As Seen in Multi-Unit Franchisee Report - Disaster Recovery: Emotional, Physical, and Financial

As Seen in Multi-Unit Franchisee Report - Disaster Recovery: Emotional, Physical, and Financial

We cannot predict when disaster will strike, but current events prove it can happen at any time. Whether it is hurricanes, flooding, blizzards, tornadoes, droughts, or wildfires, timing can only be determined by the "odds." This can cause us to become complacent in thinking that disaster will not hit our family, business, or geography. Thus, we don't prepare at all, because feeling "the unpredictable" is too far out of our control. However, to build exponential value in your multi-unit franchisee organization, it is essential to plan for the predictable, probable, and possible contingencies.

Plan can be a bad "four letter word" for entrepreneurial-minded business owners like multi-unit franchisees. But it can (and should) be your favorite word when you or those you care about are impacted by a disaster. By having a plan in place, you have the resources and protocols in to ensure you are there for your people, and you can recover damaged real estate or inventory.

There are a variety of areas we should plan to protect the financial, physical, and emotional future of our organization. Having a disaster recovery plan in place is one of the most important tools to keep the franchise business, your employees, and yourself moving forward should disaster hit your community. Let's face it, disastrous events can turn on a dime and you can find yourself in the path of destruction.


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As Seen in Multi-Unit Franchisee Report - Investing in Recruiting and Retention Programs

As Seen in Multi-Unit Franchisee Report - Investing in Recruiting and Retention Programs

Starting December 1, 2016, our industry faces potential impacts from new labor laws, one of which includes creating additional retention challenges to our already stressed talent pool in the franchise industry. The Fair Labor Standards Act (FLSA) of the U.S. Department of Labor (DOL) is making significant changes to overtime pay for employees. As outlined in the article, “New Overtime Rule Compels Problems for Franchisees,” the change means that it is going to force employers to shift the pay status of their employees from salaried to hourly.

Read the complete article on the Multi-Unit Franchisee Report website

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As Seen in Multi-Unit Franchisee - Benefits Of Employee Engagement Surveys

As Seen in Multi-Unit Franchisee - Benefits Of Employee Engagement Surveys

Dan Schneider writes in Multi-Unit Franchisee on the benefits of using employee engagement surveys to better understand your business's strengths and weaknesses, and how to use the results to improve your work culture and performance.

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Chimp, Chump, Champ: The 3 Stages of Successor Development

On a limited basis, The Rawls Group provides Successor Development Forums (SDF) for prospective leaders who feel they need coaching and education on the unique challenges of successor development. An SDF is not intended to be a "lucky sperm club;” it is intended to be a “work group" for successor candidates who are seeking coaching that they cannot get at home.

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2 Key Areas Impacting Your Ability to Take Your Business to the Next Level

When working with a team of business leaders, one of my first questions is "How many of you are ready to go to the next level?” Either a lot of hands go up or there is a chorus of "Absolutely." And then I ask them "How many of you know what the next level looks like?" The near to total silence is deafening. They don't know what the next level looks like; and there is some concern that somehow, it might require more work and effort.

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Feedback – The Breakfast of Champions (and High Performing Cultures)

Feedback is a peculiar animal.  While many of us tell others we want it, we often abuse the messenger brave enough to give it.  Or, if feedback is delivered by a “system”, we look for faults in the way the system was designed to deflect the message and save or rescue ourselves from embarrassment that usually comes with looking foolish.  

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How Do I Build Bench Strength in My Organization?

Talk about bench strength occupies quite a bit of time in board rooms and kitchens all around the world.  I’ve read some articles that talk about the “marriage” between succession planning and successor development; and I’ve read others that talk about how hard it is to find people suited to be the next generation of leaders.  Still others present business owners and leaders with something akin to “silver bullet” coaching that can get people ready overnight.

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Successor Development - The 360 Slam Dunk!

As a sports enthusiast, when I hear the term "360 slam dunk," images of Michael Jordan soaring through the air high above the rim in a Chicago Bulls jersey flash through my mind, which I assume is the case for some of you as well. Unfortunately, this article is not about how to do a 360 dunk a la Michael Jordan but rather the benefit of utilizing a 360 Assessment as a successor preparation tool. The utilization of a 360 Assessment to help identify leadership gaps and coaching opportunities for prospective successors can be an invaluable tool.

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Leadership Succession - Whom Do I Develop?

Not too long ago, I spoke to a fairly large gathering of people involved in Human Resources, Organizational Development, and Talent Management.  Some worked for privately held businesses, some worked for the publicly held sector, and some worked for the government sector.  Regardless of their affiliation, all had questions about what groups of people get the benefit of development dollars.

When this topic inevitably came up, I shared a story that goes back more than fifteen years.  My client and I were finishing the definition of the scope of the development project under negotiation.  Tom made it clear that he wanted family members involved, and then he added, “I don’t have to do everyone do I?”  To that I replied, “Of course not, Tom.  You just tell me whom you want to leave ineffective and non-productive; and we’ll skip right over them.”  Tom decided to include everyone.  

