Serious Portrait Of A Group Of Business Professionals: A Team Of Executives In A Corporate Meeting

Key Takeaways

  • Succession planning is crucial for ensuring business continuity and adapting to market changes.
  • A multi-generational workforce brings diverse skills and perspectives, which can enhance succession planning.
  • Leadership styles need to adapt to different generational traits and communication preferences.
  • Effective succession plans include identifying talent, creating development pipelines, and providing continuous feedback.
  • Regularly reviewing and updating succession plans keeps them relevant and effective.

Setting the Stage for Multi-Generational Succession Planning

In today’s rapidly evolving business landscape, having a robust succession plan is more important than ever. Succession planning ensures that your organisation remains resilient and capable of adapting to unexpected changes. A multi-generational workforce, which includes Baby Boomers, Generation X, Millennials, and Generation Z, adds complexity to this task but also offers unique opportunities.

Why Succession Planning Is Critical

Succession planning is not just about filling roles when someone leaves. It’s about embedding a culture of growth and development within your organisation. When done right, succession planning prepares your business for future challenges and ensures that you have the right leaders in place to guide the company forward.

An organisation without a succession plan is like a ship without a captain. It may sail smoothly for a while, but it’s bound to encounter rough waters eventually and this is especially true for fast-growing, nationwide businesses. Succession planning provides a clear path for leadership transitions, minimising disruptions and maintaining operational stability while avoiding the danger that your designated successor will be lured away to greener pastures right when you need them.

Impact of a Multi-Generational Workforce

Our workforce today spans several generations, each with its own set of values, expectations, and work styles. This diversity can be a double-edged sword. On one hand, it brings a wealth of experience and fresh perspectives. On the other, it can lead to misunderstandings and conflicts if not managed well.

For instance, Baby Boomers might value loyalty and job security, while Millennials and Gen Z may prioritise flexibility and work-life balance. Understanding these differences is crucial for creating a succession plan that resonates with everyone involved.

Role of Leadership in Successful Transitions

Leadership plays a pivotal role in the success of any succession plan. Leaders must be proactive in identifying potential successors and providing them with the necessary training and development opportunities as well as a vision for the possibilities that lie ahead.

This involves:

  • Regularly assessing the skills and aspirations of current employees
  • Creating mentorship programs to foster growth
  • Encouraging cross-generational collaboration
  • Providing continuous feedback and support

Most importantly, leaders need to communicate the importance of succession planning to all stakeholders. This ensures that everyone understands the long-term benefits and is committed to making the plan a success.

Adapting Leadership Styles for Different Generations

To effectively manage a multi-generational workforce, leaders must adapt their styles to meet the unique needs and preferences of each generation. This requires a deep understanding of the traits and communication styles that define Baby Boomers, Gen X, Millennials, and Gen Z and an appreciation of the strengths that each generation brings to your workplace.

Understanding Boomer, Gen X, Millennial, and Gen Z Traits

Each generation brings its own set of strengths and challenges to the workplace.

Here’s a brief overview:
For more insights on how to manage these diverse traits, check out this article on adaptable leadership in a multigenerational workforce.

  • Baby Boomers: Value loyalty, hard work, and job security. They often prefer face-to-face communication and formal recognition.
  • Generation X: Independent, resourceful, and sceptical of authority. They appreciate direct communication and work-life balance.
  • Millennials: Tech-savvy, collaborative, and purpose-driven. They seek continuous feedback and value flexibility.
  • Generation Z: Digital natives, entrepreneurial, and socially conscious. They prefer instant communication and diverse work experiences.

Understanding these traits helps leaders tailor their approach to better engage and motivate each generation.

“Succession planning requires time, effort, energy, and commitment. But it ultimately makes your business resilient to unexpected change.”
~ Lisa Levy

Communication Preferences Across Generations

Effective communication is key to successful succession planning. Different generations have different preferences when it comes to how they receive and process information. Baby Boomers might prefer in-person meetings, while Millennials and Gen Z may lean towards digital communication tools like Slack or Zoom.

Therefore, leaders should adopt a flexible communication strategy that incorporates various methods to ensure that everyone stays informed and engaged.

