Years ago, I left the friendly confines of a Big 4 consulting firm to become a senior executive at a publicly traded financial services company. I actually expected smooth sailing. In consulting, I had been involved in some difficult assignments with emerging businesses. It was the learning years of my career. I had experienced first hand how businesses grow and become successful. And so, why would it be any different in this new role?
I was prepared for a cultural adjustment and for operating a business instead of a consulting practice. What surprised me and threw me off stride was the talent gap and the employee’s questionable commitment to working hard. I knew success would only happen by having the right people in the right spots. The company was not ready to “go on offense” because the skills were not in place. The opportunity was in front of us, yet we lacked the skilled players to execute the strategy.
Every day, entrepreneurs are confronted with the “talent issue.” Employees at start-ups are asked to do more with less. This operating approach requires highly motivated, skilled people willing to work harder for a possibility at the end of the rainbow. Look around. How does your team stack-up? Are you confident that they have the stuff to make the entrepreneurial endeavor successful? Lofty goals require top talent. Look at your people. Can they do it? Or are you playing defense because the offense hasn’t drafted very well and shown up to play?
The Five Questions Every Entrepreneur Needs to Ask about their Talent?
You may often ask yourself – “How do I assess whether I have the right players on the team?” Spend some time observing and looking around for the evidence. As you are looking around, consider the following questions:
- Are you coming up short in the critical skill areas?
Are your financial professionals providing a thorough analysis of your numbers? Has your marketing staff been diligent in introducing products that your customers need? Can your HR professionals recruit and attract top talent into your company? Do your employees have the skills to deliver on your promises and their commitments?
Assess your current level of talent. Do it now! Set clear expectations and provide the needed resources. If you still come up short, make the tough talent decisions and move on. You must have the critical skills on your team to scale the mountain top.
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