The Ontario Broker - Volume 22, Issue 2 - 17

leadership
ONCE TALENT IS ONBOARD, WHAT SORT
OF PRACTICES DO YOU ADVOCATE FOR AS
GOOD TOOLS FOR MANAGING A TEAM?
HOW DOES AN ORGANIZATION'S IDENTITY AND VALUES AFFECT
HIRING?
It's critical to understand a person's end game
prior to making a formal offer and even more
critical to work backwards from there to help
them achieve their goals. Develop a crystal clear
roadmap to meaningful work and highlight the
rewards that follow performance, ethics and
character as opposed to throwing more material,
money, status or power at problems. The extra $510K
and fancy title that some employees jump ship
for-there's usually a deeper problem there. Invest
in your assets, resources and infrastructure to
show an employee how to earn extra income and
responsibility internally. The grass is always greener
where you water it. On the more practical side of
things, aim for modern scalable practices, systems
and processes-there are a lot of tools out there
that are designed to manage teams efficiently and
effectively.
Core values are the foundation of HOW organizations run and hold
people accountable when used as a metric or KPI. Core value alignment is
the only path to fulfillment and success in any relationship. WHY you are
in business, WHAT the benefits of your business are, and WHERE you are
going is what top talent looks for. A-players need a meaningful mission to
get behind and they should want to shout your battle cry from the rooftop.
Misalignment leads to toxicity, poor performance and damages the team
and culture which only leads to turnover.
ANY PARTING THOUGHTS?
Just a reminder that it's a decision, commitment, and duty to
provide equal opportunity to anyone who graciously approaches your
organization. And, measuring your progress regularly to ensure that all
humans from all walks of life feel welcome and accepted is paramount.
Employees come first. Clients and businesses don't exist or thrive without
happy, healthy employees who generate results and make a measurable
impact. Top employers always lead by developing more leaders who leave
big footprints in our world, and legacies worth following.
VOLUME 22 | ISSUE 2
17
The Ontario Broker - Volume 22, Issue 2

Table of Contents for the Digital Edition of The Ontario Broker - Volume 22, Issue 2
