This document outlines topics discussed at a November 2013 business support and mastermind group meeting. It addresses questions about company employees and turnover. It then discusses leadership behaviors, relationships, attitudes, values, and environment. Next, it emphasizes the benefits of happy, well-trained employees. The remainder covers adopting a startup mentality, assessing competition, values, problem solving, momentum, and honoring commitments as companies grow from a nuclear family to extended family to flat organization. It concludes with tips for onboarding new employees.

1. Business Support & Mastermind Group –
November, 2013

2. » How many total employees do you have?
» Do you have remote employees?
» How long has your longest tenured employee
been with you? What is your turnover?
» When did you hire your last employee?
» Do you have an employee o the month
program?
» Are you ready to make changes?

3. » Behaviors – Actions that make a
substantial & lasting impact on
others.
» Relationships – This is the heart of
leadership. If you can’t connect, you
can’t lead.
» Attitudes – Encompassing strategic,
posture, and culture choices around
how to win. You set the bar.
» Values – The bedrock of a high
performing team. Get & stay clear
on what really matters.
» Environment – Set the context for
everything else by understanding
where you are bringing value.

5. » A well-trained, happy group of employees who are invested
in their roles will deliver significantly stronger results.
» Customers can spot the difference between employees who
love what they do and where they work, and employees who
are showing up for
their paycheck.
» Knowledgeable, happy
employees
who are well treated by
their employer
will perform at a
dramatically
higher level than those
who are not.
These employees
know that their
employer has
confidence in
their abilities, and
is invested in
their success. In return,
they often go above
and beyond the call of duty to make the sale and get the job
done.

6. Works with companies or teams!
Adopt a start-up mentality with few limits!
Assess the competition, find a niche.
Get clear on your values that will hold.
Be sure everyone owns the values.
Focus on Problem Solving in your niche.
Be flexible, adaptable and own your
actions. Dump employee of month
program.
» Create & maintain momentum.
» Think like a nuclear family for now.
» Reward & honor met commitments
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7. » Here you enter the extended family stage.
» Understand a strategy for what/how you
work.
» Attitude begins to be important and grows.
» Offer play events for your team, with value.
» Need to have basic people management
rules.
» Reward the team for going above & beyond.
» Emphasize market differentiation.
» Communications must be strategic and
clear.
» Reward & honor met commitments

8. » Hierarchy should be an acquaintance,
not law.
» Organizational & processes start to
mature.
» Culture becomes more important as
does DNA.
» Provide Empowering & Enabling
Processes.
» Leader must own & reinforce vision &
values.
» Think of a flat organization made up
of cells that work together, like a well
oiled machine.
» Follow-through & honor
commitments.
» Honor integrity & authenticity.

9. » Give new employees all the information they
need to be successful in their roles
» Allows you to seamlessly implement new
policies and procedures
» Show your staff that you are invested in their
employment with you
» Allows you to establish performance standards
» Give both you and your staff an opportunity to
ask questions and receive feedback

10. » John Wooden’s Leadership Pyramid
» Gallup Strength’s Finders & DiSC
Assessments
» Sessions on Servant Leadership Focus
» John Maxwell’s – 21 Laws of Leadership
» Understanding Vision, Mission and
Leadership