Scaling Up... Who Should Lead and Who Should follow?

One of the biggest barriers to any company's growth and scalability is a lack of talented leaders. The majority of business leaders struggle with the leadership barrier and will never overcome it. It is why 96% of all firms in the US never break the $1,000,000 revenue mark. The best ideas and strategies fail because of the organizations inability to execute. The key to overcoming this leadership barrier is to put a system in place to proactively identify and develop leaders throughout the entire organization and at all levels. The talents and skills that makes a person a great frontline worker or sales person are rarely if ever the same qualities that will make them a great leader. To quote Marshall Goldsmith "What got you here won't get you there!" If you want to successfully grow your business you must develop competency in this area. So the question becomes what is the best approach for your business.

At REV Performance Solutions we help companies break down the leadership barrier and at the same time create a performance culture that can support the increased demands of a growing organization. Here's how: 1) Begin by creating a functional accountability chart for the organization. This is a simple outline by function of all the positions in your organization today and in the future. 2) Create a key accountabilities document and scientific benchmark for each position. Key accountabilities are the things that the person holding the position is responsible to produce. Using a multi-science approach and with the key accountabilities in mind a scientific benchmark is created to identify the talents and skills needed to be successful in the position. It is important to note that not all methods are equal. A study comparing the results of using a multi-science approach like ours vs. a single science approach showed a 32% improvement in identifying the right candidate for the role (60% using behaviors alone to 92% by adding motivators and soft skills to the mix. 3) Candidates that are applying for positions or who are up for promotion are assessed and compared to the benchmark. The assessment brings some much needed objectivity to the hiring and promotion process and also provides a blueprint for on-boarding, training and development. 4) With the accountability chart, key accountabilities, benchmarks and assessments in place, leaders at all levels have the tools they need to provide ongoing coaching and development which increases the effectiveness of the organization as a whole.

If you are interested in breaking through the leadership barrier and creating a performance culture that scales, please visit us at: www.rev-performance.com or give us a call: 612-202-2485.