Now that you have clicked on this article, the three P's must have caught your attention a great deal. I will tell you that what you are about to read, won't be anything new or unknown to you. This is just a little reminder to get you back on the horse as they say and continue on your journey to success.
PASSION - we all know that being passionate about your work is what will keep you in that particular job or industry for many years to come. The reason for it is quite simple, without passion, you are bound to quit the moment things don't workout the way you have hoped. With passion though, you would still be continuing on nevertheless. The guy that goes golfing every weekend, he is not doing it because he will someday be the next Tiger Woods.
He is doing it because he loves it, he does not need to talk himself into golfing in order to succceed, he just simply enjoys it. So much so that he is willing to make the drive, pay the money and spend the time doing so. Without passion, it will be very difficult to keep going when things get difficult.
PERSISTENCE - it is quite an interesting thing when you hear that most people quit right before they are about to succeed. Isn't that interesting, they have worked so hard for so long and right when success in around the corner they quit and start something else from scratch. Think about Mcdonald's, the burgers and fries most of us love so much. If you have watched the movie The Founder, you would have seen that Ray Kroc, even though he was an older man, did not give up on his dream to make something great and ended up achieving it many decades on than originally planed. It was all thanks to his persistence, that the world now knows Mcdonald's so well.
PATIENCE - Success won't come right away, you must be patient. Think about the last potential client you spoke with, it is quite hard to get someone to agree on a deal right away, it usually is a process and patience is key. As they say, Rome was not built in a day, it takes time to create a great business or land the perfect job. But by working hard and being patient, the reward will come on its own.
So remember the three P's. Passion, Persistence and Patience! I wish you all the best in your future endeavours!
As a business owner or leader, do you ever hope that your brand, your company, your products or services just blend in with the rest of your competition?
Do you aim to be the company where people see what they do as “just a job”? Where employees have no real sentiment and devotion for their role or the business?
Of course not!
Most business owners and leaders would strive to build a brand their customer crave and a company their employees are passionate to work for.
Those are the goals (or at least they should be), but getting there is an entirely different story. In order to achieve both of these goals (which are equally important to the long-term success of your company) you must understand that there are 3 principles involved.
You must first understand that the biggest challenge all businesses are facing is indifference. Yes, indifference. Not profits, or scaling, or great marketing, and so on. As important as they all are, those are all either bi-products or add-ons to what your main focus should be. Solving Indifference.
You see, the opposite of love is not hate, it is indifference. And indifference shows up in two different (but related) ways.
You have indifferent customers when there is no compelling reason for them to buy your product or service rather than your competitors’. When there is nothing unique about your brand, your products, how you serve people, then people will neither love nor hate your business. You will just blend in. They will be indifferent towards you.
You have indifferent employees when there is no compelling reason for them to be passionate about getting out of bed and coming to work each day. This happens when your business does not serve a strong purpose, or when you have a culture of complacency (i.e. “This is how we have always done it around here”). In these scenarios, people neither love nor hate their job, it’s just a job. They are indifferent.
Understanding that these are the two biggest challenges your business should be focused on solving (continuously) is critical to your long-term success.
This brings us to the next principle.
Since indifferent customers and employees are the main challenges you need to be focused on, that means your two main goals should be to a) build a brand that customers crave and b) build a company that people are passionate to work for.
In order to meet these goals, your business must be built on the foundation of being as customer centric and innovative (CCI) as possible.
The principle here is to strive to be a business that is rooted in the principles, tools, and strategies required to allow you to understand as much about WHO your customers are, WHY they purchase your products or service, WHAT their challenges are, and HOW you can solve those challenges. Investing in these areas, and continuously improving in these areas, is what will set you apart from your competition while creating a brand and a culture that both your customers and your employees will notice (in a good way!).
When a company is designed to be all about understanding their customers (customer centric) and finding new and better ways to serve them (innovative) then they have reached what I like to call the Magic Quadrant of CCI.
But doing this, and getting to this magic quadrant is not easy. It requires you to put a focus on customer centric innovation in the 3 most important parts of your business.
This brings us to the third and final principle.
There are 3 main building blocks, or pillars, that all companies must be firmly planted on, in order to build a successful long-term business.
The 3 pillars of every CCI company
- Purpose and Direction
- Team Collaboration
- Individual Skills and Behaviours
When the purpose and direction of your company is one that is both outward focussed (i.e. all about your customers and the problem you solve, not about you, your products, or services) and about a better future (i.e. the status quo is not good enough, you are striving for improvement and maybe even a level that is not realistically attainable) then you purpose is both customer centric and innovative.
