Business Coaching - Michael Dill Action Coach

Major Attributes of Leadership

January 18, 2023 by Michael Dill

Last week, I talked a little bit about chapter one of Think and Grow Rich, in how you think. Now as leaders, in my book, Knock It Out of the Park Leadership, if you’re running an organization, you need to be a leader. And if you think about it, we’re actually all leaders. If you’re a parent to a child, you are a leader. If you’re working in an organization, you are a leader. You may think you’re not. You may think you’re a follower, but somewhere along the line, you’re going to be mentoring somebody, and we all need to learn how to lead. Now, one of the chapters in Think and Grow Rich, give the major attributes of leadership on what characteristics we need to have to be great leaders. I’m going to share them with you. As you’re reading this, take an inventory of yourself so you know where you need to shine in certain areas.

The first one is Unwavering Courage. Now I’m not talking about necessarily courage on the battlefield, but courage just to make a decision to move yourself and your company forward, having the courage to go outside your comfort zone and do something you haven’t done before. Have the courage to introduce a product or a service that hasn’t been done before, that hasn’t been proven, so you can stand out as a leader. #2. Self-Control. Leaders must have self-control. You can’t be a leader of an organization and go out and berate somebody on your team in front of your team and expect to maintain respect as a leader. #3. A Keen Sense of Justice. You always have to have a keen sense of justice as a leader. Do what’s right and make sure others follow.

#4. Definite of Decision is extremely important. For those of you who are indecisive, that’s a muscle you need to work on to become very definite in your decision-making process because people are following you and they expect you to make a decision. Yes, you can mastermind, you can consult with your coach, can consult with your mentors, and go through the process. But when it’s time to make a decision, be firm, be definite. Make that decision. #5. The Habit of Doing More Than is Paid For. As a leader, you need to sometimes go out of your way to do more for others. #6. A Pleasing Personality. Of course, it’s not like the old days being a dictatorship where one would say, “This is the way it is.” “Do as I say, not as I do.” No, that simply doesn’t work. People are waiting for you to lead. Have a pleasing personality and show them how to do what they need to do by setting the example first.

#7. Sympathy and Understanding. We need to be empathetic at times. We need to have the ability to put ourselves in the other person’s shoes to look at it from their side so we make a proper decision to have the conversation, so both parties win. #8. Mastery of Details. Now as a leader, you just might be a great leader of people, but maybe you don’t do details very well. However, you can hire somebody, a confidant, somebody on your team that you can instruct the details to, and they can print out the details, have everyone follow up, and do it right. You don’t necessarily need to be that Excel spreadsheet wizard. Just be able to communicate the details masterfully so others can follow. #9. A big one is, Willingness to Assume Full Responsibility. Take ownership of everything good and bad in your organization, and in your life. And only then can you be a good leader.

Lastly, #10. Cooperation. Be in cooperation with your family, the ones you love, the people around you, and the people you lead, and things will all move forward much easier. These are the major attributes of being a great leader as outlined in the book Think & Grow Rich. Review this again. Rate yourself on a scale of 1 to 10. If you need help shining up any of these areas, feel free to reach out and I will guide you through the process. I wrote the book, Knock It Out of the Park Leadership. I didn’t figure it all out overnight. That comes from 30-plus years of reading books, mastering others’ details, following other leaders, learning, practicing, and mastering the traits and characteristics of the people who really set an example, make things happen, and lead. I wrote the book as an example; if I can do it, so can you.

COACH MICHAEL DILL is an Award-Winning Certified Business Coach, global speaker, and published author. He is a proud Action Coach Franchise partner as well as the President of Power & Ice Wealth Creation a strategic leadership company that works with business owners, leaders, teams, and entrepreneurs to both develop a systematized and structured organization while accelerating their mindset, efficiencies, and effectiveness to grow both personally and professionally to achieve extraordinary results. He brings more than 40 years of business and entrepreneurial experience in his leadership, team training, and mentoring practice. Businesscoachmichaeldill.com

Communication Dislocation

November 28, 2022 by Michael Dill

In 2012, there was a Gallup Poll estimated that $450 to $550 billion have been lost in productivity in the United States of America by disengaged employees. Why is this? One of the biggest contributors to this is the information explosion. Think about it. In the 1970s, we had three TV channels. We have over 200 channels now. We have internet radio, Snapshot, Facebook, webinars, podcasts, LinkedIn, Instagram, and Twitter. An actual information explosion. More information is coming at us on a daily basis than you would imagine as we get an average of 3,000 marketing messages every 24 hours.

