Written by: Greg Weiss
Remember those early days of your start-up when it was just you and a small team of dedicated like-minded people, all pitching in wherever they could to get everything done?
If you as an owner-director look fondly back on those days through rose-tinted glasses, chances are you’re struggling with setting accountability measures for your staff, leaving you and your company floundering in a sea of miscommunication.
When we talk about communication skills we commonly think of the headline acts: presentations, pitches, maybe marketing strategies that involve webinars, and so on. What we tend to overlook is the day-to-day communication that goes on between our teams and team members. Yet it’s that form of communication that can make or break a company.
An organization in which no clear direction is being set, or in which people aren’t sure how they fit into the bigger picture, is one in which essential processes just aren’t happening adequately, if at all.
Not only will you become demoralized but so will your staff as they struggle to know what is expected of them.
Seeing The Wood And The Trees
Believe it or not, this is not an uncommon problem among entrepreneur-led businesses. Entrepreneurs are visionaries, and as such, they have an overall picture of what they want to achieve. The difficulty is in figuring out the steps to take to get there.
Because they know what they want to be done but not necessarily how they want to achieve it, the need for accountability within each new role presents a challenge to the visionary mind. Let’s be honest, most entrepreneurs break out into a cold sweat when they start thinking about tasks like setting Key Performance Indicators (KPIs) for their staff.
And it’s not only small enterprises that can have this problem, organizations large enough for staff to belong to divisions and teams can struggle too.
If the team managers have conflicting visions and there is no one uniting them, cross-departmental coherence won’t take place and the result will be mayhem.
Enter Your Operational Soulmate
If you’re nodding along right now, recognizing this problem within your own company, fear not. There is a straightforward step you can take to get everything, and everyone, back on track. That step is to hire a Chief Operations Officer.
A good COO is the mirror image of a good entrepreneur. While both should possess shared values and beliefs, where the entrepreneur is visionary on a grand scale, the COO can see the fine detail required to achieve the goal. Where the entrepreneur quakes at the thought of KPIs and measuring metrics, the COO comes alive with the thought of setting accountability targets.
A good COO will not only put in place the processes and strategies required to move the company forward toward realizing its goals, but they will also be an interpersonal communications expert, able to bring everyone into alignment.
The bottom line is this: Developing, structuring, and implementing accountability within your start-up or SME is extremely resource-intensive. When you are trying to grow and have a million other items already on your plate, it can be hard to find the time to do this effectively.
For this reason, consider hiring someone specifically for this purpose. It could mean the difference between stellar growth and your company’s downfall.
Are you ready to grow and scale your business?
Do the Scaling Readiness Quiz Now
Need help attracting and retaining top talent?
Take the Talent Pipeline Readiness Scorecard Now
Book a Free Initial Consultation on Sourcing Operational Leaders from One of Australia’s Most Respected HR and Recruitment Consultants
SCHEDULE HERE >>
Discover Top Talent with Soulidify
Recruitment
At Soulidify, we specialise in connecting HR leaders with exceptional talent in Sales, Project Management, Operations, and Human Resources. As a proud member of NPAworldwide, our global reach and local expertise empower us to deliver bespoke recruitment solutions that drive your organisation forward.
Talent Mapping with Soulidify
- Strategic Planning: Align your hiring strategy with your long-term business goals.
- Competitive Analysis: Gain an edge by understanding the strengths and weaknesses of your competitors’ teams.
- Risk Management: Mitigate the impact of unforeseen vacancies and market changes.
- Enhanced Retention: Identify and develop potential within your existing team for future roles.
Talent Pipelining with Soulidify
- Immediate Access to Top Talent: Our affiliation with NPAworldwide provides access to a vast network of professionals across various industries.
- Custom Recruitment Solutions: Tailored strategies that fit your specific needs and corporate culture.
- Agile Response to Market Dynamics: Quickly adapt to industry changes with a ready pool of candidates.
- ong-Term Partnership: We believe in building relationships that extend beyond filling vacancies.
Let us help you navigate the complexities of recruitment while you focus on what you do best—leading your business to success.
With our expert services in Talent Mapping and Talent Pipelining, aligned with the expansive network of NPAworldwide, Soulidify.com.au is your partner in strategic talent acquisition.
Call us today for a free consultation.
ABOUT THE AUTHOR
Greg authored 3 practical Career Books, and 1 Book helping Visionary leaders scale their businesses. He is one of Australia’s most experienced HR consultants and leading career coaches. He is the founder and owner of Soulidify and Career365. As an entrepreneur/business owner, Greg has experienced first-hand the joys and frustrations of starting and growing one’s own business.
