Harry's Inc.的动态

Are you forming a Catalyst team to drive transformative changes in your company? "I have the willingness to admit that I don't have all the answers and to enlist help. People want to help. People want to contribute. To reach out to people who have different skills than I have. I am able to recognize what I am great at and where I need help. I hired people who could do that work. Hiring great people and allowing them to do what they're great at and not getting in their way." Minette Norman (Founder and Principal at Minette Norman Consulting LLC) Listen to the full conversation here: https://lnkd.in/enUn-9K4

As your business grows, is your team’s passion keeping up? I recently spoke with a client who’s been running his company for over 20 years. His long-standing employees are deeply invested - they’ve been through the highs and lows, and they understand what it took to build the business. But now, with new hires joining, he faces a challenge: how to instill that same passion in newcomers. The truth is, you can’t expect new employees to care as much as those who built the company. But here’s the opportunity: passion is contagious when nurtured. It’s about creating a culture that shows them why it matters. Here’s the advice I shared: ? Lead by example. When leadership is engaged, the rest will follow. ? Share the company’s story. New hires need to know where the business has been and why it’s meaningful. ? Encourage ownership. People take pride in what they help create. Ultimately, your brand isn’t just what your long-standing employees believe; it’s what your entire team lives and breathes every day. Have you faced similar challenges with scaling your team and keeping them aligned with your brand? I’d love to hear your thoughts in the comments.

What separates the everyday salesperson from top-tier growth talent? Setup's new SVP, Growth, Rhonda Vincent - Beckmann, shares her perspective about "Navigating the World of Agency Growth," and how it's more personal than people realize. Read more about it below! https://lnkd.in/ervH5zF6

Too often when I ask an executive about their organisation's north star, I get a fluffy vision statement. (I was that executive too some years ago ??) Every leader needs a north star. But that north star shouldn't just be some lofty vision statement. It’s a filter. It’s what helps you decide what to focus on and, just as importantly, what to say no to. When you’re clear on your north star, every decision—big or small—becomes simpler. You’re deliberately choosing actions that align with where you want to go. I’ve seen teams transform when they stop asking, “What should we do next?” and start asking, “Does this move us closer to our north star?” It changes the conversation. But how you set that north star is equally crucial. If you’re constantly shifting it, it’s not really guiding you - it’s just a moving target. It should be a long-term guide, something you’ve thought through deeply, so you don’t have to keep moving the goal post to get closer to it. Your north star should be solid enough to weather the ups and downs, but flexible enough to evolve as your business grows. It’s about finding that balance - stability without getting stuck. And it’s not just about you. Does your team know the north star? Do they understand it? If they don’t, it’s just a north star in your head, not a shared direction that everyone’s working toward. So, take a step back. Is your north star clear, solid, and known by everyone on your team? If not, you’ve got some work to do. ??♀?

?? Want the next four years to be better than the last four years? I'm excited to announce that Nick Mathews is moving to the next level from Senior Director at Frederick Fox! Over the years, Nick has been instrumental in driving success, building strong relationships, and delivering top-tier executive search results. Now, he's taking on a new challenge and expanding his team to reach even greater heights. Nick's journey is a testament to what dedication, expertise, and a relentless drive for excellence can achieve. As he steps forward into this new role as a partner, we’re not just looking back on his impressive accomplishments—we’re looking forward to what’s next. And guess what? ???? He’s adding one more talented individual to his team to continue making an impact. Why should this matter to you? 1. Proven Leadership: Nick’s growth to Senior Director was no surprise—his track record speaks for itself. He’s the kind of leader who inspires his team, delivers results, and always goes the extra mile for clients. 2. Expanded Team, Enhanced Service: With this addition, Nick’s team will be even better equipped to support executive searches, ensuring our clients continue to get the best talent the market has to offer. He is building a top notch team (if you ask me). 3. Commitment to Excellence: If you want to be part of a team that’s dedicated to making the next four years even better than the last, now’s your chance. Congratulations, Nick! If you're ready to work with someone who’s taking the executive search game to the next level, reach out and connect with Nick or me today. And if you’re interested in joining his growing team, let's have a conversation. ???? #Leadership #ExecutiveSearch #TalentAcquisition #FrederickFox #CareerGrowth #NextLevel