This might include:

  • Regular team meetings
  • One-on-one check-ins
  • Email updates
  • Instant messaging platforms

Cultural Sensitivity and Inclusiveness

Besides communication preferences, it’s essential to foster a culture of inclusiveness and cultural sensitivity. This means recognising and respecting the diverse backgrounds and experiences that each generation brings to the table.

Creating an inclusive environment encourages open dialogue and collaboration, which are crucial for effective succession planning. Leaders should actively promote diversity and inclusion initiatives, ensuring that all employees feel valued and heard.

Core Elements of an Effective Succession Plan

Building a successful succession plan involves several key elements. These include identifying talent, creating a development pipeline, and establishing assessment and feedback mechanisms. Each of these components has its own particular challenges.

Identifying Talent and Potential Leaders

The first step in succession planning is to identify potential leaders within your organisation. This involves assessing employees’ skills, performance, and leadership potential. Look for individuals who demonstrate strong problem-solving abilities, effective communication skills, and a willingness to take on new challenges.

It’s also important to consider employees’ career aspirations and align them with the organisation’s long-term goals. This ensures that you are grooming leaders who are not only capable but also motivated to drive the company forward.

Creating a Development Pipeline

Once potential leaders are identified, the next step is to create a development pipeline. This involves providing targeted training and development opportunities to help employees build the skills and knowledge they need to succeed in leadership roles.

Some effective strategies for creating a development pipeline include:

  • Offering leadership training programs
  • Providing opportunities for job rotation and cross-functional assignments
  • Encouraging participation in industry conferences and workshops
  • Implementing mentorship and coaching programs

By investing in employees’ development, you are not only preparing them for future leadership roles but also fostering a culture of continuous learning and growth.

Assessment and Feedback Mechanisms

Assessment and feedback are critical components of any effective succession plan. Regular assessments help identify employees’ strengths and areas for improvement, while continuous feedback ensures that potential leaders stay on the right track.

Implementing a structured assessment process involves setting clear performance criteria and using a variety of evaluation methods. These might include performance reviews, 360-degree feedback, and self-assessments. The goal is to provide a comprehensive view of each employee’s capabilities and potential for leadership roles.

Feedback should be constructive and actionable. Instead of merely pointing out weaknesses, provide specific recommendations for improvement. This not only helps employees grow but also keeps them motivated and engaged in their development journey.

Leadership Strategies for Grooming Future Leaders

Effective leadership strategies are essential for grooming future leaders within your organisation. This involves creating a supportive environment that encourages growth, learning, and collaboration. Here are some key strategies to consider:

Building Mentorship Programs

Mentorship programs are a powerful tool for developing future leaders. By pairing experienced leaders with potential successors, you create opportunities for knowledge transfer and skill development. Mentors can provide guidance, share their experiences, and offer valuable insights into the challenges and rewards of leadership roles.

To build a successful mentorship program, consider the following steps:

  • Identify potential mentors and mentees based on their skills and career aspirations.
  • Establish clear goals and expectations for the mentorship duration.
  • Provide training and resources to support mentors and mentees.
  • Regularly evaluate the program’s effectiveness and make adjustments as needed.

Promoting Continuous Learning

Continuous learning is essential for developing future leaders. Encourage employees to pursue ongoing education and professional development opportunities. This might include enrolling in leadership courses, attending industry conferences, or participating in workshops and seminars.

Besides that, create a culture that values learning and growth. Recognise and reward employees who take the initiative to expand their knowledge and skills. This not only motivates individuals but also fosters a learning-oriented environment that benefits the entire organisation.

Encouraging Cross-Generational Collaboration

Cross-generational collaboration is another effective strategy for grooming future leaders. By encouraging employees from different generations to work together, you create opportunities for knowledge sharing and mutual learning. This helps bridge generational gaps and fosters a more cohesive and collaborative workplace.

To promote cross-generational collaboration, consider implementing the following initiatives:

  • Organise team-building activities that bring together employees from different generations.
  • Create cross-functional project teams that leverage the diverse skills and perspectives of each generation.
  • Encourage open communication and the sharing of ideas and experiences.
  • Recognise and celebrate the unique contributions of each generation.

