Roberta Chinsky Matuson
Creating Exceptional Workplaces and Extraordinary Results
Roberta Matuson's Blog

Choosing People Over Profits

Choosing People Over Profits

How you treat your workforce during a crisis will be remembered long after the crisis is over. With that in mind, choose people over profits.

Besides this being the right thing to do, you’ll also create employee loyalty that others can only dream about.

If you’re there for your people when they need you most, they’ll be there for you, through thick and thin.

Consider what you can do to ease people’s worries during times of crisis.

  • Send an Amazon gift card, along with a note telling your workers you are thinking of them during these trying times.
  • Issue partial year-end bonuses today, based on the achievement of goals through the first quarter of the year.
  • Or follow the lead of today’s Crisis Super Hero, Jim Fish.

Let me introduce you to the first, of what I hope will be many, Crisis Super Heroes.

Crisis Super Hero, Jim Fish, CEO of Waste Management

Jim Fish, CEO of Waste Management says his company will continue to pay employees for a 40-hour workweek, regardless of whether or not their hours or cut or curtailed during this crisis. The policy will continue indefinitely.

“I sure hope this thing doesn’t go on for two years. But honestly if it did, I’d tell you that 40-hour guarantee becomes increasingly valuable the farther out you go. ”Replacing people is expensive, running up to $20,000 when a Waste Management employee quits. “So purely from an economic standpoint, I’d still tell you it’s the right thing to do,” he said.

We need more super heroes. Who would you nominate as the next Crisis Super Hero and why?

Need support leading your team through this crisis? I’m here to help.

90-Day Coaching: I’ll share best practices and help you with both professional and personal issues with a weekly call and unrestricted email. This unique offering is intended to help you navigate through these choppy waters and chart a course for smooth sailing ahead. I’m limiting the number of slots to 10 so that I can provide as much support as needed to you while continuing to care for my loyal clients. Write to me at Roberta@matusonconsulting.com to sign up: $2,500.

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Keeping Remote Workers Engaged During Tumultuous Times

How to manage remote workers and keep them engaged during times of crisis
Engaging Remote Workers

It’s the year 2020, and there are still leaders who’ve never managed a remote workforce–until now. The number of companies asking employees to work from home, due to the Coronavirus scare, is multiplying faster than the actual virus.

Here’s how to keep remote employees engaged and productive during these tumultuous times.

Give people control. Telling everyone they must work from home in most situations does not make sense. Here’s why. There will be people who have to work from the office (mailroom employees, the team in charge of keeping the IT infrastructure intact, etc.) who will feel more anxious if they’re told they have to work from home when they know they can’t.

Instead, tell people to work from home if they’re able to and more comfortable doing so. Then be sure those who are working from home have the equipment and tools needed to be productive.

Don’t make assumptions. Don’t assume because you know how to use online video conferencing tools like Zoom, that everyone else in the office knows how to use these tools. Ask a member of your IT team or someone in the office who is a pro at using remote collaboration tools, to host a webinar and invite employees to attend. Record the webinar so that people can refer back to it, should they need to do so.

Be flexible. The workers you’re sending home have lives that may not be conducive to working remotely. They might have kids who’ve been sent home from daycare or school, or a spouse who works remotely. Be less concerned about the hours they work and more concerned about the results.

Check-in with your people regularly. Pick up the phone and ask your team members how they’re doing and what you can do to support them. Offer to extend deadlines, if doing so will lessen the stress they’re feeling trying to balance your needs and that of their family.

Be generous. As someone who has worked from home, while raising two young children, I can tell you from personal experience how far small gestures go. Send your employee an Amazon gift card, with a note telling them to use the card to purchase supplies or groceries or even a new toy to keep the kids entertained. Better yet, ask them to go onto Uber Eats or Grub Hub and place a dinner order on you.

Be transparent. No doubt, you’ll be asked questions that you either don’t know the answer to or are unable to answer. People expect leaders to lead with openness and not withhold information that could help further understanding of the issue. What they don’t expect is for leaders to have all the answers. It’s okay to say, “I don’t know” or “I’m unable to provide you with an answer at this point.” 

Reassure employees. Right now, it feels like the sky is falling, but this too shall pass. Your employees are counting on you to stay strong. Feeding into their anxiety will only make matters worse. Allow employees to express what’s on their mind and acknowledge their feelings. Then try to shift the conversation to something they can control, like the quality of their work.

©Matuson Consulting, 2020.

