Security Sales & Integration July 2023 - 59

EXECUTIVE DECISIONS
Business Fitness by Paul Boucherle
paul@matterhornconsulting.com
@swisssherpa
The Value of Re-examining
Your Company Vision
Refresh,
remind, and
engage your
current team
in a change
of vision or
mission; this
is vital to a
company's
success.
▶ TALENT ACQUISITION fuels our growing
companies. Th e past few years have been challenging
to fi nd the right talent. Harder to fi nd, harder
to hire, and very hard to retain. Many merely attribute
it to the younger generation, not recognizing
the opportunity of hard work and earning through
patience and learning. Th at would be a fatal fl aw to
avoid, at all costs. Perhaps you've experienced this?
Hiring and retaining talent depends on a
variety of business issues. Let me share my favorites,
with some complementary (and complimentary)
suggestions.
Make sure your hiring pitch is based on a solid,
authentic storyline of your company vision that
contributes to society in a big-picture way. New-generation
talent views their contribution beyond a
paycheck and promise of promotion. Rethink your
company vision. Vision changes with the times. Get
your vision corrected as your company grows older;
a blurry vision will not attract solid talent.
Coaching point: Test your revised vision
message with some of the younger-generation
employees. Get their feedback. Does that vision
get their attention? Rinse and repeat until it inspires,
motivates, and engages.
How will you know if your new vision is working?
For starters, the number of people that apply
for an open position based on the job posting content.
Secondly, the interview process will speak volumes
based on communication, body language, and
homework they did researching your company.
Paul Boucherle, Certifi ed
Protection Professional
(CPP) and Certifi ed Sherpa
Coach (CSC), is principal
of Canfi eld, Ohio-based
Matterhorn Consulting
(matterhornconsulting.
com) and an SSI Industry
Hall of Famer. He has more
than 30 years of diverse
security and safety industry
experience.
securitysales.com
Coaching point: Listen carefully and actively
(their whole message) to the questions they ask
you about your company mission and how it contributes
to the " greater good " of society. Your response?
" We save lives and protect innocent people
so they can pursue their dreams! "
Th e next part gets a bit tricky but is doable with
practice. You need to explain what their " mission "
is in their new role. Most companies provide a
long, overly complex list of duties and tasks of a
position - yawn! You don't want to sound like
you are pitching a script for a career movie role.
Create a big picture; the side of a building mural
that drives their imagination. Th is may sound a bit
dramatic, but murals can be inspiring.
Coaching point: Treat this mission like a
Marine. Marines need to know the mission objective,
why it matters, when it needs to get done,
and the " intent " of their commander. Marines
are trained and motivated to deliver the " how. "
Try and stay out of their way.
Your vision and mission work does not end with
attracting new talent. It begins with your personnel.
Refresh, remind, and engage your current team in
a change of vision or mission; this is vital to a company's
success. Why is that? Current associates are
the proof in the fl esh of your vision and mission.
You won't fool new hires when the company culture
does not jive with your job opportunity off er.
Coaching point: Get your management team
fully engaged in the new vision/mission by letting
them off er candid input, criticism, and suggestions.
Ask them how their department will support the vision
through team meetings. You will be surprised
when you leverage the brainpower on your payroll!
Lastly, the point of proactive exit interviews is
to gain valuable insights if your vision/mission is
being productively led by your managers/supervisors.
Remember, people generally don't leave
a company; they leave their managers. It's also
important to do exit interviews with retiring employees.
I suggest six months before they retire.
Th ey will provide invaluable insights.
Coaching point: We do exit interviews for
our clients to dig past the emotions to fi nd underlying
root causes. Th e feedback is enlightening
for owners. Be disciplined with exit interviews to
signifi cantly help you recruit new talent.
Take the extra eff ort to include exit interviews
on every associate departure. While some
will be skewed by circumstances and emotions
there will be grains of wisdom to consider. Th e
validity and credibility of your stated company
culture depends on it.
JULY 2023 Security Sales & Integration 59
http://www.securitysales.com
Security Sales & Integration July 2023

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