It is well understood that growing a business requires people. If you want to grow a business fast, therefore, you have to source, filter, and hire of a lot of people very quickly. Identifying the right people, with the right capabilities, and the right cultural fit when the hiring engine is in overdrive requires a special set of safeguards.
Executives, decision makers, and management in general have a finite amount of “Management Attention Units” (MAUs). So, what are MAUs anyway? We use this general term to refer to time used by management to carry out core supervisory duties. Management’s time – a very valuable and finite commodity.
It is a well known fact that an effective way to reduce one’s workload and stress levels is by delegating in the workplace. Delegating, however, requires trust in the person you are delegating to and an understanding that things may not be perfect.
SpaceX has emerged in the past few years as a uniquely disruptive company in an area that has, until now, been reserved for governments. Here are some interesting facts about their meteoric rise. What makes them good at getting hard or seemingly impossible things done?
We know that a culture of accountability in the workplace is driven from the top. If leaders fail to do what they say they are going to do, a culture of complacency develops. However, even when this is done, a basic Foundation Framework needs to be in place for accountability to take hold.
The concept of tying compensation to accountability seems simple enough on the surface. However, making it real is way harder than it looks. And the biggest challenge is deciding what to measure performance against.
The Velocity Retail Group is a full service retail commercial real estate company providing complete retail solutions in tenant and landlord representation, build and buy-to-suit, and investment advisory services. Velocity Retail is using the power of accountability to make sure things get done.