In the spirit of generosity, if you’ve got a question about keeping employees engaged during this time of uncertainty, email me at Roberta@matusonconsulting.com, and I’ll gladly answer your question.

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How to Get Noticed at Work

Talent hidden in plain sight. NASA mathematician Katherine Johnson at the 89th Annual Academy Awards

The world lost a treasured talent earlier this week with the passing of NASA mathematician Katherine Johnson. Johnson’s story was featured in the movie, “Hidden Figures.”

I remember watching that film and thinking, “Why didn’t I know about Katherine Johnson and her female African American colleagues, who were an intricate part of the U.S. space program?”

These talented people were hidden in plain sight.

Are you hidden as well?

Did the promotion you were gunning for go to someone else?

Were they more qualified than you or did they just do a better job of getting the word out about their accomplishments? My guess is the latter.

Several years ago, I was facilitating a session on Executive Presence for Women at a large well-known tech company. I remember how uncomfortable many of these women were when I mentioned self-promotion. A few were downright belligerent when I brought up the topic.

That was until one of their managers said the following:

“Do you know how often your male counterparts come to me each week asking me for a promotion? Yet, none of you ever do this? Who do you think will be top of mind when a promotion becomes available?”

The topic of tooting your own horn in a sea of cubicles to be heard is so important, that I’ve dedicated an entire chapter to this topic in the Amazon bestseller, Suddenly in Charge.

Here’s a brief excerpt from the book:

Let’s talk about ways you can toot your horn so your work is noticed now that you a better sense of why it’s in your best interest to master the art of strategic bragging and you’ve taken the time to determine your unique value proposition.

1. Story telling – Everyone loves a story, particularly a good story. Think about how you can incorporate what you’d like to brag about in a story. For example, when I completed my MBA, I quit my job and traveled around the world by myself for an entire year. I had some amazing experiences along the way. There, I just used strategic bragging to tell you about three things in my life without boasting. You now know I have an MBA, that I’m a world traveler, who has experienced many cultures first-hand, and that I’m a risk-taker. Much more interesting than if I had simply told you those three items.

I told this story when I was applying for a position as an HR Director in an organization with a very diverse workforce. The hiring manager, who eventually became my boss, was impressed that I was able to easily relate to people from different nationalities, as it was likely that I had spent time in their country at some point in my travels. He also perceived me as a risk-taker and a real go-getter, which were traits highly valued in the organization that I eventually went to work for.

2. Deliver with confidence – It’s all about the delivery. Have you ever noticed how some people look down while they are talking about themselves or their voice suddenly becomes hard to hear? Conviction and confidence are vital when you are promoting yourself. After all, if you don’t believe what you are saying what makes you think others will believe?

This may take some practice. Fortunately the price of video cameras has come down dramatically. Buy yourself a Flip Video camera and have someone tape you as you deliver your story. Then play it back. How well did you project your voice? Did you come across as believable? Did you maintain eye contact when you got to the most boastful part of your story? Keep practicing until your delivery matches the excellence of your story.

3. Create a bucket of boastful moments – It’s hard to remember all those great things you’ve accomplished, particularly as you get older and add more items to the list. That’s why I recommend keeping a bucket list on your computer. This way you can easily retrieve stories when you need them.

For example, suppose you are going to be driving to a conference with your boss and the VP of your division. What would you like the VP to know about you that she may not be aware of? Is there something you can naturally throw into the conversation that would put you in a good light, on route to the meeting? For example, suppose the conference you are attending is on the use of social media. Do you have examples of how you have successfully used social media to build community? Perhaps you have done this with your son’s scout group. Or maybe you have been a expert blogger for a well known website like Fast Company. This certainly would be of interest, given the topic of the conference. And who knows, after the conference the VP may invite you to participate on the highly visible taskforce she is assembling to leverage social media and build profitability.

Are you your organization’s best kept secret? Would you rather be known for all the great things you do today or when you’re gone?

I help leaders go from invisible to highly visible in record time. Reach out to me at Roberta@matusonconsulting.com if you’re looking to lock in your next promotion.

#shamelesspromotion #talent #coaching #katherinejohnson #executivecoaching #careersuccess

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Why Leaders Need to Think Beyond Employee Engagement and Woo Employees Every Day

Employee Engagement is not a program. Employee Engagement is an Outcome.

Once a year, employee engagement is all the rage as companies gear up for the annual employee survey, which often happens right about now. February is also that time of year when red roses sell out and boxes of chocolates abound.

