You Cannot Scale What You Tolerate
17 June, 2025
Transform
Transforming your team from where you are to where you will be in the next year to ten years requires the right people in the right seats doing the right things right. The heavy lifting behind the scenes requires strategic hiring, onboarding, targeted coaching, and development.
Clarify Your Due North
Your mission, vision, and values, coupled with your culture code, form your organizational "drumbeat." This drumbeat paves the way for your Team and Leadership to behave, do and become to reach their potential. Teams realize their potential when everyone knows the answers to the following six questions*:
- Why do we exist?
- How do we behave?
- What do we do?
- How will we succeed?
- What is most important right now?
- Who must do what?
When you define these answers, your Due North becomes clear. Then, you transform into an Organization with purpose.
*From Patrick Lencioni's The Advantage
The Benefits of Working with Experienced Advisors
CULTURE CODE
Transforming your team and organization’s potential is impossible without the active transformation of your culture code from “the current state” to “the ideal state”.
UNLEASH POTENTIAL
Transformation of “what is” to what will be” is impossible without proper assessment and alignment of the right people doing the right things right through strategy.
PERFORMANCE OPTIMIZED
Performance optimization is a natural outcome when everything that can be possibly be measured is objectively measured is coupled with smart experiments, accountability and autopsying.
Resources to Transform Your Team
Unleash your Team's potential with these resources that will help you as a Leader to Assess, Transform, and Accelerate.
Tap the Potential of Your People
Tapping the potential of your People and Team requires the careful selection, onboarding, coaching, developing, and ultimately planning for the succession of key strategic roles in your Organization. When Leaders have a strategic approach to the Employee Lifecycle, they ensure the longevity of the Organization's success and retain talent and insights like a flywheel as Employees cycle through.
SELECTING
The future of your business is determined by whom you hire. Commit to hiring only the best possible talent. The impact on your business cannot be overstated. The importance compounds when you are hiring for critical positions such as management and sales.
Start by committing to hiring the best talent every time and doing whatever it takes to get the right People on your Team. From there, use a combination of data-driven assessments, scorecards, and structured interviews to guide your selection process. Don't rush this important decision. Ultimately, the decision is yours to make. Make it the right one.
HIRING
Leaders know that it is critical to select and hire the best Team possible. Average companies rely on gut instinct and human bias seeps its way into the hiring process. Rainmaker organizations create an effective hiring process that incorporates background checks, interviews, and assessments in tandem.
When you invest the extra time and effort to use a valid assessment method during hiring, coupled with effective ongoing management, a new hire will invigorate your Team and lead to a return on your investment.
The hiring process is a key point in the Employee Lifecycle to establish personality, background, experience, and education, all of which play an essential role in your Peoples' success.
ONBOARDING
The onboarding stage involves the careful mindset-shaping that occurs to ensure Team member success. This is a crucial time for Leaders to serve as a catalyst to accelerate the Employee’s performance so they can do and become their best.
Be sure to share your vision, set the tone, provide feedback, communicate with candor, expect accountability, and, importantly, get to know the person on a human level. Begin a dialogue to learn about what’s important to them and what they value. Be vulnerable and expect vulnerability.
Proper onboarding leads to improved employee morale, productivity, and retention.
COACHING
Coaching is the process of Honoring the Greatness in each Team Member to help them reach their unique potential. .
When you understand your individual Employee’s behaviors, values, and attributes, it is easy to develop the right coaching tools and use solid strategies to improve Employee performance.
Your coaching should start with assessments to benchmark your team and then the strategic implementation of a culture of accountability, feedback loops, and candor.
During this phase of the Employee lifecycle, as you integrate your new Team Member into the Organization, your Team will rapidly gain focus and clarity, working synergistically and improving your bottom line.
DEVELOPMENT
Development is the art and science of purposefully unleashing the unique potential in each person. Talent is an organization's most valuable asset. Yet, in most organizations, the untapped performance potential of teams is profound.
From self and interpersonal awareness to engagement, conflict management, and resilience training, our process helps team members identify with one another, their roles and equip them with the essential tools to do their best work.
When your Employee is in the Development stage of the Employee Lifecycle, they become integrated into your team culture and benefit from a unified vision, clarity, and the ability to fully realize their talents.
SUCCESSION PLANNING
Succession planning is the strategic awareness and alignment of potential to be realized in the future. Planning focuses on identifying and grooming existing talent throughout company branches for future management and leadership roles of the business. As an integral element of your Talent Management Strategy, succession planning also facilitates the identification of “talent gaps” that exist.
Plan for succession by creating job benchmarks for key positions, taking a talent inventory to identify potential, identify Team members who are up for the challenge of stepping up in the event of succession, creating development plans, and making a selection when an opening arises. .
Be sure to identify key positions at risk and prioritize the succession planning for the most strategic positions. Safeguard the future of your Organization and Team with Succession Planning.
Culture Shaping
Your culture is a direct reflection of you, what you allow, and what you do not allow to occur. It is up to you to shape it. Shape carefully.
WHAT OUR CLIENTS ARE SAYING
"The intent is to embed the learning and self-awareness so that the person can then use those tools to improve their lives and improve their business results. I had looked at other approaches, but felt that this would give us a structure that our sales team could really build on. This was our ongoing approach to growing the company- by growing people in the company."
Coaching
Coaching starts with identifying the desired and current state, determining gaps, and developing a strategy for performance improvement. Follow these steps to bridge the gap between vision and potential.
- Capture current talent, systems, and culture.
- Compare and contrast the current with the ideal business state.
- Implement a customized coaching action plan.
Mindset Shaping
Mindset is a reflection of ingrained thought habits and mental attitudes. It is a powerful driver of success and profits, and it must be nurtured and shared throughout your Team. Effective Leaders always push mindset development.
- Leaders can reshape soft-coded mindset elements to change thought patterns.
- Develop your Team's acumen, competencies, and emotional intelligence.
Team Performance Optimization
Inspire your Team to perform their best with three key ingredients: People, Passion, and Purpose. Your team should feel appreciated and that they are part of something bigger than themselves.
- Define role accountabilities that match each team member's talent and capabilities.
- Align talent, systems, and culture with business goals.
Leadership Development
High-performing Teams require high-performing Leaders. Leaders must be self and interpersonally aware while engaging both hearts and the bottom line. Effective Leaders define role accountabilities that match their Team's talents and capabilities.
- Understand the relationship between talent, systems, and culture.
- Balance accountability with the unique experiences of the team.
- Create a unified vision, a fulfilling team culture, and increase profits.
The 5 Dysfunctions of a Team: 12-Step Guide
Inevitably, all Teams are dysfunctional to some degree because Teams are comprised of fallible, imperfect human beings. From the basketball court to the executive suite, politics and confusion are the rule rather than the exception.
Facing dysfunction and focusing on teamwork is particularly critical at the top of an organization.
Download the 12-Step Guide to begin fighting dysfunction today.
THE RAINMAKER
Every great organizational change starts with a mindset shift. Start your journey with thought-provoking articles on People, Leadership, Teams, and Moats.
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