In this special episode, I join George Kamel on The EntreLeadership Podcast. We talk about how finding a high-performing assistant who thinks like a leader can help business owners take back their time and focus.
The conversation was so enlightening that the One Next Step team wanted their listeners to hear the original interview with audio generously provided by The EntreLeadership Podcast.
Here are some takeaways we shared:
1. One of your core values should be to love what you do for a living.
Too many people dread Mondays. But what if you could find a job that you looked forward to going to on Sunday evening?
The Great Resignation emphasizes a shift in priorities for many employees. People are seeking work that aligns with their passions and interests. This isn't just about personal fulfillment; it's about building high-performing teams.
When team members love what they do, they're more engaged, productive, and creative. This passion fosters a positive work environment with better communication and morale.
To ignite this passion, focus on hiring people who are enthusiastic about your industry and the work you do. Help your team see the bigger picture and how their individual contributions drive the company's mission forward.
2. Provide clear expectations to your team members.
A thriving organization relies on a cohesive and highly engaged team. To achieve this, clear communication of expectations is crucial. Your team members should understand their Key Result Areas or KRAs — the key metrics used to measure their success.
Transparency around career development opportunities is equally important.
When team members understand how their performance impacts promotions and salary increases, they're empowered to take ownership of their professional growth.
3. To avoid micromanaging, ask your employees what support they need.
Great leadership is about stewardship, not control. Micromanaging stifles creativity and initiative. Instead, foster trust by asking your team, ‘Do you want my support and help, or are you good?’
This empowers them to take ownership and make decisions. Of course, be readily available to offer guidance when needed or if red flags arise. By striking this balance, you build trust and encourage a sense of ownership within your team, leading to higher engagement and satisfaction.
Employee engagement thrives when performance and satisfaction are valued equally. When your team feels supported and trusted, loyalty is a natural result.
Subscribe to The Entreleadership Podcast to hear more interviews like this one.
And as a next step, here are some questions for you and your team:
Have you seen any effect from The Great Resignation in your team/company?
What is one way you keep your team members engaged?
What type of KRAs and job expectations do you provide to your team members?
What are some ways your leaders have invested in you in the past?