If nothing else, Valentine’s Day is a reminder that everyone needs to feel loved, including your employees. 

That makes this the perfect time of the year to think beyond employee engagement and start wooing workers who are the heart and soul of your business.

Gallup polls keep indicating that the majority of employees report they were “not engaged” at work.

Surely we can do a better job of engaging employees. Here’s how:

Deliver on Sweet Dreams

Sweet dreams can turn into nightmares for workers who feel the luster of their job quickly tarnishing. Ask each of your workers the following question.

“What were your hopes and dreams when you took this job?”

By doing so, you’ll gain insight as to how to best keep each employee engaged.

The mere idea that someone is truly concerned about your welfare is often enough to spark a renewed feeling of mutual admiration. Then be prepared to take action. 

If your employee feels their hopes and dreams are no longer a reality, go the extra step and ask why. Then do what you can to have them fall in love with their job again.

Celebrate your Workers on a Daily Basis

It takes a lot of work to keep a relationship fresh and healthy. What it doesn’t take is a lot of money.

Make it a point every day to re-recruit your employees. Stop by your employee’s desk and thank him or her for a job well done. In doing so, be sure to be specific about what work you’re applauding. This way they will be able to repeat this great feat time and time again.

Those of you with large departments should make it a point to buy a different employee each day a cup of coffee or a tea. If time permits, take a walk with them to your local coffee shop and spend some alone time to hear how they are doing. Be consistent so no one feels left out. It’s time well spent. 

Be Demonstrative with your Appreciation

Engaged workers are those who will go above and beyond the call of duty and expect nothing in return. That’s exactly why you should show some love the moment the feeling strikes. 

For example, suppose you have an employee who volunteered to work the weekend in order to meet a rapidly approaching deadline. You know this employee is a real movie buff.

Instead of simply saying, “Thanks for coming in this weekend,” and walking away, provide this employee with movie passes to the local cinema. If the timing is right, give them the rest of the day off so they can attend a matinee. 

Whatever you do, make it personal.

Giving an employee tickets for tonight’s basketball game may do little to impress them, especially if they aren’t a sports fan or they have a newborn at home that requires a babysitter. In this situation, you (and them) would be better served with a gift certificate to a local restaurant that happens to dish up great meals and delivers!

Listen More than You Speak

How good are your listening skills?

If you’ve ever been in a relationship where the other person does most of the talking, you know what it’s like to never feel heard.

This scenario seems to play out a lot in today’s workplace. The manageroften ends up doing all the talking and the employee does the listening. 

Today’s workers want a voice in how their work gets done. When an employee offers a suggestion, thank them for their idea and then take time to consider their recommendation. If you are unable to implement their idea, let them know why and encourage them to continue to suggest new ways of approaching work.

In meetings, let someone else take the lead. Make it a point to be the last person in the room to speak, so that others feel comfortable sharing their ideas freely. 

Make People Feel Special

In an effort to be fair, many companies treat people the same. While their intentions may be good, the results can quickly shift an engaged workforce to the dark side of employee engagement — a world of disgruntled disengagement. 

Equal isn’t always fair. Think about the superstars in your organization that are doing the lion’s share of the work. Is it fair when they receive the same raise as those who are barely contributing? Should your “A players” be required to work in the office every day, along with everyone else, because you don’t trust your “B” players to perform unless they are closely monitored?

Don’t be afraid to treat your best employees a little differently. Those who perform should be assigned plum projects and be given access to development opportunities. This will help increase employee commitment among those employees you wish to keep.

Wooing employees shouldn’t be an idea that is reserved for special holidays like Valentine’s Day or certain times of the year. By showing your love all year long, it won’t be long before you have engaged the hearts and minds of your people — as well as your customers.

©Matuson Consulting, 2020

Ready to talk talent? Schedule a call with me. Email me at Roberta@matusonconsulting.com to get started.

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A Leader’s Guide to Managing Up in the Top Down World of Business

Leader Managing Up
Leader Managing Up

In the past month, I’ve had a bunch of leaders reach out to me for help in managing their boss. Seems like managing up is a common challenge among leaders. Here’s some helpful tips to guide you, as you look to manage up in the top down world of business.

It may seem unnatural to manage those above you in the top-down world of business. But mastering this skill is exactly what must be done to excel in any organization.