This will mean something. To both your customers and your employees.
When you have a solid purpose for your business that is built on the principles of CCI, you then need to have ways for your team to work together towards that purpose. The tools, the strategies, the practices that you intentionally invest in will tell a lot about your business and whether or not you are truly customer centric and innovative.
Do you invest in tools and practices that will help you better understand your customers? If not, are you really a customer centric company?
Do you invest in understanding and implementing principles and practices that will create a culture of innovation in your teams? If not, are you really an innovative company?
When you put a priority on investing in these tools, strategies, principles and practices, then you are setting yourself up to truly live out your company purpose.
Then comes your people. If you really want to have these customer centric and innovative tools and strategies come to life, you need to have the right skills and behaviours within your business to take you there.
Do you intentionally look for the competencies required in team members that will fit in and heighten your CCI culture? Traits like empathy, humility, creativity, and engagement come to mind.
Are you intentionally motivating your team members to display these traits and incentivizing them when they do?
A CCI culture does not happen by accident, it is cultivated through deliberate intentions.
So, as a business owner or leader, do you want to build a brand customers crave and a company people are passionate to work for?
Put these 3 principles into practice in your business to create a formula for long-term success.
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When you think of the term “Human Resources”, I would bet many of you immediately conjure up something that sounds like this:
“HR is for hiring and firing.”
“HR does my payroll and looks after benefits.”
“HR is the “fun police” and we can’t do anything when they are around.”
“HR is all about policy and saying “no” to everything we ask.”
And my personal favourite:
“We don’t need HR.”
It should not surprise you that I have heard all of that (and more) throughout my HR career. It may surprise you however, that I have worked with many HR folks who fit into those statements very well and rather comfortably.
Human Resources is so much more than the shallow statements above. The value the right HR person can bring to any organization is priceless……if you are willing to hear me out.
At it’s basic function, the HR department is busy doing many of the below tasks on a daily basis:
- Recruiting, selection and hiring
- Orientation of new hires
- Payroll actions including time and attendance reconciliation
- Maintenance of employee records
- Participating in (or even managing) employee misconduct issues
- Benefit administration
- Maintaining training records for regulatory training
- Answering routine employee inquiries
- Supporting (and even managing) health, safety and wellness needs
- And just about anything and everything else other departments don’t want to do when it comes to employee administrative functions
- Oh! And maybe even planning the next employee function as well.
This may be what you have in your current job description for any HR role. Or, as many of the small and medium sized organizations I work with, you have the tendency to plop these responsibilities on an existing administrative person or persons. While the tasks – or as I like to call them, transactions – will be completed, the value of the HR function is being under-utilized.
And here’s why.
A true HR support system will do much more behind the scenes than you realize. Without a strong HR presence acting with purpose and direction, businesses will struggle with attracting and retaining dedicated and talented people. And without people……you have no business.
For me, working in HR for the past 20 plus, plus years, I know that HR can bring at a minimum the following two critical components:
Hiring for today’s needs but thinking about tomorrow as well. The goal is not to hire as fast, and as cheaply, as possible just to get a warm body into a position. We need to be looking at best people for the job while focusing on the hiring process and post-hire metrics. Hiring is one of the most important things HR and an organization does. When an organization engages with HR to invest in the hiring process as well as the retention strategy, people stay. And when people stay, organizations keep moving forward in a positive manner……..and that actually saves money!
Staying focused and entrenched in the employee experience. A solid HR presence will be engaged in leading the way in developing the best employee experience for the organization it serves. Why does this matter? Employees who disengage, or unplug, from their company, costs organizations significant amounts of money in lost production and quality issues which ultimately lead to customer dissatisfaction. Your HR focus should be on the holistic view of the employee journey from hire to exit while always looking for strategies to enhance and better systems, policies, and practices from both the operational and human side of the business.
If the person, or persons heading the HR function are transactional in nature and only overseeing compliance, chances are you aren’t thinking long term. What you should want is a blend of both transactional and transformational HR in your corner.
If you, or your employees, view your HR function in ways similar to the shallow statements I noted earlier, you aren’t getting the value you require to bring your people needs and the business needs together. Underestimating the HR function in your business will show in poor hiring, poor retention and everything in between.
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