Implementing Succession Planning in Your Organisation

Implementing a successful succession plan requires careful planning and execution. Here are some key steps to help you get started:

Setting Clear Goals and Timelines

Begin by setting clear goals and timelines for your succession planning process. Define what you want to achieve and establish a realistic timeline for reaching these goals. This provides a roadmap for your efforts and ensures that everyone involved understands the plan’s objectives and deadlines.

For example, you might set a goal to identify potential successors for key leadership roles within six months and develop a training program for them within the following year. Having clear goals and timelines keeps the process on track and ensures that you make steady progress.

Regularly Reviewing and Updating Plans

Succession planning is not a one-time event but an ongoing process. Regularly review and update your succession plans to ensure they remain relevant and effective. This involves assessing the progress of potential leaders, adjusting development plans as needed, and making any necessary changes to the overall strategy.

Conducting regular reviews helps you stay agile and responsive to changes within your organisation and the broader market. It also ensures that your succession plans continue to align with your long-term business goals.

Leveraging Technology and Tools

Technology can play a crucial role in streamlining and enhancing your succession planning efforts. There are various tools and platforms available that can help you manage the process more efficiently. These might include talent management software, learning management systems, and performance evaluation tools.

Leverage these technologies to track employee development, manage training programs, and facilitate communication and collaboration. By incorporating technology into your succession planning process, you can improve accuracy, efficiency, and overall effectiveness.

Maintaining Organisational Resilience Through Succession Planning

Succession planning is not just about preparing for leadership transitions; it’s also about maintaining organisational resilience. A well-executed succession plan helps your business adapt to market changes, ensure continuity, and foster a culture of growth and development.

Adapting to Market Changes

The business landscape is constantly evolving, and organisations must be prepared to adapt to these changes. Succession planning helps you stay agile and responsive by ensuring that you have the right leaders in place to navigate new challenges and opportunities.

For example, if a key leader unexpectedly leaves the company, a well-prepared succession plan allows you to quickly fill the role with a qualified successor, minimising disruptions and maintaining business continuity.

Ensuring Business Continuity

Business continuity is a critical aspect of succession planning. By having a clear plan in place for leadership transitions, you can minimise disruptions and ensure that your organisation continues to operate smoothly. This involves identifying potential risks, developing contingency plans, and regularly testing and updating these plans.

Besides that, effective succession planning helps maintain employee morale and confidence. When employees see that the organisation is prepared for future challenges, they are more likely to feel secure and committed to their roles.

Fostering a Culture of Growth and Development

Succession planning fosters a culture of growth and development within your organisation. By investing in employees’ development and providing opportunities for advancement, you create a positive and motivating work environment.

This culture of growth not only benefits individual employees but also contributes to the overall success of the organisation. When employees feel valued and supported, they are more likely to be engaged, productive, and committed to the company’s long-term goals.

Securing Leadership Buy-In and Support

Securing leadership buy-in and support is crucial for the success of your succession planning efforts. Without the commitment and involvement of top leaders, it can be challenging to implement and sustain an effective succession plan.

Communicating the Importance of Succession Planning

Begin by clearly communicating the importance of succession planning to all stakeholders. Highlight the long-term benefits, such as improved business continuity, enhanced organisational resilience, and a more motivated and engaged workforce.

Use data and real-life examples to illustrate the positive impact of succession planning. This helps build a compelling case for why it should be a priority for the organisation.

When leaders understand the critical role that succession planning plays in the long-term health of the organisation, they are more likely to support and actively participate in the process.

Engaging Stakeholders at All Levels

Engage stakeholders at all levels of the organisation in the succession planning process. This includes top leaders, managers, and employees. Involving a diverse group of stakeholders ensures that the plan is comprehensive and takes into account different perspectives and needs.

Encourage open communication and collaboration throughout the process. This helps build a sense of ownership and commitment to the plan’s success.

Highlighting Success Stories and Case Studies

Sharing success stories and case studies can be a powerful way to build support for succession planning. Highlight examples of organisations that have successfully implemented succession plans and the positive outcomes they achieved.

For instance, you might share a case study of a company that experienced a smooth leadership transition thanks to a well-executed succession plan. This not only demonstrates the value of succession planning but also provides practical insights and inspiration for your own efforts.