If your organization is planning to grow through M&A, odds are you’re hiring a formal corporate development leader. In many cases, this person is primarily focused on doing deals but must also plug in with your business development function to ensure all facets of growth are working together. To help you land the right person for the role, here are a few hiring considerations: ? Involve your CEO, CFO or private equity sponsor (if applicable) in the hiring process. This exposure helps candidates understand the full growth plan. ? Thoroughly examine deals they’ve made in the past. Did each one make sense? Ensure there are no “excess acquisitions” on their resumé. ? Find candidates with private equity experience. These hires tend to possess the “investor mindset” that helps align your growth teams. Interested in learning more? The full article is available on our Thought Leadership Blog: https://bit.ly/47YmaKu...

Are you forming a Catalyst team to drive transformative changes in your company? "I have the willingness to admit that I don't have all the answers and to enlist help. People want to help. People want to contribute. To reach out to people who have different skills than I have. I am able to recognize what I am great at and where I need help. I hired people who could do that work. Hiring great people and allowing them to do what they're great at and not getting in their way." Minette Norman (Founder and Principal at Minette Norman Consulting LLC) Listen to the full conversation here: https://lnkd.in/d8styqq6

Efficient scaling isn’t just about expanding—it’s about doing so with precision and measurable impact. A Fractional Chief Revenue Officer (CRO) provides the strategic leadership needed to optimize revenue operations, minimize risk, and ensure profitability—especially when entering new markets like North America. At Strategy Labs, we help businesses make data-driven decisions that reduce costs and accelerate growth, all without the long-term commitment of a full-time hire. Whether you’re expanding globally or optimizing existing operations, our fractional leadership ensures that every move drives results. Let’s connect if you’re looking for proven strategies to scale effectively and profitably - #FractionalCRO #RevenueGrowth #BusinessStrategy #GlobalExpansion #Profitability #LeadershipSolutions #BusinessEfficiency

In 2016, I became VP of People, Talent and Operations. Within 5 years, we grew the team from 50 to over 1000 people. From the outside looking in, things looked perfect. But at the time, I made one key mistake (among many others). Luckily for me, learning this has saved my clients thousands ?? When Improbable began to scale, I wanted our systems and onboarding processes to be smooth and slick. So, I tried to make every process scalable. But at the time, the CEO wanted to continue to final fit every person who joined the team. I pushed back and argued that: "We should systemise this, train others and make better use of our time." But he strongly disagreed. Truthfully, at the time I felt a little hard done by. (We were trying to scale, weren’t we?) (+ Shouldn’t he trust my opinion?) It’s only looking back today that I realise he was totally right. Improbable was built on a strong culture and sense of mission & purpose. If we lost that? We lost what made us special. And the CEO recognised the importance of this over creating a scalable process. Today, whenever I speak with CEOs and founders, I ask them 1 question ↓ "What should we systemise, and what should we hold onto for as long as possible?" Because although systems and processes can work great. You don’t want to completely wipe away the elements that make your company unique. So from my experience, you don’t need to scale every single last aspect of your business. I’ve come to learn that it is more than okay to hang onto these things.

Choosing your initial team is a crucial decision that sets the foundation for your company’s culture and trajectory ?? These early hires are pivotal, as they will help build and embody the core values that define us. It’s essential to select individuals who not only have the skills but also the drive to push your vision forward! #PeterTaunton #KeepClimbing??? . #BusinessMastery #EntrepreneurLife #StartupSuccess #BusinessStrategy #InnovateAndGrow #LeadershipGoals #EcommerceExpert #SuccessInBusiness #ScaleUpSolutions #BusinessInsights #EntrepreneurialMindset #LeadershipMatters #StrategicPlanning #FinancialFreedom #BusinessGrowthTips #CreativeEntrepreneur #MarketDominance #BusinessMindset #ProfitableVentures #EntrepreneurJourney #LeadershipWisdom #SalesAndStrategy #BusinessExpansion #InnovativeThinking #MarketLeadership #BusinessOpportunity