At the same time as this information explosion, there’s been a lack of communication in the workplace. We’re up on virtual meetings, webinars, and such, however, down on the face-to-face in-person meetings.

Another surprising statistic. There was a Google Analytics done between 2018 and 2020 on a search engine for people searching for excuses to miss work. It hit a five-year high, a 630% increase in people looking at fixed excuses not to show up to work.

What’s an organization to do? I agree there’s a lot of frustration out there as the whole environment has changed which is obvious by the statistics. However, I’m going to give you three things to make sure they’re solidly in place to help you in these areas.

Number one, have the right culture. Create a culture, an environment where people want to thrive. Your culture is how people show up. Your culture could be comprised of ingredients like communication, excellence, hard work, whatever it may be, something that you can align your team too. When you are really clear on the culture of the organization, you will find people that want to blend in and be part of that culture. In addition, you as a leader will always be asking people how they’re adhering to the culture of the organization.

Number two, 90-day plans are very effective. Make sure your team leaders are creating 90-day plans. What exactly are they going to be doing over the next 90 days to accomplish their goals? Now you have accountability. You have KPIs, (key performance indicators). They know exactly what they need to do, and the action steps to achieve what they want to achieve. Everybody’s on the same page.

And the last point is to have consistent meetings. When you have a solid culture in place which is how everyone shows up as who they need to be to take the actions they need to take, which is on their 90-day plans, to get the results you’re looking for. While conducting consistent meetings you’ll be tracking all this with your team, asking for and getting feedback. What can we do better? Is there anything else we can do? This keeps everyone aligned with the direction of the organization.

For starters, just implement these three things. Create a culture. Have the meetings to track the 90-day plans and KPIs to make sure they’re doing what they say they’re going to do. This should alleviate a lot of the challenges the industries are experiencing by communication gaps and disengaged employees. Most importantly, you as an owner or leader of an organization, have to do whatever you need to do to make sure your team is engaged because if they’re not, you’re going to be one of the statistics leaving a ton of money on the table.

If any of you out there reading this need any help with any of these areas, feel free to reach out. I’ll be happy to help you put the culture in place, the 90-day plan process in place, and the meeting process in place. You apply and master those three things; it will make a huge difference in the projection of your team as well as your organization.

The Confidence – Courage Trap

October 31, 2022 by Michael Dill

I have a question that’s going to rattle your brain a little bit. Is confidence a good thing? Hmm, something to think about.

Of course, I think confidence is a good thing because you’re showing up with the right energy and confidence. In sales, anytime people are buying a product or service, they’re actually buying you, they’re buying your energy, they’re buying your confidence. When you feel that you can get the job done and deliver the goods, they will buy. However, another question for you to ponder, is confidence inside or outside your comfort zone? I think the answer is, it’s inside our comfort zone. Think about it, now you may be confident because a lot of the things you’ve done along the way has made you to show up in this confident manner. Whatever product or service you’re delivering, whatever division you’re delivering from within an organization, or how you’re showing up in a company or as a leader. You have actually spent time practicing your skills to be confident in this area.

However, is confidence an area that you want to stay there all the time? If you want to grow, the answer is no. You want to go to the next level. And the next level is courage, having the courage to go outside your comfort zone to try something different and do something you’ve never done before. Now, once you master this new realm, that increases your confidence once again in this new area that you have just ventured into. There’s additional confidence in this courage.

Let’s look at it another way; think of a stairway, confidence is the bottom step. We’ve built a confidence over the years in a certain area, the way we show up, what we do, our service, whatever it may be. Then at some point in time, we have to go outside of our comfort zone to possess the courage to go try something new, of which then that courage builds to more confidence, of which now we’re confident in that new realm, in that area of our life or business. When we get good and confident at that, we have to go outside our comfort zone again and tap back into the courage to go to the next level, to hit another additional arena of confidence once again.

