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As a business owner, you know what it’s like to lie awake at 2 a.m. Maybe it has happened when you are excited and full of new ideas for your business. More often, it’s because you are worried about issues you will face the next day. Sometimes, it’s because you just woke up with the solution to a problem. I’ve experienced all those emotions about my businesses over the years. Awake at 2 o’clock? is where I share them with you, and hopefully help with answers that will let you sleep.
John F. Dini, CExP, CEPA
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Small business owners are the Hunters of the 21st century. We are 3% of the US population, and yet we create over half of all American jobs. As Hunters, we may not be inclined to manage by the numbers or stick to systems. Are you a Hunter or a Farmer?
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How prepared are you to exit your company?
The Assessment breaks down the four major categories of exit readiness; Finance, Planning, Operations and Revenue/Profit.
Tag Archives: employees
1,2,3 Red Light!
Last week I was a guest on Jim Blasingame’s Small Business Advocate show. The topic was a riff on my article of a couple of weeks ago about excising infectious employees. One of the issues that we discussed was identifying a … Continue reading
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Why Great Salespeople Make Lousy Sales Managers
It’s been said so many times that (at least I hope) it is a business axiom on the same level as “cash is king.” Promoting your best salesman to sales manager is guaranteed to cost you a great salesman and … Continue reading
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Happy Ostara: Owner Infallability
The origins of Easter are lost to history. I don’t mean the Christian holiday celebrating the resurrection of Jesus, or even the Jewish holiday of Passover which it matches on the calendar. In fact, the name Easter is a derivative … Continue reading
2 Responses to Happy Ostara: Owner Infallability
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I’ve been following your blog for close to a year and this is my favorite post. Glad you decided to re-run it because I missed it the first time around.
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Cutting Out Employee Infection
A client found himself in an unenviable position. The cancer of negativity had spread through his management team. He knew the sources, and was prepared to clean house. Where should he start? First, some background. The company was a bootstrap … Continue reading
One Response to Cutting Out Employee Infection
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Last year our production manager had a verbal blow out as he felt our goals were too difficult to achieve. I gave him three paid days off and he had a vacation after that. He decided to move on (much to my relief and financial relief). I now have two assistant production managers who have easily met our goals. they accomplished their goals because they did not know “it could not be done”. It is amazing what can be accomplished when we do not know what the limits of ingenuity are.
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Employee Investment Takes Time
Despite millions of dollars in revenue and expenses, an NBA team is a small business. A coach gets 15 positions (12 active and three reserve) with which to field a winning organization. As in any small business, every player has an important role. While some … Continue reading
Interesting article! We as so many other small business’s are always looking for what we believe will make a great sales manager. We usually do not give enough recognition to our top performers, but will seek out rewards for them.
Unfortunately, you are spot on here…in most cases. A better alternative than promoting top salespeople into management could be creating a mentor program where the top salesperson is more of a “Team Leader” who mentors new salespeople for a slice of their commissions. Doesn’t cost the company a dime, give the top salesperson a promotion and title and disseminates best sales practices throughout the team. As a new salesperson, I would take that deal all day.
This viewpoint may work from a 10k ft view, however; each situation needs to be looked at on an individual basis. For example, I have always been in the top 5% of every sales team I was a member. One of my clients enticed me to take over a struggling sales team due to his promoting the #1 salesperson into managment. While having my own growing pains, I soon discovered the key to success in transitioning to management was to alter my “mindset”. All of a sudden my ego needed arrested and I had to get my “kudos” for watching others grow due to my leadership. All of a sudden I was a member of the support function and whether during “ride along” sales calls I may have done the entire process – when I got back to the office I put the salesperson out front and said “look what they just did”. Most successful salespersons cannot stand the hit to their ego. Here is one that successfully made the switch.