There will always be “a boss,” even if someone is currently an entrepreneur. Someone above will always be influencing us. This person may be a spouse, partner, an outside investor, or may actually be the boss.

It’s critical that we learn how to manage these relationships effectively, so we can secure the resources necessary to be successful in any situation. Here are seven tips to help you manage up in the top down world of business.

  1. Decode your boss’s management style. I’ve yet to see a situation where a boss molds his style to that of his employees. You can be certain you will be the one doing the adjusting. Start by observing how your manager uses authority, the way he relates to others, and his communication style as a leader. Most bosses typically fall into one of the following categories: Dictatorial, Laissez-faire, Bureaucratic, or Consultative. Once you determine the type of manager you’ve been handed, you can then study ways to work most effectively with this type of leader.
  2. Prepare to play the game of politics. Politics is played in every organization; so the sooner you learn how to play this game, the better off you’ll be. Politics is the informal way that things get done in an organization. Pay close attention to how work really gets done in the organization. People who master this game follow unwritten rules that allow them to maneuver swiftly through the organization to obtain scarce resources, approval of prized projects and promotions. Can you see now why it’s important to master this game?
  3. Master the art of influencing. Influencing is communicating effectively with a goal in mind. Be specific in your request while highlighting why it’s in your boss’ best interest to comply with your request, and you will be on your way to mastering the art of influence.
  4. Toot your own horn. For years we’ve been taught that it’s not polite to brag. But if we don’t, how will others know about our contributions? When companies put together lay-off lists, they exclude those whose contributions are well known throughout the organization. You may be the best singer in the room, but no one will know this if you never open your mouth.
  5. Manage your own performance. Bosses are busy people and most would rather walk on hot coals than write a performance review. Prepare your own review, which should include ways you’ve added value to the organization as well as areas needing further development. Present this to your boss a week prior to your review, and don’t be surprised if what you get back closely resembles what you’ve submitted.
  6. Hire a mentor or a coach. Every star player uses a mentor or a coach to help them improve their game. Find someone who is willing to hold up the mirror for you so that you can clearly see what your boss is seeing. Then adjust your style accordingly.
  7. Attach your star carefully. You never want to be so closely associated with your boss that you find yourself on the outskirts the moment she is no longer in favor. Be your own person so others know you are more than someone’s sidekick.

© Matuson Consulting, 2020.

To learn more about managing up, download a copy of my book, Suddenly in Charge: Managing Up, Managing Down, Succeeding All Around.

Send me a private message at Roberta@matusonconsulting.com to explore what a VIP day for you, looks like with me. I’ll be offering just seven of these sessions this year, and three are already gone.

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Research Says This is the Secret to Employee Retention

Employee Retention

Anyone else notice the uptick in new job announcements here on LinkedIn? And it’s only January 3rd! In years past, people would begin to look for new opportunities after year-end reviews were in and bonuses paid out.

This is no longer the case, which is why you should always be in retaining mode.

As a manager, you don’t have control over company policy or pay increases. However, you do have control over yourself and the way you manage people—or do you?

Research shows that one of the real secrets to employee happiness and well being, which is directly linked to employee turnover, is an acute sense of autonomy in daily operations.

The Research

Researchers from the University of Birmingham recently studied two years’ worth of data on 20,000 workers to determine the effects of autonomy on employee morale and well being. Generally, the higher levels of independence a worker experienced, the higher their sense of job satisfaction and well being.

Here’s what’s meant by autonomy

Decision-making-Employees can make decisions on their own without having to “run things up the ladder” or get approval from a committee. These decisions are not regularly overturned or tweaked to death by their boss. This makes workers feel more in control over their responsibilities and leaves them with a feeling of job satisfaction.

Trust-Micromanagement is about trust, or shall I say lack of trust. It’s a nasty habit that has a grave impact on both the employee and their manager. Micromanagement leaves people feeling small and inept. Autonomy sends the message that you trust your people to accomplish their goals.

Contributing ideas. When employees feel like their ideas and contributions matter, they’re willing to contribute more frequently, and with more effort. They leave work most days, feeling satisfied with their contribution.

Three steps to nip this nasty habit

Step One: Admit you’ve got a problem. The last person to know they’ve got a problem is usually the person with the problem. That’s why it can be helpful to have someone do a 360 review of your management style. You may not like everything you hear, but at least you’ll know what area to focus on that will yield the highest return.

