I probably have heard a gazillion (that's a lot) times from Building Service Contractors something like, " I have this new project and don't have anyone capable to manage it or "I am afraid to grow right now because I don't have anyone to supervise the projects if I do make the sales". Sound at all familiar? So my question, as it is to those who I talk to in person, "What are you doing to develop the future leaders in your company"?
I remember several years ago my company was a finalist in a large project that encompassed several buildings in a campus type setting. In addition to making a 2 hour formal presentation we were asked to schedule another appointment with the selection committee so they could interview the project manager we would be putting in charge of their account. That part of the process didn't go so well. In fact, it went terrible. The person we took to the interview was a very nice individual but he was not ready for a project of this magnitude, but he was all we had at the time and had been with me for several years supervising smaller projects. I was embarrassed. Our employee didn't fare well in the interview but whose fault was that---MINE? He did his best, I just hadn't been doing my best to help him succeed which in turn provided success for our company.
Afterward as I analyzed the meeting, it became very apparent to me that I was not providing the opportunity for my people to grow and if I wanted to grow my company, I needed to grow my people and so the company quarterly supervisors/managers training and education workshops were created. Every account supervisor AND their assistant was invited to these important growth workshops. They were held on a Saturday, included a lunch, and usually held on the university campus continuing education center so we could create an atmosphere of advanced learning. Worked very well for us.
You'll notice above I said AND their assistant because we wanted to involve as many people in the growth equation as possible. This also gave us an opportunity to evaluate the second in command so we had some candidates for future new account leadership. I found I had to take the lead in getting the second in command to these meetings as the supervisors didn't necessarily want them there for fear I would want them to lead another building and then they would have to train a new assistant but the whole reason for having them there was to develop talent in the organization so our sales staff could sell with confidence.
We had a great time in these meetings. Variety was the order of the day. We had supervisors teaching various aspects of cleaning, our distributors teach carpet spotting procedures, our insurance agent providing workers compensation safety information, even management teachers from the local university. I miss those meetings. It was something I always looked forward to. After all, what can be more exciting than spending a day with the people that work hard to earn a living for their family---AND MINE.
As I write this we are just starting the 4th calendar quarter of 2014. Let me suggest that some sort of management development program be created for your company in 2015. It is amazing how many good people you may have in your organization able to take on more responsibility after some additional training. They just haven't been identified. So, identify them. If you want some ideas on how to put it together just contact me and I'll be happy to suggest some ideas. Just hit the " ask a question" icon on our web site at www.consultantsincleaning.com.
Start today to grow your people. Your future growth depends on it.
Till next time.
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