Preparing for Common Challenges and Pitfalls

Succession planning is not without its challenges. Being aware of common pitfalls and having strategies in place to address them can help ensure the success of your efforts.

Addressing Resistance to Change

Resistance to change is a common challenge in succession planning. Employees and leaders may be hesitant to embrace new processes or fear the uncertainty that comes with leadership transitions. To address this, focus on clear communication and transparency.

Explain the reasons behind the succession planning efforts and the long-term benefits for the organisation and its employees. Involve employees in the process and seek their input and feedback. This helps build trust and buy-in.

Balancing Short-Term and Long-Term Needs

While it’s important to prepare for future leadership transitions, you also need to address immediate business priorities. For more insights, you can read about succession planning in the multi-generational workforce.

One way to achieve this balance is by integrating succession planning into your overall business strategy. Align your succession plans with your organisation’s long-term goals and ensure that they support your current operational needs.

Managing Intergenerational Conflict

Intergenerational conflict can arise when employees from different generations have differing expectations and work styles. To manage this, focus on fostering a culture of respect and understanding.

Encourage open dialogue and provide opportunities for employees to share their perspectives and learn from each other. Promote collaboration and teamwork, and recognize and celebrate the unique contributions of each generation.

Frequently Asked Questions

The primary goal of succession planning is to ensure business continuity and prepare for future leadership transitions. It involves identifying and developing potential leaders within the organization to fill key roles when needed.

  • Generational differences can impact succession planning by influencing employees’ values, expectations, and communication preferences.
  • Understanding these differences is crucial for creating a succession plan that resonates with all generations and fosters a cohesive and collaborative workplace.
  • Each generation brings unique strengths and perspectives, which can enhance the succession planning process.

By addressing generational differences and fostering a culture of inclusiveness, you can create a succession plan that benefits the entire organisation.

Succession planning fosters a culture of growth and development within your organisation. By investing in employees’ development and providing opportunities for advancement, you create a positive and motivating work environment.

This culture of growth not only benefits individual employees but also contributes to the overall success of the organisation. When employees feel valued and supported, they are more likely to be engaged, productive, and committed to the company’s long-term goals.

Succession planning can be a complex process, and it’s natural to have questions. Here are some frequently asked questions to help clarify key aspects of succession planning:

White Cyborg Finger About To Touch Human Finger 3d Rendering

“The greatest sales people in the world respect their buyers and leave them feeling confident that they have just made a fantastic decision that will help them achieve their goals more easily.”
~ Chandell Labbozzetta

The Impact of AI on YOUR Sales Numbers and Influence

AI is actually something of a red herring.

The truth is that we’ve all been using AI in the background for years without ever thinking much about it, but now it seems as though people are worried that it will take their jobs, their clients, and their business away. For some people that may be a real threat, but here’s the good news… It’s up to you whether AI is the promise of abundance or the threat of scarcity. That outcome is something you CAN control!

I’m working with sales professionals and leaders in many different fields who are using AI to accelerate and empower their sales results. For example, Jenny is using AI to locate ideal clients and research their background so that she can direct her conversations and focus on their highest goals. It has enabled her to get to a 91.3% close rate, more than doubling her sales value with less time spent and ensuring that she has a waiting list of highly qualified clients. Anna is using AI to motivate her team and help them track their performance more actively – as a result, individuals have discovered new strengths as well as ways to overcome weaknesses and plug the holes in their system. For both of them, AI has been the tool they never realised they were missing that enables them to fully use the human potential in themselves and their collaborators.

How is that possible?

It simply requires that you recognise what AI is good at and use it to help you track and perform those actions, while also letting your human side shine. AI is like your calendar or your PA on steroids – helping you plan and organise more effectively so that you have more time and energy to do the things you do best.

What Does it Mean to be Authentically Human in Sales & Leadership Anyway?

Scripts are powerful. They give us guidelines – rather like a rope in a cave – but when we depend on them too much, they turn human beings into tools and robots.

It doesn’t matter if you are delivering a formal sales presentation, having a phone conversation, or an in-person meeting… A script can be deadening or it can deliver results – depending on the other skills you bring to the conversation.

