Wednesday, December 28, 2016


Not delegating >> as the organization grows, the role of the CEO changes. The CEO’s role tends to start off focused on the product or service and then turns to customer development. Over time the CEO role has only a few things that matter – setting the company vision & culture, cash, hiring the right people in the right jobs, key relationships and continuous learning & everything else should be delegated to the team. You only have to focus on a small number of key decisions. CEOs get sidetracked doing all kinds of things in life, but if you can clear out all the clutter and focus on the two, three or four decisions that you need to make each year that rally matter, you’ll be able to dramatically move the ball in your business.

Bull in a china shop >> when given a choice between being right and being effective, some CEOs prefer to be right. A common misconception about being a strong leader is that they have all the answers. They won’t take others’ point of view into consideration, even regarding minor issues. Work on developing more patience. It will enhance your interpersonal skills and improve your leadership effectiveness. By getting defensive about your decisions and stopping people in mid-sentence, you also close yourself to the possibilities of better strategies.

Who watches the watchmen >> you hold your employees accountable for their jobs but when you make a commitment, who holds you accountable? Have a mentor or coach to hold you responsible for your own goals and actions. CEOs that receive coaching, good outcomes follow.

Right people in the right jobs
>> they don’t put the right people in the right jobs because they think their people are going to get better. People that got you to where you are today typically won’t take you to where you want to go tomorrow. This means as your company grows, you may need to replace long time employees and hire top caliber performers who enable your company to jump to a new level. Get the absolutely best person for each job that fits your culture, use assessments like Behaviors/Motivators to help you reduce mistakes, pay them well and if you make the wrong hire, fire quickly.

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