Step Two: Vow to make a change. It takes courage to let others know that you recognize you’re less than perfect. Let team members know that you are working on breaking this habit and that you’ll be asking for their help. Give them permission to signal you the moment they feel micromanaged.

Step Three: Be patient. Habits are hard to break. It can take months to turn things around. Expect setbacks along the way and celebrate successes.

© Matuson Consulting, 2020. All Rights Reserved.

Questions about how to become a better leader and reduce unwanted attrition? Reach out to me at Roberta@matusonconsulting.com or leave a comment below.

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Your Year in Review: Out With the Old, In With the New?

As the year comes to an end, did you…

  • Achieve the feeling of satisfaction in your work?
  • Obtain the promotion you were gunning for?
  • Become the kind of leader you aspired to become?

Most people who follow my work have high aspirations. They start each new year off thinking; this year will be different. I’m going to do _________ (you fill in the blank).

Come February, they’ve reverted to their old patterns. Sound familiar?

If you want to make a change in your life, then you must do something different to achieve different results. Otherwise, you’re just spinning your wheels.

We have more in common than you might think. I have goals and dreams that I’m going to achieve in the New Year. However, here’s where we may differ.

For the past ten years, I’ve invested in a coach who tells me what I need to hear, which isn’t necessarily what I may want to hear. He pushes me to be a better version of myself.

Here’s an example. I was recently asked by my current publisher to create a book proposal for a new book they were looking to publish. My first thought was to say no, as the book that I had just written, Evergreen Talent, has not even been released yet.

I turned to my coach and asked him what I should do. He said, “Write the damn proposal.” So, I did. Believe me, when I tell you that my life would have been a lot less stressful had I just said no to my publisher. But then I would not be well-positioned to achieve one of the goals that I’ve set for myself for the year 2020.

Take a few moments and think about what you’d like to achieve over the next year. Feeling optimistic? Or are you feeling stuck? Can you do this by yourself? If the answer is yes, then get started today. If the answer is no or I’m not sure, then get help.

If you want your New Year to be different than this year, then do something different!

Here’s to a great 2020!

© Matuson Consulting, 2019. All Rights Reserved.

Special Holiday Offer: Book my coaching services by December 31, 2019, and I’ll gift you with an extra month of coaching. Interested? Email me at Roberta@matusonconsulting.com. This offer is also available for organizations looking for an executive coach for a valued employee.

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Why Leaders Need More Than One Executive Coach

Executive Coaching

Executive Coaches

Last week, I attended a conference where I met a very successful business owner. He owns five businesses and oversees two-non-profits. We joked about retirement and, he told me he wasn’t done yet in terms of building a portfolio of successful companies.

I asked him to tell me the reason why he was able to achieve such high levels of success. He indicated to me that he could not have done this alone.

He relies heavily on his coaches. He then went on to explain that he’s currently working with three executive coaches!

I have to say; I was taken back by this. I’ve never heard of a business person working simultaneously with more than one coach. When I gave this further thought, the idea of working with more than one coach makes complete sense to me. Here’s why.

Professional athletes have more than one coach. That’s because each coach has expertise in a particular area of the game.

In fact, the New England Patriots (my home team) have a dozen coaches on staff including, a defensive line coach, a quarterback coach, and a head coach. Not to mention, athletes like New England Patriots quarterback Tom Brady have personal coaches to help keep them in tip-top shape.

The gentleman that I met last week said each coach helps him improve a particular area of his business. For example, he relies on one coach to help him bolster his sales skills, while another helps him think through operational issues.

Working with more than one coach at a time is a brilliant strategy that can help you grow exponentially, both professionally and personally.

Consider the following when engaging more than one coach.

  • When seeking a coach, let this person know that there’s another coach already on board. Not every coach will be comfortable with the idea that you’ll be receiving input from more than one outside resource during your engagement with them. It’s best to find this out early, so you’re freed up to find someone comfortable with this arrangement.
  • Look for a coach with expertise in an area that your current coach does not have. This will help to avoid the butting of heads when each coach tries to advance his or her agenda.
  • Examine the initiatives closely you’re trying to move forward this year. Invest the bulk of your resources in a team of experts who can help you strengthen the weaknesses you may have in these areas.

Leadership is a contact sport, which requires that you be brilliant in terms of strategy and execution. You don’t have to go it alone. Surround yourself with a team of coaches who are interested in one thing only–helping you soar!

© Matuson Consulting, 2019.

Interested in learning more about working with an executive coach? Reach out to me at Roberta@matusonconsulting.com.

