Re-purpose Your Employees

Re-purpose Your Employees

Purpose and Vision are key components in the development of the proper culture for your organization.
Clearly communicating that Purpose and Vision to your employees helps to align them and creates a pathway to greater engagement and satisfaction.

Every employee can act as an accelerator for your organization if they feel confident in the clarity of their role, how they can be successful, how they can develop and how the work that they do makes an impact on the business and its community. Each additional employee that is aligned with the purpose and vision further accelerates the organization by magnitude through focus on the goal.

Setting proper expectations for the activities and behaviors associated with each role, along with objective measures to verify achievement, creates focus on the objectives and allows for improvement through regular feedback reviews.

Balancing the intrinsic motivation (Vision and Purpose) with extrinsic (Compensation and Reward) becomes an important part of the leadership puzzle. Without a proper balance, frustration from the company or the employee may subvert the culture and create unwanted activity incongruent with the Purpose and Vision.

The organization must have a compensation structure that supports the goals of the company and the employees, while allowing the company to grow and thrive in a volatile market environment. While compensation, defined by the metrics of expectation, is an important part of employee satisfaction, the investment in employee development must also be addressed. The creation of a process focused and consistent training program can further align employees to the purpose and vision by building skills to successfully execute the expectations and behaviors that the organization deems relevant.

Together, purpose and training move in a consistent and connected way towards the strategic vision of the company. The training plan should be based on a combination of industry knowledge, company specific experiential learning and broad skills development that blend the general and the differentiators of your organization’s brand/value proposition.

This investment in employee growth allows them to move through the training with a deeper belief in the purpose of the organization and greater energy to collaborate in achieving the expected success.

Your people are the manifestation and expression of the Vision and Purpose of the organization. They are the Brand Ambassadors of the company. Give them the proper lens and filter through which they make informed and insightful decisions. Give them a Vision and Give them a Purpose.

Managing Expectations

Managing Expectations

In every aspect of your growing business, you set expectations – of yourself and those who work with you. Whether you are a dedicated list maker or not, those expectations must be communicated to the affected parties.

New Employees

Every new employee has the potential to help your business grow and succeed. To do that, they are expected to learn your business and methodologies and execute efficiently within those frameworks. However, they will not be 100% effective from day one – their development is a process that has defined steps. Where should they be along the process on day 10? On day 30? On day 90?

Having measurable goals at each stage allows you to manage the development and improve the chances for a successful engagement by each employee. By explaining these goals (and how the company will help them achieve the goals), the employee can visualize the pathway to success. Regular communication and support along that path keeps them aligned and moving towards fulfilling those expectations.

Existing Employees

Too often, development diminishes once the employee has reached an acceptable threshold of competency. Communication becomes less frequent as the challenges of competent execution are minimized. However, employees tend to reach plateaus that are ‘good enough’ in order to maintain the status quo and/or retain their employment.

By setting expectations for the continuing development of employees, they are challenged to be better and to grow with the company. Industry specific training, skills refinement and leadership options exist to support this endeavor across all price points – some free options and scholarships are out there as well.


Do you ever ask yourself “What does my company expect of me?” or “What does each employee look for in each interaction with me?” The goals that you set for yourself need to be in step with the goals that others have of you. They look to you for leadership. They look for your guidance, motivation and discipline (when appropriate and necessary). They look to your vision, your integrity and your energy. Your compassion and empathy raise them up. Your experience and wisdom keeps them from straying too far off course.

Be clear on your expectations of others and yourself, but be open to understanding their expectations of you and your leadership.

Partnerships for Growth

Partnerships for Growth

You don’t lead in a vacuum.

Successful organizations are built with the blood, sweat and tears of many partners – mentors, coaches, employees, clients and vendors. Choosing the right partners to support the company vision becomes a key part of the success.

As with all important decisions, finding the right partners requires a process: first you must assess what you want from a partner and how that relationship can provide value for you, for them and for your organization. By determining your goals from such a partnership, you can begin to ask questions that will verify alignment between potential partners, their goals and your own. Utilize testimonials and references – personal and professional – to get a complete profile.

Do they complement you?

Unfortunately, the downside to certain analytics tools and algorithms match you with like-minded and homogeneous connections, whether they be people or information or opinions. While goals should be aligned, diversity of thought and opinion has greater value in making decisions. The broader the expertise and knowledge, the better the coverage of potential risk factors and potential obstacles than a single mind or train of thought can provide.

If your company is filled with variations of yourself, you are limiting the creativity and innovation opportunities to build and develop the organization.

Do they challenge you?

As an entrepreneur, who is inherently driven forward, and as a visionary, who sees opportunity at every turn, you can become distracted from the leadership necessities of the operation. Other leaders may become paralyzed from growth by increasing responsibility and the fear of failing – both yourself and those who depend on you.

