Melvin Feller MA Looks at Leaders that can Get Things Done

Leaders that can Get Things Done by Melvin Feller MA
  • Recruiting Cost — Finding a qualified, knowledgeable leader takes time and money. Recruiting, interviewing, and testing, even if done in house, comes at a high price. The cost of recruiting a new hire and training them can reach multiples of the employee’s annual salary. Recruiting internally cuts down on the cost and shows your employees that you value their skills at least as well as those of outsiders.
  • Lapse in Performance — A new candidate takes a number of weeks to learn the culture and work flow of a new organization. During that time, the individual is in a period of negative production. If the person doesn’t work out in the position, the cost of training and replacement can be as much as 3 times the annual salary of the position. By the time employers learn that the employee might not work out, it’s past the probation period and damage is already done.
  • Cultural Adjustment — All companies have a unique set of values, character, and culture. A new candidate comes from a completely different culture and may or may not fit into yours. Interviews and resumes will not show the adaptability of leaders, even if they come from the same line of business. A conflict of values can quickly become a drain on company resources and takes a long time to remedy. The end result is most often a demoralized work group.
Leaders that can Get Things Done by Melvin Feller MA
  • Start a Mentoring Program — Identify your top performers, identify your top leaders, and get them together. A once-a-week meeting to discuss what the leader does and how he or she is dealing with issues that arise can expose your employees to what being a leader means — and give them an incentive to apply it to their own positions. It will also encourage them to take the initiative for self-development.
  • Project Share — Let your top leaders identify some projects or portions of projects that they can delegate to your potential leaders. The idea is not only to develop the skills needed to complete the tasks, but it also gives them exposure to greater levels of responsibility and lets you evaluate their talents and skills.
  • Keep People Moving — If it’s possible for you to shuffle people between departments, offer it. Give people the option to try a new area of the company. Not only will they be learning a new skill set, but their understanding of the entire business will expand, which is a critical aspect of leadership. In the long run, this will reduce your training cost for new leaders.
  • Get to Know Your Employees — Do you know what your employees’ professional aspirations are? Do you know what they really want to do for the company? Do you even know their capabilities? A simple questionnaire can offer you incredibly valuable information on their past experience, skills, and performance desires. Aside from helping you to identify who might be a future leader, it can also help remedy the problem of the right person in the wrong position.
  • Build Your Own Library — Invest in some personal development audio or video tapes, DVDs, books, or computer-based training tools. There are lots of titles and topics available. Offer these to your employees for check out. The real performers will take advantage of it. This is a cost effective way to train employees with minimal start up cost and no labor, as the training will take place on their own time. You can also offer “Lunch Box Learning” and show one of the short programs during the lunch hour.
Leaders that can Get Things Done by Melvin Feller MA
Melvin Feller MA Business Consultant, Business Owner, Melvin Feller ministries and MBA Graduate Student Candidate

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Melvin Feller

President of Melvin Feller Business Group With over three decades of executive coaching, speaking, and most importantly, real-life, in-the-trenches experience.