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Tag: Talent

Elite Business: Optimising business decisions: The power of focused strategy

Elite Business: Optimising business decisions: The power of focused strategy

In this article, originally featured in Elite Business: Maximise your time and attention with a framework that simplifies the complexity and noise of day-to day- business


Recently, I had the privilege of addressing a substantial audience of around 680 individuals, comprising government officials, corporate executives, private business owners, and numerous employees. The topic I presented, which resonated with many, revolved around an idea first introduced in 1956 by George Miller: the magical number seven. Miller proposed that our short-term memory can handle seven items, give or take two. Some can manage five, while others can juggle nine.

This concept made me ponder the complexities faced by business owners today. With the growing uncertainties in technology, employment, supply chains, and politics, decision-making has become increasingly challenging. The key to navigating these complexities lies in avoiding cognitive overload—an impediment caused by an excess of information that hinders clear decision-making.

The M.O.S.T. Framework for Effective Business Strategy

The essence of my talk focused on maximizing time and attention through the M.O.S.T.E framework, which stands for Mindset, Objective, Strategy, Tactics and of course, Execution. Here’s a breakdown:

Mindset 

A winning mindset is crucial. This goes beyond merely having a growth mindset; it’s about maintaining a vision that transcends the current moment. Such a mindset equips you to tackle present challenges with an eye on future success.

Objective

The power of one objective cannot be overstated. Studies indicate that having more than one primary objective can reduce your intellectual capacity by 38%. In business, this objective should focus on increasing your asset value. This singular focus ensures clarity and enhances productivity.

Strategy 

Your strategy should be singular and concentrated on building your business into a valuable asset. A successful strategy encompasses three main attributes:

  • Income Generation: Ensure your business consistently generates revenue.
  • Capital Value Improvement: Continuously work on increasing the value of your business.
  • Tradability: Develop your business to be an asset that can be sold or traded independently of your direct involvement.

Tactics 

Developing effective tactics is the next step. Here are five essential tactics to consider:

  • Positioning: Stand out from competitors by focusing on whom you serve and how you serve them uniquely.
  • System of Delivery: Develop systems that are teachable and trainable, allowing your team to manage operations efficiently.
  • Purposeful Team: Assemble a team capable of running these systems, freeing you to focus on growth.
  • Growth: Constant growth is vital. It attracts the right team members, customers, and maintains supplier enthusiasm.
  • Value: Always concentrate on transforming your business into an asset, ensuring it’s not merely a complex job but a thriving enterprise.

Execution

This is where all great efforts live or die. Too often we find ourselves stuck in the daily, weekly, monthly operational grind needed to sustain our businesses. Adopting an approach to get you our of the engine room and onto the bridge of your ship by way of an analogy, places you in a position to lead execution.

By adhering to these principles, you can simplify decision-making processes, enhance business efficiency, and ultimately build a more robust, valuable enterprise. I hope these insights prove beneficial. Until next week, cut out the noise of competing narratives around our politics, inflation, Brexit, national service, climate change and so on, to focus on what you can control and build.

Elite Business: Converting the talent you hire into company value

Elite Business: Converting the talent you hire into company value

In this article, originally featured in Elite Business: In a skills crisis, how can we find, train and retain talent, ensuring their contribution builds the business, not just their careers


To build your business into an Asset of Value that will generate income today and capital tomorrow, you need to build a team. Unless you have a purposeful team on board, you are up the creek without a paddle. Or rather, paddle you will, 24/7/365, which means you have a job. 

In 2023, British businesses advertised upwards of 1.4m jobs. Put differently, businesses needed to fill almost 1.5m job vacancies to sustain and grow their companies. Without people, you cannot grow and sometimes sustain what you have worked so hard to build. Yet our country barely released 400,000 people into our working economy. We have a skills and labour crisis, and it’s driving several outcomes that are likely to stay, including inflation, upward delegation, slow/stuck/regressive growth and disillusionment. Plucky politicians, including our current PM, dodge the issue, for which all sensible resolutions would be politically fraught and risk an uproar from vested Brexit interest, tax legislators, anti-globalists, and nationalists. The current rhetoric is that A.I. will plug the gaps. It’s a useful position where everyone slings the acronym around as a catch-all to sound smart, activate investment interest, and even win over new friends and contacts. It’s of no value right now when you are trying to build a team to take on the daily, weekly, and monthly operational activities that anchor you in the daily operational grind of sustaining your business, never mind growing it. You need people and talent to get going and growing.

This invites a conundrum. How do we source, win, and onboard talent where business owners and employers must gain equally from the relationship? 

Talent invites several risks, including competition to afford their hefty salaries, attitude and arrogance once talent is onboarded after the hard sell of winning their favour, and vulnerability when talent delivers value and holds you ransom. Of course, the risk of expensive talent failing to deliver is also ever-present and all too common.

If your intent remains building an Asset of Value, ensuring that you translate talent’s value into company value is vital. The greatest, unmeasured cost I’ve seen across business is the cost of winning talent and receiving value from it when the talent vacates takes the value with it. It is a horrible failure in leadership, too, and a mistake that should only ever be made once. Watch the session below to appreciate the true cost a business owner faces after 20 months of investing in unmeasured and unmanaged talent.

