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How to avoid becoming your company's biggest liability

I was on LinkedIn recently when a news update popped up. In the story, a CFO asks the CEO: "What happens if we invest in developing our people and then they leave the company?" The CEO answers, "What happens if we don't, and they stay?"

This vignette resonated with me: When I was a 20-something entrepreneur, I was that CFO. It's not that I didn't value my employees, but I was always cynical about investing in people who were likely to leave the company before our investment in their training and development had paid off. Now, as a 40-something entrepreneur and CEO, I'm happy to say that I have turned the corner.

Over the past few years, I have worked on culture, values and team-building than on any other part of our business, and it's had incredible impact. Yes, the environment has changed. But I know the level of our employees' participation, engagement and satisfaction have all changed, too – and our clients are the ultimate beneficiaries.

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This is one of those 'hindsight is 20/20' or 'if I knew then what I know now' situations. As entrepreneurs, we come by our (lack of) strategic people skills honestly. When we start out, there's only 'me' or 'you.' We founders do everything on our own, with no one to rely on but ourselves, which is the reason why it's natural to put the 'me' ahead of the 'team.'

But as the business grows, it's important to recognize that it will take more than just you to get things done. It's a big step to acknowledge that you're not going to be good at everything. It's an even bigger step to realize that if you don't broaden your perspective, and understand the areas where you need support, you could become your company's biggest liability.

Recently, I took it upon myself to ensure that this wouldn't happen to me. I completed a straightforward behavioural assessment that involved 10 minutes of reacting to words that best (or least) described me. Going in, I was reluctant and dubious, wondering how such a brief test could summarize a lifetime. To my surprise (and perhaps chagrin), the assessment hit the nail on the head. The results declared me to be assertive, competitive, direct, driving and forceful. Not bad for a leader and entrepreneur. But not necessarily good for someone who should be participating in HR leadership and detail management.

What an entrepreneurial wake-up call. There were actually some things that others could do better than me. Imagine my shock! The bottom-line is that this tool – this awakening – has set in play a process that will help me focus on the strengths I bring to the business, and help me attract and build a team that complements not only my skills, but those of each other's.

Want to make improvements in your own company? Here are the three key areas that will make or break your business: attract, retain and perform.

To attract the best people, successful organizations must have a brand that speaks to talented prospects who align with the company's goals and values. To compete for talent today, companies must satisfy workers' desire for a complete experience, not just a job.

With select employees now in place, winning companies turn their attention to ensuring these people stay. To retain great people you have to deliver on the brand promise you made at the hiring stage. Organizations must get to know their employees as individuals. Know what each worker needs to succeed, and give them the tools and the environment to be the best they can be.

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The final and perhaps most significant opportunity is perform. Are your employees the best in the business? Are they constantly coming up with new ideas on how to do their jobs better and move the organization forward? Your leadership, shared goal-setting, and ability to promote the right behaviour are the biggest single influence on your organization's ability to perform.

Through a culture of continuous innovation, leadership development, team effectiveness and employee engagement, organizations can measurably boost alignment and performance. But it all starts with you.

So nudge your ego aside, and make room for some company at the top of your company.

Ken Tencer, CEO of Spyder Works Inc. is a branding and innovation thought leader who helps organizations reimagine their futures. His second co-authored book on innovation, Cause a Disturbance, has just been released by Morgan James Publishing, New York.

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