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The Incentive Trap, Are You Caught In It?

Here’s something that may challenge your current thinking about incentives: Not all incentive programs motivate people towards better and higher levels of performance.  In fact, a good many of these programs have just the opposite effect. They can also serve as a source of motivation for the wrong people or a source of entitlement.

Basically, there are three types of motivation:  Fear (self-imposed or direct threats); Extrinsic (outside programs such as bonuses, special perks, etc.); and Intrinsic (internal drive for accomplishment).  While fear and extrinsic motivation may have some immediate impact on performance levels their impact is generally short-lived.

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Evaluating Successors - Have You Communicated Clear and Reasonable Expectations

In fairness to the up-and-coming successor candidates in family businesses, it should be mentioned that often times the evaluation of them is not altogether objective or even reasonable. Family member employees live in a fishbowl where nothing they do is seemingly ever good enough. The good stuff they do is seen simply as par for the course. And frankly, that’s often because no one in the organization gets a lot of affirmation for their incredibly hard work, so why should the “heir apparent.”  On a side note, that’s a sad commentary on many businesses across our fruited plains in and of itself. And the errors successor candidates make often become mountains made out of molehills.

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When Is the Best Time To Give Someone Feedback?

Life seems to be full of “Goldilocks” moments.  You know, the time when whatever is going down is just right.  So, when it comes to giving family members, employees or partners the benefit of your counsel, when does that magic feedback moment actually occur?

Before we talk about the timing, however, let’s mention one or two things about the nature of the feedback.  If it is constructive criticism it may actually have more weight than positive reinforcement.  While positive comments may be good for morale, they do not appear to have much influence on actual performance.  It seems that we pay more attention to criticism than we do to “wonderful, wonderful.

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Should I Hire People I Do Not Like?

Of course not.  No. Never.   Roy Reiman, publisher and philanthropist, writes and speaks about the virtues of hiring people you like and the positive impact that has on building or sustaining an accepting culture. Hiring people you do not like almost certainly leads to problems down the road, and those can be expensive in terms of energy, time and money.

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Flexibility over Value - Is there a Shift in the Employment Teeter Totter?

As discussed in my previous post, our new economy has forced business’ to do more with less  causing the workforce to become more productive and resourceful.  The competition has created a contraction of margins that will not tolerate inefficiency, complacency, high wages or any presumption that future success can be achieved through practices of the past.  As a result, workforce competition has also increased and the rules have changed, causing the unemployment rate to rise.

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Likability or Accountability - Do You Have the Right People Driving Your Organization?

In my last two posts, Likability or Accountability: Leadership and The Right People- I discussed the idea that there are several businesses I’m currently working with that are performing and several that are not. The difference between the two is that they either have a culture of likability or a culture of accountability.  The immediate differences between the two suggested differences in leadership, people, and focus on results.

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6 Steps for Developing High Performing Cultures

Most people would never think of beginning a building without a blueprint or some kind of schematic drawing. Succession plans and business cultures, however, are often viewed in a very different light. Many people consider themselves experts in succession success and business cultures, even though their frame of reference is limited to their personal experience with a single organization.

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How to Make Sure You Are Effectively Communicating Your Expectations

Are you puzzled when others do not meet your expectations? Earlier this week, some clients were talking about how difficult it is to get some people to meet their performance expectations. Several years ago, I was having a similar conversation with one of my coaches and mentors. After moaning out loud about the poor performance of my group, I muttered out loud “You would think they would know better by now.” He looked at me and asked “Have you actually told them what you want, or have you just hinted at it?”

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Understanding the Cycle of Addiction

Do you have any bad habits? If your immediate response was no, then you might consider that you have a bad habit of lying. The truth is we all have bad habits and sometimes those habits can turn into addictions. In my work with family businesses I frequently interact with people who are addicted to something. Sometimes it’s a functional addiction and sometimes destructive.

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What You Should Know About Your Management Development Program

The ultimate success of both large and small companies is determined by how well they recruit and develop managers to train, guide, motivate and hold accountable the employees who are on the front lines with customers. I would not deny that some stellar employees just naturally evolve into good managers. However the vast majority of highly effective managers learned the core competencies of management in the school-of-hard-knocks. Taking two steps forward and one step backwards they became testimonies to my philosophy that “success is based upon the failures we learn from”. But my point is that although these over-comers are proud of their achievement, they readily admit that their failures were very expensive for all concerned. So consider these fundamentals that any company, large or small can use as a foundation to a management development program that will bring big time long term rewards.

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How to Align Incentives with Management Talent

I am a big believer that your business is only as good as the people you have working for you. When it comes to attracting and recruiting high quality, team-minded individuals, some companies do a better job than others.  Over time these individuals distinguish themselves within your organization through their positive attitude, commitment to your core values and performance. You know who these individuals are and at times you wonder how successful your business could be if only you could replicate these impact players. Alternatively, you may be thinking that this individual is so important to your business that you could least afford to lose him or her. So how do you acknowledge, affirm, motivate and retain them?

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