A recent example of this was shared during a session in which we played recordings of real conversations. It comes from a performance discussion:

Manager: How’s it going, Sally?
Sally: I’m having a terrible week, my cat had to be put down on Sunday.
Manager: Oh. (Brief pause) Well, how do you feel that’s going to affect your numbers this week?
Sally: (sounding disinterested) They’ll stay about the same.
Manager: Are you sure? I’d hate to see you lose your bonus.

I mean!!! Here you have two people face-to-face in the same room and all the manager can say is, “Oh!” before continuing on with the planned conversation. I’d have to say he deserves to feel threatened by AI because that was about as scripted and inhuman as you can get.

If Sally had been talking with a chat bot it might have at least been programmed to offer a response to her news about her cat.

As it happens, this manager has been passed over for promotion several times because he has not worked on his listening and conversational skills. He feels like he’s good at his job, organised, and cares about the company so he deserves a promotion. He doesn’t understand that leadership isn’t about competence as much as it is about influence which comes from being human and relatable.

I could have told you some equivalent examples from sales calls and presentations where the individual ignored the cues from his audience and pressed on with his prepared message. You can probably think of some yourself.

Effective sales people (and leaders) can tune into their audience, they know how to listen and pick out the key phrases or emotions others need to hear, and they can respond appropriately to other people and then return to their presentation or script gracefully, leaving the other person feeling they have been heard… And, therefore, open to listen in turn to what you are saying.

What is the Difference between Authentically Human Sales and Traditional Sales Strategies

“The person with the most flexibility controls the situation.”

Traditional Sales Strategies can be a little like the manager I quoted above – so focused on the script and the message that they can’t manage to deal with any variations. Really effective sales people may use the same strategies and scripts as others, but they have the ability to pay close attention to the person in front of them, to listen closely, and to make adjustments to their language, mannerisms, and the way the present the facts.

In a thriving economy, scripts and systems are incredibly effective, but when things get tough, it is the connection and relationship that dictates the outcome. That means that you need the flexibility of authentic humanity and the more powerfully you can project that, the more effectively you will be able to sell you product, service, or idea to others.

The era of heavily scripted and automated sales is over. If that is your preferred (or only) method of selling it’s time to expand your range… Or you really will be an AI casualty.

Leadership and Sales - the Power Couple!

If you think that your ‘Sales Team’ are the only ones who need to know how to sell your products and services then it’s time to reevaluate your approach. When I tell people that Sales is the #1 Life Skill, I often get pushback and a request to explain why I say that because it seems to me that when it comes to things people fear, if Public Speaking is the top contender and Death is second, then Sales is in third place. I get that… If you’re thinking of the pushy, sleazy sales tactics that are often associated with used cars and real estate…

BUT – the truth is that we are all selling

  • Ideas
  • Behaviours & Habits
  • Products & Services
  • Choices

… Unless we stand back and take the approach which lets other people dig their own grave if they don’t immediately resonate with the advice we offer.

Natural consequences are great teachers – yet, as parents, friends, colleagues – and certainly as leaders – there are many lessons we’d all prefer to have our children or others learn from advice rather than experience.

That is why leaders in every context need to hone their sales skills and their ability to choose the right examples, present them appropriately with language and images suitable for the person listening to them… So that you can deliberately and purposefully lead others to examine their options critically, choose wisely, and follow through diligently.

How to Accelerate Your Sales Skills in a Changing World

As I’ve mentioned previously, sales skills aren’t just about selling products and making money – and they’re certainly not about manipulating others for your benefit at their expense. If the idea of ‘sales’ leaves a nasty taste in your mouth then you probably need to make a determined and decisive effort to reevaluate your position.

If you aren’t averse to ‘sales’ but recognise that your current skills aren’t sufficient for the future challenges you anticipate then you probably already know that I’m going to suggest that you improve your ability to:

  • Listen actively
  • Ask probing and powerful questions
  • Accurately observe others’ behaviour
  • Use appropriate language
  • Build strong connections
  • Create powerful visions of the future

Your question is probably:

“How can I take my existing knowledge to the next level?”

My answer:

“Knowledge is not enough. You also need to practice, experiment, and get feedback.”

Which is why I’m excited that we can once again hold in-person events!

