BUSINESS Look for quality
Choosing an employee for leadership training means understanding their potential. Look beyond someone who has industry knowledge to ensure that they’re willing to learn and grow, says Natalie Rose Brown, owner of Indigo Services Consulting, Houston. Seek someone with ambition, the desire to take on additional responsibility and accountability, says
Richard Arenz, CPA, principal of Avanzar Business Consultant, Cape Coral, Florida. If they don’t communicate that to a company owner, then the owner can observe from a distance to
see who’s taking charge “because you have somebody who’s supposed to take charge on the work site,” he adds. Sometimes a company owner has to go beyond observing from afar and take the time to get out in the
trenches to observe employees, Arenz says. In looking for a crew leader, don’t discount someone who lacks experience but is strong in their work eth-
ic, organization and is detail-oriented, says Mollie Watkins, founder of Compre- hensive Consulting Solutions for Small Businesses, Fayetteville, Arkansas. Use skills assessments in contrast to personality assess-
ments, which Watkins says can be “tricked,” to ascertain someone’s work motivation, dependability and reliability. “Maybe they don’t have the experience we’re looking
for, but their work motivation and reliability are scoring as expert or highly proficient,” she says. “That’s someone we want to sit down with. That also helps us determine how we don’t waste our time with bringing people in that tell us one thing and actually do another.”
for a day so they can get a feel for the day-to-day opera- tions and requirements. A business owner should always be the best example
and role model for what is expected from their employees, says Ries-Jubenville. “Te business owner should have a clear mission and
vision for the company, then repeat it constantly and build it into the business systems,” she says. Te business owner should mentor the top manag-
ers both in their tasks and in their management skills, Ries-Jubenville says, adding the top managers then use those skills to manage their teams. “A business owner should have an open-door policy and
be willing to listen first, then be able to make the hard de- cisions and have the difficult conversations to lead the team to the best outcomes,” she adds. Given the current conditions that add more challenges
such as the supply chain issue, business owners should seek a way to teach employees on the job and encourage devel- opment with an eye to a return on investment in doing so. Training and development are an ongoing process of
communication, says Ries-Jubenville. “Tere will always be a cost when an employee is first
hired — generally, the cost is the time of the hiring team and trainer,” she says. “When development is ongoing, it
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