The best hiring managers spend copious amounts of time searching for ideal candidates. And many times, this means going through a rigorous process. But if the journey takes longer than a month, it’s highly likely that they’ll lose out on top candidate(s).

“Everyone on the team should be continually training their replacement!” Yes that’s right, train the people around you just like they were going to replace you. And I direct this to ALL levels within your organization, from the mail room to the board room.

I realize how important it is to have a solid vetting process to enable the hiring authorities to make the right decision from within the candidate pool. Or perhaps instead of saying the “right” decision, I should say the “best” decision.

Handling them, is a skill that is inherited or needs to be learned.

“My sales people set goals, but don’t seem to achieve their goals on a consistent basis. How can I turn this around and help them and us achieve “our” goals?”

I recently completed a “sales post mortem” for a national company after they lost a huge sale.

First off, if your revenues have been the same year in and year out, your growth is not only flat but most analyst would agree that you are going backwards by not going forward! Allow me to share a story with you about a Golden Eagle and maybe this will help make some sense of “why change.”

Our training department develops performance-based training around the tasks that workers perform. We understand this approach aligns with industry best practices.

What is good about a micro manager? Not much!

Questions from our readership about micro manager issues follow:

In the real business world, I have not only practiced what I preach in these newsletters about this subject, but there has been a lot of research conducted about what makes up managers and leaders.