The right partner will not let you be guided down wrong pathways. They will point out folly and push you when your own psyche is holding you back. They can help you overcome these challenges by providing a new lens of vision. They can help to share responsibility and allow you to focus on the important, versus urgent, business roles to improve and grow.

Do they support you?

Alignment to the vision is paramount to achieving success. Initiatives live or die by the focus and support they are given. When decisions are made, the right partner becomes your lieutenant to help communicate the expectations, marshalling team buy-in and directing collaboration to properly execute. They become champions of the process and add their voice in support of the change behavior.

Partners are essential to your company’s success. They can be found throughout the stakeholders in your company. The more partners you have and partnerships you develop, the stronger your foundation and credibility will become. When you treat your relationships with your colleagues, subordinates, coaches (both internally and externally) as partnerships, you unlock greater opportunities.

Respect: Given and Earned

Respect: Given and Earned

Your organizational vision and strategy are the framework to achieve greatness. However, without the right people – in the right positions, on the right path and making the right decisions – greatness is only a dream.

Plans and intentions are only as successful as the execution in delivering results. Analogy alert: All the football schemes, formations and play design are useless without the players who perform and the collective team psychology to seamlessly support each other.

For your business to be successful, you need to have (and recruit) strong, competent development projects – people who can execute based on the business priorities, who make prudent decisions in alignment with the organizational objectives and who continue to build and refine their skills to increase effectiveness.
Your people need to have the Grit (work ethic and fortitude), the Will (the intrinsic motivation to succeed) and the Capacity (the mental and physical wherewithal) to properly deliver on the business promise to your customers, your suppliers, your investors and each other.

As a leader to your company and to the people who breathe life into the vision, you have a responsibility to find, guide and train the best possible team. Finding them requires the creation of a valuable brand that draws the best and brightest to your organization. Your company brand must have a clear vision of success, the expectations and metrics to keep you on the path to success and a proven program to engage and develop your people to reach their own career milestones.

People who are aligned to the company goals, who have the tools and processes for success and who have regular opportunities to grow, will move your organization forward with greater acceleration. The right people, focused on the right priorities, will drive your business. They are the personification and the actualization of your business mission, which ultimately improves your brand and improves your recruiting potential as you grow.

Focus your attention on your people with review, recognition and reward to keep them aligned to the proper process and motivated to achieving mutual success. Strategy, properly supported with the right people, can bring your dreams into reality.

Overcoming Hidden Obstacles and the Permission to Succeed

Overcoming Hidden Obstacles and the Permission to Succeed

Every business (that is a going concern) has experienced success.

Many brokerage businesses achieve certain levels of success through the sheer will and drive of their entrepreneurial founders and leadership. However, the wider opportunities that exist are often hidden from these leaders due to inherent uncertainties and deep seated fears of exponential success.

In some instances, these leaders are able to create a viable and thriving business that harnesses their own skills and strengths, but often overlooks their skill gaps, which ultimately limits the growth opportunities available to them. In other instances, the leaders accept their current level of success as the only (or maximum) success that they are destined to achieve. Without a resource or partner to help overcome these limitations, the business plateaus and motivation decreases, further limiting opportunity where beliefs become calcified into a ‘good enough’ mentality.

As an owner (and/or leader) of a business, you have a responsibility to the stakeholders of this ‘going concern’ to create a sustainable and growing organization that supports its employees, its customer base, its vendors, its community and its owners to maximize value.

You can do more, you can achieve more, you can earn more and you can share more.

First, you have to make the choice – the choice to invest in your business to make it stronger in the market, more agile to protect against external obstacles and more effective in providing service solutions.

If there is no failure (only success and learning), risks hold no power over your future. Risks are only shrouded opportunities.

You have the power to be great and to achieve the success that you have envisioned (in those quiet moments of reflection). Surround yourself with people who make you better and those that you can make better.





Education and development for the people within your organization are keys to building a successful and healthy company.

Invest in the future of your company to develop skills and insights.

Improve overall decision making through increased relevant knowledge.



Trying is an activity that has no true defined outcome. It is only effort for effort’s sake and does not provide a context for improvement.

Failure is an acceptable result only when there is a plan to learn from it. Commitment to the result will create the needed lens for finding the better solution and move you forward in your approach.



Belief in the goal provides the force that allows you to overcome the obstacles that exist in the path to success.

Belief provides focus and collective belief provides alignment that magnifies the focus to drive you towards your goal.

Without belief, energy and effort lack a proper motivation for success.



Change is inevitable, but change follows a pathway that cannot be parsed within specific time constraints.
With Belief and Commitment to the outcome, the success WILL occur with the proper efforts applied accordingly and in alignment.

It WILL happen, do not FORCE it.



The Law of Abundance guides us to see that there is success and fulfillment readily available within the world.

We must let go of the fetters and belief that there is only a scarcity of resources, time and energy and retrain our minds and thoughts to recognize opportunity and success.