My company recently implemented a mandatory vacation policy because the CEO believes we will benefit personally from time off, and the company will benefit from a happier, healthier, and more creative workforce. I’m concerned about how to manage team vacation requests. As you know, the workload doesn’t change based on who is in the office. I’m not sure how to make time for my team to take these vacations when we’re already over-worked.
No Vacation in 5 Years, Chattanooga, TN
I can relate to your dilemma. Knowing how to manage team vacation requests is certainly a challenge for any team leader. The workload is constant no matter who is there to perform it.
As the CEO your job is to lead with vision and build a business that is both scalable and sustainable. If you did your job well, you hired the right people, set the priorities and gave your team the resources they need to manage the day-to-day operations.
So, why is it so tough to unplug from work? Why do you feel your business can’t survive without you while you take a vacation? Are you afraid to see what your team will do without you there to lead them? If that is the case, you have bigger problems than taking a vacation!
Recently, a Project Manager in St. Louis asked me about due diligence and acquisition integration. They were coming into the acquisition process with no previous experience. First, we addressed the due diligence process, but the other piece of the acquisition comes during the integration. Integration project management and planning is vital during this step.
Informing the Project Manager that the company is targeting an acquisition puts the manager in a positive place; this means there is time to prepare for the integration. Keep in mind, while targeting and completing the transaction aren’t the same, if the CEO is actively seeking acquisitions, it’s likely a transaction and integration will happen eventually. So once you get the heads up, you should start considering the integration plan.
Your company made an acquisition. Now what?
Now comes the easy part – NOT!! Successful post-acquisition integration is more of an art than a science, but a solid implementation plan is critical.
In today’s tight labor market, employee onboarding has never been more important. It’s often challenging to find and hire the right people for your company. When you finally hire, it’s essential to have processes in place to help him or her succeed.
So, you’ve hired the perfect (or near-perfect) employee and they’re ready to start their new and exciting position with your company. Now what happens? Effective employee onboarding is critical to seamlessly integrating new hires into everyday operations and company culture.
All companies have a culture. Since nature abhors a vacuum, it’s better to select and cultivate the culture you want. Sitting back and allowing your company culture to develop naturally, may result in an unintentional, unprofessional environment inevitably derailing your business. As Steven Covey says, “Start with the end in mind.”
Delegating effectively can lift the performance of both you and your company. Strong delegation skills are a vital tool, offering benefits for both the person who delegates and the team member delegated to. However, not all delegation is effective. Here are the common traps and how to avoid them.
What is holding back the growth of your company? A surprising answer may be a lack of delegation. Yes, even Superman had limitations. You, along with your team, only have so many hours in the day.
If the entrepreneur doesn’t learn to delegate tasks, the growth stops as soon as her plate is full. When the entrepreneur alone holds the reins, it limits the company’s growth. Effective delegation enables individual and company growth. Delegation allows business owners to focus on the most important goals of the company.
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