I was recently asked, "How do I know when I've overloaded my managers?" The challenge is not overloading them.  The burden is the discipline of setting clear, easily measurable objectives and following up.  Especially how you follow-up.

Follow-up is a critical habit I help service managers, owners, sales leaders, controllers, and other leaders develop in our Certified LEADER program.  The next group starts the week of July 6 and finishes at year-end so your leaders close 2015 stronger, and are in top form for 2016. (Click here for the brochure or sign-up on our website before  its too late.  Save 10% as an Intronis partner - use coupon CL-Intronis1).

Too often executives wait too long to improve the skills and results of a service manager, sales manager, controller, or other company leader. The results on your bottom line are devastating.  What are the key criteria of top performing leaders you want on your team so your managers are achieving the highest possible ROI?

1. Talent Match:  The core behaviors and motivators of the individual must match the position.  We confirm this with our Talent Assessments.  It is VERY difficult to be highly effective in all the key responsibilities of a role if the person is not a match.
2. Passion:  Is the person a 9-5er?  Not a match.  We need leaders who wisely meet the needs of the position while not over-working themselves into burnout and/or poor personal lives.
3. Relationships:  How well does the person get along with coworkers and behave with Clients?  There must be a time limit for resolution and/or improvement when there are behavioral issues.
4. Performance:  Is  the person achieving the goals you set together with them?  If not, then for how long?  It is important to recognize low performance within a week and immediately start to work more with them to improve.  If lackluster results extend to one month or one quarter then you probably have to replace them. In rare cases you might extend the time frame for improvement by 1-3 months, but the burden of follow-up and accountability remains on YOU.  It starts with identifying their early failure before it grows into major pain and cost;  then stay on top of it, be consistent, and give them plenty of opportunity to succeed.
5. Trust:  Last, but arguably first, is do you trust this person 100% to always do their best and represent your company in ways that are consistent with your company culture cornerstones (mission, vision, and values, with accountability).   Trust issues must be resolved quickly and fully because often you have only seen the "tip of the iceberg" when you have a concern.

What is the ROI of a leader performing at their best who is a match with the job, passionate about their work, good with people, meeting or exceeding goals, and is totally trustworthy... Compared to someone who fails to meet one or more of those standards? HUGE.  $100,000 minimum a year, often millions.

Disagree? Contact us and let's talk about your managers who are not performing.  They might be a candidate for habit and skill improvement in our Certified LEADER program.  For example, today I recommended a manager be replaced and the person on the call with me is not even a Client.  We were just discussing his options.

Go for the highest ROI with your leadership team.  It is crucial to the long-term success of your organization.