• Kat O'Sullivan

Do you have the right people in the right roles now?

Updated: May 6



Are you and your staff feeling overwhelmed, stressed out and a bit defeated?

This is all too familiar these days, or is it daze? If you relate, it’s time for a shift.


Stress and overwhelm are common symptoms that people are being stretched beyond their capacity. Whether it's the harsh reality that your business has come to a screeching halt OR you're having to switch gears and ramp up to meet totally new demands, it can be overwhelming, if not immobilizing.

The dilemma? Loyalty sucks. What I mean by this is misplaced loyalty sucks. At some point, the needs of your company can outpace loyal staff’s knowledge, skills and experience. When this happens, it can be difficult to sort out your loyalties and put them into perspective. In many cases owners can feel so conflicted that it’s immobilizing, leaving everyone feeling totally stressed out AND putting their company's survival at risk.


Let’s face it. The global pandemic is putting everyone WAY out of their comfort zone. It’s become the elephant in the room and ignored for fear of the consequences of letting someone go. I hear things like: “How can I let someone go who’s been with me from the beginning?” OR, “Losing their job would be devastating to their family. How could I do that!?!” It’s easy to get into this all or nothing mentality.

Is it ridiculous to think that you can meet the needs of your company, while also meeting the needs of those loyal staff? Reality check. When these issues are left unresolved it gets to the point that that staff member knows they have exceeded their capabilities and others do as well. It’s darn right uncomfortable for everyone. Time to step back and get a fresh perspective on things.


Here are 4 critical steps to help you move forward, in this order:


  1. Reassess the needs of your company, NOW and into the future — without regard to how your existing staff will fit in, which can be the most challenging part.

  2. Determine roles, responsibilities and job descriptions through the lens of what you really need vs. the capacity of your current staff, another difficult task.

  3. Then and only then, determine if you have the right people, in the right roles, with the capacity to take your business to the next level of success.

  4. Decide on the best course of action for each of your existing staff — in a way that honors their contributions and sets them up for success, whether at your company or elsewhere.


It sounds so simple, right? For most it’s easier said than done. And these issues can be made even more complex when you take into consideration the unique needs and expectations of different generations. All of this can be very tricky. Why? We all have blindspots and they become even more pronounced when a crisis hits. Reality is, we can’t fix what we can’t see. That’s where an outside perspective can be helpful in sorting out all the issues that are swirling about for you as the leader.


If this resonates, we’re here to help. Complete our Confidential Needs Assessment and we’ll schedule a free Leadership Strategy Call to explore how we might work together to resolve these pesky people problems. In the meantime, if you haven’t already, please subscribe to our Blog and stay tuned for more insight on how to build the capacity of your organization, with less stress and more fulfillment.


#KSHIFT #GerenrationGap

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