TEAM NEEDS TO BE BALANCED

On BOTH Sides of the Ball

We've all heard the saying, "the best offense is a strong defense", right?  While that may be true on the playing field, it isn't necessarily the case in the corporate world.  The Offense represents proactive steps that an organization can take to improve itself.  The Defense symbolizes how acompany's reaction to difficulties can make all the difference.  To be successful, you need a good balance of both.

O-F-F-E-N-S-E:

• Provide quality customer service.  Be sure all of your customer-facing reps are crowd pleasers and fan favorites.  While your customers may not stand up and cheer, they will certainly appreciate quality service, making them more likely to remain loyal customers.
• Choose leaders who lead.  Sounds simple, but too often, executives involve themselves in minor, day-to-day details.  This slows (or stops) productivity and results in low morale.  Just as a quarterback depends on his offensive line, business leaders need to surround themselves with quality managers and support staff.  And then let them do what they were hired to do.

D-E-F-E-N-S-E:

• Avoid legal challenges.  If/when the legality of your hiring process is questioned, be prepared to fight it with real, documented data.  Successfully defend against challenges by providing evidence that your company's hiring process is fair, non-discriminatory and job-related.  This could save hundreds of thousands of dollars in legal costs and prevent irreparable damage to your company's reputation.
• Be honest during tough times.  Organizations sometimes face serious challenges, perhaps from downsizing, high-profile firing, poor sales numbers, budget cuts, etc.  Don't underestimate your 'team' - chances are, they probably already sense the problem.  Avoid the rumor mill by being up-front and keeping everyone informed about the situation.
• Heed the warning signs.  Free agency is one thing, but if your company is experiencing moderate or high turnover, especially within the first 12 months of employment, this is a big red flag.  One that seriously impacts your bottom line.  Interview current employees, work with an outside consultant, do exit interviews; just determine what factors are behind the mass exodus - and fix them.

So, get ready for the big game!  If your organization isn't championship material, don't panic - identify the weaknesses and take the necessary steps to correct them.

 

[Source: Select International]