I met a business owner a few weeks back in the landscaping industry. As we sat down, it was pretty evident during our conversation, that his company had made many small acquisitions along the way. In addition, they just made an acquisition that close to doubled the size of the company. Now, he felt that he had to put a lot of things in place, however, he just simply couldn’t understand why he was struggling. What the owner did not get was his mindset. His level of confidence was at a much lower stage of where the company was, versus where the company is now with the new acquisition. Because those acquisitions have grown the size of the company and requirements, his mindset / confidence hasn’t stepped up to that new level yet, as he was still at a much lower level of mindset as a leader and an operator.

What he needs to do is to go outside his comfort zone to increase his courage to tap into that new realm of confidence, so he can grow into the person he needs to be to run that new size company versus the company he used to run. If you possess confidence, that’s great. I have a tremendous amount of confidence in what I do and what I deliver to my clients. However, most importantly, I always know I have to get comfortable being uncomfortable to tap into the courage, to go into a place I haven’t been before so I can continue to work that stair stepper of confidence to courage, to confidence, to courage, to confidence, in order to continue my own personal growth path.

So, I hope this has been valuable. Really think about that. Think about what you can do to go from confidence to courage, to step up to a next level of confidence. Because with that, you’ll show up differently and the right people will show up. And of course, your business will do better, your team will do better, and you’ll make more money, and then that’s not such a bad thing after all.

Six C’s of Recruitment and Retention

October 10, 2022 by Michael Dill

Recruitment and retention are two very important ingredients in any organization. As we attract the right people, employ the right people, and retain the right people, that helps with productivity, our brand consistency, and most importantly, margins. However, if we’re consistently hiring and on-boarding people, that energy is taking away from building the business to increase revenues and profits.

The first step of the six Cs of retention and recruitment is Competency. It’s finding people with the capacity to learn. The first step of any business, anyone’s life, actually, is you’re a student/employee. You’re working for somebody else. You’re actually getting paid to learn. So, you’re really wanting to find people with the capacity and the impetus to learn, so they can grow and get better both personally and professionally.

There are certain things you could do. There are some great little books out there, Rhinoceros Success is one of the ones I start with. It’s a book to get them in the right mindset, to charge, to make things happen, and to get clear on their goals. After they finish that book, the second book is 212 Degrees, which helps them get very clear on that one extra degree that makes a huge difference in the outcome. These two little books get them in the right mindset and have them ask how can I get a little bit better each and every day. That’s just one little thing that will help with the retention of those individuals.

The second step, obviously, is you want somebody with a Can-Do Attitude. There’s no such word as the word can’t. If you use that word, you’re going to fail. We can do anything. We are limitless in the possibilities of what we can achieve in our business and our life. It’s only our mindset that keeps us from achieving the possibilities which are there for us. You really want to find somebody that has that can-do attitude, that will be happy to get things done.

Number three is Chemistry to Connect. You need people that have the ability to connect with others. Now, there are certain people that are great at what they do, they really don’t need to be great at connecting if they’re just going over spreadsheets and numbers and reporting to you. But they still have to be able to connect with you, to educate you on what they’re finding so you can use those numbers to increase your business.

With that, obviously, you’re looking for people that are good Communicators. Communication is the number one most important thing in any relationship, between a husband and wife and between an organization with hundreds to thousands of employees. Lack of communication is the beginning of the breakdown. Great communication is what keeps the business moving forward with everybody on the same page.

The next is Consistency. Warren Buffett would say, “You don’t have to do extraordinary things to get extraordinary results. Just do the little things consistently to deliver.” That’s it. Just get consistent so people will know what they’re getting, when they’re getting it, they can rely on you and your organization and your employees.

The last most important of the six Cs of retention and recruitment is Commitment. People have to commit. You have a brand, you have an organization, and get people who are willing to commit to doing what it takes to be great in your organization.

Last, as a bonus, I’ll give you Culture. When you take care of the first six Cs, Competency, Can-do Attitude, Chemistry to Connect, Communication, Consistency, and the Commit attitude, you’ll create a Culture of employees that want to represent and stay with your brand with the goal of hopefully advancing their own position with your organization.

