WHAT DOES GOOD LOOK LIKE?

If you have worked with me, this is another one of those countless repeats from the passageways we have walked.

In my early days of being a Chief Operating Officer, and leading multiple departments for a founder-led national retailer that had an aggressive scale plan, I soon recognised that I needed some help on the People and HR front.

I was fortunate to find just the right consultant with an extensive CHRO background, to bring in some outside skills to help rebuild the foundation that was starting to crack from years of poor maintenance.

We worked through:

1. An HR doc audit: We fixed compliance on the go.
2. Interview questions: We redid based on our values.
3. Succession planning: Created accountability charts.
4. Performance management: Established metrics to measure.
5. Team well-being: Found the sweet spot for the entropy to improve.
6. Onboarding processes: Induction and follow-up put in place for all.
7. Training and development plans: Found the gaps to teach and grow.

Through this process over many months, we soon established what the good needed to look like.

•     Soon we hired better.
•     Paid better.
•     Planned better.
•     Bought better.
•     Played better.
•     Led better.

Grateful for the learning from this period and a decade on, I still apply this daily in the varying CEO, COO, and fractional roles I have held over the years.

Are you or your org “What good looks like”? 

You know what to do if you aren’t.