Although remote work has changed the work environment, leadership has not changed. In the book, and on this episode, Kevin talks about how to lead remote teams.
With distance between you and the staff, it becomes harder to check in. We have to be deliberate and intentional. We can’t touch the people on our team, but they need to feel like we have had the personal touch with them.
When you are searching for people to add to your staff, you have to have a wide approach.
Don’t just post a job opening and hope the right person applies.
Finding the right person starts long before you have a job opening. Having the right contacts and relationships with a wide variety of people can lead you to the right person, so it is a good idea to meet people across different industries and professions.
At Disney World, we would carry a card to give to people we think would be a good fit at Disney.
Focus on getting well known in your community. Have a good relationship with high schools and colleges.
One of the best sources of new employees is right in front of you. Good people bring good people into the organization. If you have good employees already, turn to them to get referrals.
When it comes to hiring the right people, create obstacles in your interview process. Never judge the size of the obstacle. Consider their thinking process and the motivation behind their actions. Carol Quinn is the authority when it comes to hiring. Check out her book Don’t Hire Anyone Without Me.
You may also consider including a scenario or a task in the interview process. For example, you may want to have a chef make a hamburger as part of the interview process.
Emergencies are the extreme example of finding out how well you have done in delegating authority.
When you have an emergency you have no time for anyone to wonder what they should do and what responsibility they have. You have to sort it out before you have a problem.
You don’t plan what to do in a tornado when you hear the tornado siren.
Think about what could go wrong. Work through the scenarios and determine who will do what task. Part of the planning for handling an emergency is to talk to people so they know what they will be doing. Everyone needs to know their role ahead of time. And don’t delegate a responsibility to someone who won’t be able to handle it.
Gather your team in a room and discuss different emergencies you could face. If you need inspiration, pull out a recent newspaper and pull headline to talk through it. What would you do if that situation happened to your organization?
Anticipate what can happen and then have your team work through the scenario. Reflect what other organizations have done to minimize the emergency.
Do you have the Morning Magic Planner yet? Enter your name and email below and I will send the planner to your inbox.
The morning Magic planner will help spend 15 powerful minutes each morning setting the right course.
If you don’t plan where you are going, how are you going to get there?
Just like putting coordinates in your GPS. Know where you are going so you can get there.
No matter how big or small your organization is, your customers all have the same expectations;
Make me feel special
Treat me as an individual
Have knowledgeable employees
Now, go through these four expectations with your team and figure out how you can master them. You will have to be deliberate to master these four areas. Discuss each expectation individually and figure out what it means for you and your organization.
If you master these four expectations you will stand out from the competition. Customers will become so loyal they won’t even think about going to the competition.
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