An Executive's Keys to a Healthy & Viable Organization

Date:   Wednesday , December 21, 2016

Headquartered in the U.S., Novus Medical Detox provides superior medical services in a comfortable home-like environment by combining the best of medical detox protocols & cutting-edge holistic supplements to make the detox experience the most comfortable and nurturing process possible.

In the many years I\'ve been a senior executive, I\'ve found that, no matter what my position, success is built on people first and skill sets second. That\'s easy to manage when your group is relatively small and you can give your employees the personal contact and one-on-one attention they really need. But, as your company goes from two people to twenty to two hundred, that becomes increasingly challenging. To meet that challenge, I\'ve developed and adopted management techniques that have enabled us to build a strong team, and a healthy, viable organization with satisfied customers. The main points that need to be addressed are hiring, training, including the mission, goals and purposes of the company as well as specific skill sets, and measurement of progress and achievements.

Hiring: Who You Hire is Pivotal

To make sure you get the right person for the job, look for character first, and then skill sets. In fact, if you know we have the right person for the job, train them on the skill sets they need both as general staff, and in their specific position. To determine if the person is right for our company, use behavioral interviewing. Find out who this person is and how they think. Do they fit into your culture? Do they believe, for example, that executives should simply give orders developed with no feedback from their employees as to what works best in their experience on the job? Or do they work to empower their employees so they not only know what to do under what circumstance, even when the circumstances are unusual, but also feel a sense of ownership, and are treated and relied upon to act on it? Under proper management, you\'ll do the latter. You want everyone on the same page, understanding the goals of the company well enough to determine what action would forward those goals in any given situation. They\'re independent, but of course, executives are available when help is needed.

Training: First Train as Members of the Group, Then Train for the Position

I\'ve found that online training is the best and simplest way to get the staff on board and competent. When learning online, staff can train when and where it\'s convenient for them. Training as a group member in many companies is limited to when your work day starts and ends, when you have lunch, where the copy room is, how to get supplies, and so on. Of-course we train staff on those basics, but there\'s a lot more to learn about being a group member, as any new employee in any company can tell you. For example:

  • Training staff thoroughly on the mission, goals, purposes and other important basics of the company to which all employees and activities must be aligned.

  • Or what you do you do if you notice that another employee spends most of their time on Facebook?

  • And what if one person tells you to perform a function one way and another says to do it differently?

  • What about not being able to get another employee to give you the information you need to do your job in a timely fashion?

  • Far too many employees walk around in confusion for weeks or months when they start a new job. They run into one situation after another and, they never get some of their questions and issues resolved. They just cope with it. Consequently, they\'re not doing their job as well as they could, they\'re not very happy in their jobs, and their position may be in jeopardy. In the end, you have a company of disgruntled employees who are not coordinated, sometimes don\'t get along, and are never going to be the team the company needs to accomplish its mission. In general staff training, you should take these necessities into account. Always make sure that people get their questions answered, and address the situations effectively. When ongoing training on additional topics is needed, or want the company to focus on something for the week, create training programs, Power Point presentations and so on so large groups can be trained quickly, and all staff learn the same thing.

    Measuring Success: It\'s Not Just About Metrics

    All companies need basic metrics. You need to know what your income is, how much of what you sold, and so on. But numbers don\'t give you the whole picture. It\'s hard to measure the quality of your services, for example, without asking your public. And it\'s hard to measure employee satisfaction without asking them the right questions. We continually survey our employees and public to make sure we\'re always on track. And if something is amiss, we jump on it fast. Investing in your people, leading them in such a way that empowers them to do their job confidently and well is effective leadership. And that\'s what determines the viability and health of an organization.