nagement. Every day, give your employees more tasks and responsibilities. It's perfectly OK to tell them how you handle each such task and, of course, tell them why you do some things a certain way. Then, reassure them that you want them to experiment, to find better ways of producing the product, delivering the service, billing the client, and generating new sales. Let them know several important things. You expect and respect failure. That you learned from your mistakes and they will learn from theirs. Remind them of the great confidence you have in them. And pledge to them that you are there to help if they run into trouble. Let them know that although business has been good up to this point, it can't get better without even more help from themWhen we talk about hiring the best person, we don't necessarily mean the candidate with the greatest paper resume or the one who's attended the finest university. What we're suggesting is that you have your antennae up for the person who most impresses you with his or her understanding of your vision and what the journey ahead looks like. On the other hand, does this candidate have the personal confidence to challenge some of your own current methods? While you're not looking for someone to disrupt a successful business, you will need someone who is able to help you take your business to the next level. That's rarely easy. Many companies build to a sales level of a few million dollars and hit a wall they're never able to clear. This is an area in which your new CEO may have the greatest impact. By offering even minor changes to your successful operation, he or she will have you asking, "Why didn't I think of that?" 7BMy experiences with business leadership have been very limited because I have not yet taken to a management position. Other people ask me how come I can’t keep a job and I say it’s because I have not created the chance for myself to compete with the entire work force of...
