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How to Hire Great People and Help Them Thrive

Talent wins. I’m tempted to drop the mic here, but let’s dig a little deeper. Organizations that consistently outperform their competition do so because they have more talent, focused leadership, and a thriving culture. But how do you actually build a system that guarantees long-term success by managing and empowering talent? Buckle up as we take you through the OYC Talent Management System and show you how to hire, coach, and develop a winning team—without losing your sanity.

Mindset First: Talent Matters

"Business would be great if I didn’t have to deal with the people," said every manager ever. But here's the kicker—if you believe people are the problem, your organization will always feel like a reality show gone wrong. Remember, Henry Ford didn’t just invent the assembly line; he surrounded himself with people smarter than him. And trust me, it takes talent to put your ego in your pocket.

Action: What’s Your Attitude About Talent?

  • Do you believe talent makes a difference, or are you secretly hoping robots take over?
  • Are you willing to invest in talent, even if it costs more than your daily coffee habit?

Believing in the value of talent is step one to building a winning organization. Skip this mindset, and you’ll be like a chef who forgot to preheat the oven.

Priority #1: A Winning Mindset

Everything starts with how you view talent. If your mindset is focused on just “dealing with people,” you will struggle. Winning teams are built when leaders stop putting out fires and start focusing on coaching their top performers. Spoiler alert: You can’t create an all-star team if you’re stuck babysitting underperformers.

Action: Are You Spending Time with Underperformers or Coaching Winners?

If you’re constantly handling problems that shouldn’t exist, it’s time to shift your focus. Invest your time in coaching the people already driving your success, not the ones burning down the building.

Priority #2: Coaching Winners

Hiring talented people is just the beginning. If you think the hard part is over once the contract’s signed, think again. Coaching winners is all about mastering the fundamentals, asking the right questions, and pushing your top performers to be even better. Think of it like personal training—minus the sweating and overpriced smoothies.

How to Coach Winners:

  1. Grow Their Skills: Encourage your team to get better every day. After all, “leaders are readers” isn’t just something people say to sound smart.
  2. Grow Their Team: People quit their bosses, not their companies. If you care about growing your team members, you’ll build loyalty faster than a free pizza party (although pizza helps, too).
  3. Grow Their Department: Every leader should have a plan to make their department shine. If the plan is “try not to mess up,” we’re doing it wrong.

Action: Plan Skill Development for Each Team Member

Sit down with each team member and create a personal development plan. This is the time to pull out all the stops and map their future—without relying on Google Maps.

Priority #3: Individual Development Plans (IDP)

The Individual Development Plan (IDP) is the backbone of your talent management system. It’s your chance to show each team member you care about their growth and future. Sure, you could wing it, but that’s about as effective as trying to fix a leaky boat with duct tape. Trust me—planning works better.

The IDP Should Include:

  • Current responsibilities, skills required, and KPIs for success.
  • Skills needed for mastery and future roles (a.k.a., “where the magic happens”).
  • A clear growth plan with timelines—because “someday” isn’t a deadline.

Action: Create an IDP for Each Team Member

Dedicate 90 minutes to roughing out the IDP. Then, meet with your team member again to finalize it. It’s like drafting a playbook for success—only this time, everyone knows the game plan.

Priority #4: Build a Winning Culture

Peter Drucker said, “Culture eats strategy for breakfast.” And if you’re still trying to run your business with a “nice” culture, you might want to grab some extra toast. Nice is fine, but it’s also mediocre. Winning teams are built on cultures that don’t just settle for being comfortable—they obsess over results.

How to Build a Winning Culture:

  • Define what winning looks like: You can’t win a game if no one knows the rules. Define 1-3 key metrics for success in every role.
  • Focus on those metrics: Make them the star of the show, like the Instagram influencer of KPIs.
  • Celebrate success: Celebrate wins like they’re going out of style. Maybe throw in a trophy or two (or at least a gold star).

Action: Build a Performance-Driven Culture

  1. Identify Key Metrics: Hold a team meeting to define success for each role. Please make sure everyone leaves knowing precisely what they’re aiming for.
  2. Measure and Review Weekly: Set up weekly reviews to track progress. Consistency is key—just like that workout you keep meaning to start.
  3. Create a Recognition Program: Develop a system for celebrating wins, even if it’s as simple as high-fives in the hallway. Success is contagious—make it viral.

Priority #5: Always Be Recruiting (ABR)

Your next great hire isn’t going to knock on your door with a resume in hand, so you need to stay on the lookout. Recruiting isn’t a one-and-done thing—it’s a constant process. Think of it as the “Where’s Waldo” of business, except this time, you’re hunting for A-players.

How to Compete for A-Players:

  • Make your company vision big enough to inspire A-players: You can’t attract the best if you’re thinking small. Sell them on the dream, not just the job.
  • Recruit even when you’re not hiring: If you see top talent, don’t wait for an opening. Keep that pipeline full—it’s like your secret weapon.
  • Promote your culture: If you want the best people, ensure your company looks like a place they’d want to work. And no, free coffee isn’t enough.

Action: Build a Talent Pipeline

  1. Create a Talent Pipeline: Keep a list of potential A-players, even when you don’t have an open position. You never know when the right opportunity might pop up.
  2. Involve Your Team: Get everyone involved in recruiting—after all, they probably know some great people too. Sweeten the deal with a referral bonus and watch the magic happen.
  3. Strengthen Your Employer Brand: Make sure your company culture shines through on social media and at networking events. If you want to attract talent, you’ve got to look the part.

Steps to Build a Winning Organization

  1. Talent is your foundation. Accept that talent is the cornerstone of a self-managing business. Bonus tip: Talent isn’t cheap, so stop pinching pennies.
  2. Coach your talent. A-players don’t need micromanaging, but they do need coaching. Be their guide, not their boss.
  3. Create Individual Development Plans. Show your team you care by investing in their future—and get that IDP in place.
  4. Build a winning culture. Define success, measure it, and celebrate like it’s your job (because, honestly, it is).
  5. Always be recruiting. Keep your eyes open and your talent pipeline full. You’re always one hire away from greatness.

Action: Are You Ready to Build a Winning Team?

Focusing on these five priorities will set you up for a self-managing business driven by talent, high performance, and a winning culture. So, are you ready to step up your game? Start implementing the OYC Talent Management System today, and before you know it, you'll have an all-star team that not only meets expectations but blows them out of the water. Let’s get to work!

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