerous potential reasons: The employer may have been desperate to fill the position so they didn’t put the time into making sure they’d secured the right person, who had the skills and capability to carry out the role and were a cultural fit for the company It could be that the the employee had been led...

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