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People and leadership · peer advisory council

Hiring and leadership-team development

“I promoted my best tech to manager. Now I’ve lost a great tech and gained a struggling manager.”

What it often sounds like at the table

Hiring another person doesn’t automatically solve a capacity problem, and promoting a great employee doesn’t automatically make them a great leader. Most owners at the table have made a hire they regret or a promotion they would do differently. That experience is worth a lot right before you make your next one.

You might recognize this if…

  • You’re hiring to fix a problem you haven’t defined yet.
  • Good employees struggle after a promotion.
  • Turnover is higher than it should be in one role.
  • Your leadership team still waits on you to decide.

Questions the room might ask you

  1. What result does this role own, in one sentence?
  2. How will you know in 90 days whether it’s working?
  3. Who on your team is ready to grow, and what do they need?
  4. What would you do differently from your last hire?
How the council works on it

What happens when you bring hiring and leadership-team development to the room.

  1. You put it on the table

    You lay out the situation in your own words, with the numbers and history that matter. Ten or so owners give it their full attention.

  2. Questions before advice

    The room asks questions like the ones above until everyone, including you, understands the real issue. Often that’s where the breakthrough happens.

  3. Experience, not opinions

    Owners who have faced something similar share what they did and what they would do differently. No competitors sit at the table, so nobody holds back.

  4. You make the call

    The group doesn’t run your company. You decide what to do, with a lot more perspective than you walked in with.

  5. Say it out loud

    You name your next step before you leave. Next month, the room asks how it went.

What you leave with

A clearer definition of what the role needs, and a plan for developing the leaders you already have.

Want a head start before the call? See the true cost of a bad hire →

Bring this to the table Why it matters: Relationships that become bigger than the meeting

Related conversations

Leadership effectivenessThe way you lead has to change as the company grows.Organizational structureOften the trouble sits in how the work is organized.Culture and employee engagementCulture is what people experience every day.

Prefer to work on hiring and leadership-team development privately instead of in a group? I also do this one-on-one (opens JeffreyRands.com in a new tab).