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5 Ways to Transform Managers into Magnetic Leaders

Magnetic Leadership

Some people think magnetic leaders are born that way, but that’s not quite how I see it. I believe magnetic leadership is a state that evolves over time. In fact, most of the magnetic leaders I interviewed for my book, The Magnetic Leader were people who wanted to be great leaders and were willing to put in the work to reach that goal. All of these leaders did the following:

  • They observed other leaders. Some, they emulated; others, they promised themselves they would not be like.
  • They learned while doing and made course corrections along the way.
  • All of these leaders invested in their own development and continue to work on improving themselves every day.

These leaders understand the power of magnetism and how it can be a game changer when it comes to attracting employees, customers and profits.

Here are five ways organizations can help their managers transform into magnetic leaders.

1. Make coaching accessible to all.

The most magnetic leaders I know have either worked with a coach or are currently working with a coach to help them improve their performance. Here’s why.

It’s impossible to see yourself as others see you, which is why you need someone with an outside perspective to help you improve. I know firsthand the benefits of having a great coach, as one was awarded to me when I found myself suddenly in charge.

2. Provide leaders with mentors.

One of the best ways to learn is by working with someone who has been there and successfully done what you are about to do. Companies would be well served to encourage senior leaders to mentor those with less experience.

While you’re at it, consider reverse mentorship. Opportunities for younger people to share their expertise with those who are more senior go a long way toward developing magnetic leaders, as younger people have a lot of expertise worth tapping into.

3. Provide managers with access to leadership development opportunities.

Not every organization is large enough to have an entire department dedicated to leadership development. Luckily, there is more than one way to access the expertise needed to become a magnetic leader. Conferences, industry association meetings and local chambers of commerce all offer programs worth consideration. You can also bring in an outside expert to deliver a program in house.

4. Invite thought leaders into your organization.

Authors launching books are keen to get the word out. Seek authors who specialize in a topic you want your employees learn more about. Invite thought leaders to keynote your next company-wide management meeting, or ask them to facilitate a lunch-and-learn.

5. Rotate leaders throughout the organization.

Some of the most magnetic leaders I know became that way because of their experience working for organizations that encouraged them to rotate into different positions within the organization. This experience gave them the opportunity to learn from a number of leaders, who had different perspectives of company life, and gave them an appreciation for the work that others did in the organization.

Remember that becoming a magnetic leader doesn’t occur overnight. There’s a bit of trial and error that has to happen before a leader achieves the ultimate state of magnetic leadership.

© Matuson Consulting, 2019.

Interested in attracting employees, customers, and profits? Ready to achieve magnetic leadership status? Email me at Roberta@matusonconsulting.com and we’ll get a call on the calendar

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The Courage to Hire Talent

The Courage to Hire Talent

I was speaking the other day with a hiring manager about a very talented candidate he was considering for his team. I asked the manager how soon he could get this person on board. He said he wasn’t going to offer this person a job, and that he was going to keep looking.

I asked him why. Here’s what he said.

“This person could easily be my replacement.”

To which I responded, “That’s exactly why you should hire him!”

I get that hiring someone who could easily replace you can be a bit unnerving. I mean, what if your boss likes this person more than he loves you? Or what if you hire this person and he tries to con his way into your job?

It’s uncomfortable to swim against the tide. Like when’s the last time you heard of someone hiring a candidate who might be able to outperform the hiring manager? If you’re like most people, the answer is probably never.

Relax! The secret to your next promotion and career success may be right in front of you.

The people who get promoted are those who demonstrate they can put together solid teams. Don’t you want to be part of this club? If so, hire people who are as good as you, if not better.

Did you know that one of the most common reasons people are passed over for a promotion is because their boss believes no one can do this person’s job as good as them? This scenario happens often.

Let’s make sure this doesn’t happen to you.

Look at your current team. Who can replace you? No one? Then it’s time to up your hiring game.

Aim for the best and don’t settle for the rest.

It takes a lot of courage to hire someone as good as you are or even better. Give it a try. I’m betting you’ll like the results and will make this your new requirement when hiring.

© Matuson Consulting, 2019.

Last Opportunity to Register:

Join me this Friday, November 1st at 11:00 AM, EDT for a jammed packed one-hour teleconference on Selecting for Success, where I’ll teach you how to dramatically accelerate your ability to hire the right talent in a zero unemployment economy. A recording will be sent out after the session.

Register here.

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