My Leadership Sales Summit is designed to guide you through this way of selling in an authentically human fashion so that both parties feel valued and end with a sense of satisfaction and a stronger relationship. This is not ‘merely theory’ it’s 2 days of solid practice and learning with the goal of enhancing your skills.

Click HERE to email the team and register for Early Admission and join us for this powerful and transformational experience.

“Resourceful people are happier, more successful, and have more satisfying relationships.”

~ Chandell Labbozzetta

Yes, You CAN Become Resourceful… if You Want To!

Before you waste your time reading this article, let me ask you a question:

Do you actually WANT to become resourceful?

Not too long ago… In fact, not much more than 12 months ago, most people who read this article would have said, “Yes!”

These days, I’m finding that people like the ‘idea’ but not the reality.

It’s amazing what uncertainty, a global pandemic, and government interventions can do!

Here are three quick questions to test your mettle:

Are you willing to own your current results… Or do you blame others for them?
Do you take action… Or do you wait for direction, permission, or circumstances?
Are you ready to change your behaviour… Or do you hope that you can keep doing the same things and yet achieve different results?

If your answers were weighted to the right hand side, and you are happy with those behaviours then you’re probably not ready to make the shift from reactive to resourceful. On the other hand, if you still think that you’d like a little more control over your life, then maybe you should rethink your willingness to change.

What Does This Change Demand of You?

Resourcefulness is really about control and ownership.

One of my favourite sayings is, “You can’t control the wind, but you can control the sails.” In today’s terms that means that you can’t control what governments, authorities, and germs will do to your circumstances, but you can control your actions.

So, creating change demands VISION, COMMITMENT, and ACTION.

The surprising thing for many people is that you can become more resourceful just by practicing a few tiny (but transformational) habits.

Step #1: VISION

What was the first thing you did when you arrived at work this morning?

If you opened emails or other communication channels to decide what you would tackle first, then you’re becoming the victim of other people’s priorities and the chances are you are not completing your own high value activities.

This usually happens because you don’t have a clear vision or goal for your role, or at least for your day.

  1. The first step to becoming more resourceful is to clarify your vision and then make sure that you set your task for the first hour of the next day according to your goals before you leave (or stop) work each evening.
  2. When you do this, you are telling yourself that you have something important to do… And you are also triggering a resourceful response to interruptions, distractions, and derailments.

Step #2: COMMITMENT

Start by taking control of your day in small steps. You can commit to one hour of self-determination for a month (your first hour) even if you aren’t yet ready to take control of a larger chunk.

Once you see how effective that mental decision is and how it helps you discover resourceful ways of deferring interruptions, you’ll be motivated to take bigger steps, but it’s important to start with a “No matter what” commitment… And I really do mean, “No matter what!” Unless you are dead or dying, don’t let anything derail that commitment!

Step #3: ACTION

Just do it!

Don’t think about it. Don’t write about it. Don’t talk about it. DO IT!

… Now notice what you accomplished.

  • Was it enough?
  • Was it more than you expected?
  • Was it less than you expected?
  • What will you change about the way you set your goal tonight?
  • Will you do something different tomorrow?

Spend a few minutes journaling about your experience, then feel free to go back to your usual schedule – until tomorrow morning.

You’ll be surprised at how your entries change over the course of the next 30 days… And you’ll be ready to decide whether resourcefulness and control is something you want to pursue, or whether you’re happy reacting to whatever the universe sends your way.

#TuesdayTips

If you’re a fisherman, you know the importance of being in the location where the fish you are looking for hang out and having the right bait to attract them. In business it’s no different.  Once you have a vivid picture of exactly what type of person is your target market you can work out where they hang out, and exactly what sort of things will interest them.

In the early days of my coaching business I assumed that if you were paying a coach you’d discuss your marketing with her. (Now I know that I need to bring this matter up explicitly.)  Anyway, Anna didn’t tell me she was going to spend $5,000 on advertising until it had been signed off, and I went, “What are you doing!”  Spending $5,000 on broadcast advertising was like hiring a trawler and hoping to catch trout – and Anna’s cash flow meant that this was cutting out a lot options.

