Dilemmas, Confusion…I thought this was going to be easy!

We’ve all been there before. Sitting around on the couch with our friends, hanging out, having fun…when all of a sudden it happens! The dreaded question that nobody can seem to answer!

The first person says, “I’m starting to get hungry”, the other says, “Me too!” The first person then says, “Where do you want to go? What are you in the mood for?” and….BAM!!! You have no idea what the hell you want or where you want to go. You will both sit around for a while, hear a commercial for the new spicy chicken wings at Wing World and go get that. Only…you leave feeling dissatisfied.

This is what happens when you can’t define roles in a business; dissatisfaction with how things are working. Founders need to take on the role that they are good at! Not the one they feel like they should have. This can only lead to the future success of your business. Trying to take on roles that you are not qualified for can stifle the progress of your company’s growth. Much like dinner plans, not having a clear path can lead you to a poor decision.

To build on this, having two people with the same title can lead to decisions never being made due to conflicting views. No two people should be doing the job that one person is capable of doing. Let’s think of this again using our dinner example. The two friends, this time, both know exactly what they want. One wants burritos and the other wants pizza. These are two opposite styles of foods and arguing over where to go get something to eat can lead to just continuing to lay on the couch and hang out…even though you are both still very hungry.

Just because you don’t have the CEO or President title, doesn’t mean that you own any less of the company or contribute in any way that means less than the CEO. Play to your strengths and make yourself an extremely valuable member of your company. These valuable members are the indispensable ones, not the ones that just have the big title.

To build a strong executive team, you need to realize the potential that people have. Recognize their skills and talents and appoint them to those positions. Be on the lookout for skilled talent, even when it’s not necessarily for the executive team. Different career fields can bring in new, valuable perspectives that can “freshen up” or revive an old process that needs to be re-vamped.

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