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Matuson Consulting // A Newsletter On: Creating exceptional workplaces and extraordinary results

It’s official. We’re halfway through the year. This is the time to take stock of how you’re doing. Are you hitting the revenue numbers you projected? If not, what needs to happen in order for you to double down this quarter? Do you have the right people on your team working in concert with one another? Are key positions still unfilled?

These are the kinds of questions I’m asking my advisory clients to consider, which allows us to adjust as we go along. They’re in great shape. Can you say the same? If not, let’s talk.

How to Avoid Crashing Like Uber

I predicted Uber was heading for a crash, and it happened. As you’ve probably heard by now, Uber’s founder and CEO Travis Kalanick was asked by his board to step aside. Frankly, I’m surprised he lasted as long as he did, given the claims of a sexually-charged work environment, sexual harassment, discrimination, and pushing the envelope in dealing with law enforcement. There’s probably more questionable behavior going on there that we don’t even know about.

There are plenty of lessons to be learned from the rapid ascent and descent of Uber. Here’s what leaders and companies can do to avoid a similar fate.

Where there is smoke, there is fire.

Take all charges of sexual harassment and workplace discrimination seriously. Let’s get real here. I’ve seen too many executives look the other way the moment a rainmaker or key executive is accused of inappropriate behavior. Take any and all accusations of this nature seriously. Hire someone from the outside to conduct an investigation so you can quickly determine how to best proceed. The key word here is quickly, as these situations never go away on their own.

Fire quickly.

The board at Uber should have removed Kalanick after the first implosion. However, I can understand why they gave him a second chance. After all, none of us are perfect. But what prevailed after that was a travesty. A ton of time, money, energy, etc. was expended, as one explosion followed another.

Uber has lots of cash to burn. Are you in a similar cash position? Probably not; yet, I bet there’s a least one person on your team right now who, like Kalanick, should have been gone a long time ago. Can you really afford to keep people on who aren’t adding value or may be damaging your brand? Let today be the day you take action. Ready, aim, fire.

Make a clean break.

It’s going to be a long time before Uber recovers from the wreck that’s been left behind by Travis Kalanick. Although he’s no longer leading from the top, he’s now driving the company from the back seat, as he is still on the board. And we all know how dangerous backseat drivers can be! The board will need to pull over to the curb and let Kalanick out if they ever expect the company to take the IPO route.

If you’re going to release someone, then let him or her go. Letting this person hang around will do more damage than good.

Be very careful whom you let into management.

Everything that went wrong at Uber happened because of lack of leadership. You have to have the right people with the right traits and skills in place to run a successful company that can stand the test of time.

As of today, at least twenty leaders at Uber have been let go or asked to resign. Surely you can do better than Uber when it comes to selecting and promoting leaders. If you need help, just ask and I’ll set aside thirty minutes for a complimentary call. That’s how important hiring the right people is to your business.

Why Companies Should Dump their Talent Strategy Now!

Some of you may be attending conferences on talent and are patting yourself on the back because you have a talent strategy. Not so fast! Here are three reasons why having a talent strategy may be doing you more harm than good.

  1. Strategic plans are out of date the moment they’re done. Why? Because business moves at the speed of light, which is what you need to do to capture talent in today’s quick-paced world of business.
  2. Most people continue to follow plans even when they suspect they aren’t working. That’s the last thing you want happening when you are in need of people to run your business.  
  3. You need your team to think outside the box in order to fill jobs. Handing them a plan sends them the wrong message. Instead, teach them how to become talent magnets and give them permission to go do their thing!

Tom Brady Has a Coach. Shouldn’t You?

Every winning team has a coach. People who are at the top of their game have coaches as well. Did it ever occur to you that’s how they got to where they are? Of course in business, there has to be an ROI or why bother to invest? Here are some of the many benefits that companies receive when they engage the service of a coach.

  • Increased effectiveness of managers to lead others and move projects forward more rapidly.
  • Higher productivity of personnel at all levels.
  • Higher levels of employee engagement and participation.
  • Increased repute and ease of recruiting for difficult-to-fill positions.
  • Better employee retention.
  • I get the fact that not every company can afford to provide individual coaches to their managers. That’s why in addition to executive coaching, I offer group coaching programs. Take a look and reach out to me at 617-608-3633, or email me at Roberta@matusonconsulting.com to discuss getting started.

Rules of Attraction: Your Monthly Tip on Attracting and Retaining Top Talent

In my new book, The Magnetic Leader, I highlight what today’s workers are seeking from their employers. Employee development is top on the list. What are you willing to do to support your employees’ growth?

Something Worth Consideration:

Companies with generational diversity are appealing to people of all ages. In particular, those employees who believe that they may want to remain with their employer well past their next birthday!

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For more tips on attracting and retaining top talent, download a copy of Talent Magnetism. Call us today at 617-608-3633 if you’d like to discuss applying these concepts to your organization.

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Meet Roberta Matuson

For more than 25 years, Roberta Matuson has helped leaders in Fortune 500 companies, including General Motors, Best Buy, and, The Boston Beer Company, achieve dramatic growth and market leadership through the maximization of talent.

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“Your work with my senior group exceeded my expectations. I’ve never seen anything like it. We are now growing gang busters and the team is really working together. Fantastic job." Ronald P. Bryant, President and CEO, Noble Hospital.”

Ronald P. Bryant
President and CEO, Noble Hospital.

“Roberta has been a tremendous mentor and coach to me over the past year. She has partnered with me on multiple professional development fronts, as well as helping me through some very challenging situations. I found Roberta to be wise counsel!”

Allison DiSiena
VP of Recruiting, Marketing, Interactive and Creative Services Division
24 Seven Inc.

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Email: Roberta@MatusonConsulting.com
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