The Value of High-Performing Team Training

High-Performing Team Training (HPPT) was specifically designed to assist leaders who manage and supervise frontline workers.

Often, leaders in upper or mid-level positions within an organization receive leadership training. There are courses, retreats, consultants, and organizations like Vistage and Mastermind Association. Not every company provides leadership training for those at the top, but the resources available to these leaders are more abundant.

However, what was missing, or at least had fewer options, was training for leaders who have been promoted into leadership positions from frontline roles. It’s a familiar scenario: someone excels in their role, a lead, manager, or supervisor position opens, and the competent worker is promoted to fill the need. Congratulations on the promotion! You will be taught how to complete forms for the new position, and which reports you will be responsible for. However, because you were a good worker, we assume you possess the skills to supervise your former coworkers.

Perhaps this approach was sufficient when unemployment was high and turnover was low. People were keen on keeping their jobs and may have tolerated an unskilled manager. But times have changed. The necessity to attract and retain a qualified workforce is now a top priority.

Your frontline workers are the ones who manufacture your product, make sales, and directly engage with clients and the public. In other words, your frontline workers are the backbone of your business! You need them to be at their best. They shape your company culture. If they have underperforming supervisors, your workers will leave, underperform, or hinder your productivity and company culture goals.

When you invest in your frontline leadership, you are also investing in your frontline workers, whether they are nurses, welders, customer support, or your sales team. Provide your frontline leadership with the tools they need to enhance the functioning of their teams. Assist them by offering a framework and language to establish trust and respect. A supervisor’s comment at the end of a training session stood out to me: “I’ve been doing this job for 14 years, why am I just now learning these skills?” The good news is that his company invested in him and his colleagues. However, there were missed opportunities during those prior 14 years.

Why Do I Enjoy Business Coaching?

Ultimately, I derive intrinsic (internal) value from being helpful. I don’t take credit for it; it’s just part of my nature. I find joy in assisting students, neighbors, friends, family, and even stray dogs. You get the idea.

Another aspect I enjoy is unraveling the puzzle of businesses. The concept of a business model is fascinating to me. What lies behind a business’s concept? How do a business’ different components function together, or where do they fall short? This puzzle is never-ending, with both internal and external pieces constantly undergoing change. I am consistently amazed by the complexity that businesses offer.

I like to utilize my knowledge, experience, and resources. Learning something is only valuable if you can apply it to help yourself or others. Trivia can be enjoyable, but its usefulness is limited to pub quizzes or game shows. Throughout my career, I’ve had the privilege of working with over a thousand businesses, owning five of my own, holding leadership positions in approximately a dozen other organizations, and managing up to 125 people. Over time, I have acquired valuable insights that I take pleasure in sharing to assist locally-owned, independent businesses. Additionally, I have had the opportunity to collaborate with remarkable thought leaders across various fields. I have listened and learned from them, and I find joy in sharing this knowledge to my clients.

The ultimate satisfaction I derive from coaching businesses stems from knowing that I have been helpful. Sometimes, satisfaction arises from witnessing business owners grow as leaders, while other times it comes from increased profits or improved organizational functionality. Ultimately, the greatest satisfaction is derived from witnessing tangible results for my clients. I take pride in knowing that I have contributed to problem-solving and helped my clients progress towards their dreams.

Your Downtown’s Condition Tells Everyone How Well Your Community Can Work Together

If your downtown is revitalized, it says to residents, visitors, and potential investors, “This place has its act together!” Conversely, if a downtown is dead after 5:00 PM, has empty sidewalks and boarded-up buildings, and shows other signs of neglect and decay… it says, “This place hasn’t figured out how to focus, work together, or develop the leadership to make things happen.”

No one person can revitalize a downtown. There are a variety of stakeholders:

  • Community/customers
  • Downtown business owners
  • Media
  • Elected leaders
  • City
  • County
  • State
  • Federal
  • Special districts
  • Property owners
  • Government employees
  • Planners
  • Public works
  • Social services
  • Police
  • Health department
  • Alcohol control
  • Fire department
  • Transit
  • Building inspectors
  • Code enforcement
  • Parks department
  • Lenders
  • Downtown and surrounding area residents
  • Developers
  • Downtown employees
  • Investors
  • Faith community
  • Entrepreneurs
  • Nonprofits
  • Education/schools/colleges