Grow your own, and then sit back and enjoy the ride!

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Most companies try to hire their way to success; they spend many hours and lots of money trying to hire an employee that will change their organization for the better.

Few organizations spend their efforts to grow the employees already in their employee, why? The answer is they believe that there is someone out there that can bring a higher value to the organization than currently exists in the organization.

So lets consider that that is true, how did that person get to be so valuable? Were they born that way? Did they get it from College? Did someone else tell them the secret? NO, they learned how to be more effective over a period of time and with the assistance of many other people and several positions in several organizations, they grew their skills over time.

So why do most companies provide few if any opportunities to help their staff grow? Why do most organizations not have a robust training program available to all the staff members? Personally I have no idea.

Schools have a curriculum that has required courses starting with the basics and advancing to highly skilled training. Colleges work this way; even kindergartens work this way, why? Life also works this way as we age and experience more we gain skills and knowledge allowing us to overcome adversity. Why don’t companies do this?

Sure companies teach new employees how they conduct daily business, how the computer works, company policies and expectations but do they help the employee grow to become a better employee and human being every day or just during the 3 week training program?

In the book “Drive” by Daniel Pink he talks about how money is not the motivator we all think it is but rather advancement is what most employees are looking for, they want to feel they are advancing in the company as well as a employee. Employees want to grow so why aren’t we growing them?

Most of the companies I deal with the ARM industry just let employees flounder, if they teach themselves they advance and are rewarded with more responsibility, if they don’t teach themselves, oh well.

If they are lucky enough to get advanced all the new training provided to them is just how to perform the daily job tasks, why? I keep asking “why” because I do not know the answer, I can guess it is complacency, no ideas on what else to do, “we have always done it this way” (I hate this one) or “I don’t know” will be their response if ask.

Why don’t we create a curriculum that is constantly training our staff to become better employees? Why not send them to computer training classes or have required reading monthly? Why don’t we grow our staff?

If you had a curriculum of many courses that helped each staff member get better each day then you would have a constant group of people with skill sets ready to be promoted to the next level and a group right behind them with the required skill sets to replace them. We would have staff at all levels at all times, we could be hiring and training daily while moving the highly trained up the ladder. We would be able to always have well trained managers, VP’s, unit managers, COO’s, CFO’s and CEO’s waiting in the wings every day; the ladder would always be full. And better yet we would only need to worry about hiring at the entry-level position.

Imagine if every time you needed to fill a position there was current well trained staff waiting and you would just have to pick between the already qualified staff members to fill the position? Then you not only get a perfect fit for the opening but they could start making a difference immediately.

Lighthouse Consulting can help you build this program and create a culture of winners in your organization, what are you waiting for? I know you are too busy trying to hire a new manager….

Phillip W. Duff

Phillip W. Duff the Founder of Lighthouse Consulting was trained in Six Sigma while working for Bombardier Capital in 2001, and is highly successful helping organizations improve their processes using the Six Sigma methodology. Mr. Duff has consulted with numerous companies over the last 10 years and has shown the ability to enact cultural change in a company. He has also initiated programs proven to drive positive revenue growth both as an employee and a consultant. His focus is to help CEO’s with a focus on growth. His knowledge of technology and background in debt collections have combined to help companies automate processes and identify which processes provide profits. Mr. Duff has also developed a unique process of initiating cultural change as a part of developing a revenue-driven atmosphere in a variety of formats. This unique philosophy and technique are unseen to date. His substantial experience in the collection industry, Six Sigma core competency and extensive industry relationships can provide you and your team a matchless perspective into your accounts receivable business or any business strategy.

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