She was competing with so many larger companies who had more money to spend on the channels she was dipping into and she was not going to have much budget left for targeted marketing! So I was really worried about her survival. The earlier you are in your business the more laser-like your targeting needs to be – later on your cash flow is less restricted and you can afford to experiment a bit, but at the start you need to be very cautious.

Two months later we evaluated Anna’s marketing and looked at the results. That $5,000 had produced $0 in revenue and no enquiries while $100 invested in a targeted campaign had delivered a substantial return. It was a lesson neither of us will ever forget.  Anna had assumed that the return would be based on the size of the investment, I had assumed that there was nothing to be salvaged.

The Lesson: Selling is Like Fishing  I use this story to explain selling quite a bit. When people first get into business they just want to get any kind of business they can.  So they get a great big fishing trawler with a massive net and they go out there. If you ask “Who’s your client?”  The answer is “Anyone! I can help anyone! Just send them to me, I can help anyone.”

They go out with this great big net, they trawl along in the ocean and they put all this effort and fuel and resources into dragging this great net along and they get back to the shore and they’re really excited because it’s heavy. Then they start sifting through all the stuff in the net and the excitement starts to wane because they find lots of toilet lids, shoes, and other garbage that was at the bottom of the ocean, and a few rotten fish that they can’t use.  Finally, out of that entire big load there was probably only about four or five fish that were worth spending time on.

This is what most people do – especially when they’re starting out.  They go out and they spend thousands of dollars sending a trawler out into the ocean when they could do so much more with a clearly defined target market and the perfect bait.

Just imagine if they invested all those resources fishing in a clearly defined target market! They could attract wonderful clients who were looking for what they were offering.

How have you found working in a niche compared with working with ‘anyone’?  Let us know in the comments.

Meta Description: Know your target market then use the right bait to attract them to your service and help them buy.

Handwritten Sign 200x131

Book your complimentary 30-minute Discovery Session with Chandell.

By popular demand we have turned many of our multi-day workshops into multi-week online courses with a live day to kick them off. Learn more at https://businessgrowth.mykajabi.com/masteryoursales

By The Business Doctor, taking the headache out of your business!

Remember that day you decided to start your own business, how excited you were and probably had tonnes of other emotions running through your head, but deep inside you knew it was the right thing to do. You worked as hard as you needed to all of this as to ensure that your business would take off. You would celebrate your wins and push through the losses and things just started to happen….

So the next logical step was to get some help in your business, you had the clients but you realized you were probably spending far too much time on things that were not making you money. So here you go finding some help. I mean how hard can it be?

You know what you want and within no time you have hired your first employee. Your new employee is perfect and as a bonus the new employee is also nice. You spend time together and explain what needs to be done and off you go.

You are growing your business and at first the employee seems to be going okay and so you give the new employee more things to do, you can’t believe your luck! But as time passes things don’t seem to be going that great and even though you keep telling your employee to step up nothing really seems to happen so you decide to do it all yourself just to ensure it gets done right. What could have possibly gone wrong?

Now this might not be entirely you and if it is not you you might know someone like this. So what happened? Finding the right staff is not just a matter of hiring someone you like, it requires a certain amount of skills and if not done properly will cost you as the business owner not only lots of time and money but can also damage your reputation.

Consider the following 5 things before hiring a new employee:

  1. Be clear:– Write down a list of what skills are required and what you expect this employee to do, be specific
  2. Target:- Be clear in your ad of who you are looking for
  3. Shoot:- Make sure you have a process in place to respond to the applicants, not responding in time could already have you start on the wrong foot and create a wrong image of your business
  4. Communicate:- Have a clearly defined recruiting process in place so the applicant knows how long the process will take and what is expected
  5. Action:- Once you find the perfect employee make sure you keep in communication with them, e.g. employment conditions, start date etc.

After all think about it, the reason why you are employing in the first place is to help you grow your business and make your business more profitable right? So make sure you don’t take any shortcuts in introducing one of the most costly resources into your business.

Handwritten Sign 200x131

By popular demand we have turned many of our multi-day workshops into multi-week online courses with a live day to kick them off. Learn more at https://businessgrowth.mykajabi.com/masteryoursales

Logo

Share This

Select your desired option below to share a direct link to this page.
Your friends or family will thank you later.