“Murphy’s Law Syndrome”

October 3, 2022 by Michael Dill

Today, we’re going to talk about what I call “Murphy’s Law Syndrome.” What Murphy’s Law states is, “What could go wrong, will go wrong at the most mis-opportune time.”

Take this past week here in Florida. Hurricane Ian was traveling up the coast and unfortunately hit the West Coast pretty hard. Now, during the week, a lot of us had plans, but immediately we had to shift those plans, alter those plans, and actually cancel some of those plans because of the impending storm to be safe.

Many of us have family plans, business plans, travel plans, and retirement plans, and Murphy’s Law is always out there ready to trip us up. I hear a lot of business owners tell me, “Coach, I would have had that done except for this came up or that came up.” Yes, we have to understand that’s going to happen. Murphy’s Law Syndrome is always in play. Things are going to pop up when you least expect them. So, you need to handle it.

So, how do we prepare for Murphy’s Law? I’ll share a couple of things you can do in these different areas so you can be prepped better in case Murphy’s Law shows up and you have to pivot. First of all, let’s take retirement plans. Make sure whether it’s for your child or for yourself, that you’re consistently, systematically putting money into your retirement, your IRA, your 401k, your profit-sharing plan, whatever it may be. Have a system set up. No matter what’s going on in the economy, in real estate, in the stock market, every month, money is going in, highs, lows, in the middle, to work for you, so you’re systematically setting up your retirement. This way, if something happens, you don’t have to catch up. A large majority of people are not in a good situation for retirement because they haven’t systematically planned for it.

As far as business, I always ask my clients, “Does business always go as planned?” The answer is “No.” Things always pop up. However, there are a few things we can do to be prepared. First of all, speaking about business plans, we need to have a business plan, long-term business plan, short-term business plan, a plan for the quarter, a plan for the month, a plan for the week, and a plan for the day. Along with your plans, you could have a default calendar that pretty much blocks out what you are going to be doing at different times of the week and the day so you can stay on track. This calendar will not always be bulletproof, because something will come up, however, you could actually leave certain times of the day for the “just in case” hour. Just in case things pop up, you have blocked time to address them so you don’t have to take time out of something else.

Most importantly we always have to use the “What If” Syndrome, because Murphy’s Law Syndrome is really, “What if? What if the worst-case scenario happens? What adjustments do I need to make?” In 2008, the whole economy became unraveled. Commodities, stock market, real estate, everything became unraveled. Why? Because there was a tremendous amount of leverage in the world. It’s amazing that no one asked the question, “If the worst-case scenario was to happen, what could be the result?” And no one planned for that.

The outcome of 2008 was very simple. Those who had a clean balance sheet were fine. Those who didn’t have a clean balance sheet got hurt and got hurt hard. The clean balance sheets, people planned for the “what if.” The non-clean balance sheets did not plan for the “what if.”

In conclusion; Murphy’s Law Syndrome, “What could wrong, will go wrong, at the mis-opportune times.” Expect it and plan for it. Don’t expect everything’s going to go consistently smooth, that you’re going to be able to do exactly what you say you’re going to do every single day because things are going to pop up. However, have certain things in place in case it does, that you, your team, and everybody else are prepared for it.

And most importantly, you need to be mentally prepared for it, because everything you had to get through in your life, you got through. Every bad, adverse situation you had to get through, you got through because you wouldn’t be reading this today if you didn’t. What makes you think you’re not going to be able to get through this situation? The answer is, you will. You’ll learn from it, and you’ll get better. So be aware of Murphy’s Law Syndrome, be prepared for it, and press on anyways.

Contrast-Clarity

August 11, 2022 by Michael Dill

I would like to share this great little exercise that I encourage anyone to partake in. If you wish to work through this exercise, just download it right here:

Contrast-Clarity Exercise

Whether we’re looking for a great employee to represent our brand and organization, or whether we’re looking for our ideal client, we’re usually thinking of everything we want in that employee or everything we want in that client. Contrast-Clarity is a great exercise to get clear on what we don’t want as well as what we do. Let’s just take an ideal CPA client as an example. Contrast, they don’t follow instructions to get the result they want. Clarity, they follow the rules of the game and do exactly as I say, because as you know, if your clients follow your rules, they’re going to get the results they’re looking for.

