for Success. Now, I don't expect you to be able to read all these 7 Simple Strategies

for Success from this business card, but you can find them on my website. What I want to

share with you today comes from Strategy #5, which is Find, Hire, Train, and Retain them:

Lead an All-Star Team. One of the things that I'm working on right now, which I frequently

do, is helping a key employee become the key employee that you see in him or her.

For example, I've worked with new managers in departments of big corporate, and they

were a fabulous technician. Let's talk about this one guy in particular, Steve. You can

see him on my website on the Testimonials page in the little audio. His name is Steve

Benton from Canadian Tire. I'm using him as an example because I've got his testimonial

on the website and you can go and see it. Steve's story was that he was a technician

for 13 years, and a great one. So how do many companies -- not just corporate, but even

the privately owned companies that I work with primarily -- how do we reward these people?

Well, we give them a better position. We give them a supervisory position, a leadership

position or a managerial position of a department. There is a difference.

But at any rate, we take this 13-year technician who's been doing a fabulous job and we give

him the manager of the department position. Now, he hadn't had any training to be a manager

at this point -- he did get some later, of course -- but we worked together in a coaching

partnership, and one of the things that happened, just inside of the six month coaching partnership,

was that their sales increased in that department. He'd only been there for like seven months

in total, because he'd been there for one month by the time we started working together.

But what were some of the things that he really, really needed help with? It was leadership.

It wasn't managing the numbers, but yes, he did get help with that. Not from me, but he

did get help with that. But it was about leading a team. I can tell you that as Steve was raising

the bar, as I say, he was very tempted to drop the bar. You know, dip the bar down a

little bit to catch this person, or drop it down a little bit to catch this person. The

beauty of coaching for him was the accountability to follow through on holding that bar in place.

So for him, he had been a technician, and now he was a supervisor and a manager of a

department, and one of his biggest problems was being a strict leader. Tough, okay, but

not an unkind or unfair leader. It was all about being a good leader.

So this is the "train." They found him, he was already in their company, they already

had hired him. What they needed to do for Steve, for the benefit of Steve and for the

benefit of the company, was to train him. I can tell you that they have, by doing this,

retained him, where there was another person who got the same sort of reward for being

a great technician, and they bumped him up into being a manager of a department, and

it was within a few months that he was gone. He left because he just didn't feel like he

had the support. In fact, it was that he didn't have the knowledge and he didn't have the

confidence.

So when you are raising your people up to a new level because you hired them as a technician,

maybe, several years ago, and they've become a really key person on your team, and now

you want them to share all of their knowledge with the others on your team, you're making

them a leader -- make sure that you get very good training and support, as well as accountability,

for this person. Your company will benefit fabulously from it.

That's the training portion, and I'll be doing another few videos to talk about retaining

them -- of course, that's a part of it -- and finding and hiring them. So stay tuned, and

this is Lynne Jacob of MLJ Coaching International, where I help people just like you enjoy more

profits, tons more fun, and a custom-built retirement that's ready and waiting for you

on that day that you calmly and coolly say, "You know what, hon? I've had enough." Talk

to you soon.