There are several approaches to guarding against this cost.

Should building an Asset of Value be your objective? Once you are clear on your company’s purpose, bring it to life by first creating a system of delivery. This requires you to translate your desired customer experience into sequential, measurable activities that can be taught, delegated and remunerated, including how you market, sell, deliver, service and administer customers. Once done, the value lies in your company. Alternatively, hiring talent to create this consistent client experience means that the value of that experience lies with your talent unless you can ‘decode’ your talent into a system that can be shared, used and taught to other team members. Grinding out the former option takes longer but is more sustainable and valuable. It’s also more affordable and ensures your time and attention invested in getting it right remains your company’s IP.

Perhaps winning the war for talent is less about the scarcity of able, capable employees and more about adopting a different approach to how you lead, build, and capitalise your company. Wear both hats: that of an operator who can build solutions to win customers and hold them through a consistent, dependable customer experience and that of an investor who ensures that all your investments in human talent translate into value that vests in your company.

Elite Business: Lead you must, so set the right destination!

Elite Business: Lead you must, so set the right destination!

In this article, originally featured in Elite Business: A goal that can’t be measured is meaningless, you need to calculate the numerical value of the business you’re working towards


A business owner has little choice but to lead their business. And you cannot lead without a destination or goal to guide and direct your leadership. So, what should it be?

I always ask about the future when I meet with a business owner. It’s the only thing we have control over. Mostly, in response to my opening line, “Where do you want to be in 3-5 years from now?”, answers talk about doubling growth or reaching a leading brand status. Alternatively, it is to exit the business, but without a clearly stated value.

I’ve always found these vague answers limiting as a destination. A better approach is to create a framework to lead that incorporates the entire business and team.

A business is a dynamic system of people, products, activities, and money. A single metric or two does not cater to this complexity and is not sophisticated enough to drive the well-being of a business and its intended outcome or destination. 

Your company’s enterprise value offers a comprehensive, yet simple-enough-to-manage destination. It requires that you understand how your company would be valued, and the good news is that company valuation is largely in your control. It has five primary levers that you can design, build, manage and pull in your favour to maximise your valuation. At the same time, these “levers” incorporate your team, products, services, customers, and suppliers. It is decidedly comprehensive yet simple.

The levers of valuation can primarily be presented in 5 areas of attention.

Positioning:How do you differentiate your business in the eyes of customers?

To strategically position your business for growth, it is imperative to differentiate it in customers’ eyes by clearly defining your target audience, addressing their problems, and crafting a unique and compelling customer experience. Identify the segments you serve and articulate the value proposition you offer to each. 

Measure your success by overall market growth and assess your segment market share expansion. This approach ensures a focused and tailored strategy that resonates with your audience, fostering sustainable business development.

A system of delivery: How do you achieve consistent, reliable customer experiences?

To establish consistent and reliable customer experiences, integrate commercial functions within a unified system to streamline your business positioning. It involves aligning various customer identification, acquisition, fulfilment, and retention activities. By focusing on the seamless coordination of these elements, businesses can achieve a standardised and dependable approach to customer interactions, ensuring continuity and reliability throughout the entire customer journey.

Measure the effectiveness of each commercial function by tracking key outcomes resulting from the activities within the integrated system. 

A purposeful team: How do you always get the right people to do the right thing?

To consistently align actions with strategic goals you need a deliberate approach to human resources. Recruit and train new hires to operate the systems that deliver your business positioning. By cultivating a workforce that understands and executes their roles within the overarching business strategy, you can foster a culture where the right people consistently contribute to achieving the right outcomes, enhancing overall organisational effectiveness.

To gauge success, measure staff retention rates and performance outcomes against specific job descriptions. 

Growth: How do you grow revenue and profitability?

Accelerate growth by harnessing the power of your scalable commercial platform. If you have pulled the first three levers, the platform now has the capacity to handle increasing demands and adapt to evolving business needs. 

Evaluate success through clear metrics, measuring not only overall revenue growth but also assessing improvements in profitability. This approach ensures that as your business expands, the commercial platform remains a dynamic and efficient engine for sustained growth, allowing you to capitalise on emerging opportunities and optimise financial performance.

Dependencies: How do you secure your value?

To secure your business’s enduring value, focus on the succession and transfer of operational and managerial responsibilities. Develop a robust plan that systematically identifies key roles; documents critical processes; and grooms internal talent. By ensuring a smooth transition of duties, you strengthen the organisation’s foundation, mitigating risks associated with key personnel changes. This strategic focus safeguards the continuity of operations. It contributes to your business’s long-term sustainability and resilience, solidifying its intrinsic value.

Applying your time and attention to these five levers and creating a framework around them lets you lead with purpose, intent, and consistency. Suppose you go further and involve your leadership team in defining the framework. In that case, it brings the efforts of your leadership team and their teams together within a framework everyone understands and is governed by.

Leadership is about building confidence and clarity of purpose. It’s about getting your people on board and ensuring you are sailing towards one articulated destination. Getting it right is hard until it is not. The starting point is choosing that destination.