Nothing’s more frustrating than dealing with somebody that you are trying to deliver your goods and services and they’re not cooperating, and then they’re giving you a hard time because they’re not getting the results they’re looking for, while all along it’s because they’re not doing the work. Contrast, a client stays for the short term. Clarity is a client that keeps coming back again, and again, and again. Contrast, a client that doesn’t tell their friends. Clarity, is a client that raves about your services and your brand to all their friends and colleagues.

Same thing with an employee. Contrast, someone who shows up late. Clarity is someone who shows up early and stays late without being asked. Contrast, always have to ask them to do more. Clarity, willing to take on whatever I ask. Go through this exercise, whether you’re looking for an ideal client or an ideal member of your team.

I’ll share the template. On the left side, write Contrast of all of the things you don’t want in this particular individual, whether it be a client or a team member. And write next to that, what the opposite, the Clarity of exactly what you do want in that team member or that client. As you go through this exercise, you’ll be crystal clear when people show up how you can articulate exactly what a perfect client is and exactly what a perfect client is not. You can articulate exactly what a perfect person for your team to represent your brand is, and exactly who they are not. And as you’re going through this process of looking for the right clients and the right team members, you’ll be crystal clear on what you don’t want to show up and what you do.

With this newfound clarity, the right people will eventually show up that fit into your culture. When you have the right team and the right clients, this makes your brand and your business a heck of a lot easier because there’s nothing better in business than doing business with people you enjoy doing business with, and that appreciate you stepping up to give them your goods and services with excellence and also a team that is willing to go the extra inch to do what it takes, so they themselves grow and become great.

When you’re crystal clear on your ideal customer and ideal team member is and is not, your business will thrive as you’ll enjoy working with all your customers and clients as well as having a team that shows up as their best, which helps your organization become an industry leader. In the end, everybody wins!

Who’s in Your Pit Crew?

July 18, 2022 by Michael Dill

I’d like to talk a little bit about the similarities between business and NASCAR racing. First, NASCAR racing, the first race was on June 19th, 1949. Now what amazes me about this sport is the pit stop. These cars come into the pit with the goal of the pit crew to have them out in less than 11 1/2 seconds. That is what they call efficiency of doing everything that needs to be done very quickly. The fastest stop clocked was recently in Brazil at 1.82 seconds. Now the average pit crew consists of about 20 people. The average salaries of these pit crews range anywhere from $21,000 up to $63,000.

Now, what does this have to do with business? Think about this. These 20 people are able to take care of everything that needs to be done in seconds to get that car back on the racetrack so they can hopefully win the race. Any missteps, they’re going to go from first to fifth to 10th, to maybe last place. So, every member on that crew needs to be on their A-game to achieve the desired results.

Now, what does this have to do to relate to business? It’s obvious. You build a team. Your team is your pit crew. If you look at your organizational chart, you have different divisions. Within the organization, you have your team leaders for each one of those divisions and they have their own pit crew. You have human resources, usually that one person that is in charge of that area of the organization. Another person on as your pit crew is your accounting or your bookkeeping department. That’s all they do is to keep the numbers, keep you updated and take these numbers to educate you on how you can use those numbers to identify problems, identify challenges, make decisions, and most importantly, grow your business.

You have the marketing division, that part of the pit crew is about getting your brand out there consistently so people know who you are, where you are, and how to contact you to bring your organization business. You have research and development if you’re the type of organization that is looking at new products to bring into the world to make a difference. If you conduct events, you have your events director. You as the organization or the owner, it’s not your job to create these things. Have someone specifically with the strategic alliances so they can get these events set up, and marketed accordingly to have everything go down on point.

You have your customer service department, so people are being called and updated with all the steps that you take so they can get the proper service from your organization and can feel that they are being intended to and looked after. And depending on what type of business you have; you may have a training and safety division. If you’re a tree cutter or landscaping organization, you have somebody specifically in charge of training and safety so everyone’s following the guidelines and no one’s getting hurt. And most importantly, you have legal so you have somebody in that department to make sure that all the i’s are dotted and t’s are crossed, to ensure you’re staying out of trouble.

