✨ Tuesday Tip: The 10-Minute Talent Audit ✨ If you're a business owner or team leader, here’s one of the simplest high-impact habits you can build: block off 10 minutes this week for a Talent Audit. It’s quick. It’s powerful. And it will sharpen every hiring and leadership decision you make. Ask yourself three questions: 1️⃣ Who on my team is ready for more? Look for the quiet high-performers, the problem-solvers, the people who consistently deliver without needing reminders. These are often your future leaders — but they won’t raise their hands if you don’t create space for them. Think about what “more” looks like: bigger responsibilities, exposure to senior leadership, or a stretch project that builds their confidence. 2️⃣ Who needs support? This is not about calling out weaknesses — it’s about recognizing where someone might be stuck. Maybe they need clarity, better onboarding, mentorship, or a process that’s less chaotic. Talent rarely fails because of capability; it fails because of lack of structure and communication. A 10-minute pulse check helps you catch that before it becomes a performance issue. 3️⃣ What role will I need in the next 90 days? Most companies wait until there’s a crisis to hire. By then you’re rushed, reactive, and settling. Take a moment to look ahead: What new business is coming? Where are the bottlenecks? What skills are missing? Proactive hiring is one of the biggest competitive advantages a company can have — especially in real estate, property management, and operations-heavy businesses. When you build this into your routine, you stop hiring out of urgency and start hiring out of strategy. Ten minutes now saves hours later — and makes your next hire smarter. If you want help identifying talent, understanding gaps, or building a stronger pipeline, I’m here. Let’s talk.
✨ Tuesday Tip: The 10-Minute Talent Audit ✨ If you're a business owner or team leader, here’s one of the simplest high-impact habits you can build: block off 10 minutes this week for a Talent Audit. It’s quick. It’s powerful. And it will sharpen every hiring and leadership decision you make. Ask yourself three questions: 1️⃣ Who on my team is ready for more? Look for the quiet high-performers, the problem-solvers, the people who consistently deliver without needing reminders. These are often your future leaders — but they won’t raise their hands if you don’t create space for them. Think about what “more” looks like: bigger responsibilities, exposure to senior leadership, or a stretch project that builds their confidence. 2️⃣ Who needs support? This is not about calling out weaknesses — it’s about recognizing where someone might be stuck. Maybe they need clarity, better onboarding, mentorship, or a process that’s less chaotic. Talent rarely fails because of capability; it fails because of lack of structure and communication. A 10-minute pulse check helps you catch that before it becomes a performance issue. 3️⃣ What role will I need in the next 90 days? Most companies wait until there’s a crisis to hire. By then you’re rushed, reactive, and settling. Take a moment to look ahead: What new business is coming? Where are the bottlenecks? What skills are missing? Proactive hiring is one of the biggest competitive advantages a company can have — especially in real estate, property management, and operations-heavy businesses. When you build this into your routine, you stop hiring out of urgency and start hiring out of strategy. Ten minutes now saves hours later — and makes your next hire smarter. If you want help identifying talent, understanding gaps, or building a stronger pipeline, I’m here. Let’s talk.