I don’t just mean branch managers, but area managers, MDs, Directors, and other leading people that help drive the business forward.

How do you pick them?

Well, I’ve found that, more often than not, they appear when the time is right. I think that’s because a few reasons:

We really emphasis training and development and therefore growth in our company. We are always telling people they can progress if the opportunity is there, and they are, of course, good enough.

Also, as our values are “Be better” we attract the type of talent that do want to progress in the business, so when the opportunity is there, we tend to have the right person already waiting.

Then when you get to the stage that you need, non-customer facing management (Area managers, MDs etc), it comes as another big, but oh-so worthwhile change.

It’s a big mindset to go from the business to being all about you, to now you are playing a small part in it, but that’s the way it must be in order for the business to grow and scale.

You can’t be all things to all people, you have to be hands off, more than ever.

The next stage up from that is other Directors in the business.

One thing is for sure – Make sure that all managers, directors etc are there on merit.

I see so many old, or family run businesses, that have legacy management and director teams that have the management skills of David Brent from “The Office!”

They are there just because “that’s the way it’s always been” – A phrase I never want to hear in any of my businesses.

Everyone needs to pull their weight and be a value add NOT a value drain.

“If you want to go faster go alone, if you want to go further go together”.

What do you think?

The post The Management Team first appeared on The Agency Roadmap.

I thought no one could do the job better than me. Does this sound familiar?

If you want to grow your business, you must learn to let go of the day-to-day tasks and trust your staff. The reason you recruited them in the first place is because you know they are up to the job.

Letting go is more of a mindset shift than a physical one. It can also be very difficult to do, especially if you like things done a certain way.

From experience I can tell you that it takes time. People make mistakes and that’s fine, we all learn from these.

Creating the right type of culture at work is important in motivating your team and helping them to see where you want the business to grow.

My question to you is…

Can you trust your staff and let them take responsibility?

The post Learning To Trust Your Team first appeared on The Agency Roadmap.

How many of you, when there’s a problem, try and sort it out instead of your manager?

There are a few problems with that:

• Your manager will never learn and grow
• Your staff won’t respect your manager
• Your staff will always come to you with issues
• Your manager will not feel trusted or valued

Now you might say, “My manager isn’t good enough”. Then why are you employing them?

Either train and develop them to be better or performance manage them out the business. You will never be able to systemise yourself out the business if you don’t have the right management team to take over.

Most business owners can’t let go of the business reins as they don’t trust the manager. They don’t trust them to do as good a job, they don’t trust them with the staff, and they don’t trust them with the finances.

Not only will you not grow the business, you will have a job not a business and you won’t be able to sell your company for what it potentially could be worth.

Let the manager manage and support and help them.

Don’t do it for them. There’s a huge difference.

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