Growth | Performance | Wealth

In a recent blog post, I explored the characteristics of a high-performance team. Today I want to discuss how to promote a non-negotiable culture of success. The biggest mistake I made when first implementing the high-performance framework, was assuming that this great initiative will be supported and endorsed by all. After all, who wouldn’t want to be good at their jobs? I had spent about six months building out the position descriptions, writing a procedure manual with the

I think we can all agree that any customer-facing business will always have complaints. We all do the best we can to attend to our customer's needs however some customers don’t align with our vision or priorities, and sometimes things go wrong. Always taking the glass half full approach, I see complaints as a valuable business tool. In the large businesses that I have worked in, I’ve always headed up the complaints process. It was important to me that each complaint was able

Attracting new clients to your property management business isn’t the only marketing you should be doing. Companies today should continuously be promoting themselves to the every evolving recruitment pool, to ensure they are attracting good quality, high performing team members to their business. There is much work taking place in the recruitment space on becoming a business of attraction. What does this mean? This when a business stands out as a valued place to work for a po

Many people approach me about how to get their teams performing better and how they can make their business more attractive to them. They find their teams are always overworked and as a result, they are leaving to go to similar roles with competitor businesses and are not sure why. Most of the work that I do with companies is to establish a framework to build and promote a high-performance environment for teams to learn, grow and perform. So what is a high-performance team?

I’ve been doing quite a bit of work with clients in recent months around when to recruit new team members into the business. Some of the feedback is that they hire too late and others think they hire too early. Recruitment is often not just a financial decision for the business. If you recruit to late, you find the pressure on your team to train and induct new team members severely efforts their ability to service customers, resulting in an increase in complaints and stressed