Understand that NASCAR is the same as business. You find your pit crew, you get them to work together efficiently. They’re all in charge of their own little division of what does well so you can be the visionary of your organization so everyone follows you to take that business to where you want it to go. If you’re challenged in this area and this made a little bit of extra sense to you that maybe you’re a little perplexed, get an organizational chart, create your pit crew, see what areas need to be fulfilled, and create your brand and your culture, find the right people and build that organization so you have an organization of people representing their own divisions in your pit crew that makes your business run efficiently.

Because when it runs efficiently, you’ll be happy, your team will be happy, and most importantly, your customers who you want coming back again and again and again will be happy.

DECISION = INDEPENDENCE!

July 4, 2022 by Michael Dill

This month we celebrated our most beloved summer holiday on Monday, July, 4th. Independence Day, a day that two hundred and forty-six years ago, fifty-six men signed their names to a document, which they well knew would bring freedom to all Americans, or leave every one of the fifty-six hanging from the gallows, if they were … Read more

Win the Morning, Win the Day

June 27, 2022 by Michael Dill

There’s an old phrase, win the morning, win the day. I always share that if you’re a business owner and you’re waking up in the morning, brushing your teeth, having that cup of coffee, and dashing out to the business world, you’re like a warrior going out to battle with no armor. At some point, adversity might hit, and those arrows might come flying and pierce you if you’re not prepared.

Success is about leveraging the morning to get right, so we can show up correctly. Prior to mastering your morning, make sure you have your annual plans, your 90-day plans, your monthly plans, your weekly plans, and your daily plans. Be sure to plan on Friday for Monday, plan for Wednesday on Tuesday night, and so on.

Don’t come into the office in the morning and think, “Okay, what do I need to do today?” Be crystal clear on the lineup of your action steps for the day when you step into the office. However, when all that’s in place, then you could really get your mind right in the morning as when you get to work, you’ll be better prepared to be productive and efficient.

What are some of the things that I do with my morning?

The first thing I do when I wake up is I read for about 10 minutes. I have certain books I like to read. I might read the highlight portions of certain books. It might be a certain book and I’m in the middle of reading and I’ll read 10 minutes a day progressively. Once I do a little reading, I go and meditate, for about 20 minutes. I just sit on the couch, get calm, close my eyes, get focused on my breathing, bring my heart rate down and think about everything I’m grateful for. I also focus on how I’m going to show up for the day. Once my meditation is done, I do some stretching to get the knots out, this gets my body moving and the blood flowing. Sometimes, however, I just might go straight to the gym in the morning, and get a good workout with some music. If not, I’ll save that later for the afternoon or the early evening.

After the stretching, I’m outside by the pool. I have a certain booklet with all the affirmations I read. However, before I read my affirmations, I have a series of questions I ask myself. What am I excited about? What about that makes me feel excited? How does that make me feel? What am I proud of? What am I grateful for? What am I happy about? These questions get me in the right mindset. By asking these quality questions, I come up with quality answers and I can actually program myself for how I’m going to show up that day. After these questions, I have certain affirmations I read. I go through my I am statements. I read the success formula from Think and Grow Rich, one of the principles we need to master and apply. Once I’m done with my affirmations, I’m set. I’ve taken time for my mind with some reading and affirmations, my body with some stretching, and my spirit with a little meditation. Now my mind’s right and I’m ready to go.

Once I get to the office, I already have my plans of exactly what needs to be done. However, I have three more steps before I get started on those plans. I have two composition books of which I write 5 things I am grateful for followed by documenting my biggest win from the prior day. My second composition book is to write one idea on how to grow my business today. Once completed, I am officially ready to go.

