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Give the work a clear owner and make good delivery less dependent on constant rescue.
Explore the complete libraryDouble your sales tomorrow. Who does the work? What gets delayed? Who has to be paid before the customer pays you? If you can't answer those questions, I'd think carefully before spending more to bring.
You've hired people, but you're still approving every quote, solving every problem and making every decision. That's not delegation. Start by handing over one clear decision, with the authority and.
You made someone responsible for the outcome, then kept all the authority. Of course they're coming back to you. Accountability only works when the person can make the decisions and get the inputs needed.
Your most reliable employee gets another emergency because you know they'll sort it out. Eventually that stops being recognition and starts being a problem. Fix the repeated cause instead of asking the.
A great employee fixed the same mistake for the fourth time. That's worth acknowledging, but why did the process fail four times? If good people are hiding broken systems, growing the workload will.
Everybody agrees with you in the meeting. That doesn't always mean the plan is good. It may mean people know you're the boss. Ask the question differently, make room for disagreement and show what.
You changed the priority again. What stopped? What deadline moved? Who told the customer? Strategy can change, but people can't deliver three different versions of 'urgent' at the same time.
The team worked flat out all week. What actually improved for the customer or the business? Look at the outcomes behind the activity, find the work that's getting stuck and make one clear decision before.
The free Growth Diagnostic asks ten questions across acquisition, conversion, relationships, delivery and commercial control. It gives you an area to investigate and three things you can do next.
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