These are certain rituals I do. I encourage you to find some morning rituals that work for you. Tony Robbins created a long time ago what he calls, “Your hour of power.” Win the morning, win the day, and create some rituals to get your mind right, because you can actually pre-program yourself how you are going to show up for the day. You’ll know what appointments you have; what conversations you’re going to have with those appointments as well as with your team, you’ll know how calm you’re going to be in those conversations. This morning investment will prepare you to be on point, to be the leader and business owner you need to be, and most importantly to be successful in this world. Consistently make your morning investment in yourself and I promise you’ll be happy with the return.

Great Resignation – Part II

June 19, 2022 by Michael Dill

We have all heard the term The Great Resignation, as where this large influx of employees moved from one organization to another during the pandemic. A lot of these employees left for certain reasons. The grass was greener, more money, whatever the reason. However, what I’m seeing now is what I believe is The Great Resignation – Part II, which essentially is a culture shift.

Just a couple of weeks back I ran a team day with a client I’ve been working with. They had one particular employee that had left about three months ago only to come back a month later. Why? He felt that the grass was greener however, what the competitor promised was not what they delivered.

In another instance, the same client, another large competitor of theirs was bought out by a hedge fund, and the new ownership, start looking only at the bottom line, as opposed to also looking at the team. In one instance one of the crew leaders had a conversation with one of those investors/owners and was asked, “What’s more important? The customer or the team?” Of course, the crew leader mentioned the team because the team takes care of the customer. However, that investor/owner said, “You’re wrong.”

That is when that crew leader and his two crews, a total of 13 people shifted from that organization to my client’s organization. Why? Because my client has a team-focused culture in place. They understand what it takes to run an organization right.

Let me explain what shift is beginning to take place. For the last couple of years, we’ve witnessed a large pool of employers recruiting from a small pool of employees. Some of those employers, most likely overpromised those employees. Those employees felt that the grass was greener and they shifted over, but when those employees arrived at that other organization, they experienced that what they were promised was not delivered.

I’ll share an alarming statistic, 72% of the people that have left their original job during The Great Resignation regret their decision. Think about that statistic, 72%. That means seven out of every 10 people that transferred from one organization to the other in the last two years, regret their decision.

What you’re going to witness now is exactly what you’ve seen with the company I have been working with. You’re going to witness these employees realizing they’re not getting what they were promised, and they’re going to be looking for the organizations that simply does business right by doing what they say.

If you want to know how to take advantage of the Great Resignation – Part II, here are a few tips.

1. Make sure you’re very clear on the culture of your organization, and your so-called rules of the game. What gives people a reason to do business with your organization? What reason does it give your employees to want to represent your brand? Make sure you have a solid culture and articulate and embrace the entire team with that.

2. Under-promise, over-deliver. Don’t tell people you’re going to give them this, that, and everything else and not deliver on your promise. They’re just eventually going to go somewhere else. Be honest, tell the truth, and deliver on your promise.3. Make it about the team. The cycle of a business is simple. The owner or owners take care of the team. The team takes care of the customer. The customer takes care of the business, and the business takes care of the owner. If an organization misses the link between the owners and the team and goes straight to the customer, they’re going to miss the proper cycle and those team members are going to feel unappreciated and eventually go somewhere else.

4. Have weekly meetings and conversations. Keep everything addressed and properly communicated in weekly meetings. In addition, and most importantly; don’t avoid difficult conversations with people on your team that you need to have. Let them know where they stand. Let them know what good things they have been doing with the organization, and then ask them to tweak certain areas. Realize that, every time you speak to somebody on your team presents an opportunity to coach them up to go to the next level. Don’t avoid the conversations. Just have a conversation about why you appreciate them being part of the team and what they can do to be better.

5. Build trust. When you’re being authentic. When you’re being honest, when you’re making about the team, when you have the right structure, culture, and accountability in place, you have the ability to build trust. You are the leader of the organization. They will see that you do as you say, and you say as you do, and that’s the type of authenticity that will have others step up.

6. Most importantly, our job as leaders is to build leaders. The more you step up as an individual, the more people in your organization will do the same.

Understand, as we read this, there’s a shift happening. We all heard about The Great Resignation; however, I predict The Great Resignation – Part II is beginning to unfold. These are a few of the ingredients to take advantage of it. Hopefully, you’re doing it right and you will take advantage of the people that are looking for the right organization with the right culture that they want to represent with pride.